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This paper aims to study the sampling methods (or design of experiments) which have a large influence on the performance of the surrogate model. To improve the adaptability of modelling, a new sequential sampling method termed as sequential Chebyshev sampling method (SCSM) is proposed in this study.

The high-order polynomials are used to construct the global surrogated model, which retains the advantages of the traditional low-order polynomial models while overcoming their disadvantage in accuracy. First, the zeros of Chebyshev polynomials with the highest allowable order will be used as sampling candidates to improve the stability and accuracy of the high-order polynomial model. In the second step, some initial sampling points will be selected from the candidates by using a coordinate alternation algorithm, which keeps the initial sampling set uniformly distributed. Third, a fast sequential sampling scheme based on the space-filling principle is developed to collect more samples from the candidates, and the order of polynomial model is also updated in this procedure. The final surrogate model will be determined as the polynomial that has the largest adjusted R-square after the sequential sampling is terminated.

The SCSM has better performance in efficiency, accuracy and stability compared with several popular sequential sampling methods, e.g. LOLA-Voronoi algorithm and global Monte Carlo method from the SED toolbox, and the Halton sequence.

The SCSM has good performance in building the high-order surrogate model, including the high stability and accuracy, which may save a large amount of cost in solving complicated engineering design or optimisation problems.

The purpose of this paper is to explore the rationality differences of cognition of non-technical medical services in different groups, and to provide countermeasures for improving non-technical medical services.

Literature analysis, expert interviews, questionnaire survey and frequency analysis were taken to reveal the influencing factors of non-technical medical services. Grey correlation methods were taken to compare the rationality differences of cognition of non-technical medical services by analysis influencing factors’ scores marked by different groups.

A total of 12 influencing factors of non-technical medical services were obtained, including “doctor’s working career”, “doctor’s strict implementation of medical treatment norms and medication guidelines”, “doctor’s service awareness”, etc. And rationality differences of cognition of non-technical medical services were confirmed as follows: the doctors’ cognition was more reasonable compared with patients; the women’s cognition was more reasonable compared with men; the lower aged groups’ cognition was more reasonable compared with higher aged groups; and people with doctoral degree had a less reasonable cognition compared with others.

The authors systematically discussed the cognition differences of non-technical medical services among different people, and provided some countermeasures reasonably.

Megaprojects have large impact on the environment and stakeholders should take collective action to ensure that these projects are developed in a socially responsible manner. Hitherto, it is not known whether group and subjective norms and social identity could compel stakeholders to take socially responsible collective actions in megaprojects. The aim of this study is to design and test a model to boost stakeholders' intention to take socially responsible collective action in the context of mega water transfer projects in China.

A quasi-experimental causal research design was adopted to establish cause–effect relationships among the dependent variable (we-intention) and independent variables (subjective norms, group norms, social identity and desire). This study adopts the belief–desire–intention model and social influence theory to empirically investigate how to boost the stakeholders' intention to participate in socially responsible collective action. An online questionnaire survey was conducted and data was collected from 365 respondents who were involved in mega water transfer projects in China. The partial least squares structural equation modeling technique was employed to analyze the data.

The results from partial least squares analyses indicate that the presence of subjective norms, group norms and social identity (collectively known as social influence process) could increase stakeholders' intention to take socially responsible collective action. In addition, the desire to be socially responsible also boosts stakeholders' intention to take collective action. Desire partially mediates the relationship between social influence process and intention to take socially responsible collective action.

This study adds to existing knowledge by discovering social influence process as an antecedent to taking socially responsible collective action in megaprojects. Strong group norms and subjective norms could propel stakeholders to be more socially responsible. The study also adds to knowledge by discovering that stakeholders' desire to fulfill social responsibility also leads them to take concrete actions. Implications and recommendations are provided on how to manipulate different types of social influence processes to facilitate stakeholders to adopt socially responsible collective action in the process of managing megaprojects.

The COVID-19 pandemic has substantially affected China’s tourism industry. Tourism small- and medium-sized enterprises (SMEs), with limited crisis response ability, might be difficult to recover after the pandemic. Regarding the impacts of the pandemic on rural tourism, income for rural attraction sites was almost zero; sightseeing, agri-tourism activities were ceased; and large amount of rural bed-and-breakfasts (B&Bs) faced business closure. However, through three cases, our study found that through either content innovation or process innovation, some B&Bs are able to recover speedily from the pandemic and develop sustainably. These innovations are important for their business strategy adjustment. Innovation creates more value for tourists and stakeholders by developing new service products or adjusting existing products. This chapter discusses the linkages between innovation and leadership. Through the investigation and analysis of three cases, the researchers found that the advantages of transformational leadership were reflected in the post-crisis management in different ways and effectively improved the innovation ability and sustainable development of post-crisis organizations. This study has enriched the literature on transformational leadership and post-crisis recovery of small tourism enterprises and has practical reference value for managers of small rural tourism companies.

This paper aims to investigate the relationship between empowering leadership and innovative job performance, with challenge stress and hindrance stress acting as parallel mediators. Additionally, the study examines how promotion focus and prevention focus moderate these dual processes.

A two-wave survey was employed to validate the theoretical model, gathering data from 449 employees across various industries in Mainland China with a convenience sampling method.

The results demonstrate that empowering leadership enhances employee innovative job performance by increasing challenge stress and reducing hindrance stress, highlighting the moderating role of regulatory focus. Specifically, a high promotion focus strengthens the positive relationship between empowering leadership and challenge stress, while a high prevention focus weakens the negative relationship between empowering leadership and hindrance stress. The moderated mediation effect of regulatory focus is also verified.

Empowering leaders should be mindful of employees’ dualistic work stress and implement tailored management strategies based on individual regulatory focus to maintain their psychological well-being and enhance innovative performance.

Grounded in job demand-resource (JD-R) theory and a stress perspective, this study develops a dual-path model to explore the impact of empowering leadership on employee innovative job performance through dualistic work stress. This framework enhances our understanding of the mechanisms underlying the effectiveness of empowering leadership and the antecedent factors influencing employee well-being and innovative performance. Furthermore, by examining the role of employees’ regulatory focus, this study clarifies the boundary conditions of empowering leadership effectiveness, addressing inconsistencies in previous research findings.

Given innovation's significance, this research examines the link between empowered leadership and frugal innovation. The research also explores how collaborative cultures and organizational commitment mediate empowered leadership's effect on frugal innovation.

Quantitative method is used with the approach of hierarchical regression to test the hypotheses with data obtained from Pakistani small- and medium-sized enterprises (SMEs) through the questionnaire from 288 participants.

The results of this study show that empowered leadership has a considerable impact on the firm's capacity for frugal innovation. Additionally, this study shows that organizational commitment and collaborative culture significantly moderate the association between empowering leadership and frugal innovation.

Future studies should examine mediating factors, including employment experience, education and perceived organizational support, and moderating variables like employee psychological empowerment and leadership styles.

This research advises SMEs in developing nations to utilize frugal innovation since they cannot afford to spend extensively on technologies that add creativity and innovation to goods and services.

This study advances how leadership both directly and indirectly helps organizations strengthen their capacity for frugal innovation through the mediating roles of collaborative culture and organizational commitment.

Existing research has generally viewed that temporal leadership has positive impacts on employees but ignores its potential drawbacks. This study aims to develop a model to explore its possible negative impacts on employees, drawing upon social information processing theory.

This study conducts a multi-wave and multisource survey to test the model, and the authors test the hypotheses with multi-level analysis using Mplus 7.4 and R package for Monte Carlo.

Results suggest that temporal leadership induces employee work alienation, thus leading to employee silence. Furthermore, shared temporal cognitions moderate both the relationship between temporal leadership and work alienation and the indirect effect of temporal leadership on employee silence via work alienation.

Taken together, this study reveals the potential dark side of temporal leadership and provides a more comprehensive and dialectical research perspective for temporal leadership literature.

Based on integrating social exchange theory and input-mediator-output-input model, the current study proposes a model to explore the relationship between benevolent leadership and creative work behavior of Vietnamese university staffs.

A printed questionnaire was developed and directly distributed to 503 Vietnamese university staffs from 1st to 27th October in 2023 using the quota sampling method. After removing 61 missing data and outlier cases, a total of 442 valuable cases were used for further investigation. SPSS 22 and SMARTPLS version 3.2.2 was employed for data analysis.

Our study found the positive relationship between benevolent leadership and creative work behavior through the mediation of innovative climate and fear of failure. The findings also indicated that benevolent leadership fosters an innovative climate and reduces subordinates’ fear of failure, then increases subordinates’ creative work behavior.

The present study explored mechanisms of benevolent leadership effect on creative work behavior of university staff. From that, contributing several practical implications for university leaders and educators in fostering university staff’s creative work behavior. This research contributed to the knowledge domain of leadership and creative work behavior of employees in higher education.

This study aims to present the factors affecting and comparing the difference in community acceptance between groups of survey from the perspective of behavioral reasoning theory (BRT).

This study presents a quantitative method through conducting survey of 152 local residents from three provinces of Viet Nam.

This study examines the new approach of “reason for” and “reason against” community acceptance within the context of wind energy development in Viet Nam. This study also suggests that “reason for” have a positive impact on the local community; however, issues like noise and shadow cast by turbine blades are significant challenges that contribute to the “reason against” acceptance. This study’s findings provide evidence of the importance of location and socio – economic impacts in influencing community acceptance and can give some feedback for local policymakers in Viet Nam’s energy sector as they implement wind projects in potential areas.

To the best of the author's knowledge, this study is the first empirical study conducted across three Vietnamese provinces on community acceptance of onshore wind energy. The integration of literature on socio-acceptance with BRT in energy research contributes valuable insights to the fields of energy behavior and energy policy research.

Prior research has demonstrated that temporal leadership brings benefits, whereas scholars know little about its potential drawbacks. This study aims to explore the positive and negative effects of temporal leadership.

A three-wave, multi-source survey was conducted to examine the theoretical model and test hypotheses. Multi-level analysis was performed using Mplus 7.4 and the R package for Monte Carlo simulations.

This study reveals that temporal leadership both decreases employee proactive behavior through emotional exhaustion and increases it through job absorption. Shared temporal cognitions buffer the effect of temporal leadership on emotional exhaustion and its indirect effect on proactive behavior through emotional exhaustion. Conversely, shared temporal cognitions strengthen the effect of temporal leadership on job absorption and its indirect effect on proactive behavior through job absorption.

Our findings show that temporal leadership has costs and benefits. Thus, it is essential to manage temporal leadership behavior.

Our research provides new insight into understanding the costs and benefits of temporal leadership.