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Knowledge sharing, the most important process in knowledge management, enables knowledge-intensive organizations to foster innovations and to gain competitiveness. Universities, the best contemporary embodiments of knowledge-intensive organizations, nowadays face fiercer competition in the changing world. Knowledge sharing is the key for academic departments to gain competitive advantages through innovation. However, limited studies examined the relationships between top management support, knowledge sharing and affiliation and trust. Based on the literature review, this study developed a research model which aims to examine the relationship between top management support and knowledge sharing, and the mediating role played by affiliation and trust.

A questionnaire survey was conducted in eight universities in Hong Kong. Data gathered from 109 professoriate staff (including chairs, professors and [research] associate/assistant professors) were used to test the four hypotheses in the research model with partial least squares structural equation modeling.

The results showed that top management support has a positive impact on affiliation and trust, and that affiliation and trust also have a positive impact on knowledge sharing. However, this study showed an insignificant linkage between top management support and knowledge sharing. Therefore, this study confirmed the mediating role played by affiliation and trust.

Based on the results, this study provided recommendations on how academic management and knowledge management consultants increase the faculty members’ affiliation and trust, for instance, mentoring, performance appraisal system, social interactions and communication pathways.

The findings of this study contribute to the literature in two ways. First, affiliation and trust are two interplayed elements of team climate that should be considered together. Second, this study validates affiliation and trust as a full mediator between top management support and knowledge sharing.

The purpose of this paper is to find homoclinic breather waves, rogue waves and soliton waves for a (3 + 1)-dimensional generalized Kadomtsev–Petviashvili (gKP) equation, which can be used to describe the propagation of weakly nonlinear dispersive long waves on the surface of a fluid.

The authors apply the extended Bell polynomial approach, Hirota’s bilinear method and the homoclinic test technique to find the rogue waves, homoclinic breather waves and soliton waves of the (3 + 1)-dimensional gKP equation.

The results imply that the gKP equation admits rogue waves, homoclinic breather waves and soliton waves. Moreover, the authors also find that rogue waves can come from the extreme behavior of the breather solitary wave. The authors analyze the propagation and interaction properties of these solutions to better understand the dynamic behavior of these solutions.

These results may help us to further study the local structure and the interaction of waves in KP-type equations. It is hoped that the results can help enrich the dynamic behavior of such equations.

The concept of entrepreneurship in platform enterprises has evolved and developed. The purpose of this paper is to explore how entrepreneurship in platform enterprises can be transformed into the sustainable innovation capability of enterprises based on knowledge integration.

This study adopts a questionnaire survey. The research samples are mainly from well-known domestic platform enterprises, EMBA students and professional online websites, 389 valid questionnaires were collected.

The results show that entrepreneurship has a positive impact on the sustainable innovation capability of platform enterprises, knowledge integration plays a partial mediating role between entrepreneurship and sustainable innovation capability of platform enterprises. Shared leadership plays a moderating role between entrepreneurship and knowledge integration and knowledge-sharing atmosphere plays a moderating role between knowledge integration and sustainable innovation capability of platform enterprises.

This paper emphasizes the key role of entrepreneurship in platform enterprises on the sustainable innovation capability and discusses the realization path of the sustainable innovation capability of platform enterprises from the perspective of knowledge integration, which is of great significance for developing the research system of entrepreneurship and promoting the construction of sustainable innovation capability of platform enterprises.

The purpose of this paper is to find the exact solutions of a (3 + 1)-dimensional non-integrable Korteweg-de Vries type (KdV-type) equation, which can be used to describe the stability of soliton in a nonlinear media with weak dispersion.

The authors apply the extended Bell polynomial approach, Hirota’s bilinear method and the homoclinic test technique to find the rogue waves, homoclinic breather waves and soliton waves of the (3 + 1)-dimensional non-integrable KdV-type equation. The used approach formally derives the essential conditions for these solutions to exist.

The results show that the equation exists rogue waves, homoclinic breather waves and soliton waves. To better understand the dynamic behavior of these solutions, the authors analyze the propagation and interaction properties of the these solutions.

These results may help to investigate the local structure and the interaction of waves in KdV-type equations. It is hoped that the results can help enrich the dynamic behavior of such equations.

The purpose of this paper is to study stability analysis, solition solutions and Gaussian solitons of the generalized nonlinear Schrödinger equation with higher order terms, which can be used to describe the propagation properties of optical soliton solutions.

The authors apply the ansatz method and the Hamiltonian system technique to find its bright, dark and Gaussian wave solitons and analyze its modulation instability analysis and stability analysis solution.

The results imply that the generalized nonlinear Schrödinger equation has bright, dark and Gaussian wave solitons. Meanwhile, the authors provide the graphical analysis of such solutions to better understand their dynamical behavior. Some constraint conditions are provided which can guarantee the existence of solitons. The authors analyze its modulation instability analysis and stability analysis solution.

These results may help us to further study the local structure and the interaction of solutions in generalized nonlinear Schrödinger -type equations. The authors hope that the results provided in this work can help enrich the dynamic behavior of the generalized nonlinear Schrödinger--type equations.

This paper aims to explore the impact of flexible human resource management system (FHRMS) on employee innovation performance in Chinese context. The boundary conditions of employability and organizational identity are also discussed.

This study is based on 322 questionnaire survey from employees in China. The questionnaires were collected at two time points. This study used the method of multi-level linear model analysis for empirical test.

This study has three conclusions. First, FHRMS have a significant positive impact on employee innovation performance, with employability playing a mediating role. Second, organizational identity plays a moderating role between employability and employee innovation performance. Third, organizational identity moderates the mediating effect of a human source management systems on employee innovation performance through employability.

The results are helpful to open the “black box” of the influence of FHRMS on employees’ individual innovation performance. This study provides a reference for enterprises to establish flexible human source management system to improve employee innovation performance.

Based on the social information processing theory, the purpose of this study is to propose a conceptualized moderated mediation model for testing the linkage between leader narcissism and employees’ innovative behavior through the mediating effect of employees’ cognitive dependency and the moderating effect of environmental uncertainty between employees’ cognitive dependency and their innovative behavior.

In this study, multisource data from 266 employees and their supervisors in 11 large high-tech Chinese companies were collected through a field study and an online survey. The hypotheses were tested using structural equation modeling and bootstrapping.

The results of this study show that leader narcissism has a negative impact on employees’ innovative behavior and that employees’ cognitive dependency plays a mediating role between leader narcissism and employees’ innovative behavior. Cognitive dependency and environmental uncertainty play moderated mediation roles between leader narcissism and employees’ innovative behavior.

In the future, longitudinal research and experimental methods can be used to avoid common method bias. Further studies could allow leaders to evaluate environmental uncertainty and explore the emotional path by which leader narcissism has negative effects on followers’ innovation from social information processing theory. In addition, future studies can explore cognitive dependency more deeply from the perspectives of forced obedience and active worship.

Organizations should warn leaders to control the dark side of narcissism and minimize environmental uncertainty to reduce barriers to innovation.

This study constructs the path of the effect of leader narcissism on employees’ innovation through employees’ cognitive dependency in a specific context, which enriches theoretical research on the link between leaders’ traits and employees’ innovative behavior. Along with the finding of leader narcissism’s negative effect on employees’ innovative behavior, this study explores the dark side of leader narcissism in the context of China’s high-tech firms and environmental uncertainty.

The purpose of this paper is to investigate the mediating effect of information search effort on the relationship between leader narcissism and team creativity in China based on attention theory. The paper also explores participative decision making as a moderator in the relationship between team leader narcissism and information search effort.

Through a survey of 667 team members and their team leaders from 96 research and development teams at 23 high-tech enterprises in China with paired samples, cross-time data were collected. Confirmatory factor analysis, hierarchical regression and path analysis were adopted to analyze the data.

This paper found that leader narcissism had a positive impact on team information search effort, thereby promoting team creativity, and the effect of leader narcissism on team information search effort is more positive in the context of high participation in decision making.

Narcissism should be a noteworthy trait in manager selection and promotion especially for the departments and teams which focus on innovation and creation. And companies should pay attention to the team work processes to ensure that team members have the opportunity to participate in decision making for promoting the team leader’s narcissistic “bright” side in the institutional environment and avoiding the “dark” side.

This paper discusses how and when leader narcissism influences team creativity in Chinese high-technology enterprises based on attention theory. This research expands the application of attention theory at the team level.

The purpose of this paper is to explore how visionary leadership influences employees’ creativity in R&D teams in China, and the role of employee knowledge sharing and goal orientation.

A survey was conducted on 331 professional technical engineers in R&D departments of 62 high-tech corporations in China. Hierarchical regression was used to model the relationships between visionary leadership style, employee goal orientations, knowledge sharing and employee creativity.

The results show that visionary leadership is positively associated with employee creativity in Chinese organizations and the relationship is positively mediated by employee knowledge sharing. Furthermore, employee “learning goal” orientation strengthens the relationship between visionary leadership and employee knowledge sharing, whereas employee “performance-avoid goal” orientation weakens the relationship between visionary leadership and employee knowledge sharing.

This study contributes to the literature on the effects of leadership on employee creativity by showing that, contrary to western organizations, where a less directive leadership style is generally recommended to enhance employee creativity, in Chinese organizations, visionary leadership is positively associated with employee creativity, but the effect is contingent on employees’ goal orientations and knowledge sharing.

The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees.

Based on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0.

The analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige.

This study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations.