Purpose: The purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and employee felt responsibility as a moderator.Design/methodology/approach: Employing a two-wave survey from 261 employees across various industries in China, the study tests hypotheses using hierarchical regression analysis with the PROCESS procedure developed by Hayes.Findings: The results show that inclusive leadership is positively related to employee work engagement through person-job fit. The results further demonstrate that employees’ felt responsibility moderates the positive direct relationship between inclusive leadership and person-job fit as well as the indirect relationship between inclusive leadership and work engagement via person-job fit.Research limitations/implications: Although two-wave data were used to test the model, issues of common method bias cannot be excluded because the data were collected from a single source (the employee).Practical implications: Organizations should promote and develop inclusive leaders in the workplace to enhance employee work engagement, and pay attention to employees' felt responsibility for their work to ensure effectiveness of inclusive leadership.Originality/value: Integrating social information processing theory and person-environment fit theory, this study enriches the theoretical foundation of inclusive leadership scholarship. This study deepens the understanding of the mechanism underlying the link between inclusive leadership and work engagement, as well as an important boundary condition of this relationship, by examining the mediating role of person-job fit and the moderating role of felt responsibility.

While social ties are central to the field of innovation, the research on the relationship between social ties and environmental innovation is lacking. Based on the resource-based view and social network theory, we construct a research model for identifying the relationships between social ties, resource bricolage, and environmental innovation; we use this to examine the impacts of business, political, and research and development (R&D) ties on firms’ levels of radical and incremental eco-innovation, as well as the moderating role of resource bricolage. Multiple regression analysis using survey data from 289 Chinese manufacturing firms is conducted. The results show that political and R&D ties can effectively promote radical eco-innovation, while business and political ties promote incremental eco-innovation. Furthermore, resource bricolage plays a positive moderating role in the relationships between firms’ political ties and environmental innovation. These conclusions have certain implications for firms, offering useful insight on how to take full advantage of social ties to acquire various resources and harness resource bricolage strategies to support environmental innovation.

Greenwashing has become a widespread phenomenon and obstructs green products, but literature on how consumers react to misbehaving brands is still scarce. This study aims to investigate the effect of greenwashing on consumers’ brand avoidance, integrating the mediating effect of brand hypocrisy and the moderating effect of CSR–CA belief. Data were acquired from a questionnaire survey of 317 consumers. Hypotheses were tested in a first-stage moderated mediation model with a bootstrapping method using the PROCESS program in SPSS. The empirical results demonstrated that greenwashing has a positive effect on brand avoidance, which is partially mediated by brand hypocrisy. Meanwhile, the positive effects of greenwashing on brand hypocrisy and brand avoidance are both weaker at higher levels of CSR–CA belief. Furthermore, the mediating effect of brand hypocrisy is also weaker at higher levels of CSR–CA belief. Based on these findings, we recommend that brands fulfill their environmental claims and balance their quality control, manufacturing costs and environment protection. Moreover, the government and environmental protection organizations should educate the public that there is not necessarily a tradeoff between corporate social responsibility (CSR) and corporate capability (CA).

Job insecurity has been widely associated with reduced constructive work behaviors; however, few researchers have taken counterproductive work behaviors into consideration when investigating job insecurity. From a retaliation perspective, we investigated whether qualitative and quantitative job insecurity increase or reduce employees' workplace deviance and how locus of control moderates these relationships. A survey was carried out with 263 participants from 40 firms in China, who completed mature, established scales, and hypotheses were tested using hierarchical regression modeling. The empirical results showed that quantitative job insecurity reduced organizational deviance and increased interpersonal deviance, whereas qualitative job insecurity increased both organizational and interpersonal deviance. Moreover, internal locus of control weakened the positive relationship between job insecurity and workplace deviance. Therefore, qualitative job insecurity was more detrimental than quantitative job insecurity in terms of workplace deviance, and both were more detrimental to those who are of an external locus of control.

Growing social and academic concerns toward environmental sustainability are constantly driving attention toward eco-innovation as an effective solution to environmental problems. Extant studies on drivers of eco-innovation have not fully investigated the interaction mechanisms between different factors. Drawing upon the resource-based view, stakeholder theory, and environmental literature, this paper aims to explore the mechanisms of how firm capabilities and perceived stakeholder pressure interact to facilitate eco-innovation. Based on survey data collected from 169 Chinese manufacturing firms, the results of regression analysis based on bootstrap resampling method show that environmental management system (EMS) completely mediates the relationship between dynamic capabilities (including absorptive capability and reconfiguring capability) and eco-innovation (including eco-process and eco-product innovation). Furthermore, the relationship between absorptive/reconfiguring capabilities and EMS, as well as the direct and indirect relationship between absorptive capability and eco-process innovation, is contingent upon stakeholder pressure. The direct and indirect effects become stronger when managers perceive higher stakeholder pressure. This paper contributes to answering why firms undertake environmental activities beyond compliance through specifying the interaction between firm capabilities and stakeholder pressure.

Slack resources are essential to organizations’ capacity to strategize and explore new opportunities. However, due to causal ambiguity and temporal separation, there is no consensus about the specific effects on long-term organizational performance, nor the processes by which the effects manifest themselves. Two forms of slack are reported as having an impact on the performance and competitiveness of firms – low-discretion slack and high-discretion slack. This study examines the varied relations between these two forms of slack and long-term performance – growth, by investigating the mediating effects of technical innovation capabilities. A survey was conducted on 217 Chinese firms, with data analysed using structural equation modelling to test the hypotheses. The empirical results show no relation of low-discretion slack, while high-discretion slack has a significant association with growth performance via both product innovation capability and process innovation capability.