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In this study we examined whether or not contingencies of self-worth (CSW) moderated the effect of specific self-esteem on self-liking or self-competence. Chinese university students (N = 210) completed the Chinese version of the Contingencies of Self-worth Scale (Crocker, Luhtanen,
Cooper, & Bouvrette, 2003; translated into Chinese by Cheng & Kwan, 2008), the Chinese version of the Rosenberg Self-esteem Scale (Rosenberg, 1965; translated into Chinese by Wang, Wang, & Ma, 1999), and our own adaptation for this study of the Self-attribution Questionnaire (Pelham
& Swann, 1989) to assess self-liking, self-competence, global self-esteem, 6 domains of CSW consisting of others' approval, appearance, academic competence, competition, family support, and virtue, and specific self-esteem in these same 6 domains. Results showed that CSW did not have a
moderating effect on the relationship between specific self-esteem and global self-esteem in the 6 domains. However, when we classified self-esteem into 2 distinct categories of self-liking and self-competence, we found that there were moderator effects of CSW between specific self-esteem
and either self-liking or self-competence in 3 of the 6 domains. The different moderator effects in the 6 domains are discussed.

Prior studies have shown that leaders' personality traits potentially have positive effects on employees' taking-charge behaviors; however, in this context, the negative influence of leaders' dark personality traits has largely been neglected in research. On the basis of affective events
theory, we proposed a moderated mediation model to explain the impact of leader narcissism on employees' taking-charge behavior Through a 3-stage leader–follower dyadic research design, we collected 195 responses to a survey. The results indicate that leader narcissism had a significant
negative effect on employees' taking-charge behavior via the mediator of employees' work engagement, and that leader narcissism decreased employees' work engagement when employees' self-reported proactive personality was low. In addition, the indirect effect of employee work engagement on
leader narcissism and taking charge was stronger when employees' self-reported proactive personality was low. Our results have implications for preventing the negative effects of narcissistic leadership and promoting employees' taking-charge behavior.

PurposeIn the wake of the COVID-19 outbreak understanding the behavioral dynamics and role of knowledge-oriented leadership (KOL) in driving knowledge worker performance (KWP) is paramount for organizations striving to adapt and thrive in the post-pandemic era. Drawing on the path-goal theory, this study explores the impact of KOL on KWP. In addition, this study seeks to examine both the direct and indirect influences of KOL on KWP via digital orientation (DO) and digital citizenship practices (DCP), especially for higher education institutions (HEIs) located in China.Design/methodology/approachThe sample consisted of 319 academic staff from HEIs in China. The study used Smart-PLS 4.0 for analytical examination.FindingsThe results indicate that the impact of knowledge-oriented leadership on KWP is negligible. Furthermore, DCP and DO partially mediate the relationship between KOL and KWP. The findings of this research have practical implications for Chinese HEIs and organizations across industries, providing insights into how to navigate the complexities of the post-pandemic work environment and effectively harness digitalization to optimize the KWP.Research limitations/implicationsThe implications of this research extend beyond the HEIs, providing organizations in various industries with evidence-based strategies to promote effective leadership, foster digital skills, and cultivate a culture of digital citizenship in the post-pandemic work landscape.Originality/valueDespite the increasing significance of KOL in the higher education sector, there is a dearth of studies establishing a relationship between KOL and KWP in HEIs. The present study seeks to fill this gap by examining the association among KOL, KWP, DO, and DCP in HEIs during the post-pandemic. This research provides significant contributions to the existing literature on the topic by scientifically exploring the association between KOL and KWP by examining the intervention mechanism of both digital citizenship practices and digital orientation.

Three studies introduce a novel individual-difference construct to explain majority group members' responses to organizational diversity efforts: lay theories of diversity initiatives. Zero-sum beliefs (ZSBs) presume that efforts to advance diversity come at the expense of majority group members. Win-win beliefs (WWBs) posit that diversity initiatives can benefit all racial groups. Study 1 created and validated measures of ZSBs and WWBs. Study 2 showed that ZSBs and WWBs are distinct from 10 intergroup measures (e.g., social dominance orientation, modern racism) and that each lay theory accounts for unique variance in explaining Whites' reactions to diversity initiatives. Study 3 demonstrated that ZSBs and WWBs predict Whites' reactions to diversity policies of a hypothetical company. These findings suggest that ZSBs and WWBs both help explain majority group members' backlash against and support for organizational diversity initiatives.