bluuebunny/crossref_metadata_2025_split huggingface dataset:
Why and when leader humility promotes constructive voice: a crossover of energy perspective
Authors: Ma Chao , Wu Chia-Huei , Chen (George) Zhen Xiong , Jiang Xinhui , Wei Wu 
Published: December 2019

Purpose
The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychological resources from their interactions with the leader (i.e. relational energy), and thus engage in more constructive voice behavior. In addition, this energizing effect only occurs when the leader is perceived as having higher apparent sincerity by their subordinates.

Design/methodology/approach
The research hypotheses of this study were empirically tested using multi-timepoint and multi-source (i.e. supervisors and subordinates) survey data in China. Study 1, based on data from 449 subordinates and 88 immediate supervisors, was conducted to test the proposed mediation effect. Study 2, based on data from 185 subordinates and 50 immediate supervisors, was conducted to replicate the findings of Study 1 and test the integrated model.

Findings
The results of Study 1 support the proposed mediation effect that leader humility positively predicts followers’ constructive voice behavior via boosting followers’ relational energy. The results of Study 2 replicate the findings of Study 1 and further indicate that leader humility is only positively related to perceived relational energy when a leader is perceived as having higher apparent sincerity by their subordinates.

Practical implications
This paper provides detailed instructions for business practitioners. First, given that employee constructive voice behavior is related to employee relational energy and is beneficial to organizations, leaders are encouraged to behave with humility when interacting with their subordinates. Second, from the perspective of human resource management, well-designed training programs can be used to help leaders to develop leader humility. Third, the findings of this paper call attention to a potential risk for humble leaders. Organizations should educate leaders on the potential negative consequences of false humility and encourage leader humility that will appear in leaders’ sincerity.

Originality/value
Overall, drawing on conservation of resources theory and crossover of resources model, this paper reveals that boosting relational energy is a mechanism via which humble leaders can shape employees’ voice behavior. Second, by examining the moderation effect of apparent sincerity of leaders from followers’ perspective, this paper suggests an actor–recipient perspective to identify the boundaries of the energizing mechanism. Third, the findings of this paper add to the knowledge on voice research by highlighting an additional source of energy for employee constructive voice behavior.
The challenges of fitting in
Authors: Arifeen Shehla R. , Syed Jawad 
Published: December 2019

PurposeIntersectional scholarship on work and organizations while focusing on subjectivities and intersections largely overlooks the systemic dynamics of power (Rodriguez et al., 2016). One of the systemic dynamics of power is organizational practice (Acker, 2006). Intersectionality research on minority ethnic women pays relatively less attention to the role of organizational practices in career progression. The purpose of this paper is to draw attention to the interaction of intersectional identities of second-generation British Pakistani women managers and professionals with organizational practices and norms, and the resulting challenges and career implications.Design/methodology/approachA qualitative research approach was used with interviews of 37 participants who were in managerial or professional positions.FindingsThe research finds a resilience of discrimination because of expectations of compliance with dominant workplace cultures. This expectation presents challenges for minority ethnic women managers. The paper reveals that the intersectionality of gender, ethnicity and religion clashes specifically, with organizational expectations of being male, of being white, and of work-related socializing, which may adversely affect career progression. Organizations, thus, may feed into minority ethnic women managers’ inability to fit in and merge by implicitly demanding compliance or fitting in. These findings carry implications for HRM policies and practices.Originality/valueAdvancing intersectionality scholarship, the research finds the disadvantage caused by the intersection of gender, ethnicity and religion (intersectional identities) continues to be reproduced because of particular organizational demand and expectations and the non-compliance of minority ethnic women managers to merge and fit in. In other words, organizations implicitly demanding fitting in, and theinability to fit in and mergeby minority ethnic women managers, hampers their careers.
Commitment to change
Authors: Feng Cailing , Robin Mulyadi , Fan Lisan , Huang Xiaoyu 
Published: December 2019

PurposeCommitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employees’ commitment to change, there is still no consistency about the unidimensional or multi-dimensional construct of commitment to change, and previous research tends to ignore the impact vocational drivers may have on it. The paper aims to discuss these issues.Design/methodology/approachDrawing on prospect theory, the authors extended Herscovitch and Meyer’s (2002) commitment to change construct by developing and testing an additional dimension of commitment to change centered on employees’ vocational commitment across two studies, adopting a longitudinal design within a Chinese context. As organizational change often has implications that impacts individual decision making, vocational development and work adjustments and attitudes within the workplace, the authors presented the case for vocational commitment to change as an important extension to the commitment to change literature. The authors first provided evidence for the internal consistency, factor structure and the validity of the commitment to change in the Chinese context. Subsequently, the authors examined the changes of employees’ commitment to change across time, and demonstrated its predictive validity by exploring the relationship between commitment to change and change-related behaviors.FindingsThe current research represents improvements in commitment to change measurement, provides construct clarification in the Asia context, and sheds light on theoretical and empirical evidence for how to support change in the Chinese context. Limitations, implications and directions for future research are further discussed.Originality/valueThe current study responds to a call for research to further investigate the mechanisms of commitment to change within non-Western contexts, specifically within the Chinese context. Through a rigorous scale development process, the authors clarified Herscovitch and Meyer’s (2002) commitment to change model and present an augmented model with a fourth dimension –vocational commitment to change. Furthermore, through a longitudinal study, the current study also demonstrates that the cultivation of commitment to change has great importance to improving employees’ change-supportive behavior and reducing their resistance to change. This is consistent with cross-cultural research, which shows that Chinese individuals are more likely to possess inconsistent attitudes toward an object, including themselves, compared to Western individuals (Spencer-Rodgerset al., 2004). The study also explained the change of commitment to change over time, showing the significant relationships among the commitment to change and change-related behaviors.
Task performance in global virtual team
Authors: Presbitero Alfred 
Published: December 2019

PurposeDrawing from theoretical perspectives on social identity, self-categorization, intelligence and leader–member exchange, the purpose of this paper is to develop and test a moderated-moderation model involving a member’s task performance in global virtual team.Design/methodology/approachA survey study was conducted involving both team members and their respective team leaders in global virtual teams (GVTs) in a multinational firm based in the Philippines.FindingsResults demonstrate that a member’s perceived cultural dissimilarity is significantly but negatively related to his or her task performance (as rated by the team leader). Also, results show that a team member’s cultural intelligence (CQ) (as rated by the team leader) exerts a moderating influence in the relationship between perceived cultural dissimilarity and task performance. Lastly, team leader’s CQ (as rated by the team member) exerts a moderating influence on the relationship between perceived cultural dissimilarity and team member’s CQ which consequently impacts a team member’s task performance.Originality/valueThis study contributes to the literature particularly adding to the growing body of literature that identifies factors contributing to the effectiveness of GVTs. Specifically, the authors highlight the critical role of CQ of both team member and team leader in reducing the negative influence of perceived cultural dissimilarity on individual task performance. This study also offers practical recommendations on how to effectively develop and enhance CQ in GVTs so that high levels of effectiveness particularly when delivering the tasks are ensured.
The effects of reshoring decisions on employees
Authors: Grappi Silvia , Romani Simona , Bagozzi Richard P. 
Published: December 2019

PurposeThe purpose of this paper is to investigate the effects of company decisions to reshore manufacturing activities on employee citizenship behaviors (OCBs). The research considers both company motives for the reshoring decision perceived by employees and gratitude felt toward the organization as antecedents to OCBs.Design/methodology/approachThe authors conducted a survey based on a sample of employees belonging to an Italian manufacturing company that had implemented a reshoring decision.FindingsThe employee attributions of intrinsic motives for reshoring and gratitude are shown to positively affect OCBs. Specifically, intrinsic motives influence both OCBIs and OCBOs through the mediating role of gratitude felt by employees, whereas extrinsic motives do not affect, directly or indirectly through mediation of gratitude, OCBs.Practical implicationsThe research illustrates the importance of managing internal communications to employees of company motives for reshoring, which ultimately affect employee gratitude and OCBs.Originality/valueThe research contributes to the knowledge of the effects of reshoring on employees and their relationships with the firms and co-workers and introduces a new area for inquiry.
When investment in employee development promotes knowledge sharing behavior in an uncertain post-Soviet context
Authors: Kozhakhmet Sanat , Jayasingam Sharmila , Majeed Nauman , Jamshed Samia 
Published: December 2019

PurposeThe purpose of this paper is to explore the effect of perceived investment in employee development (PIED) on knowledge sharing (KS) behavior by examining the mediating role of psychological capital and moderating role of organizational identification.Design/methodology/approachQuestionnaires were used to collect data from 340 employees from largest MNCs working in Kazakhstan.FindingsThe results show that psychological capital mediates the relationship between PIED and knowledge sharing behavior (KSB). Moreover, it was found that organizational identification moderates the association between individuals’ psychological capital and their KSB. The mediated moderation analyses supported the hypothesized model.Originality/valueThis paper contributes to a more complete understanding of how investment in employee development may support or build employees’ psychological capital which in turn facilitates KS.
Modeling and simulation of vehicle group lane-changing behaviors in upstream segment of ramp areas under a connected vehicle environment
Authors: Li Haijian , Huang Zhufei , Qin Lingqiao , Zheng Shuo , Yang Yanfang 
Published: December 2019

Purpose
The purpose of this study is to effectively optimize vehicle lane-changing behavior and alleviate traffic congestion in ramp area through the study of vehicle lane-changing behaviors in upstream segment of ramp areas.

Design/methodology/approach
In the upstream segment of ramp areas under a connected vehicle environment, different strategies of vehicle group lane-changing behaviors are modeled to obtain the best group lane-changing strategy. The traffic capacity of roads can be improved by controlling group lane-changing behavior and continuously optimizing lane-changing strategy through connected vehicle technologies. This paper constructs vehicle group lane-changing strategies in upstream segment of ramp areas under a connected vehicle environment. The proposed strategies are simulated by VISSIM.

Findings
The results show that different lane-changing strategies are modeled through vehicle group in the upstream segment of ramp areas, which can greatly reduce the delay of ramp areas.

Originality/value
The simulation results verify the validity and rationality of the corresponding vehicle group lane-changing behavior model strategies, effectively standardize the driver's lane-changing behavior, and improve road safety and capacity.
A nearly analytic symplectic partitioned Runge–Kutta method based on a locally one‐dimensional technique for solving two‐dimensional acoustic wave equations
Authors: Sim Chol , Sun Chunyou , Yun Nam 
Published: December 2019

ABSTRACTIn this paper, we develop a new nearly analytic symplectic partitioned Runge–Kutta method based on locally one‐dimensional technique for numerically solving two‐dimensional acoustic wave equations. We first split two‐dimensional acoustic wave equation into the local one‐dimensional equations and transform each of the split equations into a Hamiltonian system. Then, we use both a nearly analytic discrete operator and a central difference operator to approximate the high‐order spatial differential operators, which implies the symmetry of the discretized spatial differential operators, and we employ the partitioned second‐order symplectic Runge–Kutta method to numerically solve the resulted semi‐discrete Hamiltonian ordinary differential equations, which results in fully discretized scheme is symplectic unlike conventional nearly analytic symplectic partitioned Runge–Kutta methods. Theoretical analyses show that the nearly analytic symplectic partitioned Runge–Kutta method based on locally one‐dimensional technique exhibits great higher stability limits and less numerical dispersion than the nearly analytic symplectic partitioned Runge–Kutta method. Numerical experiments are conducted to verify advantages of the nearly analytic symplectic partitioned Runge–Kutta method based on locally one‐dimensional technique, such as their computational efficiency, stability, numerical dispersion and long‐term calculation capability.
Reproductive biology of Dyckia excelsa Leme (Bromeliaceae): a xerophyte species from ironstone outcrops in central‐western Brazil
Authors: Lenzi Maurício , Paggi Gecele M. 
Published: December 2019

AbstractDyckia is the third most diverse genus from Pitcairnoideae, pollinated mainly by insects and hummingbirds. In this study, we evaluated demography, reproductive biology and pollination of Dyckia excelsa, a saxicolous species typical of ironstone outcrops. It occurs in groupings composed of genets, ramets and seedlings and bloomed several times, principally in September, with fruiting and dispersing of seeds in November. The anthesis is diurnal and flowers remain open for 2 days. Nectar volume decreased during the anthesis, whereas nectar sugar concentration remained constant. Dyckia excelsa is partially self‐compatible and xenogamic; the highest fruit set was observed in the control and cross‐pollination treatments; high seed germination rates were observed in all treatments. Flowers have the ornithophilous syndrome, but hummingbirds, bees and butterflies visited them. The occurrence of groupings with multiple inflorescences could contribute to geitonogamy. The high number of flowers during a year supplies food resources and ensures the fidelity of pollinators.
Exploring health behaviours: understanding drinking practice using the lens of practice theory
Authors: Hennell Kath , Piacentini Maria , Limmer Mark 
Published: December 2019

AbstractResearch suggests that there is no safe amount of alcohol but despite this alcohol consumption remains an important part of many [young] people's lives. Viewed as an inherently social activity, drinking alcohol provides an opportunity for socialising and connecting with friends. This study is one of the first to draw on practice theory to explore one type of intoxicated drinking occasion engaged in by young people; framed in this article as a ‘proper night out’. This article argues that this hybrid entity is made up of a series of interconnected social practices that have come and now hang together to serve to normalise and routinise intoxicated drinking occasions. The operationalisation of practice theory has enabled an in‐depth exploration of intoxicated drinking and provides the potential for new ways of intervening in harmful drinking practices by refocusing attention away from individual level decision‐making to drinking practices.
Making sense of egalitarian pay: Reconceptualising its treatment in organisations
Authors: Morand David , Merriman Kimberly , Deckop John 
Published: December 2019

AbstractIn this paper, we offer an intraorganisational sensemaking perspective on how organisational members interpret egalitarian forms of pay. Specific focus is given to managerial (non)communication of diverse rationales for egalitarian pay practices. We integrate a wide range of research and descriptive accounts to organise schema‐relevant concepts into a typology of rationales that inform the sensemaking process, as ultimately observed in employee receptivity and response to egalitarian pay practices. The culmination of our conceptual development is a prescriptive framework on organisational communication of egalitarian pay practices to its members. We offer a future research agenda and propositions to test the validity of this developed framework and conclude with a discussion of limitations and theoretical and practical implications.
Hyperoxia and antioxidants during major non‐cardiac surgery and risk of cardiovascular events: Protocol for a 2 × 2 factorial randomised clinical trial
Authors: Petersen Cecilie , Loft Frederik C. , Aasvang Eske K. , Vester‐Andersen Morten , Rasmussen Lars S. , Wetterslev Jørn , Jorgensen Lars N. , Christensen Robin , Meyhoff Christian S. 
Published: December 2019

BackgroundMyocardial injury after non‐cardiac surgery occurs in a high number of patients, resulting in increased mortality in the post‐operative period. The use of high inspiratory oxygen concentrations may cause hyperoxia, which is associated with impairment of coronary blood flow. Furthermore, the surgical stress response increases reactive oxygen species, which is involved in several perioperative complications including myocardial injury and death. Avoidance of hyperoxia and substitution of reactive oxygen species scavengers may be beneficial. Our primary objective is to examine the effect of oxygen and added antioxidants for prevention of myocardial injury assessed by area under the curve for troponin measurements during the first three post‐operative days.MethodsThe VIXIE trial (VitamIn and oXygen Interventions and cardiovascular Events) is an investigator‐initiated, blinded, 2 × 2 factorial multicentre clinical trial. We include 600 patients with cardiovascular risk factors undergoing major non‐cardiac surgery. Participants are randomised to an inspiratory oxygen fraction of 0.80 or 0.30 during and for 2 hours after surgery and either an intravenous bolus of vitamin C and an infusion of N‐acetylcysteine or matching placebo of both. The primary outcome is the area under the curve for high‐sensitive cardiac troponin release during the first three post‐operative days as a marker of the extent of myocardial injury. Secondary outcomes are mortality, non‐fatal myocardial infarction and non‐fatal serious adverse events within 30 days.PerspectiveThe current trial will provide further evidence for clinicians on optimal administration of perioperative oxygen in surgical patients with cardiovascular risks and the clinical effects of two common antioxidants.
The impact of shear stress on device‐induced platelet hemostatic dysfunction relevant to thrombosis and bleeding in mechanically assisted circulation
Authors: Chen Zengsheng , Zhang Jiafeng , Li Tieluo , Tran Douglas , Griffith Bartley P. , Wu Zhongjun J. 
Published: December 2019

AbstractThe aim of this study was to examine the impact of the nonphysiological shear stress (NPSS) on platelet hemostatic function relevant to thrombosis and bleeding in mechanically assisted circulation. Fresh human blood was circulated for four hours in in vitro circulatory flow loops with a CentriMag blood pump operated under a flow rate of 4.5 L/min against three pressure heads (70 mm Hg, 150 mm Hg, and 350 mm Hg) at 2100, 2800, and 4000 rpm, respectively. Hourly blood samples from the CentriMag pump‐assisted circulation loops were collected and analyzed for glycoprotein (GP) IIb/IIIa activation and receptor shedding of GPVI and GPIbα on the platelet surface with flow cytometry. Adhesion of platelets to fibrinogen, collagen, and von Willebrand factor (VWF) of the collected blood samples was quantified with fluorescent microscopy. In parallel, mechanical shear stress fields within the CentriMag pump operated under the three conditions were assessed by computational fluid dynamics (CFD) analysis. The experimental results showed that levels of platelet GPIIb/IIIa activation and platelet receptor shedding (GPVI and GPIbα) in the blood increased with increasing the circulation time. The levels of platelet activation and loss of platelet receptors GPVI and GPIbα were consistently higher with higher pressure heads at each increasing hour in the CentriMag pump‐assisted circulation. The platelet adhesion on fibrinogen increased with increasing the circulation time for all three CentriMag operating conditions and was correlated well with the level of platelet activation. In contrast, the platelet adhesion on collagen and VWF decreased with increasing the circulation time under all the three conditions and was correlated well with the loss of the receptors GPVI and GPIbα on the platelet surface, respectively. The CFD results showed that levels of shear stresses inside the CentriMag pump under all three operating conditions exceeded the maximum level of shear stress in the normal physiological circulation and were strongly dependent on the pump operating condition. The level of platelet activation and loss of key platelet adhesion receptors (GPVI and GPIbα) were correlated with the level of NPSS generated by the CentriMag pump, respectively. In summary, the level of NPSS associated with pump operating condition is a critical determinant of platelet dysfunction in mechanically assisted circulation.
Editorial: endoscopic inflammation in ileoanal pouches—does it really matter?
Authors: Townsend Tristan , Subramanian Sreedhar 
Published: December 2019

LINKED CONTENTThis article is linked to Kayal et al and Kayal and Ungaro papers. To view these articles, visit https://doi.org/10.1111/apt.15505 and https://doi.org/10.1111/apt.15544.