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1 – 10 of 181Sajjad Nazir, Amina Shafi, Mian Muhammad Atif, Wang Qun and Syed Muhammad Abdullah
The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective…
Abstract
Purpose
The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB.
Design/methodology/approach
Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships.
Findings
Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly.
Research limitations/implications
The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size.
Originality/value
This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.
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Yusheng Zhou, Lei Zhu, Chuanhui Wu, Houcai Wang, Qun Wang and Qinjian Yuan
The purpose of this study is to examine the impact of social media affordances, specifically social engagement and social endorsement, on knowledge contribution in online Q&A…
Abstract
Purpose
The purpose of this study is to examine the impact of social media affordances, specifically social engagement and social endorsement, on knowledge contribution in online Q&A communities. Building on self-determination theory, this research seeks to tackle the issue of under-provision of knowledge in these communities.
Design/methodology/approach
The study employs a sample collected from a popular social Q&A community in China and uses linear panel data models along with multiple robustness checks to test the research model.
Findings
The findings reveal that both social engagement and social endorsement have a positive effect on users' knowledge contribution to the online Q&A community. However, the impact of social engagement is mitigated by social endorsement.
Originality/value
This paper makes a valuable contribution to the field by filling the research gap on the role of social engagement behaviors and their interaction with social endorsement in online Q&A communities. The results provide insights into how social media affordances can be leveraged to enhance knowledge contribution in these communities.
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Sajjad Nazir, Amina Shafi, Muhammad Ali Asadullah, Wang Qun and Sahar Khadim
This study examines the serial mediation mechanism between paternalistic leadership and innovative work behavior through the leader–member exchange (LMX) and employee voice…
Abstract
Purpose
This study examines the serial mediation mechanism between paternalistic leadership and innovative work behavior through the leader–member exchange (LMX) and employee voice behavior. Particularly, this study utilized the social exchange theory to investigate the indirect effect of three distinct dimensions of paternalistic leadership style on innovative work behavior through LMX and employee voice behavior.
Design/methodology/approach
Self-reported questionnaires were used to collect data from 397 employees in Pakistan. Hypotheses were tested using structural equation modeling (SEM).
Findings
The two dimensions of paternalistic leadership were significantly related to LMX. LMX had a significant effect on employee voice behavior that was further related to innovative work behavior. The findings also support the mediating role of LMX between authoritarian and moral leadership and employee voice. Further, LMX and employee voice boosted the indirect relationship between moral leadership and innovative behavior. However, authoritarian leadership demonstrated a significant but negative indirect effect on innovative behavior through LMX and employee voice.
Practical implications
The organizational members need to encourage a high LMX and voice behavior to enhance the positive effects of benevolent and moral leadership styles on innovative employee behaviors. Contrarily, they need to discourage authoritarian leadership if they want to enhance innovative work behavior through LMX and employee voice. Furthermore, when leaders provide a safe environment to employees at the workplace, then they may feel secure to take risks and exhibit innovative work behavior, which ultimately contributes to increasing employee and organizational performance.
Originality/value
This study extended the existing literature on paternalistic leadership in two important ways. First, this study examined a serial mediation mechanism to test the effect of paternalistic leadership on innovative work behavior through LMX and voice behavior. Second, this is a key study to investigate which dimension of paternalistic leadership is effective to boost employees' innovative work behavior at the individual level in the Pakistani organizational context.
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Sajjad Nazir, Amina Shafi, Muhammad Ali Asadullah, Wang Qun and Sahar Khadim
The main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study…
Abstract
Purpose
The main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study also examines the moderating role of psychological empowerment and innovative climate between ethical leadership and employee creativity.
Design/methodology/approach
We used a survey questionnaire to collect multi-wave data from 295 employees working in the IT sector to test the proposed hypotheses of this study.
Findings
The findings revealed that ethical leadership boosts employee creativity, and voice behavior mediates the positive relationship between ethical leadership and employee creativity. Moreover, the results confirm the significant moderating role of psychological empowerment on the relationship between ethical leadership and voice behavior. A positive moderation of innovative climate was also confirmed in the association between voice behavior and creativity. Employees with supportive innovative climate adopt creative behavior when they can voice their concerns freely.
Practical implications
Ethical leadership is a vital tool for fostering employee's creativity by providing autonomy to raise their voice at the workplace in the emerging markets.
Originality/value
This is one of the leading researches to emphasize the role of ethical leadership for employee creativity, and the key contribution is to discover voice as a potential mediator for ethical leadership and an innovative climate as a potential moderator in the relationship between voice behavior and employee creativity.
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Wangping Wu, Xiang Wang, Qun Wang, Jianwen Liu, Yi Zhang, Tongshu Hua and Peng Jiang
The purpose of this paper is to maraging 18Ni-300 steel fabricate by powder bed based selective laser melting (SLM) process. Microstructure and mechanical properties of the…
Abstract
Purpose
The purpose of this paper is to maraging 18Ni-300 steel fabricate by powder bed based selective laser melting (SLM) process. Microstructure and mechanical properties of the maraging steel part before and after heat treatment at a slow cooling rate were investigated.
Design/methodology/approach
The microstructure of the printed part was observed by optical microscopy and scanning electron microscopy. The phases were determined by X-ray diffraction. The surface roughness of the part was recorded by a profilometer. The tensile properties and microhardness of the parts before and after heat treatment were characterized by an electronic universal tensile testing machine and a Vickers hardness tester, respectively.
Findings
Maraging 18Ni-300 steel part comprised of the martensitic phase and a small fraction of austenite phase. After heat treatment, the volume fraction of austenite slightly increased. The surface roughness of the part was about 96 µm. The printed part was dense, but irregular pores were present. The yield strength, ultimate tensile strength (UTS), elongation and Young’s modulus of as-fabricated parts were 554.7 MPa, 1173.1 MPa, 10.9% and 128.9 GPa, respectively. The yield strength, UTS, elongation and Young’s modulus of as-treated parts were 2065 MPa, 2225 MPa, 4.2% and 142.5 GPa, respectively. The microhardness values of surface and cross-section of the as-fabricated part were 407.1 HV and 443.0 HV, respectively. After short-time heat treatment, the microhardness values of the surface and cross-section of the part were 542.7 HV and 567.3 HV, respectively. After long-time heat treatment, the microhardness values of the surface and cross-section of the part were 524.4 HV and 454.8 HV, respectively. The microhardness and tensile strength increased significantly with decreasing elongation due to the changes in phases and microstructure of the parts after heat treatment.
Originality/value
This work studied the effect of heat treatment at 550°C combined with a subsequent slow cooling rate on microstructure and mechanical properties of maraging 18Ni-300 steel obtained by the powder bed based SLM process.
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Li Hui, Wang Qun, Sajjad Nazir, Zhao Mengyu, Muhammad Ali Asadullah and Sahar Khadim
Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose…
Abstract
Purpose
Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.
Design/methodology/approach
A questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.
Findings
The findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.
Originality/value
This study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.
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Zhiyong Han, Qun Wang and Xiang Yan
The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational…
Abstract
Purpose
The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational citizenship behavior for the environment (OCBE) in a China corporate environment, and this paper also analyze the moderated mediating effect of supervisor-subordinate guanxi on indirect relationship between responsible leadership and OCBE via felt obligation for constructive change.
Design/methodology/approach
This paper used 380 employee samples to analyze the relationship between responsible leadership and OCBE. Hierarchical regression analyses and structural equation modeling was adopted to analyze the data.
Findings
The authors found that the felt obligation for constructive change plays a fully mediating role between responsible leadership and OCBE. The authors also found a positive interaction between responsible leadership and supervisor-subordinate guanxi on felt obligation for constructive change, and then the indirect effect of responsible leadership on OCBE via felt obligation for constructive change was stronger when employees perceived a high-level supervisor-subordinate guanxi.
Research limitations/implications
When responsible leadership stimulates employees to generate a high sense of constructive change, employees are more likely to engage in OCBE. This study provides evidence for cognitive evaluation theory. This study further demonstrated the importance of establishing high-quality supervisor-subordinate guanxi for responsible leaders and subordinates in China.
Practical implications
In the management practice of the organization, the role of responsible leadership should be strengthened in terms of leadership development and, employee training and promotion, and high-quality supervisor-subordinate guanxi help to promote the effectiveness of responsible leadership.
Originality/value
This paper discusses how and when responsible leadership influences OCBE in a China corporate environment.
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Sajjad Nazir, Amina Shafi, Wang Qun, Nadia Nazir and Quang Dung Tran
The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese…
Abstract
Purpose
The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector.
Design/methodology/approach
A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China.
Findings
The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention.
Research limitations/implications
This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size.
Practical implications
With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support.
Originality/value
This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.
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Zhong Ning, Yangbo Chen and Yalin Luo
Anhui Winall Hi-Tech Seed Co., Ltd., a high-tech seed enterprise integrating crop seed research, production, processing and marketing at home and abroad, is the first seed company…
Abstract
Anhui Winall Hi-Tech Seed Co., Ltd., a high-tech seed enterprise integrating crop seed research, production, processing and marketing at home and abroad, is the first seed company listed on GEM in China. Its main business is research and development, breeding and marketing of seeds of hybrid rice, edible rape, cotton, melon and vegetable, with hybrid rice as its leading product. In terms of business model, Winall Hi-tech is engaged in procurement, production, sales and promotion of modified varieties and after-sales service. However, Winall Hi-tech also has to face a few potential problems.
Hekun Jia, Zeyuan Zhou, Bifeng Yin, Huiqin Zhou and Bo Xu
The purpose of this study is to investigate the influence of dimple radius, depth and density on the lubrication performance of the plunger.
Abstract
Purpose
The purpose of this study is to investigate the influence of dimple radius, depth and density on the lubrication performance of the plunger.
Design/methodology/approach
A lubrication model was adopted to consider eccentricity and deformation during the working process of the plunger, and a rig test was performed to confirm the simulation results. The texture was fabricated using laser surface texturing.
Findings
The simulation results suggested that when dimple radius or depth increases, oil film thickness of the plunger increases before decreasing, and asperity friction displays an opposite trend. Therefore, appropriate microdimple texture could facilitate lubrication performance improvement and reduce the wear. Microdimples were then lased on the plunger surface, and a basic tribological test was conducted to validate the simulation results. The experimental results suggested that the average friction coefficient decreased from 0.18 to 0.13, a reduction of 27.8%.
Social implications
The introduction of microdimple on a plunger couple to reduce friction and improve lubrication is expected to provide a new approach to developing high-performance plunger couple and improve the performance of the internal combustion engine. If applied, the surface texture could help reduce friction by around 27% and cap the cost relative to the plugger friction.
Originality/value
The microdimple texture was introduced into the plunger couple of a vehicle to reduce the friction and improve the performance. Findings suggested that surface texture could be used in the automotive industry to improve oil efficiency and lubrication performance.
Peer review
The peer review history for this article is available at: http://dx.doi.org/10.1108/ILT-07-2020-0259.
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