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The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB.

Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships.

Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly.

The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size.

This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.

The purpose of this study is to examine the impact of social media affordances, specifically social engagement and social endorsement, on knowledge contribution in online Q&A communities. Building on self-determination theory, this research seeks to tackle the issue of under-provision of knowledge in these communities.

The study employs a sample collected from a popular social Q&A community in China and uses linear panel data models along with multiple robustness checks to test the research model.

The findings reveal that both social engagement and social endorsement have a positive effect on users' knowledge contribution to the online Q&A community. However, the impact of social engagement is mitigated by social endorsement.

This paper makes a valuable contribution to the field by filling the research gap on the role of social engagement behaviors and their interaction with social endorsement in online Q&A communities. The results provide insights into how social media affordances can be leveraged to enhance knowledge contribution in these communities.

This study examines the serial mediation mechanism between paternalistic leadership and innovative work behavior through the leader–member exchange (LMX) and employee voice behavior. Particularly, this study utilized the social exchange theory to investigate the indirect effect of three distinct dimensions of paternalistic leadership style on innovative work behavior through LMX and employee voice behavior.

Self-reported questionnaires were used to collect data from 397 employees in Pakistan. Hypotheses were tested using structural equation modeling (SEM).

The two dimensions of paternalistic leadership were significantly related to LMX. LMX had a significant effect on employee voice behavior that was further related to innovative work behavior. The findings also support the mediating role of LMX between authoritarian and moral leadership and employee voice. Further, LMX and employee voice boosted the indirect relationship between moral leadership and innovative behavior. However, authoritarian leadership demonstrated a significant but negative indirect effect on innovative behavior through LMX and employee voice.

The organizational members need to encourage a high LMX and voice behavior to enhance the positive effects of benevolent and moral leadership styles on innovative employee behaviors. Contrarily, they need to discourage authoritarian leadership if they want to enhance innovative work behavior through LMX and employee voice. Furthermore, when leaders provide a safe environment to employees at the workplace, then they may feel secure to take risks and exhibit innovative work behavior, which ultimately contributes to increasing employee and organizational performance.

This study extended the existing literature on paternalistic leadership in two important ways. First, this study examined a serial mediation mechanism to test the effect of paternalistic leadership on innovative work behavior through LMX and voice behavior. Second, this is a key study to investigate which dimension of paternalistic leadership is effective to boost employees' innovative work behavior at the individual level in the Pakistani organizational context.

The main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study also examines the moderating role of psychological empowerment and innovative climate between ethical leadership and employee creativity.

We used a survey questionnaire to collect multi-wave data from 295 employees working in the IT sector to test the proposed hypotheses of this study.

The findings revealed that ethical leadership boosts employee creativity, and voice behavior mediates the positive relationship between ethical leadership and employee creativity. Moreover, the results confirm the significant moderating role of psychological empowerment on the relationship between ethical leadership and voice behavior. A positive moderation of innovative climate was also confirmed in the association between voice behavior and creativity. Employees with supportive innovative climate adopt creative behavior when they can voice their concerns freely.

Ethical leadership is a vital tool for fostering employee's creativity by providing autonomy to raise their voice at the workplace in the emerging markets.

This is one of the leading researches to emphasize the role of ethical leadership for employee creativity, and the key contribution is to discover voice as a potential mediator for ethical leadership and an innovative climate as a potential moderator in the relationship between voice behavior and employee creativity.

The purpose of this paper is to maraging 18Ni-300 steel fabricate by powder bed based selective laser melting (SLM) process. Microstructure and mechanical properties of the maraging steel part before and after heat treatment at a slow cooling rate were investigated.

The microstructure of the printed part was observed by optical microscopy and scanning electron microscopy. The phases were determined by X-ray diffraction. The surface roughness of the part was recorded by a profilometer. The tensile properties and microhardness of the parts before and after heat treatment were characterized by an electronic universal tensile testing machine and a Vickers hardness tester, respectively.

Maraging 18Ni-300 steel part comprised of the martensitic phase and a small fraction of austenite phase. After heat treatment, the volume fraction of austenite slightly increased. The surface roughness of the part was about 96 µm. The printed part was dense, but irregular pores were present. The yield strength, ultimate tensile strength (UTS), elongation and Young’s modulus of as-fabricated parts were 554.7 MPa, 1173.1 MPa, 10.9% and 128.9 GPa, respectively. The yield strength, UTS, elongation and Young’s modulus of as-treated parts were 2065 MPa, 2225 MPa, 4.2% and 142.5 GPa, respectively. The microhardness values of surface and cross-section of the as-fabricated part were 407.1 HV and 443.0 HV, respectively. After short-time heat treatment, the microhardness values of the surface and cross-section of the part were 542.7 HV and 567.3 HV, respectively. After long-time heat treatment, the microhardness values of the surface and cross-section of the part were 524.4 HV and 454.8 HV, respectively. The microhardness and tensile strength increased significantly with decreasing elongation due to the changes in phases and microstructure of the parts after heat treatment.

This work studied the effect of heat treatment at 550°C combined with a subsequent slow cooling rate on microstructure and mechanical properties of maraging 18Ni-300 steel obtained by the powder bed based SLM process.

Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.

A questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.

The findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.

This study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.

This study aims to examine the cutting performance of a coated carbide tool during the boring of 1Cr17Ni2 martensitic stainless steel, with a focus on how the tool’s structural parameters, particularly the nose radius, affect the wear patterns, wear volume and lifetime of the cutting tool, and related mechanisms.

A full factorial boring experiment with three factors at two levels was conducted to analyze systematically the impact of cutting parameters on the tool wear behavior. The evolution of tool wear over the machining time was recorded, and the influences of the cutting parameters and nose radius on wear behavior of the tool were examined.

The results show that higher cutting parameters lead to significant wear or plastic deformation at the tool nose. When the cutting depth is less than the nose radius, the tool wear tends to be minimized. Larger nose radius tools have weaker chip-breaking but greater strength and wear resistance. Higher cutting parameters reduce wear for the tools with larger nose radius, maintaining their integrity. Wear mechanisms are primarily abrasive, adhesive and diffusion wear. Furthermore, the full-factorial analysis of variance revealed that for the tool with r_ε = 0.4 mm and 0.8 mm, the factors contributing the most to tool wear were cutting speed (38.76%) and cutting depth (86.43%), respectively.

This study is of great significance for selection of cutting tools and cutting parameters for boring 1Cr17Ni2 martensitic stainless-steel parts.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-07-2024-0266/

The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational citizenship behavior for the environment (OCBE) in a China corporate environment, and this paper also analyze the moderated mediating effect of supervisor-subordinate guanxi on indirect relationship between responsible leadership and OCBE via felt obligation for constructive change.

This paper used 380 employee samples to analyze the relationship between responsible leadership and OCBE. Hierarchical regression analyses and structural equation modeling was adopted to analyze the data.

The authors found that the felt obligation for constructive change plays a fully mediating role between responsible leadership and OCBE. The authors also found a positive interaction between responsible leadership and supervisor-subordinate guanxi on felt obligation for constructive change, and then the indirect effect of responsible leadership on OCBE via felt obligation for constructive change was stronger when employees perceived a high-level supervisor-subordinate guanxi.

When responsible leadership stimulates employees to generate a high sense of constructive change, employees are more likely to engage in OCBE. This study provides evidence for cognitive evaluation theory. This study further demonstrated the importance of establishing high-quality supervisor-subordinate guanxi for responsible leaders and subordinates in China.

In the management practice of the organization, the role of responsible leadership should be strengthened in terms of leadership development and, employee training and promotion, and high-quality supervisor-subordinate guanxi help to promote the effectiveness of responsible leadership.

This paper discusses how and when responsible leadership influences OCBE in a China corporate environment.

The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector.

A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China.

The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention.

This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size.

With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support.

This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.

Anhui Winall Hi-Tech Seed Co., Ltd., a high-tech seed enterprise integrating crop seed research, production, processing and marketing at home and abroad, is the first seed company listed on GEM in China. Its main business is research and development, breeding and marketing of seeds of hybrid rice, edible rape, cotton, melon and vegetable, with hybrid rice as its leading product. In terms of business model, Winall Hi-tech is engaged in procurement, production, sales and promotion of modified varieties and after-sales service. However, Winall Hi-tech also has to face a few potential problems.