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The alignment precision of existing methods is limited by the precision of detecting element and worker’s experience, which the parallelism between ball screw and guide way is not guaranteed effectively. Thus, this paper aims to propose a method of detecting ball screw’s alignment error (BSAE) via monitoring the average vibration magnitude induced by rotational frequency of ball screw (VMRFBS).

In this study, the ball screw is simplified as a freely supported beam. A mathematical model of the effect of BSAE on the contact angle of the ball and screw is established. The change of contact angle has effect on the deformation and contact stiffness according to the Hertz contact theory. To improve the accuracy of the experimental results, the VMRFBS are analyzed by using average method, and the average values of the VMRFBS at different BSAEs are calculated by using the least squares method.

The experimental results show that the average VMRFBS increases with the increasing of BSAE under the BSAE from 0 to 0.2 mm, while the other conditions are unchanged.

This method provides an approach to monitor the BSAE and improve the alignment accuracy of machine tools and automation equipment, which has a certain guide for improving the alignment accuracy of ball screw.

This study proposes a moderated mediation model that examines the roles that openness to change and psychological capital (PsyCap) may play in the relationship between climate for innovation and employee creativity.

Path modeling analysis with software Mplus 7 is conducted to test our moderated mediation model.

The results show that climate for innovation promotes openness to change, which in turn encourages employee creativity, and PsyCap moderates not only the relationship between climate for innovation and openness to change but also the indirect effect of climate for innovation on employee creativity through openness to change.

Although we attempt to avoid common method bias by collecting data in two waves, the six-month time interval separating the two waves of data collection may not be long enough to detect the causal relationship between climate for innovation and employee creativity. In addition, this study is conducted in companies located in China, which may raise the question of generalizability to other cultures.

The main contribution is building a moderated mediation model to uncover the potential mediating mechanism and boundary conditions associated with the influence of climate for innovation on employee creativity.

Based on the micro role transition theory (MRTT), the present study aims to explore how leader–follower congruence in psychological capital (PsyCap) affects followers' task performance and voice behavior, in which we uncover the mediating role of organizational embeddedness.

A survey was conducted in South China through a three-stage procedure, and finally, a dyad-structured sample of 62 leaders and 218 employees was matched. The polynomial regression method, response surface analysis and structural equation modeling were employed to test the effects of leader–follower PsyCap congruence.

(1) Followers' organizational embeddedness will be higher when leaders' and followers' PsyCap are more aligned; (2) followers' organizational embeddedness will be higher when leaders' and followers' PsyCap are aligned at a high level rather than when they are aligned at a low level; (3) followers' organizational embeddedness will be higher when followers' PsyCap is higher than leaders', compared to when followers' PsyCap is lower than leaders'; (4) organizational embeddedness mediates the relationship between leader–follower PsyCap congruence and followers' (a) task performance and (b) voice behavior.

This study emphasizes leaders' pivotal role in a process where followers' PsyCap affects task performance and voice behavior, and further extends MRTT through introducing organizational embeddedness as a mediator in such a mechanism.

The purpose of this paper is to explore the influencing mechanism of coaching leadership (CL) on employee voice behavior (VB) based on cognitive-affective system theory of personality (CAPS). Specifically, the study intends to build a model of psychological security (PS) and openness to change (OC) that mediate the relationship between CL and employee VB at an individual-level and group-level from cognitive-affective dual perspective.

CL, employee VB, PS and OC were assessed in an empirical study based on a supervisor–subordinate dyads sample of 287 employees and 72 team leaders from enterprises in Southern China.

From CAPS theory perspective, the authors found that CL promotes employee VB and that PS and OC mediate the relationship between CL and VB.

Results underscore the importance of encouraging managers to engage in CL behaviors, which are conductive to enhancing employee PS and OC thereby improving employee VB. These results also highlight the significance of managerial attention to a secure voice atmosphere and the improvement of employees’ affective commitment to organizational change.

The research findings provide a significant contribution to the literature in that it shows PS and OC as crucial dual mediating mechanism through which CL influences VB. Moreover, this paper is one of the few studies answering the call to examine the effect of leadership at multiple levels.

The purpose of this paper is to develop a moderated mediation model to examine the roles that psychological capital (PsyCap) and growth need strength may play in the relationship between humble leader behaviors and follower creativity.

Data were collected from a three-wave survey study with a sample of 165 matched leader-follower questionnaires in China. Multiple regression analyses, moderated regression analysis and bootstrapping analysis were used to test the hypotheses.

The results show that humble leader behaviors positively influence follower creativity, PsyCap mediates this influence and growth need strength not only moderates the relationship between humble leader behaviors and PsyCap, but also amplifies the indirect relationship between humble leader behaviors and follower creativity via PsyCap.

Common method bias may still exit, although the measures of research variables were gathered from different sources and with time separation. Additionally, this study is conducted in a single cultural context, which may raise the question about the generalizability of our findings to other cultural contexts.

The primary contribution is building and examining a conceptual model that focuses on the potential effect of humble leader behaviors on follower creativity. Additionally, by confirming the mediating role of PsyCap, the research further uncovers why followers under humble leader behaviors are more likely to engage in creativity, and the moderating role of growth need strength found in this study also offers additional insight into that followers may differ in the degree to which they are receptive to leader effect.

The purpose of this paper is to study a feasible visualization of large-size three-dimension (3D) color models which are beyond the maximum print size of newest paper-based 3D printer used 3D cutting-bonding frame (3D-CBF) and evaluate the effects of cutting angle and layout method on printing time of designed models.

Sixteen models, including cuboid model, cylinder model, hole model and sphere model with different shape features, were divided into two symmetric parts and printed by the Mcor IRIS HD 3D printer. Before printing, two sub-parts were rearranged in one of three layout methods. Nine scaled sizes of original models were printed to find the quantitative relationship between printing time and scale values in each type. For the 0.3 times of original models, six cutting angles were evaluated in detail.

The correlation function about colorization time and printed pages was proposed. Based on 3D-CBF, the correlation between printing time and scale size is statistically defined. Optimization parameters of designed parts visualization about cutting angel and layout method were found, even if their statistical results were difficult to model their effects on printing time of specimens.

The research is comparative and limited to the special models and used procedures.

The paper provides a feasible visualization and printing speed optimization methods for the further industrialization of 3D paper-based printing technology in cultural creative field.

Drawing on affective events theory (AET), this study aims to investigate how and when leader voice solicitation affects employees’ innovative behavior. Specifically, this study proposes that leader voice solicitation evokes employees’ feelings of pride, which subsequently motivate employees’ innovative behavior. Moreover, collectivism orientation plays a moderating role in this process.

This study collected 251 supervisor–subordinate dyadic data in two phases and employed structural equational modeling (SEM) to test the hypotheses.

The results revealed that employees’ feelings of pride mediate the positive relationship between leader voice solicitation and employees’ innovative behavior. Collectivism orientation intensifies the mediated relationship.

This study extends the potential outcome variables of leader voice solicitation. Moreover, it introduces a novel theoretical perspective to explore the impact of leader voice solicitation on employees. Importantly, this study examines the mediating effect of pride and the moderating effect of collectivism orientation, deepening the understanding of how and when leader voice solicitation affects innovative behavior.

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.

The purpose of this paper is to investigate the tribological performance and mechanisms of BN/calcium borate nanocomposites (BCBNs) as additives in lubricating oil.

BCBNs were prepared by heterogeneous deposition method. And the morphology and structure of samples were analysed by transmission electron microscopy, Fourier transform infrared spectra and X-ray powder diffraction pattern. The maximum non-seizure load (PB) of samples was tested using four-ball friction tester. The average friction coefficients and wear tracks were obtained. In addition, tribological mechanism was also investigated using optical microscope, energy dispersive spectroscopy and X-ray photoelectron spectroscope.

It was found that the nanocomposites present core-shell nanostructure with the thickness of shell around 12 nm and the diameter of particles 100-200 nm, and tribological tests indicate that the PB value of BCBNs was increased by 113 per cent, whereas the average friction coefficient was decreased by 23.6 per cent and the bloom’s wear area was also decreased by 25.2 per cent.

This paper involves investigation on tribological properties and mechanism of the BCBNs with core-shell structure.

The purpose of this paper is to examine the impact of managerial coaching (MC) on employee creative performance (CP) based on the knowledge transfer theory and the roles of creative process engagement (CPE) and climate for innovation (IC) in the relationship between MC and CP.

A moderated mediation model was developed and tested on a dyadic sample of 74 leaders and 292 employees working in South China firms.

The results show that CPE mediates the relationship between MC and CP and IC amplifies the indirect relationship between MC and CP via CPE.

This research contributes to the MC and innovation literature by clarifying the linking role of engagement in transferring MC into employees' CP from a knowledge transfer perspective and identifies the critical role of IC in effectuating the impact of MC on CP.