Purpose -This paper aims to examine the impact of religiosity and spirituality on employee performance in multi-cultural and multi-religious organisations. Design/methodology/approach -This study adopted Religiosity Personality Index (MRPI) by Azimi et al., Spirituality Involvement and Beliefs Scale (SIBS) by Hatch et al., and Performance Measures by Sarmiento et al. The performance data was collected from employees, peers, and supervisors. The study administered and received all the 435 completed sets of questionnaires (435 employees, 870 peers, and 435 supervisors). Findings -SEM analysis showed that religiosity and spirituality have a significant positive relationship with employees' performance. Better spiritual condition improves performance. Religion functions as a moderating variable in employees' job performance.Research limitations/implications -This study has extended the knowledge of spirituality in the workplace by confirming that spirituality is more significant than religiosity in influencing employees' performance. Religion, however, moderates spirituality-performance relationship. Practical implications -Based on the empirical findings of this study, organizations may formulate new policies and strategies for improving employee performance by allowing and encouraging spiritual activities in the workplace irrespective of religious and spiritual beliefs, thereby facilitating understanding and mutual respect. A culture of respect for diversity of beliefs and faiths should be cultivated in the workplace by enforcing appropriate codes of conduct as well as instilling values of tolerance, respect and compassion, which would result in more productive teamwork and improved performance. Originality/value -This is the only study that measured the impact of religiosity and spirituality on employees' performance using three different sources of data: employees, peers, and supervisors.

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In this conceptual article, the literature on expatriate social network and its relationships to adjustment and performance in overseas assignments have been reviewed exhaustively. By identifying some gaps and inconsistencies found in the literature, a typology of research on expatriate network explanations has been proposed based on whether the aim is to explain performance variation or adaptation to local practices and norms, and also whether their explanatory mechanism is based on the structure or resources of the network. Specific propositions for each of the four resulting approaches have been developed. It has also been recommended that future researchers should study antecedents of social network structure because of their relevance to HRD interventions. The implications for HRD research and practice have been discussed at the end.

Demonstrating the equivalence of constructs is a key requirement for crosscultural\ud empirical research. The major purpose of this paper is to demonstrate how to\ud assess measurement and functional equivalence or invariance using the 9-item, 3-factor\ud Love of Money Scale (LOMS, a second-order factor model) and the 4-item, 1-factor Pay\ud Level Satisfaction Scale (PLSS, a first-order factor model) across 29 samples in six\ud continents (N = 5973). In step 1, we tested the configural, metric and scalar invariance\ud of the LOMS and 17 samples achieved measurement invariance. In step 2, we applied\ud the same procedures to the PLSS and nine samples achieved measurement invariance.\ud Five samples (Brazil, China, South Africa, Spain and the USA) passed the measurement\ud invariance criteria for both measures. In step 3, we found that for these two measures,\ud common method variance was non-significant. In step 4, we tested the functional\ud equivalence between the Love of Money Scale and Pay Level Satisfaction Scale. We\ud achieved functional equivalence for these two scales in all five samples. The results of\ud this study suggest the critical importance of evaluating and establishing measurement\ud equivalence in cross-cultural studies. Suggestions for remedying measurement nonequivalence\ud are offered

Monetary intelligence theory asserts that individuals apply their money attitude to frame critical concerns in the context and strategically select certain options to achieve financial goals and ultimate happiness. This study explores the dark side of monetary Intelligence and behavioral economics-dishonesty (corruption). Dishonesty, a risky prospect, involves cost-benefit analysis of self-interest. We frame good or bad barrels in the environmental context as a proxy of high or low probability of getting caught for dishonesty, respectively. We theorize: The magnitude and intensity of the relationship between love of money and dishonest prospect (dishonesty) may reveal how individuals frame dishonesty in the context of two levels of subjective norm-perceived corporate ethical values at the micro-level (CEV, Level 1) and Corruption Perceptions Index at the macro-level (CPI, Level 2), collected from multiple sources. Based on 6382 managers in 31 geopolitical entities across six continents, our cross-level three-way interaction effect illustrates: As expected, managers in good barrels (high CEV/high CPI), mixed barrels (low CEV/high CPI or high CEV/low CPI), and bad barrels (low CEV/low CPI) display low, medium, and high magnitude of dishonesty, respectively. With high CEV, the intensity is the same across cultures. With low CEV, the intensity of dishonesty is the highest in high CPI entities (risk seeking of high probability)-the Enron Effect, but thelowest in low CPI entities (risk aversion of low probability). CPI has a strong impact on the magnitude of dishonesty, whereas CEV has a strong impact on the intensity of dishonesty. We demonstrate dishonesty in light of monetary values and two frames of social norm, revealing critical implications to the field of behavioral economics and business ethics.