Purpose The purpose of this paper is to examine the relationship between high commitment human resource practices (HCHRPs), conceptualized at the workplace level and employees’ attitudes, including affective commitment (AC) and turnover intention (TI). The study also tests the moderating role of cooperative labor–management relations (CLMR) between HCHRPs and organizational trust (OT). Design/methodology/approach Based on social exchange theory and trust commitment theory, the authors build a research model that explains employee behavior and empirically prove the model by using samples of 407 employees from South Korea. This study uses hierarchical linear regression and cross-level hypotheses based on hierarchical linear modeling. Findings The results demonstrate the positive impact of HCHRPs on an AC and TI, through OT. However, no moderating effect of CLMR between human resource management (HRM) practices and OT is observed. Originality/value Few theory-based studies test the direct linkage between HRM practices and outcomes. This study is designed with a multi-level research method to provide a conceptually comprehensive and deeper understanding of how HRM practices work in an organization by testing the relationship between organizational practices and employees’ outcomes.

No abstract

Lipid rafts are small and dynamic membrane compartments that are enriched with cholesterols or sphingolipids. The coalescence of small lipid rafts into a large lipid raft forms a signaling platform at the immunological synapse that plays a crucial role in controlling T cell activation. Cholesterol is a major component for the formation and function of lipid rafts, but the relationship between the spatial configuration of cholesterols and the lipid raft mediated membrane segregation as well as TCR signaling remains poorly understood. Here we used cholesterol conjugated DNA origami nanostructures, cholesterol nano-patch (CNP) to construct lipid rafts on intact live T cells. CNPs are two-dimensional DNA scaffolds that allow controlling the spatial presentation of cholesterols in the plasma membrane. CNPs efficiently bind onto the T cell membrane and rapidly induce large, polarized membrane cap structures which colocalize with flotillin-1. These CNP mediated membrane segregations, which we define as synthetic lipid rafts, drive membrane segregation of key signaling molecules including TCR and CD45, thereby triggering downstream TCR signaling and subsequently functional T cell responses without antigenic challenges. Our work highlights the potential of CNP in uncovering the mechanisms that lipid rafts induced by cholesterols drive membrane protein reorganization and control T cell signaling, and offers valuable insights into the design of antigen-independent immunotherapies.

PurposeBased on the humane entrepreneurship perspective, this study examines the mediating relationship of organizational trust (OT) between corporate entrepreneurship (CE) and turnover intention (TI). In addition, it tests the moderating role of top talent management (TTM) between corporate entrepreneurship and OT.Design/methodology/approachThis study uses a multi-level research method to provide a conceptually comprehensive understanding of how CE works in an organization by testing the relationship between organizational practices and employees' outcomes.FindingsThis study found the mediating role of OT between cooperate entrepreneurship and employee TI. The authors also found the moderating role of TTM between CE and OT.Originality/valueIn this study, it is meaningful that OT is set as a mediating variable to identify the relationship between CE and workers' attitudes (TI). Although previous studies have shown a positive correlation between CE and TI, there was a lack of specific research on the indirect process by which CE affects workers' attitudes. This study looked more closely at the impact of CE on workers' attitudes using a multiple quasi-analysis.

Drawing upon the Korea Workplace Panel Survey (KWPS) data, this study examines how Korean firms responded to the global financial crisis (GFC), and in particular, what factors induced Korean firms to adopt downsizing actions. Analysis reveals that Korean firms are driven to implement downsizing due to experience with prior episodes of redundancy action, rather than due to economic considerations of business difficulties. The institutionalized norm of downsizing in the common cognitive mode of management was found to be an unstable entity influenced by the social pressure of public opinion, and particularly challenged by the oppositional force of the antidownsizing point of view.