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This paper focuses on customer engagement in online brand communities (OBCs). Drawing upon self-determination theory (SDT), the research proposes a conceptual model portraying the effect of intrinsic and extrinsic motivations on hedonic and utilitarian rewards, which the authors posit will affect subjective well-being (SWB) and brand advocacy.

Data collected through a questionnaire completed by 367 members of OBC were employed to test the structural theory using partial least squares-structural equation modelling (PLS-SEM).

The empirical results reveal that intrinsic motivations significantly and positively affect hedonic and utilitarian rewards, but the same does not apply to extrinsic motivations. The results also confirm that hedonic and utilitarian rewards are significantly related to brand advocacy and SWB, although with different strengths.

This study provides new insights to the emerging research on customer engagement in OBC, including its motivations and rewards for contributing to these communities, from an SDT perspective. In addition, this paper offers a novel approach, by introducing brand advocacy and SWB as consequences of customer engagement in OBCs.

Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.

Research on makers and innovation has been equivocal regarding whether maker innovation is driven by internal motivation or external incentives. The motivation view favors the intrinsic motives of makers, whereas the incentive view supports external economic incentives. The authors combine both views to explore how innovation tournaments promote the product innovation outcomes of different creative and entrepreneurial makers, using economic incentives (money) or social incentives (love).

The authors interviewed 42 makers and collected a panel dataset of 29,823 makers from the largest digital maker community in China using a Python crawling program. The authors analyzed the data using multiple methods, including cluster analysis, discriminant analysis, factor analysis and negative binomial regression.

Compared with entrepreneurial makers, the product productivity of creative makers is inferior, but their product popularity is greater. The social incentive of innovation tournaments promotes the product productivity and popularity of creative makers compared with that of entrepreneurial makers, but the economic incentive is contradictory. In addition, social and economic incentives interact to generate inconsistent influences.

The study identifies creative and entrepreneurial makers and contributes to user innovation and innovation tournaments by integrating motivation and incentive views.

Employees’ bootlegging innovation behavior is common and plays an important role in enterprise management. Based on the resource conservation theory and self-regulation theory, the purpose of this study is to explore the influence mechanism of leaders’ abusive supervision on employees’ bootlegging innovation behavior, with psychological safety as a mediator and mindfulness at workplace as a moderator.

Survey data were gathered from 591 employees’ self-assessment questionnaires in China. Hierarchical regression analysis was used to test the research model through SPSS and AMOS.

This study found that the leaders’ abusive supervision negatively affects employees’ bootlegging innovation behavior; employees’ psychological safety completely mediates the negative effect of leaders’ abusive supervision on employees’ bootlegging innovation behavior; and mindfulness at work moderates the influence of leaders’ abusive supervision on employee’ bootlegging innovation behavior, as well as the influence of leaders’ abusive supervision on employees’ psychological safety.

This study has significant implications in passive leadership that affect employees’ innovation. Authors found that leaders’ abusive supervise, mindfulness at workplace play a crucial role in employees’ bootleg innovation through psychological safety.

Theoretically, this study has enriched the antecedent research on employees’ bootlegging innovation behavior from the perspective of negative leadership behavior and employee psychology. And this study considered mindfulness at workplace as a boundary condition.

This study investigates why employees' cyber-loafing is affected by work-related computing at home. Based on the self-determination theory, the authors propose the mediating role of sense of control and the moderating role of work/family segmentation preference.

To test the authors' hypotheses, the authors conducted a multi-wave, multi-source field study with 224 paired employee-leader dyads at three time points. The hypotheses were tested by the SPSS macro application in Hayes (2018) with a bootstrap approach to obtain confidence intervals.

The work-related computing at home promotes employee cyber-loafing as compensation for their impaired sense of control. Moreover, such a relationship is stronger for employees with a stronger desire for self-control (i.e. high work/family segmentation preference).

This study reveals the underlying mechanism linking the work-related computing at home and employee cyber-loafing, as well as the boundary condition of this relationship. Specifically, sense of control serves as a vital mechanism and work/family segmentation preference as a key boundary condition. In addition, the authors enrich the application of self-determination theory in management research.

Based on social exchange theory and self-determination theory, this study explores the influence mechanism of empowering leadership on employees’ creative deviance and innovation performance.

The data were collected from 312 employees on Internet and other high-tech corporation in China. Hierarchical linear regression models and bootstrapping analysis outlined by Hayes were used to test the hypotheses.

Empowering leadership is positively correlated with employees’ innovation performance (EIP), and employees’ creative deviance plays an intermediary role in the above relationship. Power distance positively moderates the relationship between empowering leadership and employees’ creative deviance. Time pressure moderates the moderating effect of power distance on empowering leadership and employees’ creative deviance.

This study advances the empowering leadership and employees’ innovation performance by establishing creative deviance as the mediator. This study is also helpful to clarify the role of time press and power distance as boundary condition in the relationship between empowering leadership and employees’ creative deviance, which have certain reference significance for organization practices.

Grounded on the value-based adoption model and innovation diffusion theory, this study examined consumer purchase decisions of mobile Global Positioning System (GPS) navigation apps. In addition, this study also investigated the moderating role that perceived availability of free substitutes (PAFS) plays in the relationship between perceived value and purchase intention. The paper aims to discuss these issues.

Data collected from 219 mobile users were analyzed against the research model using the partial least squares approach.

The results showed that compatibility, relative advantage, perceived enjoyment, perceived cost (positively), and complexity (negatively) influenced these users’ value perceptions and purchase decisions. Furthermore, PAFS significantly weakened the positive relationship between perceived value and purchase intentions.

Based on these findings, the authors provide practical suggestions for mobile app developers to increase mobile app sales. This study also helps advance knowledge of mobile internet marketing.

This study is a pioneering effort in explaining consumer purchase intentions in the context of mobile GPS navigation app.

This study reveals the trigger of innovative behavior from the perspective of intrinsic and extrinsic spiritual inspiration and provides a new research idea for the formation mechanism of innovative behavior. The purpose of this study is to provide certain guidance and implications for enterprises to cultivate and enhance employees’ innovative behavior.

We conducted three studies, collected multi-source data (N = 1,175) from different countries longitudinally, as well as used hierarchical regression analysis and fuzzy-set quantitative comparative analysis to verify the theoretical model.

According to the findings, both spiritual leadership and career calling have a positive impact on employees’ innovative behavior through the mediating effect of autonomous motivation and the moderating effect of person-vocation fit.

Innovative behavior is the positive professional pursuit of employees, which is difficult to form without the motivation of spiritual factors. Spirituality is a complex concept that contains intrinsic and extrinsic spiritual factors, both of which could stimulate employees’ innovative behavior. Although many discussions have been held on this topic in recent years, little attention has been paid simultaneously to the motivating effects of the two perspectives. Drawn from self-determination theory, this study explores the mechanisms of two spiritual motivation paths (i.e. the intrinsic and extrinsic spiritual motivation paths) in the improvement of employees’ innovative behavior.

This chapter examines China’s corporate governance and accounting environment that shapes the adoption of internationally acceptable principles and standards. Specifically, it examines international influences, including supranational organizations; foreign investors and international accounting firms; domestic institutional influences, including the political system, economic system, legal system, and cultural system; and accounting infrastructure. China’s convergence is driven by desired efficiency of the corporate sector and legitimacy of participating in the global market. Influenced heavily by international forces in the context of globalization, corporate governance and accounting practices are increasingly becoming in line with internationally acceptable standards and codes. While convergence assists China in obtaining legitimacy, improving efficiency is likely to be adversely affected given that corporate governance and accounting in China operate in an environment that differs considerably from those of Anglo-American countries. An examination of the corporate governance and accounting environment in China suggests heavy government involvement within underdeveloped institutions. While the Chinese government has made impressive progress in developing the corporate governance and accounting environment for the market economy, China’s unique institutional setting is likely to affect how the imported concepts are interpreted and implemented.

The present study aimed to examine the relationship between humble leadership (HL) and employee adaptive performance by testing the mediating role of self-determination and the moderating role of employee attributions of HL.

A three-wave, two-source design was used to collect quantitative data from 301 employees and 45 direct supervisors of mainland Chinese enterprises. Testing the hypotheses was conducted through multiple regression analysis and moderated regression analysis.

Results showed that HL was positively related to employee adaptive performance. Additionally, the relationship between HL and employee adaptive performance was mediated by self-determination. Furthermore, this positive effect of HL on self-determination was minimized among employees who attribute HL to impression management motives but is insignificant for employees who attribute HL to performance improvement motives.

It has been widely concerned that the traditional “top-down” leadership styles are associated with employee adaptive performance; however, the role of bottom-up leadership styles on employee adaptive performance has only been sporadically examined. The present study introduced HL, a typical bottom-up leadership style and developed a moderated mediation model to investigate the potential effect of HL on employee adaptive performance. Moreover, by confirming the mediating role of self-determination, the authors further uncover how HL facilitates employees' adaptive performance. Meanwhile, the moderating role of employee attributions of HL found in this study offers new insights into the understanding of the effectiveness of HL.