Research on service innovation appears in several research disciplines, with important contributions in marketing, management, and operations research. The purpose of manufacturing enterprise service is to reduce energy consumption. We offer a new account based on an adaptive theory perspective. This paper investigates the relationship among three types of service innovation practices and service innovation performance in manufacturing enterprise. The study further examines environmental uncertainty as a moderator between service innovation practices and service innovation performance. Data collected from 59 manufacturing enterprises in China, and is analyzed and used to validate the article’s theoretical and empirical contributions. The findings reveal that three types of service innovation practices have positive effects on service innovation performance. In addition, the results show that the effect of guide-based service innovation practices on service innovation performance is weakened in manufacturing enterprise when there are higher levels of environmental uncertainty. The effect of project-based service innovation practices on service innovation performance is weakened in manufacturing enterprise when there are higher levels of environmental uncertainty. Based on the results, this study provides implications for service innovation and support roles in fostering and sustaining innovation, which generate sustainable competitive advantage.

PurposeMeaningful feedback at work signals effective performance management. Drawing on a new perspective of the conservation of resources (COR) theory, this paper aims to examine the mediating effect of relational energy in the relationship between supervisor developmental feedback and subordinates' task performance with the moderating role of learning demands.Design/methodology/approachData from 230 supervisor-subordinate dyads were collected at two time points of four enterprises in China.FindingsThe results support the proposed mediation effect that supervisor developmental feedback positively predicts subordinates' task performance via boosting subordinates' relational energy. Furthermore, the results highlighted the moderating role of learning demands in the relationship between supervisor developmental feedback and subordinates' relational energy. The moderated–mediated relationship for subordinates' task performance was also supported.Originality/valueDrawing on COR theory, this paper contributes to a complete understanding of how supervisor developmental feedback may support or build employees' relational energy, facilitating task performance and further exploring learning demands as a boundary condition of this indirect relationship.