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Knowledge sharing is critical to creating value in platform ecosystems. However, participants refrain from sharing knowledge and even engage in free-riding behavior, thereby causing the value co-destruction of the platform ecosystems. To encourage knowledge sharing among participants, it is essential to analyze the influencing factors and decision-making mechanisms of knowledge sharing in the platform ecosystems.

The study investigated the issue of knowledge sharing among participants in platform ecosystems, based on the stochastic differential game model. Considering the uncertain factors, the Nash non-cooperative game, Stackelberg leader-follower game, and cooperative game models were proposed. By utilizing system dynamics and numerical simulations, the key influencing factors and mechanisms of knowledge sharing were deeply explored, consequently providing game solutions to achieve the Pareto optimality of the ecosystem.

Participants' innovation capability and the marginal benefits of knowledge-sharing positively impact knowledge-sharing decisions, while the environmental knowledge decay rate has a negative influence. The platform subsidy mode enhances the knowledge-sharing effect, and the collaborative cooperation mode can realize the Pareto optimization of the system.

The research findings will provide theoretical support for fostering knowledge innovation and sustainable development of platform ecosystems. Managers should cultivate an innovative environment, establish fair reward mechanisms, and utilize subsidies to promote knowledge sharing, leading to higher value creation.

Utilizing the stochastic differential game model, the study proposed various game-theoretic frameworks to analyze participants' knowledge-sharing strategies. The integration of system dynamics and numerical simulations provides a practical approach to understanding the key influencing factors and decision-making processes.

The purpose of this paper is to investigate the moving boundary conditions on the sliding armature and rail (A/R) interface. As the computational domains involve both moving and stationary conductors, Lagrangian description and backward difference schemes are adopted for spatial and temporal discretization, arising discontinuities in variables. The proposed formulation can compute the current distribution under high velocities (∼km/s) without numerical oscillations and avoids mesh re-generation, saving computational resources.

The governing equations in Lagrangian description, backward difference schemes and derivations of moving boundary conditions are shown in detail. The interface matrix is explicitly enforced on the whole domain matrix and pseudocodes are presented for implementation. Moreover, shifted interpolated quantity method is proposed to deal with unevenly sized mesh, which can calculate acceleration scenarios and save computation resources under high velocities. Comparative calculations with previous methods under low velocities are conducted to verify the correctness of computational and physical models.

The current distributions with constant velocities are consistent with previous two-dimensional and low-velocity studies, further verifying the correctness of the method. The three-dimensional high-velocity results show that the current tends to concentrate near the trailing edge of A/R interface and diffuses into the bulks over time, with higher velocity contributing to less significant current diffusion. The velocity skin effect precedes the magnetic diffusion, conductivity and other factors that influence the current distribution.

The proposed methods can compute the current distributions in railgun under velocity accelerated to over 2,000 m/s, and the results provide more comprehensive understandings of the current evolution process under velocity skin effect in railgun.

Drawing on the conservation of resources (COR) theory, this study aims to examine the influence of abusive supervision on hospitality employees’ helping behaviors, especially, the joint moderating effects of proactive personality and ability to manage resources (i.e. RMA) in the hypothesized relationship.

Using a two-phase design, this study gathered data from 353 employees of ten hotels located in China. To test the hypotheses, the study conducted a series of hierarchical multiple regression analyses.

Findings demonstrated that abusive supervision was negatively related to hotel employees’ helping behaviors. Moreover, both proactive personality and RMA jointly moderated the abusive supervision–helping behavior relationship. Specifically, when both proactive personality and RMA had high degrees, the abusive supervision–employees’ helping behaviors linkage was weakest. Conversely, the strongest impact of abusive supervision on employees’ helping behaviors occurred when both proactive personality and RMA were low.

Hotel managers should reduce mistreatment and cultivate employees’ both proactive personality and RMA, to inhibit the decline of helping behavior resulting from abusive supervision.

First, the current study provides a novel theoretical underpinning of the COR theory to explain the abusive supervision–helping behavior association, particularly in the hospitality context. Second, this study contributes to the boundary effects of abusive supervision on helping behavior by investigating the moderating roles of individual differences (i.e. proactive personality and RMA).

Drawing upon compensatory ethics theory, this study explored the underlying mechanisms through which gossipers engaged in helping behavior as a form of compensation after initiating negative workplace gossip.

Through a two-wave field study of 394 Chinese employees, this study tests theoretical hypotheses using path analysis and bootstrapping methods.

The findings suggested that negative workplace gossip positively influenced the gossipers’ helping behavior through moral self-image and guilt. Moreover, moral reflectiveness not only positively moderated the impacts of negative workplace gossip on moral self-image and guilt but also positively moderated the mediating effects of moral self-image and guilt in the relationship between negative workplace gossip and helping behavior.

These results enrich the theoretical research on negative workplace gossip, offer new perspectives for studying this phenomenon and provide a theoretical basis and decision-making reference for management practices.

Based on social exchange theory and research on proactive personality, this study aims to explore the relationship between abusive supervision and unethical pro-organizational behavior (UPB), taking proactive personality as a boundary condition.

This study conducted a two-wave questionnaire survey and used data from 353 Chinese employees of a diversified company to test the research hypotheses.

The relationship between abusive supervision and UPB varied with proactive personality. Specifically, abusive supervision had an inverted U-shaped effect on UPB when proactive personality was high, while abusive supervision was negatively related to UPB when proactive personality was low.

More research are encouraged to replicate our study in different cultural contexts. Besides, future research can gather data from dyads (e.g. supervisor–subordinate dyad and coworker–subordinate dyad) so as to increase the objectivity and validity of the data.

Managers should reduce abusive supervision and elevate proactive employees' moral awareness.

This study hopes that the authors’ findings will help practitioners to devote greater attention to managing proactive personality, abusive supervision and UPB in the organization.

First, this study enriches the abusive supervision literature by identifying UPB as a consequence of abusive supervision. Second, this study provides a better understanding of the coping tactics used to combat abusive supervision. Third, this study uncovers a dark side of proactive personality by verifying the moderating effect of proactive personality.

The paper aims to explore the reasons underlying the key assumption in the closed-loop supply chain (CLSC) literature that consumers' purchase intention is lower for remanufactured products than for new products. It aims to complement the predominantly operation-focused CLSC research by examining consumers' perception of and behavior relating to remanufactured products.

A theoretical model is developed by integrating the concepts of perceived benefits and product knowledge with the theory of planned behavior and the theory of perceived risk. Then the model is examined through an empirical study in the Chinese automobile spare parts industry involving 288 respondents and using structural equation modeling.

The results indicate that purchase intention is directly influenced by purchase attitude followed by perceived behavioral control and indirectly influenced by perceived risk, perceived benefit and product knowledge via attitude. Therefore, effective measures to promote consumers' purchase intention rely on coordinated policies built on multiple pillars instead of single factors.

This is one of the first empirical studies to explore the factors that underpin consumers' purchase intention regarding remanufactured products. The results can be used to validate the key assumptions in operational models and foster new research in the context of CLSCs.

The purpose of this paper is to examine the effect of compulsory citizenship behavior (CCB) on employees' attitudes and behaviors in the context of Chinese organizations, especially the mediating role of psychological contract violation and the moderating role of Chinese traditionality.

The study sample comprised matched surveys from 450 supervisor‐subordinate dyads in the People's Republic of China. The subordinates completed measures of CCB, psychological contract violation, organizational commitment and Chinese traditionality. The supervisors were asked to rate subordinates' task performance and contextual performance.

Results reveal that: CCB measurement tool of Western is also suitable for the situation in China; CCB has negative impact on contextual performance and organizational commitment, but it has no significant relationship with task performance; psychological contract violation has an partial mediation role between CCB and employees' contextual performance; Chinese traditionality has obvious function of adjusting the relationship between CCB and employees' contextual performance. For the employees with low level of Chinese traditionality, it was found that the relationship between CCB and employees' contextual performance was significantly related with each other, whilst for the employees with high level of Chinese traditionality, the relationship was not significant.

This empirical study provides preliminary evidence of the mediation effect of psychological contract violation and the moderating effect of Chinese traditionality in the relationship between CCB and employees' attitudes and behaviors. Additionally, the findings highlight the necessity of study on CCB in the context of China to help advance our theoretical understanding of the mechanisms that underlie the effect of CCB on employees' attitudes and behaviors.