I examined the relationships among psychological safety, employee voice, and work engagement. Based on a literature review, I hypothesized that psychological safety would directly affect employees' engagement at work, and indirectly affect work engagement via employee voice. A validated survey was used to collect data from 153 employees of a large manufacturing company in China. The results of structural equation modeling offered support for the full mediating role of employee voice in the psychological safety–work engagement relationship. Employees who perceived psychological safety were more likely to exhibit voice behavior; employee voice, in turn, promoted work engagement. These findings extend prior research and shed light on how employees' psychological safety affects their work engagement. Discussion and implications of the results are presented.

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Purpose The research mainly aims at the hotspot of inventory management by knowledge mapping and provides a visualization reference in this research field. Design/methodology/approach First, inventory management journals during 1986 to 2017 were selected as the research object and text formatting in the Web of Science (WOS) database is exported. Then inventory management knowledge mapping is done and clustering keywords are extracted by using CiteSpace and VOSviewer software. Based on co-word analysis, the three special clusters are exported: inventory optimization strategy, inventory pricing and inventory technology. Besides, the clustering structure and time evolution are analysed. Finally, bibliographic item co-occurrence matrix builder (BICOMB) was used to extract the “journal” and “researchers” keywords in the inventory management research fields. Setting three parameters such as the cited half-life, centrality, frequency and keywords for data mining, it can infer the trend keywords of future research. Findings Results showed that inventory management research has been abundant in literature over the past 30 years and has experienced a change from focusing on inventory optimization strategy to inventory pricing and inventory technology in process. It shows that inventory management research focused on the classic topics and includes economic order quantity, dynamic pricing, design and technology, and the new topics include channel coordination, hierarchical price and simulation. Research limitations/implications Based on knowledge mapping, this study is still relatively macro and cannot cover all areas of inventory management. This study only investigated the state of correlational research in WOS and Google Trends and not additional databases. Originality/value The current research mainly builds on knowledge mapping for the research hotspot of inventory management and provides visual references for future research in this field.

Although the effect of psychological safety on employee creativity is well documented, the mechanisms that explain that effect remain unclear. This study extends previous research by examining the direct link between psychological safety and employee creativity, and testing the mediating effect of work engagement in this relationship in a Chinese context. We chose 231 participants employed by 4 banking companies located in China to complete a series of self-report questionnaires. Structural equation modeling was used to evaluate the mediation model. The results reveal that psychological safety was a significant antecedent of employee creativity and that work engagement fully mediated the influence of psychological safety on employee creativity. These findings shed light on how psychological safety influences employee creativity. Implications for theory and practice are discussed.

We investigated the relationship between employees' strengths use and innovation through the mediator of their work engagement. A validated questionnaire was used to collect data from 158 employees at 3 companies in China. Structural equation modeling results show that work engagement partially mediated the relationship between employee strengths use and innovation. In addition, employee strengths use increased their innovation and made them more engaged in their work, and employees' work engagement, in turn, promoted their innovative behavior. These findings suggest that strengths use alone does not enhance employee innovation: Work engagement is also important. Directions for future research are discussed.