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Based on the team conflict theory and organizational learning theory, this study aims to discuss the two different types of conflicts of the top management team (TMT) on the different mechanisms of exploratory learning behavior of firms, and, based on the perspective of CEO-TMT (CEO – chief executive officer) interface, the different moderating effects caused by different CEO leadership styles are clarified.

Using the sample of 193 firms’ samples with multi-source data, the authors take an empirical test of the theoretical framework.

The effect of task conflict on exploratory learning behavior was insignificant, and relationship conflict had a positive effect on exploratory learning behavior. However, when CEO’s transformational leadership level was high, or transactional leadership level was low, there existed “bathtub curve” relationship between task conflict and exploratory learning behavior, and the relationship conflict under these conditions strengthened exploratory learning behavior. When CEO’s transactional leadership level was high, or transformational leadership level was low, there existed the inverted U-shaped relationship between task conflict and exploratory learning behavior, and the relationship conflict under such conditions weakened exploratory learning behavior.

First, the authors challenge the assumption of linear mechanism of task conflict, trying to build the mechanism of curve hypothesis, and the nonlinear explanation might be able to integrate the inconsistent results in the existing literature. Second, according to the inconsistent results of relationship conflict in existing literature, this study takes perspective of the CEO-TMT and introduces CEO leadership behavior as a moderating variable to test the moderating effect of CEO leadership and clarifies the boundary conditions of TMT conflicts.

Based on social information processing theory, this paper aims to explore how and when leader self-deprecating humor may spark subordinate learning from failure. The authors cast perspective taking as a novel explanatory mechanism for this indirect effect, and further consider leader–member exchange as a boundary condition of the relationship.

The authors tested the hypotheses by conducting a multiwave and multisource survey of 604 members from 152 teams in a Chinese high-technology company.

Results of multilevel path analyses demonstrate that leader self-deprecating humor positively influences subordinate learning from failure via perspective taking. Further, this mediation effect is stronger at higher levels of leader–member exchange.

This study contributes to the theoretical understanding of the relationship between leader self-deprecating humor and subordinate learning from failure. However, the research design was not longitudinal or experimental, and thus the authors were unable to make strong inferences about absolute causality.

The work yields useful insights for practitioners aiming to encourage subordinates to learn from failure.

This study provides evidence that leader self-deprecating humor can stimulate subordinate learning from failure via perspective taking, and the indirect effect is further strengthened by leader–member exchange. The findings offer new directions for research on leader self-deprecating humor and learning from failure.

This study aims to explore the effect of leader self-deprecating humor on subordinate learning from failure by considering task reflexivity as an explanatory mechanism and leader–subordinate value congruence as a boundary condition.

We conducted a multi-wave survey of 342 members from 61 teams in a large research institute in China. Given the nested data, we used multilevel path analysis to test our moderated mediation model.

The results show that leader self-deprecating humor has positive indirect effects on subordinate learning from failure via task reflexivity, and this mediation effect is stronger when leader–subordinate value congruence is higher.

This study extends the literature on learning from failure by illustrating how leader self-deprecating humor can influence subordinates’ learning from failure in the innovation context.

This study aims to investigate how individual career management (ICM) affects career success in Chinese organizations. Leader emergence was examined through the theoretical lens of implicit leadership theory as a mediating mechanism of this relationship. In addition, leadership self-efficacy and organizational warmth were analyzed jointly as boundary conditions strengthening the relationship between ICM and leader emergence.

To avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 765 questionnaires were distributed and 424 usable questionnaires were collected. Mplus version 8.3 was used to test the hypothesized relationships.

Findings indicated that ICM is positively related to subjective career success and objective career success via leader emergence. Moreover, leadership self-efficacy and organizational warmth jointly moderate the relationship between ICM and leader emergence.

Based on implicit leadership theory, this study identifies leader emergence as a critical mechanism explaining the positive impact of ICM on career success in the Chinese context. Lastly, results stress the simultaneous need for leadership self-efficacy and organization warmth, which can promote high-ICM employees to emerge as leaders.

The purpose of this paper is to examine how different conflict‐handling approaches moderate the relationship between conflicts and TMT as well as firm performance by adopting the Thomas terminology.

CEOs, TMT members, and lower‐level employees of 200 firms in the telecommunication industry in Mainland China were surveyed. Survey data collected from 123 CEOs, 442 TMT members, and 894 employees and archival data of firm performance were matched for hierarchical regression modeling (HRM) analyses.

Results show relationship conflict reduces team cohesiveness and both relationship and task conflicts are negatively related to firm performance. With relationship conflict, the results show using compromising approach could help reduce its negative effects on TMT cohesiveness and firm performance; but avoiding either type of conflict will undermine both team and firm outcomes. Accommodating approach does not have significant moderating effect on conflict‐outcome relationships.

The study reveals some interesting insights, but it does not include any contextual variables such as firm culture or team norms or climate which are shown to relate to both conflict types and conflict management approaches.

By examining the interplay between conflict types and conflict management approaches, the paper offers interesting insights into the connection between nature of conflicts, conflict management, employee‐rated TMT effectiveness, and objective firm performance.

The purpose of this paper is to examine team external learning, particularly focusing on: how leader external learning behavior affects team external learning; how team external learning influences employee creativity; and whether team internal learning is a moderator between the cross‐level relationship of external learning and employee creativity in Chinese R&D teams.

Survey questionnaire were administered to a sample of 80 R&D teams comprising 331 employees from three medium‐sized Chinese high‐tech companies. HLM was used to test cross‐level relationships.

The paper hypothesizes that: leader external learning positively influences team external learning; team external learning leads to employee creativity; and team internal learning moderates the relationship between team external learning and employee creativity. Results support hypotheses 2 and 3, but not hypothesis 1. In addition, leader external learning is found to positively influence employee creativity.

This study has implications for both team leaders and top management. Although the context of this study is in Chinese R&D teams, all those teams facing similar environment to R&D teams can also learn from this study. There are several interesting implications for scholars who are studying teams, creativity and innovation.

Combining fields of team learning, boundary spanning, creativity and leadership, the paper addresses the following four questions, and provides further insights to the area of team external learning: First, what is the cross level relationship between team external learning and employee creativity? Second, is internal learning a moderator on the relationship between team external learning and employee creativity in R&D project teams? Third, is leader external learning behavior one of antecedents of team external learning? Fourth, is there anything unique about team external learning in Chinese culture? The paper provides research evidence for each of these questions.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

It has long been clear that leadership and firm success are often one and the same. How leaders cope with failure is essential to understand, as they have a key role in either allowing the failure to end the firm or finding places of growth to become a long-term success.

The limitations of this article include the inability to confirm causality due to a time-lagged analysis and a potential common method bias from using only subordinate data.

Firms should search for leaders who use humor and humility to cope with failure, as well as a worldview that appreciates the growth failure can provide. Firms should also hire employees who have similar values and perspectives to ensure task reflexivity, adaptation, innovation, and growth. Firms should prioritize creating a supportive work culture that encourages growth and innovation, fostering open communication to ensure a sense of equality and collaboration.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Based on natural-resource-based view (NRBV), the purpose of this paper is to clarify the dimensions of green procurement and the mechanisms involved in the relationship between green procurement and firm performance.

Secondary data were to measure all the variables in 206 Chinese A-share companies’ annual reports, social responsibility reports, environmental reports, and sustainability reports, which were published by Guotai Junan Securities Co., Ltd and Wind Information Co., Ltd.

The results indicate that although both product-based and process-based green procurement have a positive effect on firm performance, these Chinese companies focus on the impact of product-based green procurement on their operational efficiency as well as the moderating role played by stakeholder satisfaction.

Although studies on green procurement have increased in recent years, issues such as how to measure green purchasing behaviors and how green procurement affects firms’ operational and financial performance are still unexplored. Based on previous literature, two dimensions have been defined for green procurement in this study to develop corresponding measurements, namely, product-based green procurement and process-based green procurement. Besides, this study considers operational efficiency as the mediator and stakeholder satisfaction as the moderator when constructing a new conceptual model to illustrate the relationship between green procurement and firm performance.

With the ever‐increasing volume of text data via the internet, it is important that documents are classified as manageable and easy to understand categories. This paper proposes the use of binary k‐nearest neighbour (BKNN) for text categorization.

The paper describes the traditional k‐nearest neighbor (KNN) classifier, introduces BKNN and outlines experiemental results.

The experimental results indicate that BKNN requires much less CPU time than KNN, without loss of classification performance.

The paper demonstrates how BKNN can be an efficient and effective algorithm for text categorization. Proposes the use of binary k‐nearest neighbor (BKNN ) for text categorization.

The purpose of this paper is to propose a conceptual model to investigate the determinants of information retweeting in microblogging based on Heuristic‐Systematic Model.

Microblogging data about emergency events from Sina microblogging (http://weibo.com) are collected and analyzed with text mining technology. The proposed hypotheses are tested with logistic and multiple linear regressions.

The results show that source trustworthiness, source expertise, source attractiveness, and the number of multimedia have significant effects on the information retweeting. In addition, source expertise moderates the effects of user trustworthiness and content objectivity on the information retweeting in microblogging.

This study provides an in‐depth understanding of what makes information about emergency events in microblogging diffuse so rapidly. Based on these findings the emergency management organizations in China can apply the microblogging to spread useful information, and these findings also provide practical implications for microblogging system designers.

The primary value of this paper lies in providing a better understanding of information retweeting in microblogging based on Heuristic‐Systematic Model. Organizations that would like to adopt the microblogging platform in emergency situations to improve the ability of emergency response can benefit from the findings of this study.