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This study aims to explore the impact of ethical leadership on employee creative deviance, with job autonomy as a mediator and creative self-efficacy as a moderator between job autonomy and creative deviance.

A survey was developed based on construct measures from the literature. A total of 316 responses were received from employees of information and communication technology companies located in China's Pearl River Delta.

Both ethical leadership and job autonomy have a positive impact on employee creative deviance; job autonomy plays a mediating role between ethical leadership and creative deviance; creative self-efficacy does not have a significant moderating effect on the job autonomy-creative deviance relationship.

Future studies could explore the potential moderating role of both job autonomy and creative-self efficacy in the link between ethical leadership and creative deviance.

This study recommends that organizations should adopt and promote an ethical leadership approach to manage creative deviance at work. Organizations could explore alternative methods of task completion to support the job autonomy for the employees to mitigate the dilemmas associated with creative deviance.

This is one of few studies that examine the impact of ethical leadership on employee's creative deviance, despite the fact that the influence of ethical leadership on the followers has been extensively examined.

Graduate employability is a key concern for many observers particularly at a time when education is increasingly available for the masses. The purpose of this paper is to examine the impact of graduate perceived employability on job search by integrating theory of planned behavior and to identify how job search self-efficacy, subjective norms, intention and intensity change over time.

Data were collected from a six-wave survey study with a sample of Chinese university graduating students.

Results show that perceived employability has a positive and significant effect on job search self-efficacy, attitude, intention and intensity; and that all the repeated measuring variables (except job search attitude) decreased over time.

The study is useful for educators, employers and prospective students. It prompts discussion of reforms in the curriculum to increase graduate awareness of the complexity of the job search process and existing opportunities. The study could also help to explain how job search behavior changes over time.

The findings carry implications for both higher education research and the measures of improving graduate employability. The study fills the gap in the literature by integrating employability and the theory of planned behavior into one framework in order to analyze the process of Chinese university graduates’ job search behavior.

The purpose of this paper is to explore the differences in international student mobility (SM) in two contrasting countries: UK and China, at national, institutional and individual levels. Both are countries in transition in a greater global context. The objective is to identify what these countries can learn from each other about the issues and policies surrounding the management of educational mobility.

An inductive approach was employed to understand real-life experience via multiple case studies. Participant observation and semi-structured interview methods with a variety of stakeholders were used to collect data which were then subjected to a thematic analysis to identify in which areas countries had developed good practice.

Over-arching themes were developed through comparing national findings. These reveal that national policy and family support are most influential in China, while British universities largely drive SM at an institutional level.

The significance of this knowledge lies in the potential for social impact and reform of successful mobility schemes. International mobility equates to social mobility through global employability of those who engage. Global citizenship is regarded as one of the paths to world peace and understanding. Mobilising a younger generation can contribute to better regional integration and international stability as part of an idealistic approach to geopolitics.

Concluding that neither country has a comprehensive and complete approach, this study proposes the areas in which all both could develop and details good practice. The value therefore emerges from the comparison and contrast and the practical focus of the research.

This study seeks to fill a gap in the literature by examining the role of family firm succession in shaping the firm's approach to financialisation, which has received limited attention in the previous research. In addition, the study explores the influence of factors such as clan culture, concentration of control and generational differences on the relationship between succession and financialisation.

Data were based on a sample of 7,023 firm-year observations, compiled from the listed family firms in China's A-share. Several tobit models are used for analysing the data and testing the hypotheses.

Family firm succession is negatively related to the level of financialisation, and this relationship is influenced by clan culture, concentration of control and the stage of succession. Specifically, a higher clan culture, a greater concentration of ultimate control by the controlling family member and the dominance of the first generation in management strengthens the negative relationship between family firm succession and financialisation.

This study offers new insights into the consequence of family firm succession on a new area of the firm's strategy, i.e. financialisation. The study further advances the understanding of family firm succession by considering the role of clan culture, the concentration of control and the stage of the succession process.

The purpose of this paper is to examine the mediating role of job characteristics and social exchange in transformational leadership (TFL) and employability relationship.

The sample is composed of 760 participants employed in Yangtze Delta and Pearl River Delta in China. The participants have worked under their line manager for more than one year. In order to better prevent data from possible common method bias, two waves of surveys (in 2014) on a stratified sample, included a mix of industries, such as construction, manufacturing, finance, insurance and communications, were used to investigate the proposed relationship between TFL, job characteristics, social exchange and employability.

The research has empirically tested the relationship between TFL and employability. While previous research has analyzed the relationship between them, the authors have enriched existing literature by exploring the mediating factors and illustrating the importance of indirect effects. Besides the direct effect, the results of this study showed that TFL could also improve employees’ employability through job demands, skill discretion, decision authority, perceived organizational support and team–member exchange, but not leader–member exchange.

The study opens up a debate around the employability of employees as it stands apart from the performance measurement. The authors believe that this new mediating model can provide an insight into complex mechanisms of employability enhancement from the perspective of leader development.

In a world where we recognize entrepreneurial means, ends and values in terms of geographies of meaning, this book explores the phenomenon of Entrepreneurial Place Leadership. This book identifies that a place-led perspective of entrepreneurial development is becoming increasingly important, given narratives around entrepreneurial ecosystems, spatial and temporal contexts, and the active design of entrepreneurial institutions. This introductory chapter outlines the rationale for the book, explores the entrepreneurial landscape and then highlights the chapter contributions. It concludes by drawing together policy and practice recommendations and suggesting directions for future research.

This interpretive ethnographic research explores the relationship between leadership and masculinities in an entrepreneurial team context. The team is situated in a higher education (HE) environment in the northeast of England, where its members develop startups while studying for a degree in entrepreneurial business management. The chapter contributes to entrepreneurship and leadership literature with a conceptual basis for understanding the links between gender and leadership in an entrepreneurial team in a way that transcends binaries, by focusing on masculinities as plural and nuanced, and on leadership as shared and mutual. The 13 young male entrepreneurs’ performances of gender and leadership are captured through nine audio-recorded observations. The thematic analysis of the data using a Global Leadership and Organizational Behaviour Effectiveness (GLOBE) framework reveals that young male entrepreneurs lead and relate to each other in assertive, supportive, and participative ways with assertive leadership behaviors linked to hegemonic masculinities and the latter two ways to inclusive masculinities. Those gender and leadership constructions are embodied, nuanced, plural, and shared in the situated entrepreneurial community. We recommend that new educational programs, developing leadership and/or entrepreneurship, need to be sensitive to local contexts, and should take account of plurality and nuances of doing gender and leadership in particular localities.

Drawing on current development practice and literature on Entrepreneurial support organizations (ESO), such as accelerators, incubators, and labs, this chapter explores how refugees in Uganda are supported through entrepreneurial approaches. Following an exploratory method, interviews were conducted with proprietors and managers of ESO in Kampala, the capital city of Uganda. The findings show that while the majority of these organizations purport to follow an innovation discourse, in reality, they support refugees through a mixture of inclusion, resilience, and innovation-led approaches. Inclusion-led approaches focus on basic language skills, establishing peer relationships, and access to survival essentials. Resilience-led approaches nurture livelihood skills, building community ties, and access to seed-corn grants. Innovation-led approaches develop entrepreneurial skills, establishing extra-local connectivity and access to micro-finance. This chapter highlights the critical importance of inclusion and resilience-led approaches in developing supportive ESO for refugees.