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This paper aims to promote a strength model for TiC-TiB2 composite ceramic with non-ellipsoidal particles bridging. Based on the microstructure of TiC-TiB2 composite ceramic, equivalent average residual stress under particles interaction is calculated with the interact direct derivative estimate. Supposing the crack opening displacement keeps ellipsoidal under the TiB2 particles bridging, crack growth resistance curve is obtained.

Composite strength under R-cure with crack unstable propagation is calculated. Based on this model, influences of particles volume fraction, shape, size and other parameters on strength are analyzed.

Results indicated that calculated values are consistent to the tested data. Crack growth resistance increases with crack propagation and TiB2 volume fraction. The TiB2 particle does not pull-out entirely even ceramic fracture. Ceramic strength increases with the TiB2 particle volume fraction, the ratio of platelet diameter and thickness, and it reduces with particle thickness.

Supposing the crack open displacement keeps ellipsoidal under the TiB2 particles bridging, crack growth resistance curve is obtained.

To reveal the effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations, the leadership rapport orientation is subdivided into two types of values-based/instrumental rapport orientation. The mechanism of supervisor developmental feedback in mediating between leadership rapport orientation and employees' innovative behaviour and the moderating effect of ambidextrous environments is explored. This paper aims to discuss the aforementioned objective.

Leadership rapport orientation is divided into value-based and instrumental rapport orientation to reveal effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations.

The results show that the values-based (instrumental) rapport orientation of leaders impacts employees' innovative behaviour positively (negatively).

Leaders' values-based/instrumental rapport orientation indirectly influences employees' innovative behaviour through supervisor developmental feedback, which positively moderates the relationship between the values-based or instrumental rapport orientation of leaders and employees' innovative behaviour and further moderates the partially mediating role of supervisor developmental feedback between leaders' values-based/instrumental rapport orientation and employees' innovative behaviour.