This study examines the impact of socially responsible HRM practices on innovative work behavior. The study is based on a sample of 142 companies operating on the Russian labor market. The research model was tested using the partial least squares structural equation modeling. Our results revealed the mediating role of well-being-oriented HRM practices in explaining the relationship between socially responsible HRM practices and innovative work behavior. At the same time, we did not find support for the direct effect of socially responsible HRM practices on innovative work behavior.

The ever more increasing popularity of global virtual teams (GVTs) has brought attention to the importance of team identification in these diverse and geographically dispersed work settings. This study examines the relationship between emotional intelligence (EQ), team identification, and performance outcomes in GVTs, drawing on social identity theory as a theoretical framework. Employing data from 2,024 international participants collaborating in 443 GVTs from 37 countries, we conducted multilevel structural equation modeling to examine the direct and indirect effects of EQ dimensions on team identification and performance. Our findings reveal that the EQ dimensions, except for self-emotional appraisal, positively influence team identification in GVTs. Furthermore, we find that team identification mediates the relationship between certain EQ dimensions (others’ emotional appraisal, regulation of emotion, and use of emotion) and team performance, but not individual performance. This study contributes to the understanding of team identification and performance in GVTs, providing valuable insights for human resource managers seeking to optimize the effectiveness of their GVTs.

Collaborative projects increasingly rely on employees working at geographic distance (EGD). However, the relationship between EGD and employee-level outcomes is yet to be fully understood. We propose that EGD can carry attention and information search costs, which increases working hours and delays in project completion. Next, we postulate and test three theoretically derived moderators: multi-project work, specialization, and seniority. As expected, multi-project work increases the burden of distance while specialization and seniority mitigate it. Our findings imply that while geographic distance harms employee well-being and project completion, employees with senior and specialized roles and fewer simultaneous projects fare better than others.

Flexible global work challenges the underlying assumptions of static expertise in multinational corporations (MNCs). While two well-established forms of passive and projected expertise still lay the critical foundation of expertise, we argue that they need to be complemented with a more active approach. Combining insights from 21 semi-structured interviews in three MNCs and linguistic analysis of meeting observations in one of the MNCs, we illustrate how expertise is established and negotiated continuously and thus propose a novel concept of action-based expertise. With our findings, we add a nuanced understanding of the role of a strategically important workforce in MNCs – global experts – and how proactive and adaptive approaches are needed in the increasingly fragmented global work.

This study examines the evolving understanding of procrastination within organizational behavior, challenging the traditional view of it being solely negative. While procrastination has been linked to decreased productivity and missed deadlines, recent research suggests it can also have neutral or positive effects, such as reducing anxiety and enhancing creativity. The study integrates the concept of temporal personality, focusing on polychronicity (preference for multitasking) and monochronicity (preference for focusing on one task at a time), to explore how these orientations interact with procrastination and influence performance. The primary research question investigates whether procrastination positively or negatively affects performance in organizational settings. The study hypothesizes that polychronicity is positively related to procrastination, while monochronicity is negatively related. Additionally, it examines the impact of procrastination on in-role and extra-role performance and explores country differences and counterproductive work behaviors. By proposing a theoretical framework and conducting an extensive literature review, this research aims to provide a nuanced understanding of procrastination's role in the workplace and offer valuable insights.

Global virtual teams (GVTs) have emerged as a significant phenomenon since 2000 for a variety of both positive and negative reasons (Lynden, 2024). The proliferation of GVTs has elevated the importance of managing such teams effectively. A critical element of this management concerns the interpersonal relationships among team members, particularly their communications. These interactions often trigger events (stimuli) that can generate negative emotions among team members, potentially due to misunderstandings, existing dynamics during meetings, workload stress, and the unique nature of social connections in such teams. In this qualitative study, through interviews with 53 GVT members from diverse companies and nationalities, I explore this process using the Affective Events Theory (AET) and the Theory of Constructed Emotion (TCE) to explain the emergence of these negative emotions partially through each theory.