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Purpose – This paper aims to investigate the performance of Jiangsu Province industrial technology innovation strategy alliance. Design/methodology/approach – Through a preliminary investigation of 30 Jiangsu industrial technology innovation strategic alliances, this paper analyzed the status and extracted 18 alliances to conduct an in-depth investigation. By grey evaluation method based on center-point triangular whitenization weight function, the paper classified and analyzed alliances. Findings – The results show that university or research institutions-oriented alliance perform better, but the government/enterprise-oriented alliance perform diverse, and majority is rated “general”. Originality/value – The paper succeeds in clustering analysis to Jiangsu Province industrial technology innovation strategy alliance with insufficient data. And according to the result of clustering, it analyzes the causes, which provide value information for the sustainable development of Jiangsu Province industrial technology innovation strategy alliance.

PurposeThe purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the social dynamics of state paranoia theory, the study examines the relationship between narcissistic supervision and employees' change-oriented OCBs, and explores how this relationship is mediated by psychological safety and affective organizational commitment.Design/methodology/approachUsing data collected from a sample of 183 employee–leader dyads from a technology company in China, the study examines the mediating effects of psychological safety and affective organizational commitment on the relationship between narcissistic supervision and employees' change-oriented OCBs. Structural equation modeling is used to analyze the data.FindingsThe results indicate that narcissistic supervision has a negative effect on psychological safety and affective organizational commitment; psychological safety mediates the relationship between narcissistic supervision and affective organizational commitment; and affective organizational commitment mediates the relationship between psychological safety and employees' change-oriented OCBs. The results also show that the negative effect of narcissistic supervision on employees' change-oriented OCBs is mediated by psychological safety and subsequently affective organizational commitment.Originality/valueThis study contributes to the literature by linking narcissistic supervision and employees' change-oriented OCBs and suggesting that psychological safety and affective organizational commitment are two critical mediators of this relationship. This study not only advances research on the “dark side” of narcissistic supervision, but also sheds light on the underlying mechanism of narcissistic supervision and employees' change-oriented OCBs from the psychological and emotional perspectives.

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