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Previous research suggests that abusive supervision has a positive effect on subordinates’ behaviors of knowledge hiding. However, the authors argue that this effect depends on the level of team abusive supervision differentiation. Drawing on the conservation of resources (COR) theory and social comparison theory, this study tries to explain how the level of team abusive supervision differentiation, in conjunction with individuals' own experiences of abusive supervision, influences the focal subordinate's knowledge hiding from their colleagues.

The paper addresses a sample of 412 employees nested in 73 groups and tests an original model using structural equation modeling.

Results show that abusive supervision would indirectly promote subordinates' knowledge hiding toward coworkers via emotional exhaustion, and team abusive supervision differentiation has a positive moderating effect on the above indirect relationship.

Human resource management (HRM) practices should be used to reduce abusive supervision both at individual and team level and minimize employees' emotional exhaustion, thereby affecting knowledge hiding from coworkers.

Results show that whether a subordinate's experience of abusive supervision leads to knowledge hiding via emotional exhaustion depends on the level of team abusive supervision differentiation. This finding adds to the literature about abusive supervision and knowledge hiding.

Drawing on information foraging theory and the SERVQUAL model, this study built a research model to investigate the roles of middle-aged and elderly short-video creators' online attributes in attracting short-video viewers to be their followers.

Taking Douyin (a famous short-video platform in China) as an example, this study used a sequential triangulation mixed-methods approach (quantitative → qualitative) to examine the proposed model by investigating both creators and viewers.

Viewers who clicked the “like” button for the middle-aged and elderly creators' videos are more likely to follow the creators. Viewers will believe that middle-aged and elderly creators who received more likes are more popular. Thus, middle-aged and elderly creators with more likes usually have more followers. Viewers usually believe that middle-aged and elderly creators who more frequently publish professional and high-quality videos have invested more effort and who have official verification also have a high level of authority and are recognized by the platform. Thus, middle-aged and elderly creators with more professional videos and verification usually have more followers. Moreover, verification, the number of videos and the professionalism of videos can enhance the transformation of viewers who liked middle-aged and elderly creators' videos into their followers, and thus strengthen the positive relationship between the number of likes and the number of followers; however, the number of bio words will have an opposite effect.

These findings have implications for platform managers, middle-aged and elderly creators and the brands aiming to develop a “silver economy” by attracting more followers.

This study researches short-video platforms by using a mixed-methods approach to develop an understanding of viewers' decision-making when following middle-aged and elderly creators based on information foraging theory and the SERVQUAL model from the perspectives of both short-video creators and viewers.

Little is known about when younger employees’ intergenerational knowledge transfer (IGKT) – behaviors of acquiring knowledge from older employees – improves their innovative work behaviors (IWB), especially in hospitals. Taking into consideration the moderating roles of individual absorptive capacity (AC) and organization size, this study aims to develop a theoretical model to account for the associations of both online and offline IGKT with younger employees’ IWB.

The model was tested with a survey of 202 Chinese younger doctors (40 years old and below). Partial least squares structural equation modeling (PLS-SEM) was used to analyze the data.

The results showed that both online IGKT and offline IGKT have significant positive relationships with younger doctors’ IWB. Individual AC can strengthen the relationship between offline IGKT and IWB, and organization size can weaken the relationship. However, both individual AC and organization size do not significantly moderate the relationship between online IGKT and IWB.

The findings extend the understanding and application of individual-level knowledge-based view and media synchronicity theory by exploring the relationship of knowledge acquisition from older doctors through both online and offline communication channels with younger doctors’ IWB.

In the digital workplace, enterprise social media (ESM) are widely used for work and social purposes, which may afford employees resources to build their career adaptability. However, limited theoretical evidence is about how to build career adaptability through different ESM uses (work-oriented ESM use and socialization-oriented ESM use). This study thus aims to enrich the theoretical understanding of the relationship between different ESM uses and career adaptability by examining the different mediating mechanisms of role clarity and psychological closeness and the moderating effect of mindfulness based on affordance theory.

SPSS PROCESS and AMOS were used to analyze the data collected from 209 full-time employees at three-time points.

Our results showed that work-oriented ESM use exerts a positive effect on employees’ career adaptability via role clarity, while socialization-oriented ESM use has a positive effect on employees’ career adaptability via psychological closeness. Mindfulness strengthens the positive effect of work-oriented ESM use on career adaptability via role clarity.

Managers need to notice that both work-oriented and socialization-oriented ESM use can benefit employees, but there are different effecting mechanisms of ESM use for work and social purposes, and organizations should keep cultivating the mindfulness of employees.

This study contributes to the ESM literature by investigating two different influencing mechanisms of ESM uses on employees’ career adaptability and the moderating effects of mindfulness.

The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.

Drawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.

The results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.

Our findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.

Middle-aged and elderly users become an important group on short-video platforms, however, the research on determinants of their video-creating intention is limited. Based on lifespan development theories, this study examines the impact of aging experiences on their video-creating intention, considering internal generative motivations as mediators and age as a moderator.

To test this study’s hypotheses, survey data from 321 Chinese middle-aged and elderly short-video users were collected and partial least square-structural equation modelling (PLS-SEM) approach was used to analyze these data.

Middle-aged and elderly users' aging experiences of social loss and personal growth are positively related to their video-creating intention. Aging experiences (i.e. physical loss, social loss, and personal growth) are positively related to internal generative motivations (i.e. need to be needed and symbolic immortality), and need to be needed is positively related to video-creating intention. Via the mediation of need to be needed, physical loss and personal growth are indirectly positively related to video-creating intention. Personal growth strengthens the relationship between physical loss and symbolic immortality, but weakens the associations of social loss with need to be needed and symbolic immortality. Age weakens the relationship between symbolic immortality and video-creating intention.

This study is the first wave to introduce and integrate lifespan theories such as selective optimization with compensation model, socioemotional selectivity theory, and generativity theory to explore the impacts of aging experiences on middle-aged and elderly users' video-creating intention by considering generativity motivations as mediators and age as a moderator.

Whether employees always disengage from knowledge hiding in a mastery climate is not answered well. This study aims to examine the paradoxical effects of perceived mastery climate (PMC) on evasive knowledge hiding (EKH).

Partial least squares structural equation modeling was used to analyze data collected from 148 full-time employees at two-time points.

PMC exerts a positive effect on EKH via perceived status (PS) in organization but also has a negative effect on it via perceived social support. Perceived procedural justice attenuates the positive effect of PS on EKH.

Managers need to notice the paradoxical effects of PMC and keep procedural justice to reduce the positive effect of mastery climate on knowledge hiding.

This study contributes to knowledge hiding literature by investigating two opposite influencing mechanisms of mastery climate, and the moderating effects of perceived procedural justice.

In the digital age, enterprise social media (ESM) has been broadly used to break the barrier of space and time for knowledge sharing involving two activities—knowledge donating and knowledge collecting. Yet, hardly any study has thus far explored how and when knowledge donating and knowledge collecting through ESM impact employees’ innovative work behavior (IWB). Therefore, drawing on the social exchange theory, this study aims to introduce relational social capital as a mediator and performance climate as a moderator to examine differential impact mechanisms of knowledge donating and knowledge collecting through ESM on employee IWB.

First, we collected 225 survey data from employees who used ESM at work. Then, according to the two-stage procedure of the partial least square structural equation modeling method, we established and analyzed a moderated mediation model based on the context of ESM.

Results demonstrate that knowledge donating through ESM has a positive relationship with IWB, but knowledge collecting through ESM has no such relationship. Through the mediation of relational social capital, both knowledge donating and knowledge collecting through ESM have indirect positive relationships with IWB, but knowledge collecting through ESM has a greater one. Moreover, when employees perceived a relatively high-performance climate, the positive relationships of knowledge donating and knowledge collecting through ESM with IWB via relational social capital would be stronger.

On the one hand, organizational managers should not only focus on different innovation benefits caused by knowledge donating and knowledge collecting through ESM but also should realize differences in the direct/indirect effect of knowledge donating and knowledge collecting through ESM on IWB. On the other hand, employees need to proactively enhance their innovative ability by considering knowledge donating/collecting channels (e.g. ESM), gaining successful competitiveness. Moreover, both managers and employees should realize that different innovation benefits of knowledge sharing activities through ESM can be further strengthened when establishing a high-performance climate.

Different from prior literature on knowledge sharing or ESM, this study contributes to analyzing the differential effects of two dimensions (i.e. knowledge donating and knowledge collecting) of knowledge sharing on employees' IWB in the context of ESM.

This paper aims to examine the different impacts of six variables on firm technological innovation performance in different high-tech industries in China. Through a comparative analysis of data about growth enterprises market board (GEM)-listed companies, this study attempts to get some conclusions, to help firms in different high-tech industries use resources more rationally and to improve technological innovation performance more effectively.

This paper constructs semi-parametric models based on the relevant data of GEM-listed companies during 2010 to 2015 for different high-tech industries. These models can ensure that the influencing factors of firm technological innovation performance are no longer restricted to a particular aspect but can provide a comprehensive comparative analysis of the effects of factors on firm technological innovation performance in different high-tech industries.

The empirical results show that R&D expenditures have a significant positive impact on firm technological innovation performance in most high-tech industries, but not in electronic and communication equipment manufacturing industry; R&D personnel investment and government subsidies have significant positive impacts on firm technological innovation performance in knowledge-oriented industries; technology diversity has a significant positive impact on firm technological innovation performance in technology-oriented industries; the proportion of exports shows an inverted U-shaped relationship with firm technological innovation performance in electronic and communication equipment manufacturing industry, while firm size shows an inverted U-shaped relationship with firm technological innovation performance in general equipment manufacturing industry; and the effect of semi-parametric model fit is superior to the general parameters model.

Drawing on the resource dependence perspective, this paper is the first to consider a comprehensive treatment of differential effects of internal resources (R&D personnel, R&D expenditure), external resources (government subsides) and firm characteristics (firm size, export ratio) on firm technological innovation performance in different high-tech industries in an emerging country, in particular in contrast to previous studies that have focused on a single industry or taken the type of industry as a control variable. In addition, most studies about the determinants of firm innovation performance are based on survey questionnaires, which may introduce large subjective errors. Setting the relationship between variables in advance may also introduce fit error when using a general-parameter model. Semi-parametric regression which is used in this paper is able to prevent this shortcoming effectively. When constructing a regression model, this can be exempted from the formal constraints, thus estimating data more accurately and ensuring superior fit.

Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of abusive supervision on knowledge hiding. Drawing on both reactance theory and conservation of resources (COR) theory, this study aims to build a moderated mediation framework to examine effects of abusive supervision on knowledge hiding via job insecurity and under moderation of motivational climate (including mastery climate and performance climate).

The paper uses a two-wave survey study among 155 knowledge workers from educational and manufacturing industries.

Results show that abusive supervision is not significantly related to knowledge hiding directly but indirectly via job insecurity. Abusive supervision’s interaction with mastery climate is negatively related to knowledge hiding, but its interaction with performance climate is positively related to knowledge hiding. The indirect relation of abusive supervision to knowledge hiding via job insecurity is significantly moderated by mastery climate but not by performance climate.

Despite contributions, this study also has some limitations. Variables rated from the same source (i.e. employees) may have common method bias although the two-wave design does help alleviate this concern.

The paper highlights important reasons why people hide knowledge at work (because of abusive supervision and job insecurity) and identifies a boundary condition (mastery climate) which will reduce abusive supervision’s influence on knowledge hiding.

This paper contributes to knowledge hiding literature which is an important part of knowledge management from the perspective of abusive supervision based on both reactance theory and COR theory.