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We applied mood-as-information theory to investigate the effect of negative mood on prohibitive and promotive employee voice, and the moderating role of transformational and transactional leadership styles in this relationship. We recruited a paired employee–supervisor sample,
comprising 48 supervisors who rated their employees' promotive and prohibitive voice, and 224 employees who completed measures of negative affect and their supervisors' transformational and transactional leadership. Our results showed that negative mood enhanced prohibitive voice but reduced
promotive voice. Further, transformational leadership weakened the effect of negative mood on voice, whereas transactional leadership reinforced this effect. The research results provide a solid theoretical basis for managers to manage their negative mood by changing their leadership behavior,
and provide a new perspective for leaders to develop employee management strategies, and develop an objective and impartial evaluation system based on the intuitive external behaviors of employees.

Social media influencers have become an important marketing tool for providers of computer applications (apps). We investigated from a trust transfer perspective how the endorsement of a social media influencer (SMI) can improve consumers' app adoption intention, within the framework
of the technology acceptance model. Using structural equation modeling, we demonstrated that consumers' trust in an SMI had a direct influence on their trust in an app. Moreover, the endorsement of an SMI increased consumers' trust in the app through the perceived usefulness (but not the ease
of use) of the app. Our results also showed that structural assurance, download volume, and online ratings were positively correlated with consumers' trust in the app. Theoretical contributions and managerial implications are discussed.

PurposeThe role of inventors' creativity is crucial for technological innovation within enterprises. The mobility of inventors among different enterprises is a primary source for companies to acquire external knowledge. The mechanism of "learning-by-hiring" is widely recognized by companies. Therefore, it is important to determine how to allocate network resources to enhance the creativity of inventors when companies hire mobile inventors.Design/methodology/approachThe study suggests an analytical framework that analyzes alterations in tie strength and structural holes resulting from the network embeddedness of mobile inventors as well as the effect of the interaction between these two variables on changes in inventor's creativity after the mobility. In addition, this paper examines the moderating impact of cognitive richness of mobile inventors and cognitive distance between mobile inventors and new employers on the correlation between network embeddedness and creativity.FindingsThis study found that: (1) The increase of tie strength has a significant boost in creativity. (2) Increasing structural holes can significantly improve the creativity of mobile inventors. (3) When both the tie strength and the structural holes increase, the creativity of the mobile inventors significantly increases. (4) It is important to note that when there is a greater cognitive distance, stronger tie strength promotes the creativity of mobile inventors. Additionally, cognitive richness plays a significant role in moderating the relationship between changes in structural holes and the creativity of mobile inventors.Originality/valueThese findings provide theoretical guidance for firms to effectively manage mobile inventors and optimize collaborative networks within organizations.