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The aim of this paper is to explore the relationship between digital transformation and corporate fraud.

This paper uses panel data of Chinese listed corporations from 2010 to 2021 and captures digital transformation from the perspectives of awareness and investment by extracting related content from annual reports. Our work investigates whether and how digital transformation influences corporate fraud and examines the moderating effects of the legal environment, media environment and privacy concerns.

Our findings show that digital transformation, captured either from awareness or actual investment, can significantly alleviate corporate fraud. Our results are robust in a set of endogeneity tests and robustness checks. Additionally, we confirm that digital transformation alleviates corporate fraud through two mechanisms: improving internal monitoring and boosting information flow. Additionally, this alleviating effect is more pronounced for corporations with fewer privacy concerns and in worse legal and media environments.

Our findings provide insights for policymakers to motivate corporations to engage in digital transformation for fraud prevention. We also offer guidelines for corporations to improve their awareness and actual investments in digital transformation and take advantage of its governance effect in preventing corporate fraud.

Overall, we highlight the governance role of digital transformation in alleviating corporate fraud and provide policy implications for regulators in emerging economies to regard digital transformation as an effective tool for fraud prevention.

The purpose of this paper is to examine the curvilinear relationship between team informational faultlines and team creativity and the moderating effects of team humble leadership on the relationship.

The multisource and longitudinal survey data were collected from 85 teams. The authors conducted linear regression analyses to analyze the data.

The results indicate that the relationship between team informational faultlines and team creativity is inverted U-shaped and such relationship is stronger in teams with low levels of humble leadership.

The research reconciles the mixed findings in prior research and enhances our understanding of the functionality of informational faultlines.

Team managers should seek optimal levels of informational faultlines and make diversity coexist with similarity when assembling a new working group so as to utilize the benefits of team composition diversity and fuel collective creativity. Team leaders should learn humble leadership skills to encourage open communication.

The research is the first to adopt and build on the social information processing (SIP) perspective to explain the curvilinear relationship between team informational faultlines and team creativity.

Drawing on job demands and resources theory and the challenge-hindrance stressor framework, this study aims to investigate the effect of team knowledge complexity on team information sharing and information searching and examine whether team learning goal orientation mediates these effects.

The authors conducted two studies. Study 1 used a field survey study conducted among 374 employees positioned in 68 new product teams. Study 2 used a three-wave online survey study conducted among 208 leaders to investigate the teams they managed.

The findings of the two studies reveal that team knowledge complexity has a positive direct effect on team information sharing and information searching. Furthermore, team learning goal orientation mediates these two relationships.

The findings indicate that team knowledge complexity is generally beneficial for the team information process. Therefore, instead of fearing an increase in the knowledge complexity of the projects, organizations should dare to present challenge demands to team members to enhance their engagement in information processing. Organizations could also pay attention to team member selection during team composition processes. For example, selecting team members with a high level of learning goal orientation is helpful in facilitating team information processing.

Although previous studies have found that knowledge complexity is beneficial for team output, less is known about how knowledge complexity influences team processes. This study clarifies the relationships between team knowledge complexity, information sharing and information searching and examines team learning goal orientation as a vital mediator.

Ti-Si-N coating with nanocomposite structure is a promising protective coating for cutting tools which will be subject to high temperature oxidation during service. This study aims to investigate the thermal stability of Ti-Si-N coatings and lays the foundation for its application in high speed dry cutting.

Nanocomposite Ti-Si-N coating was deposited on stainless substrate and silicon wafer (100) by Ti90Si10 alloy target by using cathodic arc ion plating. The microstructure of Ti-Si-N coating had been detected by X-ray diffraction (XRD) and X-ray photoelectron spectroscopy (XPS).

The results suggested that the coating was TiN nanocrystals with a diameter of 6.3 nm surrounded by amorphous Si3N4. The oxidation test was conducted under 550, 650, 750, 800, 850, 900 and 950°C for 2 h. The structure evolution was observed by Scanning electron microscope (SEM), energy dispersive spectrum (EDS), XRD and XPS. The results indicated that rutile has been formed at 650°C, while Si3N4 began to oxidized at 800°C. The grain size of TiN increased from 6.3 to 13 nm as the samples oxidized from 550 to 800. Micro-crack also formed in samples oxidized over 900°C.

Ti-Si-N coating, in this study, was deposited by cathodic arc ion plating using alloy target at high-bias voltage. The oxidation temperature ranged from 500 to 950°C with TiN coating as reference.

This paper aims to propose a conceptual scale model of mobile drilling robot according to the actual drilling rig and working conditions to improve the safety and automation of drilling in tunnel construction and coal mining applications.

A couple of pinion and rack serves as the support mechanism driven by a motor with low rotation speed at high power, and these components are assembled in the center of the robot to tightly fasten the whole body together. The drilling rod and the sleeve are connected through a hole with screw thread so that the rod feeds and rotates simultaneously along with the sleeve. The robot model is automatically controlled by a single-chip microcomputer, and the anti-disturbance circuit is designed as well. A five-step rule obstacle avoidance method is proposed to ensure safe and reliable movement.

The results of simulation experiments on drilling operation do indicate that the mechanism and control method are feasible and effective.

The robot is nearly complete but indeed remains only an experimental machine.

The design of the mechanism structure for the conceptual robot is novelty. The method of five-step rule obstacle avoidance can improve reliability of obstacle avoidance according to the experimental results, which can meet the requirements of complex working conditions underground coal mine.

Organizations in today's changing environment face significant challenges, requiring continual innovation. Understanding oneself from the employee's perspective is paramount, especially in organizations and businesses, transforming all levels, accommodating new work paradigms and adapting to the post-pandemic business world. The authors examine the employees' critical dimensions, self-concept and resilience through self-reported studies to ascertain the impact on their performance in the organization. Self-concept, a multidimensional knowledge structure, implies the individual's description and examination, including psychological characteristics, attributes and skills. On the other hand, resilience is adapting appropriately to adversity, challenges and stressful situations and emerging unscathed. Resilience additionally leads to profound personal growth and acceptance of reality. It also endows the individual's sense of identity over time. It provides insights into work behavior and outcomes and fosters a positive psychological perspective to improve performance. Job performance is an observable individual performance that adds value and enables organizational goal achievement. To sum job performance is an achievement-related behavior. The research study examines the relationship between employee self-concept, resilience and performance elements (task, contextual and counterproductive work behavior).

Cross-sectional data were collected from 224 employees from the retail sector to test the hypotheses among self-concept, employee performance elements and resilience. SPSS 21.0 was used, and the authors conducted reliability, correlation and regression analysis using statistical tools to analyze the mediating effect.

Self-concept and employee performance elements have significant relationships. The mediating effect of resilience on the relationship between self-concept and counterproductive work behavior and self-concept and contextual performance is significant. In contrast, resilience does not impact the relationship between self-concept and task performance.

The authors examined a framework of untested variables, namely self-concept and the different factors of performance (task, contextual and counterproductive behavior). The authors investigated the mediating effect of resilience in the model, which was not previously explored.