Purpose: Facilitated by image retouch tools, social media influencers can digitally enhance their self-image in product recommendation posts. This paper proposes that image enhancement may serve as a cue for the audience to assess the authenticity of the influencer (“true to oneself”), which further affects the influencer's product recommendation effectiveness (i.e. attitudes toward the post and recommended product).Design/methodology/approach: Experiment 1 examines the effect of image enhancement on consumers' perceived influencer authenticity and product recommendation effectiveness. Experiment 2 considers the moderating role of post type, examining the effects in informational versus storytelling posts.Findings: Consumers perceived an influencer to be more authentic when the image is not enhanced; in turn, consumers reported more favorable attitudes toward the post and the recommended product upon reading the post. The effects are moderated by post type: the effect of image enhancement (through perceived influencer authenticity) exists in posts using an informational message format but is attenuated for those using a storytelling message format.Originality/value: This research enriches the literature on authenticity cues by documenting a novel visual cue and contributes to influencer marketing by identifying a nuanced interactive effect between image enhancement and post type on recommendation effectiveness.

Research on high-performance work systems (HPWS) has suggested that a potential disconnection may exist between organizational-level HPWS and employee experienced HPWS. However, few studies have identified factors that are implied within such a relationship. Using a sample of 397 employees, 84 line managers, and 21 HR executives in China, we examined whether line managers’ goal congruence can reduce the difference between organizational-level HPWS and employee experienced HPWS. Furthermore, this study also theorized and tested organization-based self-esteem (OBSE) as a mediator in the associations between employee experienced HPWS and job performance and job satisfaction. Using multilevel analyses, we found that line managers’ goal congruence strengthened the relationship between organizational-level HPWS and employee experienced HPWS, such that the relationship was significant and positive when line managers’ goal congruence was high, but a non-significant relationship when line managers’ goal congruence was low. Moreover, employee experienced HPWS indirectly affected job performance and job satisfaction through the mechanism of OBSE beyond social exchange perspective.

Purpose: Although scholars have suggested that employees often carefully consider social contexts before enacting voice, few studies have explored whether firms foster employee voice behavior by adopting a set of systematic HR practices, namely, high-commitment work systems (HCWS). By integrating the literature on HCWS and voice, the purpose of this paper is to explore the mechanisms of how HCWS utilization influences employee voice.Design/methodology/approach: The authors adopted multilevel analyses with HLM software to examine the research hypotheses. The authors collected data from a sample of 290 employees and 58 line managers from 11 software design and development firms in China.Findings: HCWS utilization positively affected employee-experienced HCWS which enhanced psychological safety and perceived organizational support, and in turn employee voice behavior. In addition, HCWS utilization positively influenced employee-experienced HCWS, and subsequently increased voice efficacy. However, contrary to the expectations, voice efficacy was not related to employee voice.Originality/value: The study is the first to integrate research on HCWS and voice. By building on the theory of planned behavior, the authors provide new insights into the relationship between HCWS utilization and employee voice and inspire researchers to elucidate other explanatory mechanisms in this link.

Although existing research generally has found that corporate social responsibility (CSR) has a positive impact on organizations and individuals, researchers should still be alert to the potential risks it may bring. This study will explore why employee-oriented corporate social responsibility (employee-oriented CSR) triggers unethical pro-organizational behavior (UPB). Based on the social identity theory, this study establishes a moderated mediation model to explore the impact mechanism of employee-oriented CSR on UPB. We collected survey data from 298 employees of manufacturing organizations to test our research model. The regression statistics results indicate that employee-oriented CSR can indirectly (via perceived insider status (PIS)) affect employees’ UPB. Moreover, ethical climate rules negatively moderate the relationship between PIS and UPB, and negatively moderate the indirect effect of employee-oriented CSR on UPB. This study promotes a full understanding of the impact of CSR, expands the micro-foundation of CSR, and extends the research on the antecedents of employees’ UPB by revealing the social-psychological mechanism of employee-oriented CSR impact UPB, and also gives specific suggestions to put into practice.