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The goal of this paper is to examine the relation of reciprocity to organizational commitment and the employment exchange relationship. In addition, it aims to investigate cross‐cultural differences on this relation between China and the USA.

Data were collected from a sample of Chinese employees working on their MBAs (n=321), a sample of employed MBA students in the USA (n=199), and a sample of employed undergraduates from the USA (n=348). Hierarchical moderated regression analyses were used to explore the interactive effects of the three dimensions of reciprocity on organizational commitment and the employment exchange relationship.

The three dimensions of reciprocity were related to organizational commitment and the employment exchange relationship in all three samples. Nonetheless, in the US samples these dimensions reflected an additive model and in the Chinese sample the dimensions interacted, supporting the notion that Chinese perceive their employment exchange relationships more holistically than Americans.

The data were cross‐sectional and therefore causal inferences need to be made with caution.

Different strategies should be adopted to manage Chinese and American employees' commitment and employment relationship.

This study offers new insights on the relation of reciprocity to organizational commitment and the employment exchange relationship in different cultures. It integrates cross‐cultural differences in cognition into organizational research and reveals that Chinese employees tend to use a more holistic approach to understand their employment exchange relationships than their American counterparts.

A higher-order Reissner-Mindlin plate element method is presented based on the framework of assumed stress quasi-conforming method and Hellinger-Reissner variational principle. A novel six-node triangular plate element is proposed by utilizing this method for the static and free vibration analysis of Reissner-Mindlin plates.

First, the initial assumed stress field is derived by using the fundamental analytical solutions which satisfy all governing equations. Then the stress matrix is treated as the weighted function to weaken the strain-displacement equations after the strains are derived by using the constitutive equations. Finally, the arbitrary order Timoshenko beam function is adopted as the string-net functions along each side of the element for strain integration.

The proposed element can pass patch test and is free from shear locking and spurious zero energy modes. Numerical tests show that the element can give high-accurate solutions, good convergence and is a good competitor to other models.

This work gives new formulations to develop high-order Reissner-Mindlin plate element, and the new strategy exhibits advantages of both analytical and discrete methods.

This study aims to investigate the antecedents of frontline employees’ boundary-spanning behaviors in the hospitality industry. Anchored in transactional stress theory, affective events theory and motivation theories, a conceptual model was built to explore the impacts of hindrance stressors on boundary-spanning behavior.

Data were collected from frontline employees in the hospitality industry in the USA. Confirmatory factor analysis and structural equation modeling were used.

The findings revealed that despite hindrance stressors’ negative indirect impact on frontline employees’ boundary-spanning behaviors, intrinsic motivation worked effectively to reduce hindrance stress and influence subsequent emotions leading to boundary-spanning behaviors.

This study provides substantial and detailed strategies for hospitality practitioners who are pressed to alleviate the hindrance stressors from which frontline employees frequently suffer, foster employees’ positive emotions and ease negative emotions while promoting boundary-spanning behaviors. Cultivation of employees’ intrinsic motivation and emotional management is encouraged, as is effective organizational structure and management intervention. All of these are deemed helpful in buffering employees’ work-related stress while motivating them to go above and beyond their nominal duties.

Very few studies have examined how “bad” hindrance stressors affect boundary-spanning behaviors. Rather than suggesting that hindrance stressors are relevant only to counterproductive behaviors, this study extends both the stress and boundary-spanning literature by uncovering the impact of hindrance stressors on frontline employees’ boundary-spanning behaviors while accounting for the roles of workers’ motivation and emotion.

Despite recent organizational behavior studies have witnessed considerable progress in abusive supervision research; some demerits for both theory and methodology still remain in the past years. To clarify the current state of knowledge in the field, this study aims to analyze the current state of theories and methods on abusive supervision and provides a detailed future research agenda.

This paper conducted a literature review for both theory and methodology of the abusive supervision research using a content analysis of 134 publications.

For the theory part, this paper summarized the theories that had been applied to explain the relationship between abusive supervision and its consequences as well as antecedents. For the methodology part, this paper outlined some critical issues regarding country of origin, research design, measurement, analysis strategy and also summarized with a discussion of the relationship between methodological issues and article impact. Finally, this paper concluded by presenting an agenda for future abusive supervision research regarding both theory and methodology.

First, this paper summarizes the main theories, antecedents and consequences often used in abusive supervision research to allow scholars to carry out theoretically driven research investigating abusive supervision in the future. Second, through a content analysis of the methods sections of abusive supervision research in the samples (i.e. country of origin, research design, measurement and analytical procedures), this paper identified the potential reasons underlying the inconsistency in the conclusions of abusive supervision research and provide some guidance for future empirical studies. Third, based on the qualitative review, this paper provides an agenda for future research investigating abusive supervision by developing a content-specific theoretical framework to benchmark abusive supervision research against other research related to leadership and offers an accurate response to scholars’ criticisms of abusive supervision research.

The purpose of this paper is to put forward the grey relational decision-making model of three-parameter interval grey number based on Analytic Hierarchy Process (AHP) and Data Envelopment Analysis (DEA), based on the previous study of grey relational decision-making model, and it considers the advantages of the decision-making schemes and the subjective preferences of decision makers.

First of all, through AHP, the preference of each index is analyzed and the index weight is determined. Second, the DEA model is adopted to obtain the index weight from the perspective of the most beneficial to each scheme and objectively reflect the advantages of different schemes. Then, assign the comprehensive weights to each index of the grey relational decision-making model of three-parameter interval grey number, and calculate the grey relation degree of each scheme to rank the schemes.

The effectiveness of the model is proved by an example of carrier aircraft selection.

The applicability of this model is analyzed by taking carrier aircraft selection as an example. In fact, this model can also be widely used in agriculture, industry, economy, society and other fields.

In this paper, the combination of AHP and DEA is used to determine the index weight. Based on which, the grey relation degree under the three-parameter interval grey number is calculated. It intended the application space of the grey relational decision-making model.

This study aims to investigate the salt spray corrosion (SSC) and electrochemical corrosion of obtained Zn–Al coating, which provided a basis for comprehensive analysis of corrosion behavior of Zn–Al coating.

A Zn–Al coating was fabricated on Q235A steel using a Dacromet method. The SSC and electrochemical corrosion performances in 3.5 Wt.% NaCl solution were investigated using an SSC chamber and electrochemical workstation, respectively, and the corrosion mechanism of Zn–Al coating was discussed.

The Dacromet fabricated Zn–Al coating is primarily composed of Zn and Al phases, its residual stress of −11.1 ± 4 MPa is compressive stress, which is beneficial to improve its corrosion resistance. In the SSC process, the corrosion product of Zn5(OH)8Cl2H2O enhances the corrosion resistance of Zn–Al coating, which provides sufficient cathodic protection for the substrate. The corrosion potential of Zn–Al coating is lower than that of substrate, which provides sufficient cathodic protection to the substrate, the Zn–Al coating in the immersion periods is protected by the corrosion product and Zn–Al sheets.

In this study, a Zn–Al coating was first fabricated on Q235A steel using a Dacromet method.

Drawing on anthropomorphism and the stereotype content model, this study aims to explore the impacts of robot anthropomorphism on hotel guests’ word of mouth and continuous usage intention through perceived warmth and competence. This study also investigates the moderating effects of guests’ expertise.

A total of 524 valid data was collected with Chinese hotel guest through an online survey. Data were analyzed by using structural equation modeling.

The results indicate that robot anthropomorphism positively affects perceived warmth and competence. Perceived warmth positively affects guests’ word of mouth and continuous usage intention, while perceived competence only positively influences guests’ continuous usage intention. The findings further show that guest expertise weakens the positive relationship between robot anthropomorphism and perceived warmth and competence.

This study advances robot service literature by integrating the stereotype content model with robot anthropomorphism in exploring hotel guests’ perceptions on service robots. This study also discovers the vital boundary role of guest characteristics in human–robot interaction. This study provides valuable information for hoteliers to design and adopt better robots for optimal guest experiences.

基于拟人化和刻板印象内容模型, 本研究探讨了机器人拟人化通过感知温暖和感知能力对酒店客人的口碑和持续使用意向的影响。此外, 本研究也探讨了客人专业知识的调节作用。

通过在线调查问卷, 我们共收集了来自中国酒店客人的524份有效数据, 并采用结构方程模型对这些数据进行了分析。

研究结果表明, 机器人拟人化积极影响感知温暖和感知能力。感知温暖会对客人的口碑和持续使用意向产生积极影响, 而感知能力只对客人的持续使用意向产生积极影响。研究结果进一步表明, 客人的专业知识会削弱机器人拟人化与感知温暖和能力之间的积极关系。

为了探索酒店客人对服务机器人的感知（状况/情况）, 本研究将机器人拟人化因素整合到刻板印象内容模型中, 其结果推动了机器人服务研究的发展。本研究还发现了客人特征在人机互动中的重要边界作用。本研究为酒店经营者设计和采用更好的机器人以获得最佳的客人体验提供了有价值的参考。

Se recopiló datos válidos de un total de 524 clientes de hoteles chinos mediante una encuesta en línea. Los datos fueron analizados mediante un modelo de ecuaciones estructurales.

Basándose en el antropomorfismo y en el modelo de contenido estereotipado, este estudio explora el impacto del antropomorfismo de los robots en el boca a boca de los clientes del hotel y en la intención de uso continuado a través de la calidez y la competencia percibidas. El estudio investiga también los efectos moderadores de la experiencia de los huéspedes.

Los resultados indican que el antropomorfismo del robot afecta positivamente a la calidez y a la competencia percibidas. La calidez percibida influye positivamente en el boca a boca y en la intención de uso continuado de los huéspedes, mientras que la competencia percibida sólo influye positivamente en la intención de uso continuado de los huéspedes. Los resultados muestran, además, que la experiencia del cliente debilita la relación positiva entre el antropomorfismo del robot y la percepción de calidez y de competencia.

Este estudio supone un avance en la literatura sobre robots de servicio al integrar el modelo de contenido estereotipado con el antropomorfismo de los robots, en la exploración de las percepciones de los huéspedes de hoteles sobre los robots de servicio. Este estudio también muestra el papel vital que desempeñan las características de los huéspedes en la interacción humano-robot. El estudio proporciona información valiosa para que los hoteleros diseñen y adopten mejores robots para ofrecer experiencias óptimas a los huéspedes.

People with autism and their families struggle with travel because of its complexity. This study aims to promote travel participation by exploring the travel needs and patterns of people with autism and their families.

A total of 28 participants were interviewed. Data were analyzed via constructivist grounded theory.

People with autism and their families displayed five travel patterns: mutual support, relatives’ visitation, independent travel, expanded socialization and package tours. These patterns were adopted in a stepwise fashion as the autistic individuals’ abilities improved. The travel challenges and support needs of Chinese autistic people and their families were identified.

The findings can inform accessibility tourism, promote an understanding of autistic people’s tourism activities among the public and industry marketers and offer strategic guidance about family travel for this population.

This effort responds to a call to investigate disability-related issues. The study evaluated the travel behavior of people with autism and their families, from a developmental perspective, presenting a new angle in research on accessibility tourism.

Drawn upon the perspective of implicit voice theory, the purpose of this paper is to explore the underlying mechanism as well as the boundary effect in the relationship between paternalistic leadership and voice behavior.

Multiple-wave survey data from a sample of 368 employees in China were used to test the hypothesized moderated mediation model.

The findings show that both benevolent leadership and moral leadership related positively to voice behavior, whereas authoritative leadership played a negative role in influencing voice behavior. Employees’ implicit voice belief played a partial mediating role between paternalistic leadership and voice behavior. Furthermore, perceived HRM strength weakens both the mediation relationship among benevolent leadership, implicit voice belief and voice behavior, and the mediation relationship among moral leadership, implicit voice belief and voice behavior. However, the moderated mediation effect of implicit voice belief on the relationship between authoritative leadership and voice behavior is not significant.

Leaders are encouraged to behave benevolently and morally whereas to avoid excessive authoritative style at work, so that employees can be encouraged to speak out. Organizations are advised to introduce management practices like training and development sessions and to improve employees’ perceived HRM strength so that the implicit voice belief can be reduced, and the voice behavior can be stimulated.

The research provided a fresh theoretical perspective on the underlying mechanism between paternalistic leadership and employees’ voice behavior by unveiling employee implicit voice belief’s partial mediating role between paternalistic leadership and employee voice behavior. Furthermore, the study contributed to the literature of voice by adopting a more integrative perspective and exploring the role of the implementation of the organization’s system, i.e., perceived HRM strength that provided a boundary condition in the above mediation model.

Crowdsourcing communities enable companies to post challenges that are completed by solvers (workers); their success depends on engagement, requiring both creativity and effort. This study explores solver engagement in online crowdsourcing communities, advancing the theory of trait engagement by investigating the mediating roles of: (a) task-related self-efficacy in linking conscientiousness, neuroticism and extraversion, with solver engagement, and (b) task complexity in influencing the mediation.

215 valid responses were obtained from solvers engaged in the popular Chinese crowdsourcing community, Epwk.com, using an online questionnaire. PLS was then used to analyze the data.

Results show that self-efficacy mediates the relationships for conscientiousness, neuroticism and extraversion, with solver engagement. Moderated mediation analysis revealed that self-efficacy mediates the relationships for: (a) conscientiousness and extraversion, for only solvers with high task complexity; and (b) neuroticism, for only solvers with low task complexity.

The authors’ findings underscore the importance of accounting for solvers' situational contexts when examining the relationships between personality, self-efficacy and solver engagement in online crowdsourcing communities.