Strategic decision-making is a key factor of sustainability and development in enterprises. Moreover, the top management team (TMT) of an enterprise constitutes the base for decision-making. This study employed structural equation modeling to analyze questionnaires regarding TMTs’ characteristics and strategic decision-making, and tested the mediating effects of risk perceptions and mental models and the moderating effects of psychological ownership. We investigated 289 valid questionnaires on TMTs completed by representatives from enterprises in China and found risk perceptions and mental models that serve as a mediating factor and are affected by the TMTs’ characteristics and decision-making. We also found that psychological ownership exerts moderating effects between TMTs’ characteristics and decision-making. This paper concludes with a discussion of theoretical and managerial implications for enterprise owners.

Corporate social responsibility refers to the voluntary promises made by an enterprise to achieve sustainable development. When enterprises conduct prosocial activities, they must consider the feelings of their employees including employees’ sense of identification and well-being. However, most existing corporate social responsibility studies have focused on the financial performance of enterprises; the effects of corporate social responsibility on employees have seldom been examined. Accordingly, this study conducted an empirical study examining the effects of employee perception of enterprise corporate social responsibility, employee well-being, and organizational identification on employee innovative behavior. A total of 431 valid questionnaires were retrieved. A structural equation modeling analysis revealed that a positive relationship exists between employee perception of enterprise execution of corporate social responsibility and employee innovative behavior. Furthermore, both employee well-being and organizational identification play mediating roles between the two variables. When conducting social responsibility activities, enterprises are suggested to inform their employees or even encourage their participation in their efforts to fulfill their social responsibility. Through interaction between internal and external stakeholders, substantial innovative behavior, beneficial for the subsequent development of enterprises, can be stimulated.

As artificial intelligence (AI) becomes an integral part of organizational operations, collaboration between humans and AI is transforming employees’ work experiences and behavioral patterns. This study examines the psychological challenges and coping responses associated with such collaboration. Drawing on Cognitive Appraisal Theory, we construct and test a theoretical framework that connects employee–AI collaboration to knowledge hiding via job insecurity, while considering AI trust as a moderating variable. Data were collected through a three-wave time-lagged survey of 348 employees working in knowledge-intensive enterprises in China. The empirical results demonstrate that (1) employee–AI collaboration elevates perceptions of job insecurity; (2) job insecurity fosters knowledge-hiding behavior; (3) job insecurity mediates the link between collaboration and knowledge hiding; and (4) AI trust buffers the positive effect of collaboration on job insecurity, thereby reducing its indirect impact on knowledge hiding. These findings reveal the paradoxical role of AI collaboration: although it enhances efficiency, it may also provoke defensive reactions that inhibit knowledge exchange. By highlighting the role of AI trust in shaping employees’ cognitive appraisals, this study advances understanding of how cognitive appraisals influence human adaptation to intelligent technologies. Practical insights are offered for managers aiming to cultivate trust-based and psychologically secure environments that promote effective human–AI collaboration and organizational innovation.