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Drawing on the conservation of resources (COR) theory, this study aims to examine the influence of abusive supervision on hospitality employees’ helping behaviors, especially, the joint moderating effects of proactive personality and ability to manage resources (i.e. RMA) in the hypothesized relationship.

Using a two-phase design, this study gathered data from 353 employees of ten hotels located in China. To test the hypotheses, the study conducted a series of hierarchical multiple regression analyses.

Findings demonstrated that abusive supervision was negatively related to hotel employees’ helping behaviors. Moreover, both proactive personality and RMA jointly moderated the abusive supervision–helping behavior relationship. Specifically, when both proactive personality and RMA had high degrees, the abusive supervision–employees’ helping behaviors linkage was weakest. Conversely, the strongest impact of abusive supervision on employees’ helping behaviors occurred when both proactive personality and RMA were low.

Hotel managers should reduce mistreatment and cultivate employees’ both proactive personality and RMA, to inhibit the decline of helping behavior resulting from abusive supervision.

First, the current study provides a novel theoretical underpinning of the COR theory to explain the abusive supervision–helping behavior association, particularly in the hospitality context. Second, this study contributes to the boundary effects of abusive supervision on helping behavior by investigating the moderating roles of individual differences (i.e. proactive personality and RMA).

Integrating appraisal theories of discrete emotions with the emotion regulation literature, this study aims to explore the relationships between exploitative leadership and certain types of counterproductive workplace behavior (CWB). Besides, this study seeks to examine the mediating roles of discrete emotions (i.e. anger and fear) and the moderating role of cognitive reappraisal within the proposed relationships.

Based on time-lagged survey data from 440 Chinese employees, this study conducted hierarchical regression analysis and bootstrapping approach to test the hypotheses.

The results revealed that exploitative leadership was positively related to approach-oriented CWB and avoidance-oriented CWB. In addition, this study found that anger mediated the relationship between exploitative leadership and approach-oriented CWB, whereas fear mediated the relationship between exploitative leadership and avoidance-oriented CWB. Further, cognitive reappraisal buffered the positive effects of exploitative leadership on anger and fear and the indirect effects of exploitative leadership on approach-oriented CWB (via anger) and avoidance-oriented CWB (via fear).

Managers should reduce leaders' exploitation and enhance employees' skills on emotional management and cognitive reappraisal.

First, by verifying the effects of exploitative leadership on both approach-oriented and avoidance-oriented CWB, this study adds to the literature on exploitive leadership and provides a more complete understating of the relationship between exploitative leadership and workplace deviance. Second, this study enriches the understanding of the process through which exploitative leadership affects employees by demonstrating the novel mediating roles of discrete emotions (i.e. anger and fear) through the lens of appraisal theories of discrete emotions. Third, by verifying the moderating role of cognitive reappraisal, this study provides insights into the boundary conditions of the influences of exploitive leadership.

Drawing on conservation of resources (COR) theory, this study aims to explore the influencing mechanism of exploitative leadership on knowledge hiding. Specifically, this study focuses on the mediating role of psychological distress and the moderating role of hostile attribution bias in affecting the mediation.

Data were collected from 324 employees of a high-technology company in China by a three-wave questionnaire survey. Hierarchical regression analysis and bootstrapping approach were employed to test hypotheses.

This study found that exploitative leadership was positively related to knowledge hiding and that psychological distress mediated this relationship. Moreover, the results revealed that the positive relationship between exploitative leadership and psychological distress and the indirect effect of exploitative leadership on knowledge hiding via psychological distress were stronger when hostile attribution was high rather than low.

The findings of this study offer guidance for managers to better undermine the negative effects of exploitative leadership.

First, this study extends the literature on exploitative leadership by verifying the positive effect of exploitative leadership on knowledge hiding. Second, this study enriches one’s understanding of the “black box” underlying the link between exploitative leadership and its consequences by demonstrating the mediating role of psychological distress. Third, by verifying the moderating role of hostile attribution bias, this study provides insights into the boundary conditions of the impact of exploitative leadership.

Based on social exchange theory and research on proactive personality, this study aims to explore the relationship between abusive supervision and unethical pro-organizational behavior (UPB), taking proactive personality as a boundary condition.

This study conducted a two-wave questionnaire survey and used data from 353 Chinese employees of a diversified company to test the research hypotheses.

The relationship between abusive supervision and UPB varied with proactive personality. Specifically, abusive supervision had an inverted U-shaped effect on UPB when proactive personality was high, while abusive supervision was negatively related to UPB when proactive personality was low.

More research are encouraged to replicate our study in different cultural contexts. Besides, future research can gather data from dyads (e.g. supervisor–subordinate dyad and coworker–subordinate dyad) so as to increase the objectivity and validity of the data.

Managers should reduce abusive supervision and elevate proactive employees' moral awareness.

This study hopes that the authors’ findings will help practitioners to devote greater attention to managing proactive personality, abusive supervision and UPB in the organization.

First, this study enriches the abusive supervision literature by identifying UPB as a consequence of abusive supervision. Second, this study provides a better understanding of the coping tactics used to combat abusive supervision. Third, this study uncovers a dark side of proactive personality by verifying the moderating effect of proactive personality.

This study aims to examine the moderating effects of psychological entitlement and perceived organizational support (POS) on the relationship between work connectivity behavior after-hours (WCBA) and job satisfaction.

Data were collected from 217 full-time employees of an Internet company in China at two points in time separated by about one month. Hierarchical regression and simple slope analyses were conducted to test hypotheses.

The results showed that WCBA was negatively related to job satisfaction and that this relationship could be mitigated by POS. Moreover, psychological entitlement aggravated this relationship, and this aggravating effect was stronger when POS was at low levels.

Managers should avoid intervening employees' nonwork domains too much. If this is unavoidable, managers should provide adequate organizational support to help employees cope with the challenges brought by WCBA. Besides, managers need to pay close attention to highly entitled employees and take measures to modify their expectations.

First, this study enriches the understanding of what WCBA is and how WCBA works by investigating the influencing mechanism of WCBA from the perspectives of effort–reward imbalance and job demands–resources. Second, by verifying the moderating effects of psychological entitlement and POS, this study provides insights into the boundaries of the WCBA–job satisfaction relationship. Third, this study contributes to the literature on psychological entitlement by identifying its one applicable condition.

The purpose of this paper is to study the flow patterns and particle-particle collisions during the sedimentation of multiple circular particles under gravity at intermediate Reynolds numbers through direct numerical simulations (DNS).

The previously developed lattice Boltzmann-direct forcing/fictitious domain (LB-DF/FD) method is adopted in this work to conduct DNS.

It is found that the number of particle-particle collisions display a linear growth at long times after an initial evolution, resulting in a constant collision rate, which also depends the initial arrangement.

The problem of particle-particle collisions during sedimentation with two kinds of particle density has not been considered before and it is of special importance in various industries.

The purpose of this paper is to test the relationship between external auditor selection and charity donation, that is, whether the governance role of external audit is effective and how it plays in China's charitable market.

Using data from 2005 to 2009 of China's national charity, the paper applies empirical regression method to test the hypothesis.

Empirical evidence suggests that, when charities select national Big 100 as the auditors, the governance role of audit plays effectively, thus attracts more donators. When charities select successful bidders of Civil Affairs Bureau as the auditors, the governance role of audit cannot play effectively, thus will not increase donation significantly.

Charities' annual report disclosure is not ample, so research samples could not include the regional charities, and in self‐selection model, independent variables do not include audit fee which could affect the results of self‐selection.

To some extent, the above conclusion suggests governance effect of external audit exist in the charitable market, and the effects depend on high quality audit. In view of the governance effect of high quality audit, the paper's conclusion could provide reference for the current non‐profits governance mechanism construction, at the same time, Civil Affairs Bureau should further improve the tender evaluation content and make them more objective and quantification when they bid the financial auditor, also, they should not be restricted charity choose auditor such as high quality outside the bidding scope.

First, previous literature of external audit research mainly gathered in capital market, but charity market different from the capital market, it is significance for whole non‐profit organization. Second, the paper's conclusion could provide some empirical evidence available for the perfection of charity governance mechanisms.

The purpose of this paper is to summarize the existing point cloud target detection algorithms based on deep learning, and provide reference for researchers in related fields. In recent years, with its outstanding performance in target detection of 2D images, deep learning technology has been applied in light detection and ranging (LiDAR) point cloud data to improve the automation and intelligence level of target detection. However, there are still some difficulties and room for improvement in target detection from the 3D point cloud. In this paper, the vehicle LiDAR target detection method is chosen as the research subject.

Firstly, the challenges of applying deep learning to point cloud target detection are described; secondly, solutions in relevant research are combed in response to the above challenges. The currently popular target detection methods are classified, among which some are compared with illustrate advantages and disadvantages. Moreover, approaches to improve the accuracy of network target detection are introduced.

Finally, this paper also summarizes the shortcomings of existing methods and signals the prospective development trend.

This paper introduces some existing point cloud target detection methods based on deep learning, which can be applied to a driverless, digital map, traffic monitoring and other fields, and provides a reference for researchers in related fields.

Trust is the glue that holds cooperative relationships together and often exists in an asymmetric manner. The purpose of this study is to explore how to mitigate the issue of losses or increased transaction costs caused by opportunistic behavior in a soft environment where trust asymmetry is quite common and difficult to avoid.

This study focuses on examining asymmetric trust between the government and the private sector in public-private partnership (PPP) projects. Drawing upon both project realities and relevant literature, the primary conditional variables influencing asymmetric trust are identified. These variables encompass power perception asymmetry, information asymmetry, interaction behavior, risk perception differences and government-side control. Subsequently, through the use of a survey questionnaire, binary-matched data from both the government and the private sector are collected. The study employs fuzzy-set qualitative comparative analysis (fsQCA) to conduct a configurational analysis, aiming to investigate the causal pathways that trigger asymmetric trust.

No single conditional variable is a necessary condition for the emergence of trust asymmetry. The pathways leading to a high degree of trust asymmetry can be categorized into two types: those dominated by power perception and those involving a combination of multiple factors. Differences in power perception play a crucial role in the occurrence of high trust asymmetry, yet the influence of other conditional variables in triggering trust asymmetry should not be overlooked.

The findings can contribute to advancing the study of trust relationships in the field of Chinese PPP projects. Furthermore, they hold practical value in facilitating the enhancement of trust relationships between the government and the private sector.