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This study examined the dynamical and positive effects of leader consultation on employee proactivity from a motivational perspective.

Survey data were collected twice a day from 107 employees in a week by using an experience sampling method.

On a daily basis, leader consultation had a positive effect on employees’ state work engagement, which in turn promoted employees’ proactivity. Moreover, authoritarian leadership weakened the positive relationship between leader consultation and employees’ state work engagement.

The findings provided a new perspective regarding the potential dynamic motivational effect of leader consultation on employees and generated interesting implications for paradoxical leadership theory.

Underpinned by paradox theory, this study aims to investigate how and when intragroup cooperation and competition combine to drive individual creativity. It further examines how group goal orientation influences individuals’ creative processes by underscoring its effect on individuals' tendency to adopt a paradox lens.

A time-lagged survey was conducted with 85 leaders and 420 employees in Chinese high-tech companies that were actively engaged in innovative activities.

The results reveal that pure cooperation or pure competition exerts no significant influence on creativity, yet simultaneous high levels of cooperation and competition give rise to strong levels of creativity. This combined effect of cooperation and competition on employees' creativity could be explained by their changes in cognitive flexibility. Moreover, employees' flexible responses to high levels of cooperation and competition could be promoted when groups enact learning goals rather than performance goals.

This study provides a theoretical perspective on how cooperation and competition can be contingent upon each other. It also highlights the role of group learning goals when members strive to be creative in groups with high levels of competition and cooperation.

Drawing on the work-home resources (W-HR) model, this study examines the ripple effects of proactive helping behavior at work on helpers' family relationship quality at home via positive affect and work-family interpersonal capitalization, and tests the moderating role of independent self-construal in the resource spillover process.

Using an experience sampling methodology, data was collected (N = 382) from multiple sources in five consecutive working days. Multilevel path modeling was used to examine the hypotheses.

The results indicated that proactive helping other at work can generate affective resources for helpers, which in turn triggers them to share daily work experiences and feelings with their spouses at home, and strengthens their family relationship quality. Moreover, the effects of helping others on family relationship quality were more pronounced for helpers with relatively high independent self-construal.

The findings explore the enrichment effects and unintended family-related distal outcomes of helping behaviors for helpers, and contributes to the W-HR model by uncovering an affective-behavioral ripple mechanism linking work and family. Finally, our results identify the boundary condition, that proactive helping behaviors are more rewarding for helpers with higher independent self-construal.

Underpinned by the ability–motivation–opportunity framework, this paper aims to establish a framework of employee creativity antecedents in the hospitality and tourism industries and meta-analytically examine the magnitude of effect sizes as well as the moderating effects of cultural factors.

A meta-analysis using data from 82 independent studies was conducted to explore the hypothesized relationships and verify how they were contingent on uncertainty avoidance and long-term orientation.

The results supported the majority of hypotheses about the relationships between antecedents and creativity. Furthermore, they showed that the effects of intrinsic motivation, positive affect and climate for innovation on creativity in the hospitality and tourism industries were significantly larger than those reported in previous meta-analyses. It also showed that uncertainty avoidance and long-term orientation could buffer or strengthen some associations.

This study generates some essential managerial suggestions for organizations in need of innovation. Managers can learn from the results so as to effectively promote the ability, motivation and opportunity for creativity and merge cultural elements with innovation strategy when they operate globally.

This study provides a theory-based explanation for how employee creativity can be activated. To the best of the authors’ knowledge, this study is a first attempt to meta-analytically test the underlying determinants of employee creativity in the hospitality and tourism industries. Additionally, the search for boundary conditions of the proposed relationships is likely to reconcile existing conflicts and inspire future studies.

Drawing on the extended self-theory, this study explores the dynamic process through which reactive helping could influence proactive helping through self-investment and investigate the moderating role of task difficulty in affecting this process.

This study, with a sample of 582 diary surveys from 66 employees, used experience sampling techniques to analyze the proposed hypotheses.

The results revealed that self-investment could mediate the positive relationship between reactive helping and proactive helping. Additionally, task difficulty acts as an essential role in facilitating the process raised by reactive helping. Further examination revealed that the moderated mediation effect in this model was also significant.

Managers should encourage help-seeking and positive responses to requests, especially in groups with difficult tasks, which could build helpers’ extended self at work and increase their proactive helping behaviors at the following episode.

As verifying the dynamic trajectory of reactive helping, this study enriches our understanding of whether and how helping behaviors are likely to grow over time. Besides, it complements current pieces of literature by exploring the potential positive implication of reactive helping with a helper-centric perspective.

This study aims to explore how employees respond to tensions in groups and whether experiencing tensions could spur on their creativity (including radical and incremental creativity). Through integrating the literature on tension and regulatory focus theory, this study develops a model depicting the process from experiencing tensions to creativity via regulatory foci. This study further investigates the moderating effect of employees’ hierarchical level on these processes.

A two-wave survey was conducted with a sample of 375 employees in China. MPLUS was used to examine the moderated mediation model.

The results show that experiencing tensions can simultaneously activate employees’ prevention focus and promotion focus, both of which in turn influence radical and incremental creativity. Specifically, prevention focus mediates the negative relationship between experiencing tensions and the two aforementioned types of creativity, and promotion focus mediates the positive relationship between experiencing tensions and radical creativity. Employees’ hierarchical level significantly buffers the link between experiencing tensions and prevention focus.

Organizations should optimize their work design to simplify the role demand of employees in the early stages of their careers. Top-tier employees should be encouraged and empowered to think and act with a paradoxical approach, which can drive them to generate more creative outcomes. Besides, when aiming to discover radical ideas, managers should emphatically cultivate employees’ promotion focus.

This study contributes to the literature on tension through revealing and testing the dual paths resulted by employees’ experiencing tensions. It also advances current research by contrasting the effects of experiencing tensions on different types of creativity.

Drawing on social information processing theory and trait activation theory, this study aims to examine the mediating effect of leader narcissism on team radical creativity via team information elaboration and explores the moderating role of inter-team competition.

Time-lagged and multisource survey data were collected from 86 team leaders and 409 employees in a Chinese company. Path analysis was used to test the hypotheses.

The results indicated that leader narcissism could impede team radical creativity via team information elaboration. Moreover, the negative indirect effects of leader narcissism on team radical creativity were more pronounced when the inter-team competition was low.

This study makes contributions to the literature on leader narcissism and team radical creativity by examining the detrimental indirect effects of leader narcissism on team radical creativity via team information. Furthermore, it broadens current literature by investigating the potential positive intervention of inter-team competition on the negative aspects of leader narcissism.

In this paper, we will derive new understandings of some of the problems of mathematics and physics dealt with in the introduction of the concept of blown‐ups and the study of related traditional thinking logic and establishment of mathematical models. The concept of blown‐ups not only explains clearly the mystery of nonlinearity, but also suggests a change to our traditional way of thinking. Blown‐ups embody a leap from specified local confusions to a general whole evolution.

The purpose of this paper is to examine the macroscopic and microscopic fields of fiber suspensions in the non‐isothermal situations, also to examine the effect of fiber on this non‐isothermal system.

Control equations are coupled and simultaneously solved by collocated finite volume method on fully triangular meshes.

Temperature dependence and wall temperature have significant effect on both macroscopic and microscopic fields of fiber suspensions. Moreover, the influence of fiber on the non‐isothermal system is similar to that of the isothermal system.

This is the first time that the microstructures of both molecules and fibers are presented in the non‐isothermal condition and it is hoped that the results will provide more insight into the microscopics of complex flows.

The purpose of this paper is to present research in detecting and identifying abrupt faults in controlled auto‐regressive (CAR) processes.

Model‐based approach is adopted in this paper. Two series of fault‐tolerant iterative estimators are set up to estimate online the coefficients in a CAR process. Based on these fault‐tolerant estimators, the detailed detecting and identifying algorithms are obtained for not only the pulse‐type faults but also the step‐type faults in CAR process.

This paper illustrates the useful information that can be obtained from residuals and that can be used to detect pulse‐type faults as well as step‐type faults. A fault‐tolerant recursive estimator for the coefficients of the CAR process is put forward. Using a simple transformation from step‐ to pulse‐type faults, all kinds of diagnosis methods to detect and identify step‐type faults can be used.

Fault‐tolerant estimators and fault detection and identification algorithms are aimed at abrupt faults in CAR processes.

Most of the algorithms given in this paper can be used in many different fields, such as process monitoring, safety control and change detection, etc.

This paper contributes to research of abrupt faults and abrupt changes in a CAR process and emphasizes identification of magnitudes of abrupt faults. The fault‐tolerant estimators are effective not only to detect faults but also to identify safely the coefficients CAR model.