Search results

The purpose of this study was to examine the underlying mechanism as well as the boundary effect between employees' perceived ethical human resource management (HRM) and ethical voice based on social cognitive theory. The authors expect that employees who perceive ethical HRM could develop their moral reasoning and conduct through one of the cognitive processes (i.e. vicarious experience).

Based on structural equation modelling and hierarchical regression analysis, the authors conducted a questionnaire survey on 265 employees and their immediate supervisors from a manufacturing company in China.

Employees' perceived ethical HRM was positively related to ethical voice, and moral efficacy mediated this relationship. Moral task complexity not only moderated the relationship between employees' perceived ethical HRM and moral efficacy but also moderated the indirect effect of employees' perceived ethical HRM on ethical voice such that the impact was stronger when the moral task complexity level is higher and weaker when low.

This research model provides a framework through which organisations can diagnose potential ethical issues with the implementation of ethical HRM, as well as increase employee awareness of ethical values and then enhance their moral efficacy. Moreover, organisations can benefit from combining interventions and practices that influence the task design.

This study fills research gap by examining the mechanisms that shape employees' ethical voice from the perspective of HRM through moral efficacy and demonstrates that higher levels of moral task complexity contribute to higher levels of moral efficacy and ethical voice.

This study aims to investigate whether and how a high turnover rate stimulates employees to engage more in learning behavior.

Drawing on self-regulation theory, the authors suggest that the motive for employees to engage in learning behavior is to improve themselves. Such a need can be activated when they reflect on themselves and realize the discrepancy between their current selves and desired future selves. The authors argue that the employees’ perceived poor performance at daily work may induce their desire for self-improvement via making the future work selves salient, and in turn engage more in learning behavior. This is particularly so when turnover rate is high because employees may be alert of and concerned more about their own poor performance. In an experience sampling study, the authors obtained evidence for these hypotheses.

When turnover rate was high, employees’ poor performance increased salience of future work selves, which in turn facilitated their learning behavior. This relationship was not significant when turnover rate was low.

Contrary to the typical view that high turnover rate leads to knowledge loss for the companies, the present study findings suggest that it could also serve as a motivational factor facilitating employees’ learning behavior, which is an important way to increase knowledge pool of the companies.

Drawing on job demands-resources theory (Bakker and Demerouti, 2017) and conservation of resources theory (Hobfoll, 1989), this study aims to investigate the roles of work task conflict and coworker support in the experience of daily work-family balance. In particular, this study theorizes work-family balance as a higher-order construct, including both psychological (work-family balance satisfaction) and social (work-family balance effectiveness) dimensions.

The authors tested the proposed model using daily diary survey data collected from 50 full-time corporate employees across five consecutive workdays in a week. The hypotheses were tested using multilevel modeling analyses.

Analyses show that work task conflict impedes employees’ work-family balance on a daily basis. Results also support the moderating role of coworker support, such that the negative relationship between work task conflict and work-family balance is weaker when coworker support is high.

This research contributes to the literature by considering work-family balance as a higher-order construct. Further, this research advances theoretical knowledge of the interpersonal predictors of work-family balance. This study also expands previous work by examining the dynamic relationships between interpersonal events and work-family balance.

The purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the extent to which this mediating role is moderated by proactive personality.

This study conducts a questionnaire with 332 employees from China, taking certain traditional cultural factors and social exchange theory into consideration. This paper then analyzes the responses using a structuring equation model with SPSS 24.0 and LISREL 8.7.

The results show that PIS mediated the relationship between differential leadership and thriving at work. In addition, proactive personality was found to moderate this mediating pathway, whereby a high proactive personality increased the mediating role of perceived insider status.

This study explores how and why differential leadership is positively related to thriving at work. This paper verifies the moderated mediation model relationship among the research variables and contributes to the literature on differential leadership.

In the face of solving the urban traffic congestion problem radically, emphasis has been laid on the research on slow traffic planning of urban built environment. Hence, research on slow traffic demand forecasting can provide a basis for the planning of urban slow traffic systems. Based on land use, the overall planning of the new Guangming (GM) district, and the population prediction results, the slow traffic demand within the scope of the new district was forecasted by combining the per capita trip frequency, and the spatial distribution of the slow traffic flow of the new GM district was forecasted per the forecasted demand quantity for slow traffic. The following research conclusions were obtained. Within the new GM district, the correlation of the total demand for slow traffic with the land use functions and population distribution was high, and the cross-zone traffic was mainly decided by the land usage of this district. The cross-unit slow traffic flow was concentrated in the Gongming central, Guangming central, high-tech zone, and Yutian zones. This research provides a guideline for the layout of slow traffic facilities in the future.