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This paper aims to extend understanding of how team creative potential translates into team creativity. Drawing on social exchange theories, the authors propose that reward interdependence produce cooperative intra-team interactions, which in turn enables aggregate levels of individual member creativity to translate into team creativity. Further, the authors propose that reward interdependence enhances this link indirectly by motivating collective norms around knowledge sharing.

Multi-source and multi-wave data was collected from 94 R&D teams in two large medical firms. At Time 1, team members assessed the degree of reward interdependence and knowledge sharing characterizing their team; team leaders rated each member’s individual creativity. Unit leaders reported on the team’s overall creativity at Time 2 (three months after Time 1).

The results indicate that the effect of aggregate member creativity (AMC) on team creativity is moderated by reward interdependence in such a way that when reward interdependence is high, AMC has stronger positive effects on team creativity. Furthermore, knowledge sharing, as motivated by reward interdependence, mediates this moderating effect.

By integrating the team design and team creativity literatures, this paper advances an interactive model in which team creative composition combines with reward interdependence and knowledge sharing to help team creativity.

Research on the relationship between novelty and travel intention is lacking. This study attempts to fill this gap by developing a theoretical model to explain how novelty influences travel intention through two mediating paths: brand equity and tourist motivation.

In this study, data were collected from 466 foreign visitors to Taiwanese night markets. To test the model, the authors applied structural equation modeling (SEM) to identify the critical attributes that predicted foreign tourists' travel intentions.

The SEM analysis indicated that novelty in tourism management was related to brand equity and intrinsic motivation, which increased foreign tourists' travel intentions and offered advantages for highly competitive, high-density night markets in Taiwan. In addition, brand equity was an important mediator that connected novelty and tourists' travel intentions. Finally, novelty indirectly affected travel intention and intrinsic motivation through brand equity.

There may exist potential moderators in the relationships among the brand equity and travel intention categories. Future research studies could explore whether any moderators influence the relationship mechanisms examined in this study.

This research expands on previous research studies that have focused on the value of travel intention. Furthermore, the study uses brand equity theory (BET) and the theory of planned behavior (TPB) to examine the mediating effect of intrinsic motivation on the relationship between novelty and travel intention.

This study aims to build on social comparison theory to develop a theoretical model of leader–member exchange (LMX) relationship to workplace ostracism through perceived organizational status by coworkers and envy. This study further proposes that warmth and competence may potentially moderate these two indirect effects.

This study tested the hypotheses in a battery manufacturing company located in South China by a survey of 216 employees organized in 55 work teams, using different sources. Additionally, the authors conduct two online vignette experiments to test this study’s mediation, proving the causality.

The authors found that high-level LMX leads to both envy and perceived organizational status by coworkers, which results in a mixed blessing on workplace ostracism toward the employee with high-level LMX. The focal employee’s warmth and competence moderate these indirect relationships.

The authors use LMX to explore antecedents of workplace ostracism and explain how and when these focal employees suffer workplace ostracism from their coworkers. The authors extend the research on LMX by examining the interpersonal risk of being a focal employee. The authors discover two critical boundary conditions – warmth and competence.

This study suggests that it is important to balance the level of the differential LMX; appropriately endorsing other members is a good way to avoid eliciting envy and opposition. Meanwhile, person-oriented citizenship behaviors such as demonstrations of concern or help may shortly build up an employee’s warm impression on their coworkers.

By discovering the bright and dark sides of LMX, this paper has the potential to advance theories on LMX and workplace ostracism. Therefore, the authors believe the current research will have an important impact on relevant research in the future.

The purpose of this paper is to investigate the effect of reward type on knowledge contribution behavior. Individual knowledge contribution, which determines the effectiveness of information systems, benefits the organization at the cost of individual advantage as knowledge is usually considered highly private or even a source of individual prestige. Therefore, organizations provide rewards to compensate for their contributors’ knowledge loss. Surprisingly, some scholars report a positive relationship between reward and knowledge contribution, while others find this relationship to be insignificant or even negative. Based on regulatory focus theory, this study proposes and tests that such inconsistencies result from disparity between reward type and knowledge contribution measures.

A between-group laboratory experiment with 144 undergraduate student is designed and hierarchical regression is applied to test the hypotheses.

An incremental reward (additional reward for attaining outstanding achievements) aroused individual promotion focus, leading to an increase in self-perceived knowledge contribution (self-reported) and knowledge contribution quantity (experiment observers rated), but a decrease in knowledge contribution quality (peer rated). However, a decremental reward (deducted for errors) primed individual prevention focus, leading to an increase in self-perceived knowledge contribution (self-reported) and knowledge contribution quality (peer rated), but a decrease in knowledge contribution quantity (experiment observers rated).

The findings help explain why previous empirical results on the reward-knowledge contribution relationship were inconsistent and add to extant literature by introducing a new theoretical perspective for understanding motivation in knowledge management research.

Drawing on the wisdom of ancient Chinese philosopher Xunzi, this paper aims to present a novel mechanism for governing opportunism, referred to as “cultivational governance.” By examining the role of artificial intelligence (AI) resources possessed by e-commerce platforms, the authors explore how these resources contribute to mitigating seller opportunism. The central hypothesis of this study posits that two distinct types of AI resources, namely, AI technology resources and AI human resources, serve as crucial factors in curbing seller opportunism. Furthermore, the authors propose that platform digital empowerment and value cocreation act as mediating variables linking AI resources to opportunism.

Based on the resource-based view and resource orchestration theory, the authors developed a framework and tested it using survey data from sellers. This framework encompasses five key variables: e-commerce platform’s AI technology resources, AI human resources, platform digital empowerment, value cocreation and seller opportunism. Regression analysis was used for data analysis.

The empirical results validate the effectiveness of cultivational governance mechanisms, as both AI resources effectively suppress seller opportunism through digital empowerment and value cocreation. Specifically, e-commerce platforms’ AI technology resources significantly promote value cocreation and platform digital empowerment, while AI human resources primarily contribute to platform digital empowerment. Although platform digital empowerment encourages value cocreation, its direct impact on reducing seller opportunism was not supported. Notably, value cocreation negatively affects seller opportunism.

The present research mainly contributes to the marketing channel governance literature by introducing a new approach to inhibit opportunism, namely, the cultivational governance mechanism.

Although idea implementation is a praised useful resource, the psychological and behavioral costs that employees may pay for idea implementation are rarely discussed. This study aims to examine the buffer effect of intrinsic interest on dark side of idea implementation.

Based on the conservation of resources theory, this study tested hypotheses with a multi-wave survey study of four information technology companies in China.

First, idea implementation increased emotional exhaustion. Second, emotional exhaustion mediated the relationship between employee idea implementation and negative workplace gossip about a leader. Third, intrinsic interest negatively moderated the relationship between idea implementation and emotional exhaustion. Fourth, idea implementation increased workplace negative gossip about a leader as a result of increased emotional exhaustion when intrinsic interest was low.

These findings are conducive to further understanding of the psychological mechanism and boundary condition of the negative impact of idea implementation. It provides practical guidance for buffering the dark side of idea implementation and effectively controlling the workplace negative gossip in the workplace.

This study aims to investigate the effect of steel fibers on the mechanical and tribological properties of FeS/Cu–Bi self-lubricating materials.

The microstructure of the material was characterized by scanning electron microscopy. Tests on the crushing strength, impact toughness and tribological properties of materials were conducted using a universal electronic testing machine, a 300 J pendulum impact testing machine and an M200 ring-block sliding tribometer, respectively.

The mechanical properties of the material initially increased and then stabilized with increased copper-plated steel-fiber length. When the length of the copper-plated steel fiber was 7 mm, the mechanical properties of the material reached stability. Compared with the material without a copper-plated steel fiber, its crushing strength and impact toughness increased by 32.6% and 53%, respectively. A copper-plated steel fiber with a length of 7 mm lay flat in a copper matrix can strengthen the friction interface and enrich the lubricant. Accordingly, the antifriction and wear resistance of the materials increased by 17.6% and 55%, respectively.

The effects of copper-plated steel fibers on the properties of FeS/Cu–Bi self-lubricating materials were clarified. This work can serve as a reference for improving material performance and its engineering applications.

Kelp is widely productive and inexpensive. The purpose of this study is to explore kelp liquid (KL) as an environment-friendly water-based lubricant, which is expected to replace some industrial lubricants and protect the environment while satisfying lubricating performance.

In this experiment, the soaked kelp was broken up by a wall-breaking machine to get the KL by a centrifuge. Elements and crystal structure of KL samples were characterized by X-ray photoelectron spectroscopy, X-ray diffraction and Raman spectra. The friction test is carried out by the relative movement of the polyethylene ball and the aluminum disk on the friction tester.

Friction experiments showed that 0.1 Wt.% KL has a good lubrication effect, and the average coefficient of friction is 0.063 under the condition of applying a 10 N load and moving at a speed of 2.0 cm/s. KL has good thermal conductivity with excellent cooling effect and high intermolecular force which makes high viscosity for excellent lubricating behavior, at the meantime molecules in solution remain stable which shows an excellent dispersibility.

At present, the research on kelp mainly focuses on its medicinal value and abundant nutritional value, and the research on its lubrication effect is less. Based on this situation, this paper explored the characteristics of KL as an environmentally friendly lubricant, which is expected to be used as a green cutting fluid.

The purpose of this paper is to analyze the reliability and validity of doctoral candidates’ innovative personality model.

Based on doctoral candidates’ innovative personality model, this study took the best correlation and the worst correlation into account to predict and demonstrate their innovative ability tendencies. Matlab R2016a, a program of software programming, was used to calculate the contribution degree of each personality factor of doctoral candidates to their innovative ability tendencies.

The reliability and validity of doctoral candidates’ innovative personality model based on grey target theory have been verified, and the prediction for doctoral candidates’ innovative ability tendencies can be realized on the basis of this model.

Scientific and reasonable doctoral candidates’ innovative personality model can play a good guiding role, and its research results have certain practical significance for selecting innovative doctoral candidates, ensuring the training quality of doctoral candidates and cultivating the innovative ability of doctoral candidates. It can be promoted and applied on the basis of its trial operation in Jiangsu.

With regard to the relative degree of the influence of doctoral candidates’ individual personality factors, previous researchers seldom carried out the quantitative research. In this paper, the author sought a quantitative method to describe the degree of such influence and constructed the doctoral candidates’ innovative personality model based on grey target decision making. This study took the positive and negative off-target distance into account and demonstrated the rationality and validity of doctoral candidates’ innovative personality model.

Employee participation in budgeting enhances motivation and commitment, leading to better performance by enhancing ownership. Within Iraqi higher education institutions (HEIs), the current investigation delves into the influence of participative budgeting on managerial performance. Drawing upon goal-setting theory, this study discerns budget goal commitment as a mediating variable while also examining directive leadership as a moderator in the dynamics of this association.

The current study used partial least squares structural equation modelling (PLS-SEM) using SmartPLS 4.0. 373 questionnaires were collected from managers in Iraqi public universities, with 58.37% responding.

The findings show that budget goal commitment partially mediates the connection between budget participation and managerial performance. Furthermore, the results showed that directive leadership increases the positive associations between budget goal commitment and managerial performance.

This study expands the existing literature by shedding light on the mediating role of budget goal commitment and the moderating influence of directive leadership. It also enriches the discourse in management accounting by providing a more elucidation of how employee involvement in the budgeting process enhances managerial performance.