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Integrating the theory of workplace deviance with person–environment fit theory, we propose a two‐pathway model to explain why and how employees who feel overqualified engage in time theft behavior. Specifically, we anticipate that feeling overqualified will negatively influence focal employees' experienced authority fairness and erode their work meaningfulness, which in turn will lead to increased time theft behavior. Further, we argue that voice endorsement serves as a key boundary condition mitigating the negative effects of perceived overqualification. We conducted two multi‐waved and multi‐sourced field studies to test our proposed hypotheses. Study 1 (247 employees and 47 supervisors) revealed that perceived overqualification is associated with time theft behavior through the mediators of experienced authority fairness and meaningfulness. Study 2 (405 employees and 73 supervisors) replicated the findings of Study 1 and tested our full model. We discuss the theoretical and practical implications of our findings. [ABSTRACT FROM AUTHOR]

Background: China's rapidly aging population presents challenges for cognitive health and mental well-being among the older adults. This study examines how the number of children affects cognitive function in middle-aged and older adults and whether depressive symptoms mediate this relationship. Methods: This study analyzed data from waves 1 to 5 (2011–2020) of the China Health and Retirement Longitudinal Study (CHARLS), involving 5932 participants aged 45 and older. Participants were grouped by the number of children: childless, only child and multiple children. We used Logarithmic Generalized Linear Models (LGLMs) to explore the relationships among the number of children, depressive symptoms, and cognitive function. Indirect effect coefficients and 95% bias-corrected and accelerated confidence intervals (BCaCI) were estimated using Simultaneous Equation Models (SEM) with three-stage least squares (3SLS) and the bootstrap method to assess the mediating effect of depressive symptoms. Results: In middle-aged and older adults, a negative association was observed between the number of children and overall cognitive functioning (all p < 0.01). This association remained significant even after adjusting for covariates in groups with three (β = −0.023, p < 0.05) and four or more children (β = −0.043, p < 0.001). Conversely, the positive association between the number of children and depression also persisted after adjusting for covariates, although it weakened as the number of children increased (all p < 0.01). Depressive symptoms consistently correlated negatively with overall cognitive function (p < 0.001) and partially mediated the relationship between the number of children and cognitive function (pMe = 20.36%, p < 0.05). The proportion of the mediating effect attributed to depression was more pronounced in middle-aged and older adults who had experienced the loss of children (pMe = 24.31%) or had two children (pMe = 25.39%), with stronger mediating effects observed in males (pMe = 48.84%) and urban residents (pMe = 64.58%). Conclusions: The findings indicate that depressive symptoms partially mediate the relationship between the number of children and cognitive function in middle-aged and older adults in China. These results highlight the significance of considering mental health factors when studying cognitive function in this demographic. Notably, in families without children and those with two children, depressive symptoms play a crucial role in explaining the decline in cognitive function. [ABSTRACT FROM AUTHOR]

Extending current bottom-line mentality research, this paper provides a new theoretical perspective for examining the how and when supervisor bottom-line mentality (i.e., supervisors who solely focus on bottom-line attainments at the expense of other priorities) is related to employee exhaustion. Drawing on self-determination theory, it is proposed that supervisor bottom-line mentality is positively related to external regulation and negatively related to intrinsic motivation, both of which can further predict employee exhaustion. Leader-member exchange is also proposed as a boundary condition that prevents the negative relationship between supervisor bottom-line mentality and intrinsic motivation but enhances the positive relationship with external regulation. Data collected at three time points from 251 employees in China provide support for most hypotheses, except the relationship between supervisor bottom-line mentality and intrinsic motivation. The proposed negative relationship was only significant after including control variables. Theoretical and practical implications are discussed and directions for future research are provided. [ABSTRACT FROM AUTHOR]

How and when do leader prototypical implicit followership theories (IFTs) facilitate follower organizational citizenship behaviour (OCB)? In line with behavioural confirmation theory, we propose that leaders who have a higher level of prototypical IFTs provide their followers with more support, which subsequently facilitates follower OCB. Furthermore, we argue that leader prototypical IFTs shape both leader support and subsequent follower OCB not only independently but also in conjunction with follower prototypical IFTs. We collected survey data from 137 leader - follower dyads in China. Our preliminary results showed that the prototypical IFTs of leaders were positively related to leader support, which in turn was positively related to follower OCB; however, the sole predictive effect of leader prototypical IFTs became nonsignificant when leader-follower congruence in prototypical IFTs was included as a predictor. The results, which were obtained using polynomial regression and response surface analysis, showed that when leaders and followers held congruent prototypical IFTs, a high level of prototypical IFTs was related to higher levels of both leader support and follower OCB. Therefore, leaders' IFTs, followers' IFTs, and the congruence between these factors should all be taken into account in attempts to facilitate follower OCB. [ABSTRACT FROM AUTHOR]

Background: Individuals may be more likely to engage in NSSI due to negative cognitive bias, while the use of negative emotional regulation mechanisms may further contribute to NSSI. Currently, there is a dearth of studies regarding the correlation among the three variables. Method: The study employed convenience sampling to collect data via online platforms from a total of 572 college students in Harbin, Heilongjiang Province, China, over the period of January 2024 to February 2024. The questionnaires comprise the Non-Adaptive Cognitive Emotion Srategy Regulation Subscale, the Negative Cognitive Processing Bias Questionnaire, and the NSSI Questionnaire. Outcome: Negative cognitive bias significantly and directly influences NSSI, as indicated by a beta coefficient of 0.3788 and a confidence interval of [0.2878, 0.4698]. The existence of negative cognitive bias significantly enhances the impact of non-adaptive cognitive emotion control approaches (β = 0.5613, CI [0.4808, 0.6418]). Non-adaptive cognitive emotion regulation strategies showed a significant effect on NSSI, as indicated by a beta coefficient of 0.2033 and a confidence interval of [0.0942, 0.3125]. The non-adaptive cognitive emotion control strategy serves as an intermediary between negative cognitive bias and NSSI, explaining 30.12% of the overall impact. In conclusion: The results demonstrate that non-adaptive cognitive emotion regulation strategies play a partially moderating role in the relationship between negative cognitive bias and NSSI among nursing students. We emphasize the importance of non-adaptive cognitive emotion regulation strategies, negative cognitive biases, and NSSI among nursing students. In order to reduce the occurrence of NSSI, it is important for schools, families, and teachers to work together closely and implement a well-organized and efficient intervention to protect the mental well-being of nursing students. [ABSTRACT FROM AUTHOR]

Based on conservation of resources theory and the work–home resources model, this study examines how and when narcissistic leadership influences employees' change-oriented organizational citizenship behavior. A total of 363 employees from 61 teams across numerous enterprises based in central China were surveyed using a questionnaire. The study hypotheses were tested using structural equation modeling and Monte Carlo simulation analysis. The findings revealed that narcissistic leadership results in the development of a negative team climate, termed "team chaxu climate," which, in turn, hinders employees' change-oriented organizational citizenship behavior. Furthermore, this study explored the moderating role of leaders' family affective support in the relationship between narcissistic leadership and team chaxu climate. This study contributes to our understanding of the relationship between narcissistic leadership and employee organizational citizenship behavior and empirically validates the work–home resources model. [ABSTRACT FROM AUTHOR]

By adopting distinct instrumental-based supervisory favoritisms as mediating variables, this study distinguishes leader–member exchange (LMX) and supervisor–subordinate guanxi (SSG) from an inequity perspective of over-reward. The analytical results from 399 paired survey data collected in three waves in a state-owned hospital in China, indicate that subordinates could achieve more rewarding resources from both LMX and SSG, and then reciprocate with more citizenship behaviors toward the organization. However, compared with LMX, SSG could impose fewer restrictions on the preferred subordinates, and then indulge deviant behaviors toward the organization. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Cyberloafing, the use of the Internet for non-work-related activities while at work, has become a growing problem in the workplace. Since cyberloafing is commonly regarded as counterproductive, anticipating and controlling employees' cyberloafing behaviour is becoming increasingly important. Previous research suggests that individuals who engage in cyberloafing may have difficulties regulating their attention to important tasks. Based on self-regulation theory, our study examines the influence of job reattachment on cyberloafing through the mediating role of mindfulness and the moderating role of goal commitment. Data for this study were collected in China through surveys conducted with 275 employees at three different time points. The results showed that: (1) job reattachment was significantly negatively associated with cyberloafing; (2) mindfulness mediated this relationship between job reattachment and cyberloafing; and (3) goal commitment moderated the direct effect of job reattachment on mindfulness as well as the indirect effect of job reattachment on cyberloafing through mindfulness. Overall, our research findings emphasize the importance of the impact of job reattachment on cyberloafing through mindfulness. Theoretical and practical implications of this study are discussed., (© 2024 John Wiley & Sons Ltd.)

Based Correctly handling the creativity of employees who have not been adopted is not only conducive to continuously stimulating employees' creativity and improving individual innovation performance, but also conducive to making the best use of organizational resources. This study integrates conservation of resource theory (COR) and social information processing theory to explore the influence of bootleg innovation behavior in organizations on individual innovation performance, as well as the mediating role of cognitive flexibility and the moderating role of leadership emotional intelligence. A three-stage time-lagged research design is used to obtain a valid sample of 327 employees from China. The PROCESS macro for SPSS was applied to test the hypothesized relationships. Findings demonstrated that bootleg innovation is positively related to individual innovation performance; cognitive flexibility mediates the relationship between bootleg innovation and individual innovation performance. Moreover, leadership emotional intelligence moderates the relationship between bootleg innovation and individual innovation performance and between bootleg innovation and cognitive flexibility and between cognitive flexibility and individual innovation performance respectively. The conclusion of the study not only provides a theoretical basis for individuals and leaders to deal with employees' creative abortion, but also provides a new thinking mode for how to maximize the effectiveness of unaccepted ideas and promote individual innovation performance. [ABSTRACT FROM AUTHOR]

Introduction: Previous studies about the drivers of follower performance focused on leadership, and most followership studies have used a single perspective to investigate this topic from the followers' lens. Therefore, the purpose of this study is to explore whether, how, and when followers' perception of followership prototype-traits fit influences their job performance. Methods: The study adopted a questionnaire survey (Study 1) and a scenario experiment (Study 2). First, in the questionnaire survey, we collected 72 leaders and 262 followers from 72 teams of 14 companies in China using a two-wave research design. Second, in the scenario experiment, we invited 160 undergraduates from a university in southwest China to participate in the experiment after verifying the effectiveness of the manipulated materials. Results: (1) compared with the misfit, followership prototype-traits fit is more likely to stimulate followers' taking charge; (2) compared with low levels of fit, high-level followership prototype-traits fit is more likely to stimulate followers' taking charge; (3) compared with high followership prototype and low followership traits condition, low followership prototype and high followership traits condition is more likely to stimulate followers' taking charge; (4) followers' taking charge mediates the impact of the followership prototype-traits fit on followers' job performance; and (5) the impact of followership prototype-traits fit on followers' taking charge is more salient for male followers than for female followers. Discussion: This study not only helps capture the bidirectional and complex process of the interaction between leaders and followers during the followership, but also obtains a more comprehensive understanding of how this interaction affects followers' behaviors and performance. The results have practical implications for improving followers' job performance by highlighting the effects of followership prototype-traits fit on followers' behaviors and performance. [ABSTRACT FROM AUTHOR]

In the Fourth Industrial Revolution era, the sharing economy has brought a new way of social value creation. However, the impact of COVID-19 in recent years has hampered shared consumption practices but also generated new service directions based on changing market demand. To explore the motivation and behavior of people participating in the sharing economy in the current social context in detail, we empirically examined the impact of consumers' perception of shared mobility on their continuance and normative use behavior via community identification through surveyed online/offline 585 Chinese frequent users of shared mobility. Our study shows that the perception of usefulness, ease of use, and social benefits positively affect consumer behavior through community identification, with innovative consumers and role models acting as positive moderators. The results of our study have implications for how enterprises in the COVID-19 pandemic can take advantage of the sharing economy's optimal allocation of idle resources to integrate new service sections for improved service quality. It also provides a reference for enterprises' responses to public health emergencies. [ABSTRACT FROM AUTHOR]

Trust is considered essential to interfirm knowledge acquisition across borders. However, recent studies indicate that interfirm collaboration can thrive even in low trust situations. This study proposes that low trust can facilitate supplier knowledge acquisition (SKA) across borders if it is aligned with the other party's trust. Rather than high trust from a single party, trust congruence—similar levels of trust from buyers and suppliers regardless of their levels—may be more predictive of successful knowledge acquisition across borders. We further propose that different types of trust congruence have distinct effects on SKA across borders. Last, we propose that the influence of trust congruence on SKA is conditional on the presence of effective knowledge appropriability mechanisms (KAMs) and institutional distance between buyer and supplier home countries in cross‐border transactions. Data are collected from 648 managers working for 162 matched dyads of manufacturing suppliers in China and buyers from 24 OECD countries. The findings support the propositions and suggest that supply chain managers should pay attention to aligning trust levels with their partners in cross‐border transactions, and especially do so when lacking effective KAMs and when buyers and suppliers are from similar institutional environments. Highlights: To maximize supplier knowledge acquisition (SKA) across borders, buyers and suppliers should align their trust with one another rather than relying on a single party's trust.If buyers and suppliers trust each other at similar levels, alignment at higher trust levels facilitates SKA more than alignment at lower trust levels does.When it's difficult to prevent a partner from misappropriating knowledge in cross‐border transactions and when buyers and suppliers are from similar institutional environments, aligning trust levels in the relationship is particularly important. [ABSTRACT FROM AUTHOR]

Authoritarian leadership is a stressor that stimulates counterproductive work behaviors (CWB) among employees. Based on affective events theory, this study explored how authoritarian leadership affects employees' targeted CWB and investigated the mediating role of negative affect. Drawing from social comparison theory, we further explored how relative leader-member exchange (RLMX) plays the role in the model. Through a questionnaire survey of 462 respondents from 93 teams in China, we constructed a cross-level moderated mediation model in Mplus to test our hypothesis. The results showed that (1) authoritarian leadership positively predicted employees' organizational counterproductive work behaviors (CWB-O) but not interpersonal counterproductive work behaviors (CWB-I). Additionally, (2) RLMX positively moderated the relationship between authoritarian leadership and negative affect, and moderated the mediating effect of negative affect. Specifically, authoritarian leadership had a negative but non-significant influence on negative affect at a high level of RLMX. However, the predictive direction and strength of authoritarian leadership on negative affect turned to significantly positive and stronger under the low level of RLMX, which led to an increase in CWB-I and a decrease in CWB-O. The theoretical implications of these findings for advancing the research, the practical approaches to reduce employees' CWB, and avenues for future research are discussed. [ABSTRACT FROM AUTHOR]

According to the existing literature on public management, many factors affect popular satisfaction with the government (referred to as "government satisfaction"), one of which is the use of e-government. Particularly, many e-government proponents regard increasing government transparency as an important way to improve government satisfaction. To test the validity of this assertion, this paper uses an Ordinary Least Squares (OLS) regression model to analyze survey data on individuals' e-government usage frequencies in China and their satisfaction with the local government during the COVID-19 pandemic. We find that people can rationally and consciously evaluate governments and make decisions by using the government performance information that they know about. This conscious and rational process is also mixed with the impact of some irrational and emotional factors, which is consistent with the concept of the "framing effect." This paper identifies local government transparency as the mediating variable in the relationship between the use of e-government and government satisfaction and public knowledge of local government performance in COVID-19 outbreak control as the moderating variable in the relationship between local government transparency and government satisfaction. Since the mediating effect of local government transparency is significantly different from those of overall and central government transparency, government transparency at different levels plays a role of the above-mentioned "frame." [ABSTRACT FROM AUTHOR]

Although strengths-based approaches in the workplace are able to bring out various positive outcomes, relatively little research has considered the dark sides of strengths-based approaches in the workplace. This study sought to examine whether perceived strengths-based human resource (HR) system as a specific form of strengths-based approaches is able to stimulate employees to execute unethical pro-organizational behavior (UPB) and considered the mediating role of organizational identification in the relationship. Data with a sample of 210 employees from various organizations in China were collected at three points in time. Structural equation modelling analysis was deployed to test our hypotheses. The authors found that perceived strengths-based HR system spurs UPB, and organizational identification acts as a mediator in the relationship between perceived strengths-based HR system and UPB. This study extends previous literature on strengths-based approaches in the workplace by considering its dark side and advances HR system and UPB theories and research. [ABSTRACT FROM AUTHOR]

In corporate social responsibility (CSR) research conducted in micro, small and medium-sized enterprises (SMEs), the relationship between organizational-level CSR and individual-level outcomes is receiving increasing research attention. However, little is known about why, when, and how CSR would encourage employees to engage in unethical pro-organizational behaviors (UPB). Combining attribution theory with cue consistency theory, this study develops a mediated moderation model to explore the mechanism and boundary condition underlying the effect of external CSR, an organizational factor, on employees' UPB. Data were collected from 304 employees working in 10 SMEs in China at two-time points. The results showed that external CSR had a positive effect on UPB through symbolic attribution, while perceived internal CSR weakened the positive effect of external CSR on UPB as well as the indirect effect of symbolic attribution in the relationship between external CSR and UPB. Overall, this study explains why, when, and how external CSR facilitates employees' UPB. These findings indicate attribution to be the very mechanism that explains employees' behavioral response to the organization's external CSR and provide an innovative insight into how internal CSR may be utilized to reduce UPB of employees of Chinese SMEs. [ABSTRACT FROM AUTHOR]

China's higher education expansion increases firms' human capital input in terms of the number of educated employees, while its quality undergoes questioning. It is unknown what employees with higher education bring to the firm in China. Considering that investment decision is one of the most important drivers of firm value, we examine how employees with higher education affect firms' investment efficiency in this paper. We document that the number of employees with higher education increases by 89% from 2008 to 2021. We further find that more employees with higher education are associated with higher investment efficiency through mitigating over- and underinvestment. This association is stronger for firms with high product market competition, low customer concentration, state-owned enterprises, and high senior manager education. Collectively, the results suggest that the information inputs channel, monitoring channel and up-and-down communications channel are likely underlying mechanisms through which higher educated employees affect firms' investment decisions. Overall, our paper sheds light on the real effect of higher educated employees on firms' investment efficiency. [ABSTRACT FROM AUTHOR]

Prior research has shown that humility in the workplace can provide many advantages. However, the literature has largely focused on leaders rather than employees. There is an important distinction between the two, because leaders have already achieved professional success that may or may not be due to humility (i.e., survivorship bias), whereas employees may feel pressure to focus on behaviors seemingly at odds with humility (i.e., getting ahead). Drawing on the social capital theory of career success, this study investigates whether and how humility helps employees achieve both short‐term (job performance) and long‐term (promotability) job success. We posit that, in the Chinese context, humility can promote employees' objective job performance and promotability by accessing social resources from team leaders and coworkers. The beneficial effects can be explained by the mediating effects of leader–member exchange and employee advice network centrality. We conducted a path comparison on the relationship between the mediators and career success to further explain the mechanisms, and tested the model using a three‐wave survey with a sample of 689 employees and their leaders from 137 teams. Our findings largely support our theoretical predictions and extend our understanding of employee humility and career development. [ABSTRACT FROM AUTHOR]

Despite the prevalence of work teams in organizations, how newcomers become integrated into teams remains an understudied area. Drawing on research related to indirect social resources, in this paper we employ a social network perspective to examine how close teammates' friendship centrality can facilitate newcomers' adjustment by fostering the newcomers' own social capital in teams and promoting their subsequent task performance. Furthermore, our model incorporates institutionalized socialization tactics and political skill as two contingencies that can further strengthen the positive effects of indirect social resources on newcomers' adjustment. In a time‐lagged study using multiple sources of data, we found good support for our hypotheses. Specifically, close teammates' friendship centrality was positively related to newcomers' task performance through the mediating effect of newcomers' own friendship centrality in teams. The two moderators further strengthened this indirect effect. Overall, this study highlights the importance of "making the right friends" to facilitate newcomer adjustment into teams. [ABSTRACT FROM AUTHOR]

Drawing on the person–organization fit theory, this study elaborates a dual‐oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well‐being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high‐tech firm show that the dual‐oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual‐oriented HR system and achievement motivation on well‐being. Specifically, development‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is high; by contrast, maintenance‐oriented HR practices are more positively related to work well‐being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices. [ABSTRACT FROM AUTHOR]

Based on the leadership-member exchange perspective, this study proposes that subordinates are more likely to express their voice in a leader-supported work environment, and this relationship is stronger when they have close social ties with their supervisor. In the case of subordinates supported by supervisors, public service motivation serves as a psychological mechanism to promote them to express voice behavior. This study also explains the boundary effect of the supervisor-subordinate's guanxi perspective in affecting supervisor support and subordinate's voice behavior. A longitudinal survey of 136 front-line public officers has been conducted to check this theoretical model in China, and their data verified the moderated-mediation model results. Implications for management theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Most prior research has only examined the consequences of servant leadership for the followers or organizations. In this study, applying conservation of resources (COR) theory, we developed a moderated mediation model to investigate how engaging in servant leader behaviors impacts the actors themselves. We conducted a questionnaire survey at three large companies in China, and finally received valid responses from 479 employees who occupied leadership positions with an average age of 36.43 years old. We analyzed the collected data and tested the proposed hypotheses by using SPSS 25.0 and Mplus 8.3. The results revealed the possible benefits and costs of exhibiting servant leader behaviors for actors. Specifically, we found that engaging in servant leader behaviors can promote leaders' psychological meaningfulness, thus aiding their work engagement. Besides, we also found that servant leader behaviors can lead to leaders' increasing emotional exhaustion, thus lowering their work engagement. Furthermore, leaders experienced greater psychological meaningfulness and less emotional exhaustion when they received more support from their followers. This study provides insights into servant leadership literature by painting a complete picture about how servant leader behaviors impact the actor's resources gain and loss. These findings suggest that organizations should not blindly exaggerate the positive impacts of servant leadership, but use a dialectic perspective to view its effects on the actors. In practice, despite encouraging leaders to display servant behaviors, organizations also should organize respite activities or encourage leaders to take little breaks at work in order to help them recover from depletion. Moreover, followers' support for servant leaders also should be emphasized to replenish leaders' depleted resources. [ABSTRACT FROM AUTHOR]

The COVID‐19 pandemic may have been a difficult time to join a new organization. Drawing on the feelings‐as‐information theory, this study explores how COVID‐19 lockdown anxiety influenced newcomers' job satisfaction during their first few months of work. We tested 357 new employees working in 84 cities across China. We conducted a longitudinal study, and participants were invited to complete the same survey at two time points. Cross‐lagged panel analysis was conducted to test our hypotheses. We confirmed that COVID‐19 lockdown anxiety at Time 1 predicted less job satisfaction at Time 2, whereas the data did not support the idea of reverse causality. These findings suggest public health crises like the pandemic can impact newcomers' job satisfaction, especially during China's Zero‐Covid Policy. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to investigate how voluntary citizenship behaviour towards an individual (VCB-I) is linked with vicious knowledge hiding (VKH), and why members, within a mastery climate, tend to participate in less VKH after their engaging in VCB-I. The authors, according to the moral licensing theory, propose that moral licensing mediates the relationship between VCB-I and VKH, and that a mastery climate weakens the hypothesised link via moral licensing. Design/methodology/approach: This study surveys 455 valid matching samples of subordinates and supervisors from 77 working teams in China at two time points and explores the relationship between VCB and VKH, as well as the underlying mechanism. A confirmatory factor analysis, bootstrapping method and hierarchical linear model were used to validate the research hypotheses. Findings: The results show that VCB-I has a significant positive effect on VKH; moral credentials play a mediating role in the relationship between VCB-I and VKH; and the mastery climate moderates the positive effect of moral credentials on VKH and the mediating effect of moral credentials. In a high-mastery climate, the direct effect of moral credentials on VKH and the indirect influence of VCB-I on VKH through moral credentials are both weakened, and conversely, both effects are enhanced in a low-mastery climate. However, contrary to the expected hypothesis, moral credits do not mediate the relationship between VCB-I and VKH, which may be due to the differences in the mechanisms between the two moral licensing models. Originality/value: Prior research has mainly focused on the "victim-centric" perspective to examine the impacts of others' behaviour on employees' knowledge hiding. Few works have used the "actor-centric" perspective to analyse the relationship between employees' prior workplace behaviour and their subsequent knowledge hiding intention. In addition, this study enriches the field research on the voluntary aspects of organisational citizenship behaviour, which differs from its involuntary ones. [ABSTRACT FROM AUTHOR]

Since the COVID‐19 pandemic outbreak, long‐term overlooked motives concerning a sense of safety have become a primary concern. People's sense of safety largely depends on the information they receive. Indeed, a tsunami of information about the virus has been disseminated by all forms of media to people's electronic devices, thus permeating their lives. This study proposed that the over‐abundance of information, known as information overload, could endanger individuals' sense of safety by increasing their rumination about COVID‐19. However, it could also enhance their sense of safety by increasing their positive attitudes toward COVID‐19 precautions. Furthermore, we proposed that individuals' hypervigilance could strengthen the relationship between information overload and rumination about COVID‐19 and attitudes toward COVID‐19 precautions. We tested these hypotheses using a cross‐sectional survey study (N = 403) in February 2021 and a diary study (N = 98) in July 2021 in China. The results of both studies support the dual mediating paths of the relationship between information overload and sense of safety. We also found that hypervigilance moderated the relationship between information overload and rumination about COVID‐19. Overall, our study offers insights into how social media may influence people's sense of safety and how individual differences in hypervigilance play a role in the process. [ABSTRACT FROM AUTHOR]

Purpose: Based on the work–home resources model regarding the work domain and the home domain as a whole resource exchange system with directional resource flows, this study proposed that perceived overqualification could lead to personal resources drain, especially for employees with high work–family centrality (i.e. valuing work more than family). Furthermore, the drained personal resources of the focal employees brought in more spouse undermining and less spouse support at home. Design/methodology/approach: A quantitative approach in which Study 1 involving 259 pairs and Study 2 involving 260 pairs of employees and their spouses from China provided support to the first-stage moderated mediation model. Findings: Results revealed that when employees' work–family centrality is high, perceived overqualification could elicit personal resources drain and induce more spouse undermining and less spouse support. On the contrary, when employees' work–family centrality is low, perceived overqualification could reduce personal resources drain and render less spouse undermining and more spouse support. The two studies consistently provided support for most of the hypotheses. Practical implications: The research results suggest that organizations could take some feasible measures to help overqualified employees articulate the value of work–family centrality to manage overqualified employees' work–family resources further, bringing appropriate sequential behaviors at home. Originality/value: Research on perceived overqualification has primarily focused on its consequences in the work domain, paying scant attention to whether it can influence the home domain outside work. This research contributes to this line of literature by investigating how and when perceived overqualification leads to family outcomes. [ABSTRACT FROM AUTHOR]

Carex heterostachya and Carex breviculmis are easy to develop lawns in a short period while taking on high ornamental significance in northwest China where summer temperatures are high, rainfall is uneven, and soil is scarce. Several questions were raised, which are elucidated as follows: what type of plant functional characteristic has they formed for long-term survival and adaptation to this environment; which plant is more adaptable; which leaf functional characteristic are critical to photosynthetic characteristics. The following conclusions were drawn based on the exploration of the leaf functional characteristic of the two plants using gas exchange technology and field emission electron scanning technology: (a) C. breviculmis refers to a slow investment-return plant, exhibiting strong environmental adaptability and plasticity, and it is resistant to barrenness, drought, and shade. C. heterostachya refers to a type of quick investment-return plant, with high photosynthetic efficiency, well-developed transport tissue, and relatively shade-tolerant. The soil with low water content and poorer soil applies to C. breviculmis cultivation, and C. heterostachya applies to cultivation in the environment with sufficient light and rich nutrients. Moreover, C. breviculmis and C. heterostachya can be adopted to enrich the diversity of understory landscape. (b) Carex exhibits strong environmental adaptability, large variation in eco-physiological characteristics, as well as strong plasticity. Leaf anatomical characteristics are stable, whereas differences exist in the interspecific variability and plasticity. (c) when the genus Carex grew in the semi-shade and the soil environment was arid, specific leaf area (SLA) can become the main factor for the photosynthetic availability of Carex, the thickness of the stratum corneum, the thickness of the upper serve as secondary factors. The above-described findings can lay a theoretical basis for the cultivation and application of Carex and the expansion of turfgrass germplasm resources. [ABSTRACT FROM AUTHOR]

Research has acknowledged the outcomes of entrepreneurial passion, but little is known in regard to how it occurs. In this article, we shift the focus to the team level and investigate the emergence of team entrepreneurial passion (TEP) from the team helping perspective. Drawing on affective events theory (AET), we examine how team help-seeking and -giving facilitate TEP. Team-level analyses were performed on data drawn from 487 members of 112 new venture teams in an accelerator for high-technology firms in China. Our findings show that team help-seeking and -giving are in a direct relationship with TEP; we highlight how the interaction between these two aspects is positively associated with TEP. This article extends the study of TEP to team helping and treats the latter in relation to its two separate but related aspects of seeking and giving. Further, our focus moves from singular effects to an interactive perspective on the antecedents of TEP. [ABSTRACT FROM AUTHOR]

Purpose: Extant scholars identified negative workplace gossip as a social stressor that negatively influences employees' behavior and attitude. Despite the burgeoning interest in workplace stressors, limited studies have explored how the detrimental consequences of targets' perceived negative workplace gossip spur their emotions and behaviors. Grounding on conservation of resources and ego depletion theories, this study aims to investigate why and how targets' negative workplace gossip may contribute to trigger knowledge hiding. Specifically, the authors explore the underlying mechanism of personal ego depletion and boundary conditions of organizational justice to shed new light on the above process. Design/methodology/approach: Using two time-wave survey, the authors collected 340 sample data from employees working in high-tech companies of China. Hierarchical regression analysis was used to examine hypothesized relationships of moderated mediation model. Findings: The empirical results revealed that negative workplace gossip exacerbates knowledge hiding by increasing personal ego depletion. Furthermore, through testing moderated mediation model, the results showed that organizational justice (i.e. distributive and procedural justice) with the low presence moderates the stronger strength of the linkage between negative workplace gossip and personal ego depletion, and likewise, it also moderates the stronger effect of negative workplace gossip on knowledge hiding via personal ego depletion. Practical implications: This study recommends several guidelines for managers and practitioners to mitigate negative gossip by strengthening organizational justice. Originality/value: This study first enriches novel understanding in the literature between negative workplace gossip and knowledge hiding by using a new emotional mechanism (i.e. personal ego depletion). This research also contributes new insights by incorporating contextual boundary conditions (i.e. organizational justice) that have not been yet researched on negative gossip and knowledge hiding linkage. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to explore the influence of self-serving leadership on employees' organizational deviance and its internal mechanism. Design/methodology/approach: Through the data collected from 300 supervisor–employee dyads of five large enterprises in China, this research uses multilevel structural equation model to test the proposal hypotheses. Findings: Results show that there is a positive relationship between self-serving leadership and employees' organizational deviance, and ego depletion plays a mediating role between them. Moreover, this research also found that the relationship between self-serving leadership and ego depletion and the indirect effect of self-serving leadership on employees' organizational deviance through ego depletion are negatively moderated by power distance orientation. Originality/value: This study found a new antecedent variable of employees' organizational deviance-self-serving leadership, and based on the ego depletion theory, deeply reveals the internal mechanism of self-serving leadership influencing employees' organizational deviance, which has some enlightening significance for relevant theoretical research and management practice. In addition, this study also has unique advantages in data collection and analysis methods. [ABSTRACT FROM AUTHOR]

Although empowering leadership is generally thought to be beneficial to employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose an integrated model that simultaneously examines the benefits and costs of empowering leadership. Specifically, we propose that team‐level empowering leadership can relate to both organizational citizenship behavior (OCB) and unethical pro‐organizational behavior (UPB). We also examine the mediating role of employee workplace status and the moderating role of felt obligation in these processes. Using data from 301 employees and 57 leaders across two time points, we found that team‐level empowering leadership linked to leader‐rated OCB and employee‐rated UPB through workplace status. However, the positive indirect effect of team‐level empowering leadership on OCB was significant only when employees' felt obligation was high, and the indirect effect of team‐level empowering leadership on UPB was positive and significant only when employees' felt obligation was low. We discuss the theoretical and practical implications of these findings, as well as future research directions. [ABSTRACT FROM AUTHOR]

Unlike prior studies, which have focused on the positive outcomes of leader humor, the current study seeks to understand why and when leader humor produces negative results such as employee incivility. This study creates a cross-level second-stage moderated mediation model and tested it with multi-time and multi-source data from 290 employees in China. The results show that employee psychological safety mediated the relationship between leader humor and employee incivility. Leader moral identity is found to negatively moderate the relationship between employee psychological safety and incivility and negatively moderate the mediating effect of employee psychological safety between leader humor and employee incivility. These findings enrich the theoretical research on leader humor and incivility and provide guidance to help organizations effectively control employee incivility in the workplace. [ABSTRACT FROM AUTHOR]

As a kind of enterprises most affected by green policies—heavily polluting enterprises, whether the government's relevant policies can achieve its policy goals and what impact will be exerted on such enterprises is a critical issue. Based on the data of listed heavily polluting enterprises in China from 2007 to 2020, this paper uses the difference in differences model to test the impact of green credit policies on the liquidity risk of heavily polluting enterprises. The results show that the green credit policies intensify the liquidity risk of heavily polluting enterprises. Moreover, the green credit policies increase the financial and stock liquidity risks of heavily polluting enterprises by reducing the long-term debt ratio and information transparency. Green innovation and equity balance weaken the positive impact of green credit policies on the liquidity risk of heavily polluting enterprises. Heavily polluting enterprises can reduce the impact of green credit policies on their liquidity risk by increasing investment in green innovation and improving ownership structure. [ABSTRACT FROM AUTHOR]

The purpose of this study is to test the factors that impact the effects that compulsory citizenship behaviour (CCB) has on work-family conflict based on the theory of Conservation of Resources. Data were collected from 505 employees in 13 high-tech enterprises in China. It revealed that (1) employees' compulsory citizenship behaviour is positively related to levels of work-family conflict, (2) work stress mediates the relationship between CCB and work-family conflict, and (3) proactive personality moderates the effects of CCB on employees' work stress and work-family conflict, with the relationship more positive when proactive personality is high. The study contributes to the CCB literature through its identification of work stress as an important psychological mediation mechanism that amplifies the mechanism through which CCB has an effect on employees. The results provide a deeper understanding of important boundary conditions (in this case proactive personality) that impact the CCB to employee's work-family conflict relationship. The findings also enrich the proactive personality literature. Paradoxically, if organizations attempt to foster citizenship behaviors by selecting people with the sort of proactive personality that might assist citizenship, they end up exacerbating the impact on work stress and work-family conflict. Theoretical and practical implications, limitations and promising avenues for future study are discussed. [ABSTRACT FROM AUTHOR]

With the development of mobile communication technology and the transformation of work methods and modes, work interruptions have become ubiquitous challenges for employees in the workplace. Less attention has been paid to work interruptions in China, especially the research on human work interruptions, which is different from virtual work interruptions. The present study carried out an in-depth interview with 29 employees. Based on the grounded theory method, a psychological and behavioral mechanism model of employees facing human work interruptions, namely, the "human work interruptions-cognitive appraisals-affective responses-behavioral changes" model, was constructed. It is found that (1) cognitive appraisals are the causes of different affective responses and behavioral changes of human work interruptions; (2) cognitive appraisals are feedback behaviors that refer to the reappraisals of the effectiveness and appropriateness of individuals' affective responses and behavioral changes; and (3) personal traits and environmental characteristics at work influence the affective responses and behavioral changes of human work interruptions at the individual and organizational level. The model constructed in this study further extends the interruption theory and provides implications on how to process human work interruptions in human resource management practice. [ABSTRACT FROM AUTHOR]

Departing from past research on managers' influence on employees' informal leadership emergence, we explore the mechanism of how distributed leadership enhances individual leadership emergence from a cognitive perspective. Drawing upon the leadership identity construction theory and role identity theory, we theoretically developed and empirically tested a serial mediation model. It examines how distributed leadership promotes employees' leadership emergence via individual empowerment role identity and enacted leader identity. Using a three-wave field survey from 496 subordinate–supervisor dyads (82 supervisors and 496 employees) in China, we found that empowerment role identity and enacted leader identity serially mediate the association between distributed leadership and employees' leadership emergence. The results demonstrate the leadership identity construction process of employees' leadership emergence under distributed leadership. The theoretical and practical implications of our findings are then discussed. [ABSTRACT FROM AUTHOR]

Mobile social platforms have become a valuable information source by which users gain information about the COVID-19 pandemic. However, little is known about whether users have experienced increased daily fatigue as a result of the disruptions caused by pandemic. Drawing on the cognitive activation theory of stress (CATS), this study proposed that two typical characteristics of social media platforms (SMP), information quality and media richness, are associated with event disruptions of the COVID-19 pandemic (EDC), and then induce social media fatigue. To address this, this study used the experience sampling method (ESM), collecting 550 matched cases from 110 users of the WeChat application in mainland China over five consecutive days. Through multilevel structural equation modeling (MSEM), this study discovered three main findings: (1) daily information quality is negatively related to event disruptions of the COVID-19 pandemic, which in turn decreases daily social media fatigue; (2) daily media richness is positively associated with such event disruptions, which ultimately increases daily social media fatigue; (3) these effects were stronger for users who reported higher (vs. lower) levels of health consciousness. The implications of these results for the COVID-19 pandemic and beyond are discussed. [ABSTRACT FROM AUTHOR]

In the current research, we developed and tested a model of how and when social comparison of received help influenced the recipient's job performance (i.e., interpersonal citizenship behavior, task performance). Based on social exchange theory and social comparison theory, we posited that social comparison of received help influenced the recipient's feelings of gratitude, which in turn had a positive relationship with interpersonal citizenship behavior (ICB) and task performance. Further, we argued that the recipient's psychological entitlement influenced the effects of social comparison of received help. Using data collected in three waves from 307 employees in China, we found that social comparison of received help was positively associated with the recipient's feelings of gratitude while controlling for overall received help. Gratitude, in turn, benefited ICB and task performance. Moreover, high levels of psychological entitlement weakened the relationship between the social comparison of received help and the recipient's feelings of gratitude. Further, they weakened the indirect relationship between the social comparison of received help and the recipient's ICB and task performance via gratitude. These findings could potentially extend our knowledge of received help literature by introducing a social comparison perspective. [ABSTRACT FROM AUTHOR]

Economic uncertainty will result in consumers' unstable environment expectations, thus affecting household consumption decisions. The paper established a consumption model though using the cointegration theory and ECM model, and used the annual data from 2002 to 2021 to examine the influence of uncertain expectations on the consumption behavior of rural residents in China. The research results show that consumers' income, consumption, consumption habits liquidity constraints and precautionary savings jointly produce the feelings of uncertainty, which will lead to rural consumers' uncertain expectations. Uncertain expectations will not only lead to rural residents the prudent consumption behavior of residents, but also lead to the lack of confidence of residents, forming phased consumption characteristics. Combining the results of the empirical analysis, this paper gives suggestions to promote rural consumption from the perspective of increasing rural residents' income, reforming the income distribution system, improving the rural financial system, and reinforcing the construction of rural consumption infrastructure. [ABSTRACT FROM AUTHOR]

Drawing from self‐regulation theory and self‐identity orientation theory, this study examines the effects of experiencing different high‐performance work systems (HPWS) on the organisational citizenship behaviours of employees. Using a sample of 271 employees in China, we found that firstly, emotional exhaustion mediated the relationship between performance‐oriented/maintenance‐oriented human resource (HR) systems and helping/voice. Secondly, both relational identity and collective identity moderated the relationship between performance‐oriented HR systems and emotional exhaustion. Thirdly, both relational identity and collective identity moderated the indirect effect of performance‐oriented HR systems on helping through emotional exhaustion. Fourthly, both relational identity and collective identity moderated the indirect effect of performance‐oriented HR systems on voice through emotional exhaustion. Fifthly, individual identity moderated the relationship between emotional exhaustion and helping/voice. Finally, individual identity moderated the indirect effect of performance‐oriented HR systems on helping/voice through emotional exhaustion, as well as the indirect effect of maintenance‐oriented HR systems on helping/voice through emotional exhaustion. Our findings provide a balanced view of the effects of HPWS on employees' outcomes and reveal the underlying mechanisms driving these relationships. [ABSTRACT FROM AUTHOR]

This study aimed to identify the influences of compulsory unethical pro-organisational behaviour (CUPB) on employees' in-role performance and the potential mechanisms between them. Based on the multilevel data from 612 salespeople in China (female = 55.4%; managers = 47.8%; 23–30 years = 55.2%), we found that CUPB was associated with lower employees' in-role performance. Guilty emotion partially mediated the relationship between CUPB and employees' in-role performance. Further, we found that the strength between CUPB and guilty emotion was moderated by moral identity. Specially, the regression analysis results showed that the CUPB–moral identity interaction effect significantly predicted feeling guilty. However, the moderated mediation effect of moral identity was not significant. Our results suggest a need for businesses not to force employees too much, to avoid employees engaging in compulsory UPB, and to carefully evaluate both the positive and negative effects of UPB. [ABSTRACT FROM AUTHOR]

Purpose: Prior research has suggested that abusive supervision has negative impacts on various work outcomes. However, little attention has been paid to the relationship between abusive supervision and employees' safety behaviour. The purpose of this study is, therefore, to address these limitations by developing and testing a theoretically based conceptual model that explicitly considers the underlying mechanism and boundary condition of the relationship between abusive supervision and safety behaviour of underground coal miners in China. Design/methodology/approach: At Time 1, the authors conducted a survey of 630 employees to assess their supervisors' abusive leadership behaviours, their own power distance beliefs and their self-reflection. At Time 2, the authros sent questionnaires to the leaders and invited them to evaluate employees' safety behaviour in the workplace. After cleaning the survey data, the authors tested our model using a multi-level analysis on a sample (n = 458) of underground miners across 96 coal mining sites in China. Findings: The authors propose that abusive supervision decreases employees' safety compliance/participation by reducing reflection but strengthening rumination. The authors further find that the linkage from abusive supervision to reflection/rumination to safety compliance/participation is affected by power distance. Originality/value: To the best of the authors' knowledge, This is one of the first empirical studies to investigate the mediating effects of a deep cognitive processing variable – namely, self-reflection – and the moderating effects of power distance on the relationship between abusive supervision and safety behaviour. [ABSTRACT FROM AUTHOR]

With the spread of information communication technologies (ICTs) in the business world, workplace cyberbullying has become a prominent problem alongside traditional face‐to‐face bullying. This research aimed to explore the daily influence of workplace cyberbullying on interpersonal deviance by using an experience sampling method. We collected 750 matched data over 5 consecutive days from 150 full‐time employees working in China. A multilevel analysis was then performed to construct a moderated mediation model. The results showed that daily workplace cyberbullying increased interpersonal deviance by enhancing personal ego depletion. Furthermore, the indirect effect of workplace cyberbullying was stronger when perceived supervisor support was at a low level. This study successfully determined that workplace cyberbullying can result in interpersonal deviance on a daily basis. Our research provides a comprehensive insight into the relationship and dynamics of workplace cyberbullying and interpersonal deviance with practical implications for personnel administration. [ABSTRACT FROM AUTHOR]

Bootlegging innovation, the act of developing an idea by an employee even when it was banned by the leader, is a novel and interesting construct that can bring both positive and negative outcomes to organizations. It is of interest to the organizations, leaders within those organizations, and the employers. Drawing upon paradox theory and organizational learning perspectives, we theorize and test a moderated mediation model to explore the relationship between distributed leadership and bootlegging behavior. We use a three-stage questionnaire method to collect data from 517 employees of information technology enterprises in China. Our results corroborate the following: (a) distributed leadership is positively related to the bootlegging behavior of employees; (b) exploratory-exploitative learning tension mediates the linkage between the distributed leadership and the bootlegging behavior of employees; (c) employee's paradox mindset moderates the positive relationship between exploratory-exploitative learning tensions and the bootlegging behavior and also moderates the positive direct relationship between the distributed leadership and employee's bootlegging behavior, so that the relationship is amplified when paradox mindset is strong. We discuss the implications for theory development and practice concerning how distributed leadership can influence personal bootlegging behavior. [ABSTRACT FROM AUTHOR]

Workplace incivility remains a prevailing issue and has significant potential for harmful consequences. This study aims to investigate the influencing mechanism of workplace incivility on work alienation from the perspective of targets. Based on the social exchange theory, our research examines the role of interpersonal trust as a mediator along with the moderator of career resilience in the said association. Through a two-wave-timelagged quantitative research design, a sample of 315 nurses from China was investigated with questionnaires on workplace incivility, work alienation, interpersonal trust, and career resilience. The results indicated that workplace incivility was positively related to work alienation with interpersonal trust as a mediator. Workplace incivility caused a decline in interpersonal trust, which led to work alienation. Career resilience buffered such an impact. High career resilience weakened the association linking workplace incivility to interpersonal trust. Organizations should pay more attention to workplace incivility and consider empowering nurses’ career resilience, which could alleviate the negative impact of workplace incivility. [ABSTRACT FROM AUTHOR]

This study uses organizational support theory and broaden-and-build theory to examine the antecedents and consequences of workplace gratitude. Specifically, we explored the moderating role of job satisfaction and the mediating role of gratitude at work, including team error management climate as a predictor and OCBs and creativity as outcome variables. Using multiphase, multisource, and multilevel data of 229 employees from 33 teams of two architectural companies located in the east of China, we found that team error management climate is conducive to enhancing employees' workplace gratitude, and that increased workplace gratitude then stimulates more organizational citizenship behaviors (OCBs) and creativity among employees. The positive effect of team error management climate on workplace gratitude and the indirect effect of team error management climate on OCBs and creativity are stronger for employees with lower job satisfaction. We discuss the theoretical and practical implications of these findings for managing employees' gratitude in the workplace. [ABSTRACT FROM AUTHOR]

Since the outbreak of COVID-19, community workers' proactive behavior has played a noteworthy role in the crisis response. Previous research has not highlighted this group and their proactive behavior. To address this important gap, drawing upon the job demands-resources (JD-R) model, this study explores how red tape affects proactive behavior and investigates the mediating role of lack of goal progress (LOGP) and the moderating role of public service motivation (PSM) in this relationship. Based on a twowave survey with a sample of 656 community workers in China, we found a negative relationship between red tape and proactive behavior. Moreover, this study showed that LOGP mediated this relationship. Contrary to our hypothesis, PSM did not moderate the relationship between LOGP and proactive behavior. These findings have important theoretical and practical implications and can better inform community work during COVID-19. [ABSTRACT FROM AUTHOR]

This study explorers whether the relative impacts of brand identification and identification with other users of brand pages on brand loyalty vary according to consumers' regulatory focus. By integrating social identification theory with regulatory focus theory, this study adopts a dual identification framework to compare the differential impacts of promotion regulatory fit and prevention regulatory fit on brand loyalty. Besides, the moderating effects of product type on the relationship between promotion/prevention regulatory fit and brand loyalty are further investigated. Finally, this study uses different combinations of information technology (IT) affordances in order to examine their influences on each identification target. The current study adopts a qualitative methodology and involved conducting semi-structured interviews with 27 brand page users in regard to IT affordances and their subdimensions. The research model was empirically tested using a cross-country comparison of data collected from surveys conducted in China and the United States. The results support our hypotheses and confirm the differential effects of promotion and prevention regulatory fit on brand loyalty. Theoretically, our study enhances our understanding of the relative effect of dual identification on brand loyalty on social media. Practically, our study delivers insights for companies into how social media brand pages can be used as a strategic tool to achieve brand values. [ABSTRACT FROM AUTHOR]

Unethical pro-organizational behavior is one of the core factors that affect organizational development. Although enterprises and researchers have done a lot of work, a quantitative and systematic assessment of unethical pro-organizational behavior research is still lacking, this review conducts a bibliometric analysis to describe the characteristics and trends of unethical pro-organizational behavior research in business and management, such as publication trend analysis, co-citation analysis, keywords co-occurrence analysis, and citation burst analysis. The results show that 89 articles and 4,523 references from 49 journals contributed by 254 authors are identified. The number of publications has increased significantly since 2019. The China and United States are the most productive country. Umphress E and Yam C are the most influential authors. "Journal of Business Ethics and Frontiers in Psychology" are the most influential journal, 26 words in 516 keywords constitute the strongest set of terms available, Keyword co-occurrence analysis found ethical decision-making, the measurement, and impact of unethical pro-organizational behavior, the antecedents of ethical leadership are worthy and prospective potential trends. These findings provide a systematically, transparently, and visually reviewed the landscape and development process of unethical pro-organizational behavior research, which may help researchers and practitioners to understand unethical pro-organizational behavior in business management and provide a new perspective for future research. [ABSTRACT FROM AUTHOR]

A political act is a typical self-serving behavior that works to promote or protect self-interest. However, limited research explores its relationship with daily downstream behavior. Based on the ego depletion theory, the present study attempts to clarify when and how daily political acts will be transformed into interpersonal deviance. We collected 760 cases nested in 152 full time workers in mainland China through the experience sampling method. Via a multilevel structural equation model and hierarchical linear model, we tested the mediated moderation model. The results showed that political acts correlated with interpersonal deviance on a daily basis. Moral self-efficacy buffers the relationship between political acts and interpersonal deviance, whereas chronic job strain amplifies the relationship. Furthermore, moral self-efficacy can mediate the moderating role of chronic job strain. [ABSTRACT FROM AUTHOR]