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Time pressure is the most common kind of work pressure that employees face in the workplace; the existing research results on the effect of time pressure are highly controversial (positive, negative, inverted U-shaped). Especially in the era of knowledge economy, there remains a research gap in the impact of time pressure on individual knowledge hiding. The purpose of this paper is to explore the impact of different time pressure (challenge and hindrance) on knowledge hiding and to explain why there is controversy about the effect of time pressure in the academics.

The authors collected two waves of data and surveyed 341 R&D employees in China. Moreover, they used regression analysis, bootstrapping and Johnson–Neyman statistical technique to verify research hypotheses.

The results show that challenge time pressure (CTP) has a significant negative effect on knowledge hiding, whereas hindrance time pressure (HTP) has a significant positive effect on knowledge hiding; job security mediates the relationship between time pressure and knowledge hiding; temporal leadership strengthen the positive impact of CTP on job security; temporal leadership can mitigate the negative impact of HTP on job security.

The findings not only respond to the academic debate about the effect of time pressure and point out the reasons for the controversy but also enhance the scholars’ attention and understanding of the internal mechanism between time pressure and knowledge hiding.

Workplace bullying is a common negative event suffered by employees in the workplace. The harm it brings to the organization has become the focus of the field of organizational behavior. The purpose of this study was to explore whether workplace bullying has an impact on employee knowledge hiding and to discover the underlying mechanism between the two.

Based on the conservation of resource theory and the cognitive-affective personality system theory, this paper surveys 327R&D employees of Chinese technological corporations at two time points and explores the relationship between workplace bullying and knowledge hiding as well as the underlying mechanism. This study used confirmatory factor analysis, bootstrapping method and structural equation model to validate the research hypothesis.

The results show that workplace bullying positively correlates with knowledge hiding; emotional exhaustion and organizational identification play a mediation role between workplace bullying and knowledge hiding, and both variables play a chain mediation role in that relationship; and forgiveness climate moderates the positive impact of workplace bullying on emotional exhaustion, further moderating the chain mediation role of emotional exhaustion and organizational identification.

The findings of this study can not only complement the existing researches on the influence of negative workplace events on employees’ knowledge hiding behaviors but also strengthen scholars’ attention and understanding of the internal mechanism between workplace bullying and knowledge hiding.

The crucial role of knowledge sharing in an organization has become even more crucial lately, resulting in garnering more attention by scholars. In reality, while several organizations expect their employees to share knowledge with colleagues actively, many choose to hide their knowledge when asked for help. This study aims to explore whether negative workplace gossip (NWG) affects employee knowledge hiding (KH), as well as analyzes whether relational identification (RI) and interpersonal trust (IT) play a chain mediating role between the two, and discusses whether forgiveness climate (FC) could be used as a boundary condition in the relationships mentioned above.

Based on the conservation of resource (COR) theory and the cognitive–affective personality system (CAPS) theory, the authors surveyed 326 employees in China at 2 time-points and explored the correlation between NWG and KH, as well as the underlying mechanism. Using confirmatory factor analysis, bootstrapping method and structural equation model, the authors validated the research hypotheses.

The findings revealed the following: NWG negatively correlates with KH; RI and IT play a mediation role between NWG and KH, respectively, and both variables also play a chain mediation role in the relationship mentioned above; and FC moderates the negative impact of NWG on RI, further moderating the chain mediation between RI and IT and between NWG and KH.

First, this study established the correlation between NWG and KH, as well as analyzed the internal mechanism between the two. Besides, this study adds to scholars’ understanding of the underlying mechanisms by which these effects could occur. Second, this study demonstrated the moderating effect of FC – a situational feature that has been neglected in previous studies. Furthermore, this study can not only complement the situational factors ignored in previous studies but also broaden the application scope of CAPS. Finally, this study effectively combines COR and CAPS, which provides a basis for the application of these two theories in the future.

Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation performance (IP) and analyzes the mediating effect of work passion [harmonious passion (HP) and obsessive passion (OP)].

To avoid serious common method biases, data in this paper were collected at three-wave. This paper investigated 381 employees to assess their career calling in time 1, measured their work passion in time 2 and assessed the IP of these employees in time 3. This paper also conducts confirmatory factor analysis, polynomial regression, response surface analysis, bootstrapping test and simple slope test to verify the research hypothesis in this paper.

In the career calling congruence case, employees’ HP, OP and IP are higher when both levels of serving oneself career calling and helping others career calling are high than when both are low; In the career calling incongruence case, employees’ HP, OP and IP are higher in the “low serving oneself and high helping others” case than in the “high serving oneself and low helping others” case; The more congruent the “serving oneself” and “helping others” career calling are, the higher the employees’ HP, OP and IP will be; and HP and OP mediate the relationship between career calling congruence and IP.

This study further clarifies the structure of career calling and find the positive effects of career calling on IP. The results present a deeper understanding of career calling and are universal applicable to the eastern culture context.

This study aims to investigate the impact of narcissistic leadership on employee voice behavior from the perspective of job stress, trust in leaders and traditionality in China.

The authors conducted a survey on 437 employees to assess their narcissistic leadership in Time 1. In Time 2, they measured their job stress, trust in leaders and traditionality. In Time 3, they assessed the voice behavior of these employees.

Narcissistic leadership correlates positively with employees’ job stress, which mediates between narcissistic leadership and employee voice behavior. Trust in leaders negatively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior. In addition, traditionality positively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior.

This study establishes the impact of narcissistic leadership on employee behavior from the perspective of job stress, trust in leaders and traditionality.

This paper aims to examine how consumers’ perceptions of artificial intelligence (AI) chatbots influence individuals’ cognitive and emotional states and their subsequent behavioural intentions vis-à-vis online travel agencies (OTAs).

The survey sample comprised 566 customers who had experienced the use of travel AI chatbots in China using a combination of online and offline questionnaires. Partial least squares structural equation modelling was used to test the hypotheses.

The results revealed that interaction and information quality, as AI chatbot stimuli, significantly increase potential tourists’ trust and purchase intention. Perceived usefulness plays a mediating role in the relationship among interactivity, information quality, customer trust and purchase intention. Furthermore, the findings indicated that customers with high product familiarity exhibited greater trust in products demonstrating a high level of perceived usefulness.

By integrating cognitive consistency theory, this study theoretically validates the applicability of the stimulus–organism–response framework on AI chatbots and provides academics with useful insights regarding the influence mechanisms of human–computer interaction and information quality on customer response within OTA settings.

研究旨在检验消费者对人工智能聊天机器人的感知如何影响潜在旅游者个体的认知、情绪状态以及购买意愿。

研究结合线上、线上问卷调查方式共调研了566名体验过在线旅行社中聊天机器人的消费者, 进一步利用偏最小二乘结构方程模型对理论假设进行实证检验。

研究发现人机互动性和信息质量作为聊天机器人的外在刺激, 显著影响潜在游客的信任和购买意愿; 感知有用性在互动性、信息质量、顾客信任和购买意愿之间起中介作用。此外, 产品熟悉度高的顾客对具有高感知有用性的产品会产生更大的信任。

研究结合认知一致性理论, 从理论上拓展了SOR框架在旅游聊天机器人的适用性, 解释了消费者响应人机交互的内在机制。

Entrepreneurship is a social role, suggesting that different communities and societies will hold different typical expectations for who the entrepreneur should be (i.e., personal characteristics) and how an entrepreneur acts (behaviors). In this chapter, we describe the results of two studies that elucidate the content of the entrepreneur’s role and assess its generalizability and cultural uniqueness in three cultures: the United States, China, and Taiwan. We do so by examining the prototypes, or culturally shared implicit theories or schema that individuals hold about the attributes and behaviors characterizing the entrepreneur’s role. We suggest that the entrepreneur prototype has overlapping content across these three cultures, and that they also reflect cultural uniqueness due to different political, economic, and social histories and conditions. First, we conducted an initial inductive study designed to elicit a comprehensive list of representative characteristics and behaviors that are commonly recognized in each society as typical of an “entrepreneur,” resulting in an inclusive list of 87 prototypical/anti-prototypical items. These items were subsequently used in a survey-based study to assess the specific content that each culture endorses as prototypical of an entrepreneur, the extent to which those prototypes varied across the three cultures, and relationships of prototype evaluation with individuals’ personal values and exposure to entrepreneurship. Results showed that prototypes were distinct in each culture, but with some overlap of attributes, especially between China and Taiwan. Results showed some support for the relationship between top-ranked prototypical attributes and individuals’ exposure to entrepreneurship as well as openness-to-change values and conservation values, but also interesting differences in these relationships in the three cultures. The findings highlight that role prototype formation processes across these cultures were etic, but that the content of the role may well be emic or culturally specific.

Research in the field of corporate social responsibility (CSR) has grown exponentially in the last few decades. Nevertheless, significant debate remains about the relationship between CSR performance and corporate financial performance (CFP). This is particularly true for the case of Chinese state-owned enterprises (SOEs). The purpose of the current study is to empirically test the relationship between CSR and CFP. We use data for 66 Chinese SOEs listed on the Shanghai and Shenzhen stock exchanges. The results are interesting in that they are not consistent with similar studies using US and other Western market data. We find a significant negative relationship between CSR performance and CFP. The results are discussed in light of the preferential government treatment afforded to Chinese SOEs, and social welfare requirements imposed on such entities. Implications for Chinese policy-makers are discussed.

The purpose of this paper is to improve the accuracy and signal-to-noise ratio (SN) of a crop nitrogen sensor.

The accuracy and wide adaptability of two spectral calibration methods for a crop nitrogen sensor based on standard reflectivity gray plates and standard detector, respectively, were compared.

The calibration method based on standard detector could significantly improve the measurement accuracy and the SN of this crop nitrogen sensor. When compared with the method based on standard gray plates, the measurement accuracy and the SN of the crop nitrogen sensor calibrated based on the standard detector method improved by 50 and 10 per cent, respectively.

This research analysed the calibration problems faced by the crop nitrogen sensor (type CGMD302) based on standard gray plates, and proposed a sensor calibration method based on a standard detector. Finally, the results of the two calibration methods were compared in terms of measurement accuracy and the SN of the crop nitrogen sensor.

Organic rice forms the largest portion of the Thai organic food market. Because of its increasing popularity, marketers need to better understand consumer behaviour to address emerging concerns regarding product safety and quality and to tailor better marketing strategies relevant to the development of organic rice. As such, this study aims to examine consumers' purchase intention towards organic rice, using traceability information, and to investigate the direct and moderating roles of product traceability knowledge, using the theory of planned behaviour.

Responses were collected from 243 organic rice consumers in a farmers' market in Chachoengsao Province, Thailand, following a convenience sampling approach. The gathered data were analysed using structural equation modelling to evaluate the strength of the relationship between the constructs.

The findings reveal that subjective norms, health consciousness and product traceability knowledge have a significant positive influence on consumers’ intention to purchase organic rice. This study also establishes the moderating role of product traceability knowledge in perceived behavioural control and purchase intention, indicating that elaborated product information through traceability is essential for consumers who feel capable of buying the product. However, the direct effects of attitude and perceived behavioural control are insignificant, indicating the presence of external barriers to the purchase of organic rice, and that people may have a negative attitude towards the product. In addition, the cost perception result reveals that consumers consider price as an indicator of organic product quality, thereby increasing their desirability.

The findings of this study will help community enterprises in Thailand develop a more effective marketing strategy based on the identified motivators of organic rice purchase intention.

This study develops a model that integrates important factors related to organic food consumption to generate a more comprehensive analysis of this mainstream research. To the best of the authors’ knowledge, this is also the first study to investigate the moderating role of product traceability knowledge to obtain a new and more focused understanding of how this factor influences purchase intention when applied explicitly to organic food. Finally, the findings provide theoretical contributions and implications for both the community enterprise and policymakers on developing strategies for organic rice marketing among community enterprises in Thailand.