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Article
Publication date: 3 September 2019

Jiaqi Yan, Jinlian Luo, Jianfeng Jia and Jing Zhong

The purpose of this paper is to explore the mechanisms by which high-commitment organization is associated with employees’ job performance through the perspective of taking charge…

1623

Abstract

Purpose

The purpose of this paper is to explore the mechanisms by which high-commitment organization is associated with employees’ job performance through the perspective of taking charge and the perceived strength of the human resource management (HRM) system.

Design/methodology/approach

Based on conservation of resources (COR) theory, the authors used two-wave survey data from 200 supervisor-subordinates pairs in China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect.

Findings

The authors found that perceived high-commitment organization and perceived strength of the HRM system interact in predicting employees’ taking charge behavior, such that perceived high-commitment organization is more positively associated with taking charge when the perceived strength of the HRM system is high rather than low. In addition, taking charge mediates the relationship between interactive effects of perceived high-commitment organization and the perceived strength of the HRM system on employees’ job performance.

Originality/value

This study extended the high-commitment organization from the perspective of individual perception based on the COR theory and regard perceived high-commitment organization as an organizational resource.

Details

International Journal of Manpower, vol. 40 no. 7
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 29 August 2021

Yong Yang, Youqing Fan and Jianfeng Jia

In the face of external paradoxical requirements, the cognitive framework of managers and employees use to perceive, interpret and reconstruct information is important to ease…

615

Abstract

Purpose

In the face of external paradoxical requirements, the cognitive framework of managers and employees use to perceive, interpret and reconstruct information is important to ease anxiety and improve job performance. The Yin-Yang balancing of eastern philosophical thought is particularly good at explaining and predicting changes and conflict environments. For this reason, this study aims to propose the eastern construction of the paradoxical cognitive framework based on the Yin-Yang balancing theory and its antecedent framework.

Design/methodology/approach

This paper contrasts the similarity and differences between Chinese and Western philosophy’s thoughts on paradoxes. On this basis, the eastern construction of the paradoxical cognitive framework is proposed. Then, the paper puts forward the antecedent framework of managers’ cognitive framework and employees’ paradoxical cognitive framework.

Findings

This paper proposes the eastern construction of the paradoxical cognitive framework includes the following three dimensions: the unity-in-diversity of paradoxical elements, the asymmetric balance of paradoxical elements and mutual transformation of paradoxical elements. In addition, this paper proposes an antecedent framework of the eastern construction of the paradoxical cognitive framework – the paradoxical requirement of organizational environment exerts a direct impact on managers’ and employees’ paradoxical cognitive framework; managers’ paradoxical cognitive framework has a positive impact on paradoxical leadership; paradoxical leadership exerts an indirect impact on employees’ paradoxical cognitive framework through the collective paradoxical cognitive framework; paradoxical leadership directly affects employees’ paradoxical cognitive framework.

Research limitations/implications

This paper focuses on comparing the similarities and differences of the individual paradoxical cognitive framework in Chinese and Western cultures and proposes the eastern construction of the paradoxical cognitive framework and its antecedent framework. Future research needs to further verify the theoretical framework proposed in this paper.

Originality/value

This paper makes a detailed comparison of the paradox views in Chinese and Western philosophy. It is the first to propose the eastern construction of the paradoxical cognitive framework and its antecedent framework, laying a theoretical foundation for future empirical research.

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Article
Publication date: 19 June 2021

Jianfeng Jia, Zhi Liu and Yuyan Zheng

This study aims to explore the antecedents of bootlegging from the perspective of paradoxical leadership. Based on the theory of planned behavior (TPB), it examines a multiple…

1220

Abstract

Purpose

This study aims to explore the antecedents of bootlegging from the perspective of paradoxical leadership. Based on the theory of planned behavior (TPB), it examines a multiple mediation model with harmonious innovation passion, role breadth self-efficacy and perceived error management culture as mediators, to interpret why paradoxical leadership influences employee bootlegging.

Design/methodology/approach

To test the theoretical model, data were collected from 218 full-time employees from enterprises in Chinese cities using a three-wave time-lagged design. Path-analysis and a bootstrapping approach in Mplus7 were used to examine the hypotheses of the theoretical model.

Findings

The results show that paradoxical leadership has a positive influence on bootlegging. In the multiple mediation model, the effect paths of harmonious innovation passion and role breadth self-efficacy are significant but there is an insignificant difference in their power, while the effect path of perceived error management culture is insignificant, although it has a significant simple mediating effect and sequential mediating effect.

Originality/value

This study is among the first to show the influence of paradoxical leadership on bootlegging, responding to the research call to use the paradoxical factors to capture the antecedents of innovative behaviors. Second, this study enriches the outcomes of paradoxical leadership, that of bootlegging. Third, this study provides a TPB-based mechanism of how paradoxical leadership promotes bootlegging by increasing employees’ harmonious innovation passion, role breadth self-efficacy and perceived error management culture. This provides a new theoretical perspective to explain the relationship between paradoxical leadership and employee bootlegging. It also responds to the call for exploration of the multiple pathways of leadership.

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Article
Publication date: 8 January 2020

Jianfeng Jia, Shunyi Zhou, Long Zhang and Xiaoxiao Jiang

Drawn upon the perspective of implicit voice theory, the purpose of this paper is to explore the underlying mechanism as well as the boundary effect in the relationship between…

1848

Abstract

Purpose

Drawn upon the perspective of implicit voice theory, the purpose of this paper is to explore the underlying mechanism as well as the boundary effect in the relationship between paternalistic leadership and voice behavior.

Design/methodology/approach

Multiple-wave survey data from a sample of 368 employees in China were used to test the hypothesized moderated mediation model.

Findings

The findings show that both benevolent leadership and moral leadership related positively to voice behavior, whereas authoritative leadership played a negative role in influencing voice behavior. Employees’ implicit voice belief played a partial mediating role between paternalistic leadership and voice behavior. Furthermore, perceived HRM strength weakens both the mediation relationship among benevolent leadership, implicit voice belief and voice behavior, and the mediation relationship among moral leadership, implicit voice belief and voice behavior. However, the moderated mediation effect of implicit voice belief on the relationship between authoritative leadership and voice behavior is not significant.

Practical implications

Leaders are encouraged to behave benevolently and morally whereas to avoid excessive authoritative style at work, so that employees can be encouraged to speak out. Organizations are advised to introduce management practices like training and development sessions and to improve employees’ perceived HRM strength so that the implicit voice belief can be reduced, and the voice behavior can be stimulated.

Originality/value

The research provided a fresh theoretical perspective on the underlying mechanism between paternalistic leadership and employees’ voice behavior by unveiling employee implicit voice belief’s partial mediating role between paternalistic leadership and employee voice behavior. Furthermore, the study contributed to the literature of voice by adopting a more integrative perspective and exploring the role of the implementation of the organization’s system, i.e., perceived HRM strength that provided a boundary condition in the above mediation model.

Details

Employee Relations: The International Journal, vol. 42 no. 2
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 29 July 2014

Jianfeng Jia, Guofeng Wang, Xi’nan Zhao and Xifeng Yu

The aim of this study is to explore the mediating role of executive competency in entrepreneurial-orientated corporations between entrepreneurial orientation and corporate…

1098

Abstract

Purpose

The aim of this study is to explore the mediating role of executive competency in entrepreneurial-orientated corporations between entrepreneurial orientation and corporate performance.

Design/methodology/approach

The authors conducted a survey of entrepreneurial-oriented enterprises mainly located in Beijing, Shanghai, Hangzhou, Shenyang, Dalian, Anshan, Chengdu, Guiyang, Wuhan, Taiyuan, Xi’an, Guangzhou, Shenzhen and so on, areas which cover North China, northeast of China, Yangtze River Delta and Pearl River Delta, and are largely representative of the population as a whole. A total of 300 questionnaires were issued with 276 returns, a response rate of 92 per cent; 248 of these were valid.

Findings

First, executive competency in entrepreneurial-oriented corporations has four dimensions. These are profession features, concept features, interpersonal features and individual internal drive features; 15 competency elements are included in the above dimensions. Second, entrepreneurial orientation does improve corporate performance, and the positive influence is mainly through two dimensions, which are innovation and antecedence. Third, executive competency has a positive influence on corporate performance, thus confirming the effectiveness of executive competency as a dependent variable. Finally, executive competency has a partial mediating influence on the relationship between entrepreneurial orientation and corporate performance, with a full mediating influence on innovation and corporate performance, and a partial mediating influence on antecedence and corporate performance.

Originality/value

The conclusions have important implications. Theoretically, the executive competency model, which fits entrepreneurial orientation, is constructed, and the relationship between entrepreneurial orientation and corporate performance is enriched and extended to include executive competency, which provides a theoretical foundation and empirical support for understanding and explaining entrepreneurial strategy in Chinese corporations. In terms of practical implications, this study helps entrepreneurial-orientated corporations to develop a proper human resources management system to recruit, evaluate, train and develop executives, resulting in continuous performance improvement.

Details

Nankai Business Review International, vol. 5 no. 3
Type: Research Article
ISSN: 2040-8749

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Article
Publication date: 5 February 2025

Wanying Guo, Heyun Bao, Jianfeng Cao and Yiping Zhou

The symmetry error generated in the machining process of herringbone gears will destroy the stability of the transmission system. The purpose of this paper is to establish a…

11

Abstract

Purpose

The symmetry error generated in the machining process of herringbone gears will destroy the stability of the transmission system. The purpose of this paper is to establish a symmetry error measurement model of herringbone gear based on spiral measurement method, and to evaluate the transmission accuracy of herringbone gear based on the measured symmetry error.

Design/methodology/approach

A symmetry error measurement model of herringbone gear based on spiral measurement method is proposed. The measurement method is verified by three coordinate measuring instrument. The transmission error analysis model of herringbone gear is established. The influence of speed and load on it is analyzed.

Findings

At the same speed, when the load increases from 100 N·m to 500 N·m, the transmission error increases and the transmission accuracy of the system decreases. Under the same load, the speed is increased from 100 rpm to 500 rpm, which has little effect on the transmission error.

Originality/value

The measurement method and analysis model used in this paper provide reference value and significance for the measurement and analysis of symmetry error.

Peer review

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-09-2024-0350/

Details

Industrial Lubrication and Tribology, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0036-8792

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Article
Publication date: 30 August 2024

Yi Li, Menghan Yan, Jianfeng Fang and Feng Wei

With the diversification of professional values, an increasing number of individuals voluntarily choose positions that demand less than their personal knowledge, skills and…

117

Abstract

Purpose

With the diversification of professional values, an increasing number of individuals voluntarily choose positions that demand less than their personal knowledge, skills and educational background, a phenomenon known as voluntary overqualification. This study aims to explore the reasons for discerning the motivations driving voluntary overqualification, define its conceptual content and develop the measurement scale for voluntary overqualification.

Design/methodology/approach

Through five phases, and using both qualitative and quantitative approaches, the authors constructed a scale comprising three dimensions: earnings-oriented, life-oriented and meaning-oriented to measure voluntary overqualification. Following the steps of scale development, the conceptual connotation and structural dimensions of voluntary overqualification were systematically coded and mined based on grounded theory. The scale’s reliability and validity were measured through exploratory and validation factor analyses. Finally, the validity of the voluntary overqualification scale was verified through the selection of professional identity and subjective well-being.

Findings

This study defined connotations and structural dimensions of voluntary overqualification based on grounded theory, resulting in a measurement scale with three dimensions and 13 items. These dimensions include earnings-, life- and meaning-oriented voluntary overqualification. Empirical testing of predictive validity used professional identity and subjective well-being as outcome variables.

Originality/value

This study provides a theoretical foundation and an effective measurement tool for subsequent research in voluntary overqualification by focusing on a new type of voluntary overqualification, defining its connotations and developing a complete set of scales.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Available. Open Access. Open Access
Article
Publication date: 13 September 2023

Siyao Li, Bo Yuan, Yun Bai and Jianfeng Liu

To address the problem that the current train operation mode that train selects one of several offline pre-generated control schemes before the departure and operates following…

416

Abstract

Purpose

To address the problem that the current train operation mode that train selects one of several offline pre-generated control schemes before the departure and operates following the scheme after the departure, energy-saving performance of the whole metro system cannot be guaranteed.

Design/methodology/approach

A cooperative train control framework is formulated to regulate a novel train operation mode. The classic train four-phase control strategy is improved for generating specific energy-efficient control schemes for each train. An improved brute force (BF) algorithm with a two-layer searching idea is designed to solve the optimisation model of energy-efficient train control schemes.

Findings

Case studies on the actual metro line in Guangzhou, China verify the effectiveness of the proposed train control methods compared with four-phase control strategy under different kinds of train operation scenarios and calculation parameters. The verification on the computation efficiency as well as accuracy of the proposed algorithm indicates that it meets the requirement of online optimisation.

Originality/value

Most existing studies optimised energy-efficient train timetable or train control strategies through an offline process, which has a defect in coping with the disturbance or delays effectively and promptly during real-time train operation. This paper studies an online optimisation of cooperative train control based on the rolling optimisation idea, where energy-efficient train operation can be realised once train running time is determined, thus mitigating the impact of unpredictable operation situations on the energy-saving performance of trains.

Details

Railway Sciences, vol. 2 no. 3
Type: Research Article
ISSN: 2755-0907

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Article
Publication date: 21 June 2024

Xiaochuan Jiang, Jianfeng Yang, Xiyan Wang and Yanhui Hou

To enhance the understanding of the antecedents of students' career adaptability, this study employs the crossover model to explore the potential transfer of career adaptability…

171

Abstract

Purpose

To enhance the understanding of the antecedents of students' career adaptability, this study employs the crossover model to explore the potential transfer of career adaptability from headteachers to students and the underlying mechanisms involved.

Design/methodology/approach

This study examined the proposed moderated mediation model using matched survey data collected from 37 headteachers and 1,598 students in Chinese higher vocational colleges.

Findings

Headteachers’ career adaptability is positively related to students’ career adaptability via students’ psychological capital. An increased frequency of headteacher–student interactions strengthened the indirect relationship between headteachers' career adaptability and students' career adaptability.

Originality/value

The findings suggest that, under certain conditions, headteachers’ career adaptability could be transferred to students via students’ psychological capital.

Details

Career Development International, vol. 29 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

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Book part
Publication date: 9 March 2021

Lian Duan

Abstract

Details

The Emerald Handbook of Blockchain for Business
Type: Book
ISBN: 978-1-83982-198-1

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