How and When Perpetrators Reflect on and Respond to Their Workplace Ostracism Behavior: A Moral Cleansing Lens.

Purpose: This study investigates the association between the previous workplace ostracism of employees and their subsequent helping behavior by drawing on moral cleansing theory in the Chinese context, exploring the mediating roles of employees' guilt and perceived loss of moral credit and the moderating role of their moral identity symbolization.

Sample And Method: The data were collected from a two-stage time-lagged survey of 284 Chinese employees. Regression analysis and the bootstrapping method are used in this article to examine the theoretical hypotheses.

Workplace friendship, employee well-being and knowledge hiding: The moderating role of the perception of Chaxu climate.

In recent years, knowledge hiding has become a hot topic in the field of organizational behavior because of its great harm. However, relevant studies have focused only on the negative interpersonal antecedents of knowledge hiding but neglected the inhibition effect of positive informal relationships on the behavior. To fill this gap, the current study develops a moderated mediation model to investigate how and when workplace friendship has a negative impact on knowledge hiding.

How Family Supportive Supervisor Behaviors Enhance Employees' Work-Family Enrichment? Thriving at Work as Mediator and Intrinsic Motivation as Moderator.

Purpose: From the perspective of the work-home resource model, the present research aims to investigate the effect mechanism of family supportive supervisor behaviors (FSSB) on work-family enrichment.

Sample And Method: Based on 316 Chinese employees' samples, this study takes the multiple linear regression technique to test our hypothesis model.

Results: Our study reveals that FSSB is positively related to work-family enrichment.

Knowledge Hiding: Current Research Status and Future Research Directions.

This article provides a review of scientific articles addressing the topic of knowledge hiding in organizations. Based on a descriptive analysis, bibliometric analysis, and content analysis of a sample of 81 articles published in the academic journals in the Web of Science from 2012 to 2020, we identify the main areas and current dynamics of knowledge hiding research. Our results show that the central research themes of knowledge hiding include five clusters: concept and dimensions, antecedents, consequences, theories, and influence mechanisms.

Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator.

Workplace stressors were identified to have critical impacts on employee creativity. However, little is known about how and when involuntary citizenship behavior [i.e.

Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor-Subordinate Exchange .

How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor-subordinate exchange as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor-subordinate pairs.

How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate.

The starting point of organizational innovation is employees' creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees' sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees' innovation behavior.