Suchergebnisse

Previous research has revealed the importance of leadership in promoting employee creativity. However, the mechanism by which selfsacrificial leadership facilitates employee creativity is not well understood. We proposed a model explaining why self-sacrificial leadership may enhance
employee creativity, which we tested with data from 206 part-time Master of Business Administration students and their supervisors at two Chinese universities. Results of structural equation modeling analysis show that self-sacrificial leadership had a positive relationship with employee creativity,
both directly and also indirectly through the mediator of psychological safety. These findings shed light on how self-sacrificial leadership helps to enhance employee creativity. Theoretical and practical implications are discussed.

Digital technologies significantly impact on manufacturing firms as they innovate their business processes in response to rapidly changing environments. Therefore, the proper use of digital technology to promote innovative behavior has become an important topic in research. However, few studies have examined how firm-level digital transformation affects individual-level innovative behavior. Drawing on the minority dissent perspective, we explored the mechanism by which digital transformation affects innovative behavior. Surveying 540 participants from Chinese manufacturing firms revealed that firm-level digital transformation was significantly correlated with both crossfunctional minority dissent and individual-level innovative behavior. Moreover, minority dissent played a partial mediating role in the relationship between digital transformation and innovative behavior. This study sheds new light on how firm-level digital transformation can determine individual-level innovative behavior.

Although several researchers have emphasized that top managers' social ties influence firms' economic activities, the links between microlevel personality factors and organization-level outcomes remain unclear. We examined how the social ties of top managers affect firm performance
through the mediating mechanism of resource acquisition. We surveyed 253 top managers from Chinese firms and found that the social ties of top managers facilitated resource acquisition, which was, in turn, beneficial for firm performance. These findings indicate that the social ties of top
managers play an important role in firms' activities, particularly resource acquisition and organizational performance. Study limitations are discussed and directions for future research are presented.