Weiwei Huo’s research while affiliated with Shanghai University and other places

Despite the growing prevalence of telework in the workplace, the impact of telework extent on deviant workplace behaviors, especially time theft, has received scant research attention. Notwithstanding common assumptions, Microsoft and Ctrip have demonstrated in practice that telework does not necessarily lead to time theft among teleworkers. Inspired by these insights, the current research leverages the theoretical perspective of moral self‐regulation, proposing that telework extent threatens moral justification and displacement of responsibility, thereby reducing time theft behavior. The strength of these above indirect effects is contingent upon the key individual moral trait of teleworkers, namely moral attentiveness. This moderated mediation model is validated through a three‐wave study involving a sample of 304 teleworkers. Implications of how telework extent influences time theft behaviors from the moral self‐regulation perspective are discussed.

Algorithmic control in app‐work platforms has sparked widespread concerns regarding its impact on app workers' work well‐being. Existing research has predominantly explored the economic and operational benefits yet largely ignored its effects on app workers' work well‐being. This study investigates when and how algorithmic control promotes or inhibits app workers' well‐being. Drawing on the job demands‐resources model and the sociotechnical perspective of work design, we propose an inverted U‐shaped relationship between algorithmic control and the work well‐being of app workers. We find that this curvilinear relationship is further moderated by app‐workers' multi‐focus identification (i.e., organizational and occupational identification) and their perception of algorithmic fairness. A time‐lagged study of 304 app workers supports the hypothesized model. Additionally, to address the lack of a validated measurement tool, we developed and validated a perceived algorithmic control scale based on three rational control mechanisms. Theoretical and practical implications are discussed.

Employees are increasingly required to produce creative output within limited time in the competitive business environment and facing time pressure has become a pervasive phenomenon in the workplace. Based on Conservation of Resource Theory and Job Demand-Resource model, this study explores the different effects of challenge-hindrance time pressure on employee radical and incremental creativity and the mediating role of thriving at work as well as the moderating role of the perceived organizational support. According to the data of 315 employees, the result showed that the challenge time pressure has a positive effect on employees’ creativity by thriving at work. Moreover, the effect on radical creativity is more significant. The hindrance time pressure has a negative effect on employees’ creativity by thriving at work, and the effect on incremental creativity is less significant. In addition, perceived organizational support moderates the relationship between challenge-hindrance time pressure and thriving at work. Implications of our findings are discussed.

This study examines how the use of artificial intelligence (AI) by healthcare professionals affects their work well-being through the satisfaction of basic psychological needs, framed within Self-Determination Theory. Data from 280 healthcare professionals across various departments in Chinese hospitals were collected, and the hierarchical regression and regression were analyzed to assess the relationship between the use of AI, psychological needs satisfaction (autonomy, competence, and relatedness), and their work well-being. The results reveal that the use of AI enhances work well-being indirectly by increasing the satisfaction of these psychological needs. Additionally, job complexity serves as a boundary condition that moderates the relationship between the use of AI and work well-being. Specifically, job complexity weakens the relationship between the use of AI and the satisfaction of autonomy and competence, while having no significant effect on the relationship between the use of AI and the satisfaction of relatedness. These findings suggest that the impact of the use of AI on healthcare professionals’ well-being is contingent on job complexity. This study highlights that promoting healthcare professionals’ well-being at work in the context of AI adoption requires not only technological implementation but also ongoing adaptation to meet their evolving psychological needs. These insights provide a theoretical foundation and practical guidance for integrating AI into healthcare to support the well-being of healthcare professionals.

The sudden COVID-19 crisis disrupted people’s pace of life. Meanwhile, telework has gradually attracted public attention and become a regular mechanism for organizations. In this context, self-regulation theory was utilized to explore the impact of telework intensity on work engagement. Data were collected from 304 employees across three time points, and the results supported a curvilinear relationship between telework intensity and work engagement. Specifically, it was discovered that employees exhibited the highest levels of work engagement at moderate levels of telework intensity. Additionally, based on the strength model of self-control, the research identified self-control as playing a mediating role between telework intensity and work engagement. Finally, the study revealed that the duration of physical exercise moderated the relationship between telework intensity and self-control. Long-term physical exercise was found to prolong and enhance the positive effects of telework intensity on self-control, thereby boosting employee work engagement. This study provided unique and valuable insights into maintaining employee engagement in telework.

Previous studies have focused on the internal factors of employee cheating behavior, but neglected the external factors, such as customer attitudes and behavior. Based on the conservation of resources theory, this study explores how customer incivility affects employee cheating behavior through harmonious passion and discusses the moderating role of employee rumination in the relationship between customer incivility and harmonious passion. Data was collected from 298 supervisor-subordinate dyads of 4- and 5-star hotels in China. The results show that customer incivility indirectly affects employee cheating behavior, while harmonious passion intermediates the process. Rumination moderates the relationship between customer incivility and harmonious passion, as well as the intermediary role of harmonious passion in the relationship between customer incivility and employee cheating. Theoretical and practical implications are discussed.

Background: Medical artificial intelligence (AI) in varying degrees has exerted significant influence on many medical fields, especially in the midst of the COVID-19 pandemic. However, little is known regarding how to address the reluctance of medical staff to use AI technology. While recent research has highlighted the importance of medical staff participation in the development of AI, the current understanding of influence of medical staff participation on acceptance of AI is limited. Objectives: To provide insights into the mechanism that how medical staff participation impacts on the medical staff's acceptance of AI and to examine the moderating effect of speciesism. Methods: This study was conducted from 6th August to 3rd September. Data was collected from doctors and nurses and a total of 288 valid questionnaires were obtained. Smart PLS 3.2.8 was used as partial least square (PLS) software to validate the research model. Results: The study determined that medical staff participation had a significant impact on acceptance of medical AI-IDT (β = 0.35, p ≤ 0.001) and acceptance of medical AI-ADT (β = 0.44, p ≤ 0.001). The results also show that AI self-efficacy and AI anxiety have significant mediating effects and speciesism has significant moderating effects among the theoretical model. Conclusions: This study provides insights into ways to explore influence factors of acceptance of AI based on user participation perspective. The results indicate that medical staff participation enhances acceptance of medical AI through the cognitive path (i.e., AI self-efficacy) and the affective path (i.e., AI anxiety). These results have practical implications for how organizations assist the staff to accommodate themselves to AI technology in the future.

Based on the conservation of resources theory, this paper explores the impact and mechanism of work-related use of information and communication technologies after hours (W_ICTs) on workplace cheating behavior. A total of 400 valid questionnaires were collected in this study. The results show that W_ICTs can have a positive effect on workplace cheating behavior. Meanwhile, W_ICTs can decrease the level of emotional exhaustion through enhancing perceived job control of employees, and increase the level of emotional exhaustion by enhancing workplace ostracism. Perceived job control, workplace ostracism and emotional exhaustion play a chain mediating role between W_ICTs and workplace cheating behavior. According to our research, leaders are suggested to select effective communication tools, establish complete rules and regulations, and pay attention to the supplement of employees' psychological resources, so as to reduce the impact of W_ICTs on workplace cheating behavior.