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The purpose of this study is to examine how the interplay of stressor (e.g. fear of missing out, FoMO) and strains (e.g. perceived social overload, communication overload, information overload and system feature overload) in social networking sites (SNS) use can contribute to users’ SNS fatigue from a configurational view.

Data were collected among 363 SNS users in China via an online survey, and fuzzy-set qualitative comparative analysis (fsQCA) was applied in this study to scrutinize the different combinations of FoMO and overload that contribute to the same outcome of SNS fatigue.

Six combinations of casual conditions were identified to underlie SNS fatigue. The results showed that FoMO, perceived information overload and system feature overload are the core conditions that contribute to SNS fatigue when combined with other types of overloads.

The current work supplements the research findings on SNS fatigue by identifying the configurations contributing to SNS fatigue from the joint effects of stressor (FoMO) and strain (perceived social overload, communication overload, information overload and system feature overload) and by providing explanations for SNS fatigue from the configurational perspective.

Based on affective events theory, this research attempted to investigate how negative gossip about organizational change drives employees to experience negative emotions and direct their aggression toward customers.

We conducted a scenario-based experiment (Study 1) and a multiwave field survey (Study 2) to test our hypotheses.

The results show that (1) negative emotions mediate the relationship between change-related negative gossip and displaced aggression toward customers; (2) perceived organizational constraints strengthen the relationship between change-related negative gossip and negative emotions; (3) future work self-salience weakens the relationship between change-related negative gossip and negative emotions; and (4) change-related negative gossip has a strengthened (weakened) indirect effect on displaced aggression via negative emotions when employees have high perceived organizational constraints (future work self-salience).

The study expands research on organizational change and displaced aggression and provides practical implications for managing organizational change.

Frontline employees’ proactive behaviors (i.e. job crafting) are critical to satisfying customers’ idiosyncratic needs. If the supervisors practice job crafting, their subordinates are more likely to mimic such behaviors. However, there has been limited research on how leaders’ job crafting can influence subordinates’ job crafting. This study aims to examine the cross-level mechanisms (i.e. trickle-down effects) of supervisors’ job crafting on the subordinates’ attitudes and performance. Specifically, such trickle-down effects can be explained via two cross-level mechanisms of the supervisors’ job crafting on the subordinates’ work engagement and performance: social learning mechanism and job demands-resources mechanism.

A three-wave cross-lagged study was conducted in two-week intervals. The valid responses from 67 supervisors and their 201 subordinates were collected. The data set was analyzed using multilevel Structural Equation Modeling.

The results demonstrated that the social learning and job demands-resources mechanisms are not independent. The supervisor’s job crafting improves employment relationships, subsequently encourages subordinates’ job crafting and ultimately enhances work engagement and work performance.

The findings suggested that hospitality organizations should encourage job crafting among supervisors and managers. A proactive hotel manager can establish strong employment relationships, motivate subordinates to work proactively and obtain positive work outcomes.

The findings enrich the knowledge about the trickle-down effects of supervisors on subordinates in terms of job-crafting behaviors. In particular, this study found a new theoretical perspective that the job demands-resources and social learning mechanisms may not be independent, and the subordinates’ perception of the employment relationship plays a critical role.

The primary objective of this study is to unveil the relationships that interconnect ESG and three pillars disclosures with technological innovation while also investigating the moderating impact of product market competition. The paper seeks to identify the underlying mechanisms that facilitate technological innovation in sustainable management.

Using data from 8,738 Chinese firms from 2011 to 2019, this study employs quantitative analysis to examine the relationship between ESG disclosure and technological innovation and the moderating effect. Moreover, this study explores the heterogeneous impacts while considering factors such as property rights and firm size.

The findings reveal a positive correlation between ESG disclosure and technological innovation. The study also investigates the moderating role of product market competition and finds that increasing competition mitigates the positive effects of ESG disclosure on technological innovation. Additionally, the conclusions reveal that the relationship between ESG and three pillars disclosures and technological innovation, as well as the moderating role of product market competition, exhibits inconsistency across firms with different property rights and sizes.

This study offers a clear understanding of the relationship between ESG disclosures and technological innovation, and how it varies across businesses of different sizes and ownership structures. It also provides fresh perspectives on the influence of product market competition on this relationship, with implications for strategy development in corporations.

This paper aims to study the impact of human resource heterogeneity on firms’ cash-holding policies.

The authors construct a proxy for human resource heterogeneity using the dissimilarity in employees’ skill structure between the firm and its peers in the same industry.

The authors report evidence that firms with heterogeneous human resources hold more cash than other firms. This effect is more pronounced in labor-intensive firms and firms more susceptible to hold-up by employees, i.e. firms located in regions with more labor disputes and firms surrounded by more external employment opportunities. In addition, the authors demonstrate that high cash holdings triggered by human resource heterogeneity reduce the scale and efficiency of firms’ capital investment.

This study highlights the role of human resource heterogeneity in determining firms’ cash policies. This paper adds to the understanding of labor adjustment costs within the firm and provides insights into firms’ cash-holding decisions.

This paper aims to examine the effect of dividend regulation on cost stickiness (i.e. the asymmetric change in firm expense between sales increase and sales decrease) and explore the underlying mechanism.

Based on the quasi-natural experiment of the Guideline for Dividend Policy of Listed Companies issued by the Shanghai Stock Exchange (SSE) in 2013, the authors employ a difference-in-difference model to investigate the impact of dividend regulation on cost stickiness.

The authors find that the cost stickiness of treatment group firms has decreased significantly when compared with control group firms after the dividend regulation. Moreover, this effect is more pronounced among firms in lower marketization regions, in lower competition industries and those with less analyst coverage and lower cash flow levels. Further analyses show that dividend regulation reduces the cost stickiness of firms by mitigating agency problems. Finally, the conclusion holds after several robust tests, including controlling for firm fixed effect, propensity score matching (PSM), placebo test and reconstruction of expense variable.

This paper confirms that dividend regulation serves an important role in corporate governance, which reduces firms' agency costs and thereby decreases cost stickiness. The conclusions shed light on the dividend policies of listed companies and capital market regulation in the future.

Customer misbehavior has a negative impact on frontline employees. However, the underlying mechanisms from customer misbehavior to employees’ negative outcomes need to be further unfolded and examined. This study aims to propose that employees’ affective rumination and problem-solving pondering could be the explanatory processes of customer misbehavior influencing employee attitudes in which coworker support could be a moderator.

A mixed-method approach was designed to test this study’s predictions. Study 1 conducted a scenario-based experiment among 215 full-time hospitality employees, and Study 2 used a two-wave, longitudinal survey of 305 participants.

The results demonstrate the impact of customer misbehavior on work–family conflict and withdrawal behaviors. The mediating role of affective rumination is supported and coworker support moderates the processes.

Customer misbehavior leads to negative outcomes among frontline employees both at work and family domains. Hotel managers should help frontline employees to cope with customer misbehavior by avoiding negative affective spillover and providing support properly.

The studies have unfolded the processes of affective rumination and problem-solving pondering through which customer misbehavior influences work–family conflict and withdrawal behaviors among frontline employees. The surprising findings that coworker support magnified the negative effects have also been discussed.

This study aims to theoretically construct the role of hospitality job characteristics (HJCs), conceptually identify specific HJCs and empirically examine the relationships of these to work–family conflict and job stress. Hospitality employees work in a “smile factory” – often under stress.

Data were collected from 346 hotel employees in China and analyzed using structural equation modeling (SEM) and a series of hierarchical regression analyses (HRA).

The SEM results confirmed the general role of HJCs as a job stressor, and the HRA findings differentiated the specific impacts of the characteristics on work–family conflict and job stress.

The survey was cross-sectional and correlational in nature. Furthermore, the results were also from selected hotels, and the respondents do not fully represent all hotel employees. Finally, the measures of hospitality job uniqueness were employees’ subjective agreement on the given statements.

The study offers a systematic framework of specific job characteristics in the hospitality context for the reconciliation of previously inconsistent research findings. The findings may also be useful to hospitality managers as they attempt to analyze and understand the specific job characteristics that are the most salient reasons for withdrawal attitudes and behaviors.

The present study identified the list of HJCs by summarizing previous studies and examining the roles of HJCs in work attitudes among hospitality employees. These efforts could be helpful both for scholars by constructing a consistent base for future research and for managers by precisely analyzing the specific job attributes.

The purpose of this study is to optimize and improve conventional welding using EMF assisted technology. Current industrial production has put forward higher requirements for welding technology, so the optimization and improvement of traditional welding methods become urgent needs.

External magnetic field assisted welding is an emerging technology in recent years, acting in a non-contact manner on the welding. The action of electromagnetic forces on the arc plasma leads to significant changes in the arc behavior, which affects the droplet transfer and molten pool formation and ultimately improve the weld seam formation and joint quality.

In this paper, different types of external magnetic fields are analyzed and summarized, which mainly include external transverse magnetic field, external longitudinal magnetic field and external cusp magnetic field. The research progress of welding behavior under the effect of external magnetic field is described, including the effect of external magnetic field on arc morphology, droplet transfer and weld seam formation law.

However, due to the extremely complex physical processes under the action of the external magnetic field, the mechanism of physical fields such as heat, force and electromagnetism in the welding has not been thoroughly analyzed, in-depth theoretical and numerical studies become urgent.