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The majority of emerging adults in the United States spend time in cohabiting unions. Prior research has suggested that higher levels of sexual non-exclusivity may exist among those in cohabiting relationships compared to marital unions. Although these basic patterns have been explored in prior work, research examining the potential reasons why levels of sexual non-exclusivity differ by union status has been limited. Drawing on a relational perspective and using the fifth wave of data from the Toledo Adolescent Relationships Study (TARS), the present study found that higher levels of sexual non-exclusivity in cohabiting relationships were explained by intimate relationship characteristics and sexual histories rather than sociodemographic factors, partner heterogamy, or partner- and couple-level drug use. These findings highlighted that understanding the higher rates of sexually non-exclusive experiences in cohabiting relationships, compared to marital relationships, requires attention to specific dynamics of the intimate partnership and prior relational experiences of both partners. The study concluded that cohabitation has a unique place in emerging adults’ relationship landscape and may set the groundwork for future relationship functioning.

Relationships have changed dramatically in the last 50 years. Fewer couples are marrying, more are cohabiting. Reasons for this shift include more attractive labor market opportunities for women and changing social norms, but the shift may have consequences of its own. A number of models predict that those cohabiting will specialize less than those marrying. Panel data on time use – particularly housework time – as well as on the degree of specialization in more narrowly defined household tasks from the 2001–2019 waves of the Household, Income and Labour Dynamics in Australia survey are used to test this prediction.

The time use data for men provides only limited supporting evidence for specialization. The results for women are much stronger. Women who marry without first cohabiting increase their reported housework time more than those who enter cohabitations (by 3.7 hours versus 1.2 hours). The latter generally make up a third of the difference if they do marry. Expanding the analysis to other uses of time yields some further evidence of specialization.

Survey responses on the degree of specialization are more informative. The raw data show substantial intrahousehold specialization and further analysis reveals that on average married couples specialize more than cohabiting couples. Adding couple-specific fixed effects reveals that specialization increases when cohabiting couples marry. Interestingly, there does not appear to be a substantial tradeoff between tasks; partners who report specializing more on one task are more likely to report specializing on other tasks as well. Given the important roles couples have in family formation and the labor market, it is important to understand this intrahousehold behavior.

The literature on cohabitation intimates a clear line between marriage and cohabitation where the latter lacks a formal or legal backing. This understanding overlooks contextual issues which complicate definitions of cohabitation. With evidence from historical and contemporary literature on cohabitation among the Asante of Ghana, this chapter argues that traditional social practices coupled with the plurality of legal frameworks governing marriage in Ghana, leads to subjective constructions and interpretations of cohabiting unions. Consequently, there are situations where one form of partnership would qualify as marriage, whilst the same would be considered a cohabiting union in other circumstances. Again, the sense in which cohabitation functions as a prelude, an alternative or equivalent to marriage among the Asante differs significantly from what pertains in other societies. The chapter, therefore, calls into question the oversimplified meanings of cohabitation often based on the assumption of a dualistic relationship between marriage and cohabitation. The chapter concludes that the definition of cohabitation among the Asante and some sections of the Ghanaian public is fluid and not as clearly defined as it is in other parts of the world, especially the Global North. Given this reality, rather than generalized interpretations of cohabitation, researchers need to consider the contextual differences and understandings of cohabitation in their studies.

Past research has established a relationship between the perceptions of fairness in the division of household labor and relationship satisfaction. Varying according to gender and time, this relationship has been found with differing outcomes, including relationship satisfaction, relationship happiness, divorce, and sexual frequency. Although this relationship has been well studied, little research has focused on how this relationship is moderated by relationship status. According to the Second Demographic Transition Theory (SDT), as societies become more “modern,” cohabitation will become more prevalent, eventually becoming socially and culturally equivalent to marriage. As such, it is vital to ask how cohabitation and marriage differ, or if they differ at all. Therefore, this gap is explored by asking, “How do perceptions of the division of household labor affect married and cohabitating heterosexual couples’ relationship happiness and chance of separation?” In order to answer this question, the National Survey of Families and Households (Wave III) is analyzed, with outcomes focusing on relationship happiness and chance of separation. Results indicate that when married and cohabitating individuals experience similar levels of happiness with their partner’s housework, they also experience similar levels of relationship happiness and chance of separation, with relationship status not affecting the impact happiness with partner’s housework has on these relationship outcomes. This suggests that cohabitation and marriage may continue to become more similar overall.

In recent years, counterproductive knowledge behavior (CKB) and its types have received increasing interest in knowledge management as the degree of knowledge sharing and innovation in enterprises continues to increase. A rapidly growing number of studies have shed light on the important antecedents and consequences of employees’ CKB. However, the various labels, conceptualizations and operationalizations of CKB have fragmented this body of research. This study aims to systematically integrate the effects of the six types of organizational characteristics on CKB and further draws more general conclusions based on the results of previous studies.

Based on a survey of 103 effect values responsible for 52 CKB samples, the authors use the ABC theory to explore the effects of the six types of organizational characteristics on CKB. Moderator analysis were performed to resolve inconsistencies in empirical studies and understand the contexts under which CKB has the strongest or weakest effect.

The results showed that task interdependence and a positive organizational atmosphere, in general, negatively affect employees’ CKB in the moderation analysis. In contrast, workplace discomfort, negative organizational atmosphere, internal competition and time pressure positively and partly affect employees’ CKB. The direction and magnitude of these effects were affected by emotional factors, knowledge personnel types and sample sources. Discussing the theoretical, methodological and practical implications of these findings can offer a guiding framework for future research.

Better control of employees’ CKB is not achieved by adjusting organizational characteristics alone but by combining personal characteristics and mood changes with it to balance organizational characteristics and CKB. Furthermore, the large-sample joint study integrated the conceptual definition of CKB. The multivariate data study provided more reliable conclusions and a solid theoretical foundation for CKB research areas.

Drawing on threatened egoism theory, tournament theory and the extended agency model of narcissism, this paper aims to compare the effects of two different forms of grandiose narcissism of employees, namely, narcissistic rivalry (NR) and narcissistic admiration (NA), on knowledge hiding (HIDE), and investigate the potential mediating mechanism and boundary conditions.

Based on a three-wave survey of 296 participants recruited from six high-tech enterprises in China, the paper tests the proposed model by performing partial least squares structural equation modeling and a bias-corrected bootstrapping procedure.

The results indicate that NR facilitates knowledge hiding, while NA inhibits employees’ knowledge-hiding behavior. Emotional exhaustion plays a significant mediating role between NR and HIDE, and interpersonal trust negatively mediates the relationship between NA and HIDE. Moreover, interactional justice perception not only weakens the positive correlation between NR and emotional exhaustion but also weakens the indirect influence of NR on HIDE via emotional exhaustion. On the contrary, interactional justice perception strengthens the impact of NA on interpersonal trust, thus enhancing the mediating effect of NA on HIDE.

The present study expands the literature on knowledge management by addressing the underlying paradoxes of grandiose narcissistic employees’ HIDE behavior based on different connotations of narcissism and revealing the intervening mechanism with interactive justice perception as the moderator.

This study aims to explore the relationship between folk religious place-making and the development of urban public spaces and summarize its influence on community network construction and daily behavior to discover the authentic practices and role of folk faith culture in social space.

Taking Macau's Shi Gandang Temple and its belief culture as an example, on-site research, historical evidence and interviews were used to elaborate and analyze the processes of place-making, social functions, management mechanisms and folk culture to establish a new perception of folk religious place-making in contemporary urban spaces.

The article argues that the culture of folk beliefs profoundly influences urban spaces and the social management system of Macau and has a positive significance in building the local community and geopolitical relations. In addition, it suggests that the participation of folk religious places in local practices is important as key nodes and emotional hubs of local networks, reconciling conflicts between communities of different backgrounds and driving urban spaces toward diversity while forming a positive interaction and friendly cooperation between regional development and self-contained management mechanisms, governance models and cultural orientations.

This study takes an architectural and anthropological perspective of the impact of faith on urban spaces and local governance, using the Shi Gandang Temple in Macau as an example, to complement related studies.

The main issue in the mass customization of apparel products is how to efficiently produce products of various sizes. A parametric pattern-making system is one of the notable ways to rectify this issue, but there is a lack of information on the parametric design itself and its application to the apparel industry. This study compares and analyzes three types of parametric clothing pattern CAD (P-CAD) software currently in use to identify the characteristics of each, and suggest a basic guideline for efficient and adaptable P-CAD software in the apparel industry.

This study compared three different types of P-CAD software with different characteristics: SuperALPHA: PLUS(as known as YUKA), GRAFIS and Seamly2D. The authors analyzed the types and management methodologies of each software, according to the three essential components that refer to previous studies about parametric design systems: entities, constraints and parameters.

The results demonstrated the advantages and disadvantages of methodology in terms of three essential components of each software. Based on the results, the authors proposed five strategies for P-CAD development that can be applied to the mass customization of clothing.

This study is meaningful in that it consolidates and organizes information about P-CAD software that has previously been scattered. The framework used in this study has an academic value suggesting guidelines to analyze P-CAD systems.

This study aims to explore the mediating role played by the contradictory behaviour of knowledge sharing and knowledge hiding in the relationship between paradoxical leadership and employee creativity.

A survey was conducted with 276 employees working in information technology firms in India. “To assess the relationship between the constructs, single and parallel mediation analysis of structural equation modelling (SEM) and confirmatory factor analysis (CFA) have been performed”.

This study found that paradoxical leadership is significantly associated with employee creativity. Besides, it has also been found that knowledge sharing has emerged as a mediator that explains the relationship between paradoxical leadership and creativity, while knowledge hiding has not been a mediator to explain the relationship between paradoxical leadership and creativity among employees. According to the study, it was found that discouraging knowledge-hiding behaviour can increase employee knowledge sharing, which in turn fosters employee creativity.

Research has examined the relationship between paradoxical leadership and employee creativity in this paradigm, as well as the roles of knowledge sharing and knowledge hiding as mediators.

The results of this study will help top management to create strategies for enhancing the relationship between a leader and their subordinates by using effective knowledge management strategies that foster employee creativity. Employee creativity would be facilitated effectively by the paradoxical leader who regulates knowledge-hiding behaviour among employees and promotes knowledge-sharing behaviour.

This study addresses the gap in prior research by investigating the role of paradoxical leadership in managing the contradictory behaviours of knowledge sharing and hiding and their impact on employee creativity. As the motivation for knowledge sharing and hiding are inherently distinct, leaders with paradoxical qualities foster a culture of openness and trust to encourage knowledge-sharing while discouraging knowledge-hiding behaviour. By controlling knowledge-hiding behavior empowers employees to make meaningful contributions to the organization’s success through effective collaboration and teamwork, allowing for a more innovative and creative workplace. Because preventing knowledge-hiding behaviour is a means to promote knowledge sharing and ultimately foster creativity in an organisation. Overall, this paper offers unique insights into the intricate dynamics of knowledge management and provides valuable recommendations for leaders managing employees exhibiting contradictory behaviours in the workplace.

This study aims to identify an antecedent that hinders knowledge sharing, namely, the perceived climate of Cha-xu. Based on the social exchange perspective, the authors propose a theoretical model that links the perceived climate of Cha-xu to employee knowledge sharing. This model focuses on the mediating role of two types of trust (vertical and horizontal trust) and the moderating role of task interdependence in influencing the mediation.

Using a sample of 509 Chinese employees, this study carried out a survey on an online platform. This study developed a structural equation model and tested the moderated mediation hypothesis by using Mplus 8.0.

The results showed that two types of trust act as mediators in the relationship between the perceived climate of Cha-xu and knowledge-sharing processes. The mediating effect of horizontal trust is stronger. Most significantly, findings show that this mediated relationship is contingent on the level of task interdependence.

This paper provides evidence for distinguishing vertical trust and horizontal trust in the field of knowledge management. From a managerial perspective, this study identifies traditional cultural factors for hindering knowledge-sharing processes within Chinese organizations.