The hospitality industry's increasing awareness of environmental sustainability has fostered green innovative service behavior, a crucial aspect of its performance. The study aims to identify the influence of green participative leadership on employee green service innovative behavior via the mediating role of green knowledge sharing and the moderating effect of person-green value congruence. We collected data from 391 employees and 89 of their direct team leaders and employed a different time-lag approach, which was analyzed using multilevel structural equation modelling. The study findings revealed that green participative leadership positively influences employee green service innovative behavior, and is also mediated by green knowledge sharing. The results showed that green person-green value congruence moderates the relationship between green participative leadership, green knowledge sharing, and subsequent green service innovative behavior among hotel employees. The theoretical and practical implications for the hospitality industry are discussed.

Regardless of the role of service-oriented leadership in co-creating green value for customers in the hospitality industry, this study aims to investigate how service-oriented leadership influences employees' service performance through green self-efficacy and shared vision, particularly in the hospitality sector. This study explores the multilevel moderating role of green shared vision in the relationship between green self-efficacy and employee service performance. We collected data from 545 hotel employees using time-lagged and multilevel structural equation modeling. The study results indicate that service-oriented leadership has a significant influence on employee service performance, which is mediated by green self-efficacy and a shared vision. Furthermore, the findings suggest that a shared green vision moderates the relationship between green self-efficacy and employee service performance, thereby enhancing employee service performance. The study provides theoretical insights, practical implications, and valuable recommendations for managers in the hospitality sector.

Our study breaks new ground by examining the adverse effects of family ostracism on employees' negligence behavior and knowledge hoarding, a fact that has been overlooked in the literature. Drawing from the Stress-Non-Equilibrium-Compensation Approach, we investigate the development of a consolidative framework that explores the mediating role of emotional exhaustion and workplace envy in the relationship between family ostracism on employee negligence behavior and knowledge hoarding along with the moderating role of coping strategies. We utilized the multisource and time lag approach to collect data from 307 university teachers, and it was analyzed through structural equation modeling (SEM). Our study results reveal that family ostracism is negatively related to employee negligence behavior and knowledge hoarding. Furthermore, coping strategies moderated the sequentially mediated relationships between family ostracism and employees' negligence behavior and knowledge hoarding, such that the relationships are weaker for employees with high vs. low coping strategies. Finally, our study stresses that female employees are vulnerable to family ostracism, often leading to negligence behavior and knowledge hoarding. The theoretical and practical implications of this study are discussed.

This paper investigates the effect of environmental, social, and governance (ESG) rating disagreement between agencies on corporate green innovation. Using a sample of Chinese-listed firms, we find that an increase in ESG rating disagreement causes a reduction in green innovation. Moreover, the negative effect becomes more pronounced when firms face poor information disclosure, higher information asymmetry, and greater information uncertainty. Additional analyses indicate that losing the corporate sustainability signal due to disagreement leads to detrimental economic consequences, which diminishes green innovation motivation. However, digitalization and analyst coverage can mitigate this negative link. Our paper provides new insights into the real effects of ESG rating disagreement on corporate green innovation.

Unethical pro-family behavior is a prevalent, costly, and generally discreet employee activity in firms; however, there is limited research on the topic. Based on the self-classification theory, we collected three waves of data from employees of two firms in China to explore the influences of family-like employee-organizational relationship on unethical pro-family behavior (Study 1) and the boundary conditions between them (Study 2). The results of Study 1 showed that the family-like employee-organizational relationship had a significant negative impact on unethical pro-family behavior, with the relationship between the family-like employee-organizational relationship and unethical pro-family behavior mediated by both relational and transactional psychological contracts. Study 2 reconfirmed the findings of Study 1 and also found that differential leadership strengthened the positive impact of the family-like employee-organizational relationship on the relational psychological contract (from the perspective of 'insiders'). Overall, the findings of the study explain why, how, and when employees exhibit unethical pro-family behavior.

The implementation of a firm's corporate environmental strategy is contingent on a practical mechanism between leaders and employees as stakeholders to spread a collective stimulus of responsible behaviors from top to bottom. This study builds on the theoretical underpinnings of social identity theory to examine the influence of corporate environmental strategy on employees' voluntary green behavior through the mediating role of middle managers' environmentally responsible leadership and the moderating role of CEOs' environmentally responsible leadership. The sample included 1532 middle managers-subordinate dyads from 91 automotive firms and their supply chain business partners in China. Multi-source data on CEOs' and managers' environmentally responsible leadership and employees' voluntary green behavior were collected in two stages and analyzed with multilevel structural equation modeling through the MPlus 8.3 software. The findings supported all the hypothesized relationships in predicting employees' voluntary green behavior, including the mediating and moderating mechanisms. Theoretical and managerial implications are offered, along with limitations and suggestions for future research.

Purpose User value co-creation behaviors are crucial for the sustainable development of Virtual Brand Communities. This research, grounded in social exchange theory, investigates the impact of community satisfaction and identification on customer value co-creation behaviors and further explores how the reciprocity norm moderates these relationships. Design/methodology/approach Our research data were collected from users across multiple brand communities, totaling 481 survey responses. Structural equation modeling was performed to test the research hypotheses. Findings These results provide in-depth insights into the nexus between user-community relationships and customer value co-creation behaviors. While community satisfaction and identification positively influence co-creation, their effects vary across different value co-creation behaviors. Notably, the reciprocity norm within the community dampens the relationship between community satisfaction and value co-creation behaviors. Originality/value Unlike previous studies focusing on customer value co-creation behaviors, our research emphasizes social exchange, unveiling the mechanisms behind customer value co-creation. Our findings not only enrich the body of knowledge on customer value co-creation but also deepen our understanding of online collective behavior and knowledge sharing, offering valuable insights for the development of virtual communities.

基于外部性理论和委托代理理论,以2015-2017年沪深A股数字创意产业上市公司为研究样本,实证分析了知识产权保护对创新投资的影响,并进一步探究融资约束和公司治理的调节作用.研究发现,知识产权保护能显著促进数字创意企业的创新投资,且对民营企业的促进效应更为显著,融资约束会抑制知识产权保护对创新投资的促进作用,高管货币薪酬激励在知识产权保护与创新投资之间起正向调节作用,高管股权激励与董事会监督则起负向调节作用.结论丰富了数字创意企业创新投资的相关研究,为政府完善制度建设、企业提升治理水平提供了理论依据.

This study develops a theoretical model to investigate the impact of smart tourism technologies (STTs) on visitors' revisit intention using the stimulus-organism-response theory. Moreover, the moderating effects of technology readiness on the relationships among STTs, visitor engagement and memorable tourism experiences (MTEs) are further examined. The results revealed that visitor engagement and MTEs significantly mediate the relationship between STTs and visitors' revisit intention. Moreover, negative technology readiness negatively moderates the relationship between STTs and visitor engagement. The findings suggest that to enhance tourists' MTEs and revisit rate, destination marketers should reduce travelers' discomfort with and insecurity about STTs.

区块链的广泛应用使互联网金融在迎来发展机遇的同时,也面临系统性风险进一步增大的隐患.以2016年第1季度至2021年第3季度我国互联网金融上市企业数据为样本,运用TVP-VAR模型实证分析了区块链对互联网金融系统性风险的动态影响和时点冲击效应.结果表明,互联网金融系统性风险总体呈持续上升态势,区块链会通过冲击企业资本结构和运营状况对系统性风险产生影响,且在不同时段呈现明显的时变特征和结构性突变特征;从长远来看,区块链能有效抑制互联网金融系统性风险,冲击效应在不同时点的影响程度和持续时间上存在明显差异,并有一定滞后性和期限结构效应.研究结论对于促进区块链与互联网金融的健康发展,以及有效防控互联网金融系统性风险的发生具有一定启示.

Purpose This study aims to answer how family-supportive supervisor behavior (FSSB) reduces work–family conflict (WFC), family–work conflict (FWC) and employee turnover intention. Based on the conservation of resources theory, this study examines the direct and indirect effects of emotional exhaustion between WFC/FWC and turnover intention. Moreover, this study explores FSSB moderated the role relationship between WFC/FWC and emotional exhaustion. Design/methodology/approach This study draws time-lagged data from two phases of a survey of health-care workers working in Chinese hospitals. In the first phase, data on WFC/FWC and turnover were collected from 407 workers. In second round, 387 employees express their feeling about emotional exhaustion and supportive supervisor behavior toward support family members. The data was collected from health-care workers, and a moderated mediation technique was tested using structural equation model-AMOS. Findings The findings of this study show that the positive relation between WFC/FWC and emotional exhaustion is high for employees with lower family-supportive supervisors than those with higher family-supportive supervisors. This finding provides further insight into the mechanism of how family and work conflicts impact turnover intention. Originality/value To the best of the authors’ knowledge, this is the first empirical study based on the conservation of resources theory, the relationship between WFC/FWC and turnover intention, considering the mediating role of emotional exhaustion and the moderating effects of FSSB. This paper proposes that FSSB can reduce WFCs, addressing a significant research gap in the literature.

Aim. This research aimed to explore how servant leadership nurtures nurses' job embeddedness by uncovering the sequential mediation of psychological contract fulfillment and psychological ownership. Background. The healthcare of Pakistan is undergoing an acute shortage of 1.3 million nurses. The gap is widening due to unprecedented natural uncertainties (floods, earthquakes, COVID-19, dengue, polio, and monkeypox) and the large-scale brain drain of nurses. Therefore, exploring the underlying factors that could facilitate nurses' job embeddedness is imperative. Methods. A cross-sectional research design was employed, wherein data were gathered in three rounds, two months apart, from 587 nurses employed in public hospitals in Pakistan, and analysis was performed with Smart-PLS. Results. Servant leadership positively influences nurses' job embeddedness and psychological contract fulfillment. Besides, psychological contract fulfillment positively affects psychological ownership, and psychological ownership enhances nurses' job embeddedness. Finally, psychological contract fulfillment and psychological ownership sequentially mediate the relationship between servant leadership and job embeddedness. Conclusions. This research emphasized the vitality of servant leadership in nurturing nurses' job embeddedness. Implications for Nursing Management. Healthcare authorities should keenly focus on promoting servant leadership that shapes the positive perception of nurses about their psychological contract fulfillment and psychological ownership, which are essential resources to cherish nurses' job embeddedness.

Implementing environmental regulations in Pakistan remains an ideological thought with little or no enforcement. In this context, an organization's sincerity towards corporate social responsibility initiatives is proven when it operates responsibly without regulatory pressures. Aimed at advancing the discourse on social identity and self-determination theories, this paper examines the influencing mechanism of multilevel responsible leadership on employees' voluntary green behavior from a vertical perspective through leader identification and autonomous motivation for the environment. The sample included 357 employees working in 97 teams from pharmaceutical, cement manufacturing, and textile sector companies. Multi-source data were collected in two phases and analyzed with multilevel structural equation modeling through MPlus 8.3 software. The results support the hypothesized direct and mediating mechanisms of responsible leadership in shaping employees' voluntary green behavior. Theoretical and managerial implications, limitations, and future research suggestions are discussed.

Does inclusive leadership facilitate hospitality employees? If so, what are the underlying mechanisms involved? Researchers have identified that inclusive leadership is crucial in the hospitality industry. The current study explores organizational services climate and green knowledge sharing has cross-level moderated mediation effects on the relationship between inclusive leadership and green innovative service behavior. The data was collected from full-time employees and team leaders working in hotels in China and analyzed through a multilevel analysis. The results demonstrated that inclusive leadership positively relates to green innovative service behavior and mediates via green knowledge sharing among hotel employees. The findings further showed that the green organizational services climate moderates the influence of inclusive leadership on knowledge sharing and consequent green innovative service behavior. This study provides theoretical insights, practical applications, and recommendations for managers in the hospitality sector.

COVID-19 pandemic has brought unprecedented psychological challenges for frontline healthcare workers, especially nurses, causing anxiety and depression leading to burnout. The responsibility of healthcare leaders has increased manyfold to deal with such challenges. This study attempts to employ the conservation of resources theory to examine the relationship between servant leadership and nurses’ burnout, with the mediating role of psychological safety and the moderating effect of trust in leader. A three-wave longitudinal design was employed for data collection from 1204 nurses from 27 hospitals in China. The partial least squares structural equation modeling technique was used for data analyses with SmartPLS version 3.2.8. The findings endorse that servant leadership at time 1 significantly reduces nurses’ burnout measured at time 3 through the mediating role of psychological safety measured at time 2, and that a higher level of trust in the leader enhances the impact of servant leadership in reducing nurses’ burnout.

受新冠肺炎疫情影响,企业外部融资环境趋恶,采取有效财务策略提升企业价值是当务之急.以2012—2018年数字创意产业上市公司为研究样本,利用调节路径分析方法探究财务柔性对企业价值的影响机制,构建并验证"财务柔性→投资效率→企业价值"的作用路径,同时考虑企业所处外部融资环境,探讨不同金融发展水平下财务柔性作用价值的差异.实证结果表明,数字创意企业整体财务柔性水平较低,普遍存在非效率投资特别是投资不足问题;财务柔性有助于应对不确定情况下的资金需求,提升企业价值,但需要注意其应用价值的边界,过度储备会产生负向影响;财务柔性与数字创意企业价值之间存在倒U型非线性关系,投资效率在其间发挥中介作用;财务柔性的作用价值受外部融资环境影响,在金融发展水平较低的地区,财务柔性对数字创意企业价值的影响更加明显.面对动态复杂的市场环境,对企业而言,应适度储备财务柔性,加强内部控制,避免过度投资减损企业价值;对政府和金融行业而言,应扎实推进金融供给侧结构性改革,不断提高区域金融发展水平,改善数字创意产业等战略性新兴产业外部融资环境.

选取2015—2020年数字创意产业的上市企业数据,就数字金融对企业技术创新的影响进行实证分析.研究发现:数字金融对企业技术创新有显著的"激励效应";数字金融通过缓解金融错配促进企业技术创新,即"数字金融-金融错配缓解-企业技术创新"的传导渠道有效;完善的制度环境会加剧数字金融对企业技术创新的激励作用.相对于国有企业,数字金融对非国有企业创新的促进作用更加明显,表明数字金融有助于缓解传统金融供给带来的"属性锚定"问题.

Time theft is a prevalent, costly, and generally discreet employee activity in firms; nonetheless, very limited research is available on it. To explore why, how, and when employees exhibit time theft, we investigate the influence mechanism of work-related use of information and communication technologies after hours (W_ICTs) on time theft from the perspective of resource gain and loss. Our study found that W_ICTs significantly promotes employee time theft. Emotional exhaustion and moral disengagement play a mediating role in the relationship between W_ICTs and time theft, respectively, and these two variables have a chain-mediating role in the relationship above. Perceived organizational support moderates this chain mediation by moderating the positive effect of W_ICTs on emotional exhaustion. Overall, the findings have important theoretical and managerial implications for research on W_ICTs and time theft.