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1 – 10 of 267
Article
Publication date: 14 June 2015

Yue Hong, Dongxiao Niu, Bowen Xiao and Lingnan Wu

Technology innovation capability is a main driver in improving a country’s industrial competitiveness. Development prospects and development speed are strongly dependent…

Abstract

Technology innovation capability is a main driver in improving a country’s industrial competitiveness. Development prospects and development speed are strongly dependent on industry innovation capability. Therefore, how to effectively and correctly evaluate the innovation capability of industry is of great importance. On the basis of previous research, this paper establishes an index system for evaluating the technology innovation capability of China’s high-tech industries. The index is characterized by the objective evaluation of objects with measurable indexes. The fuzzy Borda method uses precise digital methods to handle fuzzy evaluation objects; therefore, more scientific and pragmatic quantitative criteria are obtained with qualitative and quantitative evaluation results. This paper is the first attempt to apply the fuzzy Borda combination method to high-tech industry innovation capability evaluation. We establish a fuzzy Borda combination model based on four kinds of single evaluation models. By making a combination evaluation, the disadvantages of a single evaluation method are avoided. In the end, based on the fuzzy Borda combination evaluation model, the real technology innovation data of 2013 is analyzed and the innovation capability of individual industry is ranked, which will provide useful guidance for decision-making administrators.

Details

International Journal of Innovation Science, vol. 7 no. 3
Type: Research Article
ISSN: 1757-2223

Article
Publication date: 16 February 2022

Qijie Xiao and Fang Lee Cooke

This study extends extant literature by establishing an integrative framework connecting different forms of HRM attributions (internal HRM well-being attributions and…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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).

Practical implications

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.

Originality/value

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.

Details

Employee Relations: The International Journal, vol. 44 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 3 September 2019

Jiaqi Yan, Jinlian Luo, Jianfeng Jia and Jing Zhong

The purpose of this paper is to explore the mechanisms by which high-commitment organization is associated with employees’ job performance through the perspective of…

1191

Abstract

Purpose

The purpose of this paper is to explore the mechanisms by which high-commitment organization is associated with employees’ job performance through the perspective of taking charge and the perceived strength of the human resource management (HRM) system.

Design/methodology/approach

Based on conservation of resources (COR) theory, the authors used two-wave survey data from 200 supervisor-subordinates pairs in China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect.

Findings

The authors found that perceived high-commitment organization and perceived strength of the HRM system interact in predicting employees’ taking charge behavior, such that perceived high-commitment organization is more positively associated with taking charge when the perceived strength of the HRM system is high rather than low. In addition, taking charge mediates the relationship between interactive effects of perceived high-commitment organization and the perceived strength of the HRM system on employees’ job performance.

Originality/value

This study extended the high-commitment organization from the perspective of individual perception based on the COR theory and regard perceived high-commitment organization as an organizational resource.

Details

International Journal of Manpower, vol. 40 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 10 March 2018

Gladys Lee and Xinning Xiao

Whistleblowers have been credited for uncovering financial scandals in companies globally, including Enron, Olympus Corporation, and WorldCom. Despite increasing support…

Abstract

Whistleblowers have been credited for uncovering financial scandals in companies globally, including Enron, Olympus Corporation, and WorldCom. Despite increasing support and incentives for whistleblowing, there generally remains reluctance to blow the whistle. Thus, the purpose of this study is to review: (1) the determinants of internal and external whistleblowing on accounting-related misconduct, (2) U.S. whistleblowing legislation on accounting-related misconduct and related research, and (3) the effects of whistleblowing on firms and whistleblowers. Within each area, suggestions for future research are offered.

Details

Journal of Accounting Literature, vol. 41 no. 1
Type: Research Article
ISSN: 0737-4607

Keywords

Book part
Publication date: 4 October 2022

Dishi Hu and In-Sue Oh

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR

Abstract

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Article
Publication date: 22 August 2022

Bashir Tijani, Xiao-Hua Jin and Robert Osei-Kyei

Architectural, engineering and construction (AEC) project organizations are under constant pressure to improve the mental health of project management practitioners (PMPs…

Abstract

Purpose

Architectural, engineering and construction (AEC) project organizations are under constant pressure to improve the mental health of project management practitioners (PMPs) due to complexity and dynamism involved in project management practices. Drawing on institutional theory, this research explores how external environmental factors, political factors, economic factors, social factors, technological factors, environmental factors and legal factors (PESTEL), influence mental health management indicators that contribute to positive mental health.

Design/methodology/approach

Purposive sampling method was used to collect survey data from 82 PMPs in 60 AEC firms in Australia. Structural equation modelling was used to test the hypotheses based on 82 items of data collected from PMPs.

Findings

Overall, this study revealed interesting findings on the impact of external environmental factors on mental health. The hypothesized positive association between political factors and mental health management indicators was rejected. The data supported the proposed hypothetical correlation between economic factors and mental health management indicators and the influence of social factors on mental health management indicators. Moreover, a hypothetical relationship between technological factors and mental health management indicators was supported. The significant positive impact of environmental factors on mental health management indicators proposed was supported, and legal factors’ positive correlation on mental health management indicators was also supported.

Originality/value

Despite the limitations, the present findings suggest that all the external environment factors except political factors shape mental health management outcomes.

Details

Smart and Sustainable Built Environment, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-6099

Keywords

Book part
Publication date: 7 December 2016

Abstract

Details

The World Meets Asian Tourists
Type: Book
ISBN: 978-1-78560-219-1

Article
Publication date: 14 June 2022

Seomgyun Lee and Taeyeon Oh

The current study examines (1) the relationships among the crisis response, trust and negative behavioral intentions (i.e. avoidance and revenge), (2) the mediation role…

Abstract

Purpose

The current study examines (1) the relationships among the crisis response, trust and negative behavioral intentions (i.e. avoidance and revenge), (2) the mediation role of trust in the crisis communication of sports organization and (3) the moderation effect of team identification between the crisis response and trust.

Design/methodology/approach

A questionnaire was used to collect data from 324 Major League Baseball (MLB) fans who met specific criteria (i.e. background information; knowing about the Houston Astros sign-stealing scandal and how the team responded to it). Confirmatory factor analysis and structural equation modeling were employed to test the proposed hypotheses.

Findings

The findings showed that perceived adequacy of the crisis response positively influenced sports fans' perceived trust. This trust was negatively associated with revenge and avoidance intentions. The mediation effect of trust was also found in the relationship between the crisis response and both avoidance and revenge intentions. Regarding the interaction effect of team identification, however, the relationship between the crisis response and trust was not moderated by team identification levels.

Originality/value

The present study contributes to a comprehensive understanding of crisis communication in sports fans' perceptions and behavioral intentions. It illuminates a psychological process through which perceived adequacy of crisis response reduces negative behavioral intentions through trust.

Details

International Journal of Sports Marketing and Sponsorship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1464-6668

Keywords

Article
Publication date: 17 May 2022

Mingchuan Yu, Qianying Jiao, Greg G. Wang and Yuan Liu

To reconcile the mixed findings on commitment-oriented human resource management (HRM) on employee job performance, this study tests whether commitment-oriented HRM has a…

Abstract

Purpose

To reconcile the mixed findings on commitment-oriented human resource management (HRM) on employee job performance, this study tests whether commitment-oriented HRM has a threshold effect on employee job performance and when this threshold effect matters. The authors further tested the role of employees' age in the relationships.

Design/methodology/approach

The authors conducted a survey and collected data from 601 employees in 32 firms in China, and used a multilevel approach to test the hypothesis.

Findings

The results showed that the association between commitment-oriented HRM and employee job performance was J-shaped, meaning that commitment-oriented HRM was positively related to job performance when the degree of commitment-oriented HRM exceeded a threshold. Moreover, the authors found that employee age moderated this J-shape relationship. Specifically, the curvilinear relationship between development commitment-oriented HRM and job performance was stronger in younger employees. Contrary to our prediction, the results showed that younger employees reacted more strongly to improve job performance than older employees when maintenance commitment-oriented HRM exceeded a moderate degree.

Originality/value

The findings on the J-shape effect and moderating role of employee age on the J-shape provided critical insights into understanding the mixed results of the effect of HRM. Additionally, this study provided new insight in the linkage between HRM practices and employee outcomes.

Details

Employee Relations: The International Journal, vol. 44 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 4 August 2021

Nadia Smaili and Paulina Arroyo

The purpose of this paper is to investigate whether a change of corporate governance occurs after financial crimes in Canada revealed through external whistleblowing.

Abstract

Purpose

The purpose of this paper is to investigate whether a change of corporate governance occurs after financial crimes in Canada revealed through external whistleblowing.

Design/methodology/approach

Based on the methodology of Smaili and Arroyo (2019), the authors implement a qualitative research framework to examine 11 alleged Canadian corporate financial statement fraud cases publicly exposed during the 1995–2012 period.

Findings

The analysis suggests that firms had a weak traditional corporate governance mechanism before the external whistleblowing occurred. In almost every case, the chief executive officer (CEO) was also the chair of the board of directors. Although the reports by Dey and Saucier recommend that independent directors make up at least 75% of Canadian boards, we note that the percentage of independent directors was under 70% in six cases. Moreover, only two firms had a whistleblowing policy in place, and seven firms had a major shareholder. Regarding the consequences for corporate governance after whistleblowing, the analysis shows that the companies that survived the whistleblowing had enhanced their internal corporate governance by the third year after the whistleblowing. In fact, at all the surviving companies, the CEO was no longer the chair, and the percentage of independent directors had increased to 80%. However, for those survival companies that did not have a whistleblowing policy before the event, the situation did not change quickly, and they only implemented a policy after the enforcement of the new regulation in the year 2003.

Originality/value

This paper adds new insights to the research on financial crime by investigating the relation between corporate governance and whistleblowing.

Details

Journal of Financial Crime, vol. 29 no. 3
Type: Research Article
ISSN: 1359-0790

Keywords

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