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The purpose of this paper is to explore the underlying influence of destructive leadership on hindrance stress and compulsory organizational citizenship behavior (CCB) by developing a moderated mediation model, which examines the mediating role of hindrance stress and the moderating role of supervisor–subordinate guanxi.

By using 324 samples collected from multiple companies in southeast China, the model is tested through multiple linear hierarchical regressions, correlation analysis, confirmatory factor analysis and PROCESS bootstrapping program in SPSS and AMOS software.

Results reveal that hindrance stress fully mediates the relationship between destructive leadership and CCB, and supervisor–subordinate guanxi moderates the strength of the indirect effect between destructive leadership and CCB (via hindrance stress), so that the mediated relationship is stronger when supervisor–subordinate guanxi is low rather than high.

The study contributes to display the influence path and contingency mechanism of destructive leadership as a stressor on employees’ negative behavior in the workplace. The moderated mediation model results not only develop the research on the relationship between negative leadership and employee behavior in terms of leadership effectiveness but also provide a new viewpoint to explore the relationship between leadership and employee behavior.

This paper explores the “Western” concept of psychological capital in the People's Republic of China (PRC) and highlights critical areas of divergence and notable dimensions of similarity.

This is an empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique.

This research showed that the concept of psychological capital appears to have a degree of applicability and salience in China. A series of dimensions common in Western organisations were found in our research, including Optimism, Creativity, Resiliency, Self‐confidence, Forgiveness and Gratitude, Courage and Ambition (Hope). These were found to be common types of psychological capital both in China and in the West. However, the dimensions of Courtesy and Humility (Qian‐gong‐you‐li in Chinese), Self‐possession and Sincerity fell into the “different” category.

This paper is a first attempt to examine psychological capital in a range of organisational forms and industrial sectors in China using a grounded theory approach. It not only reports various dimensions of Chinese psychological capital, some unique to this research, but also compares and contrasts these dimensions between China and the West, highlighting further research opportunities.

The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors, which can lead to expanded, robust organizational behavior and human resource management models and theories that transcend national boundaries.

This is a conceptual paper and does not employ research methods.

The results of studies included in this special issue suggest that researchers can identify elements unique to China in constructs such as psychological capital, work‐to‐family spillover, work‐family conflict, performance appraisal process, and expatriate interactions that further expand theory and research in organizational behavior.

The review of articles in the special issue suggests that managers in organizations in China may want to: develop individuals' psychological capital; train managers on the importance of eliminating abusive behaviors and developing employees' heartiness; adopt family friendly practices; employ performance appraisal process to encourage commitment and organizational citizenship behaviors; and train local country nationals on working with expatriates to enhance organizational effectiveness.

This review provides a unique perspective on employee behavior because it considers such behavior in a Chinese context.

The purpose of this paper is to examine the effect of compulsory citizenship behavior (CCB) on employees' attitudes and behaviors in the context of Chinese organizations, especially the mediating role of psychological contract violation and the moderating role of Chinese traditionality.

The study sample comprised matched surveys from 450 supervisor‐subordinate dyads in the People's Republic of China. The subordinates completed measures of CCB, psychological contract violation, organizational commitment and Chinese traditionality. The supervisors were asked to rate subordinates' task performance and contextual performance.

Results reveal that: CCB measurement tool of Western is also suitable for the situation in China; CCB has negative impact on contextual performance and organizational commitment, but it has no significant relationship with task performance; psychological contract violation has an partial mediation role between CCB and employees' contextual performance; Chinese traditionality has obvious function of adjusting the relationship between CCB and employees' contextual performance. For the employees with low level of Chinese traditionality, it was found that the relationship between CCB and employees' contextual performance was significantly related with each other, whilst for the employees with high level of Chinese traditionality, the relationship was not significant.

This empirical study provides preliminary evidence of the mediation effect of psychological contract violation and the moderating effect of Chinese traditionality in the relationship between CCB and employees' attitudes and behaviors. Additionally, the findings highlight the necessity of study on CCB in the context of China to help advance our theoretical understanding of the mechanisms that underlie the effect of CCB on employees' attitudes and behaviors.

This paper aims to innovatively propose to improve the efficiency of satellite observation and avoid the waste of satellite resources, a genetic algorithm with entropy operator (GAE) of synthetic aperture radar (SAR) satellites’ task planning algorithm.

The GAE abbreviated as GAE introduces the entropy value of each orbit task into the fitness calculation of the genetic algorithm, which makes the orbit with higher entropy value more likely to be selected and participate in the remaining process of the genetic algorithm.

The simulation result shows that in a condition of the same calculate ability, 85% of the orbital revisit time is unchanged or decreased and 30% is significantly reduced by using the GAE compared with traditional task planning genetic algorithm, which indicates that the GAE can improve the efficiency of satellites’ task planning.

The GAE is an optimization of the traditional genetic algorithm. It combines entropy in thermodynamics with task planning problems. The algorithm considers the whole lifecycle of task planning and gets the desired results. It can greatly improve the efficiency of task planning in observation satellites and shorten the entire task execution time. Then, using the GAE to complete SAR satellites’ task planning is of great significance in reducing satellite operating costs and emergency rescue, which brings certain economic and social benefits.