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…
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.
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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…
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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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…
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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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…
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.
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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…
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.
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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…
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/
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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…
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.
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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…
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.
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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…
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.