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The purpose of this article is to examine the antecedents and consequences of organizational silence and employee silence to determine whether these two concepts should be distinguished rather than used interchangeably in research.

This study conducted a systematic literature review of 79 studies on organizational silence and 113 on employee silence, leading to three major findings.

First, this study shows that organizational silence is a collective phenomenon and employee silence occurs at the individual level; therefore, indicating they should be treated as two distinct concepts. Second, both types of silence are influenced by contextual factors (internal and external) and leadership. Third, organizational silence impacts both individual and organizational outcomes, whereas employee silence mainly affects an individual’s psychological health and performance.

This research clarifies the distinction between organizational silence and employee silence, offering guidance for researchers on how to approach these concepts. It also highlights the critical need to address workplace silence and the potential harm it may cause to both organizational and individual well-being if left unaddressed. Furthermore, this research supports organizational leaders and human resource developers in fostering a healthier work culture, improving performance and driving continuous improvement.

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 this paper is to study the importance of image data in hotel selection-recommendation using different types of cognitive features and to explore whether there are reinforcing effects among these cognitive features.

This study represents user-generated images “cognitive” in a knowledge graph through multidimensional (shallow, middle and deep) analysis. This approach highlights the clustering of hotel destination imagery.

This study develops a novel hotel selection-recommendation model based on image sentiment and attribute representation within the construction of a knowledge graph. Furthermore, the experimental results show an enhanced effect between different types of cognitive features and hotel selection-recommendation.

This study enhances hotel recommendation accuracy and user satisfaction by incorporating cognitive and emotional image attributes into knowledge graphs using advanced machine learning and computer vision techniques.

This study advances the understanding of user-generated images’ impact on hotel selection, helping users make better decisions and enabling marketers to understand users’ preferences and trends.

This research is one of the first to propose a new method for exploring the cognitive dimensions of hotel image data. Furthermore, multi-dimensional cognitive features can effectively enhance the selection-recommendation process, and the authors have proposed a novel hotel selection-recommendation model.

In recent decades, emerging market multinational enterprises (EMNEs) have predominantly adopted a big step internationalization strategy to expand their business overseas. This study aims to examine the effect of big step internationalization on the speed of subsequent foreign direct investment (FDI) expansion for EMNEs. The authors also investigate the potential boundary conditions.

The authors use the random effects generalized least squares (GLS) regression following a hierarchical approach to analyze the panel data set conducted by a sample of publicly listed Chinese firms from 2001 to 2012.

The findings indicate that implementing big step internationalization in the initial stages accelerates the speed of subsequent FDI expansion. Notably, the authors find that this effect is more pronounced for firms that opt for acquisitions as the entry mode in their first big step internationalization and possess a board of directors with strong political connections to their home country’s government. In contrast, the board of director’s international experience negatively moderates this effect.

This study provides insights into our scholarly and practical understanding of EMNEs’ big step internationalization and subsequent FDI expansion speed, which offers important implications for firms’ decision-makers and policymakers.

This study extends the internationalization theory, broadens the international business literature on the consequences of big step internationalization and deepens the theoretical and practical understanding of foreign expansion strategies in EMNEs.

This study aims to provide data references for deposit cleaning, fuel formulation and lubricant formulation.

The engine disassembly procedure was carried out based on the IO540 operation manual part number 60297-10-1-7 document. Except for the normal disassembly and assembly of the engine and the measurement of parts, the main test contents included break-in run operation, cylinder pressure test, oil consumption run, pretest calibration run, post-test calibration test and the most critical endurance test. The Lycoming IO-540-V4V5 engine and the customized Hartzell CK319 propeller were selected for the test run.

The deposits were mainly composed of C, O, B, Al, Br and Pb, which were mainly sourced from fuel, lubricating oil and body materials. XPS analysis showed that the presence of O determined the richness of the deposit components, giving the deposit structure with organic and inorganic components.

This work provides certain data support and reference for subsequent aircraft maintenance, fuel formula and lubricating oil formula. The long-term stability and safety of the aircraft run can be ensured through continuous research, improvement and optimizing the operating of the engine.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-08-2024-0300/

Project-based temporary organizations, as an efficient organizational form for the execution of complex and innovative tasks, encounter challenges in fostering the effectiveness of inter-organizational cooperation within their temporary, uncertain, and dynamic nature. Although change-oriented organizational citizenship behaviors are recognized for promoting organizational relationships and performance in changing contexts, research in temporary organizational settings remains sparse. This study diverges from the majority concentrating on change-oriented behaviors on intra-organizational leader-employee relations and behaviors, aiming to propose a dynamic adaptive capacity of organizational leaders and explore how leadership capabilities and organizational climate shape their change-oriented organizational citizenship behaviors at inter-organizational level.

Developing a person-organization fit model tailored for complex and dynamic organizational settings, using survey data from 225 leaders with project cooperative experience and structural equation modeling for empirical analysis.

This study reveals the direct positive influences of organizational leaders’ dynamic adaptive capacity on their changed-oriented organizational citizenship behaviors. And, change self-efficacy, as a mediating psychological trait, enhances the positive relation between dynamic adaptive capacity and changed-oriented organizational citizenship behaviors. The findings also highlight person-organization interactions, where organizational justice, acting as a situational and moderating factor, has a positive yet disruptive effect on the relationship between dynamic adaptive capacity, change self-efficacy, and changed-oriented organizational citizenship behaviors.

This research enriches the mechanisms linking dynamic managerial capability in organizational leadership to citizenship behaviors at the micro-level, providing valuable insights for the management and development of temporary cross-organizational cooperation.

Customer value co-creation behavior is promising but undertheorized. To bridge this gap, this study examines the viability of a social cognitive theory positing that customers' value co-creation behavior is shaped by their co-creation experience, self-efficacy, and engagement.

Using healthcare as a case, a stratified random sample comprising 600 patients from 40 hospitals across eight metropolitan cities in an emerging economy was acquired and analyzed using co-variance-based structural equation modeling (CB-SEM).

Customers' co-creation experience has a positive impact on their co-creation self-efficacy, co-creation engagement, and value co-creation behavior. While co-creation self-efficacy and engagement have no direct influence on value co-creation behavior, they do serve as mediators between co-creation experience and value co-creation behavior, suggesting that when customers are provided with a co-creation experience, it enhances their co-creation self-efficacy and engagement, ultimately fostering value co-creation behavior.

A theory of customer value co-creation behavior is established.

The purpose of this study is to detect the bolt loosening under conditions of impact loading with a low-cost self-powered triboelectric nanogenerator sensor.

In this work, an Al/PTFE-based triboelectric nanogenerator (AP-TENG) is used as a sensor. A pendulum impact device and a force hammer were used to apply the impact loads. The bolt status and the applied torque can be monitored under impact loading conditions by using the output voltage results of the AP-TENGs.

The output voltage results of the current AP-TENG sensor under five different bolt torques, i.e. from 0.5 to 2.5 N m, were measured. The measurements revealed that a thicker buffer layer significantly contributed to the generation of higher voltages. Besides, the AP-TENG was also used to light ten commercial green LEDs in series, and the brightness of the LEDs was high enough even for the daytime, which showed that it can be used as the alarm device. In addition, a sudden loose test was also carried out, and the obvious voltage spikes can be seen without the external impact. The force hammer impact tests have expanded the application scope of the AP-TENG in the bolt loosening detection.

The bolt loosening monitoring is important and useful for the safe operation. The application of TENG technology for detecting bolt loosening remains relatively unexplored. In addition, ten commercial green LEDs can be driven by the AP-TENG sensor, which can be used for the early warning of the bolted loosening status.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-06-2024-0216/

Given the workplace’s reinvention to accommodate the global pandemic’s novel conditions, knowledge hiding (KH) behaviour in knowledge-intensive organisations must be examined from a fresh perspective. In this context, the relationship between workplace ostracism (WO) as KH’s antecedent and quiet quitting (QQ) as its consequence is undertaken via the mediating role of KH behaviour among knowledge workers (KWs).

Through stratified sampling, data from 649 KWs is obtained to test the model. Partial least squares structural equation modelling (PLS-SEM) using SMART-PLS 4.0. software establishes a significant influence of WO on KH and QQ. KH significantly mediates the relationship between WO and QQ, highlighting its critical intermediary role PLSPredict evaluates the model’s predictiveness. WO and KH’s effects on QQ are examined using necessity logic by collectively applying PLS-SEM and necessary condition analysis (NCA).

The model wherein WO plays a significant role in increasing KH and QQ, with KH as a partial mediator in the relationship, has high predictive relevance. Moreover, NCA confirms WO as the key predictor variable that provides variance in QQ, followed by KH. The Importance-performance map analysis technique supports the study’s managerial implications.

This study enriches QQ’s emerging literature by empirically identifying its antecedents-WO and KH. Methodologically, this paper gives a model for using PLS-SEM and NCA together in relation to QQ by identifying WO as its necessary condition. Evidence of selected constructs’ interrelationships may help organisations draft leadership programmes to curtail KH and QQ behaviour.

The paper examines how local governments’ responses to citizens’ complaints about environment issues are affected when the complaints involve conflicting goals, particularly economic versus environmental goals. This study focuses on the responsiveness of provincial governments to citizen environmental complaints on the Local Leader Message Board (LLMB) in China.

This study collected 125,364 environment-related complaints lodged by citizens on the LLMB from 2013 to 2021 and identified complaints embodying conflicting goals through a Structural Topic Model (STM). Advanced supervised machine learning (ML) algorithms were employed to enhance the robustness of the findings.

The results indicate that provincial governments prioritize citizens’ complaints across different types of issues. However, complaints embodying conflicting goals (related to environmental issues) are less likely to get a response. This relationship is moderated by an inverted U-shaped effect of economic dependence on industries. This suggests that the impact of conflicting goals on government responsiveness is dynamic, with the likelihood of provincial governments responding to conflicting complaints initially increasing and then decreasing as economic dependence on industries rises.

The findings enrich the understanding of the consequences of conflicting goals by highlighting their potential as a mechanism to explain the strategic reactions of governments to citizens.