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Recommending suitable doctors to patients on healthcare consultation platforms is important to both the patients and the platforms. Although doctor recommendation methods have been proposed, they failed to explain recommendations and address the data sparsity problem, i.e. most patients on the platforms are new and provide little information except disease descriptions. This research aims to develop an interpretable doctor recommendation method based on knowledge graph and interpretable deep learning techniques to fill the research gaps.

This research proposes an advanced doctor recommendation method that leverages a health knowledge graph to overcome the data sparsity problem and uses deep learning techniques to generate accurate and interpretable recommendations. The proposed method extracts interactive features from the knowledge graph to indicate implicit interactions between patients and doctors and identifies individual features that signal the doctors' service quality. Then, the authors feed the features into a deep neural network with layer-wise relevance propagation to generate readily usable and interpretable recommendation results.

The proposed method produces more accurate recommendations than diverse baseline methods and can provide interpretations for the recommendations.

This study proposes a novel doctor recommendation method. Experimental results demonstrate the effectiveness and robustness of the method in generating accurate and interpretable recommendations. The research provides a practical solution and some managerial implications to online platforms that confront information overload and transparency issues.

The purpose of this paper is to explore the roles of leadership style and employee engagement (EE) as drivers of service orientation (SO). The competing models approach used in this study examines three models of influence on SO. The first model evaluates the influence of leadership on SO, the second focuses on the influence of EE on SO and the third explores the influence of leadership on SO through EE. The study provides evidence to support that the relationship between leadership styles and SO is impacted by EE. The results suggest that organizations need to develop systems and processes that focus on the employee and EE for definitive service outcomes. At a theoretical level, the paper provides a direction for further exploration of an integrated theory of leadership and engagement to drive SO in organizations.

This empirical study uses a cross-sectional descriptive design. Hierarchical regression and mediation analysis were applied to process the data that were collected from more than 400 front-line employees from five service sector organizations in the Delhi-National Capital Region (Delhi-NCR) of India using validated instruments.

The results from this study reveal both direct and indirect relationships among the variables. EE emerged as a critical variable that influences SO of employees. EE partially mediates the transformational leadership style-SO relationship and also the passive-avoidant-SO relationship and it fully mediates the transactional leadership-SO relationship. While all relationships of leadership-engagement, leadership-SO and engagement-SO are significant, the mediating effects accentuate the importance of EE in organizations.

Leadership style on its own has a direct bearing on EE and SO of employees, the three associations are significantly impacted under the mediating influence of EE. With EE emerging as a critical factor, organizations need to ensure engaging behaviors are measured and enhanced throughout the employee-life-cycle including hiring, training, rewarding and managing performance. The results of the study suggest that an integrated approach of developing and inculcating leadership styles that drive EE could be the basis for leadership development programs especially in the service sector organizations.

The originality of the paper is derived from the three variables studied in the context of the sample characteristics (front-line employees, young), industry sector (across service sector) and geographical location (Delhi-NCR-India). Not many empirical studies on these variables are available from the region. The empirical evidence on the influence of EE adds weight to the growing strategic importance of EE in organizations. The research also highlights leadership and EE together influence specific employee attitudes and behavior (SO).

AI-based chatbots are revamping employee communication in organizations. This paper examines the adoption of AI-based employee experience chatbots by employees.

The proposed model is developed using behavioral reasoning theory and empirically validated by surveying 1,130 employees and data was analyzed with PLS-SEM.

This research presents the “reasons for” and “reasons against” for the acceptance of AI-based employee experience chatbots. The “reasons for” are – personalization, interactivity, perceived intelligence and perceived anthropomorphism and the “reasons against” are perceived risk, language barrier and technological anxiety. It is found that “reasons for” have a positive association with attitude and adoption intention and “reasons against” have a negative association. Employees' values for openness to change are positively associated with “reasons for” and do not affect attitude and “reasons against”.

This is the first study exploring employees' attitude and adoption intention toward AI-based EEX chatbots using behavioral reasoning theory.

Endorsement marketing has been widely used to generate consumer attention, interest and purchase decisions among targeted audiences. Internet celebrities who become famous on the Internet are dependent on strategic intimacy to appeal to their followers. Our study aims to examine how multiple exposures to Internet celebrity endorsements influence consumers’ click and purchase decisions in the context of influencer marketing.

Based on a unique and representative dataset, the authors first model consumers’ choices for clicks and purchases with two panel fixed-effect logit models linking clicks and purchases with the frequency of exposure to Internet celebrity endorsement. To further control the endogeneity produced by the intercorrelation between the click and purchase models, the authors also adopt the two-stage Heckman probit structure to jointly estimate the two models using Maximum Likelihood Estimation. Robustness checks confirm the effectiveness of the models.

The results suggest that Internet celebrity endorsement plays a significant role in bringing referral traffic to e-commerce sites but is less helpful in affecting conversion to sales. The impact of repetitive Internet celebrity endorsements on consumers’ click decisions is U-shaped, but the role of Internet celebrities as online retailers will “shape-flip” this relationship to a negative linear relation.

Our study is the first to investigate the repetitive exposure effect of Internet celebrity endorsement. The results show a contradictory pattern with a wear-out effect of repetition in the advertising literature. This is the first study to show how the endorsing self, which is a common business model in influencer marketing, moderates the effectiveness of influencer marketing.

This paper aims to explore the role of source credibility while purchasing environment-friendly products using Ajzen’s (1991) theory of planned behavior as underpinning model.

The proposed theoretical model was empirically tested with the data collected from 334 respondents using structural equation modeling.

The results gave empirical support to the addition of source credibility to the original theory of planned. Moreover, consumer attitude was found mediating the effect of corporations’ credibility on purchase intention. Also, attitude and perceived behavioral control were found as the most important predictors of consumer’s intention to purchase environment-friendly products.

This study provides valuable insights for the marketers engaged in sustainable business practices. Amid, ever-increasing carbon emission, promoting the use of environment-friendly products has become the need of the time. Credibility plays a crucial role while promoting and communicating an organization’s sustainable practices among its stakeholders including consumers. Therefore, the marketer should formulate appropriate marketing communication strategy to communicate the consumer about the green practices and environment-friendly products they produce. The results suggest that corporation’s credibility shapes consumer attitude and influences intention to purchase environment-friendly products. Earning trust of the consumer is pivotal to achieve success in the market. Therefore, results may help the marketers to better understand consumer’s response toward their marketing strategies and further convince and persuade them to buy their products.

The findings of this study may be useful for marketers, strategists, policymakers and government while formulating promotional strategies to make consumer aware, educate and persuade them to purchase products which do not cause harm to the environment.

The study is novel in terms of exploring role of source credibility and extending theory of planned behavior in the context of sustainable consumption.

Previous sales research remains limited to analyzing the influence of sales activities with sales agent tenure. To date, research on this subject has focused on the downstream direct or indirect impact of sales activities to sales performance, failing to consider whether sales activities impact a sales agent’s tenure. This paper aims to assess the effect of sales activities on sales performance and sales agent engagement on sales agent tenure through the lens of autonomous motivation to better understand sales activities as an overall sales process antecedent

Through the utilization of secondary sales operational data, this research demonstrates the influence of sales activities on multiple sales agent outcomes, while depicting the importance of sales managers creating an autonomous motivational climate.

This research demonstrates the direct relationship between sales activities to job engagement and sales performance. However, sales activities have a negative relationship to sales agent tenure, which require a sales manager to create an autonomous motivation to mediate the relationship between sales activities and sales agent tenure.

Organizations are provided with sample methodology and analysis to better determine how a culture grounded in autonomous motivation mediates sales activities and can be a catalyst for improving sales agent tenure. Then, provide a better understanding of the effect of actual sales activities on important sales department work outcomes.

The model is the first to test holistically the influence of sales activities on sales performance, sales agent engagement and tenure jointly by using actual secondary operational data. This study provides a glimpse of the real world balance a sales manager must consider between climate and activities. Plus, this study takes initial steps to study sales agent engagement, an under-researched construct in sales research.

Fixing problems in an organization often involves developing managers in order to increase leader effectiveness. This paper aims to discuss the aforementioned issue.

Data collection includes multiple surveys and small group interviews. Analysis uses rigorous coding methods to construct a model of critical organizational values and behaviors essential for leadership effectiveness. The authors bring “theory to practice” by applying complexity leadership concepts in the authors’ intervention strategy.

Findings are categorized into three parts: identifying critical culture value gaps, applying complexity concepts to a scenario-based training intervention, and identifying intervention outcomes. Outcomes include transformed work environment led by leaders who respect others, share decision-making and enable employees to be interdependent.

This explanatory case study contributes to research by applying complexity leadership theory to create a practical consulting intervention.

This work provides a template and process for managers using complexity leadership to inform their client interventions.

This case study identifies value shortfalls in a manufacturing plant, documents a scenario-based training intervention which develops managers to build organizational trust. Results include reducing turnover, improving job satisfaction and increasing production.

This purpose of this paper is to identify and prioritize the critical factors impacting knowledge sharing (KS) in technology-intensive manufacturing organizations in the United Arab Emirates (UAE) and to propose a decision-making framework for KS.

Analytical Hierarchical Process method is used to identify these critical factors impacting KS in technology-intensive manufacturing organizations in the UAE.

Results show that organizational leadership and culture are the most critical factors impacting KS in the technology-intensive manufacturing organizations.

The data are collected from technology-intensive manufacturing organizations in the UAE; therefore, these cannot be generalized to other locations. Future research in different countries is required.

To implement successful KS practices in technology-intensive manufacturing organizations, it is essential that all impacting factors and sub-factors are well understood within the organizations.

This study is among the first studies in the region that presents a comprehensive framework for KS in manufacturing sector.

Credit risk assessment has gained importance in recent years due to global financial crisis and credit crunch. Financial institutions therefore seek the support of credit rating agencies to predict the ability of creditors to meet financial persuasions. The purpose of this paper is to construct neural network (NN) and fuzzy support vector machine (FSVM) classifiers to discriminate good creditors from bad ones and identify a best classifier for credit risk assessment.

This study uses artificial neural network, the most popular AI technique used in the field of financial applications for classification and prediction and the new machine learning classification algorithm, FSVM to differentiate good creditors from bad. As membership value on data points influence the classification problem, this paper presents the new FSVM model. The instances membership is computed using fuzzy c-means by evolving a new membership. The FSVM model is also tested on different kernels and compared and the classifier with highest classification accuracy for a kernel is identified.

The paper identifies a standard AI model by comparing the performances of the NN model and FSVM model for a credit risk data set. This work proves that that FSVM model performs better than back propagation-neural network.

The proposed model can be used by financial institutions to accurately assess the credit risk pattern of customers and make better decisions.

This paper has developed a new membership for data points and has proposed a new FCM-based FSVM model for more accurate predictions.

This study empirically verified employee engagement (EE) as an outcome of organizational communication and confirmed that the formation of EE is strengthened when smartphone use (SU) is at a higher level.

A quantitative approach was used in this research, whereby 408 valid samples were collected with an online survey. The hypotheses of direct effects were tested using the structural equation modeling (SEM) procedure, and the moderating effects were tested using the unconstrained product indicator method and the PROCESS macro.

The results showed that EE was significantly influenced by person–organizationvalue fit (POVF), transformational leadership (TFL) and job autonomy (JA), and the effects of POVF and TFL were moderated significantly by SU. Although the influence of social support (SS) on EE was insignificant in the full model, SU moderated the effect of SS. The evidence also showed that work–family conflict (WFC) had no negative impact on EE.

The participants of this study were restricted to a local area.

Organizations should develop job designs via two-way communication to bring up EE and SU can facilitate the process.

Previous research has identified EE as an outcome of organizational communication, but this concept has not yet been empirically verified. This research provides evidence to verify the above-mentioned concept and additionally confirms the moderating role of SU.