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The purpose of this paper is to examine whether family-to-business support acts as a job resource that attenuates the negative effects of work demands on the stress and creativity of women micro-entrepreneurs in the informal sector in Sri Lanka.

Data from 359 women micro-entrepreneurs and their respective case officers in local government were used to test the hypothesized relationship between work demands and their creativity through the mediating mechanism of stress and the moderating effect of family-to-business support on the said relationship.

Work demands reduced creativity through heightening the levels of stress faced by women micro-entrepreneurs. However, family-to-business support reduced the negative influence of work demands on creativity through stress.

Women micro-entrepreneurs should build strong family ties to obtain support from family members. In addition, government training programs that target women micro-entrepreneurs should be extended to include their immediate family members.

This paper contributes to the literature by examining whether family-to-business support buffers the negative effects of work demands for women micro-entrepreneurs in the informal sector. In doing so it makes a theoretical contribution by testing the key tenets of the JD-R model in entrepreneurial settings.

The purpose of this study is to investigate the impact of perceived organizational support (POS), perceived supervisor support (PSS) and intra‐organizational network resources on the turnover intentions of the Chinese employees of multinational enterprises.

The study utilized structured equation modeling to analyze survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector.

The study found that POS was positively related to affective organizational commitment, which in turn was negatively related to turnover intentions. A direct relationship was revealed between PSS and turnover intentions, as well as a mediated relationship through POS. In contrast, the relationship between intra‐organizational network resources and turnover intentions was fully mediated through POS.

The cross sectional design is a limitation of the study. Another limitation regards the generalisability of the findings outside the specific research context. Future research should be extended to different geographical and organizational settings.

In order to promote employee retention, multinational enterprises operating in China could start by carefully targeting visible support on offer to their employees. Improving supervisor support is a relatively inexpensive and practical measure compared to the costly alternatives such as improving employee compensation, training and career development. Organizations should also consider improving co‐worker support schemes in the workplace which enable individuals to build up their network resources.

The study provided evidence for both a direct relationship between PSS and turnover intentions and a mediated one via POS, confirming the generalisability of previous findings to the Chinese context. In addition it made an original contribution by establishing that POS fully, rather than partially mediated the relationship between intra‐organizational network resources and turnover intentions. This suggests that Chinese employees attribute instrumental and expressive support from others in the organization as coming from the organization itself.

The purpose of this study is to assess how the cultural value orientations of individual employees moderate their attitudinal responses to different categories of organizational rewards. Specifically, it seeks to examine how one dimension of traditionality, respect for authority, moderates the relationship between affective organizational commitment and three variables: pay satisfaction, autonomy and satisfaction with supervision.

Hierarchical regression analysis was utilized to analyze survey data obtained from a sample of 290 employees of a major Chinese airline company.

Employees high in traditionality were found to exhibit higher levels of affective commitment when autonomy and satisfaction with supervision was low. When autonomy and satisfaction with supervision was high employees low in traditionality exhibited higher levels of emotional attachment to the organization.

The cross‐sectional design is an obvious limitation of the study. Another limitation relates to the generalizability of the study findings outside the context in which the research was undertaken.

Organizations should consider taking the cultural orientations of their workforce into account when developing appropriate human resource policies aimed at heightening employee commitment. This should enhance employee well‐being, which is especially important in a global economy characterized by uncertainty and rapid change.

This is the first study to examine how employees with different cultural value orientations respond to different categories of organizational rewards, in a predominantly traditional society.

The purpose of this paper is to examine the factors which determine the adoption of best HR practices in Chinese small- and medium-sized enterprises (SMEs).

Regression analysis was utilized to analyse survey data obtained from 345 enterprises operating across China in a wide range of industrial sectors.

Enterprises with greater resources in terms of their size, their relationships with external organizations, their cooperation with foreign partners and the human capital of their CEO were found to be more likely to adopt best HR practices. Contrary to the findings of the existing literature no relationship was found of a relationship between family ownership and the use of best HR practices.

The cross-sectional design is an obvious limitation of the study. Other limitations relate to the generalizability of the study findings outside the context in which the research was undertaken, and the use of convenience sampling.

Enterprises should consider building strategic relationships with external organizations and developing cooperation with foreign partners as a way of leveraging human resource expertise at a limited cost.

This is the first study to examine how differences in the resource endowments of Chinese SMEs influence their adoption of best HR practices.

The purpose of this paper is to empirically test the artist contagion effect. This effect suggests that the physical contact of the artist in creating the art leads to a transfer of the artist’s essence onto the artwork featured on a product, thereby enhancing consumers’ willingness to pay for such products featuring this art.

This research conducted four online experimental studies to examine the artist contagion effect.

This research first uncovered the transfer of the artist’s essence onto the art featured on a product, providing the foundation for the proposed artist contagion (prestudy). Following this, this research validated the artist contagion effect (Study 1) and then ruled out potential alternative explanations for the effect (Study 2). Lastly, this research demonstrated that the immorality of the artist can limit the artist contagion effect (Study 3).

The perception of luxury has been regarded as a mediator explaining why a product featuring art can command a high product valuation. By conceptualizing and verifying the artist contagion effect, this research introduces another mediator, the artist’s essence, accountable for even a greater product valuation.

Visual artists should be included in the marketing of products featuring art. Marketers should communicate the physical contact that occurred during the creation of the art featured on a product.

This research highlights the crucial role of visual artists in the marketing of products featuring art, a role often overlooked in the extensively researched art infusion effect.

This paper aims to explore the impact of team psychological safety and team learning on the creation of team knowledge. When teams engage in learning, their interactions contribute to improved performance. Very little research evaluates whether the learning also creates new knowledge related to the task or the team itself.

The proposed model is evaluated through a mixed method research design around a team problem-solving experiment. Task- and team-related team mental models are elicited using concept mapping and questionnaires and are measured before and after the experiment. The model is evaluated in engineering teams from the USA and France.

The findings confirm the proposed model; team psychological safety and team learning positively impact team knowledge creation for both task- and team-related knowledge.

This research has theoretical, methodological and practical implications. The team psychological safety model is expanded, team learning is evaluated from the team interactions instead of members’ self-assessments and team knowledge is measured dynamically. Developing team psychological safety and creating team learning opportunities positively impacts the team’s knowledge.

Entrepreneurial activities can be affected by shocks including pandemics. Our study aims at exploring the channels through which Covid-19 pandemic and associated government responses affected entrepreneurial activities, and the opportunities that were created, accessed or utilised in response to the Pandemic. We identified six of these channels. The adverse impact of the Pandemic and different government responses to the Pandemic on economic growth caused the Pandemic to impact more on entrepreneurship. Growth contraction had implications on aggregate demand, expectations of future incomes especially for informal and small businesses, values of assets, and investment levels. However, the Pandemic presented some utilised, unutilised and partially utilised opportunities for entrepreneurship and our study notes that a critical juncture was truncated and wasted by Nigerians because unutilised opportunities included investment in R&D, hospitals and medical supplies, ICT and online businesses.

This paper scrutinizes the scholarship on community archives' information work. Community archives and archiving projects represent unprecedentedly democratic venues for information work centering on essential documentary concepts such as custody, collection development and appraisal, processing, arrangement and description, organization, representation and naming, collaboration, resource generation and allocation, activism and social justice, preservation, reuse, and sustainability.

Unearthed through databases searches, citation chaining, and browsing, sources examined include peer-reviewed journal articles, books, and book chapters published in the English language between 1985 and 2018.

The literature on community archives’ information work shows considerable geographical (six continents), topical, and (inter)disciplinary variety. This paper first explores scholars' efforts to define both community and community archives. Second, it unpacks the ways in which community archives include new stakeholders and new record types and formats even as they leverage alternative archival principles and practices. Third, it discusses community archives as political venues for empowerment, activism, and social justice work. Fourth, this paper delves into the benefits and challenges of partnerships and collaborations with mainstream institutions. Fifth, it documents the obstacles community archives face: not only tensions within and among communities, but also sustainability concerns. Finally, it sets forth six directions for future research.

This paper is the first systematic review of the community archives literature.

This study examines emotionologies (Stearns & Stearns, 1985), that is, attitudes that members of an inter-organizational information systems (IOIS) project hold toward emotions and their appropriate expression and regulation in this project. In order to understand attitudes toward emotions and emotion regulation, we suggest the adoption of the concept of emotion structure, consisting of emotion rules and resources (Callahan, 2004).

To investigate the kinds of emotionologies present in this IOIS development project, we have chosen a qualitative case study approach. Our data consists of 41 qualitative interviews, collected in two phases.

We trace how emotion rules and corresponding emotion regulation strategies change among the sub-groups working in the project throughout their first year of collaborating. We show that organizational actors are skilled emotion managers, whose behavior is guided not only by many collective emotion rules (professional, organizational, social) but also by personal emotion rules. Our findings also suggest the need to critically reflect on certain emotion rules, such as those pertaining to the expression of fear and anger, and their potential positive and negative implications on project work.

We argue that group emotionologies with their professional, organizational, and social emotion rules interact with personal emotion rules, resulting in interesting emotion regulation strategies that often try to minimize emotional dissonance, sometimes at the expense of risking open conflict among project members. With this in mind, one theoretical and practical suggestion is to further explore the potential constructive implications of experiencing and expressing fear in projects.