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The high attrition rate of college counselors in Chinese colleges has evolved into a social problem that is receiving an increasing amount of attention. The current study aims to investigate the link between organizational justice and organizational commitment on turnover intention and whether this effect is mediated by job satisfaction, drawing upon the framework of Social Exchange Theory. Meanwhile, whether the relationship between organizational justice and turnover intention is moderated by job embeddedness based on the Job Embeddedness Theory. Data gathered from 161 college counselors in China were analyzed using a structural equation model. The results showed significant relationship between organizational justice, organizational commitment, and turnover intention. Furthermore, job embeddedness plays a moderating role in the relationship between job embeddedness and turnover intention; specifically, the higher the degree of job embeddedness, the weaker the effect of organizational justice on turnover intention. Most importantly, it is confirmed that job satisfaction partially mediates the link between organizational justice, organizational commitment, and turnover intention. These outcomes contribute valuable new knowledge that can be employed to improve counselor retention in colleges. Meanwhile, the findings are examined in detail, and recommendations for future studies are provided.

This critical autoethnography interprets my internal migration experience in China. Using Bourdieu's capital, field and habitus toolkit, I investigated my cultural capital transformation and habitus formulation when being educated in secondary schools and universities after internal migration to the city. Taking my lived experience as an example, the article illustrates the challenges of disadvantaged social groups in cultural capital exchange and the challenges of developing and re-­assembling habitus influenced by the doxa in the education field. The study highlights that the reproduction of the cultural capital of rural-to-urban migrant students is restricted by the rule of the urban education field. The article also suggests further research on the educational experience of different sub-groups of students with internal migration backgrounds.

In this study, we investigate the relationship between social preferences (material preference and group preference) and indirect reciprocity and the role of empathy in 3-5-year-old children in China. The first study involved 94 children and aimed to investigate the relationship between social preferences and indirect reciprocity and the moderating effect of empathy on the aforementioned relationship. In Study 2, 128 children were selected to examine the effect of empathy induction on indirect reciprocity. Our results indicated that preschool children showed certain social preferences and paid forward both positive and negative outcomes to others. However, these social preferences would not jointly affect children's indirect reciprocity. Cognitive empathy could moderate the relationship between social preferences and children's positive indirect reciprocity. Additionally, empathy induction could promote the positive indirect reciprocity and inhibit the negative indirect reciprocity.

In the midst of the COVID-19 worldwide pandemic, the virtual home visit became a key strategy among China's multiple approaches to ensure children's continuity of learning, sustain teacher-parent-child relationships, and promote home-preschool collaboration. In this study, using a small stories research narrative paradigm to analyze documented family engagement captured in social media data, we explore how early childhood educators relied on frequent, personal connections with children and families through virtual home visits to mitigate the negative effects of preschool closures in China. Results suggest that the exchange of information and socio-emotional supports during virtual home visits supported and enhanced home-preschool relationships. The virtual home visits evolved into a space for connection and collaboration between the educators and families. We use an ecological-exchange framework to discuss the implications of virtual home visit experiences across time and reflect on pedagogy and practice to enhance development of teachers in online interactions with children and families.

Introduction: Previous studies suggest that the users of social question and answer Websites contribute their knowledge to a community in exchange for intrinsic rewards from other members, such as reciprocity and reputation. Thus, rewarding knowledge contributors is of great importance for maintaining the users of such Websites. However, there is a lack of knowledge on the reward mechanisms used by the sites. In addition, while previous studies have highlighted the importance of reciprocity in motivating knowledge sharing, little is known about how reciprocity takes place in a knowledge community, hence, this study addresses that research gap. Method: This study seeks to explore reward mechanisms and quantify the conversion ratio based on studying the profiles of 33,974 observations from a Chinese social question and answer Website. Analysis. The structural equation modelling technique was adopted to estimate the research model via the partial least squares approach. Results: The results show that users who have more followers and publish more questions and articles, tend to answer more questions on social question and answer Websites. The interaction effect between the users' question-asking activities and the appreciation they receive has a significant influence on user popularity. Conclusions: Writing articles and providing answers generate appreciation from other community members. In addition, users are likely to follow individual users who not only asked interesting questions but who also provided high-quality answers, implying a like-minded effect.

In the face of the COVID-19 pandemic, new global challenges have been presented to all affected countries, underlining the importance of international communication and co-operation. This study examines a particular linguistic means, classical Chinese poetry, used successfully by China, Japan and South Korea to facilitate their intercultural relationships. Specifically, poetic texts were pasted onto boxes of COVID-19 prevention supplies. An analysis of these texts in the context of the pandemic points to their role in establishing an 'expressive tie' between the countries (Hwang, Kwang-kuo. 1987. Face and favor: the Chinese power game. "American Journal of Sociology." University of Chicago Press 92(4). 944-974) and demonstrating emotional resonance in the midst of mixed-tied intercultural relationships. The texts also helped to conceal the requirement of reciprocity, while highlighting morality of a country for its favour-giving behaviour. Through practicing reciprocity in a culturally appropriate way, the three countries were able to promote their national image (i.e. national face). The findings provide insights into East Asian ways of managing intercultural relationships, that can be applied to navigate international co-operation for future challenges.

This study investigates the impact of supervisor support on research innovation pursuit among international doctoral students in China. A total of 120 international doctoral students' responses were employed through random sampling from the three business schools of Chinese public universities. The data were analyzed using the partial least squares technique, a second-generation statistical software package for structural equation modeling. The results revealed that supervisor support significantly affects students' research innovation endeavors. The study also suggests that supportive supervision is necessary for fostering citizenship behavior, creativity and innovation pursuit among international doctoral students. The findings of this pioneering study will help higher education administrators, and policymakers revisit existing doctoral program management and deliveries processes and encourage academic supervisors to modify guidance and mentoring procedures for doctoral students.

Higher Education is experiencing an increasingly diverse student population. Students bring a range of skills and experiences to their courses; they have different backgrounds and different needs. This fluidity requires an approach to teaching that encompasses the social aspects of learning. It has been suggested that authentic approaches to teaching and learning can assist in offering a perspective on learning which views learning as "enabling participation in knowing". We propose that the authentic learning practices developed in The Gift design project, discussed in this paper, constituted approaches which acknowledged that students' interests and experience are intrinsically bound up with motivation and engagement and, as such, have a major influence on the ways in which learning is constituted and developed. The Gift project has developed a range of innovative formative strategies which have provided both students and tutors with opportunities to become involved in peer assessment and review, peer feedback and reflection on learning outcomes. This re-conceptualisation of the assessment process has provided valuable insights into the development of learning skills such as problem solving, critical analysis, and the development of creativity and learner autonomy.

For more than 2000 years, Confucian teaching has had tremendous influence on the history, politics, economy, and culture of East Asian countries and regions. Despite the rapid growth in gross domestic product (GDP), people's standard of living, and economic advancements, Confucian Asia continues to adhere to the Confucian cultural values that they have embraced for hundreds of years. The shared Confucian cultural values and traditions have played an important role in the formation and development of East Asian leadership practices. In this chapter, we examine the Confucian-based cultural values and East Asian leadership practices. Based on Confucian traditions and East Asian leadership practices, leadership model emerged. This model may be applicable in other cultural contexts. (Contains 1 figure.)

Individual creativity (IC) is regarded as the core driver of innovation in higher education. Information and communication technology supports the opportunity to study IC in the online environment. In addition, we believe that the role of transformational leadership (TL) has changed compared to the offline environment. In this research, we employ social exchange theory as our theory foundation and test the moderating effect of TL on knowledge sharing (KS), which is an important antecedent of IC in online circumstances. We designed this study in an eight-week course where teams were required to complete a project online. Two rounds of survey were performed to collect data. The results show that KS has a positive effect on IC, and TL has a significant moderate effect on the relationship between economic reward and KS. Implications for theory and practice, and limitations are also given.

Drawing upon the componential theory of creativity, cognitive evaluation theory and social exchange theory, the study reported in this paper tested a mediating model based on the hypothesis that abusive supervision negatively influences creativity sequentially through leader-member exchange (LMX) and intrinsic motivation. The study employed structural equation modelling to analyse data from a survey on 857 postgraduates with academic supervisors at four universities in China. The findings were that (1) LMX fully mediates the relationship between abusive supervision and intrinsic motivation; (2) intrinsic motivation partially mediates the relationship between LMX and creativity; and (3) LMX and intrinsic motivation sequentially mediate the relationship between abusive supervision and individual creativity. Theoretical contributions to understanding the mechanism underlying the effect of abusive supervision on individual creativity and the practical implications of academic supervisors' leadership practices and universities creativity management strategy are discussed.

This paper analyzes the relationship between a woman's intrahousehold bargaining position and her welfare within marriage using household data from rural China. Simultaneity problems are overcome by using dowry to proxy for bargaining position. Omitted variable bias is addressed by using grain shocks in the year preceding marriage as an instrument for dowry. Instrumented dowry positively impacts numerous measures of a wife's welfare, including household purchases, the time allocation of household members, and the woman's satisfaction with life, offering strong evidence in support of collective models of the household. (Contains 5 tables and 27 footnotes.)

Using a 1995 national survey of 2,870 Chinese private entrepreneurs, this article examines collaboration between private business and government in times of economic transition. Much as in the late 18th century situation in France as described by Tocqueville, special moments occur when a newly emerging business class offers monetary payments for charity and for honorary offices. In exchange, the government, desperate for new sources of revenue, provides social recognition and political access. The data suggest that into at least the 1990s Chinese private entrepreneurs donated generously to government welfare projects, and in exchange gained political access and social status via appointment to political councils. (Contains 2 tables, 3 figures, and 2 notes.)

Purpose: This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment. Design/methodology/approach: To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses. Findings: The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding. Originality/value: This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization. [ABSTRACT FROM AUTHOR]

The formation of information security behavioural intention (ISBI) can be complex and dynamic in different contexts. This paper aims to examine and compare different users' ISBI formalisation mechanisms when dealing with their personal affairs (non-work users) and organisational affairs (work users). Drawing on two principles of Conservation of Resources (COR) theory (i.e. resource loss principle, and resource gain principle), we developed two models to examine how situational support affects ISBI formation. The results of a study of 432 non-worker users and 261 work users indicate a curvilinear relationship between situational support and ISBI through subjective norms and risk perception for non-worker users, whilst a linear relationship via subjective norms is found for worker users. This is the first time that COR has been applied to explain the formation of ISBI. The findings broaden the research scope of individuals' ISBI by revealing how situational support affects the formalisation mechanism for different users in cross-contexts. The theoretical and practical implications of the findings and the future study are discussed. [ABSTRACT FROM AUTHOR]

By adopting distinct instrumental-based supervisory favoritisms as mediating variables, this study distinguishes leader–member exchange (LMX) and supervisor–subordinate guanxi (SSG) from an inequity perspective of over-reward. The analytical results from 399 paired survey data collected in three waves in a state-owned hospital in China, indicate that subordinates could achieve more rewarding resources from both LMX and SSG, and then reciprocate with more citizenship behaviors toward the organization. However, compared with LMX, SSG could impose fewer restrictions on the preferred subordinates, and then indulge deviant behaviors toward the organization. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Background: Benevolent leadership is common in organizations, including hospitals, and is known to have positive effects on employees. Yet, nursing literature lacks sufficient research on its relationships with nurses' behavior. Methods: In March to April 2022, a cross-sectional study was carried out involving 320 nurses employed across various hospitals in Sichuan Province, China. Benevolent leadership, affective commitment, work engagement, and helping behavior were evaluated using the Benevolent Leadership Scale, Affective Commitment Scale, Work Engagement Scale, and Helping Behavior Questionnaire, respectively. The study employed structural equation model and the bootstrap method to investigate the proposed relationships. Results: The SEM analysis results indicated a positive association between benevolent leadership and several outcomes among nurses. Specifically, benevolent leadership was found to be positively associated with nurses' affective commitment (β = 0.58, p <.001), work engagement (β = 0.02, p <.001), and helping behavior (β = 0.17, p =.001). Additionally, there was a significant indirect effect between benevolent leadership and nurses' work engagement through affective commitment (β = 0.08, p =.007) as well as between benevolent leadership and helping behavior through affective commitment (β = 0.16, p <.001). Conclusions: This study's findings emphasize the crucial role of benevolent leadership in fostering nurses' positive attitudes and behaviors in the workplace. Hospital administrators could promote the benevolent leadership of head nurses to enhance nurses' affective commitment, work engagement, and helping behaviors. [ABSTRACT FROM AUTHOR]

Nowadays, the introduction of digital technology improves the condition of the workplace and employees' productivity, but the unstable behavior of employees is still typical in Internet enterprises in China. Sometimes, employees frequently show their behavior reversals between cooperation and conflict. An integrated analysis method with three steps is performed to explore its reason. First, an evolutionary game model is employed to examine the strategies of individual employee's behavior selection between cooperation and conflict. Second, the cellular automata are developed to simulate the evolution of employee group behavior selection over time. The frequent behavior turnovers between cooperation and conflict are illustrated. Third, catastrophe theory and method are used to identify the hidden cusp catastrophe patterns under the evolution of group behavior selection. Research results reveal that individual employee selects cooperation if the penalty exceeds half the cost. Simulation results show intense and sudden changes in employee group behavior selection, in which cusp catastrophe patterns exist. The cusp catastrophe model can intuitively interpret the mechanism by which factors, such as average perceived payoff and proportion of cooperation employees, influence the behavior state of the employee group. The mechanism of catastrophe in frequent behavior turnover is explored. This methodology, which is based on the theoretical framework of social exchange theory, integrates evolutionary game theory, simulation, and catastrophe theory to identify the catastrophe mechanism in behavior turnover and make theoretical and practical contributions to behavior selection research. [ABSTRACT FROM AUTHOR]

In recent years, impulse buying in live streaming shopping has become increasingly prevalent, but a comprehensive understanding of this phenomenon is still lacking. Based on social exchange theory (SET), this paper examines the two-way exchanges between streamer-customer and customer-customer that trigger customers' impulse buying tendency. Given that the Millennial generation is the core consumption group in China’s live streaming commerce market, we conducted an online survey with a sample size of 730 Millennials in China. After analyzing the data using partial least squares structural equation modeling (PLS-SEM), the results show that content quality, interaction quality, streamer credibility and review consistency can influence impulse buying tendency. These findings enhance our knowledge within the domain of live streaming commerce, shedding light on how effective marketing relationship strategies can transform the customer experience in live streaming shopping, ultimately leading to an increase in impulsive purchases. [ABSTRACT FROM AUTHOR]

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MOOCs (massive open online courses) have attracted a great deal of research and attention; however, few studies have focused on the factors that influence MOOC teacher effectiveness, which is the key to the development of MOOCs. Based on the perspective of professional capital and social exchange theory, this paper aims to study the factors that influence MOOC teacher effectiveness. First, the research hypotheses are proposed from the teacher's perspective to build the research model based on factors affecting MOOC teacher effectiveness. Second, the iCourse platform is selected as the research object because it has the largest number of active users in China. As of March 1, 2019, the effective research data of 7380 teachers were obtained from iCourse to build a multivariate regression model. The results highlight the main factors that affect MOOC teacher effectiveness from the perspective of professional capital. Finally, relevant suggestions are proposed for the development of MOOC. [ABSTRACT FROM AUTHOR]

Employee proactive working behavior such as organizational citizenship behavior is important to improve organizations' various outcomes. With the increasing attention to sustainable development, employees' organizational citizenship behavior for the environment (OCBE) begins to be an important topic in the environmental management field. However, the possible antecedents, processes and consequences of OCBE among employees remain unclear. Drawing on social exchange theory and synthesizing perspectives of leadership, organizational citizenship behavior, and environmental performance, this research develops a conceptual model to investigate how abusive supervision affects employees' OCBE, which in turn affects environmental performance. A multi-source matched sample from 151 senior managers and 1749 frontline employees working in China were used to examine the conceptual model. Results of structural equation modelling reveal that abusive supervision negatively affects employees' felt obligation and positive mood at work, which in turn influences their OCBE and ultimately affects firm's environmental performance. Theoretical and managerial implications are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Online medical teams (OMTs) are gaining popularity as a new form of online health service to provide patients with prompt and guaranteed treatment. While the effective development of an OMT depends on physicians' active participation, there is insufficient research on how a doctor gains from the OMT, especially from the multilevel and cross-level perspectives. In attempting to narrow this knowledge gap, the authors hypothesize multilevel and cross-level professional capital determinants of physicians' performance in online health-care communities (OHCs) through the lens of social exchange theory. Design/methodology/approach: This study develops a cross-level model to explain the effects of individual and team professional capital on physicians' performance. To test the research model and hypotheses, the authors leverage data of 10,398 physicians engaged in 2,611 popular OMTs in China in conjunction with the hierarchical linear model approach. Findings: The results indicated that physicians' status capital (SC) and decisional capital (DC) are positively related to their performance. The SC and DC of an OMT not only increase physicians' performance but also indirectly strengthen the positive effect of physicians' SC on their performance. In contrast, OMTs' SC and DC lessen the importance of physicians' DC in promoting their performance. Originality/value: By studying the mechanism between professional capital and physicians' performance, this study provides several contributions to theory and practice. Specifically, this study contributes to the extant professional capital research by uncovering the influencing pathways of professional capital on physicians' performance from a cross-level perspective. These findings suggest physicians pay close attention to the strength and mechanism of OMTs' professional capital in improving their online performance. [ABSTRACT FROM AUTHOR]

Purpose: This study explores labor relations management behaviors of administrators and Party organizations in resource-based state-owned enterprises (SOEs) in China based on social exchange theory and embeddedness theory. It builds up a process model for managing collective labor conflicts in resource-based SOEs in the Chinese context. Design/methodology/approach: A comparative case study is conducted using two resource-based SOEs with similar backgrounds but differing in effectiveness of the management of collective labor conflicts. Data are collected from interviews, archival sources and a one-month participatory investigation. Findings: The administrators and Party organizations of resource-based SOEs manage collective labor conflicts by means of human resource practices (HRPs) and Party organizations' boundary-spanning behaviors (PBSBs), respectively; foremen and unions perform a mediation role, especially under circumstances where administrators employ high-performance HRPs and PBSBs are closely integrated with the production process. The marketization of the "new danwei system" exerts a "provocation effect" but does not necessarily lead to collective labor conflicts. The root cause of conflicts lies in the inherent defects of specific HRPs and PBSBs, as well as the absence of the Simmelian tie in the social exchange interaction of actors. Originality/value: First, this study develops a new construct of PBSBs for enterprises' Party organizations and explores its underlying mechanisms, which enriches the range of actors studied in the context of Chinese labor relations; Second, the authors develop a new dimension called "exemplification" building on the existing three-dimensional structure of boundary-spanning behaviors, which expands boundary-spanning theory. Third, the findings that Simmelian tie structure could better maintain the stability of labor relationship in the mediation process of labor-capital conflict management enrich the social exchange theory from the perspective of structure. Finally, this study deepens the existing research on HRPs by proposing a new explanation for disputes. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to adopt the strategy-structure-performance (SSP) framework to explore how proactive social strategy could motivate firms to collaborate with suppliers on social sustainability initiatives, and how such collaborative efforts could unlock a win-win opportunity for both noneconomic (social performance) and economic (operational performance) performance. Additionally, drawing on the tenets of the social exchange theory, the different moderating effects of distributive justice and procedural justice on the social collaboration-performance relationship are also examined. Design/methodology/approach: This study uses survey data collected from 215 manufacturing companies in China. The proposed hypotheses are tested using multiple linear regression models as well as the PROCESS macro within SPSS. Findings: The results suggest that (1) a proactive social strategy could motivate firms to collaborate with suppliers on joint social activities and (2) social collaboration with suppliers can have a significant positive effect on both social and operational performance. The moderation results suggest that distributive justice has a differential effect on the collaboration-performance link. Particularly, distributive justice strengthens the relationship between social collaboration and operational performance, while it weakens the relationship between social collaboration and social performance. Surprisingly, procedural justice did not have a significant moderating effect on the social collaboration-performance link. Originality/value: This paper extends the SSP framework to the social sustainability context by not only stressing the importance of proactivity in managing sustainability, but also revealing collaboration as a structural aspect that could achieve superior performance benefits. This study also contributes to sustainable supply chain literature by exploring the moderating roles of justice elements. [ABSTRACT FROM AUTHOR]

Although research in the feedback-seeking behavior literature has primarily focused on feedback-seeking from supervisors, some emerging works have begun to explore the benefits of coworker feedback-seeking behavior. Based on the social exchange theory, we investigated how and when seeking feedback from coworkers will benefit the seekers. Using a sample of 327 teachers from China, we find that seeking feedback from coworkers is positively associated with task performance and workplace well-being. Seeking feedback from coworkers is also positively associated with coworker relationship. Moreover, the coworker relationship mediates the effects of seeking feedback from coworkers and task performance and workplace well-being, and moderates the strength of the relationship between seeking feedback from coworkers on task performance and workplace well-being. Theoretical and practical implications of our findings are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Different from the previous organizational citizenship behavior (OCB) literature, this study aims to propose an OCB-O (organizational citizenship behavior toward organizations) and OCB-I (organizational citizenship behavior toward individual coworkers) driven mechanism for the formation of OCB-C (organizational citizenship behavior toward customers). Based on the social exchange and agency theories, the authors propose that perceived leadership support and work autonomy contribute to both OCB-I and OCB-O, which contributes to proactive and reactive customer service attitude as well as OCB-C. Design/methodology/approach: A three-wave survey was conducted in five-star hotels in Mainland China, and a sample of 410 hotel frontline employees was used to test the model. Findings: Findings of the study suggested that perceived leadership support positively led to OCB-O and OCB-I while work autonomy led to OCB-I, demonstrating the importance of employees' perceived leadership support on motivating employees to perform OCB-I and OCB-O. OCB-I and OCB-O directly improved OCB-C, confirming the proposed spillover effect from OCB-I and OCB-O to OCB-C. OCB-I supported both proactive and reactive customer service attitudes, revealing OCB-I as more effective than OCB-O on influencing employees' service attitudes. Furthermore, OCB-I, OCB-O and proactive customer service attitude lead to OCB-C. Practical implications: This study suggests that it is important for leaders to show care and support to employees and design jobs with a certain level of flexibility, so that employees are motivated to go the extra mile to do a good job. When employees make helping others a habit, they will provide more genuine care to customers and do a better job in serving customers. Originality/value: This study supports the spillover mechanism of OCB-I and OCB-O on OCB-C. Specifically, the spillover mechanism starts from a workplace-driven model with employees' perceived leadership support and work autonomy to enhance OCB-O as well as OCB-I. Then, spillover effects stem directly from OCB-I and OCB-O to OCB-C and indirectly to proactive customer service attitude. [ABSTRACT FROM AUTHOR]

Negative behaviors at the workplace always disturb the management of the firms. This research investigates the link between the dark triad and various types of Knowledge hiding (Evasive hiding, Playing dumb, and Rationalized hiding) in firms. In addition, this study explores perceived organizational politics as a mediator. The design of this study is quantitative and positivist. The data were collected in three waves (45 days gap) with a random sampling approach from 383 personnel/staff working in Chinese commercial banking firms. The data were analyzed using the partial least squares structural equation modeling (PLS-SEM) technique and Smartpls-4 software. This study confirms that dark-triad has a positive relation with knowledge hiding, except psychopathy and Machiavellianism, which have no significant correlation with playing dumb and evasive hiding, respectively. Perceived organizational politics significantly mediate the association between dark triad personality traits and the types of knowledge hiding. Employees with political skills and a trust-based culture can counter the dark-triad personalities and discourage the knowledge-hiding culture. For effective management of knowledge-hiding issues in firms, codifying implicit and explicit Knowledge and developing knowledge repositories can discourage a knowledge-hiding culture., Competing Interests: Declaration of competing interest The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024. Published by Elsevier B.V.)

Aim: To measure the association of leader-member exchange and team-member exchange with nurses' innovative behaviours through social exchange theory., Background: The field of nursing is actively advocating innovation. Other fields have proven that leader-member exchange and team-member exchange can promote innovative behaviour, but such an association is not clear in nursing., Design: A cross-sectional study., Methods: A total of 560 nurses were selected from five tertiary hospitals in Henan Province (China) by multistage sampling. Data were collected from a self-report questionnaire. Thirty nurses in the pre-survey were used to verify the validity of the questionnaire. SPSS PROCESS macro was used to verify the association of leader-member exchange and team-member exchange with nurses' innovative behaviours., Results: Leader-member exchange and team-member exchange were significantly associated with nurses' innovative behaviours, and team-member exchange had a mediating effect on the relationship between leader-member exchange and innovative behaviour., Conclusions: Leader-member exchange and team-member exchange positively affect nurses' innovative behaviours. Leader-member exchange can promote nurses' innovative behaviours through the mediating role of team-member exchange., Impact: This study indicated that leader-member exchange and team-member exchange should be given more attention in promoting nurses' innovative behaviours. This finding has implications for the promotion of innovative behaviours in nurses. Leaders need to focus on the innovative needs of nurses and offer support. Meanwhile, leadership training programs are necessary for managers to create positive team relationships., Patient or Public Contribution: No patient or public involvement., (© 2024 John Wiley & Sons Ltd.)

Service workers are more prone to experience customer mistreatment because of their frequent interactions with them. Hence, it compels them to the level where their performance is compromised. Employees who face customer mistreatment feel ill-treated and develop the desire for revenge. Based on the social exchange and displaced revenge perspective, this study examined the relationship between customer mistreatment and coworker undermining, and individual-level resource-based moderator service rule commitment (SRC) for this relationship. An analysis of time-lagged, dyadic data (81 supervisors and 410 subordinates) from the Chinese service industry confirmed that customer mistreatment significantly predicted coworker undermining. In addition, in support of the resource perspective, employees' SRC effectively restricts an effect of customer mistreatment on coworker undermining. Finally, this study contributes to the customer mistreatment and coworker undermining literature by highlighting their relationship. This study also shows the importance of SRC in restraining the adverse effects of customer mistreatment. [ABSTRACT FROM AUTHOR]

Drawing from social exchange theory, this study proposes the effects of perceived leader narcissism on employees' voice behaviors (promotive voice and prohibitive voice) via organizational justice depending on the conditions of employees' trust in leader. Through investigating 257 employees and conducting a scenario study in China, this research shows that perceived leader narcissism is negatively related to prohibitive voice. The relationships between perceived leader narcissism and voice behaviors are moderated by trust in leader, and perceived leader narcissism is positively related to employees' voice behaviors when trust in leader is low. Results also show that organizational justice mediates the relationships between perceived leader narcissism and voice behaviors. The indirect effect of perceived leader narcissism on voice behaviors via organizational justice is moderated by trust in leader. This study has important implications for explaining the relationships between perceived leader narcissism and employees' voice behaviors and contributes to the social exchange theory by illustrating trust in the partner in exchange relationship as a boundary condition of norm reciprocity violation. [ABSTRACT FROM AUTHOR]

Purpose: Although domestic research on Chinese management is emerging, a suitable domestic theory is still needed to support and explain Chinese management practice. Given that, this paper aims to extract ideas of cultivation from Confucianism and propose a theoretical framework of self-cultivation with a purpose to provide new explanations for domestic (nondomestic as well) management practice. Design/methodology/approach: Drawing from pre-Qin cultivation discourse and management practice, this paper develops a theoretical framework of self-cultivation and discusses its implications. Findings: This paper argues that self-cultivation emphasizes self-consciousness, initiative and selflessness. It also includes self-reflection, self-discipline, self-study and self-improvement, as well as self-dedication, all of which reflect the ideal realm of "self-cultivation." This "realm" refers to the process of pursuing an ideal personality and high moral standards. Originality/value: This paper contributes to the literature by identifying various potential applications of self-cultivation theory to domestic research on organizational behavior in China. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the extent to which this mediating role is moderated by proactive personality. Design/methodology/approach: This study conducts a questionnaire with 332 employees from China, taking certain traditional cultural factors and social exchange theory into consideration. This paper then analyzes the responses using a structuring equation model with SPSS 24.0 and LISREL 8.7. Findings: The results show that PIS mediated the relationship between differential leadership and thriving at work. In addition, proactive personality was found to moderate this mediating pathway, whereby a high proactive personality increased the mediating role of perceived insider status. Originality/value: This study explores how and why differential leadership is positively related to thriving at work. This paper verifies the moderated mediation model relationship among the research variables and contributes to the literature on differential leadership. [ABSTRACT FROM AUTHOR]

Negative consequences can arise if interpersonal conflicts in construction projects are not handled properly. This study aims to investigate the relationship among political skill, cooperative conflict management styles, and relationship quality. Multiple regressions were used to test the hypothesis based on 206 items of data collected from construction project practitioners in China. Results demonstrate the mechanism of action among political skill, conflict management styles, and relationship quality and verify the mediating effect of cooperative conflict management styles, providing enlightenment for future research on conflict management. [ABSTRACT FROM AUTHOR]

This study examines the mechanism through which collectivism-oriented human resource management (CHRM) promotes team creativity and how this relationship differs across interpersonal harmony. Drawing on social exchange theory, we investigate 177 research and development teams across China. The findings indicate, as expected, that CHRM, which in China relates to guanxi, has a positive effect on radical creativity. Harmony enhancement partially mediates the relationship between CHRM and radical creativity. Meanwhile, disintegration avoidance fully mediates the relationship between CHRM and incremental creativity. In addition, HRM strength positively moderates the relationship between CHRM and harmony enhancement. Finally, HRM strength moderates the mediating effect between CHRM and radical creativity. This study helps unpack the 'black box' between culture-specific HRM and team outcomes, providing important implications for human resource managers. [ABSTRACT FROM AUTHOR]

Purpose: This study, based on social exchange theory, aims to explore knowledge hiding behavior in relation to shared goals of individuals working in teams and trust (cognitive-based trust and affective-based trust) as a boundary condition on shared goals and knowledge hiding relationship. Design/methodology/approach: A total sample of 270 reliable questionnaires are collected from university students in China. SPSS and AMOS are employed for the data analysis of the proposed model. Findings: Findings of the study have indicated that shared goals are negatively associated with knowledge hiding behavior. Furthermore, trust (cognitive-based trust and affective-based trust) moderates the relationship between shared goals and knowledge hiding behavior. Practical implications: This study has provided empirical proof and in-depth understanding and recommendations for supervisors and administrative authorities to form the culture of groups/teams with shared goals to reduce the undesirable individual behaviors. Originality/value: This study, among the first empirical studies investigating the relationship between shared goals and knowledge hiding behavior, trust as a moderator, enriches the existing academic literature of and provides valuable insight into the research on knowledge hiding and knowledge management. [ABSTRACT FROM AUTHOR]

This study proposes a model to investigate the relationship between residents' perception of tourism's impact on their quality of life (QoL) and their emotional solidarity toward tourists. The social exchange theory was used as a framework to explain the relationship, and structural equation modeling to assess the hypothesized model. Data for this study were obtained from survey responses of 407 residents in Macau, China, characterized by an intense tourism activity in a small territory. Results indicate that residents' perception of tourism's impact on four life domains (material, community, emotional, and health and safety) influences their satisfaction with the corresponding life domains. However, these domains only partially contribute to their overall satisfaction with QoL. Moreover, overall satisfaction with QoL revealed to be a significant predictor of residents' emotional solidarity toward tourists. The findings indicate the importance of considering QoL in examining residents' attitudes toward tourists. Implications and opportunities for further research are proposed. [ABSTRACT FROM AUTHOR]

The development of rural tourism can not only stimulate the growth of local economy, but also promote the effective implementation of China's rural revitalization strategy. Exploring the antecedent variables and forming mechanism of residents' support for tourism is an important factor to promote the sustainable development of tourism, which has attracted widespread attention from the academic community. Specifically, in the complex relationship between multi-stakeholders triggered by rural tourism development, residents' trust in government has played a pivotal role in ensuring the development of rural tourism, but existing studies about the influence of residents' trust in government on support for tourism lack in-depth discussion. Based on the social exchange theory, this paper takes community involvement and residents' perception of tourism impact as mediators and place attachment as the moderator. Selecting eight representative rural tourism destinations in Shandong Province as study sites, this study attempts to analyze the influencing mechanism of resident's trust in government on the support for tourism. Findings suggest that: (1) Trust in government has significant influence on community involvement, perceived benefits, support for tourism positively, and perceived costs negatively. (2) Community involvement and perceived benefits mediates partially the relationship between government trust and tourism development support. (3) Place attachment moderates the relationship between trust in government and community involvement positively. Compared with existing studies, this paper analyzes the formation mechanism of residents' support for tourism development in rural tourism destinations from the perspective of trust in government, and strengthens the role of community involvement and place attachment in the exploration of influencing mechanism. It provides a theoretical explanation and an empirical support for the deep understanding of the transmission mechanism of residents ' trust in government influencing their support for tourism and stimulating residents' support behavior for tourism development. This means that, in order to effectively improve residents' support for tourism, it is necessary to pay more attention to community residents' trust in government, enhance the interaction and communication between government and residents, encourage residents' involvement in tourism development, strengthen residents' sense of gain from rural tourism development, and cultivate residents' place attachment to their communities, so as to exert the positive role of rural tourism in promoting rural revitalization. [ABSTRACT FROM AUTHOR]

The existing literature has increasingly recognized the important role of supply chain integration (SCI) in shaping a firm's superior performance. However, our understanding on how to improve the creation and appropriation of the value from the SCI remains limited. On the basis of uncertainty management theory and social exchange theory, we theorize how distributive and procedural justice play distinctive roles in the SCI value creation and appropriation. Data collected from 113 manufacturing firms in China reveal that distributive justice negatively moderates the relationship between internal and external integration, but positively moderates the relationship between external integration and firm performance. By contrast, procedural justice positively moderates the relationship between internal and external integration, yet insignificantly moderates the relationship between external integration and firm performance. Theoretical contributions and managerial implications are also discussed. [ABSTRACT FROM AUTHOR]

Bike sharing has recently become very popular in China and is beginning to catch on in the USA. This has led to fierce competition in China and includes apps that enable bike sharing. Users' recommendations have therefore become important as they can help providers attract more customers. However, little research has addressed recommendation intentions among bike-sharing consumers. Based on social exchange theory, this study examines factors affecting Chinese bike-sharing users' recommendation intentions. Structural equation modeling is used, and data collected from 239 bike-sharing customers provided the following. First, both intrinsic benefits (enjoyment in helping others) and extrinsic benefits (economic incentives) have positive effects on recommendation intentions. Furthermore, the effect of enjoyment in helping others is larger than the effect of economic incentives. Perceived execution cost have a negative effects on users' recommendation intentions. Secondly, tie strength can serve in a negative moderating role between economic incentives and recommendation intentions and as a positive moderator between perceived execution costs and bike-sharing app users' recommendation intentions. Finally, the interaction effect between execution costs and economic incentives for bike sharing users' recommendation intentions was examined and the mediating role of tie strength between costs/benefits and recommendation intentions were also evaluated. [ABSTRACT FROM AUTHOR]

Consumer citizenship behavior is widely considered to be vital to business success. However, the role of resource uniqueness and service quality in encouraging citizenship behavior in tourism settings has not been well understood. Grounded on a framework integrating the Stimulus-Organism-Response Model and Social Exchange Theory, this study examines whether tourism resource uniqueness and service quality affect tourists' citizenship behaviors (i.e., word-of-mouth recommendations and providing feedback) through the mediating effect of tourist emotion (i.e., positive and negative emotions). A total of 321 samples collected from three types of scenic spots in China were analyzed using structural equation modeling and Bootstrapping procedures. Results suggest that both tourism resource uniqueness and service quality positively predict positive emotion and negatively influence negative emotion, which is further positively and negatively associated with word-of-mouth recommendation and providing feedback, respectively. Moreover, both positive emotion and negative emotion mediate the effects of tourism resource uniqueness and service quality on tourists' citizenship behaviors. Findings provide evidence that both resource uniqueness and service quality are critical to understand tourists' citizenship behavior, and offer important marketing implications for destinations to manage tourist emotional experiences. [ABSTRACT FROM AUTHOR]

The study aims to examine the impact of transformational leadership (TL) on employee civic virtue behavior (CVB) by applying social exchange theory. Inconsistent findings from previous studies suggest that the mechanism through which TL contributes to employee's citizenship behaviors is not simple and goes beyond a direct causal relationship. Therefore, the present study introduces two mediators, namely, thriving and emotional exhaustion, to explain the connection between TL and CVB, thus contributing to the literature on civic virtue and leadership. This quantitative study uses a time-lag approach to collect data in two waves at a time interval of three months. The final sample consists of 374 respondents, including employees and their supervisors working in 12 hotels situated in different tourist places in Anhui province of China. Results indicate that TL has a positive impact on CVB. Moreover, emotional exhaustion significantly mediates the link between TL and CVB. Surprisingly, the mediating effect of employee thriving is insignificant in the association between TL and CVB. This research suggests that developing and nurturing a transformational role between managers/supervisors can help in enhancing employees' CVB. Similarly, transformational leaders can reduce employee emotional exhaustion by strengthening employee citizenship behavior. In this regard, different practical measures (i.e., mindfulness training courses) can be arranged to enhance the emotionally centered self-regulation of employees. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism. Design/methodology/approach: A two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees. Findings: The results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation. Research limitations/implications: This study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor. Practical implications: Our findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace. Originality/value: By addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement. [ABSTRACT FROM AUTHOR]

This exploratory study examines the attitudes of tourism, civic and business stakeholders in Kazakhstan to China's proposed Belt and Road Initiative (BRI). It aims to determine the applicability of Social Exchange Theory (SET) in measuring local attitudes towards the likely impacts of the multi-sectoral, transboundary mega projects of the BRI on tourism development in the destination. In addressing this gap in research on attitudes to tourism development in this wider regional context, the study confirms the utility of SET as an explanatory framework in benchmarking stakeholders' attitudes towards the implications of the BRI for tourism development. The findings suggest that while there is a strong support for the economic value of China's BRI for the sector, there are some concerns that it may undermine local autonomy and Kazakhstan's distinctive brand as a tourist destination. [ABSTRACT FROM AUTHOR]

Leader humility has emerged as an important topic in understanding the role of leadership in organizations in recent years. Though it was found to enhance subordinates' work performance and positive work behaviors, we are unaware of the psychological mechanism and boundary conditions underlying leader humility and employees' negative behaviors toward leaders. Drawing on social exchange theory and using a multistage sample including 273 employees and 55 supervisors in China, we demonstrated a negative indirect effect between leader humility and subordinates' counterproductive work behaviors toward supervisors (CWB-S) via interpersonal justice and trust in supervisor. Furthermore, we find that leader political skill moderates the effect of leader humility on interpersonal justice and trust in supervisor. The indirect effect of leader humility on subordinates' CWB-S through interpersonal justice is stronger when leader political skill is high, suggesting a moderated mediation model. Finally, we discuss the theoretical contributions and practical implications of this study, and highlight future directions for research on leader humility. [ABSTRACT FROM AUTHOR]

This study examines how and when authoritarian leadership affects subordinates' task performance. Using social exchange theory and power dependence theory, this study proposes that authoritarian leadership negatively influences task performance through leader-member exchange (LMX). This study further proposes that the effect of authoritarian leadership on LMX is stronger when a subordinate has less dependence on a leader. A two-wave survey was conducted in a large electronics and information enterprise group in China. These hypotheses are supported by results based on 219 supervisor-subordinate dyads. The results reveal that authoritarian leadership negatively affects subordinates' task performance via LMX. Dependence on leader buffers the negative effect of authoritarian leadership on LMX and mitigates the indirect effect of authoritarian leadership on employee task performance through LMX. Theoretical contributions and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This paper examines the moderating effect of positive reciprocity beliefs and the mediating effect of interpersonal trust on the relationship between proactive personality and individual life satisfaction in China. In study one, 371 employees completed a survey, the results of which showed that proactive personality was positively related to employee life satisfaction; however, positive reciprocity beliefs did not moderate this association. In study two, 244 Chinese adolescents completed a two-wave survey with a 4-month interval. These results also confirmed that proactive personality was positively related to individual life satisfaction, and interpersonal trust mediated the association. Positive reciprocity beliefs moderated the effect of proactive personality on interpersonal trust and, furthermore, moderated the mediating effect of interpersonal trust on the relationship between proactive personality and life satisfaction. The findings, theoretical contributions, and practical implications of the present paper are discussed further. [ABSTRACT FROM AUTHOR]

This research aims to provide a picture of the elements influencing customers' intentions to purchase luxury products online using social exchange theory (SET). Second, we determined whether perceived enjoyment moderates the relationship between perceived value, consumer attitude, and intention to purchase luxury products. Data were collected from 389 participants through an online survey. Structural equation modelling (SEM) was used to analyze the data. The results showed that eWOM, perceived value, and consumer attitudes significantly affected luxury purchase intention. Moreover, perceived enjoyment moderates the relationship between perceived value, consumer attitude, and purchase intention. This study is designed to help practitioners and researchers understand why young Chinese consumers are interested in purchasing luxury goods online. Luxury brand companies can improve their marketing strategies by developing strategies aligned with the mindset of digital native Generation Z., Competing Interests: Declaration of competing interest The authors declared there is no conflict of interest., (Copyright © 2023 The Authors. Published by Elsevier B.V. All rights reserved.)

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Although the negative relationship between career adaptability and turnover intention has been established in previous research, understanding of the mechanisms and boundary conditions is still incomplete. In this study we attempt to address this gap by developing a dual-path moderated mediation model based on career construction theory, social exchange theory and trait activation theory. Specifically, we propose two mediators - career satisfaction and perceived organizational support (POS) - to explain the negative effect of career adaptability on turnover intention. Moreover, following the trait activation perspective, we propose that organizational brands, including symbolic and instrumental brands, could separately moderate these two mediation paths. We collected multi-source data among a sample of 1013 employees and 200 HRs from 200 organizations in China to test these ideas. The results show that both career satisfaction and POS mediate the negative effect of career adaptability on turnover intention. Moreover, the mediation path through career satisfaction to turnover intention is stronger in companies with more favorable symbolic brands, and the mediation path through POS to turnover intention is stronger in companies with more favorable instrumental brands. The findings have important implications for both career construction research and organizational career management practices. • Career adaptability is negatively associated to turnover intention. • In addition to career satisfaction, perceived organizational support also mediates the relationships. • Organizational symbolic brands enhance the indirect effect via career satisfaction. • Organizational instrumental brands enhance the indirect effect via perceived organizational support. [ABSTRACT FROM AUTHOR]