Purpose: While much research shows that abusive supervision reduces employee performance, the purpose of this study is to reverse the lens to question how and under what circumstances abusive supervision leads to enhanced employee performance. The authors argue that the linkages between abusive supervision and employee performance occurs via performance-promotion attributions and that employee levels of dispositional forgiveness alter the relationship between abusive supervision and employee interpretations of abuse, such that more forgiving individuals interpret abuse as more benign behavior designed to help them perform better (i.e. are performance promoting).Design/methodology/approach: In a three-wave field survey of 318 employees matched with 89 supervisors, employees completed measures of dispositional forgiveness (Time 1) abusive supervision (Time 1), and performance-promotion attributions of abusive supervision's motives (Time 2). Supervisors rated the job performance of their employees (Time 3). Multilevel structural equation modeling was employed to test a multilevel moderated mediation model.Findings: The findings indicate abusive supervision predicts diminished employee performance only when employees are low in dispositional forgiveness, explained by lowered performance-promotion attributions for abusive supervision.Originality/value: This study is the first to explore the mechanism (i.e. attribution of abusive supervision's motives to be performance-promoting) and the condition (i.e. employee's high forgiveness) under which abusive supervision may be performance enhancing. It extends the research of abusive supervision on employees' constructive reactions, as well as the effect of dispositional forgiveness on how it reframes employees' attributions of workplace mistreatment.

Emergency rescue operations play a vital role in alleviating human suffering, reducing casualties, and cutting down economic losses. One key aspect in the management of these operations is the rational allocation of emergency relief materials, where the allocation is continuous, dynamic, and concurrent. This allocation should be made not only to minimize the emergency rescue losses, but also to reduce the cost of emergency rescue work. A reasonable and effective allocation scheme for emergency relief materials can be established to adapt to the continuity, dynamics, and concurrency of material distribution. In this work, we propose a multiobjective optimization model of emergency material allocation with continuous time-varying supply and demand constraints, where the objective is to minimize the losses and the economic cost incurred by the emergency rescue operations. The constrained optimization problem is handled through sequential unconstrained minimization techniques, and the multiobjective optimization is carried out by the fast nondominated sorting genetic algorithm (NSGA-II) with an elite strategy to obtain a Pareto solution set with fairness and balance of loss and cost. The loss and cost associated with the Pareto frontier are employed to find an appropriate noninferior solution and its corresponding material allocation scheme. We verify through several simulations the model feasibility and the effectiveness of the proposed method, which can provide decision support for continuous material allocation in emergency rescue operations.

There has been an increase in both the theoretical relevance and the practical significance of servant leadership, yet the mechanisms through which servant leadership impacts desired organizational outcomes are less known. The present research offers an identification perspective on servant leadership's effects. Using a sample of 293 front-line employees from the hospitality industry in China, we demonstrate that subordinate's identification with the supervisor and identification with the organization play crucial roles in translating servant leadership's effects to subordinate's coworker-oriented organizational citizenship behaviors (OCBs) and turnover intention. However, the occurrence of the two identifications appears not parallel but in sequence, pointing from identification with the supervisor to identification with the organization. In addition, we find servant leadership's ability to reduce subordinate's fear of being close to the immediate supervisor to be an equally significant route through which subordinate's identification with the organization can be established. Data are collected from both the subordinates and their supervisors with a time lag of 30 days to reduce common method bias. Bootstrapping method and rival model comparisons are used to draw conclusions about various indirect effects. Implications, strengths, limitations, and future directions are discussed.

Pt modified BaZr_0.76Y_0.2Ni_0.04O₃ (BZYN) is fabricated and characterized as a stable electrolyte for proton-conducting solid oxide fuel cell (H-SOFC). The utilization of X-ray diffraction method (XRD) and transmission electron microscopy (TEM) enables the identification of the presence of platinum (Pt) in both the crystal lattice sites and the grain interface. This occurrence contributes to a reduction in grain boundary resistance. Consequently, this phenomenon improves the conductivity of the electrolyte. The electrochemical performance of the single cell with Pt modified BZY electrolyte is improved by the reduction of ohmic resistance and enhancement of ion migration. This signifies a noteworthy advancement in the creation of more efficient and durable proton-conducting SOFCs.