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This study explores the relationship among relationship-selling, celebrity attachment and customer engagement.

Hypotheses were tested, using structural equation modeling on survey responses of 321 participants.

This study determines the connection between relationship-selling factors and customer engagement using the stimulus-organism-response (SOR) theory. Results demonstrate that interactional intensity, mutual disclosure and cooperative intention exert considerable positive effects on celebrity attachment, which, in turn, significantly impacts customer engagement.

The research findings add to the existing body of knowledge through more information on the degree to which relationship-selling factors affect celebrity attachment, and eventually, customer engagement. The study also aims to prompt researchers and organizations to consider effective communication strategies to increase online customer engagement.

This study set to explore the career needs and proposes the concept of the gap between career development programs and career needs, and its subsequent effect on job satisfaction, turnover intention, in an effort to contribute to the field of career management, through the effective integration of career needs and career development programs. Questionnaires were completed by 367 R&D personnel from Hsinchu Science‐based Industrial Park (HSIP) in the north of Taiwan. The results reveal that R&D personnel have very diverse career needs at various stages of their career, and that depending on which stage of their career they have reached. The result show that the larger the gap, the higher the levels of both turnover intentions and job dissatisfaction. Managerial implications of these findings are also discussed.

The purpose of this paper is to examine the mechanisms that link customer verbal aggression with service sabotage. Additionally, this study also tests whether emotional dissonance mediates the relationships between customer verbal aggression and the revenge motive, and between customer verbal aggression and service sabotage.

This study investigated flight attendants from six airlines in Taiwan. A total of 1,000 questionnaires were distributed, resulting in the return of 504 valid questionnaires, yielding a valid response rate of 50.4 percent.

The findings demonstrate that: emotional dissonance mediates the relationship between customer verbal aggression and revenge motive; emotional dissonance mediates the relationship between customer verbal aggression and service sabotage; customer verbal aggression is positively related to the revenge motive; revenge motive positively relates to service sabotage.

This study has investigated the following: how customer verbal aggression causes revenge motive via the mediation of emotional dissonance, how customer verbal aggression results in service sabotage via the mediation of emotional dissonance. The results provide a basis for making suggestions regarding service management as a reference for airlines.

Three young women who had been friends at university met up for a reunion lunch. All had been working for almost three years, one as journalist, one for a financial institution and the third for a London‐based Web‐site design company. After talk of old friends and new relationships, hairstyles, fashion and how good the cappuccino tasted, the conversation got down, as it does, to work. All three had decided that, after their huge experience (three years that is!) in the world of working for a living, they were all seeking “a change of direction”.

This study proposes a conceptual model to assess the perceived service quality properly using fuzzy set theory, since customers' perceptions of service quality are generally expressed subjectively in vague linguistic terms

To demonstrate the proposed model, the exploratory prospect of empirical study with questionnaire is given in measuring the service quality. The customer first records his or her perception of service quality in linguistic terms. The reviewer then quantifies the perception with fuzzy numbers. By mutually comparing all the criteria, importance weights of criteria in assessing the service quality can be prioritized. The fuzzy perceived quality score is then calculated by combining the fuzzy numbers of criteria with the corresponding weights. The fuzzy scores are then transformed to linguistic terms to reflect the customer's satisfaction level of overall service quality as interpreted by the reviewer.

The investigation shows that distinguishing satisfaction scores with crispy numbers may be difficult, but that customer satisfaction is much easier to identify. The sample information reveals the percentage of population customers who are satisfied with the service provided, since customer satisfaction and attitude toward perceived service quality are linguistic in nature.

Fuzzy linguistic assessment of service quality is much closer to human thinking than methods based on crispy numbers. Similarly, the proposed method can also be extended to other studies or contests in which the evaluation or appraisal is subjective or verbal in nature.

The purpose of this paper is to explore the impact of ambidextrous leadership on employees’ innovative behaviors in public museums based on the ambidexterity theory of leadership for innovation. It also examines the mediating mechanism of organizational climate for innovation in public museums.

Multisource survey data were obtained from 30 human resource managers, 74 department managers and 237 employees of Taiwanese public museums. Multilevel path analysis was conducted to test the proposed model.

Ambidextrous leadership has the most significant effect on employees’ innovative behaviors. Moreover, organizational climate for innovation has a mediating effect on the relationship between ambidextrous leadership and employees’ innovative behaviors.

This study provides a new perspective on dynamic and complementary ambidextrous leadership, thereby providing important practical implications for innovation management in public museums. Specifically, leaders should apply ambidextrous leadership behaviors in their daily operations to develop an organizational climate for innovation and facilitate employees’ innovative behaviors.

This study is the first to explore the influence of ambidextrous leadership in a museum. In addition, it examines the mediating effect of organizational climate for innovation to explain the effect of ambidextrous leadership on employees’ innovative behaviors. The findings provide valuable insights for both researchers and managers of public and private entities.