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This paper aims to investigate the influence of socially- responsible human resource management (SRHRM) on employee fears of external threats during the COVID-19 outbreak, based on social support and event system theories. COVID-19 caused sharp profit declines and bankruptcies of hotels, restaurants and travel agencies. In addition, employees faced threats to their health and job security. How to overcome employee anxieties and fears about the negative impacts of this crisis and promote psychological recovery is worthy of attention from researchers and practitioners. This research investigated the impacts of SRHRM on employee fears through organizational trust, with the COVID-19 pandemic playing a moderating role between SRHRM and employee fears.

The hypotheses were tested through multiple linear regression analysis based on a survey of 408 employees in hospitality and tourism firms in China. Qualitative data were also gathered through interviews with selected managers.

The results showed that SRHRM had a negative influence on employee fears of external threats by enhancing trust in their organizations. In addition, the strength of the COVID-19 pandemic positively moderated the effect of SRHRM on employee fears. When the pandemic strength was more robust, the negative effects of SRHRM on employee fears were more significant.

This research illustrated the contribution of SRHRM in overcoming employee fears of external threats in the context of COVID-19. It shed light on the organizational contribution of SRHRM to hospitality and tourism employee psychological recovery during the crisis.

This research explored strategic HRM by examining the effects of SRHRM on employee fears in the midst of a severe crisis, specifically COVID-19. The moderation effect of event strength and mediation effect of organizational trust were tested. It is of great value for hospitality and tourism firms to foster employee psychological recovery during a crisis such as COVID-19.

Overqualification is a growing concern for employers in many countries. The practice of mismatching employees and positions inevitably leads to an increase in organizational training and management costs. This study can not only further enrich the theoretical achievements in the field of human resource management, but can also provide a reference for enterprise managers on how to effectively stimulate employees' innovative behaviour.

503 questionnaire responses were analysed using SPSS 24.0 and Mplus 8.0.

It was concluded that, (1) perceived overqualification is negatively related to employees' innovation behaviour (β = −0.32, p < 0.001); (2) psychological contract breach and psychological distance partially mediate the relationship between perceived overqualification and employees' innovation behaviour. Among them, the mediating effect of psychological contract breach was −0.14 (p < 0.01), and that of psychological distance was −0.12 (p < 0.001); the chain-mediating effect of psychological contract breach and psychological distance was −0.09 (p < 0.01); (3) employment relationship atmosphere played a moderating role in the relationship between perceived overqualification and employees' innovation behaviour (β = 0.04, p < 0.01).

This study verifies the negative impact of perceived overqualification on employee innovation behaviour and reveals the mediating role of psychological factors between the two. It also discusses the moderating effect of employment relationship climate on the relationship between perceived overqualification and employees' innovation behaviour.

This paper aims to explore the impacts of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB) and task performance in hospitality. The existing research emphasizes the effects of CSR on organizational performance at a macro level. There is a need to explore social responsibility at a micro level, more precisely, the effects on employee OCB and task performance. Significant evidence shows that CSR positively affects employee OCB. However, there is scant research explaining how CSR impacts OCB and consequently task performance. The main purpose of this investigation was to bridge this gap by analyzing how CSR influences employee OCB and task performance in hospitality based on social identity theory.

A theoretical model was proposed and tested through sequential mediation regressions based on a survey of 296 employees in the hospitality sector in China.

The results showed that CSR has a positive effect on social identity, which in turn influences employee OCB and consequently task performance. Social identity and OCB play sequential mediation roles between CSR and task performance. Additionally, there is an inverted U-shape relationship between OCB and task performance.

This research illustrates how and why CSR impacts employee OCB and task performance based on social identity theory. More specifically, a sequential mediation chain exists between CSR and task performance. The study suggests that hospitality businesses adopting CSR promote employee identification with their companies that leads to enhanced OCB and task performance. This may be an effective way to motivate employees through hospitality businesses accepting greater social responsibility. Additionally, it was found that OCB has a positive effect on task performance, and there is an inverted U-shape relationship between OCB and task performance.

CSR can be applied as the employee management practice in the hospitality sector. CSR has a positive impact on organizational identification that contributes to individual outcomes such as OCB and task performance at work.

Although it is acknowledged that entrepreneurial networks play a crucial role in fostering business model innovation (BMI) for start-ups, it is unclear how and when these networks affect BMI. This research developed a moderated mediation model to explore the impact of entrepreneurial networks on BMI in start-ups and examined the dual mediating effects of causation and effectuation, as well as the moderation of environmental dynamism.

The proposed framework was tested by hierarchical regression analyses and bootstrapping using samples of 248 start-ups in China.

The results showed that entrepreneurial networks significantly positively impacted start-up BMI. Causation and effectuation played dual mediating roles between entrepreneurial networks and BMI. Furthermore, the entrepreneurial networks-effectuation-BMI association was more substantial in highly dynamic environments, whereas the entrepreneurial networks-causation-BMI relationship was unaffected.

There are several theoretical contributions resulting from this research. The findings offer new insights for understanding the antecedents of start-up BMI from the network perspective. This research adds to the growing literature on resource orchestration (RO) by exploring the dual mediating influences of causation and effectuation in resource management. This investigation revealed the boundary condition between entrepreneurial networks and BMI by testing the moderating influence of environmental dynamism.

Start-ups must effectively use external resources embedded within networks to advance BMI. Start-up entrepreneurs should apply causation and effectuation to transform entrepreneurial network resources into BMI. Start-up entrepreneurs must dynamically manage resources in response to ever-changing environmental conditions. Resource acquisition and management of entrepreneurial networks can vary significantly in their influence on start-up BMI under different environmental contexts.

Unlike previous BMI research focused on internal organizational factors, this study highlighted the critical importance of entrepreneurial networks as a prerequisite for achieving start-up BMI, contributing to the literature on open innovation and resource-based view. Examining the dual mediating roles of causation and effectuation illustrated the bridging role of strategic decision-making logic in connecting resources to value creation, contributing to the developing RO literature. The moderating influence of environmental dynamism was explored, clarifying how start-up BMI benefits from entrepreneurial networks in differing situations. A framework for reconciling contradictory findings concerning the association between entrepreneurial networks and innovation is provided.

Enterprise innovation depends on the innovative behaviour of employees. The relationship between leaders and employees has a significant impact on employees' attitudes and behaviours. Therefore, it is of great practical significance to explore how a good leader–member relationship (LMR) motivates employees' innovative behaviour.

Based on 316 questionnaires completed by the members of 53 organisations, SPSS 25.0, Mplus 8.0 and HLM 6.08 were used to analyse the internal mechanisms of LMRs and employees' innovative behaviour.

The study identified the following findings: first, LMR was positively correlated with employees' innovative behaviour; second, perceived supervisor support and followership behaviour played mediating roles between leader–member relationship and employees' innovative behaviour and third, organisational political climate was negatively correlated with employees' innovative behaviour and played a moderating role in the relationship between LMR and employees' innovative behaviour.

The results of this study have clarified the transmission mechanism between LMRs and employees' innovative behaviour while providing useful references for improving the effectiveness of human resource management in organisations.

Drawing from resource orchestration theory, this research proposed an integrative model that leverages insights into counter resource constraints and uncertainty in start-up business model innovation (BMI). It investigated the influences of entrepreneurial networks and effectuation on BMI through bricolage in uncertain environments.

The research surveyed 481 start-ups in China. LISREL 8.80 and SPSS 22.0 were employed to test the validity and reliability of key variables, respectively. Additionally, hypotheses were examined through multiple linear regression.

First, entrepreneurial networks and effectuation were positively related to BMI, and combining these two factors improved BMI for start-ups. Second, bricolage contributed to BMI and played mediating roles in translating entrepreneurial networks and effectuation into BMI. Third, environmental uncertainty weakened the linkage between bricolage and BMI.

Future research should replicate the results in other countries because only start-ups in China were investigated in the study, and it is necessary to extend this research by gathering longitudinal data. This research emphasized the mediating effects of bricolage and the moderating influence of environmental uncertainty, and new potential mediating and moderating factors should be explored between resources and BMI.

There are three significant theoretical contributions. First, the findings enrich the literature on the complex antecedents of BMI by combining the impacts of entrepreneurial networks and effectuation. Second, an overarching framework is proposed explaining how bricolage (resource management) links entrepreneurial networks and effectuation and BMI. Third, it demonstrates the significance of environmental uncertainty in the bricolage–BMI linkage, deepening the understanding of the bricolage boundary condition.

Flow force is one of the crucial factors affecting the performance of conical throttle valves. The purpose of this paper is to determine the relationship between the flow force and operating parameters of the conical throttle valve.

The flow force of the throttle valve can be obtained by the difference between the axial force and static pressure on the valve spool. In this paper, the internal fluid is divided into two regions and the axial force and static pressure are obtained, respectively. In addition, a two-dimensional axisymmetric simulation model and experimental test are carried out to validate the results of the flow force.

It can be seen that the theoretical, simulation and experimental results exhibit high agreement with each other and the error between them decreases with the increase in the size of the opening. The curves of pressure distribution reveal that the pressure on the spool first decreases then increases when it reaches the minimum pressure at the orifice. Additionally, the minimum pressure decreases with the increase of opening and pressure difference. The results also indicate that the increase in the size of the opening and inlet pressure has a positive effect on the flow force. However, the increase in outlet pressure has a negative effect on the flow force.

In this paper, the flow force calculation model of conical throttle valve is established and the influence of operating parameters on the flow force of conical throttle valve is studied.

Sensor arrays and pattern recognition-based electronic nose (E-nose) is a typical detection and recognition instrument for indoor air quality (IAQ). The E-nose is able to monitor several pollutants in the air by mimicking the human olfactory system. Formaldehyde concentration prediction is one of the major functionalities of the E-nose, and three typical machine learning (ML) algorithms are most frequently used, including back propagation (BP) neural network, radial basis function (RBF) neural network and support vector regression (SVR).

This paper comparatively evaluates and analyzes those three ML algorithms under controllable environment, which is built on a marketable sensor arrays E-nose platform. Variable temperature (T), relative humidity (RH) and pollutant concentrations (C) conditions were measured during experiments to support the investigation.

Regression models have been built using the above-mentioned three typical algorithms, and in-depth analysis demonstrates that the model of the BP neural network results in a better prediction performance than others.

Finally, the empirical results prove that ML algorithms, combined with low-cost sensors, can make high-precision contaminant concentration detection indoor.

The purpose of this paper is to build a new deployable antenna with folded scissors ribs and to evaluate the reasonable characteristics of this new structure.

Based on the TerrStar-1 satellite, virtual design and shapes forming are considered in this paper with the structure design of the new antenna. Considering the relaxation units in net surface, form-finding evaluation is used to build mathematical model and operate the optimization algorithm so that the design of the new antenna with folded scissors ribs is achieved. Simulations are carried out to verify the antenna proposed.

It is found that the antenna with folded scissors ribs can be developed smoothly in the space.

The proposed the antenna with folded scissors ribs can be considered as a fall-back alternative for large antenna, with a diameter of over 10 m in the space, or is seen as another option for the system with a simple rigid structure.

Different from traditional antenna, it provides a valuable reference for the further research of large deployable antenna in space. The antenna in this paper is able to develop more than 30 m of diameter. Meanwhile, the surface density and the natural frequency and the root-mean-square error in surface are superior to those of the traditional antenna.

This article examines the influence of Daoist nothingness on leadership in growing Chinese small and medium enterprises (SMEs). Daoism is based on a “letting-go” approach through maintaining inherent openness, which challenges goal-oriented and hierarchical approaches typical of Western and Confucian leadership theories. This facilitates the cross-fertilization of ideas related to the effective management of smaller firms.

This study focuses on SME leaders in a group of 12 growing SMEs in the Shanghai logistics industry in China. Narrative and semi-structured interviews explored emerging aspects beyond the established model of leadership associated with reputation-building. This led to in-depth, thick descriptions, broadening our understanding of leadership and reputation-building.

SME leaders follow nothingness by continuously adopting a letting-go approach which spontaneously fosters reputation-building. By maintaining inherent openness, nothingness functions as an enabling principle that mobilizes multi-beings leading to reputation-building in unintended ways.

A greater plurality of empirical and methodological contexts in Western and non-Western countries helps to understand the dynamics and intersection of Daoist nothingness, leadership and reputation-building.

SME leaders recounted how they discursively practised nothingness for extended periods in their everyday practice. The study shows the significance of nothingness for SME leaders who aspire to grow their businesses by reputation-building among salient stakeholders.

Daoist nothingness provides insights into the distinctive approach of Chinese SME leaders and their relationships with local and distant stakeholders. By engaging in active non-action they relax pre-determined intentions and immerse themselves in the process of leading, where the connections between goals and processes are automatically animated. Such an approach differs from the top-down and goal-oriented approach to leadership adopted in many Western SMEs.

This paper makes two theoretical contributions. First, it indicates the powerful influence of Daoist nothingness on leadership by drawing on the broader context of entrepreneurship in Chinese SMEs. Secondly, it enriches existing concepts such as reputation by endowment and reputation borrowing by demonstrating how Daoist nothingness silently fosters both local reputation and generalized reputation.