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Outsourcing has become a crucial avenue for companies to acquire external knowledge. To better understand how dual organizational supports influence the knowledge sharing behavior of outsourced employees within triangular employment relationships, grounded in social exchange theory, this study explores the effect and mechanism of differentiation in perceived organizational support (DPOS) on knowledge sharing of outsourced employees.

A two-wave survey was conducted to test the hypotheses, and data were collected from 271 outsourced employees and their leaders (from client organizations) in 52 interorganizational teams.

Results show that DPOS positively affect the knowledge sharing of outsourced employees and has a stronger predictive value than that of client organizational support. Outsourced employees’ psychological ownership to the interorganizational team mediates this relationship. Task interdependence plays a positive cross-hierarchy moderating role in the relationship between DPOS and psychological ownership to the interorganizational team.

This research provides practical advice for support strategies of client and supplier organizations.

Results provide further understanding for outsourced employees’ psychological and behavioral mode in triangular employment contexts.

The purpose of this study is to examine the role of social presence in enhancing positive behaviors in the virtual reality (VR)-based wine tourism context through an innovative approach.

Two sequential experimental studies were conducted to test proposed hypotheses using Web and head-mounted display (HMD) VR formats. Specifically, Study 1 probed the influence of social presence on mental imagery, which subsequently impacted destination visit intention, drinking intent and memorable experience. Study 2 used a field experiment to explore the boundary effects of environmental cues (nature versus social) on social presence and a series of behavioral intentions using an HMD format.

The findings represent one of the first efforts to unravel the influence of social presence on positive behaviors through mental imagery and the moderating role of environmental cues.

This research enhances the understanding of wine tourism, drawing upon social presence theory and stimulus-organism-response framework.

The outcomes provide valuable insights for wine tourism marketers in developing innovative marketing strategies by addressing the usage of social presence and environmental cues in a VR setting.

To the best of the authors’ knowledge, this study is the first to enrich the existing knowledge of wine tourism by exploring the role of social presence and environmental cues in both Web and HMD VR formats.

This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector.

Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study.

Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance.

The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance.

Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.

The purpose of the present study is to explore multimodal, i.e. verbal and nonverbal, gendered communication patterns of female physicians in senior management positions (governmental and health authorities) during a crisis.

Using a mixed multi-variable design, repeated ANOVA tests, and planned contrasts, the authors analyzed television appearances of 20 female physicians in senior management positions during the COVID-19 crisis (March/2020-April/2021).

The findings revealed patterns of mixed-gendered communication structures. Verbally, female physicians primarily displayed a masculine/agentic communication style of assertiveness, control, confidence and rationality. Nonverbally, however, they expressed a feminine/communal communication style of emotional attention, interpersonal sensitivity, responsiveness, kindness and empathy. Moreover, the analysis delineated integrated multimodal constructive vs. inhibitive communication strategies for crisis communication of female physicians in senior management positions.

In the current research the authors did not compare females to males in health management positions, which is their follow-up project, but the authors did examine studies of males and females in management positions in the political sphere, which supported their findings. Therefore, the authors were able to demonstrate theoretical implications of multimodal gendered communication frameworks of feminine leadership.

Delineating verbal and nonverbal gendered communicative structures of effective management in health sectors can help female physicians assume positions of leadership, serve as guide models for other female physicians and contribute to improving effective communication skills during a crisis.

This study contributes to the attempts of promoting gender equity in medicine and management by presenting effective communication strategies in medical crises that can help to promote female physicians’ messages development, social influence, leadership and management success in the future.

This article presents constructive, multimodal gendered communication frameworks of female physicians in senior management positions used in television appearances during the global COVID-19 crisis. Most previous studies in this area have examined either verbal or nonverbal communication mode. The value of this multimodal examination provides insights that may enhance constructive communication of female physicians in senior management positions during a crisis.

The function of cognitive diversity has not yet been studied to a sufficient degree. To address this gap, the current study aims to answer the questions of how and when team cognitive diversity fosters individual creativity by integrating the intellectual capital view and the inclusion literature.

With a paired and time-lagged sample consisting of 368 members and 46 leaders from Chinese high-tech organizations, a multilevel moderated mediation model was developed to test the hypothesized relationships using structural equation modeling.

Team cognitive diversity is positively related to individual creativity via team intellectual capital, but this positive indirect effect is obtained only when the inclusive team climate is high.

Team intellectual capital serves as an alternative mechanism for translating team cognitive diversity into favorable outcomes, and an inclusive team climate plays a pivotal role in harvesting the benefits of team cognitive diversity. Future research could extend our study by adopting a multiwave longitudinal or experimental design, examining the possibility of curvilinearity, considering the changes in patterns over time, and conducting cross-cultural studies.

Managers should take the initiative to assemble a team featuring cognitive diversity when facing creative tasks, and should proactively cultivate an inclusive culture when leading such a team.

This study is among the first to consider the mediating role of team intellectual capital in the cross-level effect of team cognitive diversity on individual creativity and to examine the boundary role of an inclusive team climate with respect to this indirect effect.