Shi Shen, Nikita Murzintcev, Changqing Song and Changxiu Cheng
The purpose of this study is to propose a method to retrieve data on an event based on a preliminary collection of event-specific hashtags.
Abstract
Purpose
The purpose of this study is to propose a method to retrieve data on an event based on a preliminary collection of event-specific hashtags.
Design/methodology/approach
Extra knowledge, or a list of events with recorded features that can be used to characterize an event and separate it from other simultaneously occurring social phenomena, is employed. The first step involves the estimation and use of the impact area to retrieve messages from Twitter. This is followed by an extraction of hashtags from these messages. After that, the noisy hashtags would be filtered out by some heuristic rules. Finally, hashtags are used to collect relevant messages from not only Twitter but also other social media platforms.
Findings
The proposed method has high selectivity and is able to collect distinct sets of hashtags even for similar simultaneous events. In addition, spatial and temporal features are sufficient to improve collecting information of disaster events.
Originality/value
This work discusses a method of information retrieval of an event from cross-platform social media. The proposed method can be applied to other studies of geographically related events.
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Changqing He, Jun Song, Jin Yang and Zhi Chen
Although voice behavior is important for team performance, scholars have yet to identify its underlying mechanisms and boundary conditions. Using the theory of social information…
Abstract
Purpose
Although voice behavior is important for team performance, scholars have yet to identify its underlying mechanisms and boundary conditions. Using the theory of social information processing (SIP), this study explores how and when team voice influences team performance by considering team learning as a mediator and contingent reward transactional (CRT) leadership as a moderator.
Design/methodology/approach
The authors conducted a survey in China using a questionnaire to collect the data. The study sample consisted of 78 leaders and 441 employees nested in 78 teams.
Findings
Results showed that team voice was positively related to team performance. The results also proved that the positive relationship between team voice and team performance was mediated by team learning. Additionally, CRT leadership enhanced the effect of team voice on team learning.
Practical implications
First, managers should consider individuals high in voice behavior when selecting team members. Second, leaders need to focus on enhancing the learning process. Third, the authors’ findings suggest that when selecting persons as team leaders, managers should pay additional attention to their leadership style.
Originality/value
The primary contribution of this study is that the research sheds light on the specific team process (i.e. team learning), through which team voice is related to team performance. Moreover, the current study deepens the authors’ understanding of the role of leadership in the voice process by identifying the moderating role of CRT leadership.
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Jibao Gu, Gang Wang, Hefu Liu, Derun Song and Changqing He
The present study aims to examine how and when authoritarian leadership affects employee creativity. Based on social exchange theory and team identification literature, the…
Abstract
Purpose
The present study aims to examine how and when authoritarian leadership affects employee creativity. Based on social exchange theory and team identification literature, the present research attempts to simultaneously explore how leader–member exchange (LMX) and team identification serve as two important mediating processes in the relationship between authoritarian leadership and employee creativity. Furthermore, this research uncovers the mechanism under which conditions the effects of authoritarian leadership will be magnified or minimized.
Design/methodology/approach
A survey has been conducted in China by using a questionnaire to collect data. The study sample consisted of 325 employees. LISREL 8.7 and SPSS 18.0 were used to test the mediating and moderating effects, respectively.
Findings
Results from 325 employees revealed that both LMX and team identification mediated the negative relationships between authoritarian leadership and employee creativity. Specifically, the relationship between two mediators was that LMX was positively related to team identification. In addition, the relationship between authoritarian leaderships and LMX and team identification was moderated by power distance, such that the negative relationships will be weaker with high power distance and stronger with low power distance.
Practical implications
First, firms and managers should recognize and take actions to reduce the negative effects of authoritarian leadership, such as effective selection system and interventional mechanisms because authoritarian leadership is important in influencing employee creativity. Second, managers are suggested to take specific actions, such as increasing communications and team-building activities, to promote LMX and team identification, thereby enhancing employee creativity. Third, managers should engage in behaviors that motivate employee creativity, such as empowerment behaviors, other than authoritarian leadership, when the employee has low power distance.
Originality/value
The primary contribution of this research is that two psychological processes (i.e. LMX and team identification) have been identified through which authoritarian leadership is related to employee creativity. Meanwhile, this study explores the relationship between LMX and team identification. Moreover, the current research deepens our understanding of power distance by empirically examining the moderating effect of power distance. Overall, the findings extend our understanding about the relationship between authoritarian leadership and employee creativity and contribute to literature on authoritarian leadership and creativity.
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Changqing He, Rongrong Teng and Jun Song
This study aims to explore the associations linking employees’ challenge-hindrance appraisals toward artificial intelligence (AI) to service performance while considering the dual…
Abstract
Purpose
This study aims to explore the associations linking employees’ challenge-hindrance appraisals toward artificial intelligence (AI) to service performance while considering the dual mediating roles of job crafting and job insecurity, as well as the moderating role of AI knowledge.
Design/methodology/approach
A survey was administered to a sample of 297 service industry employees. This study examined all the hypotheses with Mplus 8.0.
Findings
This study confirms that challenge appraisal toward AI has an indirect positive influence on service performance via job crafting (motivation process), whereas hindrance appraisal toward AI has an indirect negative influence on service performance via job insecurity (strain process). Meanwhile, AI knowledge, serving as a key personal resource, could strengthen the positive impacts of challenge appraisal toward AI on job crafting and of hindrance appraisal toward AI on job insecurity.
Practical implications
Organizational decision-makers should first survey employees’ appraisals toward AI and then adopt targeted managerial strategies. From the perspective of service industry employees, employees should adopt proactive coping strategies and enrich their knowledge of AI to meet the challenges brought by this technology.
Originality/value
The primary contribution of this study is that we enrich the literature on AI by exploring the dual mediators (i.e. job crafting and job insecurity) through which AI awareness affects service performance. Moreover, this study advances our understanding of when appraisals toward AI influence job outcomes by identifying the moderating role of AI knowledge.
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Changqing He, Huyun Xiong, Wenjun Cai and Jun Song
This study aims to explore the impacts of service industry employees’ AI awareness on their voice behavior while also considering the dual mediating roles of voice efficacy and…
Abstract
Purpose
This study aims to explore the impacts of service industry employees’ AI awareness on their voice behavior while also considering the dual mediating roles of voice efficacy and job insecurity, as well as the moderating role of trait competitiveness.
Design/methodology/approach
The sample comprises data from a two-wave longitudinal survey of 203 employees in the service sector. This study examined all the hypotheses using Mplus 8.0.
Findings
This study confirms that service sector employees’ AI awareness has significant negative effects on both promotive and prohibitive voice behaviors. Voice efficacy can mediate the negative impact of AI awareness on promotive voice. Both voice efficacy and job insecurity can mediate the negative impact of AI awareness on prohibitive voice. Furthermore, employees’ trait competitiveness can weaken the negative impact of employees’ AI awareness on their voice efficacy.
Practical implications
Managers should first investigate employees’ AI awareness and then adopt targeted managerial strategies to promote their voice behavior.
Originality/value
This study contributes to the literature related to the consequences of AI awareness by linking AI awareness to employee voice behavior. Furthermore, this study deepens our understanding of how AI awareness affects employee voice behavior by proposing voice efficacy (i.e. the efficacy pathway) and job insecurity (i.e. the safety pathway) as key mediating mechanisms. Moreover, this study advances our understanding of when AI awareness influences employee voice behavior by identifying the moderating role of trait competitiveness.
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Bao Li, Wanming Chen, Changqing He and Yuwen Zhang
Team autonomy is thought to be important for team innovation performance. However, the theoretical basis of the relationship between team autonomy and team innovation performance…
Abstract
Purpose
Team autonomy is thought to be important for team innovation performance. However, the theoretical basis of the relationship between team autonomy and team innovation performance is not well understood, and previous studies have found inconsistent relations between them. Based on motivated information processing in groups (MIP-G) theory, this paper aims to explain how and when team autonomy could influence team innovation performance from a new team-level perspective.
Design/methodology/approach
Using a two-wave, time-lagged survey design, the authors collected data from 340 members of 86 teams in China. PROCESS 3.0 for SPSS was used to test hypothesized relationships.
Findings
The results show that team autonomy is positively related to team information exchange. Team information exchange mediates the positive relationship between team autonomy and team innovation performance. Furthermore, the positive relationship between team autonomy and team information exchange is stronger with less task conflict, which runs contrary to the hypothesis. Additionally, relationship conflict does not adjust the impact of team autonomy on team information exchange.
Originality/value
This study provides a new perspective to explain the mechanism between team autonomy and team innovation performance at team level from the information processing approach, specifically, MIP-G theory. It also incorporates team conflicts as important contextual factors to answer the call for a wider study of boundary conditions in the team autonomy research.
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Wei Liu, Zhiping Zhou, Zhaolin Li, Mingxing Li, Qiongwei Li, Zhengrong Ye, Jinxing Yao and Xiankang Zhong
This paper aims to investigate the high-temperature mechanical properties of HS110S steel and its corrosion behaviors in harsh downhole environment.
Abstract
Purpose
This paper aims to investigate the high-temperature mechanical properties of HS110S steel and its corrosion behaviors in harsh downhole environment.
Design/methodology/approach
In this work, mechanical property measurements were carried out from 25°C to 350°C and the scanning electron microscopy was used to observe the fracture morphology. The weight-loss measurements and surface characterization were used to evaluate the corrosion resistance of HS110S steel in harsh downhole environment.
Findings
Results show that the yield strength and tensile strength of HS110S steel at 350 °C are 779 and 861 MPa, respectively. Compared with room temperature, the reduction rate values are both less than 20%. At the high-temperature corrosion environment (350 °C), the static and dynamic corrosion rates are 0.9668 and 1.9236 mm/a, respectively. The generated corrosion products are mainly composed of FeSx, FeCO3 and Fe3O4. Therefore, the HS110S steel applied under such conditions needs to take suitable protective measures.
Originality/value
In general, the HS110 steel has widely used in conventional development conditions (e.g. low H2S or high CO2 environments). However, to the best of the authors’ knowledge, no studies have reported on its application at more than 250°C. Therefore, this work can be a reference to the application of HS110S steel in high-temperature corrosion conditions.
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Shucheng Wang, Jianlin Wu, Changqing He and Jibao Gu
This research explores the influence of authoritarian leadership on employee creativity as mediated by employee creative self-efficacy, moderated by benevolent leadership and…
Abstract
Purpose
This research explores the influence of authoritarian leadership on employee creativity as mediated by employee creative self-efficacy, moderated by benevolent leadership and power distance.
Design/methodology/approach
A survey sample of 325 employees was collected from Chinese companies in different industries. The hypotheses were tested adopting a hierarchical regression and a bootstrapping test.
Findings
Employee creative self-efficacy partially mediated the association between authoritarian leadership and employee creativity. The negative impacts of authoritarian leadership on employee creative self-efficacy can be moderated by benevolent leadership. Additionally, the moderation effects of benevolent leadership can be moderated by power distance, which means that these moderation effects of benevolent leadership are significant only in subordinates with low levels of power distance.
Practical implications
An organization should be conscious of the perniciousness of an authoritarian leader and is better for leaders not to show contradictory behaviors to employees. Moreover, when leaders exhibit inconsistent behaviors, they should be sensitive to employee power distance.
Originality/value
Previous studies have been done to explore the predictors of employee creativity. Yet, studies for the impacts of destructive leadership styles on employee creativity are lacking. This study introduces employee creative self-efficacy as a mediator of the relationship between authoritarian leadership and employee creativity. In addition, benevolent leadership and power distance are identified as two boundary conditions to explore the impacts of authoritarian leadership.
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Yifeng Wang, Jian Li, Jianfa Chen and Chengshan Li
It is shown in natural gas proportion mixing experiments that a mixed-source natural gas is the physical combination of end member gas. Both the carbon and hydrogen isotopes in…
Abstract
It is shown in natural gas proportion mixing experiments that a mixed-source natural gas is the physical combination of end member gas. Both the carbon and hydrogen isotopes in the mixed-source natural gas can be expressed by the weighted average of corresponding components content and isotopes of end member gas. Under certain geological setting, the selection of end member gas is the key to mixed-source ratio calculation. Then, it's better to estimate the mixed-source ratio with δ13C1 and component data according to the weighted average calculation formula. The analysis on natural gas geochemistry characteristics show that the natural gas extracted from Jingbian Gas Field in the Ordos Basin is mainly an upper Paleozoic coal-derived gas. In the analysis of geological conditions for reservoir forming and characteristics of natural gas, natural gas from Longtan 1 Well and Tao 6 Well were selected as the end member gases of lower Paleozoic oil-type gas and upper Paleozoic coal-type gas respectively to calculate the mixed-source ratio of natural gas in Jingbian Gas Field. The ratio of upper Paleozoic coal-derived gas mostly accounts for over 70% and its average ratio reaches 81%. Therefore, the exploration of natural gas of Ordos Basin should be focused on the upper palaeozoic coal source rock, and attention should be paid to the matching of coal source rock in the exploration of weathered crust gas deposit.
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With the analysis of the causes of corruption, this study aims to investigate specific anti-corruption measures that can be implemented to reform the political system and the…
Abstract
Purpose
With the analysis of the causes of corruption, this study aims to investigate specific anti-corruption measures that can be implemented to reform the political system and the social climate of China.
Design/methodology/approach
This study examines 97 severe corruption cases of high-ranking officials in China, which occurred between 2012 and 2015. As this insinuates that both institutional and social corruption are major problems in China, the analysis delves into multiple facts of corruption, including different types, four primary underlying causes, and suggestions regarding the implementation of three significant governmental shifts that focus on investigation, prevention tactics and legal regulations.
Findings
China’s corruption is not only individual-based but also it has developed into institutional corruption and social corruption. Besides human nature and instinct, the causes of corruption can be organised into four categories, namely, social customs, social transitions, institutional designs and institutional operations. For the removed high-ranking officials, the formation of interest chains was an important underlying cause behind their corruption.
Originality/value
This study makes a significant contribution to the literature because this study provides a well-rounded approach to a complex issue by highlighting the significance of democracy and the rule of law as ways to regulate human behaviour to combat future corruption.