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This study aims to explore the effect of chief executive officer education on firms’ action timing and acquisition performance in industry merger waves. In addition, this study investigated the moderating influence of CEO duality and firm cash flow on the relationship between education and entry timing.

Following the methodology for determining merger waves in previous studies, the authors identified 16 industry merger waves of Chinese listed firms from 2008 to 2019. Multiple linear regression was employed to examine the hypotheses.

The results showed that higher CEO education was associated with early participation in merger waves. CEO duality negatively moderated the education-entry timing relation. The effect of CEO education on entry timing was more pronounced when firms had higher cash flow. Moreover, more educated CEOs materially enhanced acquisition performance in merger waves.

Entry timing in industry merger waves has important implications, as early movers establish competitive advantages and achieve higher acquisition performance. However, the managerial characteristics determining entry timing have not received adequate attention. Meanwhile, studies examining the effect of CEO education on acquisitions are limited. This study explored the effect of CEO education on firms’ entry timing and acquisition performance in merger waves, thereby contributing to the literature on merger waves and managerial characteristics. This study’s findings regarding the moderators of the education-entry timing relation enrich the literature on corporate governance and agency theory.

Part building orientation (PBO) is an important factor affecting the quality of laser powder bed fusion (L-PBF), which can affect the surface quality and manufacturing cost. The purpose of this paper is to propose a PBO optimization method to optimize the surface roughness and molding time of parts at the same time on the premise of small calculation scale and arbitrary resolution.

Efficient and accurate evaluation is an important index of PBO optimization method. In this paper, a PBO optimization method based on scaling enumeration method is proposed, and the surface roughness and molding time of L-PBF parts are modeled as the objective evaluation function of PBO optimization process. To realize multi-objective optimization, an expert system is established, and the fuzzy multiple-attribute group decision-making theory is used to provide weights for each objective evaluation function.

Research shows that the scaling-enumeration method can optimize the surface roughness and molding time at the same time and get the best PBO. Compared with the traditional method, the surface roughness and molding time are reduced by 1.1% and 0.58%, respectively, and the operation scale of the scaling-enumeration method is reduced by 99% compared with the traditional method. PBO with arbitrary angular resolution can be achieved.

This paper presents a new method to optimize the forming direction of L-PBF parts. This method has small operation scale and accurate results, so it is meaningful for industrial application.

Based on boundary theory, the authors try to clarify the boundaries of multiple environmental regulations. This paper aims to explore the strategic choices of multiple environmental regulations, analyze their spatial impact on green technology innovation and clarify the implementation priorities of multiple environmental regulations in various regions.

The authors construct an asymmetric response model based on the boundary theory perspective to analyze the strategic choices of different environmental regulations. In addition, dynamic spatial econometric methods are used to empirically analyze the differentiated regulatory boundaries of command-control type, market-incentive and voluntary-participation in environmental regulations and their spatial effects on green technology innovation.

Strict compulsory boundaries are formed in China when the command-control and market-incentive types are selected in a dynamic spatial and competitive game environment. When voluntary participation is selected, strict compulsory or loose basic boundaries are formed in each region. The command-control type is highly dependent on geographical distance, the market-incentive type is more dependent on an economic connection and the voluntary-participation type has obvious spatial spillover effects under the spatial weight matrix of geographical distance and economic connection. When Eastern China chooses voluntary participation in environmental regulation, the incentive effect on green technology innovation is the strongest. Middle China is the market-incentive type, and Western China is the command-control type. Command-control type and market-incentive type form strong complementary effects in dynamic spatial environments.

From the boundary theory perspective, this study analyzes the differentiated dynamic spatial boundaries of command-control, market-incentive and voluntary-participation in environmental regulations. Analyze the spatial impact of multiple environmental regulations on green technology innovation and clarify the implementation priorities of multiple environmental regulations in various regions.

This study explores the antecedent configurations shaping ambidextrous environmental strategy (AES) and the subsequent performance outcomes. The lack of literature from the configurational perspective and inconsistent performance results suggest that this study has significant implications for practitioners, policymakers and the public. Therefore, this study aims to investigate how different antecedent conditions interact to shape AES and subsequent performance outcomes.

To achieve the research aims, the current research utilize research techniques based on technology–organization–environment framework and configurational perspective. This study collects data from 317 Chinese manufacturing enterprises and tests the theoretical framework using fuzzy set qualitative comparative analysis and propensity score matching.

Perceived institutional pressure, green supply chain integration and digital technology adoption form four paths that lead to the existence of AES. There are four sets of replaceable conditions between distinct paths. In addition, except for configuration P3, all other configurations promote environmental, operational and financial performance.

Our results provide new insights for enterprises to shape AES and achieve multiple performances, and new ideas for promoting environmental policies and public environmental awareness.

This study adds literature on AES and confirms multiple drivers, revealing their interaction mechanisms and key antecedent conditions. In addition, this study promotes the performance practice of AES by examining different AES configurations that achieve triple performance and insignificant operational performance.

This study aimed to investigate the impact of benevolent leadership on proactive customer service performance by creating a moderated mediation model. The model focuses on the role of harmonious passion as a mediator in the relationship between benevolent leadership and proactive customer service performance as well as the moderating influence of proactive personality on this mediation.

The model was tested using data from 339 immediate supervisor-subordinate pairs in eight five-star hotels in Egypt. Frontline service employees and their immediate supervisors completed separate questionnaires, and the responses were matched using identification numbers.

The results indicate that harmonious passion fully mediates the positive relationship between benevolent leadership and proactive customer service performance. Additionally, proactive personality was found to moderate the mediated relationship between benevolent leadership and proactive customer service performance through harmonious passion, such that the mediation was stronger for employees with higher proactive personalities.

By testing the moderated mediation model, this study contributes to our theoretical understanding of the motivational mechanism through which benevolent leadership influences proactive customer service performance.

This research offers initial evidence of the mediating role of harmonious passion in the positive relationship between benevolent leadership and proactive customer service performance. The moderated mediation model extends existing findings by incorporating proactive personality as a significant moderator in explaining the impact of benevolent leadership on proactive customer service performance.

How does a manager’s coaching behaviour encourage taking charge behaviour among subordinates? Although prior research has found a positive association between managerial coaching behaviour and employee performance, to date few studies have examined its effect on proactive behaviours in the workplace such as taking charge. Drawing on social exchange theory (SET) and social cognitive theory (SCT), this study develops a theoretical model to examine the mediating effects of work engagement and role breadth self-efficacy (RBSE) in the relationship between managerial coaching and subordinates taking charge. Additionally, drawing on social role theory (SRT), we test whether our proposed relationships are contingent on subordinates’ gender.

We tested our proposed moderated-mediation model using empirical data collected across two waves from 196 employees within a large Malaysian services enterprise. Partial least squares structural equation modelling was used to test the proposed hypotheses.

The results revealed that managerial coaching has a significant, positive relationship with taking charge, work engagement and RBSE. However, only work engagement was found to partially mediate the relationship between managerial coaching and taking charge. Subordinates’ gender was found to positively attenuate the direct effect between managerial coaching and taking charge among females. However, the mediating effects of work engagement and RBSE in managerial coaching and taking charge were found to be not contingent on subordinates’ gender.

Finding from this study reveals that managerial coaching is useful in shaping employees' taking charge behaviour through work engagement. Hence, organisations should focus on strategies aiming to enhance managers' coaching capabilities.

This study extends the nomological networks of managerial coaching by highlighting it as a predictor of taking charge. Moreover, drawing on SET and SCT to explain the mechanism of managerial coaching and taking charge, we provide a novel perspective on how managerial coaching can influence taking charge. Specifically, we highlight the critical role of work engagement as a key mechanism that influences the relationship between managerial coaching and taking charge. Finally, we demonstrate managerial coaching as a means through which organisations can improve individual functioning.

The authors examined how employee led exchange benefits the organizations. Specifically, the authors aim at investigating the mediating role of family supportive supervision between employee performance and taking charge behavior. The authors further examined leader-member exchange (LMX) as a boundary condition between employee performance and family supportive supervision.

The authors collected data from 295 employees and their supervisors working in various public sector organizations of Pakistan on a convenience basis. Specifically, data on family supportive supervision and LMX was collected from employees; whereas, data on employee performance and taking charge was collected from their supervisors between June–September 2021.

The statistical analysis reveals that high-performing employees are reciprocated by the high family-supportive supervision which increases their work-life balance and they further reciprocate by showing a propensity to take charge. In addition, LMX is noted to strengthen the association between employees' performance and family supportive supervision.

This study explains how managers can extend the stream of employees' performance by highlighting the role of family-supportive supervision and LMX. The managers through high LMX and provision of family-supportive supervision can boost the employees' outcomes from job performance to extra-role performance (i.e. taking charge).

This study adds value to the existing body of knowledge by considering performance as a predictor of various organizational-level consequences. Recent studies have considered the negative consequences of employees' performance, while the positive aspect has been called for an investigation.

The aim of this study is to examine the relationships between taking charge, bootlegging innovation and innovative job performance, and to explore the moderating roles of felt responsibility for constructive change (FRCC) and creative self-efficacy (CSE).

Data for this research was collected from 503 employees working in a chain company. Through a longitudinal study design, a three-wave survey with 397 valid data provided support for the proposed theoretical model.

The results maintain a positive association between taking charge, bootlegging innovation and innovative job performance, indicating the mediating effect of bootlegging innovation. Additionally, both the FRCC and CSE facilitate the indirect effect of taking charge on innovative job performance through bootlegging innovation. Furthermore, the integrated moderated mediation model analysis suggested that FRCC is more vital in improving employees' innovative job performance.

This research aims to break the black box between taking charge and innovative job performance, which has been relatively unexplored. Drawing from self-determination theory (SDT) and the proactive motivation model, the authors verify the bridge-building role of bootlegging innovation and the dual-facilitating effects of FRCC and CSE while employees conduct taking charge. This study’s results provide new insight for managers to foster, encourage and support employees' proactive behavior.

Drawing on prior research on strengths use and job performance, this study aims to investigate how employees’ strengths use for tasks and strengths use for relationships jointly influence role breadth self-efficacy and subsequent job performance, specifically in- and extra-role performances.

To test the assumptions, the authors methodologically performed a polynomial regression with response surface analysis using data collected from multiple time points and sources (i.e. 312 employee–supervisor dyads in Chinese companies).

The results showed that the higher the congruence between strengths use for tasks and strengths use for relationships, the higher the employees’ role breadth self-efficacy. Employees’ role breadth self-efficacy was greater when both strengths use for tasks and strengths use for relationships were high. Furthermore, the congruence between strengths use for tasks and strengths use for relationships had indirect effects on in- and extra-role performances via role breadth self-efficacy.

This study uniquely contributes to the strengths use literature by offering a more nuanced understanding of the consequences of strengths use for tasks and strengths use for relationships in the Chinese context. It highlights the importance of both types of strengths use for improving employee performance in Chinese organizations. Furthermore, this study provides new theoretical insights into the relationship between strengths use and job performance by ascertaining the mediating effect of role breadth self-efficacy.

Based on the resource-gain-development framework, this study aims to explore the mediating mechanism of work–family enrichment (WFE) and psychological distress, and the potential positive effect of co-worker support, on employees’ work behaviour.

Data was obtained via a three-stage survey with 400 frontline employees from 13 distinct industries.

This study found that family-supportive leadership (FSL) has a positive impact on employees’ taking charge behaviour (TCB). WFE and psychological distress partially mediated the effect of FSL on TCB and WFE and psychological distress played a serial mediating role between FSL and TCB. Co-worker support positively moderated the relationship between FSL and WFE, TCB and psychological distress.

Managers should consider the problems and difficulties that employees may encounter in completing their work tasks and performance and minimise the interference of non-work factors on employees’ work status. Organisations should also facilitate diversity training for managers to respond to employees’ work and life problems and display family support behaviour.

This study confirmed the role of FSL in WFE, psychological distress and TCB. The results can provide guidance for managers to motivate employees’ TCB.