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This study aims to investigate the relationship between structural damage and sensitivity indices using the Hilbert‐Huang transform (HHT) method.

The relationship between structural damage and the sensitivity indices is obtained by using the HHT method. Three sensitivity indices are proposed: the ratio of rotation (RR), the ratio of shifting value (SV) and the ratio of bandwidth (RB). The nonlinear single degree of freedom and multiple degree of freedom models with various predominant frequencies are constructed using the SAP2000 program. Adjusted PGA El Centro and Chi‐Chi (TCU068) earthquake data are used as the excitations. Next, the sensitivity indices obtained using the HHT and the fast Fourier transform (FFT) methods are evaluated separately based on the acceleration responses of the roof structures to earthquakes.

Simulation results indicate that, when RR < 1, the structural response is in the elastic region, and neither the RB nor SV in the HHT and FFT spectra change. When the structural response is nonlinear, i.e. RR1, a positive trend of change occurs in RB and RR, while in the HHT spectra, SV increases with an increasing RR. Moreover, the FFT spectra reveal that SV changes only when the RR is sufficiently large. No steady relationship between the RB and the RR can be found.

The paper demonstrates the effectiveness of the HHT method.

This research study examines the impact of leader humility (LH) on team effectiveness (TE) via the mediating mechanism of leader-member exchange (LMX). It also proposes employee satisfaction (ES) as a moderating variable in the relationship between LH and TE.

This study examines relationships among the study variables in the Indian context, using a sample of 589 employees serving the banking sector in Jammu and Kashmir, India. The data analysis was carried out via confirmatory factor analysis and structural equation modeling.

The results showed a significant positive influence of LH on TE. The results also posit a partial mediating effect of LMX on LH and TE interplay, and ES acts as a moderator between LH and TE. Thus, the results supported the hypothesized moderated mediation model and suggested implications for theory and practice. Further, the potential limitations and future directions are placed at the end.

Organizational implications include that organizations should develop attractive organizational mechanisms to ensure better LMX and ES for enhancing employee effectiveness. Besides, organizations should attract and retain effective and humble leaders; and leaders should use humble attitude and behavior in dealing with employees, eventually ensuring higher TE.

This study tested LMX and job satisfaction as intervening variables in the relationship between LH and TE in the Indian context; the framework under context has received scarce research attention. The results suggest that organizations that focus on producing humble leaders succeed in enhancing and maintaining higher organizational effectiveness.