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Organizations have widely adopted enterprise social media (ESM) to improve employees' creativity. This study applies self-regulation theory to explore the role of feedback seeking in mediating the effects of work-oriented and social-oriented ESM usage on employee creativity.

A questionnaire was conducted on 219 working professionals in China – professionals that use ESM in respective organizations.

Results show that both work-oriented and social-oriented ESM usage are positively associated with employee feedback inquiry and, subsequently, increased employee creativity. The findings also suggest that social-oriented ESM usage is positively related to employee monitoring, whereas employee feedback monitoring is not related to employee creativity.

Practitioners and/or managers need to pay greater attention to the impact of work-oriented and social-oriented ESM usage on employee feedback seeking strategies and creativity. The low response rate is one of the limitations in this study, although the results of the test suggest that non-response bias is not a critical issue in this study.

This study contributes to the knowledge of feedback inquiry in explaining the effect of work-oriented and social-oriented ESM usage on employee creativity. The current study helps to extend the intervening mechanism in the relationship between ESM usage and employee creativity.

Despite the growing use of social media in many organizations, managers face the challenges of how to effectively manage social media usage (SMU) in the workplace to ensure employee creativity. This study combined task-technology fit theory and the interactional perspective of employee creativity to understand the three-way interaction of SMU, perceived task interdependence, and perceived participative leadership on employee creativity.

A questionnaire survey was designed to test our hypotheses. The sample consisted of employees who use social media in the workplace. A total of 402 valid questionnaires were used for the hierarchical regression analysis.

SMU had the strongest positive relationship with creativity when perceived task interdependence and perceived participative leadership were high. However, we did not find two-way interaction effects of SMU and perceived task interdependence on employee creativity.

Our findings are aligned with the emergent view that the benefits of SMU can be better realized when it coexists with a set of complementary team contextual factors. The current study helps extend the contingency perspective and related studies in social media literature and employee creativity research.

Organizations have widely adopted enterprise social media (ESM) to realize workplace communication visibility linked to employee knowledge management and in-role job performance. Managers still face challenges in understanding whether communication visibility in the workplace stimulates employee extra-role voice behavior. In this study, self-regulation theory is applied to explore the mediating role of feedback-seeking on the association between communication visibility and employee voice.

A questionnaire survey was carried out on 219 working professionals in China who use ESM in their respective organizations.

Results show that employee feedback inquiry considerably mediates the relationship between communication visibility and voice. However, employee feedback monitoring shows no mediating role.

Practitioners and managers must pay greater attention to the effects of communication visibility on employee extra-role voice behavior. In addition, when adopting ESM, employee self-regulation strategies can be implemented to gain the value of communication visibility.

This study presents the relationships among communication visibility, feedback-seeking and employee voice. Knowledge of communication visibility is extended by exploring its effects on employee voice. The current study also reveals the mediating mechanism underlying the associations between communication visibility and employee voice based on self-regulation theory.

Organisations have widely adopted enterprise social media (ESM) to improve employees' task performance. This study aims to explore the mediating role of perceived task structure on the relationship between ESM usage and employee task performance. The authors investigate the moderating effects of perceived team diversity on the relationship between ESM usage and perceived task structure.

The authors conducted a questionnaire survey in China on 251 working professionals who use social media in their respective organisations.

Results showed that employees' perception of task structure considerably mediates the relationship between ESM usage and task performance. Findings also confirmed that perceived team diversity negatively affects the relationship between ESM usage and perceived task interdependence.

Practitioners and/or managers should pay attention to the effect of ESM usage on employee's perceived task structure. Furthermore, they should focus on the level of team diversity when adopting ESM to enhance task performance.

This study contributes to the knowledge of perceived task structure in explaining the effect of ESM usage on task performance based on communication visibility theory. This work presents the relationship among ESM usage, perceived task structure, perceived team diversity and task performance. Moreover, this research enriches the literature on ESM usage by investigating the moderating roles of perceived team diversity whilst presenting the negative effects of perceived team diversity.

Experience shows that there are no easy ways of transferring Western ideas of “management” into the factories of the Peoples' Republic of China, or vice versa. With the present rapid expansion of trade between China and the West this sets up some formidable problems for the managers who are likely to be involved in the new “joint ventures” and for the people who have to organise them from Head Office.

Qualitative and recent quantitative research indicates that market orientation exerts a positive effect on the performance of new entrepreneurial firms. However, the question whether in this context organizational culture, which has been identified as an important antecedent of market‐oriented behavior in established firms, also that shows a significant influence on the level of market orientation has so far been neglected. Using a sample of 143 new entrepreneurial firms, the present analysis shows empirically that market‐oriented behavior is in fact rooted in this type of culture. Thereby, organizational culture does exert an indirect influence on the performance of new entrepreneurial firms.

The purpose of this study is to determine the temperature ratings of infant bedding.

Mathematical models were developed for predicting temperature ratings of infant bedding for all age groups based on the thermal balance equation. These models were validated by the published physiological data and the baby manikin tests. The air temperature was compared with the predicted temperature rating, and the skin temperature of infant or baby manikin was used to explain the validation results.

The models had higher prediction accuracy, especially for the infant bedding with uniformly distributed thermal insulation. The results showed that an increase of 1 clo in thermal insulation caused a decrease of 4.2–6.0 °C in temperature rating. The slope of the model reduced with the increasing month-age, indicating that an older infant had a lower temperature rating than a younger infant.

Suggestions were given for caregivers that younger infants ought to be covered with more bedding than adults; however, older infants were expected to require less bedding.

The outcomes provided scientific guidelines on the selection of bedding for infants at a particular room temperature to ensure the health and safety of infants.