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This study investigates the direct influence of ambidextrous leadership on employees’ innovation behaviour, the mediating role of innovative self-efficacy and harmonious work passion, and the moderating role of Zhong-Yong thinking.

The authors conducted a series of questionnaire surveys to collect data in three time periods and from multiple sources; 332 supervisor–subordinate matched samples were obtained. The hypothesised relationships were tested using structural equation modelling and ProClin.

Ambidextrous leadership is positively associated with employees’ innovation behaviour, while innovative self-efficacy and harmonious work passion play mediating roles. The analysis further confirms that innovative self-efficacy and harmonious work passion play a chained double-mediating role between ambidextrous leadership and employees’ innovation behaviour, while Zhong-Yong thinking plays moderating roles between ambidextrous leadership and innovative self-efficacy and between ambidextrous leadership and harmonious work passion.

This study demonstrates the influence of ambidextrous leadership on employees’ innovation behaviour, specifically the role of ambidextrous leadership, and extends the relationship’s theoretical foundation. It is also expected to provide inspiration and serve as a reference for local Chinese management.

The objective of this study is to use non-destructive testing of corrosion on coated aluminium alloys using differential eddy current detection (DECD), with the aim of elucidating the relationship between the characteristics of corrosion defects and the detection signal.

Pitting corrosion defects of varying geometrical dimensions were fabricated on the surface of aluminium alloy plates, and their impedance signals were detected using DECD to investigate the influence of defect diameter, depth, corrosion products and coating thickness on the detection signals. Furthermore, finite element analysis was used to ascertain the eddy current distributions and detection signals under different parameters.

The size of the defect is positively correlated with the strength of the detection signal, with the defect affecting the latter by modifying the distribution and magnitude of the eddy current. An increase in the diameter and depth of corrosion defects will enhance the eddy current detection (ECD) signal. The presence of corrosion products in the corrosion defects has no significant effect on the eddy current signal. The presence of a coating results in a decrease in the ECD signal, with the magnitude of this decrease increasing with the thickness of the coating.

The objective is to provide experimental and theoretical references for the design of eddy current non-destructive testing equipment and eddy current testing applications.

Drawing on the tenets of institutional theory, the purpose of this study is to examine the impact of Confucianism on technology for social good, while also considering the moderating influence of extrinsic informal institutions (foreign culture) and intrinsic formal institutions (property rights).

This study constructs a comprehensive database comprising 9,759 firm-year observations in China by using a sample of Chinese A-share listed firms from 2016 to 2020. Subsequently, the hypotheses are examined and confirmed, with the validity of the results being upheld even after conducting endogenous and robustness tests.

The findings of this study offer robust and consistent evidence supporting the notion that Confucianism positively affects technology for social good through both incentive effect and normative effect. Moreover, this positive influence is particularly prominent in organizations with limited exposure to foreign culture and in nonstate-owned enterprises.

The findings contribute to the literature by fostering a deep understanding of technology for social good and Confucianism research, and further provide a nuanced picture of the role of foreign culture and property rights in the process of technology for social good in China.

Past studies have mainly concentrated on the impact of stress and self-employment on physical health. However, little research has paid attention to firm-level determinants of entrepreneurs’ physical health. This study aims to investigate the relationship between performance variability and entrepreneurs’ physical health as well as the moderating effect of prior failure experience.

This study uses data drawn from 255 start-ups across the Bohai Economic Rim in China over a period of three years (2015–2017). The results are still robust after several robustness checks.

Results show that performance variability is positively related to the probability of entrepreneurs showing poor health. This confirms that performance variability has an adverse effect on entrepreneurs’ physical health. Moreover, this relationship is moderated by the prior failure experience of entrepreneurs.

First, entrepreneurs should gain more information about the firm’s daily operation to reduce the potential threat of performance variability. Second, it is imperative for entrepreneurs to build a stable relationship with their stakeholders to avoid the potential costs related to performance variability. Finally, entrepreneurs should take health consequences into consideration when making strategic decisions.

First, this paper contributes to the studies on the antecedents of entrepreneurs’ physical health by introducing a firm-level determinant (i.e. performance variability). The findings enhance the understanding of the association between entrepreneurs and new ventures. Second, this paper also enriches the extant literature on the outcomes of performance variability. Finally, this paper attempts to offer new insights into prior failure experience by establishing its moderating effect on the performance–health relationship.

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.

Based on social cognitive theory, this study aims to explore the influence of supervisor bottom-line mentality (SBLM) on employee knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior). The study first investigates the role of an ethical decision-making mechanism (moral disengagement) in mediating this relationship. In addition, it considers the possible boundary conditions to supplement research on the influence of SBLM in the knowledge management field.

The authors collected 256 data points from employees across three stages using convenience sampling. The authors then tested the proposed hypothesis using hierarchical regression and bootstrap methods.

The results demonstrated that SBLM promotes employees’ moral disengagement, leading to more knowledge territorial behavior and knowledge sabotage behavior. Furthermore, high power distance orientation among employees exacerbates the ill effects of SBLM according to the first stage of a moderated mediation model. Employees with such an orientation are more likely to respond to a SBLM by exhibiting a higher level of moral disengagement, thus increasing their knowledge territorial behavior and knowledge sabotage behavior.

Research on the influence of SBLM in the knowledge management field is limited. This study not only clarifies the relationships between SBLM and two types of knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior) but also enriches the research on the antecedents of these two types of knowledge behavior.

Based on social cognitive theory, this study aims to investigate the influence of perceived overqualification (POQ) on employees’ cyberloafing behavior. The mediating role of moral disengagement and the moderating roles of organizational identification (OID) and organizational decline are further examined.

The authors collected 740 valid questionnaires from participants across multiple organizations. To minimize common method bias (CMB) and enhance the reliability of the findings, data were gathered at two different time points, with a 30-day interval.

POQ positively impacts cyberloafing through the mechanism of moral disengagement. Additionally, the indirect relationship between POQ and cyberloafing via moral disengagement is moderated by OID and organizational decline. Specifically, a higher degree of OID weakens the indirect effect of POQ on cyberloafing, while a higher level of perceived organizational decline strengthens this effect.

While most existing studies on cyberloafing focus on insufficient resources, such as role conflict and workload, the authors propose that surplus personal resources, exemplified by POQ, can also lead to cyberloafing. This research contributes to a broader understanding of antecedents of cyberloafing, highlighting the mechanism of ethical considerations and the interplay between personal qualifications, organizational identification and organizational decline.

This paper aims to optimize cable-stayed force in asymmetric one-tower cable-stayed bridge formation using an improved particle swarm algorithm. It compares results with the traditional unconstrained minimum bending energy method.

This paper proposes an improved particle swarm algorithm to optimize cable-stayed force in bridge formation. It formulates a quadratic programming mathematical model considering the sum of bending energies of the main girder and bridge tower as the objective function. Constraints include displacements, stresses, cable-stayed force, and uniformity. The algorithm is applied to optimize the formation of an asymmetrical single-tower cable-stayed bridge, combining it with the finite element method.

The study’s findings reveal significant improvements over the minimum bending energy method. Results show that the structural displacement and internal force are within constraints, the maximum bending moment of the main girder decreases, resulting in smoother linear shape and more even internal force distribution. Additionally, the tower top offset decreases, and the bending moment change at the tower-beam junction is reduced. Moreover, diagonal cable force and cable force increase uniformly with cable length growth.

The improved particle swarm algorithm offers simplicity, effectiveness, and practicality in optimizing bridge-forming cable-staying force. It eliminates the need for arbitrary manual cable adjustments seen in traditional methods and effectively addresses the optimization challenge in asymmetric cable-stayed bridges.

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.

This study investigates the relationship between leaders’ collectivist orientation and employees’ innovative behavior, as well as the mediating effects of employees’ collectivist orientation and servant leadership.

Based on a survey of 40 leaders and 219 employees in 12 technologically innovative enterprises in Jiangsu Province, China, a hierarchical linear modeling is used.

The results show that leaders’ collectivist orientation significantly positively affects employees’ innovative behavior. Moreover, leaders’ collectivist orientation significantly positively affects employees’ collectivist orientation/servant leadership, employees’ collectivist orientation/servant leadership significantly positively affects employees’ innovative behavior, and employees’ collectivist orientation/servant leadership partially mediates the relationship between leaders’ collectivist orientation and employees’ innovative behavior.

In response to the lack of research on the relationship between leadership cultural orientation and employees’ innovative behavior, this study sheds light on the effectiveness and mechanism of the influence of leaders’ collectivist orientation on employees’ innovative behavior, thus expanding and deepening the boundaries of theoretical research on leadership, culture and innovation management.