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Purpose– The purpose of this paper is to investigate the agreement between supervisors and subordinates concerning the motives of organizational citizenship behaviors (OCB) and how the supervisors' attributions affect their OCB ratings.Design/methodology/approach– With the permission of seven large organizations in Macau, the authors conducted a survey of 500 employee-supervisor-co-worker triads. The final sample stood at 176 such triads with three hypotheses tested.Findings– First, supervisors are more accurate when judging altruistic motives of subordinates' OCB than with egoistic motives. Second, supervisor attribution of subordinates' altruistic motives positively affects the supervisors' OCB ratings. Third, employees who are motivated by altruistic motives perform more OCB actions those egoistically motivated.Originality/value– The study adds to knowledge of how supervisor attribution of subordinates' OCB motives affects their evaluation of the subordinates. It also provides evidence about the effect of OCB motives on the actual engagement in OCB. Findings of this study support the work of Organet al.regarding the motives behind OCB and strengthen the role of attribution theory in studying OCB.

PurposeThe purpose of this paper is to preliminary explain the possibly complicated moderating effects of job resources. The paper specifies the missing link between job demand and burnout by focusing on the coping strategy argument.Design/methodology/approachThe paper preliminary supports the mediated moderation model of the missing link by a large sample cross‐sectional survey.FindingsThe two coping strategies as mediators for the relationship between emotional demands and exhaustion are supported. Strong supports for the moderation effect of emotional intelligence on the relationship between emotional demands and the two coping strategies are found. Some support for the moderation of supervisor support on the relationship between deep acting and exhaustion are found.Research limitations/implicationsThe paper contributes to the job demands‐control‐support and job demands‐resources models, as the proposed model helps to explain the inconsistent results for the buffering effect of job resources found in the literature. It also contributes to the literature of emotional intelligence, as it provides clear evidence of its importance in handling emotional demands.Practical implicationsDeep acting is important. An organization may take more efforts in training employees to equip them with it. Emotional intelligence is also a vital resource and so organizations may benefit if they engage in relevant selection and training practices.Originality/valueEmotional intelligence, an individual ability, is empirically demonstrated to be an important type of job resources that can buffer the negative effect of job demands on employee well‐being.

This study examines the factors affecting joint venture employees' affective commitment in the Peoples' Republic of China. Three theoretical frameworks (i.e. the justice framework, the job security framework and the trust framework) are employed to study the antecedents and the consequence of workers' affective commitment. The proposed mediation model includes: distributive justice, procedural justice and perceived job security as the antecedents of affective commitment; trust in organization as the mediator; and turnover intention as the outcome variable. The results supported this mediation model. It has been found that trust in organization mediates the relationships between distributive justice, procedural justice, perceived job security and affective commitment. In addition, perceived job security and affective commitment have significant effects on the turnover intention of workers. Finally, the theoretical and practical implications of the present study are discussed.

Job insecurity has become an important issue for western organizations in the last decade due to uncertain economic conditions, global competition, and the advancement of information technology. In this study, we integrate social exchange theory and rational choice theory to explain employees' responses to job insecurity in the Chinese context. We distinguish short-term transactional exchange from long-term relational exchange, and argue that joint ventures (JVs) and state-owned enterprises (SOEs) are characterized by different kinds of employee-organization exchange. An integrated theoretical framework is developed to explain why workers in these organizations respond differently to job insecurity. A total of 548 supervisor-subordinate dyads in a JV and a SOE in China are used to test the hypotheses derived from our framework. The results of hierarchical regression analysis indicate that the effects of job insecurity on organizational citizenship behavior (OCB) and job performance depend on both organizational types and employees' trust in their organization.

PurposeThis study aims to fill the research gap on the moderating effect of leadership empowerment on the relationship between relational capital and firms' innovation performance in the entrepreneurial ecosystem by addressing the following research questions: (1) How do different types of relational capital positively or negatively affect firms' innovation performance in China? (2) Does leadership empowerment play a moderating role in the above relationship?Design/methodology/approachUsing data derived from the firms distributed in eastern, central and western China, the authors study the impact of relational capital, one of the dimensions of intellectual capital, on firms' innovation performance in the entrepreneurial ecosystem. Based on firms' operation process regarding the relationships with their external stakeholders, the authors divided relational capital into three aspects: trust, reciprocity and transparency. Furthermore, leadership empowerment is taken as the moderating variable in the above theoretical relationship.FindingsThere is significant evidence that trust, reciprocity and transparency have positive impact on firms' innovation performance. Leadership empowerment positively moderates the impact of trust and reciprocity on innovation performance. However, there is no significant moderating effect of leadership empowerment on the relationship between transparency and innovation performance.Originality/valueIn the era of the knowledge economy, the entrepreneurial ecosystem is a critical foundation for firms to improve their innovation capacity and performance, and intellectual capital is one of the most imperative drivers in terms of firms' innovation performance. Nevertheless, few studies have investigated thoroughly concerning the relationships among the entrepreneurial ecosystem, intellectual capital and innovation performance. As this study explores the relationships among the above three factors, it may have profound theoretical and practical significance for firms to extent external relationship networks, improve their innovation performance and strengthen their core competencies, which is of great significance to facilitate the construction of entrepreneurial ecosystem.