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Although scholars have provided sufficient empirical evidence on the effect of peer knowledge hiding on new product development (NPD) project team outcomes, little attention has been given to the relationship between project manager knowledge hiding and individual outcomes. Drawing on the job resources-demands model and a dyadic stressor perspective, this study aims to explore the effect of project manager knowledge hiding on subordinates’ turnover intentions as well as the mediating roles of challenge- and hindrance-related stress.

This study conducted a multiple-source survey of NPD project managers and their subordinates in China. Hypotheses were tested by using data collected from 171 manager–subordinate dyads in NPD projects.

The findings revealed that project manager knowledge hiding was positively associated with subordinates’ turnover intentions, challenge-related stress and hindrance-related stress. Project manager knowledge hiding imposed a positive indirect effect on turnover intentions through hindrance-related stress, whereas the mediating effect of challenge-related stress was not significant.

To the best of the authors’ knowledge, this study is one of the first to investigate the individual outcomes of top-down knowledge hiding as well as the mediating roles of challenge- and hindrance-related stress in the context of NPD projects.

This study aims to explore the relative importance of the subdimensions of total rewards satisfaction in predicting research and development (R&D) employee creativity. In addition, the study examines the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement and the moderating role of challenge-related work stress in the first stage.

A two-wave design was used, in which total rewards satisfaction and challenge-related work stress were measured in the first wave. Work engagement and creativity were measured in the second wave. Dominance analysis and the latent moderated mediation model were used for the data analyses.

The analyses show that nonfinancial rewards satisfaction completely dominates indirect and direct financial rewards satisfaction when predicting creativity. Indirect financial rewards satisfaction completely dominates direct financial rewards satisfaction when predicting creativity. Work engagement mediates the relationships between the subdimensions of total rewards satisfaction and creativity. Challenge-related work stress moderates the relationships between the subdimensions of total rewards satisfaction and work engagement and the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement.

The results imply that managers should set challenge demands for R&D employees and try to improve their total rewards satisfaction, especially their nonfinancial and indirect financial rewards satisfaction, for them to be more creative.

This empirical study contributes to the literature by comparing the relative importance of the different dimensions of total rewards satisfaction in predicting creativity. The study also clarifies how (through work engagement) and when (based on challenge-related work stress) the subdimensions of total rewards satisfaction are positively related to R&D employees' creativity.

The purpose of this paper is to advance our understanding of the roles that service employees’ responses to high job demands play in service innovation, by examining the effects that service employees’ motivational orientation in self-regulation (regulatory focus) and their emotional labour strategy have on their creativity.

By integrating regulatory focus theory and emotion regulation theory, the authors developed a theoretical model to propose the links between promotion and prevention regulatory foci, different emotional labour strategies and frontline employee creativity. The research hypotheses were tested using hierarchical linear model based on data collected from 304 frontline employees and 72 supervisors in 51 restaurants.

The results showed that promotion focus was positively related to frontline employee creativity while prevention focus was negatively related to it. In addition, both emotional labour strategies (deep acting and surface acting) mediated the effect of promotion focus on frontline employee creativity. Surface acting mediated the effect of prevention focus on frontline employee creativity.

This is the first research conducted to explain, from a self-regulatory perspective, the influence that is exerted on service employees’ service innovation by their responses to high job demands. The findings identify the effects that service employees’ promotion focus or prevention focus in self-regulation have on their creativity, and the data unravel the role of emotional labour strategy as the mediating mechanism that explains the influence of regulatory focus on service employee creativity. On the basis of the findings, managerial directions are offered with regard to managing service employees’ regulatory focus and emotional labour, with a view to enhancing the creativity and innovation within a service organisation.

This study aims to examine distinct influences of two dimension job stress on job satisfaction and the moderating effects of guanxi-oriented attitude on the relationship between job stress and job satisfaction under cognitive appraisal theory and transactional theory.

In this study, surveys are conducted among state-owned younger bank employees. The author uses the scale of job challenge stress and hindrance stress developed among Chinese younger bank employees to measure the two dimension job stress. After demonstrating guanxi-relative concepts, the moderating effects of guanxi-oriented attitude are examined in this study.

The results demonstrate that guanxi-oriented attitude does not significantly moderate the influence of challenge stress on job satisfaction, while it significantly moderates the noxious influence of hindrance stress on job satisfaction. Theoretical contributions are also discussed.

First, this study suggests specific procedures to conduct hierarchical regression analysis and confirms the effects by parameters. It also proposes and summarizes specific procedures on how to calculate regression equations and draw regression lines to check the interaction received from the hierarchical regression analysis visually. Second, based on cognitive appraisal theory, guanxi-oriented attitude, a Chinese indigenous cognitive concept, was verified in this study. According to the importance of guanxi in Chinese society, the paper shows that employees who value guanxi more will buffer the noxious effects of job stress. Trainings and counseling should be designed to regulate the normal guanxi-oriented-related cognition.

The purpose of this paper is to examine how family support affects challenge and hindrance appraisals, which in turn, influence entrepreneurs’ venture exit intention drawing on the challenge-hindrance job stressor model, family support, and the venture exit literature.

An experimental study (Study 1) was conducted to establish the relationships among family support, challenge and hindrance appraisals, and entrepreneurs’ venture exit intention. Two survey studies (Study 2 and Study 3) were conducted to extend the external validity of findings in Study 1 and to examine whether the theoretical framework holds in both the US and Chinese contexts.

All three studies demonstrate that family support decreases entrepreneurs’ venture exit intention by reducing hindrance appraisal. Study 3 also shows the mediating role of challenge appraisal in the family support – venture exit intention relationship.

This research contributes to the family embeddedness perspective not only by showing its relevance to the venture exit context but also by validating the relationship of family support with cognitive appraisals and venture exit intention in two cultural contexts. It also contributes to venture exit research by highlighting the unique role of cognitive appraisals in the formation of entrepreneurs’ venture exit intention.

This study aims to conduct an overview of previous studies on job satisfaction, particularly its determinants and outcomes, and the research objectives, main themes and years of publication of previous studies. This study also seeks to analyze research trends on job satisfaction in the field of hospitality and tourism.

The top hospitality and tourism journals were reviewed, and relevant papers were searched using the keyword “job satisfaction.” Content analysis was performed to identify the research objectives, main themes, influencing factors, outcomes and journals.

A total of 143 refereed journal papers were collected, of which 128 papers explored the influencing factors of job satisfaction, and 53 papers aimed to investigate outcomes. The predictors of job satisfaction were further classified into four groups, namely, organizational, individual, social and family and psychological factors.

This study conducted a literature review on job satisfaction by using content analysis. A relatively comprehensive review of job satisfaction is provided. However, this preliminary study still has considerable room for improvement given the extensive studies on job satisfaction. Future studies may perform meta-analysis and attempt to find new values of job satisfaction.

Findings may shed light on practical management. From the individual perspective, education, interest and skills were found to be related to job satisfaction. Thus, managers should provide their employees with opportunities to train and update their skills. From the organizational perspective, organizational support and culture contributed positively to job satisfaction. This perspective highlighted the importance of effective management activities and policies. From the social and family perspective, family–work supportive policies must be implemented to enhance job satisfaction. From the psychological perspective, psychological issues were found to be closely related to job satisfaction. Thus, the employees’ stress should be reduced to ensure that they perform their jobs well.

This study analyzed the determinants and outcomes of job satisfaction and highlighted the importance of enhancing job satisfaction from different perspectives. The interest of employees should be enhanced, their family–work conflict should be reduced and their psychological issues should be addressed to stimulate their enthusiasm. As job satisfaction contributes positively to organizational commitment and intention to stay, managers should conduct a series of organizational supportive activities to enhance job satisfaction, which will retain qualified employees.

This study conducted extensive research on job satisfaction and drew a systematic picture of job satisfaction on the basis of its determinants and outcomes, research objectives, main themes and journals. All findings were comprehensive and combined to contribute to the literature and serve as a foundation for further study.

The potential contradictory impact of empowering leadership may obfuscate its effectiveness. Empowering leadership is characterized not only by increased employees' autonomy but also by additional responsibilities and work demands, which may trigger different motivational processes for employees and lead to different perceptions of job stressors. This research aims to explore such contradictory impacts of empowering leadership on employees' perceived stressors by clarifying the complex motivational processes (intrinsic/extrinsic) experienced by employees when facing empowering leadership, as well as the boundary condition of employees' regulatory focus based on regulatory focus theory and self-determination theory (SDT).

The authors examine the proposed theoretical model using a two-wave survey, with the data being collected from 294 employees working at a hotel in China.

The results show that both intrinsic and extrinsic motivation mediate the relationship between empowering leadership and employees' perceived stressors and demonstrate the moderating role of an employee's regulatory focus. Specifically, a high promotion focus strengthens the relationship between empowering leadership and intrinsic motivation, while a high prevention focus strengthens the relationship between empowering leadership and extrinsic motivation.

Managers should consider the attributes of front-line service employees (e.g. are they promotion-focused or prevention-focused?) when demonstrating empowering leadership to prevent employees from misinterpreting that leadership as a source of stress.

This research helps to reconcile previously conflicting findings on empowering leadership by clarifying the complex motivational processes behind it. Furthermore, this research adopts a regulatory focus perspective to suggest that the reason why employees respond to their leaders differently is inherently associated with each employee's motivational tendencies.

Early turnover is a worldwide problem that occurs frequently during the first three years of employment. From a multidisciplinary perspective, this study attempts to find the economic, organizational and psychological factors that account for turnover at the early stage of employment.

The authors used turnover records provided by the human resources division of a US pharmaceutical company operating in China of 222 Medical Representatives (MR). The method of Firth's logistic regression for analyzing was employed.

As an economic factor, the favorable labor conditions (i.e. high ratio of job vacancies) at the time of recruitment were inversely associated with MR subsequent retention. For organizational factors, unsatisfactory supervision and disappointment of intra-organizational career were the major predictors, and job ranks showed a U-shaped relationship to early resignation. Moreover, working pressure was a psychological factor of early exit.

This study provides organizations with empirical implications to devise retention plans for newcomers at risk of attrition, which prevent them from early turnover in the industry facing a talent shortage. Studies based on the company exit records have little been done in turnover literature.

The importance of sustainable development has become increasingly significant in today’s fast-paced world. The 17 sustainable development goals (SDGs) aim to solve a range of environmental, economic and social challenges, which requires global collaboration among governments and private organisations. In light of this, social entrepreneurship has garnered significant attention as it combines the social purpose of non-profits with the market-driven approach of for-profits to address SDG goals. Yet the cognitive processes underpinning the career decisions of social entrepreneurs remain underexplored. This study aims to develop and validate a scale to measure social entrepreneurial career decisions based on the appraisal of perceived challenges.

The study followed the steps of tool development and was carried out in three phases: item analysis, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA).

The final 20-item scale focuses on the appraisal components in pre-entry social entrepreneurial career decision-making and has four factors, which are relevance, coping potential, knowledge and resources and normative significance.

The study contributes to the literature on entrepreneurial cognition, specifically focusing on social entrepreneurship. The scale could guide model testing and quantitative research in social entrepreneurial cognition. The four-dimensional structure identified in the study may also have implications for researchers interested in the antecedents and effects of social entrepreneurial decision-making.

Accurate measurement of cognitive appraisal is necessary to understand the perceived challenges and thought processes of potential social entrepreneurs. The scale could be used to examine the cognitive appraisal patterns among students. Social entrepreneurship educators and policymakers can use the scale to design and assess educational programs.

Distinct from existing studies, this scale offers a multidimensional approach that captures the stages of career decision-making, providing a robust tool to enhance our understanding of the decision-making dynamics in social entrepreneurship.

Involving employees in making management decisions is a powerful way to enhance organizational performance. However, employee involvement (EI) might exacerbate psychosocial stress at work. This paper aims to investigate this issue, illuminating the implications of EI on work-related stress.

Secondary data were collected from the third wave of the European Survey of Enterprises on New and Emerging Risks. A conditional process analysis based on ordinary least square regression and bootstrap sampling was accomplished to obtain evidence of the implications of EI on psychosocial risks (PSR) at work, taking into consideration the mediating role of organizational health promotion initiatives (HPI).

EI increased the sources of psychosocial stress at work, adding to individual job demands. Involving employees was positively related to a greater organizational concern for HPI, which, in turn, lessened psychosocial strain.

Although it contributes to organizational performance, EI propels work-related stress, which undermines individual and collective wellbeing. Involvement practices should be coupled with tailored HPI to address the PSR at work triggered by involvement, empowering people to cope with strain.

Scientific literature emphasizes the positive implications of EI on organizational performance, but little is known about its side effects on work-related stress. The paper provides original insights into this topic, arguing that HPI are necessitated to address the drawback of involvement on work-related stress.