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The purpose of this paper is to artificially construct a functional surface with self-propulsion flow characteristics for the directional transportation of propellant in surface tension tanks.

In this study, a method to enhance the propulsion efficiency by using functional surfaces of self-propulsion performance was proposed. Superhydrophilic wedged-groove with the superhydrophobic background was fabricated and the self-propulsion capacity was verified.

It is found that the self-propulsion capacity is related to the divergence angle of the wedged-groove in the hydrophilic area, and the velocity of the droplets on the deflector plate is the largest with the divergence angle of 4°; the temperature gradient field formed by the condensing device at the nozzle can accelerate the droplet outflow from the tank.

Realization of this idea provides an accurate control strategy for the complex flow process of propellant in plate surface tension tanks, which could enhance the efficiency of the tension tank significantly.

This study aims to explore whether expected image outcomes (risk and gain) represent a mechanism through which perceived organizational climates, in the dimensions of tradition and reflexivity, affect key components of the innovation process (idea generation and idea realization).

Structural equation models have been conducted to empirically analyse 3 waves of longitudinal survey data from an Italian military organization (N = 410).

Results confirmed that image outcome expectations mediated the effects of perceived climate on idea generation, and that a serial mediation of image expectations and idea generation those on idea realization. Additionally, reflexivity was directly associated with idea generation.

The findings offer guidance for organizations that aim to strengthen employee-driven innovation, highlighting the importance of organizational climate and image outcomes expectations.

Advancing from existing organizational behaviour and individual innovation literature, this article contributes to extend knowledge about the role of organizational climate and image outcome expectations in enhancing innovative work behaviours.