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Previous research has shown that consumers prefer a bonus pack to a price discount for virtue foods, whereas they prefer a price discount to a bonus pack for vice foods. Acting as a guilt-mitigating mechanism, a price discount justifies consumers' purchasing behavior, allowing them to save money and consume less vice foods. However, for virtue foods, neither the anticipated post-consumption guilt nor the resulting need for justification lead consumers to prefer a bonus pack to a price discount. This study investigates whether product promotions remain effective with other moderating variables.

The authors use pricing tactic persuasion knowledge (PTPK), which refers to the consumer persuasion knowledge of marketers' pricing tactics, as a lens to understand whether the power of these promotions could be enhanced or mitigated. The authors inferred that increasing the frequency of exposure to these foods could positively influence consumers' purchasing choices. They conducted three studies to examine these effects. In Study 1, using pearl milk tea (vice food) and sugar-free tea (virtue food), the authors contended that consumers would prefer a price discount when purchasing pearl milk tea, but a bonus pack when purchasing sugar-free tea. In Studies 2 and 3, the authors varied the participants' frequency of exposure to photographs of people in everyday situations with vice (virtue) foods.

In Study 1, PTPK was shown to be more predictive of consumer choices regarding price discounts and bonus packs. In Studies 2 and 3, the authors contended that increased exposure to vice (virtue) foods increases the selection of vice (virtue) foods by participants who were unaware of having been exposed to vice (virtue) foods.

This research has not only made quite managerial and policy implications for marketing but also brought the theoretical contributions for marketing researches. This research demonstrates that either for vice foods or virtue foods, a price discount is preferred to a bonus pack.

This study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee voice.

A two-wave online survey was conducted, and 217 supervisor–subordinate dyads’ data were collected. This study's hypotheses were tested using linear regression analysis.

The results demonstrated that subordinate moqi is associated with employee voice. The increase in subordinate moqi can enhance employee work engagement and then promote employee voice. Furthermore, employee role stress moderates the relationships between work engagement and employee voice and the indirect effects of subordinate moqi on employee voice via work engagement.

From the perspective of job resources, this study ascertains that work engagement plays a mediator role in explaining how subordinate moqi affects employee voice and fills in the gap of the mediating mechanism between subordinate moqi and employee voice. Moreover, this study extends the understanding of role stress by emphasizing its positive role rather than its negative function which is highly discussed in previous research.

This study investigates the influence of artificial intelligence (AI) stimuli on customer stickiness (CS), the mediation effects of social presence (SP) and the moderating impacts of customer traits in this influencing process.

Drawing on the arousal theory and social response theory, a conceptual model was established and tested by a data set of 268 customers in the catering industry.

The results indicate that AI stimuli, such as perceived personalization and perceived interactivity, positively affect CS. SP partially mediates the influence of AI stimuli on CS. Customer traits such as customers' need for interaction (NFI) and novelty seeking (NS) actively moderate the mediating effects of SP.

This study advances the interactive marketing literature from three aspects. Firstly, instead of focusing on the functional aspects of AI stimuli, it extends our understanding of AI-enabled interactive marketing by examining the effects of social and emotional aspects of AI stimuli on customer response. Secondly, it extends our understanding of social response by illuminating the mediating effects of SP between AI stimuli and CS. Finally, it provides new insights and empirical evidence for the research focus on customer traits in AI-enabled interactive marketing.

The present study aims to ascertain the relationships between subordinate moqi and leader behaviors, by primarily discussing how and when subordinate moqi is associated with leadership empowerment.

A self-report study was conducted by recruiting 334 employees from 13 firms. All concepts were rated on a seven-point Likert-type response scale. Linear regression analysis (conducted in MPLUS 7) was conducted to verify the hypotheses.

First, subordinate moqi showed positive association with empowerment. Second, trust-in-supervisor mediated the relationships between subordinate moqi and empowerment. Third, subordinates' power distance orientation (PDO) could moderate the subordinate moqi – leader empowerment relationship. When subordinates reported higher PDO, the relationships between subordinate moqi and empowerment were more robust; likewise, subordinate moqi would have more significantly indirectly impacted empowerment via trust-in-supervisor.

Though researchers have discussed the impacts of subordinate moqi on subordinates' outcomes, the impact of subordinate moqi on supervisors' attitudes or behaviors remains unclear. The relationships between subordinate moqi and supervisor empowerment behaviors are empirically ascertained by emphasizing the leader-subordinate dyadic process. The findings here suggested that subordinate moqi boosted subordinates' trust-in-supervisor, and moqi would also predict the behaviors of leader empowerment. This study extended the PDO literature by identifying the moderating role of PDO in the subordinate moqi – leader empowerment behavior relationship.

The purpose of this paper is to examine, within a context of manufacturing transformation, whether corporate responsibility for employees (CRE) promotes the service innovation performance (SIP) of the firm; whether this effect is mediated by employee innovative behavior (EIB), and how two control mechanisms (process-control (PC) and outcome-control mechanism) moderate the relationship.

Drawing on social exchange and control mechanism theory, this paper establishes a conceptual model and adopts a hierarchical regression analysis to examine the model with a sample of 110 manufacturing firms from China.

The study finds that CRE positively affects SIP. EIB mediates such effect. Output-control weakens the effect of CRE on EIB, and PC does not impact on the relationship.

The findings suggest that, facing tremendous pressure in manufacturing transformation, firms must be cautious in treating their employees. Given that EIB is crucial to improving the SIP, and in turn to meet the ever upgrading customer demands, firms ought to actively take responsibilities to protect employees’ interests, and cautiously adopt control mechanisms. Thus employees could be motivated to involve in service innovation actively. This effect not only benefits employees with a sustainable career but also help the firm survive in this tough transformation period.

This study is one of the first (if any) research that examining the impact of CRE on SIP and EIB. The findings are an extension of the existing research, and show the explanation potential of corporate social responsibility on EIB and SIP in a difficult time such as manufacturing transformation.

The purpose of this paper is to investigate the impact of corporate social responsibility (CSR) on the performance of service innovation (PSI), and the mediating effect of knowledge acquisition.

Drawing on social exchange and knowledge management theories, this paper establishes a relevant conceptual model and adopts a hierarchical regression analysis to examine the model with a data set of 298 firms from China.

CSR positively affects the PSI; however, the effects vary when firms take responsibility for different stakeholders. CSR for the same group of stakeholders influences differently the short-term financial and long-term non-financial PSI, whereas knowledge acquisition mediates the impact of employee and customer CSR on PSI, but not the impact of community CSR on PSI.

Managers could improve the PSI of the firm by strategically assuming CSR and by managing corporate knowledge acquisition activities.

This study contributes to the service innovation literature by identifying the influence of particular types of CSR on PSI, and by highlighting the influencing mechanism of knowledge acquisition. It extends scholarly understanding of the antecedents of PSI as well as the business returns to CSR.

During the powder bed fusion process, thermal distortion is one big problem owing to the thermal stress caused by the high cooling rate and temperature gradient. For the purpose of avoiding distortion caused by internal residual stresses, support structures are used in most selective laser melting (SLM) process especially for cantilever beams because they can assist the heat dissipation. Support structures can also help to hold the work piece in its place and reduce volume of the printing materials. The mitigation of high thermal gradients during the manufacturing process helps to reduce thermal distortion and thus alleviate cracking, curling, delamination and shrinkage. Therefore, this paper aims to study the displacement and residual stress evolution of SLMed parts.

The objective of this study was to examine and compare the distortion and residual stress properties of two cantilever structures, using both numerical and experimental methods. The part-scale finite element analysis modeling technique was applied to numerically analyze the overhang distortions, using the layer-by-layer model for predicting a part scale model. The validation experiments of these two samples were built in a SLM platform. Then average displacement of the four tip corners and residual stress on top surface of cantilever beams were tested to validate the model.

The validation experiments results of average displacement of the four tip corners and residual stress on top surface of cantilever beams were tested to validate the model. It was found that they matched well with each other. From displacement and residual stress standpoint, by introducing two different support structure, two samples with the same cantilever beam can be successfully printed. In terms of reducing wasted support materials, print time and high surface quality, sample with less support will need less post-processing and waste energy.

Numerical modeling in this work can be a very useful tool to parametrically study the feasibility of support structures of SLM parts in terms of residual stresses and deformations. It has the capability for fast prediction in the SLMed parts.

This paper aims to explore the impact of corporate social responsibility and hypocrisy on the relationship among psychological contract violation, trust and perceived betrayal.

This study used purposive sampling and selected students in Taiwan as the research participants. The theory of psychological contract violation and consumer awareness process in violation hypocrisy on psychological contract violation were used to investigate the effect of its impact on trust and perceived betrayal. Then, the moderating effect of social responsibility and hypocritical on trust, and the mediating effect of trust between psychological contract violation and perceived betrayal were analyzed.

The results indicated that hypocrisy had a significant and negative impact on psychological contract violation toward trust; hypocrisy had a significantly positive impact on psychological contract violation toward perceived betrayal; trust had a significantly negative impact on perceived betrayal; perceived betrayal had a significantly positive impact on both direct and indirect revenges; trust had a mediating effect between hypocrisy toward psychological contract violation and perceived betrayal; and higher hypocrisy would produce a stronger effect through trust on the relationships between hypocrisy toward psychological contract violation and perceived betrayal.

Perception of consumers would differ whenever there were failures of service recovery occurred; especially, stronger betrayal feeling would be perceived with the companies who emphasized social responsibility and did not carry out what they should do. Research results could be references for companies whom advertising and praising social responsibility.

The present study aims to determine the effect of adopting voice on subordinates' work engagement based on organization-based self-esteem (OBSE).

Three variables were rated according to the seven-point Likert-type response scales. To control the effect of common method variance, an online survey was conducted to collect data from 206 samples at Chinese firms by employing a two-wave and time-lagged approach. In addition, structure equation modeling analysis was adopted to verify the hypotheses with Mplus 7.

Leaders' adoption of employee voice shows a positive association with employee OBSE and work engagement. OBSE is positively associated with work engagement and mediates the effect of adopting voice on work engagement.

As suggested from the mentioned results, organizations are required to encourage leaders to adopt employees' reasonable voice that can be an effective management tool impacting employee work engagement.

Though existing studies have discussed the effects of leader behaviors on subordinates' work engagement, the effect of leaders' adoption of employee voice on employee work engagement has been rarely studied. Based on the job demand-resource model, this study fills the gap by empirically examining the effect of adopting voice on work engagement. As indicated by the findings here, leaders' adoption of employee voice enhances employee OBSE, thereby facilitating work engagement. The present study provides insights to stimulate employee work engagement.

This research clarifies the connotations and dimensions of artificial intelligence (AI) technology stimulation and establishes a stimulus scale to explain the relationship between AI technology stimuli and smart customer experience.

This is an empirical study that uses SPSS 24.0 software to perform hypothesis testing on the path relationships between model elements.

Two dimensions of AI technology stimuli (i.e. passion and usability) have a significant, positive impact on smart customer experience; the moderating effects of contrasting dimensions of technology readiness (i.e. optimism and discomfort) are significantly different; smart customer experience has a significant, positive impact on the word-of-mouth (WOM) intentions of consumers.

There are several limitations. Most importantly, the data collected in this study are only from consumers who use intelligent customer service robots in the catering industry. Future research can consider exploring relevant AI technologies in other sectors.

This study has several implications that guide catering companies to develop various positioning and strategies for remaining competitive effectively.

Based on arousal theory, customer experience theory and WOM marketing theory, this is the first novel research project that empirically discusses the dimensions of AI technology stimuli, smart customer experience and WOM intentions with regard to the moderating effect of the technology readiness of consumers toward AI technology.