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The purpose of this paper is to examine how different cognitive style groups use electronic journals via mobile devices, with an emphasis on the use of search mechanisms, the approaches to judge the relevance and to refine the results, the use of horizontal screens, and on the influence of negative emotions.

Participants’ cognitive styles were identified as Holists and Serialists with Ford's Study Preference Questionnaire. The behaviour of the participants interacting with the ScienceDirect was observed and was analysed with both traditional statistics and data mining.

Holists prefer to use multiple searches when undertaking the Expert Search only, which is a complex search mechanism. Conversely, Serialists have a tendency to use multiple searches, irrespective of the complexity of search mechanisms. Additionally, the Expert Search may be helpful for Serialists while the Basic Search seems beneficial to Holists. Regarding the judgement of relevance, Holists tend to use a variety of approaches while Serialists prefer to use a single approach. In general, the major results of this study confirm those of Vilar and Žumer (2008).

The novelty of this study covers two aspects. One is to examine the behaviour of Holists and Serialists in the mobile context of electronic journals and the other is to analyse data with an integrative approach that combines both traditional statistics and data mining. The former contributes to the understandings of how to design mobile electronic journals that can accommodate the needs of different cognitive style groups. The latter can not only strengthen the reliability of the results obtained from traditional statistics, but also discover findings neglected by traditional statistics.

The purpose of this study is to create a value variation measurement model to define the relationship among various roles in resource management within a service system; and divide value creation into two states (i.e. cocreation and codestruction) and use them as crucial indicators for value variation by adopting the service-dominant logic and using the Markov switching model.

This study proposed that variations in value are similar to changes in economy because both are abstract, indefinable and not easy to identify. Therefore, this study used the Markov switching model to define the state of value through value cocreation and codestruction; analyze value variations in a service system; and provide a numerical evaluation method by using the concept of probability to depict state transitions. In addition, open data from the Kaohsiung City Government’s 1999 call center were collected to address the aforementioned research objectives. The 1999 call center (service provider) offers citizens (customers) efficient consultant services to help them solve problems regarding the city government’s affairs or policies. Thus, this call center can be considered a complex service system.

This study revealed that the call center can utilize the analysis results of the Markov switching model on answer rates to predict service quality patterns. In addition, most first call resolution rates occurred under State 1 (value cocreation). To address problems caused by accidental or rare events, the call center should formulate policies to increase people and technical resources and improve service system effectiveness.

Enterprises currently focus on catering to customers’ needs and offering services through comprehensive service procedures to sustainably generate multiple values for customers, helping them to create values. Previous studies have mostly focused on analyzing the values of a service system and have failed to extensively explore actual value variations. Thus, the value variation measurement model proposed in the present study was able to analyze value variations of a set of call center data and illustrate value variations by using state transitions.

The purpose of this paper is to investigate the extent to which societal culture has a moderating effect on the business benefits of corporate social responsibility (CSR).

A cross-national research design was conducted using survey data collected from 164 firms in Taiwan and 196 firms in Canada.

We found societal differences in the positive influence of CSR on corporate image and employee commitment. Specifically, we found that the relationships between CSR (customer-oriented and employee-oriented) and corporate image were stronger for Taiwanese firms than for Canadian firms. In addition, employee CSR was found to be more strongly associated with higher employee commitment in Taiwan than in Canada. While customer CSR was associated with enhanced customer loyalty, this relationship was similar for firms in both countries.

Multi-informants for data collection and longitudinal research design in future research would be required for further understanding of the relationships among the variables in this study.

This paper suggests that the business benefits of customer and employee CSR practices may yield relatively greater competitive advantages in East Asian countries where CSR is not as established or taken for granted as in Western countries.

This study draws on the strategic perspective to investigate the value of CSR practices yielding different business benefits in contrasting cultural contexts.

The study investigates the moderating effect of individual human capital in the relationship between job satisfaction and turnover intention. In addition, the moderating effect of abusive supervision on moderation by individual human capital was considered.

This study used cross-sectional, self-reported data from 133 human resource specialists and their supervisors, who responded to a matching dyad survey.

The study found that human capital moderated the negative effects of job satisfaction on turnover intention. The results also verified the moderated moderating effect of abusive supervision on the interaction effect of human capital and job satisfaction on turnover intention. More specifically, the moderating effect of human capital on the relationship between job satisfaction and turnover intention was more pronounced when employees perceived high levels of abusive supervision.

The study developed a moderated moderation model to understand the risk of human capital and abusive supervision for an organization and provided a new perspective indicating that job satisfaction is a key determinant in retaining low-human capital employees but not high-human capital employees. Accordingly, companies may strategically choose to employ suitable employees, rather than star employees. In addition, talent management should focus beyond reward/compensation and prevent negative leadership behaviors.

In this paper, the international progress of Nationally Appropriate Mitigation Actions (NAMAs), Intended Nationally Determined Contributions (INDCs), and Nationally Determined Contributions (NDCs) under the United Nations Framework Convention on Climate Change are reviewed. The content of Taiwan’s NAMAs and INDCs are also investigated, especially with reference to actions for the electricity sector. To better understand the greenhouse gas (GHG) reduction contribution from the electricity sector, this paper aims to examine challenges and solutions for implementing a carbon trading mechanism in Taiwan’s monopolistic electricity market under the newly passed Greenhouse Gases Emissions Reduction and Management Act (GHG ERMA).

Carbon reduction strategies for the electricity sector are discussed by examining and explaining Taiwan’s official documents and the law of GHG ERMA.

This study finds that market mechanisms should be utilized to allocate appropriate costs and incentives for GHG reductions to transform Taiwan into a low-carbon society.

This study identifies strategies for the electricity sector to reduce GHG emissions, especially the operation of a carbon-trading scheme under a non-liberalized electricity market.