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The purpose of the study is threefold: first, to identify what factors influence mobile users' willingness of news learning and sharing, second, to find out whether users' learning in the news platforms will affect their sharing behavior and third, to access the impact of sharing intention on actual sharing behavior on the mobile platform.

This study proposes an influence mechanism model for examining the relationship among the factors, news learning and news sharing. The proposed mechanism includes factors at three levels: personal, interpersonal and social level. To achieve this, researchers collected data from 474 mobile news users in China to test the hypotheses. The tools SPSS 26.0 and AMOS 23.0 were used to analysis the reliability, validity, model fits and structural equation modeling (SEM), respectively.

The findings indicate that news learning on the mobile platforms is affected by self-efficacy and self-enhancement. And news sharing intention is influenced by self-efficacy, interpersonal trust, interpersonal reciprocity, online community identity and social norms positively. News sharing intention has a significant effect on news sharing behavior, but news learning has an insignificant relationship with new sharing.

This study provides practical guidelines for mobile platform operators and news media managers by explicating the various factors of users' engagement on the news platforms. This paper also enriches the literature of news learning and news sharing on mobile by the integration of two theories: the social ecology theory and the interpersonal behavior theory.

This study explores the effects of interpersonal determinants (tie strength and homophily) and informational determinants (source trustworthiness and customer endorsement) on perceived positive electronic word-of-mouth (eWOM) review credibility (PPERC), which subsequently affects attitude toward the product (ATP), attitude toward the Fan Page (ATFP), and eWOM review adoption (ERA) based on the cognition-affection-behavior (CAB) model.

The research sample consists of 402 subjects who used the Fan Page of Fashion Guide for more than one year. This research adopts a Structural Equation Modeling (SEM) to test the proposed model, which shows a good fit.

The results indicate that tie strength, homophily, source trustworthiness and customer endorsement each have a significant and positive effect on PPERC, respectively. In addition, homophily has a significant and positive effect on the strength and source trustworthiness. Furthermore, the results reveal that PPERC has a significant and positive effect on ATP, ATFP and ERA.

This study contributes to the literature by integrating multi perspectives and factors from informational determinants and interpersonal determinants. In addition, this study proposes that these determinants affect ERA via PPERC and dual attitudes (ATP and ATFP).

Presents findings from a study which explored the views of school staff and pupils concerning the concept of school staff as health exemplars, one of the original WHO criteria for the Health Promoting School model. Six single sex focus groups were conducted with secondary school pupils and eight one‐to‐one interviews with teaching and non‐teaching staff. The data suggest that there is little support from staff or pupils for the view that staff should act as health exemplars. Pupils felt that even if staff were to practise healthy behaviours this would not encourage pupils to adopt the health behaviour in question, and indeed that staff were a group from whom they wished to differ. Pupils did however think that staff actions should be consistent with their words, that staff should not openly display negative health behaviour, and that staff should not engage in negative health behaviours that directly affected pupils, such as smoking near them. Both staff and pupils thought that staff could legitimately give health advice. Although not much concerned about staff behaviour in relation to physical health, pupils and staff felt strongly that staff should model good interpersonal behaviours, such as respect, calmness and rapport.

The goal of this study was to examine individual, relational, and organizational determinants of negotiation behavior (problem solving, contending, yielding, and avoiding) between planning and marketing departments in manufacturing organizations. Results from a study among 41 managers and 85 planning and marketing employees within 11 firms showed that individual personality, perceived interdepartmental interdependence, and organizational strategy were each related to the negotiation behavior of department members. Desirable negotiation behavior—specifically, the problem‐solving approach—was more likely when individuals were extraverted and agreeable, when employees perceived high interdepartmental interdependence, and when organizations did not have a low‐cost strategy. Contending was more likely when individuals were extraverted and disagreeable, and yielding was more likely when department members perceived a power advantage vis‐à‐vis the other department. All four styles of negotiation behavior were more likely the less the organizations had a low‐cost strategy. These findings provide guidance to organizations in their efforts to encourage constructive negotiation behavior between departments.

Dominance complementarity, which is the tendency for people to respond oppositely to others along the control dimension of interpersonal behavior, is a means by which people create and perpetuate informal forms of interpersonal hierarchy within social relationships (Tiedens, Unzueta, & Young, 2007b). In the present chapter, I explore the likely effects of such complementarity on group creativity. I propose specifically that expressions of dominance, even those borne not out of formal hierarchy but rather out of such factors as expertise and enthusiasm for the task, are likely to elicit submissive responses from fellow group members when the group is trying to generate creative ideas. As group members behaving submissively are likely to contribute fewer ideas to group discussion, I argue that group members who behave dominantly may, through their influence on other group members, reduce both the number and diversity of ideas generated within the group. I, therefore, propose that dominance complementarity may impair groups' abilities to generate creative ideas.

Mental model convergence occurs as team members interact. By collecting information and observing behaviors through their interactions, team members’ individual mental models evolve into shared mental models. This process requires a cognitive shift in an individual's focal level. Specifically, the individual assigned to the team must shift his or her focus from thinking about the team domain using an individual perspective to thinking about it from a team perspective. Thus, mental model convergence may be the key to understanding how individuals are transformed into team members. This chapter presents a framework describing the mental model convergence process that draws on the extant research on group development and information processing. It also examines temporal aspects of mental model convergence, the role of mental model contents on the convergence process, and the relationship between converged mental models and team functioning. Preliminary evidence supporting the framework and the important role that converged mental models play in high-performing teams is provided. The chapter concludes with a discussion of the implications of this mental model convergence framework for research and practice.

The objective of this study is to identify the factors that affect CoP activation and performance variables obtainable through CoP activities, and to gain greater insight into their relationships and the mechanisms. In particular, this paper intends to illustrate the role of perceived risk factor for the loss of uniqueness of one's own knowledge in terms of their influence on CoP activities.

In this study, the human behaviours were divided into online and offline CoP activities and adopted affirmative affect and social norm from the Triandis model. In addition, the paper considered perceived expectation, perceived risk, and organization support as independent variables. These would accelerate online and offline activities in the community of practice. The paper considered relationship commitment and individual performance in the context of performance evaluations via CoP activities. A structural equation model was developed with research variables and hypotheses.

As the consequence of the empirical assessment of the variables influencing the on/offline activities of a CoP, social norm, perceived expectation, perceived risk, and organizational support showed significantly influential relationships with online activities, and affirmative affect, perceived expectation, and organizational support evidenced significantly influential relationships with offline activities. However, with regard to online CoP activities, affirmative affect was not shown to be significant. As to offline activities, perceived risk was not shown to be significantly influential, while it was determined to significantly influence online activities in a negative direction.

The results of this study demonstrated that on/offline CoP activities were significantly influential in terms both of relationship commitment and individual performance.

The BEMO‐training model is extracted from clinical psychologists who have been following the lead of Bandura, Wolpe and others in teaching people how to behave adaptively. The model for this training is to change behaviour directly through imitation, practice and reinforcement.

Achieving improvements in customer service is now recognized as a major challenge facing manufacturing and service industries throughout the world. This challenge is particularly pertinent to the tourism and hospitality sector. Notions of quality in the tourism and hospitality sector have changed dramatically in the past 25 years: it was once synonymous with luxury and personalized service; it now counts at all levels of price. Service quality is often presented in the literature as primarily a marketing‐oriented concept; however, it has major implications for the quality of human resources and specifically for training and development activities. Focuses on the human resource dimension, specifically the behaviours which hinder and facilitate transactions between people in a service environment. Begins with a discussion of the concepts of quality, customer and service improvement, then considers the factors influencing interpersonal relationships and discusses alternative approaches to the development of interpersonal skills. Considers the nature of services and, finally, reports a study which evaluates the impact of an interpersonal training and development intervention on the quality of service provided by front‐office staff in a medium‐sized hotel.

The performance of the World Wide Web is evaluated as an information resource in a specific information domain. The theoretical framework underpinning this approach recognises the contribution of information‐seeking behaviour from the discipline of information science and models of information systems success from the discipline of information systems in explaining World Wide Web usage as an information resource. A model integrating the construct of uncertainty and the task‐technology fit model is presented. A questionnaire‐based empirical study is used to test this integrated approach. Our results confirm that richer models representing the broad context of World Wide Web usage are required to evaluate usage of the World Wide Web as an information resource. Usage for travel tasks, uncertainty reduction, the Web as an information resource, and mediation all have a significant impact on users' perception of performance, explaining 46 per cent of the variance.