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Team emotional intelligence is expected to have a significant impact on intrateam conflict and team effectiveness. However, to date, there has been a dearth of empirical evidence of this link. Taking a comprehensive approach, our study contributes to the literature on intrateam conflict and team emotional intelligence. Data collected from 79 teams in South Korean companies reveal that team emotional intelligence is negatively related to team process (i.e., task conflict and relationship conflict) and positively related to team effectiveness (i.e., team performance, innovation, and cohesion). In addition, team emotional intelligence has a moderating effect on decoupling task conflict and relationship conflict. Our findings also indicate that team emotional intelligence decreases the negative effects of task conflict on team effectiveness, and of relationship conflict on team cohesion. We conclude this study with a discussion of limitations and implications for future research.

Purpose - This study aims to examine the moderating role played by leaders' task and relations support in the relationship between transformational leadership and followers' level of creativity.Design methodology approach - A sample of 182 supervisor-subordinate dyads was randomly collected and returned from a restaurant, hotel, retail store, bank, and travel agent of Hong Kong.Findings - Results indicated that the positive relationship between transformational leadership and followers' creativity is stronger when there is a high degree of leaders' task and relations support.Research lismitations implications - This study extends the leadership literature to better understand the effects of transformational leadership on employees' level of creativity are contingent on the nature of leaders' support. Sample size is a possible limitation.Practical implications - Intensive training can be provided to supervisors or personality test can be used to screen for selected individuals who are high caliber for being a potential transformational leader.Originality value - An empirical examination of how leaders' task and relations support can strengthen the positive link between transformational leadership and employees' level of creativity that previously have been overlooked.

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.

We develop a typology of three-way interaction models in order to stimulate more Asia management studies using this approach. In this paper, we explain how to approach moderation based on three-way interactions, introduce three types of three-way interaction models, and provide the appropriate post-hoc statistical procedures accordingly. We also outline several future research examples to demonstrate how three-way interactions can be used in Asian management research.

PurposeDrawing on the social influence literature and proposing parental intervention as a social influence process, this study seeks to theorize why parental intervention occurs and how it affects young adults' career development.Design/methodology/approachThis paper adopts a conceptual design, offering a conceptual model based on social influence research and career development research.FindingsIt is proposed that parental intervention is a result of incongruence between parental expectations and young adults' interested occupations and between parents' assessments of young adults' qualities and job demands. Parents' traditionality moderates these relationships, while the success of parental intervention depends on young adults' traditionality and career maturity. Parents' position, referent and expert powers affect young adults' compliance, identification and internalization, respectively, which impact their occupational commitment and career satisfaction.Research limitations/implicationsLooking at parental intervention over time would help researchers understand this phenomenon more comprehensively than focusing only on its short-term effects as identified in the literature. The motivational processes of parental intervention triggered by power bases play a key role in determining young adults' long-term career consequences.Practical implicationsCareer advisors should consider parents as a source of potential intervention in young adults' career choice. They may also provide parent-oriented services in addition to young adult-oriented services.Originality/valueThis framework contributes to the career development literature by adopting social influence approach to explain parental intervention in young adults' career choice and also providing implications for career counselors.

PurposeThe purpose of this paper is to borrow the concept of right-hand person as a specific type of work arrangement and propose a moderated mediation model highlighting the important role of work arrangement in affecting the relationship between abusive supervision and subordinate work outcomes.Design/methodology/approachThe authors tested the hypotheses with a sample of 275 supervisor–subordinate dyads in China (68.8% response rate).FindingsResults showed that if the subordinate was a right-hand person of the supervisor, abusive supervision played a relatively weaker role on the subordinates' performance and organizational citizenship behaviors through leader–member exchange (LMX).Practical implicationsAbusive supervision is a major concern in contemporary organizations, and the current research found that work arrangement such as being a right-hand subordinate could buffer its negative effects. This finding indicates that it is important for organizations and supervisors to make clear work and role assignments.Originality/valueAbusive supervision has received a lot of research attention in the past decades. On top of the nature of supervisory abusive behaviors, researchers have investigated its antecedents and consequences. However, little is known concerning the roles of the work arrangement for the subordinate that may affect the impact of abusive supervision on subordinate work outcomes. This study empirically tests that being a right-hand subordinate may weaken the negative effect of abusive supervision on subordinate performance and organizational citizenship behaviors, which highlight the importance of work arrangement in studying abusive supervision.

How individuals form justice perceptions has been a fundamental question for organizational justice research. While most researchers have treated justice perceptions as a result of deliberate cognitive processes, a limited number of studies have examined the role of affect in forming justice perceptions. Using the affect infusion model, we investigate the predictive role of affect in forming justice perceptions and consider two moderating contextual factors: personal relevance and group context. Two experimental studies, with a student sample and an employee sample, were conducted. Results confirm that participants in positive affective states perceived higher distributive and procedural justice than those in negative affective states. Moreover, personal relevance moderates the relationships between affect and both distributive and procedural justice perceptions, and the relationship is enhanced as the level of personal relevance increases. The results also suggest that group context constrains the influence of an individual participant’s affect on procedural justice.

To demonstrate the utility of the emotional intelligence (EI) construct in organizational studies, this study focuses on the effect of EI on job performance among research and development scientists in China. We argue that EI is a significant predictor of job performance beyond the effect of the General Mental Ability (GMA) battery on performance. This predictor effect is supported by results on a study of research and development scientists working for a large computer company in China. Our results also show that a self-reported EI scale developed for Chinese respondents, the WLEIS, is a better predictor of job performance than the scale developed in the U.S., the MSCEIT. Implications of the findings are discussed.

Purpose Hospitality managers face constant challenges in promoting hotel service principles such as innovation and flexibility to their new employees, as such knowledge is usually tacit in nature and hard to formalize. This study aims to suggest that this problem can be addressed by using a knowledge sharing group intervention. Specifically, the authors propose that knowledge sharing groups can enhance a newcomer’s job clarity and positive work attitude by encouraging a stronger sense of perceived importance of and affection toward the hotel service principles. Design/methodology/approach The authors designed a three-month knowledge sharing program in a five-star hotel chain in Hong Kong. Newcomers were randomly assigned into an experimental group (knowledge sharing group) (N = 235) and a control group (N = 233). The authors tested all the hypotheses via path analyses using Mplus 8.0. Findings The results revealed that employees of the experimental group showed a stronger sense of importance of and affection toward the service principles, which in turn resulted in higher levels of job clarity, satisfaction and commitment and lower levels of turnover intention. Practical implications This research provides hotel managers with practical knowledge regarding sharing programs as key socialization intervention mechanisms. By triggering the employees’ deeper understanding of hotel policy, this program can help hotels fortify high-quality service and develop realistic and useful materials for their future training activities. Originality/value Although hospitality scholars have consistently acknowledged the positive influence of knowledge sharing, field experimental research on the outcomes of knowledge management for the newcomer socialization process has been scanty. This study seeks to fill this gap by designing and testing a practical knowledge sharing intervention program in the hotel industry.