Using social exchange theory and social learning theory, we examined the influence of ethical leadership on employee creativity through the mediation of knowledge sharing and self-efficacy. We tested our hypotheses with a sample of 309 employees and their supervisors from 4 Chinese companies, using a multiple mediation model. The results showed that ethical leadership was positively related to employee creativity and that this relationship was mediated by knowledge sharing and self-efficacy.

Purpose -The purpose of this paper is to examine generational differences in attitudes toward careers in China. Generational differences are quite apparent in Chinese society. People who were born in the 1960s experienced the Cultural Revolution in their childhood. Those born in the 1970s witnessed the dramatic and profound social changes after China's open-door policy was enforced. The generation born in the 1980s is believed to be the spoiled generation that highly values materialism and self-realization, due to being the only child in the family as a result of the "One Child" policy. Design/methodology/approach -The authors surveyed Chinese people between 20 and 50 years old about their career attitudes to explore six hypotheses based on predicted patterns of generational change.Findings -The paper found more differences in desired attributes of their manager than in their perception of themselves. Some career attitudes and abilities vary across the three generations but, given the historical and common assumptions of generational change, extensive differences were not found.Research limitations/implications: -The authors' sample of 277 can only provide general insights into Chinese attitudes, given the size and diversity of the Chinese population. The study hopes to spur further research into generational differences in China and elsewhere. Practical implications -The paper provides insight into how the generational groups in China currently in the workforce think about their careers. Generational clashes in the workplace are also discussed. Originality/value -No previous projects directly use the studies method or concepts in China. It builds on past work examining work values and career attitudes in China to contribute insights into generational differences within China.

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Goal setting and competition are two motivation techniques that are thought to have similar effects on goal variables and performance. This study tests the proposition that assigned goals and competition are similar in their effect. The effects of intergroup competition and assigned group goals on a group's efficacy, goals, productivity, and inefficiency were tested, using 351 undergraduate business students in 117 production work groups, in a 2 x 2 design. Intergroup competition increased the groups'efficacy, goals, and productivity and decreased inefficiency. Assigned goals increased group productivity. Results do not provide initial support for the proposition that assigned goals and competition have similar effects. Researchers and practitioners should be aware of the potential confounding effects of competition on the goal-setting process and goal-setting interventions.