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Yu Mu, Bart Bossink, Tsvi Vinig and Suchuan You
Research on service innovation management of online travel agencies (OTAs) remains relatively scarce. This study aims to illuminate the detailed components of managing…
Research on service innovation management of online travel agencies (OTAs) remains relatively scarce. This study aims to illuminate the detailed components of managing service innovations at OTAs.
An in-depth case study is conducted at Trip, the largest OTA in China. A coherent framework of managing service innovations at OTAs is proposed through refining an existing framework from new service development (NSD), and concerning the success factors of service innovation. Based on theoretical synthesis and empirical analysis, the NSD framework is adapted, restructured and refined for service innovation management at OTAs.
The proposed framework contains three facets and associated managerial elements: (1) resources, including stakeholders, technologies and systems; (2) contexts, including innovation strategy, structure and culture; and (3) ideation, including idea generation and idea application. Different success factors are attached to the managerial elements. The facets, managerial elements and success factors serve as the components in the framework.
This study provides academia with an analytical framework to understand and interpret service innovation management at OTAs, which can be used as a point of departure for future research.
The analytical framework inspires OTA managers to adopt a structured approach in service innovation management, and policymakers to design related interventions.
This study offers a first step toward the investigation of service innovation management at OTAs, specifically in China. The proposed framework is potentially applicable to other industries.
The purpose of this paper is to examine the effect of workplace ostracism on unethical pro-organizational behavior (UPB), by focusing on the moderating role of value…
The purpose of this paper is to examine the effect of workplace ostracism on unethical pro-organizational behavior (UPB), by focusing on the moderating role of value alignment of WPS.
The theoretical model was tested using data collected from 434 employees in different companies from Shanxi provinces in China. Analysis of lagged data is used to empirically test the relationship between workplace ostracism and UPB.
The study found that ostracized individuals are more likely to engage in UPB when they embrace high value alignment with the organization.
This study examines the moderating effect of WPS, providing boundary condition for the relationship between workplace ostracism and UPB. So far, most of the empirical work has identified moderators that only buffer the relationship between ostracism and negative outcomes, and the result for moderators that actually determine pro-social responses has not yet to be discovered.
The purpose of this paper is to examine the effect of subjective well-being (SWB) on workplace ostracism, by focusing on the moderating role of emotional intelligence…
The purpose of this paper is to examine the effect of subjective well-being (SWB) on workplace ostracism, by focusing on the moderating role of emotional intelligence (EI). SWB is taken here as a construct of three components: life satisfaction, positive affect (PA), and negative affect (NA).
The theoretical model was tested using data collected from employees in different firms from different provinces in China. Analyses of multisource and lagged data from 677 employees indicate that as predicted, EI moderates the relationship between SWB (life satisfaction, PA, and NA) and workplace ostracism.
The findings show that when employees demonstrate high levels of EI, the negative relationships between life satisfaction, PA and workplace ostracism were strengthened, and the positive relationship between NA and workplace ostracism was weakened.
First, the results empirically demonstrate that EI is one moderator of the relationship between SWB and workplace ostracism. Second, the study contributes to the field of workplace ostracism by indicating some critical antecedents. Third, the present study examines the moderating role of EI in the relationship between SWB and workplace ostracism among Chinese employees.