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Article
Publication date: 2 December 2020

Wenting Wang, Lirong Jian, Qiuyun Guo, Haitao Zhang and Wenxing Liu

The purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of…

Abstract

Purpose

The purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the social dynamics of state paranoia theory, the study examines the relationship between narcissistic supervision and employees' change-oriented OCBs, and explores how this relationship is mediated by psychological safety and affective organizational commitment.

Design/methodology/approach

Using data collected from a sample of 183 employee–leader dyads from a technology company in China, the study examines the mediating effects of psychological safety and affective organizational commitment on the relationship between narcissistic supervision and employees' change-oriented OCBs. Structural equation modeling is used to analyze the data.

Findings

The results indicate that narcissistic supervision has a negative effect on psychological safety and affective organizational commitment; psychological safety mediates the relationship between narcissistic supervision and affective organizational commitment; and affective organizational commitment mediates the relationship between psychological safety and employees' change-oriented OCBs. The results also show that the negative effect of narcissistic supervision on employees' change-oriented OCBs is mediated by psychological safety and subsequently affective organizational commitment.

Originality/value

This study contributes to the literature by linking narcissistic supervision and employees' change-oriented OCBs and suggesting that psychological safety and affective organizational commitment are two critical mediators of this relationship. This study not only advances research on the “dark side” of narcissistic supervision, but also sheds light on the underlying mechanism of narcissistic supervision and employees' change-oriented OCBs from the psychological and emotional perspectives.

Article
Publication date: 17 April 2020

Guo Qiuyun, Wenxing Liu, Kong Zhou and Jianghua Mao

The authors examined the relationship between leader humility and employee organizational deviance. They also tested the mediating effects of personal sense of power and…

Abstract

Purpose

The authors examined the relationship between leader humility and employee organizational deviance. They also tested the mediating effects of personal sense of power and the moderating effects of organizational identification on this relationship.

Design/methodology/approach

The authors tested their hypotheses using a sample of 186 employees from an information technology (IT) enterprise in China. They used hierarchical regression and bootstrapping analyses to test for direct and indirect relationships.

Findings

Sense of power mediated the effect of leader humility on organizational deviance and organizational identification moderated the effect of sense of power on organizational deviance. In addition, organizational identification mediated the indirect effect of leader humility on organizational deviance via sense of power. Thus, employees who demonstrate high organizational identification may not conduct organizational deviant behavior, even if they have a high sense of power.

Practical implications

Organizations should explore and practice effective leader humility. Selection and training programs should be developed to choose humble leaders and teach them how to exhibit moderate humility.

Originality/value

The authors contribute to the literature by revealing the negative effects of leader humility in Chinese culture. They find support for their hypotheses that employee sense of power mediates the relationship between leader humility and employee organizational deviance and that this relationship is weaker when employee organizational identification is higher. This clarifies how and why leader humility stimulates employee organizational deviance.

Details

Leadership & Organization Development Journal, vol. 41 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 8 August 2016

Mingze Li, Wenxing Liu, Yi Han and Pengcheng Zhang

The purpose of this paper is to build a link between empowering leadership and change-oriented organizational citizenship behavior (OCB) based on the theory of the…

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Abstract

Purpose

The purpose of this paper is to build a link between empowering leadership and change-oriented organizational citizenship behavior (OCB) based on the theory of the socially embedded model so as to explore why empowering leadership has an impact on change-oriented OCBs and for whom this effect may be amplified or alleviated.

Design/methodology/approach

Using data collected from 203 employees and 80 supervisors in one information technology company, the authors examined the mediating role of thriving at work and the moderating role of autonomy between empowering leadership and change-oriented OCBs. The authors used statistical methods such as hierarchical regression, bootstrapping test, and so on to analyze the data.

Findings

The results indicated that empowering leadership was positively related to thriving at work, and thus in turn influenced change-oriented OCBs. In addition, employees’ autonomy orientation moderated those relationships such that when employees were had high autonomy orientations, they thrived at work to a high degree and were more likely to perform change-oriented OCBs.

Research limitations/implications

The authors collected the data of this study within a single organization, and that may limit the observed viability and decrease external validity.

Practical implications

The findings suggest that leaders’ empowering behaviors are a critical factor for simulating employees’ change-oriented OCBs. They also indicate that leaders are better off empowering individuals with high autonomy orientations.

Originality/value

This study contributes to the literature by linking empowering leadership and change-oriented OCBs. It clarifies how and why empowering leadership can stimulate employees’ change-oriented OCBs.

Details

Journal of Organizational Change Management, vol. 29 no. 5
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 28 June 2022

Silu Chen, Yanghao Zhu, Wenxing Liu, Jianghua Mao and Kai Gao

This study aims to advance the bottom-line mentality (BLM) literature by drawing on goal-setting theory to examine the positive effects of supervisor BLM on employees' behavior.

Abstract

Purpose

This study aims to advance the bottom-line mentality (BLM) literature by drawing on goal-setting theory to examine the positive effects of supervisor BLM on employees' behavior.

Design/methodology/approach

The authors collected survey data from 291 full-time employees from various Chinese organizations at three different points in time.

Findings

The authors found that supervisor BLM and employees' collectivism orientation interacted to influence employees' bottom-line goal commitment such that the positive relationship between supervisor BLM and employees' bottom-line goal commitment was stronger when employees' collectivism orientation was high rather than low. Furthermore, they found that employees' collectivism orientation moderated the positive indirect effects of supervisor BLM on employees' work effort and helping behavior via bottom-line goal commitment such that the indirect effects were stronger when employees had a high rather than a low collectivism orientation.

Originality/value

The authors explored the “bridge side” of supervisor BLM on employees' behavior, especially after being moderated by collectivism orientation. Our results can help managers develop a comprehensive understanding of BLM.

Details

Leadership & Organization Development Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 8 February 2016

Wenxing Liu, Pengcheng Zhang, Jianqiao Liao, Po Hao and Jianghua Mao

Prior researches have indicated that leadership had an important impact on employee creativity. However, the authors know little about the link between the dark side of…

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Abstract

Purpose

Prior researches have indicated that leadership had an important impact on employee creativity. However, the authors know little about the link between the dark side of leadership-abusive supervision, and employee creativity, as well as its underlying mechanisms. Combining psychological safety theory and social identification theory, the purpose of this paper is to examine the relationship between abusive supervision and employee creativity and the mediating role of psychological safety and organizational identification between abusive supervision and employee creativity.

Design/methodology/approach

The authors conducted a multi-source and time-lagged data collection. At Time 1, team members evaluated abusive supervision and psychological safety, and at Time 2, team members evaluated organization identification, and team leaders evaluated members’ creativity. Abusive supervision, psychological safety were evaluated at first stage and organizational identification, creativity were evaluated at second stage, being conducted 2-4 weeks later after the first stage. Finally 423 participants completed two waves of data collection.

Findings

The results suggested that, abusive supervision had negative effects on psychological safety and organizational identification, and psychological safety partially mediated the relationship between abusive supervision and organizational identification, and organizational identification fully mediated the relationship between psychological safety and creativity, and the negative effect of abusive supervision on employee creativity was mediated by psychological safety and then by organizational identification.

Originality/value

This study identifies and examines the mechanism underlying the effect of abusive supervision, and suggests that psychological safety and organizational identification are two important mediators of the complex relationship between abusive supervision and employee creativity. Therefore, this study not only re-examines the inconsistent effect of abusive supervision on employee creativity, but also represents the first attempt at integrating the psychological safety perspective and social identification theory to study employee creativity and offers important implications for theory development.

Details

Management Decision, vol. 54 no. 1
Type: Research Article
ISSN: 0025-1747

Keywords

Content available
Article
Publication date: 8 August 2016

Slawomir Jan Magala

299

Abstract

Details

Journal of Organizational Change Management, vol. 29 no. 5
Type: Research Article
ISSN: 0953-4814

Article
Publication date: 13 August 2018

Wenxing Niu, Lei Liu, Hong Xu and Jinxiang Dong

The purpose of this paper is to study the tribological properties of (C9H8N)4(H2O)4[Zr8P12O40(OH)8F8] (designated as ZrPOF-Q1) used as an additive in lithium grease.

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Abstract

Purpose

The purpose of this paper is to study the tribological properties of (C9H8N)4(H2O)4[Zr8P12O40(OH)8F8] (designated as ZrPOF-Q1) used as an additive in lithium grease.

Design/methodology/approach

The tribological properties of ZrPOF-Q1 as an additive in the lithium grease were evaluated with a four-ball tester. To understand the lubrication mechanism, post-test characterization of the contact tracks was performed via three-dimensional (3D) optical profiler, scanning electron microscopy (SEM) and energy-dispersive X-ray spectroscopy (EDS).

Findings

The results reveal that ZrPOF-Q1 exhibits good performance in anti-wear, friction-reducing and load-carrying capacity. The action mechanism is estimated through analysis of the worn surface with SEM, EDS and 3D. The results indicate that ZrPOF-Q1 can adhere on the substrate, protecting the rubbed surfaces from a direct contact, even under high load for a long-time test. ZrPOF-Q1 can adhere on the substrate, protecting the rubbed surfaces from a direct contact, even under high load for a long-time test.

Originality/value

This work illustrates that ZrPOF-Q1 as an additive can improve lubricating performance. These tribological properties make ZrPOF-Q1 a promising candidate for lubricant additive.

Details

Industrial Lubrication and Tribology, vol. 70 no. 8
Type: Research Article
ISSN: 0036-8792

Keywords

Article
Publication date: 9 October 2020

Samuel Ogbeibu, Abdelhak Senadjki and James Gaskin

This study seeks to investigate how leader ability and diverse organisational cultures (OC) act to influence employee creativity in manufacturing organisations. By…

Abstract

Purpose

This study seeks to investigate how leader ability and diverse organisational cultures (OC) act to influence employee creativity in manufacturing organisations. By leveraging the multifaceted nature of the competing values framework (CVF), this study examines the growing deterioration of employee creativity through the lens of four OC quadrants within the Nigerian manufacturing industry and further investigates how distinct OCs and leader ability can aid to bolster employee creativity. The CVF is a model used to assess organisational cultures, irrespective of their industry, for the overarching purpose of improving organisational performance.

Design/methodology/approach

The target population consists of employees of research and development (R&D) and information technology (IT) in the headquarters of 21 manufacturing organisations. Our useable sample consisted of 439 responses from the Nigerian manufacturing industry.

Findings

Results indicated that leader ability and adhocracy OC have positive effects on employee creativity. Market and clan OC have negative effects on employee creativity. Likewise, leader ability dampens the effects of adhocracy OC on employee creativity and reinforces the market OC effect on employee creativity.

Originality/value

This study provides novel insights that challenges several controversial and contemporary postulations of extant research which theorise the OC–employee creativity relationships. By leveraging the construct of leader ability, unique contributions are also made to provoke congruence.

Details

American Journal of Business, vol. 35 no. 3/4
Type: Research Article
ISSN: 1935-5181

Keywords

Article
Publication date: 4 March 2022

Lihui Wang, ZongLiang Chen and Wenxing Zhu

In path tracking, pure pursuit (PP) has great superiority due to its simple control. However, when in agricultural applications, the performance and accuracy of PP are not…

Abstract

Purpose

In path tracking, pure pursuit (PP) has great superiority due to its simple control. However, when in agricultural applications, the performance and accuracy of PP are not so well; it cannot be tracked in time has slow convergence, and low tracking accuracy. Furthermore, in some severe driving scenarios, PP is insufficient to convey the effects of the tracking error. This paper aims to propose an autonomous driving controller to improve the PP model based on heading error rate (Improved PP-improved search strategy ant colony optimization [ISSACO]).

Design/methodology/approach

First, the heading error rate is added as the control method in the PP model. Second, the predicted heading error was selected as the objective function; the ISSACO is used to obtain the minimum value of the predicted heading error. A PP controller is integrated with the heading error rate by ISSACO to better deal with tracking error by trading off between PP and heading error rate. Third, the ISSACO was used to obtain the optimal values of PP and heading error rate weight. Finally, the error feedback adaptive dynamic adjustment of the improved algorithm is realized to reduce the convergence time and tracking error.

Findings

The proposed method was tested on a four-wheeled vehicle robot, and the effectiveness of its convergence was proved. Experiments show that the proposed method can effectively reduce the tracking error, increase convergence, then improve the robot’s working quality.

Originality/value

An adaptive improved PP path tracking control is proposed, which considers both heading error rate and parameter uncertainties. The new autonomous controller has a simple structure and is easy to implement. It can be adjusted according to the path tracking status to improve the adaptability of the system.

Details

Industrial Robot: the international journal of robotics research and application, vol. 49 no. 5
Type: Research Article
ISSN: 0143-991X

Keywords

Article
Publication date: 4 December 2017

Chunbao Liu, Weiyang Bu, Dong Xu, Yulong Lei and Xuesong Li

This paper aims to improve performance prediction and to acquire more detailed flow structures so as to analyze the turbulence in complex rotor-stator flow.

Abstract

Purpose

This paper aims to improve performance prediction and to acquire more detailed flow structures so as to analyze the turbulence in complex rotor-stator flow.

Design/methodology/approach

Hydraulic retarder as typical fluid machinery was numerically investigated by using hybrid Reynolds-averaged Navier–Stokes (RANS)/large eddy simulation (LES) models CIDDES Algebraic Wall-Modeled Large Eddy Simulation (LES) (WMLES) S-Ω and dynamic hybrid RANS/LES (DHRL). The prediction results were compared and analyzed with a RANS model shear stress transport (SST) k-omega which was a recommended choice in engineering.

Findings

The numerical results were verified by experiment and indicated that the predicted values for three hybrid turbulence models were more accurate. Then, the transient flow field was further analyzed visually in terms of turbulence statistics, Reynolds number, pressure-streamline, vortex structure and eddy viscosity ratio. The results indicated that HRL approaches could capture unsteady flow phenomena.

Practical implications

This study achieves both in performance prediction improvement and better flow mechanism understanding. The computational fluid dynamics (CFD) could be used instead of flow visualization to a certain extent. The improved CFD method, the fine computational grid and the reasonable simulation settings jointly enhance the application of CFD in the rotor-stator flow.

Originality/value

The improvement was quite encouraging compared with the reported literatures, contributing to the CFD playing a more important role in the flow machinery. DHRL provided the detailed explanation of flow transport between rotor and stator, which was not reported before. Through it, the flow mechanism can be better understood.

Details

International Journal of Numerical Methods for Heat & Fluid Flow, vol. 27 no. 12
Type: Research Article
ISSN: 0961-5539

Keywords

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