Purpose 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. Design/methodology/approach 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. Findings 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. Research limitations/implications The authors collected the data of this study within a single organization, and that may limit the observed viability and decrease external validity. Practical implications 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. Originality/value 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.

Purpose Though the effect of transformational leadership (TFL) on followers has been largely examined in hospitality, the findings are rather inconsistent. This paper aims to provide a quantitative review for the relationship between TFL and follower outcomes in hospitality and a detailed analysis of the moderating variables (cultural differences, measurement instrument, rating sources and time lag). Design/methodology/approach To explore the effect sizes of TFL on followers, this study conducted a quantitative meta-analysis based on 62 primary studies, including 66 independent samples (N = 23,037). The outcomes of TFL were categorized into subordinates’ attitudinal outcomes, relational perceptions and behavioral outcomes. Findings The results indicate that TFL has the strongest impact on relational perceptions, followed by subordinates’ attitudinal and behavioral outcomes. The results also show that cultural differences, rating sources and time lag partially moderate the relationships between TFL and follower outcomes. Research limitations/implications TFL generally has a high level of validity for explaining attitudinal, behavioral and relational perception outcomes of followers in the field of hospitality. Given that, there have been a large number of studies investigating TFL with follower attitudinal and behavioral outcomes, it might not be necessary to continue applying identical frameworks to investigate the effect of TFL. Instead, future research on TFL is expected to explore the relationship between TFL and followers’ relational perceptions and consider cultural and methodological factors. Originality/value To the best of authors’ knowledge, this is the first meta-analysis to clear theoretical links between TFL and its outcomes in the hospitality context. This study further investigates several moderators that can influence the effects of TFL and helps better understand the influence of TFL in the area of hospitality. The study also provides future research directions for leadership research in the hospitality context.

Purpose – Prior researches have indicated that leadership had an important impact on employee creativity. However, the authors know little about the link between the dark side of leadership-abusive supervision, and employee creativity, as well as its underlying mechanisms. Combining psychological safety theory and social identification theory, the purpose of this paper is to examine the relationship between abusive supervision and employee creativity and the mediating role of psychological safety and organizational identification between abusive supervision and employee creativity. Design/methodology/approach – The authors conducted a multi-source and time-lagged data collection. At Time 1, team members evaluated abusive supervision and psychological safety, and at Time 2, team members evaluated organization identification, and team leaders evaluated members’ creativity. Abusive supervision, psychological safety were evaluated at first stage and organizational identification, creativity were evaluated at second stage, being conducted 2-4 weeks later after the first stage. Finally 423 participants completed two waves of data collection. Findings – The results suggested that, abusive supervision had negative effects on psychological safety and organizational identification, and psychological safety partially mediated the relationship between abusive supervision and organizational identification, and organizational identification fully mediated the relationship between psychological safety and creativity, and the negative effect of abusive supervision on employee creativity was mediated by psychological safety and then by organizational identification. Originality/value – This study identifies and examines the mechanism underlying the effect of abusive supervision, and suggests that psychological safety and organizational identification are two important mediators of the complex relationship between abusive supervision and employee creativity. Therefore, this study not only re-examines the inconsistent effect of abusive supervision on employee creativity, but also represents the first attempt at integrating the psychological safety perspective and social identification theory to study employee creativity and offers important implications for theory development.

There is an urgent need for developing nonprecious metal catalysts to replace Pt-based electrocatalysts for oxygen reduction reaction (ORR) in fuel cells. Atomically dispersed M−N x /C catalysts have shown promising ORR activity; however, enhancing their performance through modulating their active site structure is still a challenge. In this study, a simple approach was proposed for preparing atomically dispersed iron catalysts embedded in nitrogen-and fluorine-doped porous carbon materials with fivecoordinated Fe−N 5 sites. The C@PVI-(DFTPP)Fe-800 catalyst, obtained through pyrolysis of a bio-inspired iron porphyrin precursor coordinated with an axial imidazole from the surface of polyvinylimidazole-grafted carbon black at 800 °C under an Ar atmosphere, exhibited a high electrocatalytic activity with a half-wave potential of 0.88 V versus the reversible hydrogen electrode for ORR through a four-electron reduction pathway in alkaline media. In addition, an anion-exchange membrane electrode assembly (MEA) with C@PVI-(DFTPP)Fe-800 as the cathode electrocatalyst generated a maximum power density of 0.104 W cm −2 and a current density of 0.317 mA cm −2 . X-ray absorption spectroscopy demonstrated that a single-atom catalyst (Fe−N x /C) with an Fe−N 5 active site can selectively be obtained; furthermore, the catalyst ORR activity can be tuned using fluorine atom doping through appropriate preassembling of the molecular catalyst on a carbon support followed by pyrolysis. This provides an effective strategy to prepare structure-performance-correlated electrocatalysts at the molecular level with a large number of M−N x active sites for ORR. This method can also be utilized for designing other catalysts.

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