Navigating pathways to automated personality prediction: a comparative study of small and medium language models.

Introduction: Recent advancements in Natural Language Processing (NLP) and widely available social media data have made it possible to predict human personalities in various computational applications. In this context, pre-trained Large Language Models (LLMs) have gained recognition for their exceptional performance in NLP benchmarks. However, these models require substantial computational resources, escalating their carbon and water footprint.

The impact of employees' experience of high-performance work systems on innovative behavior in professional service firms.

This research examines the impact of employees' experience of high-performance work systems (HPWS) on their innovative behavior. The study draws upon social exchange theory to propose that employees' experience of HPWS influences their innovative behavior directly and through sequential mediation of social capital development and knowledge-sharing behavior. Additionally, the study uses the Elaboration Likelihood Model to highlight that individuals' need for cognition strengthens the relationship between employees' knowledge-sharing and innovative behaviors.

Exploring the underlying mechanism between fear of losing power and knowledge hiding.

Introduction: Drawing on the assumptions of approach/inhibition theory of power and conservation of resource of theory, this study aims to empirically explore the relationship between fear of losing power and knowledge hiding. To explicate the relationship, this study examines the mediating role of self-serving behavior and moderating role of personal competitiveness.

Methods: To evaluate the relationships, a moderated-mediation model is devised and tested.

Exploring the Underlying Mechanism Between Perceived Injustice and Knowledge Hiding: An Empirical Investigation.

Purpose: Drawing on the assumptions of social exchange and conversation of resource theories, this study aims to empirically explore the underlying mechanism between perceived injustice and knowledge hiding in the organizational context. To explicate the relationship, this study examines the catalytic roles of employees' self-serving behavior and perceived organizational politics.

Methods: A moderated-mediation model is developed and tested.

Supervisor Bottom-Line Mentality, Performance Pressure, and Workplace Cheating: Moderating Role of Negative Reciprocity.

Employee cheating at the workplace has reached epidemic proportions and is putting a significant dent on the revenues of corporations. This study evaluates workplace cheating behavior as a consequence of supervisor bottom-line mentality with performance pressure as the mediating mechanism. Most importantly, it scrutinizes the moderating function of negative reciprocity belief in the relation between bottom-line mentality, performance pressure, and cheating in a moderated-mediation model, through the lens of displaced aggression theory.

L-fuzzy fixed points theorems for L-fuzzy mappings via βℱL-admissible pair.

We define the concept of βℱL-admissible for a pair of L-fuzzy mappings and establish the existence of common L-fuzzy fixed point theorem. Our result generalizes some useful results in the literature. We provide an example to support our result.