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Mirele Cardoso do Bonfim is Professor of Psychology at Salvador University, Brazil, and she is psychologist at Federal Institute of Education, Science and Technology, Bahia (IFBA). She received her master's degree in Organizational Psychology from Federal University of Bahia. Her primary researches have been focused on emotions at work and emotional labor. C.V.: Available at http://lattes.cnpq.br/2452149954749191

Céleste M. Brotheridge is a professor of organizational behaviour with the Départment d'organisation et ressources humaines in the École des sciences de la gestion at the Université du Québec à Montréal. She completed her PhD in organizational behavior and research methods at the University of Manitoba. Dr. Brotheridge publishes and conducts research primarily in the areas of burnout, emotions, and bullying in the workplace. She is the chair of the Organizational Behaviour Division of the Administrative Sciences Association of Canada and a member of the editorial boards of the International Journal of Stress Management and the Journal of Managerial Psychology.

This study explores how the relationship between supervisor's proactivity, job demands and job outcomes is based on dyadic interpersonal interaction based on the literature of the job demands-resources model and conservation of resources theory.

In this work, valid data from 272 participants (241 information technology subordinates and 31 project managers) in professional service firms are used in measurement and structural analyses based on a cross-level research framework. Additionally, the hierarchical linear modeling technique and a cross-sectional dataset were used to evaluate the proposed hypotheses.

The results reveal that supervisor proactivity is a critical resource during the execution of professional service projects and is significantly related to perceptions of job demands on the part of subordinates while positively moderating the relationship between job demands and job satisfaction and job demands organizational commitment.

The answer to the question as to whether extensive use of job resources (i.e. supervisor proactivity) in service projects is beneficial and inconclusive in the current information technology (IT) industry literature. Currently, the IT industry continues to experience rapid growth and is a dynamic sector in the global economy that results in increased demands on supervisors because of the specific characteristics of their positions. Consequently, it is necessary further to examine both the direct and moderating effects of resource crossover driven by supervisor proactivity on subordinate behavior, including job demands, job satisfaction and organizational commitment. Although proactivity is a relatively mature concept, some issues related to the negative effects of proactivity on factors, such as job demands, technostress and addiction, need to be further addressed. However, studies specifically focus on investigating this issue are missing from the literature. The findings of this paper thus address these research gaps by validating the direct and moderating relationships of such factors using the proposed cross-level research model.

Regionalism implying some form of city-region or metropolitan-level planning and governance has long been promoted for multiple reasons albeit with varied success. Experiencing a resurgence in 1990s, regional coordination and cooperation has proven effective in pursuing economic development and bolstering competitiveness. Unfortunately, other voices, such as those promoting regional scale land use planning and management to cultivate more sustainable urban form and settlement patterns became comparatively crowded out. With climate change-related environmental and ecological pressures mounting, the chapter suggests it is time to frame regions as socio-ecological rather than mere socio-economic spaces, thereby placing greater emphasis on ecosystems and ecological land management and a circular, regenerative economy. Using the city-region of Stuttgart (Germany) as exemplar, our contribution initiates an exploration into whether statutory regional planning in combination with various informal tools and a multi-level governance framework allows actors to begin to embed and implement these emerging ecological sustainability concepts.

The complicated social relationship in Chinese culture requires human resource management (HRM) practitioners to be aware of the implications of social network. This paper aims to disclose the relevance between social network structure and employees’ performance.

An empirical research is exploited in this paper. Based on cluster sampling method, the authors collected 336 employees’ socio-demographic characteristic data and social network data by means of face-to-face interviews using the structured questionnaire. In addition, employees’ performance data were obtained from the financial department, to support subsequent correlation analysis, grey relational analysis and OLS regression analysis.

The informal network, rather than the formal network, was observed to contribute more toward employees’ individual performance. We further found that structure centrality has a distinct advantage in delineating an individual’s power and status in the network, success over degree centrality, thus predicting individual performance.

For the management practice of an organization, the present study’s empirical results demonstrate that informal relations have a more decisive influence on individual performance than formal relations. This research also found that the structure centrality, from the perspective of networks’ structure heterogeneity, is valuable in discovering crucial staff in social networks, especially those in informal network associations.

First, the relations between network structure and individual performance have been summarized. Second, the different influences between formal and informal networks on individual performance have been discussed. Third, a new index – structure centrality to recapitulate network structure for developing social network theory – introduced. Finally, this paper is an attempt to explore the associations between social network structure and employees’ performance from the perspective of the whole network.

The real estate industry is known as a late adopter when it comes to changes and innovations. While the industry is slowly evolving, parts of the sector are increasingly being conquered by property-related start-ups, known as “PropTechs”. These companies offer solutions and cutting-edge technologies to increase efficiencies and solve industry-wide problems. However, little is known about these companies' survival. This paper analyses the survival rate of PropTech firms and the determinants.

Based on a sample of 1,052 firms, factors that influence the firms' survival rate are analysed using the Cox Proportional Hazards Model, which is expanded with non-linear splines to capture turning points in the survival.

The authors find that in addition to the size, financing condition plays the most critical role in the success of Prop-Tech firms, including the number of financing rounds and maximum number of investors over lifetime. Moreover, the relationships are non-linear. Founding years and technology focus can also statistically influence the success rate. Companies founded before 2008 focussing on Sustainability Technology, Data and Business Analytics, Real Estate-related FinTech and Visualisation show the highest success rates.

The results are critical for investors interested in PropTechs to understand the success of their investments better. The importance of financing conditions shows that both investors and PropTechs may benefit from better financing processes that provide funds in a timelier manner.

The authors exploit a new and comprehensive data set that includes over 6,000 PropTechs globally. The authors' study fills in the literature gap on the determinants of the survival rate of PropTechs.