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Despite a large body of literature on the negative consequences of job insecurity, one outcome – job creativity – has received relatively scant attention. While initial studies established a relationship between job insecurity and creativity, the explanatory mechanisms for this relationship have yet to be fully explored. The paper aims to discuss this issue.

Using threat-rigidity theory and broaden-and-build theory as a conceptual foundation, the authors implemented a two-country temporally lagged research design (the USA (n = 390); China (n = 346)) to test two potential mediating mechanisms – cognitive failures and positive job-related affect – as explanatory variables between quantitative and qualitative forms of job insecurity and self- and other-rated measures of creative performance.

Results from both countries suggest that job-related affective well-being and employee cognitive failures both explained the relationship between job insecurity and creative performance. However, affective well-being was a better explanatory variable for the relation between job insecurity and self-rated creative performance, whereas cognitive failures better accounted for the relationship between job insecurity and performance on an idea generation task.

The authors discuss the implications of these findings from measurement, theoretical and practical perspectives.

The authors extend prior research on the relationship between job insecurity and creativity by: considering both quantitative and qualitative job insecurity, examining their relationships with both self- and other-rated assessments of creative job performance, and testing cognitive and affective mediating mechanisms explaining these relationships.

The purpose of this paper is to test competing models of the relationship between job insecurity and two forms of impression management (self- and supervisor-focused) on job performance. Specifically, does job insecurity lead to greater subsequent impression management; or, does preventative use of impression management subsequently lead to reductions in job insecurity? Additionally, how do these both relate to in-role performance?

Using two-wave survey data collected from 184 working adults in the USA and the two-step approach recommended by Cole and Maxwell (2003) and Taris and Kompier (2006), the authors tested cross-lagged relationship between job insecurity and both forms of impression management by comparing four different models: a stability model, a normal causation model (with cross-lagged paths from T1 job insecurity to T2 impression management), a reversed causation model (with cross-lagged paths from T1 impression management to T2 job insecurity) and a reciprocal causation model (with all cross-lagged paths described in the normal and reversed causation model).

Results were supportive of the reversed causation model which indicated that greater use of supervisor-focused impression management at Time 1 predicted lower levels of job insecurity at Time 2 (after controlling for prior levels of job insecurity); moreover, job insecurity at Time 1 was then significantly associated with more positive in-role behaviors at Time 2. Moreover, the test of the indirect effect between T1 impression management and T2 performance was significant.

These results suggest that impression management clearly plays an important role in understanding the relationship between job insecurity and job performance. However, employees appear to utilize impression management as a means of pre-emptively enhancing their job security, rather than as a tool to reactively cope with perceived job insecurity.

This paper aims to investigate the effect of mining supervisor behaviour, safety motivation and perceived job insecurity on Ghanaian underground miner’s safety citizenship behaviour.

The authors proposed a conceptual framework that tested supervisor behaviour as an independent variable, safety motivation as a mediator variable, perceived job insecurity as a moderator variable and safety citizenship behaviour as a dependent variable. The authors tested the hypothesized relationships using 351 valid responses collected through a structured questionnaire using hierarchical regression analysis.

Results revealed that both components of supervisor behaviour significantly influenced safety motivation and safety citizenship behaviour. Furthermore, safety motivation could mediate the relationships between both components of supervisor behaviour and safety citizenship behaviour. Also, perceived job insecurity failed to moderate the relationship between safety motivation and safety citizenship behaviour.

This current study is vital for managerial practices. The complex conceptual framework also contributes to offering different ways of understanding how supervisors’ behaviours can catalyze improvement or worsen safety outcomes.

The purpose of this paper is to investigate whether, when and how customer orientation may contribute to success in introduction of new products (SINP).

With a multi-phase and multi-source data collection approach, this study tested the proposed theoretical model by applying multiple regression with SPSS Process Macro.

Customer orientation positively influences cross-functional integration (CFI), which in turn facilitates SINP; a firm’s new product introduction (NPI) strategy moderates customer orientation–CFI link.

This study empirically tests whether, why and when customer orientation may contribute to SINP. By suggesting the important role of customer orientation in improving SINP, the mediating effect of CFI and the moderating effect of NPI strategy, the current study should enrich the extant literature on customer orientation, CFI and NPI.

The Chief Financial Officer (CFO), despite being a critical organization member responsible for ensuring quality of financial reporting, audit and compliance, is under-researched. Grouped as a member of top management teams (TMS) in studies, factors influencing decision making in this group rely on static measures of characteristics without regard for dynamic and longitudinal influences of career trajectories and industry occupational group memberships. The relationship between the high-tech industry as a site of notable reported internal control (IC) weakness and influences on CFOs requires closer examination. The paper aims to discuss these issues.

The study draws together the upper echelons theory and occupational communities (OCs) to explore the impact of shared values and behavioral norms from different sources on executive decision making. Internal and external sources of OC are proposed and their influence on activities with respect to corporate IC is tested. The sample of 1,573 firm/year observations includes high-tech firms listed on major US exchanges was developed using data from five distinct databases. Executives’ biographic information was manually collected.

Results indicate that senior financial executives belong not only to their firm and its culture but also to OCs that extend beyond the firm. Membership in professional credential granting occupational groups has less impact on effective IC than experience in the high-tech industry. In combination, multiple OCs show evidence of compound and counteracting effects on IC. The OC that arises in the high-tech industry makes a measurable positive difference in the quality of IC in sample firms, in contrast with the OC among credentialed accounting and financial professionals.

This quantitative study of OC reveals the differential impact of different sources of OC and contributes to the literature on TMS a new framework for examining decision making. OC is typically studied through qualitative methods and, thus, potential exists to further explore the specific nature and dynamics of the OCs identified in this study.

The study highlights the role of broad affiliations and networks among senior financial executives which may have bearing on their ability to effectively manage IC. The role of these networks may also partially explain instances of CFO failure and thus dismissal. Knowledge of the role of OC may help boards of directors in the selection and promotion of senior financial officers of the firm.

The paper offers a different perspective on professional accounting expertise in one specific industry where incidence of IC weakness is high relative to other industries. Study results expand recent research on TMS to include sociological impacts of cohort groups. Despite generally weaker IC in the high-tech sector, this study demonstrates the value of exploring group membership within the industry as an important predictor of behavior. The result is a new perspective to CFO decision making which illustrates the relevance of OCs among upper echelons. The implications of findings for CFO recruitment and promotion are borne out in recent instances of senior financial executive failure in the sector.

To reconcile the mixed findings on commitment-oriented human resource management (HRM) on employee job performance, this study tests whether commitment-oriented HRM has a threshold effect on employee job performance and when this threshold effect matters. The authors further tested the role of employees' age in the relationships.

The authors conducted a survey and collected data from 601 employees in 32 firms in China, and used a multilevel approach to test the hypothesis.

The results showed that the association between commitment-oriented HRM and employee job performance was J-shaped, meaning that commitment-oriented HRM was positively related to job performance when the degree of commitment-oriented HRM exceeded a threshold. Moreover, the authors found that employee age moderated this J-shape relationship. Specifically, the curvilinear relationship between development commitment-oriented HRM and job performance was stronger in younger employees. Contrary to our prediction, the results showed that younger employees reacted more strongly to improve job performance than older employees when maintenance commitment-oriented HRM exceeded a moderate degree.

The findings on the J-shape effect and moderating role of employee age on the J-shape provided critical insights into understanding the mixed results of the effect of HRM. Additionally, this study provided new insight in the linkage between HRM practices and employee outcomes.

Immersion is one of the key steps during the preparation of silane-based hybrid films, which has important effects on the performance of films after curing. In this paper, the formation process of Zr-doped silane film (i.e. the adsorption of silane and deposition of zirconium compounds) on carbon steel immersed in Zr(NO₃)₄/silane mixed solutions was investigated.

The method of in situ monitoring the open circuit potential of a two-electrode system, consisting of carbon steel and saturated calomel electrode, was used. The effects of immersion conditions (i.e. the concentration of Zr(NO₃)₄ and pH of Zr(NO₃)₄/silane mixed solution) on the open circuit potential were investigated in detail. Furthermore, the surface coverage rate of different cured films (i.e. Zr cured film, silane cured film and Zr/silane composite cured film) after curing on carbon steel was calculated according to the results of polarization curves. Electrochemical impedance spectroscopy (EIS) was used to study the self-healing property of Zr-doped silane cured film.

The results indicate that in Zr(NO₃)₄/silane mixed solutions, most zirconium compounds deposit on the surface of carbon steel at the initial immersing stage, then the adsorption of silane on the residual surface of carbon steel dominates the following immersing stage. EIS results show that the Zr-doped cured film has improved self-healing property.

First, the method of in situ monitoring the open-circuit potential of two-electrode system was applied to investigate the deposition of Zr and the adsorption of silane on carbon steel immersed in Zr(NO₃)₄/silane mixed solutions. Second, the formation process of Zr-doped silane film was proposed.

Limited research has paid attention to the physical attractiveness stereotype in peer-to-peer sharing accommodation settings. Since the high-risk situations in sharing accommodations, this paper aims to exam whether beauty premium is still relevant in peer-to-peer (P2P) accommodation.

The mixed method, including 2,506 secondary data analysis and two scenario experiments, is carried out to test the research framework.

The results show that both beauty premium and beauty penalty exist in the e-commerce context. Excessively high attractiveness and plain looking of hosts are likely to decrease consumers’ booking decision while moderately attractive hosts will stimulate more booking behaviors. Moreover, perceived trustworthiness mediates the effect of physical attractiveness on booking decision. Additionally, similarity between hosts and consumers plays a moderating role in the relationship between physical attractiveness and perceived trustworthiness.

This study reveals the physical attractiveness stereotype effects in P2P accommodation and carry implications to P2P platforms and hosts for providing moderately attractive profile photos, enhancing trustworthiness and similarity between hosts and consumers. Further studies can investigate the robustness of the findings as well as more possible reasons for its occurrence.

The research provides a clearer understanding of physical attractiveness stereotype effect in peer-to-peer sharing accommodation platforms. Besides, the linkage between physical attractiveness and perceived trustworthiness is dynamic; a high host – consumer similarity weakens the negative impact of both excessively high attractiveness and plain looking on consumers’ perceived trustworthiness.