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Based on the intrinsic motivation theory and spiritual leadership theory, the current study proposes a chain mediation model for testing the linkage between spiritual leadership and employees' innovative behavior through individual values and role identity.

In this study, 309 valid leader–subordinate matching questionnaires from 10 Internet enterprises and 21 manufacturing enterprises in China were collected through a field study. The hypotheses were tested using structural equation modeling and bootstrapping.

The results show that spiritual leadership has a positive impact on employees' innovative behavior. Uncertainty avoidance and creative role identity not only respectively play a mediating role but also play a chain mediating role in the process of spiritual leadership influencing employees' innovative behavior.

This study explores the influence of leadership style on employees' individual values, which has rarely been done in previous studies. Furthermore, the research explores the impact of personal values (uncertainty avoidance) on employee self-perception (creative role identity). And it enriches the relationship between spiritual leadership and employees' innovative behavior and reveals the deeper influence mechanism between them.

The purpose of this paper is to explore how a perceived ethical climate influences employees’ intention to whistle-blow through internal organizational channels and incorporates the mediating role of organizational identification and moral identity as well as the moderating role of individual risk aversion.

The five proposed hypotheses were tested using hierarchical regression analysis with two waves of data collected in 2016 from 667 employees in Chinese organizations.

The findings indicate that perceived ethical climate had a positive effect on employees’ internal whistle-blowing intention, which was mediated by organizational identification and moral identity. Furthermore, employees’ risk aversion weakened the effect of organizational identification, while the moderating role by moral identity on internal whistle-blowing intention was not validated.

This study explains the psychological mechanism of whistle-blowing intention from the perspective of social identity, which contributes to opening the “black box” of the transmitting processes from the perceived ethical climate to whistle-blowing intention. This study also extends the literature by defining a boundary condition of risk aversion that hinders organizational identification influence on employee whistle-blowing intention.

The purpose of this paper is to fill this void in the existing literature and investigate how firms’ disclosure policies influence bank loan contracting in emerging markets after controlling for the influence of borrowers’ private information obtained by banks. Furthermore, the paper examines how firms’ disclosure and non-disclosure governance interact to affect financial contracts.

The key variables Disclosure and Firm Governance are based on a survey by Credit Lyonnais Securities Asia (CLSA) in 2000. The paper hand-merges CLSA disclosure and governance data with the Dealscan database and Worldscope database by firm names. The paper conducts a multivariate analysis to investigate how firms’ disclosure policies influence bank loan contracting and how firms’ disclosure and non-disclosure governance interact to affect financial contracts.

The authors found that firms with superior disclosure policies obtain bank loans with more favorable loan contracting terms, such as larger amounts, longer maturity, and lower spread. In addition, the effects of disclosure on bank loan contracting are more pronounced for borrowers with superior firm-level non-disclosure governance or firms located in a country with better country-level governance.

The paper provides a more comprehensive view of the effects of corporate disclosure has on financial contracts in emerging economies.

How to use a simple and classical topology to provide a high-efficiency excitation voltage for dielectric barrier discharge (DBD) loads is one of the primary problems to be solved for DBD application fields.

To address the issue, a set of modes that can generate a high-efficiency pulse excitation voltage in a full-bridge inverter are adopted. With the set of modes, the unique equivalent circuit of DBD loads and the parasitic parameter of the step-up transformer can be fully used. Based on the set of modes, a control strategy for the full-bridge inverter is designed. To test the performance of the power supply, a simulation model is established and an experimental prototype is made with a DBD excimer lamp.

The simulation and experimental results show that not only a high-efficiency excitation voltage can be generated for the DBD load, but also the soft switching of all power switch is realized. Besides this, with the set of modes and the proposed control strategy, the inverter can operate in a high frequency. Compared with other types of power supplies, the power supply used in the paper can fully take advantage of the potential of the excimer lamp at the same input power.

This work considers that how to use a simple and classical topology to provide a high-efficiency excitation voltage for DBD loads is one of the primary problems to be solved for DBD application fields.

This study aims to explain the market-oriented transformation dilemma of Chinese urban investment and development companies (UIDCs; also known as local government investment and financing companies) and objectively evaluate their transformation efficiency from both static and dynamic perspectives. The results of the research provide methodological bases for improving the transformation efficiency of UIDCs, thus pointing out the direction for the rational planning of their transformation path.

This study takes Chinese UIDCs in market transformation during 2015–2019 as the research object and uses principal component analysis to screen the index system for measuring the efficiency of market transformation. It then uses a three-stage data envelopment analysis model and the Malmquist productivity index to evaluate the market transformation efficiency of these companies during 2015–2019 and comprehensively analyzes the influence of external environmental factors on the market transformation of Chinese UIDCs.

Research results show that the transformation efficiency of Chinese UIDCs is low and slow overall and that large spatial and temporal differences exist. The transformation efficiency of UIDCs located in eastern China is higher than that of UIDCs in central and western China. The higher the external environmental factors of regional GDP, local debt service pressure and credit rating, the more likely they are to cause input redundancy in the transformation process of Chinese UIDCs, which is not conducive to their market-oriented transformation. In addition, the higher the urbanization rate, the more effective it is to improve the efficiency of market-oriented transformation of UIDCs. If the influence of environmental factors is stripped away, both the overall efficiency value and pure technical efficiency value of market-oriented transformation of Chinese UIDCs will increase while the scale efficiency value becomes smaller.

This research measures the transformation efficiency of Chinese UIDCs and comprehensively analyzes the influence of external environmental factors on their market-oriented transformation. The goal is to enrich the study of the market-oriented transformation efficiency evaluation index system of Chinese UIDCs at the theoretical level and provide important reference values for improving the efficiency of market-oriented transformation of Chinese UIDCs at the practical level.

Based on social cognitive theory, this study aims to explore the influence of supervisor bottom-line mentality (SBLM) on employee knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior). The study first investigates the role of an ethical decision-making mechanism (moral disengagement) in mediating this relationship. In addition, it considers the possible boundary conditions to supplement research on the influence of SBLM in the knowledge management field.

The authors collected 256 data points from employees across three stages using convenience sampling. The authors then tested the proposed hypothesis using hierarchical regression and bootstrap methods.

The results demonstrated that SBLM promotes employees’ moral disengagement, leading to more knowledge territorial behavior and knowledge sabotage behavior. Furthermore, high power distance orientation among employees exacerbates the ill effects of SBLM according to the first stage of a moderated mediation model. Employees with such an orientation are more likely to respond to a SBLM by exhibiting a higher level of moral disengagement, thus increasing their knowledge territorial behavior and knowledge sabotage behavior.

Research on the influence of SBLM in the knowledge management field is limited. This study not only clarifies the relationships between SBLM and two types of knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior) but also enriches the research on the antecedents of these two types of knowledge behavior.

According to the microstructural characteristics of composite ceramic, the strain field distribution regularity of triangular symmetrical composite eutectic is obtained from the stress field distribution regularity of three-phase element in composite ceramic. In allusion to the damage of composite eutectic, it is introduced as a variable in this paper with the aim to determine the strain field distribution regularity of triangular symmetrical composite eutectic with damage behavior.

On the basis of the relationship between strain field and fiber inclusions volume fraction, the strain field of composite eutectic is analyzed.

The strain field of composite ceramic is distinctly dependent on the fiber inclusions volume fraction, fiber diameter and damage behavior of composite eutectic by quantitative analysis. The strain in matrix parallel to eutectic is the maximum linear strain and the main factor for the damage and fracture of eutectics.

The foundation of the strength research of composite eutectic is laid.

Dielectric barrier discharge (DBD) is widely used in the treatment of skin disease, surface modification of material and other fields of electronics. The purpose of this paper is to design a high-performance power supply with a compact structure for excimer lamps in electronics application.

To design a high-performance power supply with a compact structure remains a challenge for excimer lamps in electronics application, a current-source type power supply in a single stage with power factor correction (PFC) is proposed. It consists of an excitation voltage generation unit and a PFC unit. By planning the modes of the excitation voltage generation unit, a bipolar pulse excitation voltage with a high rising and falling rate is generated. And a high power factor (PF) on the AC side is achieved by the interaction of a non-controlled rectifier and two inductors.

The experimental results show that not only a high-frequency and high-voltage bipolar pulse excitation voltage with a high average rising and falling rate (7.51GV/s) is generated, but also a high PF (0.992) and a low total harmonic distortion (5.54%) is obtained. Besides, the soft-switching of all power switches is realized. Compared with the sinusoidal excitation power supply and the current-source power supply, the proposed power supply in this paper can take advantage of the potential of excimer lamps.

A new high-performance power supply with a compact structure for DBD type excimer lamps is proposed. The proposed power supply can work stably in a wide range of frequencies, and the smooth regulation of the discharge power of the excimer lamp can be achieved by changing the switching frequency. The ideal excitation can be generated, and the soft switching can be realized. These features make this power supply a key player in the outstanding performance of the DBD excimer lamps application.

This study aims to investigate the negative interpersonal antecedents, emotional mediators and boundary conditions of knowledge sabotage behavior.

The authors collected data from 275 Chinese employees using convenience sampling and snowball sampling across three stages. Subsequently, the authors used both hierarchical regression and bootstrap methods to test the proposed hypotheses.

The results confirmed that workplace ostracism has positive effects on employee knowledge sabotage behavior both directly and via employee anger. In addition, the authors found that employee bottom-line mentality (BLM) moderates not only the direct effect of workplace ostracism on employee anger but also the indirect effect of employee anger in this context. Employee conscientiousness moderates only the direct effect of workplace ostracism on employee anger and does not moderate the indirect effect.

To the best of the authors’ knowledge, this study not only explores the influence of workplace ostracism on employee knowledge sabotage behavior for the first time but also elucidates the underlying emotional mechanisms (anger) and boundary conditions (employee BLM and conscientiousness) by which workplace ostracism influences employee knowledge sabotage behavior, thus deepening the understanding of how knowledge sabotage emerges in organizations.

Based on the cognitive appraisal theory of emotion and social comparison theory, this study explores the mediating mechanism and boundary conditions of supervisor bottom-line mentality on employee presenteeism.

Using hierarchical regression and bootstrapping, we test the hypothesized relationships with three-stage data from 265 full-time employees in China.

Supervisor bottom-line mentality has a significant positive influence on employee presenteeism. Workplace fear of missing out plays a mediating role between supervisor bottom-line mentality and employee presenteeism. Employees’ status-striving motivation positively moderates the influence of supervisor bottom-line mentality on employees’ workplace fear of missing out and enhances the mediating effect of workplace fear of missing out.

Presenteeism can be detrimental to employees’ health, and ultimately leads to a decrease in organizational productivity. Research conclusions warn companies to be vigilant about supervisors’ bottom-line mentalities and to strengthen employee health management.

This study explains when and how supervisor bottom-line mentality affects employee health, contributing to the literature on the antecedents of presenteeism and enriching the research on supervisor bottom-line mentalities and employee and organizational outcomes. This study clarifies the emotional mechanisms and boundary conditions of supervisor bottom-line mentality affecting presenteeism.