Purpose: Green product development is a pivotal way to achieve environmental sustainability. The purpose of this paper is to theorize and empirically test how environmentally specific leadership enhances the green product development performance from the perspective of the HRM system. In this regard, the authors investigate the mediating role of the strength of the HRM system to change with regard to the relationship between environmentally specific leadership and green product development performance. For a substantial explanation of the boundary condition, the authors investigate the moderating role of the green HRM on the relationship between environmentally specific transformational leadership and the strength of the HRM system.Design/methodology/approach: Based on climate strength theory, the authors use the three-wave survey data from 362 top or middle managers in the new energy industry of China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect.Findings: Results confirm a positive effect of environmentally specific leadership and the strength of the HRM system on green product development performance. The authors also found the mediation effect of the strength of the HRM system and the moderation effect of green HRM are all significant.Originality/value: This study integrates the perspectives of both content-focused HRM and process-focused HRM and demonstrates why leadership and the HRM system could jointly enhance green product development performance in Asia.

In recent years, employee voice has become a popular topic in organizational behavior research. However, existing research has failed to explore when and how ambidextrous leadership influences voice. Adopting leader–member exchange theory and person–environment fit theory, we constructed a moderated mediation model and analyzed the influential path and boundary of ambidextrous leadership on employee voice on the basis of gender similarity between leaders and subordinates. To test our conceptual model, we collected sample in three phases at a monthly interval from multiple employees and their direct leaders from China. Drawing on a paired questionnaire survey of 43 leaders and 182 subordinates, we tested our conceptual model by using polynomial regression analysis, hierarchical regression, and bootstrapping methods. Results reveal that (1) ambidextrous leadership has a positive effect on employee voice; (2) employee emotional expression plays a mediating role in the relationship between ambidextrous leadership and voice; (3) when the gender between leaders and subordinates is different, the mediating effect of emotional expression is strong. Supplemental data for this article is available online at https://doi.org/10.1080/09585192.2021.1991433 .

Based on attribution theory and regulatory focus theory, this paper discusses the influence mechanism of cause-related marketing on customers’ extra-role behavior and the moderating effects of customer promotion focus and customer prevention focus. The results show that egoistic cause-related marketing (ECRM) has a negative impact on customer extra-role behavior, while altruistic cause-related marketing has a positive impact on customer extra-role behavior. Customer promotion focus has a significant positive moderating effect on the negative impact of ECRM on customer extra-role behavior; customer promotion focus also has a significant positive moderating effect on the positive effect of altruistic cause-related marketing on customer extra-role behavior. There is a significant negative moderating effect of customer prevention focus on the negative impact of ECRM on customer extra-role behavior, while there is a significant positive moderating effect of customer prevention focus on the positive impact of altruistic cause-related marketing on customer extra-role behavior.

Although unethical behaviors are prevalent in the workplace, little is known about the unethical behavior aiming at benefiting one’s family (unethical pro-family behavior, UPFB). In this paper, we leverage self-determination theory to explore the association between work-to-family conflict and UPFB. Specifically, we hypothesize and corroborate a positive relationship between work-to-family conflict and UPFB, and such relationship is mediated by family motivation. Moreover, we identify two conditional factors, guilt proneness (at first stage) and ethical leadership (at second stage), in moderating the proposed relationship. In study 1 (scenario-based experiment, N = 118), we tested the causality of work-to-family conflict and intention to perform UPFB. In study 2 (field study, N = 255), we tested our hypotheses by employing a three-wave time-lagged survey design. As expected, results from two studies fully supported our predictions. Overall, we explain whether, how, and when work-to-family conflict will lead to UPFB. Implications of theory and practice are then discussed.