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The purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.

Survey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.

This study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.

Findings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.

This research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

Most prior studies treated human resource management (HRM) strength as a whole, while neglecting the dynamic interactions between distinct components (consensus, consistency and distinctiveness). The authors lack a deep understanding of how different components operate together to influence burnout. To address these gaps, this study aims to adopt signaling theory to investigate the interactions among different components and their impacts on employee burnout.

The authors collected time-lagged data from 231 full-time employees in manufacturing firms in Suzhou, China. The authors used the PROCESS Model 6 and hierarchical multiple regression to analyze the data.

This study found that HRM system consensus and consistency mitigate employee burnout, whereas HRM distinctiveness is not significantly related to burnout. Furthermore, the authors revealed that HRM system consistency (rather than distinctiveness) mediated the relationship between consensus and burnout. Moreover, the authors found the sequential mediating effects of HRM system distinctiveness and consistency on the association between consensus and burnout.

Considering that employees’ well-being problems may be debilitating and overwhelming during the COVID-19 pandemic, it is particularly ethical and timely for managers to direct attention to the role of HRM system strength in addressing employee burnout.

This study advances the HRM system literature by teasing out the interactions between the three pivotal components of HRM strength. Our study is among the first to empirically investigate the internal relationships between the meta-features of the HRM system and employee burnout. In doing so, the authors develop a more nuanced understanding of the collective nature of a strong HRM system that conveys a shared message about HRM to promote well-being.

The purpose of this paper is to investigate the influence of firm training on the job performance of mainly semi-skilled manufacturing employees in the context of changes required to ensure the competitiveness of contemporary Chinese manufacturing.

Data were collected using a survey with time-lagged method and from multiple sources. The sample included 348 supervisor-subordinate dyads from two Chinese manufacturing firms. PROCESS macro tool (Hayes) was used to test the mediating role of work engagement and the moderating role of HRM strength in the training-performance relationship.

Work engagement mediates the relationship between training and in-role task performance, while the relationships between work engagement and both task performance and organizational citizenship behavior are moderated by HRM strength.

Based on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research on the training-performance relationship that more closely considers antecedents and the organizations’ internal and external contexts.

Managers should pay close attention to the context and process of training and learning from the employees’ perspective. In addition, a strong HRM system will improve the benefits of training on employee performance.

This study provides theoretical explanations on the mechanisms linking training and employee performance based on the ability-motivation-opportunity framework.

This study extends extant literature by establishing an integrative framework connecting different forms of HRM attributions (internal HRM well-being attributions and exploiting attributions, and external Labor Law attributions) and a specific single meta-feature of HRM system strength (consistency) to employee well-being.

In total, 279 paired and valid responses from eight manufacturing firms located in three cities in China were analyzed in this two-wave study. PROCESS macro tool was used to examine the mediating role of thriving at work and the moderating role of HRM system consistency in the relationship between HRM attributions and thriving at work.

Thriving at work mediated the relationship between internal HRM exploiting attributions, external Labor Law attributions and employee well-being. On the other hand, internal HRM well-being attributions did not indirectly influence employee well-being through thriving at work. HRM system consistency moderates the association between internal HRM attributions (rather than external Labor Law attributions) and thriving at work.

This research is only concerned with a particular form of external attributions in one country. In fact, there is a wide range of other external HRM attributions (e.g. organizational intention to imitate their competitors in today’s global economy).

Managers should understand that managing the well-being of the workforce is an important part of HRM for responsible organizations and make efforts to improve employees’ affective-motivational states.

The authors offer insights into HRM attributions research by differentiating internal attributions from external Labor Law attributions based on their disparate implications for employee well-being.

Scholars have adopted different theoretical perspectives to explain the influence of HR practice on employee outcomes. However, few studies have investigated the role of human resource (HR) practice in fostering higher in-role and extra-role employee performance by encouraging employee participation in job design, a process referred to as job crafting. Drawing on human resource management (HRM) process theory and the job crafting literature, this study aims to examine how work engagement and job crafting mediate the relationship between employee perceptions of HR practice and employee performance.

The authors use survey on a sample of 455 employees working in five Chinese manufacturing firms to test their theoretical model.

This study finds that where management maintains a strong HR system, employees are more likely to be engaged in their work and participate in job crafting. In addition, job crafting on its own, and work engagement and job crafting together, are shown to mediate the HRM–performance relationship.

In a Chinese context, line managers (including supervisors) are both important implementers of HR policy and vary in their adoption of particular roles. Yet our research did not consider the role of these persons in facilitating work engagement or job crafting. Future studies could usefully explore how these managers vary in their attitudes towards job crafting and the roles they play in encouraging this important activity.

One important implication is that strong HR system with distinctive, consistent and consensus HR practices should be used by managers to motivate employees to encourage work engagement and job crafting behaviours.

This study enriches the theoretical framework to explain the underlying mechanism between HRM and employee performance from job crafting perspective.

This study aims to examine the dimensions of technological innovation capability (TIC) and associated factors from the perspectives of sustainability.

The authors have systematically reviewed publications by synthesizing and comparing the findings and arguments from previous studies.

The study locates a wide-ranging advance of sustainable TIC as a construct by demonstrating the leading dimensions and key factors interrelated to the sustainable TIC. The foremost IC that has been addressed includes process, product, marketing, R&D and knowledge ICs.

Future research should test the extent of the contribution of TIC in intensifying the determining factors toward enhancing performance and sustainability. Besides, the undermined external aspects such as social responsibility and the natural environment should be addressed by future researchers to develop a comprehensive sustainable TIC.

This study reviews the various researches in the subject matter of sustainable TIC to show the developments as well as to provide comprehensive understandings in the subject.

This paper aims to explore the physical attractiveness stereotype in service encounters. Specifically, this paper examines how physical attractiveness affects a customer’s response and whether a customer’s social interaction anxiety and the consumption situation moderate this relationship.

Three experiments were used to test hypotheses. Participants were subject to scenarios of varying levels of physical attractiveness (more vs less), social interaction anxiety (high vs low) and consumption situation (private vs public). Customer participation intention and citizenship behavior were measured along scales.

The results indicate that the physical attractiveness of service providers positively affects customer citizenship behavior, and customer participation intention mediates this relationship. However, the effect only exists for a customer with low social interaction anxiety or presents itself under public consumption conditions.

This work paints a more nuanced picture of missing links in the understanding of the influence of service providers’ physical attractiveness. It enriches the physical attractiveness stereotype literature by identifying the mediating role of customer participation intention while bounding the relationship within conditions related to a customer’s social interaction anxiety and the service consumption situation.

Management may alter the performance of service employees by considering the employee’s physical attractiveness and gauging customer social interaction anxiety while keeping in mind the consumption situation.

This study advances physical attractiveness stereotype research by examining its effect on customer participation intention and citizenship behavior in the service industry. Additionally, this study adds customer social interaction anxiety and consumption situation to the existing literature that addresses employee factors affecting customer behavior.

In recent years, Corporate Social Responsibility (CSR) has emerged as a prominent endeavour in numerous enterprises and organizations. The purpose of this article is to investigate the theoretical aspects of CSR's commercial significance, as well as to identify and analyse CSR practices during COVID-19 in Bangladesh and Singapore. Government funding alone may not be sufficient to offset any adversity's economic and other consequences. Hence, CSR has evolved. This article examines what role CSR played during the difficult COVID-19 pandemic in two countries. The private sector made significant contributions through CSR to healthcare infrastructure and mitigating the economic burden of COVID-19 in both countries.

The more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of discretionary HR practices in promoting employee well-being as well as mechanisms underlying this effect.

The participants for the study came from retail shops of a large information technology company in Ho Chi Minh City, Vietnam. The data set collected from these participants was analyzed through multilevel structural equation modeling and bootstrapping methods.

The results of this study provided empirical support for the relationships between discretionary HR practices and the psychological, physical and social dimensions of employee well-being. Job crafting was found to serve as a mediator for these relationships. Abusive supervision played a role in attenuating the effects of discretionary HR practices on the dimensions of employee well-being as well as job crafting.

This inquiry extends the research stream on the HRM-employee well-being relationship by examining the predictive role of discretionary HR practices.

The paper aims to examine the rounding phenomenon in reported earnings and revenues of Japanese publicly listed firms to achieve key reference points. The paper also examines the changes of rounding behavior among Japanese publicly listed firms around the asset bubble burst in 1990.

To test the null hypothesis of no managerial effort to round earnings and revenues, the paper compared the observed frequency of each number in the second place of earnings and revenues numbers to the expected occurrences of the number as predicted by Benford's law.

The paper finds that rounding manipulation is prevalent in the reporting of both earnings and revenues among the firms. The paper also documents that rounding manipulation is more severe in reported earnings than that in reported revenues. The paper finds constant rounding manipulation behavior in reported earnings upon the asset bubble bursting in 1990; however, the magnitude of rounding manipulation in reported revenues decreases significantly after the bubble burst. This finding supports the argument that Japanese firms tend to focus more on short-term performance in the post-bubble era.

This paper is the first study to focus on rounding behavior in reported revenues of Japanese firms. As important as the earnings are on firms' valuation and contractual measures, revenues deserve intensive awareness in the financial studies. The study also explores the changes of Japanese managers' rounding manipulation behavior since the asset bubble burst in 1990. Documentation of the structural changes in the lost decades in Japan can provide valuable lessons for other countries in similar situations.