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This paper aims to explore the relationship of various financial and non‐financial factors to corporate value and how these factors can be used for the purpose of firm valuation. The focus is placed on a developing high‐tech industry.

The authors collect and compare data from companies within the time window of 1997 through 2010. The techniques of stepwise regression and back‐propagation neural network (BPNN) are applied to analyze this data, where the variables of operating profit margin, ROE, ROA, net income ratio, Tobin's Q and stock price are chosen to indicate firm value.

Each firm value variable appears to have a different set of estimator variables consisting of financial and non‐financial factors. The estimator variable in the set that has a high influence relative to the others tends to be financial factor. However, certain non‐financial factors appear to be considered as an estimator variable for different firm value variables more often than financial factors such as employee productivity, wealth created per employee, revenue growth rate, management expense per employee, R&D expense to management expense ratio, and R&D expenditure to total assets ratio. Further, the incorporation of BPNN shows an improvement of the result of the regression method in terms of overall estimation error, especially for operating profit margin.

The authors' investigation highlights the importance of the use of non‐financial factors for firm valuation in developing biotech industries. The result can be helpful for investors who seek to examine information variables and indicators for the opportunity presented by the above industries. In addition, the significant estimation improvement by incorporating the BNPP method into the commonly used regression method suggests the beneficial use of BPNN in refining the traditional methods in the field.

This paper aims to explore the relationships between emotional intelligence (EI), conflict management styles and job performance in a Chinese cultural context.

The present paper uses a cross-sectional research design. Paper-based questionnaires were distributed to employees working in the R & D department of a science and technology institute in Taiwan. In total, 300 questionnaires were distributed and 248 valid questionnaires were analyzed, with a return rate of 81.4 per cent.

The results show that EI has a positive impact on job performance. Furthermore, agreeable conflict style positively moderated between EI and job performance, whereas active conflict style has negative moderating effect.

Due to the research design, sample and data collection method, the research results may lack representativeness. Therefore, researchers are encouraged to use a different approach in the future.

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policy on recruitment, selection and training.

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policies on recruitment, selection and training.

The purpose of this paper is to explore the relationship among emotional intelligence (EI), perceived transformational leadership (TFL) and work performance.

Data were collected from a military-based research and development institution. In all, 202 copies of questionnaires were returned, resulting a 67.3 percent return rate. Confirmatory factor analysis was used to test this theoretical model.

The data indicated that EI had a positive relationship with work performance; meanwhile, perceived leader’s TFL positively moderated the relationship between subordinate’s EI and work performance.

First, this study increased the understanding of the relationship of EI and work performance in a non-western culture context and therefore confirming the benefit of EI on a positive work psychology. Also, the findings helped the researchers to understand how situational factors, such as leadership, interact with individual factors, such as EI, to produce a positive impact on work output.

Unlike previous studies connecting leaders’ EI with their leadership behaviors and subsequent effect on work outcomes, the present study looked into the moderating role of leader’s TFL on the relationship between subordinate’s EI and work performance.

Samantha K. Baard holds a University Distinguished Fellowship in Michigan State University's Ph.D. program in organizational psychology. Her research interests include individual and team adaptability, leadership, motivation, cross-cultural differences, and stress. She is also examining, from a statistical and methodological perspective, the dynamic processes of motivation, feedback, and performance. As a University Scholar at George Mason University, she investigated the interactive effects of leadership and motivation on individual performance. She spent three years working as a research fellow at the Consortium of Research Fellows Program where she worked with the U. S. Army Research Institute for the Behavioral and Social Sciences studying team effectiveness, cross-cultural competence, leadership, and motivation. She has served as a guest lecturer at several colleges, and has presented her research at the Society for Industrial and Organizational Psychology's Annual Conference.

The purpose of this paper is to explore the black box between high-performance work systems (HPWS) and innovation performance in small- and medium-sized enterprises (SMEs). Through application of the ability, motivation and opportunity (AMO) framework, the study examines the mediating roles of innovation-specific ability, motivation and voice behaviors between HPWS and SMEs’ innovation performance.

The hypotheses are tested on data collected through a self-administered questionnaire from 237 SMEs in Pakistan.

Findings indicate that human capital, motivation and employee voice fully mediate the relationship between HPWS and innovation performance in SMEs.

The cross-sectional research design and self-reported measures warrant caution for the interpretation of findings. Future research may consider a longitudinal research design and objective measures.

SMEs need to invest in the adoption and implementation of HPWS that will develop innovation-specific abilities, motivation and voice behaviors simultaneously among employees that will lead to higher innovation performance.

This is the first study of its kind utilizing an AMO framework to investigate the underlying mechanism through which HPWS affect innovation performance in SMEs.