Search

Negative performance feedback is vital for stimulating employees to enhance their performance despite resulting in stress and adverse work outcomes. Fortunately, artificial intelligence (AI)‐enabled automated agents have gradually assumed certain functions led by human leaders, such as providing feedback. Drawing from regulatory focus theory, we propose that AI‐based feedback systems can serve as a "remediation" tool, effectively mitigating employees' apprehensions about receiving negative feedback. In two studies, we found that for employees who fear losing face, AI‐based negative feedback motivates promotion‐focused cognition—motivation to learn—representing a learning mechanism to promote job performance and impedes their prevention‐focused cognition—interpersonal rumination—reducing the depletion needed for job performance. These findings present novel perspectives on using AI in performance feedback. [ABSTRACT FROM AUTHOR]

The negative interpersonal interaction between customers and platform gig workers has become a problem for platform owners and government. This study investigates the role of negative customer treatment in the context of gig work and its impact on gig workers’ sabotage behavior. A questionnaire survey approach was used in the study, collected three-wave survey data from 258 Chinese gig workers including food-deliver platform workers and app-based ride-hailing drivers. Both effects of the mediation and moderation were tested, all of which find support, using hierarchical multiple regression by SPSS22.0. Results indicate that negative customer treatment can also predict gig workers’ service sabotage through work meaningfulness. Furthermore, positive customer treatment acted as an effective safeguard against the effects of negative customer treatment on employee service sabotage. Trait psychological resilience can also mitigate the effects of a low level of work meaningfulness. The manuscript’s focus provides an interesting angle to the previous research, especially the inclusion of work meaningfulness and trait resilience, on negative customer treatment in the context of gig work. This study contributes to further broaden the perspective of conservation of resource (COR) theory for individual intrinsic motivation analysis. Practical implications for platform management and government governance have also been discussed in this manuscript.

The rapid ascent of digital platforms and the gig economy has prompted concerns about the gender pay gap. The results show that in the gig economy, gender continues to be a crucial determinant of workers' earnings, with women earning 85% of what men earn on a monthly basis. Nevertheless, in comparison to the traditional waged employment during the same period, the gender pay gap in the gig economy has narrowed. While some gig jobs (e.g., ride-hailing services, delivery services, online education) exhibit certain occupational segregation, women in gig economy work are no longer concentrated in low-paying roles, thereby challenging the occupational crowding hypothesis prevalent in traditional employment. In the gig economy, the vast majority of the gender pay gaps arise from factors within occupations, and occupational segregation only has a very limited impact on the earnings gap. Additionally, the gender pay gap among platform gig workers can be mostly explained by observable factors, which implies that compared to traditional employment, the gig economy exhibits a lower level of implicit gender discrimination in China. Finally, we investigate new factors that determine the gender pay gap in the gig economy. Women exhibit a stronger aversion to algorithmic control, a preference for job flexibility, and a tendency toward more isolated and less socially interactive work environments—all of which serve to widen the gender pay gap that might have otherwise narrowed. The results of this research suggest that despite the criticisms surrounding the gig economy, it continues to exert a positive influence on China's labor market. [ABSTRACT FROM AUTHOR]

Spatial morphology is an important part of traditional settlement and an important carrier of settlement formation and evolution. As a unique military defense and royal tombs settlement in history, Baiyangcheng Village, Liucun Town, Changping District, Beijing, has a unique spatial morphology of settlement, but there is no relevant research in the academic field, which is not conducive to scientific cognition of the value and characteristics of traditional Beijing settlements represented by this village. Therefore, through literature review and field investigation, a systematic study on the historical evolution and spatial form of the village is made by using research methods of history, human geography and architecture. It is found that the spatial form of the settlement in the historical development is continuously affected by various factors such as deep terrain environment, defense needs, feng shui site selection, tomb construction and so on, and the characteristics of dynamic evolution is presented. Based on this, the value of the village is evaluated and suggestions for future protection and development are put forward, hoping to be helpful to the protection, utilization, inheritance and development of similar settlements. [ABSTRACT FROM AUTHOR]

Does outsourced employees' risk behavior depend more on rationality or emotion in temporary interorganizational project‐based teams? Combining trust‐related research and a time trajectory perspective, this study re‐examines the relationship between trust and outsourced employees' prohibitive voice in interorganizational project‐based teams. Two‐wave survey data were collected from 286 outsourced employees and their supervisors across 52 interorganizational teams in China. Empirical results show that outsourced employees' prohibitive voice depends more on cognition‐based trust than on affect‐based trust. With project execution time increases, the promoting effect of affect‐based trust on prohibitive voice shows an increase, while the impact of cognition‐based trust demonstrated little variation. Moreover, outsourced employees' perceptions of leader‐member exchange (LMX) differentiation mediates the moderating effect of project execution time on the relationship between affect‐based trust and prohibitive voice. However, the mediated moderation effect is not significant for cognition‐based trust. Theoretical and practical implications for project‐based team management are discussed. [ABSTRACT FROM AUTHOR]

Using executive resume data of China's listed companies between 2006 and 2016, we investigated the relationship between pay disparities within top management teams (TMT) and firms' innovation performance. Specifically, we assessed two dimensions of pay disparities: vertical pay disparity between CEOs and non-CEO managers, and horizontal pay disparity among non-CEO managers. Considering the difference in regional marketization progress, we also explored the moderating effect of marketization degree on this relation. It is found that: with vertical pay disparity increasing by 1%, firms' innovation performance is improved by 2.3%; with horizontal pay disparity increasing, firms' innovation performance is promoted first and then restrained; higher marketization degree strengthens the incentive effects of both vertical and horizontal pay disparity. But the grouped regression results show that, in state-owned enterprises, horizontal pay disparity is only negatively associated with innovation. The theoretical and practical significance of the research is discussed at the end of the paper. [ABSTRACT FROM AUTHOR]

The current significant change from traditional to hybrid employment arrangements may contribute to counterproductive work behaviour by workers of differing employment status. However, limited efforts have been made to solve the problem. In this study, we utilise a psychological contract lens to develop a counterproductive work behaviour model in hybrid employment that includes pay satisfaction and job security. We use 215 dyads of workers and supervisors from a Chinese state‐owned airline company. Our findings show that employment status can elicit workers' counterproductive work behaviour, and pay satisfaction and job security serve as chain mediators that link differential human resource management behind employment status to counterproductive work behaviour. We contribute to the knowledge of employee behaviour under hybrid employment by exploring the differences through a psychological mechanism. This work provides practical implications for organisations to develop appropriate motivating practices. [ABSTRACT FROM AUTHOR]

Empirical evidence linking employment security to organizational citizenship behavior (OCB) is equivocal. Limited research has considered the effect of employment status. Using data from 217 subordinate–supervisor dyads in a large state-owned enterprise in China as basis, our research found significant association between overall perceived employment security and employee OCB. However, this relationship may vary depending on employment status. Further analysis suggested a curvilinear relationship for permanent employees with an 'iron rice bowl' (lifetime employment) and a linear relationship for contractual employees without an 'iron rice bowl'. Our study contributes to a thorough understanding of the relationship between employment security and positive behaviors in terms of OCB by integrating the literature on social exchange, psychological contract, and proactive behavior. [ABSTRACT FROM AUTHOR]