Purpose: Based on the intrinsic motivation theory and spiritual leadership theory, the current study proposes a chain mediation model for testing the linkage between spiritual leadership and employees' innovative behavior through individual values and role identity.Design/methodology/approach: In this study, 309 valid leader–subordinate matching questionnaires from 10 Internet enterprises and 21 manufacturing enterprises in China were collected through a field study. The hypotheses were tested using structural equation modeling and bootstrapping.Findings: The results show that spiritual leadership has a positive impact on employees' innovative behavior. Uncertainty avoidance and creative role identity not only respectively play a mediating role but also play a chain mediating role in the process of spiritual leadership influencing employees' innovative behavior.Originality/value: This study explores the influence of leadership style on employees' individual values, which has rarely been done in previous studies. Furthermore, the research explores the impact of personal values (uncertainty avoidance) on employee self-perception (creative role identity). And it enriches the relationship between spiritual leadership and employees' innovative behavior and reveals the deeper influence mechanism between them.

Purpose: The purpose of this paper is to explore how a perceived ethical climate influences employees’ intention to whistle-blow through internal organizational channels and incorporates the mediating role of organizational identification and moral identity as well as the moderating role of individual risk aversion.Design/methodology/approach: The five proposed hypotheses were tested using hierarchical regression analysis with two waves of data collected in 2016 from 667 employees in Chinese organizations.Findings: The findings indicate that perceived ethical climate had a positive effect on employees’ internal whistle-blowing intention, which was mediated by organizational identification and moral identity. Furthermore, employees’ risk aversion weakened the effect of organizational identification, while the moderating role by moral identity on internal whistle-blowing intention was not validated.Originality/value: This study explains the psychological mechanism of whistle-blowing intention from the perspective of social identity, which contributes to opening the “black box” of the transmitting processes from the perceived ethical climate to whistle-blowing intention. This study also extends the literature by defining a boundary condition of risk aversion that hinders organizational identification influence on employee whistle-blowing intention.

Based on the social exchange theory, this paper explores the indirect impact of high-commitment work systems on employees’ unethical pro-organizational behavior. Through the analysis of multisource data from 139 companies (including 139 human resource managers and 966 employees), a multilevel structuring equation model is used to verify the study’s hypotheses. The research results show the following findings: (1) High-commitment work systems are significantly positively related to employees’ unethical pro-organizational behavior. (2) High-commitment work systems have indirect effects on the employees’ unethical pro-organizational behavior through the relational psychological contract. The relational psychological contract plays a mediating role in this process. (3) Employees’ balanced reciprocity beliefs significantly enhance the positive effect of relational psychological contracts on employees’ unethical pro-organizational behavior. It can also positively moderate the mediating effect of high-commitment work systems that affect employees’ unethical pro-organizational behaviorviarelational psychological contract.

As a new management reform adapting the development of the times, electronic human resource management (E-HRM) covers all possible integration mechanisms and contents between HRM and Information Technologies. E-HRM promotes employees' subject status with the network characteristics of openness and cooperation. Taking the theory of work adjustment as the instruction, this research studies the adaptive process induced by reconstructing the sense of matching when employees experience the reform, along with the influence of E-HRM on employee's initiative behavior from the perspective of job crafting. In total, 706 employees and their supervisors were investigated with matched questionnaire survey. The results show that: (1) E-HRM can stimulate employees' personal initiative behavior; (2) task crating, relational crafting and cognitive crafting as three dimensions of employees' job crafting, mediate the effect of E-HRM on personal initiative behavior and (3) the self-development motivation of employees' internet use plays a positive moderating role, steering self-oriented job crafting in the positive direction which conforms to the organizations' expectation.

Purpose: Building upon the job demand-resource theory, this study examines the nonlinear relationship between performance pressure and service innovative behavior (SIB) of frontline employees in the tourism industry. It also explores the mediating role of task crafting and the moderating effect of fun activities. Design/methodology/approach: Data were collected from 454 supervisor-subordinate dyads in China’s tourism industry across three waves and subsequently analyzed. Findings: The results show that (1) performance pressure has a significant inverted U-shaped relationship with both task crafting and employees’ SIB, (2) task crafting mediates the relationship between performance pressure and employees’ SIB, and (3) fun activities moderate the mediating role of task crafting between performance pressure and employees’ SIB. Originality/value: The contributions of this study are as follows: (1) Identifying a nonlinear relationship between performance pressure and employees’ SIB in the tourism sector; (2) Highlighting the mediating role of task crafting from a resources perspective; (3) Establishing the boundary conditions of fun activities, extending the theoretical understanding of workplace fun.

We used the theory of social dominance to explore the mediating influence and boundary conditions according to which subordinates??? creativity affects supervisor undermining. Through a two-stage survey of 223 employees and their paired supervisors, we verified the mediating effect of supervisors??? perceived status threat on the relationship between subordinates??? creativity and supervisor undermining. Supervisors??? status concern moderated the relationship between subordinates??? creativity and supervisors??? perceived status threat. Specifically, the positive relationship between subordinates??? creativity and supervisors??? perceived status threat was stronger when the level of supervisors??? status concern was high. We aimed to deepen understanding of the factors that influence supervisor undermining. Additionally, we introduced perceived status threat as a mediating variable, which enhances understanding of the mechanism behind the unjust treatment of star employees. This highlights the importance of companies continuing to improve the management and professional skills of their supervisors, and fostering an organizational culture that is equal and free, in order to cultivate and retain highly creative talents