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On the basis of affective events theory, this study aims to examine the connection between work-related events (i.e. supervisor role ambiguity and role conflicts) and abusive supervision via emotion (i.e. supervisor frustration). This study also examines the moderating role of supervisor personality traits (i.e. neuroticism and conscientiousness).

This study collected lagged and multisource field data (472 subordinates and supervisors dyads) from the service organizations.

The data collected supported majority of this study’s hypothesized relationships regarding determinants of abusive supervision.

This study underlines what triggers supervisor abuse. This study also enables organizations with the intervention opportunity to reduce the effects of supervisor role ambiguity, role conflict, negative emotions and personality on triggering abusive supervision.

Prior research on abusive supervision has extensively focused on its outcomes, leaving a noteworthy research gap about what triggers abusive supervision. To fill this important gap in leadership literature, this study proposed and tested a research model of determinants of supervisor abuse. Thus, this study contributes to leadership and abusive supervision research. Implications and future research directions are discussed.

High-tech enterprises, as the national innovation powerhouses, have garnered considerable interest, particularly regarding their technological innovation capabilities. Nevertheless, prevalent research tends to spotlight the impact of individual factors on innovative behavior, with only a fraction adopting a comprehensive viewpoint, scrutinizing the causal amalgamations of precursor conditions influencing the overall innovation proficiency of high-tech enterprises.

This paper employs a hybrid approach integrating necessary condition analysis (NCA) and fuzzy-set qualitative comparative analysis (fsQCA) to examine the combinatorial effects of antecedent factors on high-tech enterprises' innovation output. Our analysis draws upon data from 46 listed Chinese high-tech enterprises. To promote technological innovation within high-tech enterprises, we introduce a novel perspective that emphasizes technological innovation networks, grounded in a network agents-structure-environment framework. These antecedents are government subsidy, tax benefits, customer concentration, purchase concentration rate, market-oriented index and innovation environment.

The findings delineate four configurational pathways leading to high innovative output and three pathways resulting in low production.

This study thereby enriches the body of knowledge around technological innovation and provides actionable policy recommendations.

In line with the theory of planned behavior, this study aims to examine the mediating effect of cultural identity and role identity between relational capital and adaptive behavior, and the moderating effect of willingness to learn.

Data were collected from 241 Chinese expatriates in Latin America through a two-wave survey.

The findings indicate that expatriates’ perceived relational capital can promote adaptive behaviors by enhancing their cultural identity and role identity. Willingness to learn positively moderates the indirect effects of relational capital on adaptive behaviors through cultural identity and role identity. For expatriates with a high willingness to learn, the impact of relational capital on their adaptive behaviors through cultural identity and role identity is stronger.

This study extends empirical research on expatriate adaptation. Organizations should promote the accumulation of expatriates’ relational capital while they are working abroad. Meanwhile, willingness to learn should be considered as a criterion when selecting expatriates.

This research investigates the dark sides of virtual work climate by examining how blurred work-nonwork boundaries serve as a turning point leading to amotivation at work.

This quantitative study involved 487 employees from small and medium-sized enterprises in China who completed a self-administered questionnaire. Data were analyzed using the partial least squares structural equation modeling (PLS-SEM) method.

The study found that virtual work climate positively influences workplace flexibility. However, blurred work-nonwork boundaries mediate the relationship between workplace flexibility and psychological demands, transforming the positive effects of virtual work climate in terms of flexibility into negative outcomes. Psychological demands from both work and nonwork domains contribute to amotivation at work.

The study provides practical insights for managers on satisfying employees’ needs for flexible working arrangements within a virtual work climate by advocating for clear policies that establish distinct work-nonwork boundaries, thereby ensuring employee motivation is not compromised.

This research unveils the dark sides of the virtual work climate, extending the self-determination through the lens of the “too-much-of-a-good-thing” theory. The findings suggest that blurred work-nonwork boundaries may be the turning point where the virtual work climate leads to amotivation at work.

The colleague-oriented deviant behavior greatly affects the sustainable development of enterprises. Research on how colleague-oriented deviant behavior occurs and its consequences is limited. This empirical study will explore what factors lead to colleague-directed deviant behavior and what consequences will occur when colleague-directed deviant behavior occurs from three aspects: organizational management model, workplace deviant behavior and employee psychology.

The paired data of 283 employees and supervisors were collected using a seven-point scale to assess important concepts such as abusive supervision, negative colleague-directed behaviors, emotional exhaustion and negative affective traits. Structural relationships among these factors were analyzed using principal component analysis and exploratory factor analysis, employing a simultaneous equation model.

The findings suggest that abusive supervision (external factor) and negative emotional traits (internal factor) produce negative colleague-oriented deviant behavior, and when negative colleague-oriented behavior is produced, employees experience emotional exhaustion. In addition, there was a significant negative correlation between employees’ emotional exhaustion and employees’ working years, with the more the employees’ working years, the less likely they were to be emotionally exhausted by negative colleague-oriented deviant behavior.

This study is the first to show that the colleague-oriented deviant behavior can lead to emotional exhaustion among employees, especially those with fewer years of experience. Organizations should improve business ethics by reducing abusive supervision, increasing the proportion of employees with longer working experience and opening professional psychological counseling services to mitigate the generation and influence of colleague-oriented deviant behavior.

This study social based on cognitive theory (SCT), aims to better understand how transformational leadership affects team-level knowledge sharing and absorptive ability in the construction industry. It also examines the moderating influence of the AI-based virtual assistant on the indirect relationship between transformational leadership and team innovation through knowledge sharing and absorptive ability at the team level.

This study used a simple random sample approach to gather data from several small and medium-sized construction firms in Anhui Province, China. A total of 407 respondents, including 89 site engineers and 321 team members, provided their responses on a five-point Likert scale questionnaire.

The findings showed that AI-based virtual assistants significantly moderated the direct and indirect association between transformational leadership and knowledge sharing, and subsequently with team innovation. Unexpectedly, the findings showed that AI-based virtual assistant did not moderate the direct relationship between transformational leadership and team-level absorptive capacity.

This study adds a fresh perspective to the literature on construction management by examining team innovation driven by transformational leadership through an underlying mechanism. It is unique in that it uses the team adaptation theory to investigate the understudied relationship between transformational leadership and team innovation in the construction industry.

The coating process increases the durability, quality and effectiveness of the web, is used in manufacturing of wallpapers, adhesive tapes, wrapping, protection of fabrics and metals, X-ray and photographic films, beautification, books and magazines, film foils, magnetic records, coated paper, etc.

This paper gives a detailed study of the Oldroyd-4 constant fluid rheology during blade coating technique to check the sensitivity of velocity slippage on blade surface and magnetohydrodynamics (MHD) on final coating thickness and other mechanical properties. Heat transfer effects are also considered with viscous dissipation. The governing expressions under Lubrication Approximation Theory (LAT) are shortened and non-dimensionalized. A numerical technique with root finding algorithm is employed to determine the velocity profile, pressure and pressure gradient, shear stress, coating thickness, blade load and temperature profile. Figures and tables are exploited to show and discuss the effects of Hartmann number, slip parameter, geometrical parameter and viscoelastic fluid parameters on the flow and mechanical quantities. Comparison is also presented with previous literature under specific conditions.

From a technical vantage point, blade load and pressure are significant results of research as they lead to varying coating thickness, which gives an efficient coating process and extends substrate life. Shear stress is directly proportional to the magnetic parameter and inversely proportional to velocity slippage on blade surface. Temperature curve increases with increment in magnetic parameter and Brinkman number, while decrease in temperature is detected from slip parameter.

In literature, this investigation fills a gap in the numerical prediction of slip and MHD effects on the thin layer coating of rheological viscoelastic fluid during blade coating phenomena.

The purpose of this systematic literature review (SLR) is to examine the theoretical landscape of knowledge hiding (KH) research, identifies prevailing theories, the different ways KH is understood within these theories and the underlying assumptions that shape these views. Based on this, ideas for further research are derived to advance the theoretical basis of KH studies.

Using a theory-based SLR, the authors analysed 170 scientific papers from Scopus and Web of Science. This involved thematic analysis to categorise theories frequently applied in KH research and a detailed examination to link core assumptions to these theoretical perspectives.

The analysis revealed a reliance on 86 distinct theories, with a notable emphasis on social exchange theory and conservation of resources theory. KH is predominantly conceptualised as a negative, objective, reactive and relational behaviour rooted in social reciprocity and resource conservation. The review uncovers the multifaceted nature of KH, challenging the field to incorporate broader theoretical views that encompass positive aspects, subjective experiences, strategic intentions and non-relational determinants of KH.

To the best of the authors’ knowledge, this is the first study to systematically map and analyse the theoretical underpinnings of KH research. It offers a unique contribution by categorising the diverse theories applied in KH studies and explicitly linking these theories to their inherent assumptions about KH. This approach provides a comprehensive overview that not only identifies gaps in the current research landscape but also proposes alternative theoretical perspectives for exploring KH, thereby setting a new direction for future studies in this field.

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.

The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.

The results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.

This study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

The purpose of this study endeavour is to delve into the perceptions and sense-making of both spiritually empowered leadership and workplace spirituality at the Akhuwat Foundation, a prominent social sector microfinance organization in the Muslim majority economy of Pakistan.

Using a qualitative research approach and an intrinsic instrumental case study research methodology, a series of 16 in-depth semi-structured interviews and three focus group discussions (each focus group contained five members) were conducted with employees and leaders at the Akhuwat Foundation of Pakistan from June 2020 to June 2021.

The findings from thematic data analysis show that the spiritual leadership at Akhuwat Foundation implemented workplace spirituality by creating a spiritual environment, such as brotherhood, at the workplace. Moreover, the employees exercise workplace spirituality by voluntarily performing their duties at lesser salaries. Alternatively, spiritual leaders care for employees by reducing organizational problems and improving their employees’ well-being.

Although this research explores spiritual leadership and workplace spirituality in the national context of Pakistan, further investigation in other contexts is required to cross-check and validate the research findings.

Regulators and policymakers of organizations operating in Muslim-majority countries should focus on brotherhood, inspire employees through vision, resolve organizational challenges and create a spiritual environment for spiritual leadership and workplace spirituality to improve employee well-being, broader societal welfare and organization’s overall performance.

This study revealed new themes of workplace spirituality and spiritual leadership in the organizational context of a Muslim-majority country, Pakistan, identified context-specific themes and enhanced the theory of spiritual leadership and workplace spirituality.