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Since 2017, China's digital economy has accounted for more than 30% of the country's GDP. The digital economy has become the main driving force of China's economic development. Moreover, the digital economy has also changed the traditional modes of production and distribution between urban and rural areas. This paper aims to explore the influential mechanism of digital economy infrastructure (DEI) on the urban-rural income gap (URIG).

By analyzing the theoretical model of the URIG, this paper constructs a theoretical analysis framework and clarifies the key roles of rural land circulation (RLC) and resident population urbanization (RPU) in the relationship between DEI and the URIG.

The DEI can effectively reduce the URIG; the regression coefficient (RC) was −0.109. The reduction effect is mainly reflected in: 1) the wage income gap between urban and rural residents (RC = −0.128) and 2) the net property income gap of urban and rural residents (RC = −0.321). Also, for the spatial spillover effect, the path effect of “DEI – RLC – URIG” is almost equal to the path effect of “DEI – RPU – URIG”; for the local effect, the path effect of the former is far smaller than the latter. Moreover, when the RPU reaches the threshold of 86.29%, the DEI will expand the URIG (RC = 0.201).

This paper proposes a theoretical framework for the impact of DEI on the URIG, explores the mechanism of RLC and RPU in the DEI and URIG and enriches the theory of traditional research on URIG.

Studies have suggested that entrepreneurship is a key mechanism for rejuvenating and facilitating economic growth in deprived areas. To provide further understanding of the persistently low entrepreneurial intentions found in deprived areas this chapter identifies key mechanisms and theoretical frameworks that link the formation of appropriate human capital to the prevailing environment, and that influences may flow in both directions. This contributes to the existing literature to provide a fuller understanding of interest to policy-makers of why past interventions have struggled to boost entrepreneurial intentions and where new interventions may be most effective in generating more positive entrepreneurial intentions in deprived areas.

Interorganizational power dependence has become an increasingly important factor for small and medium-sized enterprises (SMEs) to improve product innovation. This paper examines the role of power dependence in SMEs' product innovation trade-offs between exploration and exploitation. The article further studies the mediating effect of supply chain adaptability and the moderating effect of knowledge acquisition on the relationship between power dependence and product innovation.

The study proposes a model to verify the impact of power dependence on SMEs' product innovation trade-offs based on social network theory. Two conceptually independent constructs, “availability of alternatives (ALTRN)” and “restraint in the use of power (RSPTW),” are used to evaluate the power dependence. The model also analyzed how these effects are mediated by supply chain adaptability and moderated by knowledge acquisition. The authors test these relationships using data collected from 224 SMEs in China.

The empirical analysis shows that ALTRN has a more substantial effect on exploration for product innovation, while RSTPW has a more significant impact on exploitation for product innovation. Moreover, empirical data indicate a partial mediating effect by supply chain adaptability between power dependence and product innovation of SMEs. The results also show that knowledge acquisition positively moderates the relationship between ALTRN/RSTPW, supply chain adaptability and product innovation.

Overall, the findings of the study advance the understanding of the roles of power dependence in product innovation for SMEs. In addition, the research also uncovers the impact mechanisms of existing theoretical frameworks and extends the boundaries of the theory.

The purpose of this paper is to investigate the mechanism of sheets ply separation induced by air flow through numerical simulation with two-way FSI (fluid-structure interaction) simulation using ANSYS and theoretical speculation.

The paper primarily establishes a simplified physical model of the sheets ply separation induced by air flow. Then, the force of the air flow acting on the sheet has been analyzed based on the model, and the main factor leading to separation was obtained. Furthermore, the parameter analysis was investigated based on linear stability analysis, from which the factors that affect stable separation are obtained. Finally, a series of numerical simulations are performed to verify the conclusions.

This study shows that the main separation factor is the variable air pressure in the gap between the sheets caused by the dynamic pressure air flow. Increasing the inlet velocity of the flow field will increase the separation distance but excessive velocity will lead to instability. The viscous resistance acting on the sheet and the bending stiffness of the sheet are factors that stabilize the system, and the sheet density and the restoring force can lead to instability.

The paper is one of the first in the literature that investigates the problem of sheets ply separation induced by air flow, which is the primary method for multi-layer separation in sheets de-stacking operations, especially for the high-speed occasion.

This paper aims to investigate the effect of top management’s customer interactions (TMCI) on customer satisfaction. This study argues that TMCI’s overall relationship with customer satisfaction follows an inverted-U shape due to its positive and disruptive effects on the customer relationship efforts of frontline service/sales employees (FSEs). This paper further investigates the frontline competence of both FSEs and the top management team (TMT) as moderators of the impact of TMCI on customer satisfaction.

The conceptual model was tested empirically using data from managers, frontline employees and customers of microfinance firms. A multilevel structural equation modeling approach was used to test the hypothesized model.

The results show that TMCI has a curvilinear relationship with customer satisfaction. The results also show that frontline employees’ collective efficacy attenuates this relationship by shifting the turning point of the curvilinear effect to the right. Furthermore, TMT frontline competence amplifies both the positive and negative effects of TMCI on customer satisfaction.

This study advances knowledge on the effects of TMCI on customer satisfaction and highlights the nuanced relationship between top management involvement and indicators of firm performance.

The findings show the importance of considering the frontline competence of both top management and frontline employees when encouraging TMCI in organizations.

To the best of the author’s knowledge, this study is one of the first to examine TMCI’s direct impact on customer satisfaction and propose the frontline competence of both top management and frontline employees as boundary conditions on this relationship.

The purpose of this paper is to investigate the serially mediating mechanisms of organisational justice, organisational trust, and employee reactions in the relationship between transformational leadership and organisational performance.

The study is based on a national sample of 133 organisations from the public and private sectors in Greece and on data obtained from 1,250 employees at three hierarchical positions. The statistical method employed is structural equation modelling.

The findings of the study suggest that responsive and supportive transformational leadership behaviour have a positive impact on organisational growth. Additionally, this impact is mediated by organisational procedural justice, organisational trust integrity and dependability, and organisational commitment.

The study does not allow for dynamic causal inferences because the data were collected using a questionnaire at a single point in time. Furthermore, the findings of the study may not generalise across borders, because the study was applied in the Greek context, which is experiencing a severe economic and financial crisis.

The major message of the study to decision makers and practitioners is that leaders should work at fostering organisational commitment by improving perceptions of fairness and trust, consistent with the context where the organisation is activated.

There is hardly any research that has been conducted to examine the serially mediating relationships of justice, trust, and employee reactions using multi-dimensional constructs in investigating the relationship between transformational leadership and organisational performance.

Personal agency is often considered the hallmark of the independent self. By contrast, interdependent selves are viewed as fitting into groups, adjusting to situations, and minimally asserting themselves. This characterization of the interdependent self as a “non-agent” assumes that personal and group agency are inimical to one another. We propose that group agency does not simply constrain personal agency, it also substitutes for personal agency, coexists with personal agency, and enhances personal agency. Further, we examine how independent selves experience constraint, a similarly underrepresented theme. These arguments introduce more nuanced conceptions of how independent and interdependent selves exercise agency.

In this chapter, we present a theory on how organizational performance feedback influences individual decision-maker cognitions and thereby changes a team’s attention focus in terms of strategy. We argue that when performance compares unfavorably to aspiration levels, decision-makers reconsider current strategies in favor of unfamiliar, uncertain ones and become more risk tolerant. Furthermore, as decision-makers devote additional cognitive resources to do so, changes in attention focus in a decision-making team will be observed. Using data from a business simulation and repeated questionnaires, we capture the teams’ attention focus and the organizational performance feedback evaluation process of the individuals and teams.

The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities.

The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment status. OLS regression analysis was used for hypothesis testing.

Findings indicated that fully utilized permanent employees show the highest level of life satisfaction while unemployed persons searching for work have the lowest levels of life satisfaction and the highest levels of perceived workplace discrimination. Permanent employees whose skills are greatly underutilized show the second‐lowest level of life satisfaction and equally high perceived workplace discrimination as unemployed persons. Non‐participants in the labor force show life satisfaction levels similar to those of permanent moderately underutilized employees as well as temporary employees, but report relatively little workplace discrimination.

The study links vocational status to the psychological well‐being of persons with disabilities in a large representative sample covering the full spectrum of disability types and occupational statuses. As such, it validates conclusions from smaller studies examining single organizations or focusing on workers with specific types of disabilities.

The purpose of this paper is to explicate the influence of diverse team on team-level ambidexterity and its curvilinear assessment, and test the mediating role of team reflexivity and the moderating role of shared meta-knowledge in the curvilinear relationship between team diversity and team ambidexterity.

The authors collected multisource and temporally separated data on 206 R&D teams within 28 high-tech firms in Taiwan.

This study found a complex, curvilinear, moderated mediation relationship that functional background diversity has with team ambidexterity. Furthermore, consistent with the notion from categorization-elaboration model, the authors found the curvilinear relationship that functional background diversity has with both team ambidexterity and team reflexivity. Finally, the authors also found that the curvilinear relationship between functional background diversity and team reflexivity was moderated by shared meta-knowledge, such that the positive relationship was strengthened and the negative relationship weakened, in higher shared meta-knowledge in teams rather than lower.

The results demonstrate that team diversity-team ambidexterity relationship is much more complicated than previous works have assumed or suggested. Overall, the authors contribute to a novel understanding about the importance of team diversity in ambidextrous teams by opening the black box of how and when functional background diversity and team ambidexterity.