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Previous studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.

Survey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses.

The results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction.

The results suggest that organizational managers should provide supervisors with leadership interventions to prevent the occurrence of abusive supervision. Furthermore, organizational managers should provide employees with opportunities to voice their concerns through the use of organizational communication and participation, which can reduce employee silence and subsequently foster employee engagement and satisfaction at work.

This study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.

The purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect.

Data were collected from 251 employee–coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses.

The results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement–UPB relationship and the ethical leadership–moral disengagement–UPB relationship become weaker when coworker ethical behavior is high.

The results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement.

This study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.

The purpose of this paper is to promote a wider understanding of the importance of distinguishing between presenteeism behavior and its motivation and between the avoidance and approach dimensions of motivation, and to rectify the neglect of presenteeism’s antecedents (in particular, situational ones). It develops a theoretical model that explains how situational antecedents affect presenteeism – conventionally defined as attending work while ill.

An ordinary least-squares regression-based path analysis is employed to analyze the findings of a sample of 277 employees in service organizations in southwestern China.

Findings demonstrate that the situational factor, leader–member exchange (LMX), is positively related to the approach dimension of presenteeism motivation and that of workload moderates the positive link between presenteeism motivation and behavior, such that employees who experience higher workload more frequently display presenteeism behavior.

Findings suggest that managers should be prudent when developing relationships with their subordinates and consider the ways in which they may most effectively encourage employees to support their organization.

This is the first study to consider LMX and workload as situational antecedents of presenteeism motivation and behavior.

The green technology cars have received much attention due to the air pollution and energy crisis. The purpose of this paper is to increase automotive designers’ understanding of the affective response of consumers about automotive shape design. Consumers’ preference is mainly based on a vehicle's shape features that are traditionally manipulated by designers’ intuitive experience rather than by an effective and systematic analysis. Therefore, when encountering increasing competition in today's automotive market, enhancing car designers’ understanding of consumers’ preferences on the shape features of green technology vehicles to fulfil customers’ demands, has become a common objective for automotive makers.

In this paper, questionnaires were first used to gather consumer evaluations of certain adjectives describing automobile shape. Then, automotive styling features were systematically examined by numerical definition-based shape representations. Finally, models were individually constructed using support vector regression (SAR), which predicted consumer's affective responses, based on the adjectives selected, and which also incorporated the relationship between consumer's affective responses and automotive styling features.

In order to predict and suggest the best automotive shape design, the results of this experiment of SVR can provide a basis for the future development of automobiles, particularly for green vehicle design, and support automotive makers in ensuring that automotive shape design to satisfy consumer needs.

SVR is a valuable choice as an evaluation method to be applied in the design field of green vehicles.

The purpose of this study is to identify the influence of perceived brand color emotions on perceived brand creativity, assess the influence of perceived brand creativity on utilitarian and hedonic values, measure the impact of hedonic and utilitarian values on brand loyalty and evaluate the role of different theme park color schemes in influencing these relationships.

The study modeled the proposed relationships by analyzing data from an online survey using partial least squares structural equation modeling. Respondents were presented with different color schemes to induce certain emotions before answering questions.

The results showed that the valence and arousal of emotions incited by various colors lead to a perception of creativity for theme park products, which then influence both utilitarian and hedonic values and thus brand loyalty. When the model was compared for seven different color schemes for a theme park brand, differences seem sporadic rather than systematic.

The online nature and timing of the study may have prohibited authentic reactions from consumers as the US theme park industry is currently in its recovery mode.

While the results did not identify a specific preferred color scheme, theme park executives should continue using a variety of color combinations to generate visitor perceptions of novelty and creativity that would impact their perceived hedonistic and utilitarian values.

The study empirically tests color influences on a brand’s perceived creativity and its consequences on a brand’s utilitarian and hedonic values and brand loyalty.