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The absence of government intervention and market supervision cannot effectively promote green process innovation in manufacturing industries. As a new government regulation approach, environmental taxes provide a platform to internalize the externality of environmental pollution. This paper empirically investigates the impact of environmental taxes on green process innovation and the moderating effects of industry pollution heterogeneity and green credit.

This research collects manufacturing industry data ranging from 2008 to 2020, resulting in a total of 351 observations. Time-individual, two-way fixed effect models are constructed to examine the hypotheses.

The results indicate environmental taxes have an inverted-U effect on green process innovation in manufacturing industries. Implementation intensity of the current environmental taxes on China's manufacturing industries does not reach an inflection point. Further analysis suggests that environmental taxes exert influence on the inverted-U relationship with low-pollution industries displaying a steeper curvilinear pattern than high-pollution industries. Moreover, the analysis shows that green credit plays a moderating role in the inverted-U relationship, as low green credit provides more limited stimulus than high green credit in terms of the effect of environmental taxes on green process innovation.

This study offers empirical evidence to accommodate negative externalities of corporate production and provides new perspectives in nudging corporate green-process innovation.

This paper verifies the effect of environmental taxes on green process innovation amid industry pollution heterogeneity by introducing an industrial-level analysis unit. This study improves the means by which environmental taxes are measured. Existing literature has narrowly used pollution discharge fees as a proxy for environmental taxes. The authors have summed up the taxes on vehicle and vessels, urban land use, urban maintenance and construction, vehicle purchases, waste gas, wastewater and solid waste to measure the effect of environmental taxes in this study.

This study aims to examine the role of shared leadership (SL) practices in improving team performance (TP) in health-care producer organizations by mediating the roles of intellectual capital (IC) and team learning (TL).

Conceptual model was proposed using social learning theory and resource-based view theory. The structured questionnaire was administered to respondents of Pakistani health-care producer organizations using a cross-sectional approach. Data was collected from 23 team leaders and 203 team members from 23 different teams. PLS-structural equation modeling was applied to SmartPLS 3.2.9.

The findings revealed that SL and IC are positively associated with TP, while TL has no association with TP. Further, SL is positively associated with IC and TL. This study also found that IC significantly mediates between SL and TP. Still, no mediating role of TL between SL and TP was found.

The findings suggest health-care producer organizations adopt shared leader practices where team members are given a say in decision-making to boost their morale, leading to effective TP.

The conceptual model was created using social learning and resource-based view theories. This is an early attempt to examine the role of SL in health-care producer organizations.

Western manufacturers have often benefited from the Country-of-Origin (COO) effect when a product is launched into emerging markets. The authors examine if this still holds true in the China market. The authors believe that the degree of perceived hedonism associated with the product does matter and, therefore, conducted an experiment to test how this influences the effect of COO on perceived quality and price of the product. This paper aims to discuss the aforementioned objective.

A lab experiment with a 2 (COO: Western vs. Local) x 2 (Hedonism: High vs. Low) factorial design was conducted with Chinese consumers as subjects. The dependent variables were perceived quality and price of the products.

It was found that Western COO has a positive effect on the product perceived quality and price in the China market, but the effect was significantly moderated by the degree of perceived hedonism of the products.

The study used an experiment to investigate the different prominence of the COO effect on perceived quality and price in terms of hedonic vs. utilitarian products which has not been done previously. The findings provide implications concerning allocation of marketing resources to product positioning in the presence of different degrees of perceived hedonism and suggest additional areas for future examination.

The literature has recognized the key role of the human resource management (HRM) practices for enhancing firms’ innovative performance. At the same time, scholars have consistently demonstrated open innovation (OI) to be an effective approach for boosting companies’ innovative outcome. Nevertheless, academics have largely overlooked to investigate the complex relationship between HRM practices, OI and organizations’ innovativeness, while claiming further research on organizational antecedents on OI. Using the ability, motivation and opportunity (AMO) framework as analytical lens, this study investigates the direct and indirect relationship between AMO-enhancing practices and firms’ innovation capacity, hypothesizing a potential mediating role of OI.

Drawing from the European Company Survey 2019, a large-scale representative dataset of more than 20,000 establishments at European level and building on the “human-side” of OI, the study proposes two hypotheses regarding the relationship between AMO-enhancing practices and OI in fostering product and process innovation in European firms.

The results show that companies that invest in AMO-enhancing practices not only have higher probability to innovate, but also are more inclined to collaborate with external partners. Moreover, OI not only enhances the innovation capacity of the firm but also partially mediates the relationship between HRM and organizations’ innovativeness.

This is one of the first studies which empirically investigate how the AMO framework increases the likelihood of engaging in an OI process by firms, thereby, increasing their innovation capacity. The results shed further lights on both “the human side” of OI, as well as in the mechanisms linking HRM practices with innovation. Moreover, the analysis provides a deeper understanding about the organizational antecedents of the OI process, as well as corroborating the recent theoretical contributions on HRM and OI.

The aim of this study is to analyse the moderating roles of restaurant type and client long-term orientation (LTO) on the loyalty building process. In addition, this analysis delves into the role of customer satisfaction and delight in the dining experience on the development of loyalty to a restaurant.

This study advances a moderator mediation model stemming from self-administered online questionnaires presented to clients subsequent to their gastronomic experiences. The analysis comprised a sample of 250 customers of moderate restaurants and 290 of midscale restaurants.

The results reveal that customer satisfaction and delight are two key antecedents to the process of building loyalty towards restaurants and that the responses depended on restaurant type and client LTO.

The study advances recommendations to restaurant managers and gastronomic marketing specialists. Moderate restaurants should satisfy the customer without offering additional services while medium-scale establishments should design actions perceived as an extra that surprise the client. Moreover, it is more important to offer delight to short-term oriented clients than to long-term oriented clients.

The global character of the hospitality industry implies that achieving customer loyalty requires going further than generating favourable attitudes. This has led the academic world to place more interest on the issue of delight perceived by the client. In this sense, the present study examines exclusively the long-term cultural dimension due to the little attention it has received in hospitality literature. Finally, the advances offered by the PROCESS software in analysing indirect conditional effects renders it possible to identify the different levels of customer LTO towards different types of restaurants.

The purpose of chopper amplifier is to provide the wideband frequency to support biomedical signals.

This paper proposes a chopper-stabilized amplifier with a cascoded operational transconductance amplifier. The high impedance loop is established using an MOS pseudo resistor and with a tunable MOS capacitor.

The total power consumption is 451 nW with a supplied voltage of 800 mV. The Gain and common mode rejection ratio are 48 dB and 78 dB, respectively.

All kinds of real time data analysis was not carried out, only few test samples related to EEG signals are validated because the real time chip was not manufactured due to funding issues.

The proposed work was validated with Monte-Carlo simulations. There is no external funding for the proposed work. So there is no fabrication for the design. But post simulations are performed.

The high impedance loop is established using an MOS pseudo resistor and with a tunable MOS capacitor. To the best of the author’s knowledge, this concept is completely novel and there are no publications on this work. All the modules designed for chopper amplifier are new concepts.

Observation of the animal world is an important component of nature surveys. It provides a number of different information concerning aspects such as population sizes, migration directions, feeding sites and many other data. The paper below presents the results from the flights of an unmanned aerial vehicle (UAV) aimed at detecting animals in their natural environment.

The drone used in the research was equipped with RGB and thermal infrared (TIR) cameras. Both cameras, which were mounted on the UAV, were used to take pictures showing the concentration of animals (deer). The overview flights were carried out in the villages of Podlaskie Voivodeship: Szerokie Laki, Bialousy and Sloja. Research flights were made in Bialousy and Sloja. A concentration of deer was photographed during research flights in Sloja. A Durango unmanned platform, equipped with a thermal imaging camera and a Canon RGB camera, was used for research flights. The pictures taken during the flights were used to create orthomaps. A multicopter, equipped with a GoPro camera, was used for overview flights to film the flight locations. A flight control station was also used, consisting of a laptop with MissionPlanner software.

Analysis of the collected images has indicated that environmental, organisational and technical factors influence the quality of the information. Sophisticated observation precision is ensured by the use of high-resolution RGB and TIR cameras. A proper platform for the cameras is an UAV provided with advanced positioning systems, which makes it possible to create high-quality orthomaps of the area. When observing animals, the time of day (temperature contrast), year season (leaf ascent) or flight parameters is important.

The paper introduces the conclusions of the research flights, pointing out useful information for animal observation using UAVs.

Although the innovative behaviour of public employees is critical for the creation of public value and meeting of public interests, the authors are uncertain about the role of the human resource (HR) system in affecting individual behaviour as past studies tended to discuss innovation at the organisational level of analysis. Based on corporate human resource management (HRM) literature, the authors draw from the ability-motivation-opportunity (AMO) model to examine the influence of innovation-based HR practices on work-related risk propensity and innovative behaviour and the moderating role of perceived error tolerance of public sector organisations.

Dyadic data were collected from supervisors and their subordinates in various public sector organisations in the UAE. The authors collected valid responses from 100 managers and 200 employees.

This study's findings demonstrate that the HR system in the public sector shapes employees' behaviour at the individual level of analysis, consistent with the corporate HRM literature. The authors reveal that innovation-based HR practices significantly promote employees' innovative work behaviour because they trigger their inclination and disposition to take risks. Furthermore, the authors provide evidence that such risk-taking propensity at work is heightened under the conditions of a high level of error tolerance by the organisational management.

This study's findings point out the importance of implementing innovation-based HR practices, such as recruitment, reward and training, to drive public sector employees' innovative work behaviour as they could galvanise their risk-taking propensity and, subsequently, innovative behaviour. Public sector managers also need to develop an innovation culture tolerant toward employees' mistakes to further foster employees' work innovativeness. Policy wise, this study's findings could be integrated into the national innovation strategy to drive the national growth in the UAE.

This study sheds light on the drivers behind innovative behaviour among public employees, which is a less researched area, especially in a non-Western context.

In the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human resources but also digital technology, and scholars have called for further investigation into the interplay between digital technology and HRM systems. Drawing on signalling theory and HPWSs research, the purpose of this study is to explore the moderating role of digital technologies in the relationship between HPWSs and innovation in the firm and consider employee participation as an additional conditioning factor.

This study uses data from the European Company Suvery 2019 administered in a sample of more than 20,000 European establishments and applies logistic regression with a three-way interaction.

HPWSs underpin product and process innovation. Moreover, this study shows that in firms with low levels of employee participation, digital technology enhances the effect of HPWSs on innovation, while in firms with high levels of employee participation, this effect is reduced.

This study enriches the scholarly discussion about the link between HPWSs and innovation in the firm, by investigating in theoretical and empirical terms the moderating effect of digital technology, underlining that either positive or negative synergistic effects are possible. By adding employee participation to the analysis, the authors cast light on an important boundary condition for understanding when the synergic effects become more prominent. This intends to respond to recent calls from scholars and practitioners for more insight into the precise nature of the synergies between HPWSs and digital technology on innovation in the firm, with important implications for management.

The present study aims to examine which aspects of human resource management (HRM) practices and organizational learning capability (OLC) are crucial for corporate entrepreneurship (CE) of retail small and medium-sized enterprises (SMEs).

A cross-sectional design was adopted, where data were collected from a sample of 271 managerial staff of retail SMEs, utilizing a survey questionnaire. Hypotheses were tested using structural equation modeling.

The results reveal that both HRM practices and OLC are crucial in influencing CE, albeit partially.

The study advances knowledge on entrepreneurship of retail SMEs by proposing aspects of HRM practices and OLC that enhance each dimension of CE.