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Mobile robots with independent wheel control face challenges in steering precision, motion stability and robustness across various wheel and steering system types. This paper aims to propose a coordinated torque distribution control approach that compensates for tracking deviations using the longitudinal moment generated by active steering.

Building upon a two-degree-of-freedom robot model, an adaptive robust controller is used to compute the total longitudinal moment, while the robot actuator is regulated based on the difference between autonomous steering and the longitudinal moment. An adaptive robust control scheme is developed to achieve accurate and stable generation of the desired total moment value. Furthermore, quadratic programming is used for torque allocation, optimizing maneuverability and tracking precision by considering the robot’s dynamic model, tire load rate and maximum motor torque output.

Comparative evaluations with autonomous steering Ackermann speed control and the average torque method validate the superior performance of the proposed control strategy, demonstrating improved tracking accuracy and robot stability under diverse driving conditions.

When designing adaptive algorithms, using models with higher degrees of freedom can enhance accuracy. Furthermore, incorporating additional objective functions in moment distribution can be explored to enhance adaptability, particularly in extreme environments.

By combining this method with the path-tracking algorithm, the robot’s structural path-tracking capabilities and ability to navigate a variety of difficult terrains can be optimized and improved.

Based on the moral licensing theory, this study aims to reveal the mechanism of self-sacrificial leadership inducing abusive supervision from two paths of leader moral credit and leader moral credential. At the same time, it also discusses the moderating effect of leader behavioral integrity on the two paths.

In this study, 434 employees and their direct leaders from six Chinese companies were investigated in a paired survey at three time points, and the empirical data was analyzed using Mplus 7.4 software.

Self-sacrificial leadership has a positive effect on leader abusive supervision through the mediating role of leader moral credit and leader moral credential. In addition, this study also finds that leader behavioral integrity is the “gate” for self-sacrificial leadership to promote abusive supervision, and the leader behavioral integrity has a moderating effect on the process of self-sacrificial leadership influencing on leader moral credit and leader moral credential.

This study explores the evolution of self-sacrificial leadership from “good” to “bad” from the perspective of moral licensing and broadens the research on the mechanism and boundary conditions of self-sacrificial leadership. At the same time, it also provides important reference value for preventing the negative effects of self-sacrificial leadership in organizations.

Dynamically tracking the target by unmanned ground vehicles (UGVs) plays a critical role in mobile drone recovery. This study aims to solve this challenge under diverse random disturbances, proposing a dynamic target tracking framework for UGVs based on target state estimation, trajectory prediction, and UGV control.

To mitigate the adverse effects of noise contamination in target detection, the authors use the extended Kalman filter (EKF) to improve the accuracy of locating unmanned aerial vehicles (UAVs). Furthermore, a robust motion prediction algorithm based on polynomial fitting is developed to reduce the impact of trajectory jitter caused by crosswinds, enhancing the stability of drone trajectory prediction. Regarding UGV control, a dynamic vehicle model featuring independent front and rear wheel steering is derived. Additionally, a linear time-varying model predictive control algorithm is proposed to minimize tracking errors for the UGV.

To validate the feasibility of the framework, the algorithms were deployed on the designed UGV. Experimental results demonstrate the effectiveness of the proposed dynamic tracking algorithm of UGV under random disturbances.

This paper proposes a tracking framework of UGV based on target state estimation, trajectory prediction and UGV predictive control, enabling the system to achieve dynamic tracking to the UAV under multiple disturbance conditions.

Based on the cognition-affection personality system theory, this study constructs and tests a mediation model of leadership non-contingent punishment on bystander workplace deviance behavior through bystander affective rumination and bystander psychological contract violation, as well as a chain mediation effect of bystander affective rumination and bystander psychological contract violation, and explores the moderation role of bystander performance pressure in this model.

This study takes 454 employees and their colleagues from several Chinese enterprises as the research subjects and conducts a paired survey at three-time points using Mplus 7.4 to analyze the empirical data.

The research results are as follows: Bystander affective rumination and bystander psychological contract violation play a mediation role between leadership non-contingent punishment and bystander workplace deviance behavior, respectively. Bystander affective rumination and bystander psychological contract violation play a chain mediation role in the positive role of leadership non-contingent punishment on bystander workplace deviance behavior. Bystander performance pressure moderates the chain mediation path by enhancing the positive role of leadership non-contingent punishment on bystander affective rumination.

This study comprehensively explores the internal path of the impact of leadership non-contingent punishment on bystander workplace deviance behavior from the perspective of bystanders through dual paths of cognition and affection. It enriches the result variables of leadership non-contingent punishment, expands existing research on the mediation mechanism of leadership non-contingent punishment and deepens the understanding of the mechanism of leadership non-contingent punishment. At the same time, it has practical guidance significance to promote the suppression of leadership non-contingent punishment in organizations, reduce the occurrence of employee workplace deviance behavior, help employees better integrate into the organization and build a harmonious organizational environment.

The purpose of this study is to test the mechanism of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation, and also to reveal the possible dark side of visionary leadership. The moderation effects of subordinates' facades of conformity and leader behavioral integrity in the cognition–affect dual-path process are also discussed.

This study conducted a three-wave longitudinal survey. The data were collected from 574 employees and their superiors in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis.

Visionary leadership has positive effects on cognitive strain and psychological contract violation; cognitive strain and psychological contract violation mediate the relationship between visionary leadership and work withdrawal behavior, respectively. Subordinates' facades of conformity and leader behavioral integrity moderate the positive effects of visionary leadership on cognitive strain and psychological contract violation, as well as the indirect effect of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation.

This study reveals the underlying mechanism of visionary leadership's negative impact on job outcome through the cognition and affective reaction of subordinates to visionary leadership, and broadens the scope of visionary leadership research. It also provides some practical suggestions on how to transmit the organizational vision effectively and reduce subordinates' work withdrawal behavior.

The purpose of this study is to reveal the mechanism of humble leadership inducing abusive supervision from the low-status compensation perspective, examining the mediation role of leader perceived thread to status. Besides, the moderation effect of regulatory focus on the mediation path is discussed.

This study conducted a three-wave longitudinal survey. The data was collected from 438 leaders and their employees in five Chinese enterprises. This study used Mplus 7.4 and adopted a bootstrapping technique for data analysis.

Humble leadership has a positive effect on leader perceived threat to status. Leader perceived threat to status plays a mediation role between humble leadership and leader abusive supervision. Leader regulatory focus is the “gate valve” that humble leadership fosters leader abusive supervision. That is, when the leader promotion focus is high, leader perceived threat to status bred by humble leadership is low, resulting in less abusive supervision. When the leader prevention focus is high, humble leadership brings relatively more abusive supervision through perceived threat to status.

This study explores why humble leadership breeds abusive supervision behaviors and reveals the mechanism behind the negative effect of humble leadership based on low-status compensation theory. This study not only promotes the continuous development of the field of humble leadership research through empirical research but also provides guidance for effectively suppressing the negative effects of humble leadership, promoting strengths and avoiding weaknesses and suppressing inappropriate management behaviors in management practice.

Amidst the rapid development of the global digital economy, digital transformation has become a strategic choice that firms must use to respond to the changing times. This study analyzes the impact of digital transformation on corporate environmental, social and governance (ESG) performance.

This study analyzes the impact of digital transformation on corporate ESG performance.

Using panel data from Chinese A-share-listed companies from 2010 to 2019, the authors found that digital transformation has a positive impact on corporate ESG performance, especially for high-tech firms and state-owned firms. In particular, the authors find that the digital production and digital marketing exert a positive effect on corporate ESG performance. Mechanism tests showed that digital transformation helps promote corporate green innovation, improve information transparency and improve corporate governance, thus enhancing ESG performance. A moderating effect analysis revealed that the positive impact of digital transformation on ESG performance is more significant in firms with government subsidies and chief executive officers (CEOs) with rich career experience.

Most existing research has confirmed the positive effect of digital transformation on firms' financial performance, whereas fewer studies have focused on the impact of digital transformation on the non-financial performance of firms.

The literature on how emerging market multinational enterprises (EMNEs) overcome the liability of emergingness/origin has sidestepped a prerequisite for any efforts to overcome liability, namely, corporate compliance. The authors argue that EMNEs build corporate compliance capability as a knowledge-based firm-specific advantage (FSA) to adapt to institutional norms in advanced economies. In this study, the authors empirically examine the intricate relationships between corporate compliance capability and performance in the US subsidiaries of Chinese firms.

In this study, the authors use survey data to empirically examine the intricate relationships between corporate compliance capability and performance in the US subsidiaries of Chinese firms.

The findings reveal a positive relationship between corporate compliance capability and subsidiary performance, as mediated by local financing.

The study suggests that corporate compliance capability helps a subsidiary gain legitimacy, which leads to local resource acquisition and utilization. Corporate compliance capability thus serves as a source of a knowledge-based FSA for EMNEs in developed economies.

Innovation is vital for sustainable regional development. Government is generally not a source of innovation per se, but the authors shows that by establishing and funding an industrial innovation ecosystem, it can create fertile conditions for research institutions to introduce innovative technologies into industry and for industry to introduce its gaps and needs to motivate and direct academic research. This paper aims to present a case study of the Jiangsu Industrial Technology Research Institute (JITRI) as a “triple helix” collaboration model engaging Industry-University-Research (IUR) institutions. The authors aim to provide a fresh perspective on constructing innovation ecosystems, promoting value creation and advancing the adoption of industrial technology.

Taking JITRI as a case study, this research examines its innovative approaches to interfacing with IUR organizations within China’s Yangtze Delta region. The authors propose a multilayered framework where JITRI serves as the core, facilitating the formation of a robust innovation ecosystem with diverse IUR entities.

This framework comprises three layers: core, platform and support. JITRI acts as the central nexus, binding these elements together and fostering a cohesive innovation ecosystem. By analyzing the operational mechanisms of the Jiangsu Provincial innovation system, the authors gain valuable insights into how JITRI bridges the gap between academia and industry. This facilitates the efficient commercialization of technologies. The success of the JITRI approach presents a compelling model for emulation by other provincial innovation ecosystems seeking to enhance their innovation capabilities.

This study enriches the ongoing conversation on innovation ecosystems, proposing novel avenues for further research. However, the field requires continuous monitoring through longitudinal studies. Given the long-term nature of such initiatives, the full impact of this approach might only be realized over several decades.

JITRI aims to create a robust and innovative provincial innovation ecosystem through its focus on IUR collaboration. This unique approach offers valuable insights and ideas for fostering the development of thriving innovation ecosystems in other provinces. These insights encompass new perspectives on innovation ecosystem development, value creation and industrial advancement.

This study pioneers the use of the JITRI system as a case study, offering valuable insights with potential application to innovation ecosystems across China and globally.

The purpose of this study is to examine the mechanism of benevolent leadership on employee cheating behavior through two paths – employee uncertainty and perceived acceptability of norm violation – and also reveal the possible dark side of benevolent leadership. Meanwhile, the moderating effects of leader behavioral integrity in the cognition dual path process are also discussed.

This study invites 383 employees and their superiors in seven Chinese enterprises as the research objects and conducts a paired survey at three time points, and then Mplus 7.4 software is used to analyze the empirical data.

The results are shown as follows. Benevolent leadership plays a positive role on uncertainty and perceived acceptability of norm violation. Uncertainty and perceived acceptability of norm violation mediate the relationship between benevolent leadership and cheating behavior, respectively. Leader behavioral integrity moderates the positive role of benevolent leadership on uncertainty and perceived acceptability of norm violation. Leader behavioral integrity moderates the indirect effect of benevolent leadership on employees' cheating behavior through uncertainty and perceived acceptability of norm violation.

This study reveals the mechanism behind the negative role of benevolent leadership through the cognition reaction of employees to benevolent leadership and broadens the research scope of benevolent leadership. Meanwhile, it provides some practical inspiration for leaders to effectively use the benevolent leadership style and restrain employees' cheating behavior.