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The device, amplifies and sub-regionally transmits the current generated by the body temperature thermoelectric generator through a smart body temperature sensor.

The present study designs a wearable smart device regarding the relationship between temperature and emotion.

Experimental results show that the device can accurately detect changes in human body temperature under hilarious, fearful, soothing and angry emotions, so as to achieve changes in clothing colors, namely blue, red, green and brown.

Different areas of clothing produce controllable and intelligent color, so that adult emotions can be understood through changes in clothing colors, which is conducive to judging their moods and promoting social interaction.

Employee voice behavior is an important source of corporate competitiveness but employees often face difficulties in voicing their opinions. This research analyzes how authentic leadership may increase psychological safety perceived by employees, consequently encouraging employees to actively share their ideas. In addition, the authors explore the unique concept of Zhongyong thinking, a way of thinking that is common in cultures rooted in Confucianism. The authors analyze how Zhongyong thinking may affect the relationship between psychological safety and employee voice behavior.

For the empirical analysis of authentic leadership and employee voice behavior in the Chinese context, the authors distributed surveys to employees working in various different industries in various provinces in China. The authors distributed 250 surveys in total and 213 surveys were used for analyses.

The authors' empirical analyzes illustrate that authentic leadership increases employee voice behavior, partially mediated by psychological safety. The authors also analyzed how psychological safety's effect on employee voice behavior could be moderated by Zhongyong thinking. The results demonstrate that the effect of psychological safety on voice behavior is weaker when employees are capable of exercising Zhongyong thinking.

Zhongyong thinking is still a relatively new concept that has not been studied thoroughly, and to the authors' knowledge, Zhongyong thinking has never been studied as a moderator in the relationship between psychological safety and employee voice behavior.

Although domestic research on Chinese management is emerging, a suitable domestic theory is still needed to support and explain Chinese management practice. Given that, this paper aims to extract ideas of cultivation from Confucianism and propose a theoretical framework of self-cultivation with a purpose to provide new explanations for domestic (nondomestic as well) management practice.

Drawing from pre-Qin cultivation discourse and management practice, this paper develops a theoretical framework of self-cultivation and discusses its implications.

This paper argues that self-cultivation emphasizes self-consciousness, initiative and selflessness. It also includes self-reflection, self-discipline, self-study and self-improvement, as well as self-dedication, all of which reflect the ideal realm of “self-cultivation.” This “realm” refers to the process of pursuing an ideal personality and high moral standards.

This paper contributes to the literature by identifying various potential applications of self-cultivation theory to domestic research on organizational behavior in China.

The purpose of this paper is to analyse the historical development and characteristics of labour disputes in China, including their growth, collective disputes, regional differences, direct causes and the impact of economic ownership on labour disputes.

This paper critically reviews the existing literature and analyses official government statistics.

Individual and collective labour disputes have been on the rise since 1978 when China embarked on market‐oriented economic reforms. The considerable regional variations in labour disputes are closely associated with regional economic growth, the restructuring of state‐owned enterprises (SOEs) and development of non‐SOEs. While non‐payment or delayed payment, job losses and industrial accidents resulting from poor labour protection are the three major causes of labour disputes, management corruption and mismanagement sometimes fuel the anger of already disgruntled workers. The nature of economic ownership also impacts on how labour conflicts occur.

This paper investigates labour disputes in China, an important phenomenon which is currently increasing but has not been much studied. It therefore develops a better understanding of their historical development and characteristics. Such an understanding is critical to resolving labour disputes and preventing them from occurring in the future.

The continuous upgrading of new technologies and rapid changes in their external environment have made organizations more dependent than ever on the ability of their employees to quickly identify problems and make timely course corrections. This dependency is not limited to individual employee voice but extends to the collective voice of the team. In the Chinese context, collective silence prevails. Following social identity theory, this study aims to explore the mechanisms and conditional processes underlying the relationship between team faultlines and team voice behavior and examine whether there are differences between the effects of objective and perceived faultlines.

The proposed model was tested through questionnaires with 377 team members from 71 teams, which were conducted through team leader–member pairing survey. The correlation and hierarchical stepwise regression analyses were used to test the hypotheses rigorously, and the questionnaire data was analyzed using SPSS 26.0, AMOS 25.0 and R 3.6.1.

The results show that both objective and perceived faultlines have a negative impact on team voice behavior and that the latter has a stronger negative effect. Team psychological safety mediates the relationship between team faultlines and team voice behavior. In addition, benevolent leadership, moral leadership and Zhongyong thinking positively moderate the negative effect of objective faultlines on team voice behavior; Zhongyong thinking also moderates the mediating effect of team psychological safety on the relationship between objective faultlines and team voice behavior.

The results of this study provide a deeper understanding of team faultlines and team voice behavior, and practical implications are provided for managers and future researchers to improve voice behavior in organizations.

The roles that one single leadership style plays on motivating employees have been studied. However, in reality, an individual may exhibit more than one type of leadership style. This study aims to reveal how zhongyong leadership can lead to employees’ thriving at work in China, with a glance at ethical leadership as a moderator. The intrinsic motivation of employees is also considered as a mediator to show the specific path that bridges employees’ perceived leadership styles and their thriving at work.

Using three-period data from a sample of 346 employees working in Chinese companies, this study performs regression and bootstrap analyzes in PROCESS macro to test the hypotheses. By adopting the Johnson-Neyman technique, this study further identifies the specific moderating range within which ethical leadership makes a difference.

The positive correlation between zhongyong leadership and employees’ thriving at work only withstand scrutiny when the level of ethical leadership is sufficiently high and employees’ intrinsic motivation plays a mediating role. Specifically, when the ethical leadership level is higher than 6.022 (on a seven-point scale), zhongyong leadership can significantly increase the intrinsic motivation of employees and their thriving at work will be stronger as a result. On the contrary, when ethical leadership is lower than 1.089 (on a seven-point scale), this mediated relationship will head exactly in the opposite direction.

This study focuses on investigating the effects of multiple positive leadership behaviors on promoting employees’ thriving at work. The resultant findings provide compelling evidence for the integration of different leadership styles in practice and consolidate the theoretical underpinnings of related research on thriving at work.

Human resource practices are transforming at a varying pace for different businesses to meet the increasingly intensified external challenges. The pursuit of innovation while balancing the tensions between flexibility and efficiency has become a core challenge for survival in this globally competitive era. The literature identifies ambidexterity as a realistic choice to manage these tensions during transformation towards diversified and innovative human resource practices. Based on social exchange theory (SET), this study explores the impact of ambidextrous human resource practices (AHRPs) on organization members' innovation performance while examining the mediating effect of psychological safety.

Data were collected for this cross-sectional study in three waves, and the final sample included 788 employees from 32 companies across different industries in China.

The results of data analysis indicate support for all the hypothesized relationships. AHRPs positively affect employee innovation performance; employee psychological safety mediates this relationship; inclusive leadership moderates the direct effect of AHRPs on employee psychological safety and the indirect effect of AHRPs on employee innovative performance through psychological safety. Theoretical and practical implications of the study are also presented.

This study examines AHRPs’ influence on employee innovation performance mediated by psychological safety and the moderating role of inclusive leadership in the above relationship to clarify the boundary conditions of AHRPs' effect on innovation performance.

This study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological conditions [psychological meaningfulness (PSYM), psychological safety (PSYS) and psychological availability (PSYA)] on this relationship.

Grounded on Kahn’s personal engagement theory, a model has been developed with WPS as an independent variable, individual’s psychological conditions (PSYM, PSYS and PSYA) as the mediators and individual’s WE as the dependent variable. Based on the online responses from 510 millennial employees working in Fortune 500 manufacturing and service industries operating in India, analysis has been undertaken using confirmatory factor analysis, Pearson correlation and PROCESS macro of Hayes (2017).

WPS has been noted to influence individual’s WE positively and there is a partial mediation of PSYM, PSYS and PSYA on this relationship.

The present study is able to extend the scope of Kahn’s personal engagement theory.

Leaders and HR administrators can use the framework to ensure positive engagement levels for the millennial workforce. It will also help to reduce job dissatisfaction and burnouts at the workplace.

The present study contributes to understanding WE through the lens of WPS. It adds to the existing knowledge by explaining the mediation of the psychological conditions between spirituality and WE among millennials working in India. To the best of the authors’ knowledge, this study can be considered one of the first studies that has attempted to understand the role of WPS and psychological conditions on WE levels of millennials.

The purpose of this study is to examine the impact of psychological safety on transformative learning in the workplace. This study focused on psychological safety as a specific practice that may or may not independently contribute to transformative learning outcomes.

Data was gathered from 132 employees in one US manufacturing company through a survey asking about the perception of psychological safety and the experience of transformative learning. A mediation analysis was conducted to test the effects of transformative learning processes – social support, attitude toward uncertainty and criticality – on the relationship between psychological safety and transformative learning outcomes.

The results of this study showed that psychological safety led to transformative learning outcomes mediated by transformative learning processes including social support, attitude toward uncertainty and criticality.

Existing literature reveals little about the mechanism of how transformative learning occurs in the workplace. This study contributes to the field of human resource development by explaining the relationship between psychological safety and transformative learning, as well as first attempting to use transformative learning as a viable construct in workplace research.

A wire-based additive manufacturing system works with high manufacturing efficiency and low dimensional precision. The purpose of this paper is to study the dimensional characteristics of Ti-6Al-4V thin-walled parts with wire-based multi-laser additive manufacturing in vacuum.

Wire-based multi-laser additive manufacturing was carried out to understand the effect brought from different parameters. The Ti-6Al-4V thin-walled parts were formed by different height increments, power inputs and inter-layer cooling times in vacuum.

The result shows that, with the number of layers increment, the layer width of thin-walled part increases gradually in the beginning and stabilizes soon afterward. Height increment, laser power and inter-layer cooling time could affect the energy input to the deposited bead and heat accumulation of thin-walled part. The layer width decreases, while the height increment increases. The increment of laser power could increase the layer width. And, the increment of inter-layer cooling time (more than 5 s) has little effect on the layer width.

The heat dissipation mode of thin-walled parts in vacuum and the influence of different parameters on layer width are explained in this paper. It provides a reference for further understanding and controlling dimension precision of Ti-6Al-4V thin-walled part with wire-based multi-laser additive manufacturing in vacuum. At the same time, it provides a reference for researches of dimensional characteristics in the additive manufacturing industry.