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The purpose of this paper is to build a link between empowering leadership and change-oriented organizational citizenship behavior (OCB) based on the theory of the socially embedded model so as to explore why empowering leadership has an impact on change-oriented OCBs and for whom this effect may be amplified or alleviated.

Using data collected from 203 employees and 80 supervisors in one information technology company, the authors examined the mediating role of thriving at work and the moderating role of autonomy between empowering leadership and change-oriented OCBs. The authors used statistical methods such as hierarchical regression, bootstrapping test, and so on to analyze the data.

The results indicated that empowering leadership was positively related to thriving at work, and thus in turn influenced change-oriented OCBs. In addition, employees’ autonomy orientation moderated those relationships such that when employees were had high autonomy orientations, they thrived at work to a high degree and were more likely to perform change-oriented OCBs.

The authors collected the data of this study within a single organization, and that may limit the observed viability and decrease external validity.

The findings suggest that leaders’ empowering behaviors are a critical factor for simulating employees’ change-oriented OCBs. They also indicate that leaders are better off empowering individuals with high autonomy orientations.

This study contributes to the literature by linking empowering leadership and change-oriented OCBs. It clarifies how and why empowering leadership can stimulate employees’ change-oriented OCBs.

The purpose of this paper is to answer the theoretical and practical calls for an examination of the multi-level effects of empowering leadership on creativity. In addition, it attempts to link empowering leadership to creativity from the perspective of information processing, which is different from traditional mechanisms of psychology.

Based on the perspective of information processing, the authors tested how and why different levels of empowering leadership may relate to team and individual creativity. Multi-source data were collected from 62 team leaders and 295 team members. Statistical methods, such as the hierarchical linear model, hierarchical regression analysis, and bootstrapping tests, were used to analyze the data.

The results show that team and individual learning mediate the effects of empowering leadership on creativity at the team and individual levels. Interestingly, the authors also found that team learning negatively moderates the indirect and positive effect of individual empowering leadership on individual creativity.

The main limitation of this study is that the authors used cross-section data instead of longitudinal data to analyze the causal relationship. As such, the results may not truly reveal the causality.

The findings indicate that empowering leadership is important for stimulating both individual and team learning; thus, it benefits different levels of creativity. In addition, the results also suggest that there are interplay between different level mechanisms, and empowering team leader should trade-off individual and team learning effects in order to promote both team and individual creativity effectively.

This study contributes to the existing literature by providing a multi-level and cross-level analysis of empowering leadership and creativity. It clarifies how empowering leadership stimulates individual and team creativity at different levels simultaneously.

Drawing on job demands-resources theory (Bakker and Demerouti, 2017) and conservation of resources theory (Hobfoll, 1989), this study aims to investigate the roles of work task conflict and coworker support in the experience of daily work-family balance. In particular, this study theorizes work-family balance as a higher-order construct, including both psychological (work-family balance satisfaction) and social (work-family balance effectiveness) dimensions.

The authors tested the proposed model using daily diary survey data collected from 50 full-time corporate employees across five consecutive workdays in a week. The hypotheses were tested using multilevel modeling analyses.

Analyses show that work task conflict impedes employees’ work-family balance on a daily basis. Results also support the moderating role of coworker support, such that the negative relationship between work task conflict and work-family balance is weaker when coworker support is high.

This research contributes to the literature by considering work-family balance as a higher-order construct. Further, this research advances theoretical knowledge of the interpersonal predictors of work-family balance. This study also expands previous work by examining the dynamic relationships between interpersonal events and work-family balance.

The purpose of this paper is to analyse the characteristics of environmental protection behaviours of community residents from the perspective of system dynamics.

Documentation method is used to collect the factors and environmental improvement intervention strategies that influence the environmental protection behaviours of community residents from the top journals. To analyse the characteristics of the environmental protection behaviours of community residents which are nonlinear and dynamic, system dynamics (SD) are drawn. The initial value for simulation is obtained from the investigation report of some communities in China by questionnaires method.

The simulation shows that a process of continuous and interactional feedback is formed among environmental improvement intervention strategies, living context, environmental behavioural intention and environmental protection behaviours. These influences affect how environmental protection behaviour is affected by frequency of community environmental publicity, frequency of community participation regulation and local government investment, all of which are significant and decrease successively. Living context and environmental behavioural intention, which are intervened by the three strategies, can promote community residents’ environmental protection behaviours and reduce the degree of environmental pollution in communities.

The goal of reducing the community environmental pollution may be achieved, because the community environmental management departments can use this system dynamics approach to intervene the environmental protection behaviours of community residents.

The nonlinear and dynamic interactions among influencing factors are illustrated for an in-depth understanding of the environmental protection behaviours of community residents in this study. In addition, the initial parameter value and correlation coefficients are obtained for simulation through the questionnaire survey given to Chinese community residents to avoid the subjectivity of system dynamics.

This paper aims to present a novel adaptive sliding mode control (ASMC) method based on the predefined performance barrier function for reusable launch vehicle under attitude constraints and mismatched disturbances.

A novel ASMC based on barrier function is adopted to deal with matched and mismatched disturbances. The upper bounds of the disturbances are not required to be known in advance. Meanwhile, a predefined performance function (PPF) with prescribed convergence time is used to adjust the boundary of the barrier function. The transient performance, including the overshoot, convergence rate and settling time, as well as the steady-state performance of the attitude tracking error are retained in the predetermined region under the barrier function and PPF. The stability of the proposed control method is analyzed via Lyapunov method.

In contrast to conventional adaptive back-stepping methods, the proposed method is comparatively simple and effective which does not need to disassemble the control system into multiple first-order systems. The proposed barrier function based on PPF can adjust not only the switching gain in an adaptive way but also the convergence time and steady-state error. And the efficiency of the proposed method is illustrated by conducting numerical simulations.

A novel barrier function based ASMC method is proposed to fit in the amplitude of the mismatched and matched disturbances. The transient and steady-state performance of attitude tracking error can be selected as prior control parameters.

This paper aims to propose a series of approaches to solve the problem of the mobile robot motion control and autonomous navigation in large-scale outdoor GPS-denied environments.

Based on the model of mobile robot with two driving wheels, a controller is designed and tested in obstacle-cluttered scenes in this paper. By using the priori “topology-geometry” map constructed based on the odometer data and the online matching algorithm of 3D-laser scanning points, a novel approach of outdoor localization with 3D-laser scanner is proposed to solve the problem of poor localization accuracy in GPS-denied environments. A path planning strategy based on geometric feature analysis and priority evaluation algorithm is also adopted to ensure the safety and reliability of mobile robot’s autonomous navigation and control.

A series of experiments are conducted with a self-designed mobile robot platform in large-scale outdoor environments, and the experimental results show the validity and effectiveness of the proposed approach.

The problem of motion control for a differential drive mobile robot is investigated in this paper first. At the same time, a novel approach of outdoor localization with 3D-laser scanner is proposed to solve the problem of poor localization accuracy in GPS-denied environments. A path planning strategy based on geometric feature analysis and priority evaluation algorithm is also adopted to ensure the safety and reliability of mobile robot’s autonomous navigation and control.

This study investigates the mediating role of personal initiative taking in the link between employees' exposure to transformational leadership and their engagement in creative behavior, as well as a potential catalytic role of perceived work overload in this process.

The research hypotheses were tested with survey data collected among employees of a large organization that operates in the telecommunications sector.

Transformational leadership translates into enhanced creative work efforts among employees, because these employees adopt an action-based approach toward work. This mediating role of personal initiative taking is particularly prominent among employees who encounter excessive workloads in their daily jobs, because their initiative and creativity promise solutions to this resource-draining work situation.

For human resource managers, this study reveals that employees who go out of their way to address problem situations offer an important means by which a leadership style that inspires and challenges followers can be leveraged to produce enhanced creative outcomes. It also pinpoints how this process can be triggered by employees' beliefs that work demands are excessive.

This study adds to prior research by detailing a hitherto overlooked factor (personal initiative) and catalyst (perceived work overload), related to the translation of transformational leadership into increased creative behavior.