Abstract We numerically investigated two-dimensional laminar flow past a circular cylinder near a moving wall for Reynolds numbers ranging from 60–200. The gap-to-diameter ratio (G/D) between the cylinder and wall varied from 0.2–10. We studied the enhancement of the gap-induced asymmetric flow, which leads to the transition of the dominant frequency of the drag coefficient, and its association with vortical development. Harmonic analysis of the drag coefficient was performed to estimate the contributions of ω and 2ω to the periodic fluctuation of the drag coefficient, where ω is the lift force frequency. The first harmonic, which represented the primary characteristics of the pressure coefficient, was significantly more affected by the gap than the second harmonic. We found that the simultaneous combination of the harmonic components acting on the upper and lower sides of the cylinder determined the dominant frequency of the gap-induced asymmetric flow. Typical features of a gap-induced asymmetric flow are shown in the instantaneous trace of the pressure fluctuation. This revealed that the negative pressure fluctuations induced by the gap effect on the lower side were stronger than those on the upper side. This leads to a shift in the position of the zero first harmonic amplitude, ultimately resulting in a phase difference between the two sides. Finally, the dominant frequency transition of the drag coefficient occurred at smaller gaps as the Reynolds number increased.

Purpose With the emergence of a variety of communication channels on social media, employees have more opportunities to engage with external stakeholders for or against their organizational brand. In such a context, focusing on negative word-of-mouth (NWOM) as an employee’s negative discretionary brand-oriented behavior, the current study aimed to identify negative emotions that can serve as drivers for NWOM more strongly than for counterproductive workplace behavior (CWB), relying on the discrete emotion perspective. This study also aimed to examine whether employees’ perceived brand knowledge can directly diminish employees’ NWOM and CWB and attenuate the influence of negative emotions. Design/methodology/approach A questionnaire was used to gather relevant data, which were analyzed by structural equation modeling. Findings The findings showed that anger was more strongly associated with employees’ NWOM than withdrawal and that envy was more strongly associated with CWB toward individuals than employees’ NWOM. Employees’ perceived brand knowledge was negatively associated with both NWOM and CWB directly and mitigated the association of negative emotions such as anger and envy with CWB, but not with NWOM. Originality/value Based on the discrete emotion perspective, the current study explored the relative magnitude of emotional antecedents for employees’ NWOM and conventional CWB. Also, it expanded the previous findings on the positive effects of perceived brand knowledge on the positive outcomes of employees’ actions and its mitigating effects on NWOM and CWB.