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The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychological resources from their interactions with the leader (i.e. relational energy), and thus engage in more constructive voice behavior. In addition, this energizing effect only occurs when the leader is perceived as having higher apparent sincerity by their subordinates.

The research hypotheses of this study were empirically tested using multi-timepoint and multi-source (i.e. supervisors and subordinates) survey data in China. Study 1, based on data from 449 subordinates and 88 immediate supervisors, was conducted to test the proposed mediation effect. Study 2, based on data from 185 subordinates and 50 immediate supervisors, was conducted to replicate the findings of Study 1 and test the integrated model.

The results of Study 1 support the proposed mediation effect that leader humility positively predicts followers’ constructive voice behavior via boosting followers’ relational energy. The results of Study 2 replicate the findings of Study 1 and further indicate that leader humility is only positively related to perceived relational energy when a leader is perceived as having higher apparent sincerity by their subordinates.

This paper provides detailed instructions for business practitioners. First, given that employee constructive voice behavior is related to employee relational energy and is beneficial to organizations, leaders are encouraged to behave with humility when interacting with their subordinates. Second, from the perspective of human resource management, well-designed training programs can be used to help leaders to develop leader humility. Third, the findings of this paper call attention to a potential risk for humble leaders. Organizations should educate leaders on the potential negative consequences of false humility and encourage leader humility that will appear in leaders’ sincerity.

Overall, drawing on conservation of resources theory and crossover of resources model, this paper reveals that boosting relational energy is a mechanism via which humble leaders can shape employees’ voice behavior. Second, by examining the moderation effect of apparent sincerity of leaders from followers’ perspective, this paper suggests an actor–recipient perspective to identify the boundaries of the energizing mechanism. Third, the findings of this paper add to the knowledge on voice research by highlighting an additional source of energy for employee constructive voice behavior.

This paper aims to build a moderate mediation model to delineate when and how employee with perceived overqualification will exert extra effort and therefore engage in more altruistic helping behavior.

The research hypotheses were empirically tested using multitime and multisource survey data. Given the nested nature of data (i.e. 52 immediate supervisors rated 143 subordinates), multilevel structural equation modeling analyses within Mplus were conducted to test the proposed model.

The results support the proposed moderated mediation effect and indicate that perceived overqualification is positively related to extra effort on a condition that there is either strong desire for higher workplace status or more developmental job opportunities. The extra effort will subsequently lead to more altruistic helping behavior.

Based on the findings of this paper, human resource managers should consider the job applicant’s desire for workplace status and the organizational context the employer can provide when hiring overqualified employees. Second, organizations should carefully conduct job design to improve overqualified employees’ on-the-job developmental experiences. Third, training programs should be conducted to help satisfy needs and improve workplace status of overqualified employees, so that they can exert extra job effort and engage in pro-organizational behaviors.

Drawing on motivation–opportunity–ability theory, this paper extends the limited understanding of important boundary conditions under which perceived overqualification can be beneficial. The findings add to the knowledge on extant literature by identifying altruistic helping behavior as a new outcome of perceived overqualification.

For the dramatically developed high voltage direct current (HVDC) power transmission, HVDC cables play a vital role in the power transmission across seas and connections with renewable power sources. However, the condition monitoring of HVDC cables is still a challenging research topic. This paper aims to understand the influence of external factors, namely, current, cavity location and material properties, on partial discharge (PD) characteristics in HVDC cable in a numerical way referring to the refined Niemeyer’s model.

The influences of the three external factors are studied by a proposed numerical model for DC PDs based on the modification of a conventional PD model for AC voltage via a finite element analysis method.

The external factors can influence the discharge magnitude and discharge repetition rate via affecting the electrical conductivity of the material: DC PD is more frequent and with higher discharge magnitude when the cavity is closer to the conductor or the current through the conductor is higher. Both DC PD repetition rate and average discharge magnitude in long-term aged material are lower than virgin material. The effect of discharge on insulation degradation becomes decreasingly significant.

The current work is based on the numerical modelling of DC PDs. Further experimental validations and comparisons are essential for improving the model.

The studies of the influence factors for PDs under HVDC voltage can benefit the research and practical power transmission on DC PDs, contributing the design and test of DC PDs in HVDC cables, exploring the understandings of the DC PDs’ mechanism.

This paper, to the best of author’s knowledge, first studies the influence factors on DC PDs based on the numerical modelling work.

High voltage direct current (HVDC) cable is an important part in the electric power transmission and distribution systems. However, very little research has been carried out on partial discharge under direct current (DC) conditions. Niemeyer’s model has been widely used under alternating current (AC) conditions. This paper aims to intend to modify the Niemeyer’s model considering both electric field and charge dynamics under DC conditions, and therefore proposes a numerical model describing partial discharge characteristics in HVDC cable.

This paper intends to understand partial discharge characteristics under DC conditions through numerical modelling. Niemeyer’s model that has been widely used under AC conditions has been modified, taking both electric field and charge dynamics under DC conditions into consideration. The effects of loading level or current through the conductor, cavity location and material properties on partial discharges have also been studied.

Electrical conductivity is important in determining the characteristics of partial discharge under DC conditions and discharges tend to happen in short when the cavity field exceeds the inception level under the parameter values studied in the paper.

Building the numerical model is the purpose of the paper, and there is lack in experiment and the comparison between the simulation results and experiment.

The proposed model provides the numerical model describing partial discharge in HVDC cable and helps understand the partial discharge mechanism under DC voltage.

To the best of the author’s knowledge, this paper is a very early research on the numerical modelling work on partial discharge under DC voltage.

Integrating the literature on trust building and cultural intelligence, the purpose of this paper is to understand how expatriate managers build trust with their host country nationals (HCNs) in China.

Qualitative data collected via extensive interviews with 12 expatriate managers and 34 HCNs from seven multinational companies in Shanghai.

The authors find that expatriate managers and HCN managers build trust via competence/ability at the onset. The trust relationship becomes stronger over time with the development of affect-based trust via cultural intelligence of the expatriate managers.

Implications for theory and practice following the results are discussed.

This study used the cultural intelligence perspective to understand the trust building process. In addition this study interviewed both sides to the trust dyad; the expatriate manager and the HCN manager. Hence, it provides perspectives from both sides of the trust building process, one of the first studies to do so.

International students develop perceptions about leadership based on cultural practices in their home country. What is the leadership experience of international students in the United States? This study sought to describe the lived leadership experiences of international graduate students. A total of 17 participants, from 11 different countries were recruited for face-to-face in- depth interviews. The participants were enrolled in a large public university and served in a formal leadership position on campus. Four themes emerged concerning graduate students’ leadership experience with leadership and were categorized as: (1) contextually challenging; (2) essential; (3) task and people oriented, and; (4) rewarding. Recommendations are made for campus personnel and leadership educators who support international students.

Conducting commerce over the Internet has quickly become an integral part of modern business, and, arguably, the most important business topic of the last few years. However, while there is considerable pressure for companies to jump on the e‐commerce bandwagon, there also are considerable disincentives. As we have seen, the investments are significant and mistakes costly and highly visible. One of the important lessons learned in the last year is that e‐commerce is not for everyone.

This study examines the serial mediation mechanism between paternalistic leadership and innovative work behavior through the leader–member exchange (LMX) and employee voice behavior. Particularly, this study utilized the social exchange theory to investigate the indirect effect of three distinct dimensions of paternalistic leadership style on innovative work behavior through LMX and employee voice behavior.

Self-reported questionnaires were used to collect data from 397 employees in Pakistan. Hypotheses were tested using structural equation modeling (SEM).

The two dimensions of paternalistic leadership were significantly related to LMX. LMX had a significant effect on employee voice behavior that was further related to innovative work behavior. The findings also support the mediating role of LMX between authoritarian and moral leadership and employee voice. Further, LMX and employee voice boosted the indirect relationship between moral leadership and innovative behavior. However, authoritarian leadership demonstrated a significant but negative indirect effect on innovative behavior through LMX and employee voice.

The organizational members need to encourage a high LMX and voice behavior to enhance the positive effects of benevolent and moral leadership styles on innovative employee behaviors. Contrarily, they need to discourage authoritarian leadership if they want to enhance innovative work behavior through LMX and employee voice. Furthermore, when leaders provide a safe environment to employees at the workplace, then they may feel secure to take risks and exhibit innovative work behavior, which ultimately contributes to increasing employee and organizational performance.

This study extended the existing literature on paternalistic leadership in two important ways. First, this study examined a serial mediation mechanism to test the effect of paternalistic leadership on innovative work behavior through LMX and voice behavior. Second, this is a key study to investigate which dimension of paternalistic leadership is effective to boost employees' innovative work behavior at the individual level in the Pakistani organizational context.

The pulsed electro-acoustic (PEA) method is widely applied for space charge measurement in solid dielectrics. The signals, however, can be seriously distorted during transmission, especially in non-planar specimens. The aim of this work is to find an efficient algorithm to correctly recover the space charge profile for different types of specimens.

The distortion can be associated with both geometry and material (attenuation and dispersion). Hence the recovery algorithm consists of two parts respectively. The influences of geometries, causing the divergences of electric force and acoustic waveform, can be corrected by sets of factors. The attenuation and dispersion of the material can be suppressed based on the transfer function matrix in frequency domain, which could be obtained from calibration.

A general algorithm applicable to three kinds of specimens (single-layer, multi-layer and coaxial-geometry dielectrics) has been proposed. Compared with the other two algorithms in literature, the present one offers the most accurate solution while taking relatively shorter time. In addition, this algorithm is applied on signals measured from a planar LDPE sample and the results show that the new algorithm is fairly effective with excellent stability in a real system.

As one of the most accurate algorithms, the present one is theoretically one third quicker than the others. This algorithm would be helpful in applications calling for large calculations, i.e. 3-D imaging of space charge distribution in XLPE cable.

Informal networking is generally regarded as an important activity that is available to every manager, which usually results in positive outcomes. However, differences in networking behavior have been less frequently discussed and compared in a global context. We argue that different ideals of informal networking can result in situations where international managers can hardly foresee the potential consequences of their networking behavior, especially when local ideals of networking are not taken into account. Differences in networking behavior caused by differences in underlying values, norms, and ideals can lead to ethical dilemmas. At this junction, we point out the integral role favors and favor exchange play in global networking and suggest a competency framework that is helpful for international managers to navigate informal networking abroad and identify potential ethical dilemmas before they take effect.