Purpose The purpose of this paper is to find how leader humility affects employees’ constructive voice behavior toward supervisor (speaking up) and coworkers (speaking out) from an identification-based perspective, and seeks to verify the effectiveness of leader humility in the Chinese context. Design/methodology/approach Data were collected from 325 employees in four Chinese companies with two phases. In the first phase, the participants were asked to report the leader humility, their identification of their relations with the supervisor, and their identification with their organization. In the second phase, they were asked to report their voice behaviors toward their supervisors and coworkers. Findings The results indicate that leader humility strongly predicts both employees’ voice behaviors of speaking up and speaking out. Results further suggest that relational identification with the supervisor explains why leader humility promotes employees speaking up, while organizational identification explains why leader humility promotes employees speaking up and speaking out. Practical implications Managers with humility can successfully shape employees’ relational and organizational identifications, which in turn encourage their voice behaviors toward supervisors and coworkers. Hence, behaving humbly in working places could be an effective way for managers to promote organizational cohesion and creativity. Originality/value Although leader humility attracts much attention in both academia and practice, researchers have been primarily focusing on conceptual development and measurement issues, and empirical studies are rare. This is the first research connecting leader humility and employee proactive behaviors. Moreover, it takes an in-depth analysis of the constructive voice behaviors by differentiating them based on their targets.

PurposeThis study is designed to address how rising individualism in emerging Asia changes consumer values and subsequent consumer behavior toward foreign brands. For this, we investigate consumer animosity (CA) and consumer cosmopolitanism (COS) in China and their impacts on consumer dispositions toward Japanese brands.Design/methodology/approachThe study hypothesizes that CA and COS mediate the effects of consumer individualism and age on brand attitudes and purchase intentions. Online surveys were conducted with 421 consumers in China.FindingsThe results indicate that consumers with individualistic values show favorable dispositions toward Japanese brands because of weak CA and strong COS values. In addition, the study found that younger consumers also harbor weak CA and do not avoid Japanese brands because of it. However, younger consumers were not found to be more cosmopolitan than their older counterparts.Originality/valueOur findings suggest that the modernization and individualization of a society can have impacts on consumer values in emerging Asia and that changes in consumer values among young and individualistic consumers can lead to increased preferences for foreign brands, especially brands from a country with historical animosity.

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Functional covariates are common in many medical, biodemographic, and neuroimaging studies. The aim of this paper is to study functional Cox models with right-censored data in the presence of both functional and scalar covariates. We study the asymptotic properties of the maximum partial likelihood estimator and establish the asymptotic normality and efficiency of the estimator of the finitedimensional estimator. Under the framework of reproducing kernel Hilbert space, the estimator of the coefficient function for a functional covariate achieves the minimax optimal rate of convergence under a weighted L2-risk. This optimal rate is determined jointly by the censoring scheme, the reproducing kernel and the covariance kernel of the functional covariates. Implementation of the estimation approach and the selection of the smoothing parameter are discussed in detail. The finite sample performance is illustrated by simulated examples and a real application.J is a penalty function controlling the smoothness of β, and λ is a smoothing parameter that balances the fidelity to the model and the plausibility of β. The choice of the penalty function J(·) is a squared semi-norm associated with H and its norm. In general, H(K) can be decomposed with respect to the penalty J as H = N J + H 1 , where N J is the null space defined asand H 1 is its orthogonal complement in H. Correspondingly, the kernel K can be decomposed as K = K 0 + K 1 , where K 0 and K 1 are kernels for the subspace N J and H 1 respectively. For example, for the Sobolev space, W 2,m = f : [0, 1] → R| f, f , . . . f (m−1) are absolutely continuous, f (m) ∈ L 2 ,

This study examines individual knowledge sharing in a coopetitive R&D alliance. R&D is increasingly carried out in an R&D alliance setting, where individuals share highly specialized tacit knowledge crossing firm boundaries. A particular challenging setting is the coopetitive R&D alliance, where partner firms partially compete and individuals may leak competitive knowledge. This setting has been studied on the level of the partner firm. We want to deepen insights by examining the individual level. Drawing on the motivation-opportunityability framework, we study the influence of individuals' job experience (ability) on their performance in the alliance. We also examine effects of two-and three-way interactions between job experience, a central position in the social alliance network (opportunity) and intrinsic and extrinsic motivation. We find a positive association of job experience with individual performance, a positive interaction between job experience and extrinsic motivation and a positive three-way interaction between job experience, central network position and intrinsic motivation, and discuss the impact of these findings.