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This study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of subordinate moral disengagement and the moderating role of their power-distance orientation.

The theoretical model was tested using two-wave data collected from employees of five firms in southern China.

Subordinate moral disengagement was found to mediate the positive relationship between supervisor BLM and subordinate UPB. Furthermore, for subordinates with high power-distance orientation, the positive relationship between supervisor BLM and subordinate moral disengagement and the indirect positive relationship between supervisor BLM and subordinate UPB were both strengthened.

First, organizations should train their employees to pursue goals ethically based on established standards and policies for acceptable behavior and to punish UPB. Second, organizations should strengthen employees' ethics and reduce their likelihood of moral disengagement. Finally, organizations should create an environment that allows subordinates to question their supervisors’ BLM.

First, the results demonstrate that supervisor BLM is an antecedent of subordinate UPB. Second, the study sheds important new light on how employees respond to supervisor BLM through cognitive processes. Third, it examines the moderating role of subordinate power-distance orientation between supervisor BLM, moral disengagement and UPB.

The purpose of this paper is to investigate the double-edged effects of supervisor bottom-line mentality (BLM) on subordinates' work-related behaviors (work performance and knowledge hiding) and the moderating role of subordinate gender.

The theoretical model was tested using a sample of 218 three-wave multi-source data collected from employees of five firms in southern China.

The results revealed that supervisor BLM is positively associated with subordinate BLM. Although subordinate BLM can enhance their work performance, it can also lead to knowledge hiding toward coworkers. Furthermore, these indirect effects are moderated by subordinate gender.

Managers should pay more attention to the potential positive and negative consequences of supervisor BLM and intervene to mitigate the negative impact of BLM.

This study is among the first to examine how supervisor BLM can be a mixed blessing and elicit both positive and negative behaviors from their subordinates. Moreover, by illuminating how subordinate gender moderates the relationship between supervisor BLM and subordinates' work-related behaviors, we enrich and extend the BLM literature.

The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating roles of perceived organizational support (POS).

Using a sample of 275 supervisor–subordinate dyads in a two-wave survey, the authors adopted a hierarchical regression analysis to test the hypotheses.

The results revealed that there is a U-shaped relationship between perceived negative workplace gossip and task performance. Moreover, POS moderated the curvilinear relationship such that the curvilinear relationship is more pronounced among those with lower POS.

This study does not explore the mediating mechanism of how perceived negative gossip affects the target’s task performance. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of the findings calls for more attention.

When the negative gossip is still in its early stages, managers should realize the potential threat to target employees and take measures to stop and minimize negative gossiping and rumormongering. Furthermore, managers should do their best to find the optimal levels of organizational support for target employees.

This study is among the first effort to understand how perceived negative gossip can influence the target employees’ performance by proposing and demonstrating a nonlinear relationship. Moreover, by illuminating how POS plays a role in the curvilinear relationship between negative gossip and task performance, the authors not only complement but also extend the literature on workplace gossip and organizational support.

Entrepreneurial orientation (EO) is an exploratory orientation because its dimensions such as innovativeness, proactiveness and risk-taking are the essence of exploration that entails uncertain returns. While literature suggests firms might need to counterbalance and complement EO with another orientation for organisational success, research on this area remains limited. Drawing on organisational learning theory, the purpose of this article is to explore whether and how the EO dimensions and organisational ambidexterity complement each other to enhance new product performance. More specifically, the authors explore the configurations of innovativeness, proactiveness, risk-taking and ambidexterity for superior new product performance under different levels of market turbulence.

Based on a configurational perspective, the authors applied fuzzy set qualitative comparative analysis (fsQCA) on a sample of 88 small and medium-sized firms from the UK. Using fsQCA allows the authors to uncover the potential complementary role between the EO dimensions and ambidexterity for superior new product performance.

The results of this paper reveal three configurations that are sufficient to produce superior new product performance. The results suggest that the EO dimensions and ambidexterity can complement each other to enhance new product performance. Further, under the turbulent market environment, the EO dimensions are also sufficient to produce superior new product performance.

By adopting a configurational perspective using fsQCA, the study provides a more holistic understanding of how the EO dimensions work together to influence new product performance. It also contributes to the literature by uncovering the complementary role of the EO dimensions and ambidexterity in shaping new product performance.

The purpose of this study is to investigate the relationship between supervisor bottom-line mentality (BLM) and employee work-to-family conflict (WFC) through employee psychological detachment, and the moderating role of employee trait optimism.

The research model was empirically tested using a sample of 225 two-wave data gathered from five Chinese companies.

The results revealed that employee psychological detachment mediated the impact of supervisor BLM on employee WFC. Moreover, employee trait optimism buffered the negative relationship between supervisor BLM and employee psychological detachment and the indirect effect of supervisor BLM on employee WFC through employee psychological detachment.

Supervisors should pay more attention to the spillover effect of supervisor BLM on employees’ family life and take some training measures to help employees effectively psychological detach from supervisor BLM.

The findings, therefore, provide a more comprehensive understanding of the adverse effects of supervisor BLM beyond the work domain and the buffering role of employee trait optimism on work–family intervention.

Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue.

The paper develops a conceptual model to examine the double-edged sword effect of political behaviour on employee outcomes.

The authors designed a two-wave survey to test the model. The analysis of 286 supervisor–employee dyads found that feeling trusted is associated with supervisor-rated organization citizenship behaviour (OCB) and overload reported by employees. Furthermore, political behaviour partially mediates the relationship between feeling trusted and supervisor-rated OCB, which may be desired by both the supervisors and employees. It also mediates the relationship between feeling trusted and employee perceived overload, which is undesired by employees.

The current research aims to fill in the gap and answer this question: what is the role of political behaviour in the relationship between feeling trusted and employee outcomes? Guided by an “antecedents–behaviours–consequences” framework (Ferris et al., 1989), the paper develops a conceptual model to examine how feeling trusted directly and indirectly influences employee outcomes, with the latter being mediated by political behaviour.

The purpose of this paper is to describe and discuss the use of Chinese medicine in the prevention and treatment of coronavirus disease 2019 (COVID-19) in China and Asia.

This paper provides a brief overview of the COVID-19. Based on the syndrome differentiation (辨證論治), the concept of clearing heat and detoxifying lung in traditional Chinese medicine is used to prevent and treat COVID-19 through restoring the vital qi (正氣) in human body and regulating the lung as well as spleen to strengthen the immune system. Traditional Chinese medicine has been used as a complementary therapy for the possible intervention of COVID-19 including traditional Chinese herbal decoctions, Chinese traditional patent medicines, acupuncture and moxibustion as well as the traditional health exercises in China and parts of Asia.

Traditional Chinese medicine plays a significant role in the prevention and treatment of COVID-19 pandemic. The infection cases of China are around 80,000 and a steady decline compared with the USA which has 5,000,000 infection cases and continuous increases. It is shown that more than 90% of patients recovered after the treatment of traditional Chinese herbal decoctions and Chinese traditional patent medicines without any side-effect compared to the use of Remdesivir (GS-5734). Acupuncture (針灸) and moxibustion (艾灸) stimulate the immune and nervous systems for preventing infectious diseases. Taichi (太極) and Baduanjin (八段錦) as the auxiliary aerobic exercise under the theory of Chinese medicine can enhance the immune system and improve the lung function. Thus, an integration of traditional Chinese Medicine and Western medicine is the best strategy for the prevention, treatment and control of COVID-19 pandemic in the future.

This paper describes traditional Chinese medicine as an effective way for the prevention and treatment of COVID-19.

The purpose of this study is to empirically test the impact of resilience-enhancing human resource practices on job satisfaction and organizational commitment with the mediating role of employee resilience.

With a quantitative approach, structural equation modeling was used to test the hypothesis. Data was collected with a survey method from 326 bankers of Pakistan. Data was diagnosed with all reliability and validity tests and significance was tested with bootstrapping. Smart-PLS software was used.

Results revealed that there is a partial mediating impact of employee resilience in the relationship of resilience-enhancing human resource practice and job satisfaction. For resilience-enhancing human resource practice and organizational commitment, employee resilience plays a partial mediating role.

This study is confined to bankers only and a limited sample is used. However, it significantly provides a contextual base for further theoretical development in the research of employee resilience.

This paper recommends the banking sector of Pakistan for paying extra heed toward resilience-enhancing human resource practices, as it only augments much-needed resilience among employees but also ultimately results in greater job satisfaction and commitment.

This study is the first of the kind in the banking sector of Pakistan to explore resilience-enhancing practices.