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The purpose of the study was to investigate both the positive and negative effects of workplace loneliness on innovative behavior. By applying the unified theory on contingencies of self-worth, the study aimed to integrate these effects into a single framework, thereby confirming the presence of the double-edged sword effect of workplace loneliness on innovative behavior.

A survey was conducted among enterprises across China, involving 246 employees. Hierarchical regression analysis was utilized to test the moderating hypotheses. Additionally, the mediating effects and the moderated mediation effects were further explored using the bootstrapping method.

The results indicated that workplace loneliness positively influenced innovative behavior through the desire to prove ability, with the promotion regulatory focus enhancing this relationship. Conversely, workplace loneliness negatively influenced innovative behavior through self-handicapping, with the prevention regulatory focus intensifying this relationship.

The findings revealed that workplace loneliness exerts a double-edged effect on innovative behavior. Lonely employees can enhance their sense of self-worth by engaging in domain switching, thereby alleviating feelings of loneliness.

The research confirmed a novel perspective: workplace loneliness can promote innovative behavior by influencing employees’ desire to prove ability. It also revealed the double-edged sword effect of workplace loneliness on innovative behavior. Based on these findings, employees experiencing loneliness can enhance their self-worth and alleviate feelings of loneliness through domain switching.

The purpose of this study is to investigate the influence of rotational speed on the oil film stability of the hydrostatic rotary table having double rectangular oil pads. The oil film stability is evaluated based on the oil film stiffness under constant load condition and the displacement response amplitude of the oil film under disturbance load condition.

The oil film stability theoretical equations of the double rectangular oil cavity are deduced such as oil film stiffness, damping and dynamic equations. A simulation model is developed to analyze the relationship among oil film temperature, oil film pressure fields and oil film stability. The user-defined function programs are used to control the rotational speed, lubricant viscosity and oil film thickness during the simulation. In addition, an experimental rig is built to test the simulation results.

This study shows that oil film stability decreases with increasing rotational speed under constant load and disturbance load. The trend of oil film stability decreased slowly within 30 r/min, and then rapidly. However, since the hydrodynamic pressure effect, the decrease rate of stability is mitigated under constant load and high rotational speeds.

The conclusions can provide a theoretical basis for improving the oil film stability of machines with similar hydrostatic support structure.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-07-2024-0267/

To investigate the influence of vehicle operation speed, curve geometry parameters and rail profile parameters on wheel–rail creepage in high-speed railway curves and propose a multi-parameter coordinated optimization strategy to reduce wheel–rail contact fatigue damage.

Taking a small-radius curve of a high-speed railway as the research object, field measurements were conducted to obtain track parameters and wheel–rail profiles. A coupled vehicle-track dynamics model was established. Multiple numerical experiments were designed using the Latin Hypercube Sampling method to extract wheel-rail creepage indicators and construct a parameter-creepage response surface model.

Key service parameters affecting wheel–rail creepage were identified, including the matching relationship between curve geometry and vehicle speed and rail profile parameters. The influence patterns of various parameters on wheel–rail creepage were revealed through response surface analysis, leading to the establishment of parameter optimization criteria.

This study presents the systematic investigation of wheel–rail creepage characteristics under multi-parameter coupling in high-speed railway curves. A response surface-based parameter-creepage relationship model was established, and a multi-parameter coordinated optimization strategy was proposed. The research findings provide theoretical guidance for controlling wheel–rail contact fatigue damage and optimizing wheel–rail profiles in high-speed railway curves.

This study sought to examine the interactional effect of emotional intelligence (EI) and supervisory support (SS) in the relationship between leader–member exchange (LMX) and work–family conflict (WFC).

The study adopted the survey research design, where 286 employees in the Ghanaian financial services sector were sampled for this study. The data retrieved from the respondents were quantitatively analyzed using descriptive and inferential statistics with the aid of IBM SPSS Statistics (Version 26.0), SmartPLS (Version 4.0) and the Hayes PROCESS macro.

As hypothesized, this study revealed that LMX positively and significantly relates to WFC, while EI and SS significantly moderated the relationship between LMX and WFC.

The findings of this study revealed the need for organizations to develop and implement policies that promote good leadership among employees.

This study fills the research gap in the Ghanaian financial service sector regarding the moderating effect of supervisory support and emotional intelligence in the nexus between leader–member exchange and employees’ work–family conflict.

This study aims to propose a cooperative adhesion control method for trains with multiple motors electric locomotives. The method is intended to optimize the output torque of each motor, maximize the utilization of train adhesion within the total torque command, reduce the train skidding/sliding phenomenon and achieve optimal adhesion utilization for each axle, thus realizing the optimal allocation of the multi-motor electric locomotives.

In this study, a model predictive control (MPC)-based cooperative maximum adhesion tracking control method for multi-motor electric locomotives is presented. Firstly, train traction system with multiple motors is constructed in accordance with Newton’s second law. These equations include the train dynamics equations, the axle dynamics equations, and the wheel-rail adhesion coefficient equations. Then, a new MPC-based multi-axle adhesion co-optimization method is put forward. This method calculates the optimal output torque through real-time iteration based on the known reference slip speed to achieve multi-axle co-optimization under different circumstances.

This paper presents a MPC system designed for the cooperative control of multi-axle adhesion. The results indicate that the proposed control system is able to optimize the adhesion of multiple axles under numerous different conditions and achieve the optimal power distribution based on the reduction of train skidding/sliding.

This study presents a novel cooperative adhesion tracking control scheme. It is designed for multi-motor electric locomotives, which has rarely been studied before. And simulations are carried out in different conditions, including variable surfaces and motor failing.

This study aims to use psychological contract theory to explore the substantial impact of illegitimate tasks on the well-being of hospitality employees. It also examines the mediating role of psychological contract breach and the moderating role of employee emotional intelligence within the proposed moderated mediation model.

Data were collected from 338 hospitality employees in Guangdong, China, and the hypotheses were examined through hierarchical regression analysis.

The results revealed that illegitimate tasks could negatively impact employee well-being through psychological contract breach. Furthermore, employee emotional intelligence was confirmed as a critical moderator that buffers the negative impact of illegitimate tasks on psychological contract breach.

This research offers novel insights into the dynamics affecting hospitality employee well-being by framing illegitimate tasks within psychological contract theory. It identifies the critical conditions under which employees’ well-being is impacted, thus broadening the understanding of employee–organization interactions.

The purpose of this paper is to integrate job demands–resources theory with core self-evaluation theory to examine how and when sustainable project leadership stimulates sustainable project performance. Psychological empowerment is used as a mechanism between sustainable project leadership and sustainable project performance, whereas core self-evaluation acts as a moderator between sustainable project leadership and psychological empowerment.

This study adopts a time-lagged two-phase approach to collecting data from 257 software engineers working in medium-sized and large companies in the Polish financial sector.

This study reveals the direct and indirect (through psychological empowerment) effects of sustainable project leadership on sustainable project performance. It also confirms that the “sustainable project leadership–psychological empowerment” relationship strengthens with increasing level of project team members’ core self-evaluation.

This article explores a unique research framework. It significantly enriches the literature on sustainable project management, increasing the understanding of effective leadership practices that address the needs of software engineering teams to support sustainable project performance.

This study aims to examine the relationships between organizational culture, employee loyalty, trust and job satisfaction within the Lebanese health-care sector. It addresses the critical need to improve employee retention and organizational performance in a context marked by economic instability and political uncertainty. By analyzing data from 270 health-care professionals, the study aims to explore how different aspects of organizational culture – such as transparency, supportiveness and ethical leadership – affect employee trust and satisfaction. These factors, in turn, play a significant role in enhancing employee loyalty, which is crucial for reducing turnover and ensuring the stability of health-care services.

The research used a quantitative methodology, gathering data from 270 health-care professionals across various private health-care institutions in Lebanon. A structured survey was used, and responses were analyzed using structural equation modeling (SEM) to test the proposed hypotheses. The SEM approach was chosen for its ability to evaluate both measurement and structural models, ensuring robust validation of the theoretical framework. Partial least squares (PLS-SEM) was specifically applied, given its suitability for smaller sample sizes and complex models. After screening and cleaning the data, the final sample size was 270, ensuring a representative and accurate analysis.

The research findings reveal that a strong organizational culture significantly enhances employee loyalty, mediated by higher levels of trust and job satisfaction. Cultures characterized by transparency, supportiveness and ethical leadership are shown to build trust among employees, which directly contributes to greater job satisfaction. This satisfaction, in turn, plays a crucial role in strengthening employee loyalty, helping to reduce turnover rates and maintain organizational stability. The study underscores the importance of fostering a positive corporate culture as a strategic tool in health-care settings, particularly in challenging environments like Lebanon, to improve both employee engagement and overall performance.

This study offers originality by focusing on the underexplored Lebanese health-care sector, particularly in the context of organizational culture’s impact on employee loyalty, trust and job satisfaction. While much research has been conducted in more stable economies, this study addresses the unique socio-economic challenges faced by health-care institutions in Lebanon, including political instability and economic volatility. By using SEM, the research provides new insights into the critical role of transparent, supportive and ethically driven organizational cultures in enhancing employee engagement and retention. These findings offer both theoretical contributions and practical applications for similar sectors globally.

This paper aims to provide a critical reflection on the impact of the gig economy on the hospitality workforce. The impact of the gig economy on hospitality workforce management is explored, with the paper delving into both theoretical insights and practical implications.

This paper offers reflections on the emerging trend of the gig economy and its impacts on the hospitality workforce, based on evidence collected from the selected literature, industry report and authors’ personal reflections. A micro-meso-macro analytical framework was also applied to assist authors in building the arguments and propositions.

The findings not only revealed the impacts of the gig economy on the hospitality workforce at micro-meso-macro levels but also underscored its close relationships with various concepts in the hospitality management literature. Both future research directions and practical implications are provided.

Amid the gig economy’s transformative influence, stakeholders must continually innovate for an empowering and secure work environment. A holistic approach is necessary to establish a harmonious gig ecosystem, ensuring fair treatment, benefits and protection for workers while fostering growth and well-being.

Throughout the paper, a critical reflection on the impact of the gig economy on the hospitality workforce is presented, along with suggestions for coping with current labor issues in hospitality and tourism. Future research directions are outlined.

Because the food service industry is more dependent on customer contact and human resources than other industries, it is crucial to understand the factors influencing employee job satisfaction to ensure that employees provide satisfactory service to customers. However, few studies have incorporated employee reviews of job portals into their research. Many job seekers tend to trust company reviews posted by employees on job portals based on the information provided by the company itself. Thus, this study utilized company reviews and job satisfaction ratings from employees in the food service industry on a job portal site, Job Planet, to conduct mixed-method research.

For qualitative research, we applied the Latent Dirichlet Allocation (LDA) model to food service industry company reviews to identify 10 job satisfaction factors considered important by employees. For quantitative research, four algorithms were used to predict job satisfaction ratings: regression tree, multilayer perceptron (MLP), random forest and XGBoost. Thus, we generated predictor variables for six cases using the probability values of topics and job satisfaction ratings on a five-point scale through LDA and used them to build prediction algorithms.

The analysis showed that algorithm accuracy performed differently in each of the six cases, and overall, factors such as work-life balance and work environment have a significant impact on predicting job satisfaction ratings.

This study is significant because its methodology and results suggest a new approach based on data analysis in the field of human resources, which can contribute to the operation and planning of corporate human resources management in the future.