Yacan Wang, Vincent Wiegerinck, Harold Krikke and Hongdan Zhang
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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Hongdan Zhao, Yunshuo Ma and Yuanhua Chen
As more hotels adopt artificial intelligence (AI), it becomes inevitable for employees to rely on abilities enhanced by the use of AI to complete tasks. However, our understanding…
Abstract
Purpose
As more hotels adopt artificial intelligence (AI), it becomes inevitable for employees to rely on abilities enhanced by the use of AI to complete tasks. However, our understanding of how employees adapt to this shift in work design remains limited. Therefore, the purpose of this study is to explore hotel employees’ approach and avoidance behavioral reactions to dependence on AI.
Design/methodology/approach
A three-wave field study was conducted, collecting data from 303 hotel employees and analyzed using Mplus 8.3.
Findings
Dependence on AI can be construed as a positive stimulus, augmenting employees’ harmonious work passion and subsequently promoting approach job crafting. The promotion focus of employees positively moderates this process. On the other hand, dependence on AI also can be perceived as a negative stimulus, heightening employees’ feelings of AI threat and, consequently, fostering avoidance job crafting. In this case, the prevention focus of employees positively moderates the process.
Practical implications
This study provides theoretical foundations and decision-making references for management practice. Managers should implement measures to guide employees in developing a proper understanding of AI and provide them with emotional support and institutional safeguards.
Originality/value
This study unveils the consequences of dependence on AI for employees, offering new perspectives for AI research in the hotel industry. By differentiating job crafting, this study theorizes and tests a dual-path model of how dependence on AI may influence hotel employees’ approach and avoidance job crafting, thereby enriching the AI–job crafting literature.
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Hongdan Xu and Jiuhe Wang
Knowledge sharing is critical to creating value in platform ecosystems. However, participants refrain from sharing knowledge and even engage in free-riding behavior, thereby…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Practical implications
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.
Originality/value
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.
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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…
Abstract
Purpose
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.
Design/methodology/approach
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
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.
Practical implications
Hotel managers should reduce mistreatment and cultivate employees’ both proactive personality and RMA, to inhibit the decline of helping behavior resulting from abusive supervision.
Originality/value
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).
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Jinghan Xu, Shengguo Xia, Lixue Chen, Anbang Gu, Hongdan Yang and Chengxian Li
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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Drawing upon compensatory ethics theory, this study explored the underlying mechanisms through which gossipers engaged in helping behavior as a form of compensation after…
Abstract
Purpose
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.
Design/methodology/approach
Through a two-wave field study of 394 Chinese employees, this study tests theoretical hypotheses using path analysis and bootstrapping methods.
Findings
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.
Originality/value
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.
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Limin Guo, Hongdan Zhao, Ken Cheng and Jinlian Luo
Based on social exchange theory and research on proactive personality, this study aims to explore the relationship between abusive supervision and unethical pro-organizational…
Abstract
Purpose
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.
Design/methodology/approach
This study conducted a two-wave questionnaire survey and used data from 353 Chinese employees of a diversified company to test the research hypotheses.
Findings
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.
Research limitations/implications
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.
Practical implications
Managers should reduce abusive supervision and elevate proactive employees' moral awareness.
Social implications
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.
Originality/value
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.
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Hongdan Zhao and Qing Xia
The purpose of this paper is to explore the curvilinear relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding by using the…
Abstract
Purpose
The purpose of this paper is to explore the curvilinear relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding by using the conservation of resources theory. In addition, the paper predicts one possible situational context (political skill) that may influence employees’ reaction to ostracism.
Design/methodology/approach
Using a two-wave research design, the authors collected data from 240 samples in a Chinese diversified company. Hierarchical regression models were used to test the hypotheses.
Findings
The authors found that the relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding was U-shaped. Moreover, political skill moderated the linkage between workplace ostracism and knowledge hoarding such that the U-shaped association was stronger for people higher, rather than lower, in political skill.
Originality/value
By exploring a curvilinear relationship between ostracism and knowledge hoarding, the study enriches the knowledge hoarding literature by adding a substantive predictor of knowledge hoarding. The findings can also extend the workplace ostracism literature by providing a new conceptual analysis of interpreting the inconsistent findings involving the influence of workplace ostracism. Moreover, identifying political skill as a moderator can gain a better understanding of when and why an ostracized employee’s knowledge hoarding behavior can be less likely.
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This paper aims to investigate a new predictor of knowledge hiding, namely, employee perceptions of corporate hypocrisy (PCH). Based on the social cognitive theory, this study…
Abstract
Purpose
This paper aims to investigate a new predictor of knowledge hiding, namely, employee perceptions of corporate hypocrisy (PCH). Based on the social cognitive theory, this study constructs a moderated mediation model linking PCH and knowledge hiding. The theoretical model concentrates on the mediating role of moral identity and the moderating role of organization-based self-esteem (OBSE).
Design/methodology/approach
Two studies with different samples and designs were used. In Study 1, the experimental method explored whether PCH could elicit knowledge hiding under the condition of OBSE (H1 and H4). Study 2, an empirical method with three stages, tested the full mediated moderation model by adding to the mediating role of moral identity (H1–H4).
Findings
The results showed: PCH was positively related to knowledge hiding, moral identity mediated the influence of PCH on knowledge hiding and OBSE not only moderated the relationship between PCH and moral identity but also moderated the indirect effect of PCH on knowledge hiding (via moral identity). The present research sheds valuable light on the processes (how) and contingencies (when) whereby PCH affects knowledge hiding for the first time, thus extending prior research and encouraging further explorations on the topic of PCH and knowledge hiding. It informs practitioners that taking measures to decrease corporate hypocrisy plays a vital role in preventing workers from hiding knowledge.
Originality/value
The study’s distinctive contribution is to examine the mediating effect of moral identity and the moderating role of OBSE on the relationship between corporate hypocrisy and knowledge hiding, which through the lens of social cognitive theory. Thus, it furthers a deeper understanding of knowledge hiding and helps the organization understand the dynamics of knowledge management, such as prohibiting employee counterproductive behaviors in the workplace.