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This study investigates the ubiquitous business model and e-commerce strategy of WeChat as a platform. The potential of WeChat as a tool for sustainable entrepreneurial development has received limited attention from researchers. The purpose of this study is to uncover the hidden issues associated with WeChat's role in e-commerce development. It also examines the opportunities and limitations of using WeChat for e-commerce. The study employs a qualitative research approach, including an extensive literature review and ethnographic study. The results demonstrate that leveraging mobile apps like WeChat can greatly enhance entrepreneurial tendencies and foster sustainable entrepreneurship, thus contributing to poverty eradication in emerging nations.

This study examines the motivational processes of charged behavior and collective efficacy driving interdependence and agency in new product development (NPD) teams and the moderating impact of team risk-taking propensity as affective, cognitive and behavioral social processes support team innovation.

Data were collected from 92 NPD teams engaged in B2C and B2B product and service development. Mediating and moderating effects are examined using partial least squares structural equation modeling, referencing social cognitive and collective agency theories as the research framework.

The analysis validates collective self-efficacy and charged behavior as interdependent motivational–affective processes that align cognitive resources and govern team effort toward innovativeness. Teams' risk-taking propensity regulates behavior, and collective efficacy facilitates self-regulated motivational engagement. Charged behavior cultivates the emotional contagion, team identification, cohesion and adaptation required for team functioning. Team potency fosters cohesiveness, while team learning improves adaptability along the innovation journey. The resulting theory asserts that motivational drivers enhance the interplay between cognitive and behavioral processes.

Managers should consider NPD teams as social systems with a capacity for collective agency nurtured through interdependence, which requires collective efficacy and shared competencies to generate motivational purpose and innovativeness. Managers must remain mindful of teams' risk tolerance as regulating the impact of motivational factors on innovativeness.

This study contributes to research on the motivational–affective drivers of NPD charged behavior and collective efficacy as complementary to cognitive and behavioral processes sustaining team innovativeness.

This study aims to identify an antecedent that hinders knowledge sharing, namely, the perceived climate of Cha-xu. Based on the social exchange perspective, the authors propose a theoretical model that links the perceived climate of Cha-xu to employee knowledge sharing. This model focuses on the mediating role of two types of trust (vertical and horizontal trust) and the moderating role of task interdependence in influencing the mediation.

Using a sample of 509 Chinese employees, this study carried out a survey on an online platform. This study developed a structural equation model and tested the moderated mediation hypothesis by using Mplus 8.0.

The results showed that two types of trust act as mediators in the relationship between the perceived climate of Cha-xu and knowledge-sharing processes. The mediating effect of horizontal trust is stronger. Most significantly, findings show that this mediated relationship is contingent on the level of task interdependence.

This paper provides evidence for distinguishing vertical trust and horizontal trust in the field of knowledge management. From a managerial perspective, this study identifies traditional cultural factors for hindering knowledge-sharing processes within Chinese organizations.

New product development (NPD) projects are strategically important for firms’ operations but suffer from high failure rates. Leadership is a key factor for project success. However, in contrast to positive project leadership, project managers’ knowledge hiding has received little attention. Drawing on the input-mediator-output (IMO) framework and model of work team resilience, we explored the effect of project managers’ destructive knowledge hiding (i.e. evasive hiding and playing dumb) on project team performance (i.e. efficiency and effectiveness) and the serial indirect effect through team psychological safety and transactive memory systems.

We conducted a time-lagged multiple-sourcing investigation of Chinese high-tech firms and tested the hypotheses using data collected from 105 NPD project teams.

Our findings demonstrated that project managers’ knowledge hiding negatively affects NPD project team performance and indirectly negatively affects transactive memory systems through team psychological safety. Moreover, project managers’ knowledge hiding exerts a negative indirect effect on team performance through team psychological safety and transactive memory systems in serial.

This study contributes to the literature on operations management (OM) by broadening our understanding of the connection between project managers' destructive knowledge hiding and the failure of NPD projects. In providing such insight, it also offers practical guidance for overcoming team-level obstacles arising from project managers' knowledge hiding.

In India, women encounter twofold challenges – declining labour force participation and a widening gender wage gap (GWG). The study explores the precarious position of women during the third decade of economic reforms. It examines the influence of demographic and job characteristics on wages, uncovering socioeconomic imbalances and disentangling wage disparities attributable to productive and non-productive factors.

Using unit-level data from the NSS EUS (2011–12) and PLFS (2018–19), the study employs OLS and quantile regression methods to estimate the contribution of socioeconomic factors in wage determination. It applied Oaxaca–Blinder decomposition alongside other mean-based decomposition approaches. Furthermore, the counterfactual decomposition proposed by Machado–Mata and Melly is also applied.

Structural and socio-cultural barriers continue to depress women’s LFPR and wages. Women remain concentrated at the lower end of the wage spectrum, earning less than men. However, GWG has slightly narrowed, but discrimination remains substantial, which is primarily driven by employers’ undervaluation of women’s work, rooted in prejudice. Additionally, the sticky-floor phenomenon worsened in 2018–19, further hindering upward mobility.

Leveraging recent survey data helps inform policy discourse to promote gender equality and address workplace disparities. It urges policymakers to re-evaluate anti-discrimination measures to combat socioeconomic challenges.

This chapter explores the influence of gender on clothing consumption and the impact on differences in clothing volumes between men and women. Based on a qualitative and quantitative wardrobe study, we employ Schatzki’s (2002) social ontology of practice combined with Butler’s (1990) gender performance concept to examine the relationship between gender and clothing consumption in 15 households in Norway. The findings show that women had on average 497 items and the men had 258 items, and the main difference between male and female wardrobes was due to the number of items per occasion. These findings highlights the complexities and tensions faced by women in navigating clothing norms and maintaining a balance in the practice of dressing between appropriate dress, feminine expressions and having an ideal and more sustainable wardrobe. This chapter contributes to a better understanding of the interplay between occasions and gender dynamics that shape clothing consumption patterns. Moreover, it illustrates the potential of ‘occasion’ as an analytical concept and the implications of gender in clothing consumption, challenging the prevailing studies on clothing and fashion that often overlook the nuanced practices and actions that influence clothing volumes.

The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance. However, the authors also expect that leader gender is an important intervening variable such that exhibiting various personality dimensions may result in unique cultural and performance-based outcomes for women and men leaders. Thus, the authors seek to examine first the impact of leader personality on organizational performance, as driven through organizational culture as a mediating mechanism. In doing so, the authors propose the expected impact of specific personality dimensions on certain types of organizational cultures, and those cultures’ subsequent impact on the organization’s performance. The authors then extend to consider the moderating effects of leader gender on the relationship between leader personality and organization. To support their propositions, the authors draw from upper echelons and implicit leadership theories. The authors encourage researchers to consider the proposition within a sample of the largest publicly traded US companies (i.e., Fortune 500) at an important era in history such that for the first time, 10% of these companies are led by women. In doing so, the authors hope to understand the leadership dynamics at the highest echelons of corporate governance and provide actionable insights for companies aiming to optimize their leadership composition and drive sustainable performance.

The impact of diet quality on mental health has gained strong ground. However, most studies on this relationship were performed before COVID-19, a pandemic that was accompanied by high levels of psychological stress. Stress disturbs normal physiology, which makes studying diet quality and mental health under high stress a necessity. In addition, COVID-19 has been associated with disturbances in sleep and has increased the prevalence of mental health issues in women more than in men. Therefore, the purpose of this study was to assess food group consumption and sleep during different stages of the pandemic in relation to mental distress among men and women. Secondary data collected from adults 18 years or older between September 2018 and November 2021 was analysed. Temporal stages were divided into pre-COVID-19 (as a baseline), during the lockdown, and after the ease of restriction (two periods of different psychological stress levels). Regression analyses using a Difference-in-Difference (DID) event study or a Dynamic DID modelling were used. COVID-19 seemed to have a modulatory effect on food groups and mental health. The pandemic appeared to have either magnified the negative impact of certain food groups or changed the tolerance threshold for the beneficial ones. Across the board, women’s moods exhibited higher sensitivity to several food groups. COVID-19, a period of high psychological stress, differentially altered the impact of food on the mood of men and women; which proposes the need to further evaluate diet quality and mood under stressful conditions.

To investigate whether individuals more closely associate characteristics of effective leaders with men compared to women and whether those associations advantage men in interactions.

An online survey and a laboratory experiment. The online survey had participants evaluate characteristics they most closely associated with effective leaders, men in general, or women in general. The laboratory experiment assigned participants fictitious partners before they completed an ambiguous task. Partners were men or women, and instructions did or did not describe contrast sensitivity ability as related to leadership ability.

In Study 1, participants evaluated characteristics of men in general more closely to the characteristics of effective leaders than they did the characteristics of women in general. Findings showed this effect to be driven by responses from male participants. In Study 2, the influence gap between male and female partners widened significantly in a direction that advantaged men when study instructions described contrast sensitivity as being positively correlated with leadership ability.

Individuals associate characteristics of effective leadership in ways that advantage men and that those associations advantage men in interactions.

Results indicate that even if differences in competency expectations between women and men were to disappear, women might remain disadvantaged in interactions with implications for leadership.

The paper conclusively demonstrates that participants in the samples associated men more than women with leadership ability/effectiveness and that the associations advantaged men in interactions. These results have broad implications for research in status, gender, and leadership.