A paradox mindset indicates the extent to which individuals embrace and are energized by tensions. The adoption of a paradox mindset can help people leverage tensions and produce creative outputs. We propose a multilevel model based on self-determination theory that examines the effects of a paradox mindset on individuals’ innovative work behavior. We use data collected at two points in time from 369 employees in 90 teams; the multilevel data analysis shows that employees’ paradox mindset has a positive influence on their innovative behaviors via thriving at work. In addition, the cross-level moderated mediation results demonstrate that leaders’ paradox mindset strengthens the relationship between employees’ paradox mindset and thriving at work; also, it is positively associated with employees’ innovative work behavior. This study contributes to the literature on individuals’ approaches to paradoxes illustrating the psychological process from a paradox mindset to employees’ innovative work behavior.
Previous research about inclusive leadership and creativity has produced contradictory results. The present study tried to explain the contradictory findings based on the antecedent-benefit-cost framework (ABC). We found that inclusive leadership promoted subordinates' creativity by enhancing subordinates' psychological safety but discouraged subordinates' creativity by reducing challenge-related stress. The present study illustrated the complex mediating mechanism of inclusive leadership's impact on creativity, presenting a complementary explanation of the conflicting relationships between inclusive leadership and creativity. In addition, we validated the ABC framework.
Existing studies on the relationship between abusive supervision and innovative behavior do not present a united picture. Drawing up the antecedent-benefit-cost framework and social cognitive theory, we tried to explain the contradictory relationships between them based on the mediating mechanism. Results showed that abusive supervision discouraged subordinates’ innovative behavior through reducing subordinates’ psychological safety but promoted subordinates’ innovative behavior through enhancing challenge-related stress.
Real-time recognition of walking-related activities is an important function that lower extremity assistive devices should possess. This article presents a real-time walking pattern recognition method for soft knee power assist wear. The recognition method employs the rotation angles of thighs and shanks as well as the knee joint angles collected by the inertial measurement units as input signals and adopts the rule-based classification algorithm to achieve the real-time recognition of three most common walking patterns, that is, level-ground walking, stair ascent, and stair descent. To evaluate the recognition performance, 18 subjects are recruited in the experiments. During the experiments, subjects wear the knee power assist wear and carry out a series of walking activities in an out-of-lab scenario. The results show that the average recognition accuracy of three walking patterns reaches 98.2%, and the average recognition delay of all transitions is slightly less than one step.
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