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Building on the social capital theory of career success (SCT), this paper aims to explore how and when newcomers’ overqualifications can grant them positions as informal leaders within the workgroup over time.

The model was tested using a social relations modeling analysis conducted using a three-wave survey with 242 newcomers in Macau.

The results support the view that relatively qualified newcomers can enjoy social capital advantages in workgroup networks. Newcomers’ desired qualifications can grant them positions as informal leaders through leader–member exchange and advice network centrality. These relationships are moderated by relational dissimilarity, such that the benefits of being relatively overqualified will be weakened when relational dissimilarity is high (vs. low).

When assisting overqualified newcomers in integrating into their teams, practitioners shall be aware of the time and resources that new hires require for adjustment, especially when significant newcomer–veteran relational dissimilarity exists.

The present paper challenges the overtly detrimental outcomes of overqualification by highlighting the positive relational implications of being relatively overqualified.

Construction workers’ safety compliance is attracting considerable critical attention as it plays a decisive role in improving safety on construction sites. This study applied the concept of differentiating safety compliance into deep compliance (DC) and surface compliance (SC) and relied on trait activation theory to investigate the effects of situational awareness (SA) and emotional intelligence (EI) on safety compliance.

Cross-sectional survey data were collected from 239 construction workers in Australia, and these responses were statistically analyzed using the partial least squares structural equation modeling (PLS-SEM) to validate the proposed model.

Results revealed that both EI and SA positively impacted DC and negatively impacted SC. Moreover, SA partially mediated the link between EI and two types of safety compliance (DC and SC). The outcomes showed that construction workers’ ability in regulating their emotions could influence their perception of environmental cues and the effectiveness of safety compliance behavior.

This study sheds light on investigating the antecedents of DC and SC from the perspective of trait activation theory. The findings also have practical implications, stating that construction site managers or safety professionals should consider providing training on construction workers’ EI and SA to enhance their willingness to expend conscious efforts in complying with safety rules and procedures, which can lead to improved safety outcomes.

The purpose of this paper is to investigate the impact of top management team (TMT) stability on firm internationalization speed, identifying the mediating role of corporate social responsibility (CSR) and moderating the role of institutional distance.

Based on a sample of Chinese companies from 2005 to 2020. This article used ordinary least squares to empirically test the impact of TMT stability on firm internationalization speed.

Our main findings show that the more stable the TMT, the faster the internationalization speed of the enterprise. CSR mediates the influence of the TMT stability and firm internationalization speed, that is, the stable TMT is more willing to make decisions to assume more CSR based on the long-term sustainable development of the enterprise, thus influencing the firm internationalization speed. The greater institutional distance between the home country and the host country, the stronger the positive impacts of CSR on the firm internationalization speed.

This paper is of reference significance for enterprises to rationally formulate corporate internationalization strategies. We call on multinational enterprises (MNEs) to pay more attention to the TMT stability and the important role of CSR in the internationalization of enterprises in emerging economies.

This paper aims to explore how psychological perceptions and family situations drive women into necessity- or opportunity-based female entrepreneurship (NBFE or OBFE) and the moderating role of gender equality.

This study adopts multilevel logistic regression analysis to examine relationships based on a sample of 6,843 women across eight developing countries drawn from the Global Entrepreneurship Monitor (GEM).

The findings suggest that capability and opportunity perceptions positively affect NBFE and OBFE. Family responsibility burden positively affects NBFE and has a U-shaped relationship with OBFE. Household income negatively affects NBFE but positively affects OBFE. Gender equality weakens the U-shaped relationship between family responsibility burden and OBFE but strengthens the positive relationship between capability perception and NBFE and between opportunity perception and NBFE.

The study highlights the need for targeted policies and support that consider the distinct antecedents and mechanisms of NBFE and OBFE, as well as the importance of promoting gender equality and entrepreneurial education to empower women in their entrepreneurial endeavors. A limitation of this study is the reliance on older data from the GEM, which may not fully capture the current dynamics of developing societies. While the study provides valuable insights, future research should incorporate more recent data to enhance the applicability of the results.

This study deepens the understanding of antecedents of NBFE and OBFE, breaking through the existing literature that neglects the heterogeneity of female entrepreneurship (FE).

This paper aims to investigate the factors influencing men’s purchase intentions for skincare products, particularly focusing on the evolving attitudes toward masculinity, grooming and self-care. The study seeks to identify dimensions such as self-image, health concerns, masculinity and perceptions regarding skincare, along with the impact of social media use on men’s skincare purchase intentions.

The research uses an online questionnaire to gather data from 178 valid responses. The collected data is analyzed using partial least squares structural equation modeling.

The results reveal that men’s skin health concerns significantly impact their purchase intention for skincare products. Self-image concerns and perceptions regarding skincare also emerge as influential determinants in shaping men’s purchasing decisions. Conversely, health concerns and social media platform use do not directly influence skincare purchase intention. Notably, self-image completely mediates the relationship between men’s social media usage and their intention to purchase skincare products.

The data is based on responses from an online questionnaire, which may introduce biases. In addition, the research focuses on specific personal variables and social media use, potentially overlooking other influential factors.

By recognizing the importance of men’s skin health concerns, self-image and perceptions regarding skincare, cosmetic companies can tailor marketing strategies to effectively target key dimensions to enhance sales of skincare products among men.

In a broader societal context, this research contributes to the ongoing evolution of attitudes. By identifying influential factors in men’s skincare purchase intention, the study sheds light on changing societal norms and perceptions. Acknowledging these shifts can lead to a more inclusive understanding of masculinity and contribute to breaking traditional stereotypes related to men’s grooming practices.

This research contributes to the understanding of men’s skincare purchase intention by exploring dimensions such as self-image, health concerns, masculinity and perceptions regarding skincare, in conjunction with the impact of social media use. The findings provide valuable insights, expanding on previous studies on men’s attitudes toward skincare products. The identification of self-image as a complete mediator is a novel contribution.

This study provides a comprehensive overview of the research landscape of Kansei engineering (KE) within the domain of emotional clothing design. It explores the pivotal technologies, challenges and potential future directions of KE, offering application methodologies and theoretical underpinnings to support emotional clothing design.

This study briefly introduces KE, outlining its overarching research methodologies and processes. This framework lays the groundwork for advancing research in clothing Kansei. Subsequently, by reviewing literature from both domestic and international sources, this research initially explores the application of KE in the design and evaluation of clothing products as well as the development of intelligent clothing design systems from the vantage point of designers. Second, it investigates the role of KE in the customization of online clothing recommendation systems and the optimization of retail environments, as perceived by consumers. Finally, with the research methodologies of KE as a focal point, this paper discusses the principal challenges and opportunities currently confronting the field of clothing Kansei research.

At present, studies in the domain of clothing KE have achieved partial progress, but there are still some challenges to be solved in the concept, technical methods and area of application. In the future, multimodal and multisensory user Kansei acquisition, multidimensional product deconstruction, artificial intelligence (AI) enabling KE research and clothing sales environment Kansei design will become new development trends.

This study provides significant directions and concepts in the technology, methods and application types of KE, which is helpful to better apply KE to emotional clothing design.

Over the past decade, artificial intelligence (AI) technologies have rapidly advanced organizational management, with many organizations adopting AI-based algorithms to enhance employee management efficiency. However, there remains a lack of sufficient empirical research on the specific impacts of these algorithmic management practices on employee behavior, particularly the potential negative effects. To address this gap, this study constructs a model based on the psychological ownership theory, aiming to investigate how algorithmic management affects employees’ knowledge hiding.

This study validates the model through a situational experiment and a multi-wave field study involving full-time employees in organizations implementing algorithmic management. Various analytical methods, including analysis of variance, regression analysis and path analysis, were used to systematically test the hypotheses.

The study reveals that algorithmic management exerts a positive indirect influence on knowledge hiding through the psychological ownership of personal knowledge. This effect is particularly pronounced when employees have lower organizational identification, highlighting the critical role of organizational culture in the effectiveness of technological applications.

This study is among the first empirical investigations to explore the relationship between algorithmic management and employee knowledge hiding from an individual perception perspective. By applying psychological ownership theory, it not only addresses the current theoretical gap regarding the negative effects of algorithmic management but also provides new theoretical and empirical support for the governance and prevention of knowledge hiding within organizations in the context of AI algorithm application. The study highlights the importance of considering employee psychology (i.e. psychological ownership of personal knowledge) and organizational culture (i.e. organizational identification) under algorithmic management. This understanding aids organizations in better managing knowledge risks while maximizing technological advantages and effectively designing organizational change strategies.

Using social exchange theory, this paper explores the relationship between supervisor perceived organizational support and supervisor developmental feedback. It verifies the mediating role of supervisor felt obligation to organization and the moderating role of supervisor core self-evaluation in this relationship.

A two-wave survey sampling method was applied to collect 247 pieces of paired data (supervisors-new employees) in organizations in China.

The results show that supervisor felt obligation to organization mediates the relationship between supervisor perceived organizational support and supervisor developmental feedback. The findings suggest that a high level of supervisor core self-evaluation strengthens the relationship between supervisor perceived organizational support and supervisor felt obligation to organization and then facilitates supervisor developmental feedback.

This study combines two perspectives, organizational factor and supervisor trait, to reveal the occurrence mechanism of supervisor developmental feedback and complements the research on the influencing factors of supervisor developmental feedback. In addition, it provides some theoretical guidance and practical insights into how organizations can motivate supervisors to provide developmental feedback to new employees.

The effects of gendered views on employee voice are of great importance for knowledge sharing within public universities. Yet, they are still neglected by current human resource management and entrepreneurship literature. While strengthening themselves by reinforcing the strengths and opportunities, public universities can generate entrepreneurial opportunities through various knowledge-sharing mechanisms, including social networks and employee voice. This became a crucial lever for public universities to leverage competitive advantages and to support entrepreneurial activities through network knowledge-based sharing. For this purpose, this study aims to examine the various aspects of entrepreneurship via the voice of employees, emphasizing the moderating effect of gender and the mediating role of social networks on the link between employee voice and the entrepreneurial atmosphere of universities.

The authors collected survey data from a cross-sectional sample of 335 employees engaged in entrepreneurship activities within public universities in an emerging economy context and analyzed the data using partial least squares structural equation modeling (PLS-SEM) with the Smart-PLS software.

The PLS-SEM analysis found that different dimensions of the university entrepreneurial climate (communication, knowledge sharing and innovative climate) positively impact members’ voices within public universities. This effect is amplified by social networks, which are crucial for spreading knowledge among faculty, thereby fostering a more open and collaborative academic environment.

When acting, the university top management team should encourage the generation and dissemination of entrepreneurial ideas to nurture a dynamic entrepreneurial atmosphere and social involvement, ultimately supporting sustainable competitive advantages through a culture of strategic knowledge sharing. The results have practical implications for university managers, entrepreneurship education actors, administrators, policymakers and entrepreneurial ecosystem actors, by demonstrating how social networks can amplify the dissemination of ideas and entrepreneurial spirit.

This research explores how entrepreneurship and social networks can help faculty members have a stronger influence in academic settings. It also fills in the gaps in knowledge about how human resource management and entrepreneurship can work together to create a more communicative and innovative academic environment. Additionally, this study brings new ideas to existing literature by looking at how gender differences can affect employee voice, particularly emphasizing the importance of women in leadership roles at universities. This study is also the first to delve into how entrepreneurship and social networks, along with gender perceptions, play a role in shaping the voice of employees in a public university.

This study aims to propose a research model that emphasizes the moderating influence of ethical leadership (ELS) and the link between socially responsible human resource management (SRHRM) and leaders’ eco-helping behavior (LEH) in the aviation industry.

The authors used a time-lag research design. Data were gathered from 397 respondents working for aviation companies in Vietnam and analyzed using SmartPLS 4.0.

The findings show that SRHRM has a beneficial effect on LEH through employees’ voluntary workplace green behavior (EVB). Based on social cognitive theory, this study developed a theoretical model of how SRHRM influences LEH through EVB. The authors discovered that SRHRM increased LEH and that EVB mediated this favorable relationship. Furthermore, the results demonstrate that ELS mitigates the indirect impact of SRHRM on LEH via EVB.

Future studies should assess constructs with numerous observations across time, with a larger sample size and in different industrial settings.

Volunteerism is one of the most important values in the aviation industry given that it is vulnerable to practices such as overbooking, delaying, postponing flights and pressure weather.

This study emphasized the impact of SRHRM and ELS on LEH while fulfilling their professional obligations. EVB may be best positioned to mediate the relationship between SRHRM and LEH.