An actor–partner interdependence model of employees’ and coworkers’ innovative behavior, psychological detachment, and strain reactions

Is leader innovation a challenge or a burden for employees? The perspective of affective events

The importance of innovation has lit scholars' passion to figure out how to encourage innovative behavior, while its outcomes have been largely overlooked. Meanwhile, prior studies have focused on employees as the innovator and ignored that leaders are even more responsible to innovate. To understand employees' emotional and behavioral reactions to leader innovative behavior, this study drew on the affective events theory and regulatory focus theory and constructed a dual pathway model to illustrate the double-edge sword effects of leader innovation. We collected data from 219 full-time employees through three rounds of surveys and conducted statistical analysis and hypothesis testing using Mplus 8.3. The results revealed a significant positive effect of leader innovative behavior on employee work engagement through harmonious passion, which is moderated by employee promotion focus, such that the positive effect is stronger when promotion focus is higher. The results also indicated that leader innovative behavior is positively related to employee work withdrawal via job anxiety and prevention focus moderate the relationship, such that the positive effect is stronger when prevention focus is higher. This study reveals the double-edge sword effect of leader innovation on employee work behaviors from an affective event perspective, which provides theoretical and practical guidance for leaders and organizations in promoting the positive effect while reducing the negative effect of leader innovative behavior.

Relationship between psychological detachment from work and depressive symptoms: indirect role of emotional exhaustion and moderating role of self-compassion

The importance of psychological detachment during nonwork time has been emphasized, and its effect on depressive symptoms has been identified. However, the mechanism underlying this association remains to be elucidated. This study was conducted to identify the indirect role of emotional exhaustion in the association between psychological detachment and depressive symptoms and the moderating role of self-compassion in the relationship between emotional exhaustion and depressive symptoms on the basis of the recovery-engagement-exhaustion model and emotion regulation theory. Through an online survey, relevant data were collected from 727 university teachers (mean age, 37.65 ± 7.77 years; 38.5% men). Indirect and moderation effect were analyzed through structural equation modeling (Mplus). Psychological detachment was found to be associated with depressive symptoms through emotional exhaustion. Self-compassion moderated the association between emotional exhaustion and depressive symptoms. The association between emotional exhaustion and depressive symptoms was weaker among university teachers with high levels of self-compassion than among those with low levels of self-compassion. This study improves our understanding of the association between psychological detachment and depressive symptoms by identifying the emotional pathway and protective function of self-compassion. Interventions for improving mental health in work context should be designed considering psychological detachment and self-compassion to deal with work-induced emotional strain.

Employee innovative behavior and workplace wellbeing: Leader support for innovation and coworker ostracism as mediators

INTRODUCTION

Most previous studies focused on the antecedents of employee innovative behavior but rarely examined the outcomes of employee innovative behavior. Moreover, previous studies ignored the relationship between employee innovative behavior and workplace wellbeing. Based on social comparison theory and social exchange theory, this study introduces coworker ostracism and leader support for innovation as mediating variables to explore the "double-edged sword" effect of employee innovative behavior on workplace wellbeing.

METHODS

Based on a sample of 319 employees from Chinese companies, this study used SPSS 26.0 and MPLUS 8.3 to examine the hypotheses.

RESULTS

Empirical results demonstrate that (a) employee innovative behavior is directly and positively related to workplace wellbeing, (b) employee innovative behavior is indirectly and positively related to workplace wellbeing through leader support for innovation, and (c) the negative association between employee innovative behavior and workplace wellbeing via coworker ostracism is unsupported.

DISCUSSION

The findings of this study enrich the literature by exploring the double-edged sword effect of employee innovative behavior on workplace wellbeing. The practical implications of this study are that leaders in organizations should give employees innovation support.

Implementation of Computer-Aided Piano Music Automatic Notation Algorithm in Psychological Detoxification

This paper analyzes the modeling of a computer-aided piano music automatic notation algorithm, combines the influence of music on psychological detachment, and designs the piano music automatic notation algorithm in psychological detachment model construction. This paper investigates the multiresolution time-frequency representation constant Q-transform (CQT), which is common in music signal analysis, and finds that although CQT has higher frequency resolution at low frequencies, it also leads to lower temporal resolution. The variable Q-transform is introduced as a tool for multibasic frequency estimation of the time-frequency representation of music signals, which has better temporal resolution than CQT at the exact frequency resolution and efficient coefficient calculation. The short-time Fourier transform and constant Q-transform time-frequency analysis methods are implemented, respectively, and note onset detection and multibasic tone detection are implemented based on CNN models. The network structure, training method, and postprocessing method of CNN are optimized. This paper proposes a temporal structure model for maintaining music coherence to avoid manual input and ensure interdependence between tracks in music generation. This paper also investigates and implements a method for generating discrete music events based on multiple channels, including a multitrack correlation model and a discretization process. In this paper, the automatic piano music notation algorithm can play an influential role in significantly enhancing the actual effect of psychological detoxification.

How and when team reflexivity influences employee innovative behavior

Purpose

Based on affective events theory, this study explores the cross-level effect of team reflexivity on employee innovative behaviors. Specifically, the authors examine the mediating effects of affective and normative commitment on this relationship, as well as the moderating effects of benevolent leadership.

Design/methodology/approach

The authors surveyed 341 employees and their direct supervisors in 74 work units and utilized multilevel path analysis to test a model of cross-level moderated mediation.

Findings

The study analysis results suggest that team reflexivity significantly contributes to employee innovative behavior. Both affective commitment and normative commitment mediate this relationship. Benevolent leadership not only enhances the relationship between team reflexivity and affective/normative commitment, but also reinforces the linkage of team reflexivity→affective commitment→employee innovative behavior.

Practical implications

The current study suggests that organizations should invest more in promoting team reflexivity and benevolent leadership in workplace. Furthermore, managers need to develop appropriate employees training programs and pay more attention to employees' work and personal lives. They need to make efforts to enhance employees' affective and normative commitment, thereby facilitating their innovative behavior.

Originality/value

This research identifies affective commitment and normative commitment as key mediators that link team reflexivity to employee innovative behavior and reveals the moderating role of benevolent leadership in the process.