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Reverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior counterparts (leaders). Despite its widespread recognition, there remains a significant scarcity of empirical evidence regarding its enablers and effectiveness. Building on this research gap, this study aims to investigate the association between leader humility, reverse mentoring and subordinate turnover intentions using the theoretical frameworks of job demand resource theory and social exchange theory. In addition, the study assesses how leader competence moderates the impact of leader humility on promoting reverse mentoring.

The study used time-lagged multi-wave data with a two-week interval between each wave, collected from 386 information technology professionals working in different organisations in India. The hypotheses developed were tested using partial least square structural equation modelling.

The finding from the analysis reveals that leader humility had a significant impact in promoting reverse mentoring, which consequently led to reduced subordinate turnover intentions. In addition, leader competence positively moderates the association between leader humility and reverse mentoring.

To the best of the authors’ knowledge, this study is the first to empirically examine the impact of reverse mentoring on subordinates’ turnover intentions, as well as the indirect effect of leader humility on turnover intention through reverse mentoring. Furthermore, the study sheds light on the previously under-researched boundary conditions of leader humility.

Based on the leader-members exchange (LMX) theory, the purpose of this paper is to examine the impact of ambidextrous leadership on employee creativity through ambidextrous behavior. The study also investigates an organizational culture that amplifies the positive influence of ambidextrous leadership on employee creativity.

Primary data were collected form 300 permanent employees of the local government department of Azad Jammu and Kashmir (AJK). Hypotheses were tested by using Hayes PROCESS macro.

Results indicated that ambidextrous style of leadership and employee creativity is mediated by ambidextrous behavior of employees. The findings of the study also established the fact that the relationship of ambidextrous leadership and employee creativity is subject to the organizational culture.

The current study was carried out in the local government department; researchers can conduct research by studying multiple government departments at once. In addition, the present study is cross-sectional; scholars in future can take a longitudinal approach to capture employee creativity at different points of time.

For establishing a welcoming innovation atmosphere and assist workers' creative behaviors, ambidextrous leadership should be practiced by leaders from day-to-day operations. Leaders must create flexible abilities to adapt internal resources (knowledge and values) in the public sector into new behavioral patterns that encourage employee creativity.

This is the first study that investigates the ambidextrous behavior as a vital intervening mechanism in the ambidextrous leadership–employee creativity linkage. Further, this study provides first empirical evidence by study the organizational culture as a moderator in determine the impact of ambidextrous leadership on employee creativity.

This paper empirically aims to investigate the mediating role of leader knowledge-sharing behaviour (LKSB) in the relationship between humble leadership (HL) and work engagement (WE).

The responses of 321 employees in hospitality organisations in Jordan were collected via an online survey. The study data was then analysed using structural equation modelling.

The study found that leaders showing humble behaviour were able to share knowledge that ultimately improved employees’ work engagement; thus, confirming that leaders sharing knowledge behaviour mediates the relationship between HL and all three dimensions of work engagement.

This study delves into and sheds further light on HL theory by proposing that LKSB serves as a motivational basis for the relationship between HL and employees’ work engagement. By bolstering the mediating mechanism of LKSB, the findings provide new, deeper insights into the influence of HL on all three dimensions of work engagement.

This study aims to investigate whether social media use (SMU) at work has a curvilinear effect on job performance and whether Cyberloafing (non-work-related use) and job complexity moderate this effect.

Online surveys were conducted in China among WeChat users from multiple organizations working in the office environment, generating 350 valid responses.

The results revealed that there is an inverted U-shaped relationship between SMU at work and job performance through mediations of communication, information sharing and entertainment; such that the relationship is initially positive but becomes weaker as SMU increases and exceeds the optimal level. Notably, it is found that Cyberloafing negatively moderates the relationship between SMU and job performance, and there is a significant joint moderating effect of job complexity and Cyberloafing.

This study improves the research of information system use. It also provides implications for organizations concerned about formulating policies related to individuals' SMU and suggests that SM users and managers should find strategies to arrive at without surpassing the optimal level to maximize productivity.

This paper enriches the job demands-resources model to extend the literature on the advantages and disadvantages of SMU at work, which indirectly affect performance through two job conditions (job resources and demands). The study finds that employees benefit from a moderate amount of SMU at work, once it surpasses the optimal level, job demands surpass job resources and counterproductivity will appear. In addition, Cyberloafing and job complexity moderate the optimal level of SMU at work, which have not yet been investigated.

Drawing on experiential learning theory, this study seeks to understand how the perceived cultural difference in a foreign country and learning flexibility, which enables more integrated experiential learning from international experience, influence expatriates’ cultural intelligence (CQ) and consequently their adjustment and job performance.

Survey data were collected from 169 expatriates in China. Polynomial regression analyses were employed to test curvilinear relationships between cultural difference and CQ and between learning flexibility and CQ. Mediation hypotheses were tested either by the MEDCURVE procedure if a curvilinear relationship was confirmed or by the Haye’s Process procedure if a curvilinear relationship was not confirmed and instead a linear relationship was confirmed.

The results demonstrated a positive relationship between cultural difference and CQ and an inverted U-shape relationship between learning flexibility and CQ. CQ mediated the relationship between cultural difference and expatriate adjustment and partially mediated the relationship between learning flexibility and expatriate adjustment. CQ positively influenced expatriates’ job performance via expatriate adjustment.

Our findings suggest that companies should not hesitate to send expatriates on assignments to culturally very different countries and focus more attention on the selection of expatriates. The findings of this study suggest firms should choose candidates who are moderate or high in learning flexibility and could engage in integrated learning and specialized learning in a more balanced manner.

This research is the first study that examines the influence of learning flexibility on CQ and expatriate effectiveness. It examines cultural difference through the lens of experiential learning theory and argues that cultural difference constitutes “stimuli” in the experiential learning environment for individual learning in an international context. The results advance our knowledge of the role of experiential learning in developing capable global managers.

This tourism study delves into the universal impact of authenticity on tourists' preferences. This study aims to enhance understanding and present a model delineating authenticity's intricate relationship with behavioral intention, involvement and nostalgia.

The research entails administering a sample survey to travelers located in the departure lounge of Macau International Airport. Ultimately, 499 fully completed questionnaires are obtained through convenience sampling. The analysis of the collected data incorporates an innovative method, using a quadratic model.

Results undeniably validate that a destination's perceived authenticity significantly influences tourists' intentions, engagement and nostalgic sentiments. Findings strongly support the assertion that this authenticity demonstrates a nonlinear pattern in its association with behavioral intention, involvement and nostalgia.

Through quantitative analysis and interpretation, this study has advanced the comprehension of the interplay between authenticity and tourism. It introduces a novel perspective that adds depth to the broader understanding in this domain. This foundational research is crucial for acknowledging the unique contributions made by this study to the fields of tourism and authenticity.

这项旅游研究深入探讨了真实性对游客偏好的普遍影响。它旨在增强理解并提出一个模型来描述真实性与行为意图、参与和怀旧之间的复杂关系。

该研究需要对位于澳门国际机场候机室的旅客进行抽样调查。最终通过便利抽样获得完整填写的问卷499份。对收集的数据的分析采用了一种创新方法, 利用二次方模型。

结果无可否认地证实, 目的地的感知真实性会显着影响游客的意图、参与度和怀旧情绪。研究结果有力地支持了这一主张, 即这种真实性在其与行为意图、参与和怀旧的关联中表现出一种非线性模式。

通过定量分析和解释, 这项研究增进了我们对真实性与旅游之间的回应的理解。它引入了一种新颖的视角, 加深了我们对这一领域更广泛的理解。这一基础研究为承认本研究对旅游和真实性领域做出了独特贡献。

Este estudio turístico profundiza en el impacto universal de la autenticidad en las preferencias de los turistas. Pretende mejorar la comprensión y presentar un modelo que delinee la intrincada relación de la autenticidad con la intención conductual, la implicación y la nostalgia.

La investigación consistió en administrar una encuesta por muestreo a los viajeros situados en la sala de embarque del Aeropuerto Internacional de Macao. Finalmente, se obtuvieron 499 cuestionarios totalmente cumplimentados mediante un muestreo de conveniencia. El análisis de los datos recogidos incorpora un método innovador, utilizando un modelo cuadrático.

Los resultados validan sin lugar a duda que la autenticidad percibida de un destino influye significativamente en las intenciones, la implicación y los sentimientos nostálgicos de los turistas. Los hallazgos apoyan firmemente la afirmación de que esta autenticidad demuestra un patrón no lineal en su asociación con la intención conductual, la implicación y la nostalgia.

Mediante el análisis cuantitativo y la interpretación, este estudio ha hecho avanzar nuestra comprensión de la interacción entre autenticidad y turismo. Introduce una perspectiva novedosa que añade profundidad a nuestra comprensión más amplia en este ámbito. Esta investigación fundacional es crucial para reconocer las contribuciones únicas de este estudio a los campos del turismo y la autenticidad.

One of the most important challenges confronting enterprise managers is that of controlling employees' social cyberloafing. The use of enterprise social media entails opportunities for cyberloafing. However, previous research on how enterprise social media use affects cyberloafing is rather limited. Using the job demands-resources (JD-R) model, this paper proposes a research model to investigate the relationship between enterprise social media usage and employees' social cyberloafing behavior.

Structural equation modeling was performed to test the research model and hypotheses. Surveys were conducted in an online platform in China, generating 510 employees' data for analysis.

First, both public social media and private social media used for work-related and social-related purposes have a positive effect on employees' job engagement. Further, job engagement has a negative effect on employees' social cyberloafing. Second, the use of public social media for work-related and social-related purposes has no effect on employees' emotional exhaustion. However, work-related private social media usage has a negative effect on employees' emotional exhaustion, and social-related private social media usage has a positive effect on employees' emotional exhaustion. Further, employees' emotional exhaustion has a positive effect on employees' social cyberloafing. Third, there are significant differences in the effects of enterprise social media on employees' social cyberloafing between male and female employees.

First, this paper contributes to the social cyberloafing literature by establishing a relationship between enterprise social media usage and social cyberloafing in relation to the dual influence mechanism. Second, it contributes to the JD-R model by clarifying how the use of enterprise social media with different motivations affects social cyberloafing through a mediation mechanism, namely, an enabling mechanism and a burden mechanism. Third, this paper also contributes to the social cyberloafing literature by revealing the boundary condition, namely gender, between enterprise social media use and employees' social cyberloafing.

This paper aims to conduct an analysis of the influence of both the breadth and depth of outward foreign direct investment (OFDI) undertaken by Chinese high-tech listed companies during the period spanning 2010–2019. The data pertaining to these companies was used as a research sample to analyze the effects of OFDI on radical innovation performance.

Hierarchical regression analysis was used to test the proposed models, using survey data collected from 442 high-tech companies in China.

The findings of this study indicate a curvilinear (i.e. U-shaped) relationship between the breadth/depth of OFDI and radical innovation performance. Additional analysis reveals that OFDI plays a role in facilitating innovation breakthroughs by enhancing the internal dynamic capabilities of companies. Moreover, it is observed that a well-established institutional environment in the host country of investment can positively moderate the relationship between OFDI breadth/depth and radical innovation performance.

This study proffers a significant contribution to the understanding of the crucial role played by OFDI from emerging economy companies in enhancing radical innovation performance. Moreover, it offers theoretical guidance for multinational companies aiming to foster innovation breakthroughs.

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.

This study uses a survey design with data collected from the North American operations of a large global telecommunications company.

This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.

The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.

Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.

The purpose of this study was to develop and test a research model that explored leader psychological capital (LPsyCap) as a predictor of follower creative performance (FCRP). The model also investigated follower job crafting (FJC) and follower knowledge collecting (FKC) and follower knowledge donating (FKD) behaviors as the multiple mediators of the trickle-down effect of LPsyCap on FCRP in a sequential manner.

Data were obtained from hotel employees in Korea. The hypotheses were tested using structural equation modeling with the user-defined estimands function.

LPsyCap boosted employees’ FCRP. FJC and FKC behaviors mediated the trickle-down effect of LPsyCap on FCRP in a sequential manner. As predicted, FKC behavior parallelly mediated the effect of FJC on FCRP.

Hotel firms should boost a workplace that would encourage employees to redefine and redesign their jobs. To achieve this, the presence of structural (e.g. learning new things in the workplace) and social (e.g. supervisor coaching) job resources and challenging job demands (e.g. willingly taking on additional tasks) would pay dividends.

This paper is one of its kind focusing on unexplored parallel and sequential multiple mediation effects that highlight FJC and FKC as the two potential mediators in the association between LPsyCap and FCRP.