Delegated governance is a defining feature of modern public sectors around the globe. In such settings, a variety of decentralized providers delivers public services while the accountability for service delivery remains with the administration. The management of relationships with providers has thus become a critical administrative task. The central position occupied by public audit institutions in these relationships has so far been poorly understood and largely under-researched. Our work unpacks how administrative units react to audits that identify performance and coordination issues in service delivery. Investigating delegated governance in the City of Vienna, our findings demonstrate that administrative units respond in two ways: by undertaking authoritative measures, and, to a lesser extent, by reaching out for dialogue with providers. We therefore suggest that audits not only strengthen administrative accountability but also improve relationship management in settings of delegated governance, filling the vacuum of control and communication between administrative units and service providers.

Intersectional income inequalities based on social class and gender remain under-researched. This paper examines the development of the gender pay gap, the class pay gap, and the intersectional gender-class pay gap over time. Drawing on a longitudinal survey of the first ten career years of business school graduates, our results show that both social class origin and gender lead to income disparities that increase over time. In addition, results of the intersectional gender-class pay gap analyses provide a nuanced picture of these growing income inequalities as we find evidence for a growing class pay gap among men but not among women. This indicates that while men benefit more from higher-class backgrounds than women, effects of lower-class backgrounds are less severe for women than for men. Thereby, our findings underscore the importance of intersectional analyses in career studies.

As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies.

Contemporary public services are regularly delivered by a broad range of decentralized providers across the public, private, and non-profit sectors. In these fragmented settings of ‘delegated’ governance, central administrative overview and accountability have become increasingly elusive objectives. Public audit institutions, on the other hand, occupy a unique position at the nexus of central administrative units and decentralized service providers. Our work addresses the often-underestimated role that public auditing plays in such organizational arrangements by unpacking how administrative units respond to audits that identify performance and coordination issues in the delivery of public services. Empirically, we examine survey data from organizations audited by the City of Vienna Court of Audit. We find that audits indeed make administrative units (re-)act – but also talk and listen to service providers. Thus, audits strengthen central administrative accountability and lead to (re-)engagement and improved relationship management in settings of delegated governance.

Organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been researched as a proxy of environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. We build on leader- member exchange (LMX) theory, examining the influence of supervisor support within team structures by testing interlinkages of OCBE and WGGA of leaders and members. We surveyed 597 employees from 89 teams in 6 countries working in one multinational company. The results show (1) strong correlations of OCBE and WGGA within the team structure. While we predict a positively moderating effect of perceived person-supervisor fit (PSF) and person-group fit (PGF) on these relationships, our data did not support these hypotheses. Yet, we further reveal that (2) PSF and PGF could act as drivers for team members’ OCBE and WGGA, (3) as well that team leader and member PGF correlate with leaders’ OCBE and WGGA. These results point to the importance of pro environmental behaviors of group leaders and their influence on group members. Also, the perceived fit of group members (PGF) could provide potential steps for successful green initiatives in organizations and for implementing their environmental strategies.

Even though awareness for unequal opportunities in societies is rising, career research continues to have blind spots regarding issues of inequality. While there are several studies that investigate the gender pay gap, only few look at the effects of social class origin and even fewer at the intersectional interplay of gender and class origin. This paper explores core factors in connection with inequality, i.e. social class origin, gender and their intersectionality, emphasizing their effects on career success over time. Data used in this study stem from two cohorts of a longitudinal survey among Austrian business school graduates graduating around 2000 and 2010. Our results suggest that social class origin and gender both influence objective career success (i.e. income) over time, but do not appear to influence subjective career success (i.e. ascribed career success) to the same extent. Regarding the intersectionality effect of social class origin and gender, results differ markedly between the two cohorts. Our findings not only add to the broad bodies of gender and class inequality literature, but also provide insight into effects of inequality factors on careers over time.

Scholars have emphasized the potential of self-regulation, realized through 'codes of good governance', to improve gender diversity on boards. Yet, unconvinced of the effectiveness of this self-regulation, many regulators have implemented mandatory quota laws. Our study sheds light on this dilemma. Seeking to broaden our conceptual knowledge of how such 'codes' work in the specific case of gender diversity on boards, we ask: Under which conditions is self-regulation via voluntary principles of good governance effective? Expanding recent institutional-theory perspectives from the literature of women on boards, we show that, in the case of Austria, self-regulation via code recommendations is ineffective unless supported by additional forces. The primary reason for this, we argue, is that nominators do not expect benefits from gender-diverse boards. Furthermore, non-compliant companies face little pressure to change due to the small number of companies that have already adopted respective code recommendations. We identify two potential alternatives to boost the effectiveness of voluntary self-regulation for gender-diverse boards: First, the introduction of concrete targets for female representation and the public monitoring of fulfillment; and, second, the establishment of a credible threat that mandatory quotas will be imposed if diversity goals are not achieved. Drawing on longitudinal data from 2006 to 2016 on listed and state-owned companies in Austria, we give an empirical account of the conditions that assure effective self-regulation. Arguing that codes suffer from what we call 'opportunity bias', we conclude that political goals (such as gender equality) based on ethical rather than instrumental considerations are unlikely to be effectively implemented solely by codes of good governance.

This study evaluated whether patients with somatic symptom disorder, expressing chronic pain that could not be attributed to a medical condition, would benefit from an 8-week inpatient residence at a psychiatric ward. In the 1-year follow-up after termination the authors examined the extent to which the integrated treatment decreased patient costs. A total of 106 patients participated in the follow-up and reported a significant improvement in their general health (Cohen's d = 1.5-2.21), a decrease in impairment due to pain (d = 2.24), and a decrease in symptom severity (d = 1.29). They took fewer medications and sick days, reported fewer hospital stays and medical examinations, and consulted and changed physicians and outpatient clinics less often (d = 0.55-1.1). The average cost per patient was cut in half, down to € 80,000/$96,000 per year. From a clinical standpoint, group analysis that focused on aggression was the most effective intervention.

Based on a survey among flight attendants from a DACH-country-based airline, this study examines the effects and relative importance of social and temporal determinants of emotional exhaustion and turnover intention. Results suggest that scheduling satisfaction is the most influential predictor of both emotional exhaustion and turnover intention, followed by time pressure and surface acting for emotional exhaustion and surface acting and organizational support for turnover intention. From a practical standpoint, these results thus suggest that the most important predictors of emotional exhaustion and turnover intention can be shaped and influenced quite well by management.

A highly influential meta-analysis by Ng, Eby, Sorensen, and Feldman (2005) examined the prediction of objective and subjective career outcomes by a host of human capital, organizational sponsorship, sociodemographic status, and stable individual difference variables, based on articles published during or before 2003. In light of the steady flow of reports regarding how much the nature of work and careers is changing and sustained scholarly interest in the antecedents of career success, we meta-analyze the relevant evidence published between Jan 2004 and June 2018. Results that broadly replicate Ng et al. include the findings that as a group, organizational sponsorship and stable individual differences displayed stronger relationships with subjective (i.e. career satisfaction) than objective (i.e., pay and promotions) career success. On the other hand, although the influence on promotions and subjective career success of socio-demographic predictors as a whole has remained virtually unchanged, socio-demographics have become less predictive of income. Also, the modest extent to which human capital predictors were more predictive of objective than subjective success appears to have further diminished. A host of other differences emerged on the level of individual predictors. We discuss limitations, implications for future research, and applications by career scholars, those enacting their career, and others (i.e. career educators and coaches) who may utilize up-to-date information regarding the most robust predictors of objective and subjective career success

In metastatic colorectal cancer (mCRC), multimodal therapeutic strategies and diagnostics have continuously improved patient survival. The aim of our investigation was to relate this enhanced clinical outcome to treatment costs based on predictive biomarker scenarios guiding epidermal growth factor receptor (EGFR) targeting in a developed country.

With a triple-bottom-line lens on sustainability, this study examines the effects of culture on companies’ economic, social, and environmental sustainability practices. Drawing on institutional theory and project GLOBE, we delineate cultural practices dimensions that consistently predict sustainability practices related to each of the three domains. Based on a sample of 1924 companies in 36 countries and nine cultural clusters, we find that future orientation, gender egalitarianism, uncertainty avoidance, and power distance practices positively, and performance orientation practices negatively, predict corporate sustainability practices. Further, our findings suggest that these effects might vary according to the country vis-à-vis cluster level of analysis.

BACKGROUND:Intrahospital patient transports (IHTs) in intensive care involve an appreciable risk of adverse events (AEs). Research on determinants of AE occurrence during IHT has hitherto focused on patient, transport, and intensive care unit (ICU) characteristics. By contrast, the role of "soft" factors, although arguably relevant for IHTs and a topic of interest in general health care settings, has not yet been explored.PURPOSE:The study aims at examining the effect of safety climate and team processes on the occurrence of AE during IHT and whether team processes mediate the effect of safety climate.METHODOLOGY/APPROACH:Data stem from a noninterventional, observational multicenter study in 33 ICUs (from 12 European countries), with 858 transports overall recorded during 28 days. AEs include medication errors, dislodgments, equipment failures, and delays. Safety climate scales were taken from the "Patient Safety Climate in Healthcare Organizations" (short version), team processes scales from the "Leiden Operating Theatre and Intensive Care Safety" questionnaire. Patient condition was assessed with NEMS (Nine Equivalents of Nursing Manpower Use Score). All other variables could be directly observed. Hypothesis testing and assessment of effects rely on bivariate correlations and binomial logistic multilevel models (with ICU as random effect).FINDINGS:Both safety climate and team processes are comparatively important determinants of AE occurrence, also when controlling for transport-, staff-, and ICU-related variables. Team processes partially mediate the effect of safety climate. Patient condition and transport duration are consistently related with AE occurrence, too.PRACTICE IMPLICATIONS:Unlike most patient, transport, and ICU characteristics, safety climate and team processes are basically amenable to managerial interventions. Coupled with their considerable effect on AE occurrence, this makes pertinent endeavors a potentially promising approach for improving patient safety during IHT. Although literature suggests that safety climate is slow and hard to change (also compared to team processes), efforts to improve safety climate should not be forgone.

Disclosing personal information to a crowd, with all its risks and benefits, is almost ubiquitous in Web 2.0. Drawing on privacy calculus (PC) theory, we investigate whether cultural differences moderate the effect of risk and benefit assessment on online self-disclosure (OSD) in person-to-crowd settings. Empirically, our study relies on a (statistical) meta-analysis of 38 studies. Our findings support the assumptions regarding the effect of privacy calculus on OSD: benefits and trust beliefs increase OSD, privacy concerns and risk beliefs reduce it. Furthermore, the positive effect of the former PC aspects on OSD is larger than the negative effect of the latter. The effects of benefits and risk beliefs on OSD are moderated by cultural differences, unlike those of privacy concerns and trust beliefs. Uncertainty avoidance and indulgence reduce the positive effect of benefits on OSD, masculinity and power distance enhance it. The negative effect of risk beliefs is reduced by uncertainty avoidance and long-term orientation, but aggravated by indulgence. In addition to advocating increased cultural awareness for online service providers, our findings support PC as a useful concept in OSD research, but suggest that the most prominent cultural dimensions might not be the most relevant ones in intercultural OSD research.

Background: Safety climate (SC) and more recently patient engagement (PE) have been identified as potential determinants of patient safety, but conceptual and empirical studies combining both are lacking. Purposes: On the basis of extant theories and concepts in safety research, this study investigates the effect of PE in conjunction with SC on perceived error occurrence (pEO) in hospitals, controlling for various staff-, patient-, and hospital-related variables as well as the amount of stress and (lack of) organizational support experienced by staff. Besides the main effects of PE and SC on error occurrence, their interaction is examined, too. Methodology/Approach: In 66 hospital units, 4,345 patients assessed the degree of PE, and 811 staff assessed SC and pEO. PE was measured with a new instrument, capturing its core elements according to a recent literature review: Information Provision (both active and passive) and Activation and Collaboration. SC and pEO were measured with validated German-language questionnaires. Besides standard regression and correlational analyses, partial least squares analysis was employed to model the main and interaction effects of PE and SC on pEO, also controlling for stress and (lack of) support perceived by staff, various staff and patient attributes, and potential single-source bias. Findings: Both PE and SC are associated with lower pEO, to a similar extent. The joint effect of these predictors suggests a substitution rather than mutually reinforcing interaction. Accounting for control variables and/or potential single-source bias slightly attenuates some effects without altering the results. Practice Implications: Ignoring PE potentially amounts to forgoing a potential source of additional safety. On the other hand, despite the abovementioned substitution effect and conjectures of SC being inert, PE should not be considered as a replacement for SC.

Background: Safety climate (SC) and more recently patient engagement (PE) have been identified as potential determinants of patient safety, but conceptual and empirical studies combining both are lacking. Purposes: On the basis of extant theories and concepts in safety research, this study investigates the effect of PE in conjunction with SC on perceived error occurrence (pEO) in hospitals, controlling for various staff-, patient-, and hospital-related variables as well as the amount of stress and (lack of) organizational support experienced by staff. Besides the main effects of PE and SC on error occurrence, their interaction is examined, too. Methodology/Approach: In 66 hospital units, 4,345 patients assessed the degree of PE, and 811 staff assessed SC and pEO. PE was measured with a new instrument, capturing its core elements according to a recent literature review: Information Provision (both active and passive) and Activation and Collaboration. SC and pEO were measured with validated German-language questionnaires. Besides standard regression and correlational analyses, partial least squares analysis was employed to model the main and interaction effects of PE and SC on pEO, also controlling for stress and (lack of) support perceived by staff, various staff and patient attributes, and potential single-source bias. Findings: Both PE and SC are associated with lower pEO, to a similar extent. The joint effect of these predictors suggests a substitution rather than mutually reinforcing interaction. Accounting for control variables and/or potential single-source bias slightly attenuates some effects without altering the results. Practice Implications: Ignoring PE potentially amounts to forgoing a potential source of additional safety. On the other hand, despite the abovementioned substitution effect and conjectures of SC being inert, PE should not be considered as a replacement for SC.

Using the Internet increasingly requires people to disclose personal information for various reasons such as establishing legitimacy, authentication, or providing personalized services. An enormous amount of literature analyzed various influencing variables that shape self-disclosure in online interaction. However, the range of studies considers very specific variables and therefore provides merely puzzle pieces of the field. This paper puts the pieces together by combining extant evidence into a meta-study. Results suggest that, while the overall effects of demographic, environmental, person- and system-based predictors are rather weak, self-disclosure can to some extent be influenced by system design.

Behandlungsfehler in Krankenhausern ziehen hohe Mortalitatsraten und Folgekosten nach sich. Während die fehlerreduzierende Wirkung einer positiven Sicherheitskultur empirisch gut belegt ist, fehlen bis dato Längsschnittstudien zur Frage, ob und wie diese verbessert werden kann. Basierend auf dem organisationstheoretischen Modell der Wissenskonversion wird ein Konzept zur Beschreibung und Messung der lernenden Sicherheitskultur entwickelt. Anhand der Unterscheidung zwischen explizitem und implizitem Lernen wird der Einfluss eines anonymen Fehlermeldesystems (CIRS) auf die Veränderung der Sicherheitskultur und weiters die Fehlerhäufigkeit untersucht. Die Daten wurden an vier Krankenhausabteilungen mit insgesamt 276 MedizinerInnen und Pflegekräften in einem quasi-experimentellen Design erhoben und mittels Korrelationen und eines Pfadmodells analysiert. CIRS reduziert demnach direkt und indirekt die Fehlerhäufigkeit und verbessert das explizite, aber nicht das implizite Lernen. Letzteres wirkt sich wiederum stärker auf die Fehlerhäufigkeit aus als explizites Lernen.