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This study aims to analyze the relationship between mindfulness and study engagement focusing on the mediating mechanism between the relationships proposed. Based on the conservation of resources (COR) theory, the authors examine whether psychological capital (PsyCap) and intrinsic motivation mediate the relationship between mindfulness traits and study engagement.

Path analysis was conducted to test the hypothesized relationships among a sample of 428 international students studying in Chinese universities in Shanghai.

The results support the hypothesized relationships and imply that mindfulness is an essential antecedent of study engagement and more mindful students are more engaged in studying. Besides, the relationship between self-rated mindfulness and study engagement is mediated by PsyCap and intrinsic motivation.

For universities, these findings help develop unique educational strategies to resolve issues related to study involvement. The study has several theoretical and practical implications.

The current study explored the relationship between mindfulness and study engagement in international students studying in Chinese universities – an understudied context in higher education. The authors find that mindfulness has positive effects on study engagement through PsyCap and intrinsic motivation.

Leadership research is of interest to academics and practitioners in the construction industry. Based on the ego-depletion theory and authentic leadership theory, the current study aims to investigate the impact of women authentic leadership on leaders' emotional exhaustion and job engagement in the construction industry.

The data were gathered in two waves using a time lag approach. The responses of 276 women leaders-follower dyads from construction firms in China's eastern provinces were analyzed using a moderated mediation model.

Most of the proposed hypotheses were supported by the findings of this study, which showed that authentic leadership can reduce emotional exhaustion in women leaders and increase work engagement through ego depletion. Furthermore, the leader's sense of belonging, according to this study, moderates the mediating effect of ego depletion.

This study can help managers, policymakers and human resource professionals think about authentic leadership and its impact on women leaders. Furthermore, ego depletion has an impact on the psychological well-being of authentic women leaders. The sense of belongingness of a leader is critical in buffering the negative effects of ego depletion for women in authentic leadership. Thus, women leaders in construction sector should be encouraged to express a sense of belonging to their followers, since this will improve their work engagement and lessen their emotional exhaustion.

This study is unique in that it examines the authentic behavior of women leaders in the Chinese construction sector, which is a challenging profession for women to work in as site managers. This study contributes to the literature on women in leadership by demonstrating how authentic leadership behavior influences the wellbeing and engagement of leaders. In addition, the study indicated that the effect of the mediator (ego depletion) and moderator (leader sense of belongingness) on the relationship between women's authentic leadership and the leader's own psychological wellbeing and job engagement was significant.

The purpose of this study is to extend the existing literature on knowledge management, which generally focuses on knowledge sharing. The model of this article explains how knowledge creation and team performance can be increased through the integration of social and technological factors

To empirically test the model, multi-wave and multi-source data were collected from 80 teams whose members use social media as a tool for communication and interaction.

The analysis results provide insights into some interesting findings. The results show transactive memory system (TMS) as an important factor that can significantly contribute to knowledge creation in teams. Especially, the TMS strengthens the significant positive effect of enterprise social media (ESM) and insignificant positive effect of knowledge complementarity on knowledge creation. Furthermore, knowledge creation is found to be a significant predictor of team performance

Much of the knowledge management literature focuses on the ways to increase the quantity of accessible knowledge to organization members. Such knowledge management studies are more relevant to knowledge exchange among individual employees, teams and organizations. However, this study takes a nuanced approach to explore how knowledge creation can be increased in teams by implementing a knowledge integration mechanism. A general model of knowledge creation is proposed, but the strength of this model lies in the moderating effect of TMS which strengthens the effect of knowledge complementarity and ESM on knowledge creation in teams which eventually increases team performance.

The purpose of this paper is to examine the impact of psychopathy on employees’ creativity through the mediating role of work engagement and negative socioemotional behavior (NSEB). It also attempts to investigate the moderating effect of abusive supervision on the relationship between psychopathy and work engagement, psychopathy and NSEB.

Data were collected at two-time intervals with a time-lag of three months. The final sample comprised of 267 public sector paramedical staff and supervisors in different hospitals from the southern provinces of China.

The study results show that individuals with a high level of psychopathic tendencies show a higher NSEB. Moreover, abusive supervision simulates negative social and emotional behaviors of those employees with psychopathic tendencies, which inhibit the emergence of novel and useful ideas.

This study is distinctive from earlier studies by presenting novel findings that employees with psychopathic tendencies are reactive to abusive supervision. Additionally, this study presents valuable implications and future research directions.

High-performing employees are a hotel’s most important asset: they care for what they do, go beyond and beyond the scope of duty and continually strive to do better. The purpose of this multi-level study is to look into the influence of high-talent turnover on organizational reputation via social capital and trust deficits. Furthermore, the current research explores the influence of human capital investment (HCI) on the mediating effects of trust deficit and social capital in the association between high talent turnover rate and organizational reputation using human resource theory and social capital theory.

The authors examined the hypotheses using multi-source and multi-times data of 805 respondents (including senior human resources officers and employees) from 85 hotels.

The present study revealed interesting findings that the HCI failed to buffer the interfering role of trust deficit in the negative association between high-performing personnel turnover rate and organizational reputation.

High-performing personnel turnover and underlying mechanisms play a significant role in eroding a hotel’s reputation in the hotel industry. Hotel management should focus on reducing high-performing talent turnover and underlying mechanisms to maintain and improve the hotel’s reputation.

This study provides better understating into the process by exploring that high-performer turnover can damage an organization’s reputation, which has been overlooked by academics who researched the hotel industry.

The purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.

This study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.

The results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.

This study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

This study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.

The authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.

The analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.

This study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.

Prior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.

On the basis of affective events theory, this study aims to examine the connection between work-related events (i.e. supervisor role ambiguity and role conflicts) and abusive supervision via emotion (i.e. supervisor frustration). This study also examines the moderating role of supervisor personality traits (i.e. neuroticism and conscientiousness).

This study collected lagged and multisource field data (472 subordinates and supervisors dyads) from the service organizations.

The data collected supported majority of this study’s hypothesized relationships regarding determinants of abusive supervision.

This study underlines what triggers supervisor abuse. This study also enables organizations with the intervention opportunity to reduce the effects of supervisor role ambiguity, role conflict, negative emotions and personality on triggering abusive supervision.

Prior research on abusive supervision has extensively focused on its outcomes, leaving a noteworthy research gap about what triggers abusive supervision. To fill this important gap in leadership literature, this study proposed and tested a research model of determinants of supervisor abuse. Thus, this study contributes to leadership and abusive supervision research. Implications and future research directions are discussed.

Emotions and emotional labor play a crucial role in professional interactions. Due to the increasing participation share of women managers in the workforce, especially in the customer-oriented service context, this study adopts a multilevel approach and mobilizes person–job fit theory to investigate whether the emotional labor of female managers influences the association between customer orientation and job satisfaction in frontline employees in a services setting.

The participants were 124 immediate female managers working in bank branches and their 896 customer-facing employees in China.

The results show that the positive relationship between customer orientation and job satisfaction in frontline employees is strengthened by increases in female managers' deep acting, but it is weakened with the increase in their surface acting.

The study findings provide support for scholars and financial service organizations as they seek to better understanding the dynamics behind the mobilization of women's emotions and their extent. In term of limitations, the data were taken from a single type of organization located in the northern cities of China, so it can be expected that the findings of this study will not generalize to all contexts.

This paper is the first to investigate female managers' emotional labor employing a cross-level analysis in financial services setting.

In the paper we extend some Hardy and Littlewood type inequalities on time scales for the function of n variables. Special cases of obtained results include generalized Wirtinger, Hardy and Littlewood type inequalities.