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The aims of this critical review are to identify the mentor characteristics that lead to superior mentoring outcomes and to provide human resources development (HRD) professionals with evidence-based suggestions for recruiting, selecting and training mentors to improve mentorship programme effectiveness.

The authors conducted a critical review of existing quantitative research on mentor characteristics that have an impact on effective mentoring.

The authors identified five key categories of mentor characteristics linked to successful mentoring outcomes: competency in context-relevant knowledge, skills and abilities; commitment and initiative; interpersonal skills; pro-social orientation and an orientation toward development, exploration and expansion.

There is limited research on the characteristics of ineffective mentor characteristics, exclusion of articles that used qualitative research methods exclusively and how technology-based communication in mentoring may require different characteristics. Most of the included studies collected data in the United States of America, which may exclude other important mentor characteristics from other non-Western perspectives.

To ensure that there is both a sufficient pool of qualified mentors and mentors who meet the desired criteria, focus on both recruitment and training mentors is important. Incorporating the desired mentor characteristics into both of these processes, rather than just selection, will help with self-selection and development of these characteristics.

Despite the ongoing interest in identifying effective mentor characteristics, the existing literature is fragmented, making this challenging for HRD professionals to determine which characteristics are crucial for mentoring relationships and programme success. Addressing this practical need, this critical review synthesises the research literature and identifies patterns and inconsistencies. Based on the review, the authors provide evidence-based recommendations to enhance the recruitment, selection and training of mentors.

The purpose of this qualitative review paper is to identify for practitioners ways of matching mentors and protégés to enhance the effectiveness of formal mentoring programs.

The paper qualitatively reviews the best available evidence of ways to match mentors and protégés to maximize mentorship outcomes.

Two factors to consider when making mentor–protégé matches emerged from the research literature (1) the matching process (i.e., how matches are made and facilitated by practitioners such as incorporating participant input on matches): and (2) individual characteristics (i.e., individual differences that may serve as matching criteria such as experiential, surface-level, and deep-level characteristics). This qualitative review resulted in three practical recommendations to practitioners interested in matching mentors and protégés using evidence-based methods: (1) match based on deep-level similarities, (2) consider developmental-needs of protégés during matching, and (3) seek mentors' and protégés’ input before finalizing matches.

Limitations of the research reviewed are highlighted: measures of perceived similarity, relative effectiveness of matching-related factors, limited research investigating the role of dissimilarity on mentoring outcomes, and linear relationship assumptions between matching-related factors and mentoring outcomes.

The authors’ recommendations suggested greater use of valid psychometric assessments to facilitate matching based on actual assessed data rather than program administrators' personal knowledge of mentors and protégés.

The literature on mentor–protégé matching is missing practical guidance on how to apply the research. This highlights a need for a qualitative review of the literature to identify what matching processes and criteria are most effective, providing a “one-stop-shop” for practitioners seeking advice on how to construct effective mentor–protégé matches in formal mentorship programs.

The study examines how the tourism concept developed amongst Chinese students in the United States from 1905 to current juncture. Through the contrasting views presented in two landmark mega-reviews of Chinese students in the United States and France, the authors concluded that tourism enhances understanding of the host countries resulting in more comprehensive and overall success of Study Abroad Program. After the reopening, China encouraged touring the host country but with extreme financial constraints in the beginning. Tourism of Chinese students became popular and fashionable only in late 1990s with China’s economic prosperity and policy changes to open tourism to foreign countries. As tension with China grew during the COVID pandemic, Chinese students in the United States were used by the Trump Administration as a lever in trade and diplomatic negotiation, and touring became wishful.

This research study examined accounting and business administration education curricula at foreign universities and tested a model for measuring the level of management technology attained by a country. The primary focus of this research was the role of accounting and business education as input for a measurement model designed to aid in assessing the potential for the transfer of management technology. A factor analysis‐based technometric model to measure a country's degree of management technology sophistication was utilised. The model placed newly industrialised countries including Korea, India, China, Brazil, and Mexico at the top of the scale even though these countries do not have the highest Gross National Product (GNP) per capita. These results suggest that per capita GNP may not be a reasonable indicator of accounting and management technological potential, and that the technometric model utilised in this study may provide more accurate information regarding the transfer of accounting and management technology.

This paper aims to investigate how project nature affects the effectiveness of knowledge transfer between projects in project-based organizations (PBOs) and to analyze the roles of inter-project communication, transfer intention and information technology (IT) in the influencing process.

This paper adopted a questionnaire survey method to collect data from construction enterprises in China and subsequently proceeded to structural equation modeling analysis with a total of 261 samples.

The results indicate that the similarity of projects could promote the inter-project communication and improve transfer intention, which further influences knowledge transfer effectiveness positively within PBOs. The urgency of projects has a negative impact on inter-project communication and transfer intention. The temporality of projects also negatively affects inter-project communication. They consequently hinder the knowledge transfer behaviors between projects. Additionally, the application of IT improves the frequency of communication and makes up for the negative impact of geographical distance between projects on knowledge transfer.

Based on the results, a series of strategies is recommended to improve knowledge transfer effectiveness between projects, including standardizing project management, promoting information construction, establishing a post-project evaluation system and creating a shared culture, so that the competitive advantages of PBOs could be improved.

The study explores the factors influencing knowledge transfer between projects from the perspective of project nature and provides guidance for enhancing knowledge management and project management practices.

The purpose of this paper is to provide a comprehensive review and critique of what we already know about pay systems in Chinese state‐owned enterprises, to identify the gaps in the literature and to stimulate more research in this area.

The paper first describes the policy issues at the macro‐level (government policies) in order to put micro‐level pay practices in a pertinent context. Then the paper provides a detailed review and critique on current empirical studies on pay practices in Chinese enterprises, their antecedents and consequences. Finally, the paper identifies potential research questions and provides some directions for future research.

The paper concludes from the extensive review of the current literature that the following research areas merit attention: Why do some firms pay their employees more than other firms? Why do we observe different types of internal pay structures among firms? What are the consequences of these different structures? Why is the link between pay and performance weak in some firms but strong in others? Under what conditions pay‐for‐performance enhances firm performance?

The paper is one of the most comprehensive reviews of the literature on compensation practices of Chinese companies.

This article aims at reviewing existing theories relevant to human resource management (HRM) and providing theoretical contexts to explain the importance of managing people across borders for emerging Chinese multinational enterprises (MNEs).

Based on a literature review approach, the author examines the phenomenon of emerging Chinese MNEs from the lenses of three streams of theories: organisation‐based view; resource‐based view; and institution‐based view.

Existing theories offer sufficient insights to explore differences between emerging and established MNEs, particularly in strategic international HRM research. First, Chinese EMNEs were driven to internationalising by different motives, thus creating impact on the strategic choice and global HRM policy consideration. Second, Chinese EMNEs are operating under constantly changing institutional environments, both at home and in host countries. As a result, they are required to balance and rebalance the choices made in formulating and implementing IHRM strategies. Third, there will be different internationalisation outcomes pursued by Chinese EMNEs. Therefore, IHRM policies and practices are to achieve individual, organisational and societal well‐being.

The article has important implications for HRM theory and research. It may lead to developing relevant analytical frameworks for future research in Chinese human resource management. It is also beneficial to understand the formation and implementation of HRM policy and practices in EMNEs originated not only in China, but in other developing countries.

This article contributes to the international HRM literature in relation to Chinese emerging MNEs from a theoretical perspective. Synthesizing existing core theories with examples from Chinese MNEs, it proposes future research directions for analysing further development of such enterprises.

This study aims to investigate the affordances of service robots (SRs) in hotels and their effects on frontline employees (FLEs).

Purposive and referral samplings methods were used to conduct 28 semistructured interviews with hotel FLEs, and the transcribed manuscript was analyzed based on grounded theory.

The study identifies six dimensions of SR affordances: physical, sensory, task, safety, social and emotional affordances. The main effects of SR affordances on FLEs involve reducing work stress and mental fatigue and increasing positive emotions in the psychological aspects of FLEs. In terms of behavioral aspects, shifts in task priorities and enhancements in SR usage behaviors were observed. Accordingly, a mechanistic framework was revealed through which SR affordances influence FLEs via direct and indirect interactions between FLEs and SRs.

This paper expands robotics research from a supply-side perspective and is one of the few studies to investigate SR affordances in the field of hospitality research. Findings of this study provide practical guidelines for designing and implementing SRs to support hotel FLEs in their daily work.

本研究旨在调查酒店中服务机器人（SR）的可供性及其对一线员工（FLEs）的影响。

本研究采用目的性和推荐抽样方法, 对酒店一线员工进行了28次半结构化访谈, 并根据扎根理论对转录的手稿进行了分析。

本研究确定了服务机器人的六个可供性维度：物理、感官、任务、安全、社会和情感可供性。服务机器人可供性对一线员工的主要影响包括减少工作压力和心理疲劳, 以及在心理方面增加积极情绪。在行为方面, 观察到任务优先级的变化和服务机器人使用行为的增强。因此, 研究揭示了一种机制框架, 通过一线员工与服务机器人的直接和间接互动, 服务机器人可供性影响一线员工。

本文从供给侧视角扩展了机器人研究, 是少数几篇研究酒店业中服务机器人可供性的研究之一。本研究结果为设计和实施服务机器人以支持酒店一线员工的日常工作提供了实践指南。

This paper aims to identify factors influencing the likelihood of consumers trying muscadine wines and among those who have tried them, willingness to pay (WTP) for an in-state produced muscadine wine.

The study uses a 2015 survey of wine consumers residing in Tennessee (TN). The survey presented respondents with a referendum choice experiment between a ‘base’ wine (represented by a North Carolina (NC) muscadine wine) and a TN muscadine wine. The study uses probit regressions to estimate factors influencing the probability of trying muscadine, and those influencing TN muscadine wine choice. Estimates of WTP for TN muscadine wine are derived from the model coefficients.

Older age, living in non-metro households being a weekly wine consumer, preferring red wines, and having visited a winery in the past year positively influence trying muscadines. Older age, liking muscadines and lower product price positively influence TN muscadine choice. Greater importance of wines being local and premiums paid for local foods have positive influences on trying muscadines and WTP for TN muscadine wine. A premium WTP for a TN muscadine over a NC muscadine exists among TN consumers. Among the most influential reasons why consumers chose the TN muscadine were beliefs that purchasing local wines helps local wine grape growers and local economies.

This study provides the muscadine wine industry with estimates of WTP for locally produced muscadines and demonstrates that attitudes toward local wines and premium paid for local foods positively influence trying muscadine wine and WTP for locally produced muscadine.