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The primary purpose of this study is to investigate the influence of tourists' perceived value, satisfaction and behavioral intention on the development of Lipu Yi costume culture to promote the development of intangible cultural tourism and better construct a model of the influencing factors of Lipu Yi costumes in the development of intangible cultural heritage tourism.

The study site is the intangible cultural district of Panzhihua, Sichuan Province, China. This study examines the interrelationships between tourists' perceived value of experience, behavioral intention and satisfaction as the tourists relate to Lipu Yi costume and intangible cultural heritage tourism. A sample of 225 tourists who had visited Panzhihua at least once was selected for the study.

All seven of the survey's hypotheses were supported. Therefore, this study concludes that tourists' perceived value, satisfaction and behavioral intention directly affect the development of intangible cultural tourism and significantly positively impact the growth of Lipu Yi costumes culture. Descriptive analysis, confirmatory factor analysis (CFA) and structural equation modeling (SEM) investigation methods were used.

This paper analyzes tourists' perceived value of Lipu costume culture and tourists' satisfaction and behavioral intention during the tourism process. This study provides a more in-depth understanding of the relationship between Lipu Yi costume and non-heritage tourism factors. Practical methods and approaches are sought to further develop Lipu Yi costume non-heritage tourism.

A green innovation strategy is an important step for enterprises to balance economic and environmental. As the executors of strategic decisions, the attitude and capabilities of senior managers determine the effectiveness of implementing green innovation. Therefore, this paper aims to explore the relationship between executive compensation incentives and green innovation.

Based on the data of heavily polluting enterprises listed in China's A-share market from 2015 to 2020, this study constructs an OLS model with fixed effects of time and industry, and uses the mediation three-step method to verify the correlation between executive compensation incentives, innovation openness and green innovation. Meanwhile, the grouping regression was used to test the moderating effect of environmental regulation on executive compensation incentives.

The empirical results show that executive salary incentives promote green innovation and equity incentives inhibit green innovation; the openness breadth partially mediates the relationship between salary incentives, equity incentives and green innovation, while the openness depth only partially mediates the relationship between equity incentives and green innovation; and environmental regulation positively moderates executive incentives.

Due to sample selection and variable measurement, the study lacks certain generality. Therefore, future research needs to further analyze the internal factors affecting green innovation from multiple dimensions.

This study provides a new evidence for analyzing how executive compensation measures affect green innovation, and further enhances the mediating mechanism of open innovation.

This study has significant theoretical implications for examining the intra-firm factors that affect green innovation.

This study brings knowledge economy and sharing to advance environmental, social and governance (ESG). Nevertheless, knowledge economy is a broad research field and dynamic phenomenon. To fill this lacuna, the purpose of this study is to build a link between the literature field of knowledge economy and sharing to advance each ESG limitation. To achieve this aim, the authors have (1) presented the prevailing state of research on the literature field of knowledge economy and sharing and (2) provided future research avenues for understanding the ESG.

Therefore, this study has conducted a bibliometrics-based visualization analysis of literature data of 169 publications in knowledge economy field from 2010 to 2020. The authors classify findings into five clusters mapping the evolution of knowledge economy.

The analytical findings indicate the linkages between these clusters with ESG, as well as the application of knowledge economy to advance ESG limitations. This study offers future research implications for knowledge management scholars and managerial suggestions to ESG practitioners.

ESG is a newly emerging investment concept and corporate evaluation standard aiming at exploring a sustainable development path and striking a balance between commercial value and corporate social responsibility. But the status quo indicates identical ESG limitations due to the board of directors’ limited knowledge capacity, inconsistent and ununified ESG measurement and a lack of ESG information. In parallel, knowledge economy has increasingly created a huge higher rate of return and benefits towards this disruptive society. This study brings knowledge economy and sharing to advance ESG. Nevertheless, knowledge economy is a broad research field and dynamic phenomenon.

current study intends to examine key human resources practices (human capital, training and rewards) that influence employee commitment and service recovery performance (SRP) of Takaful industry agents in Southeast Asian region. The Takaful industry is facing stiff competition with conventional insurance industry in Malaysia and Indonesia as the Southeast Asian region has a large Muslim population. SRP is crucial in insurance industry specifically in the Islamic Insurance (Takaful) industry and plays a vital and key role in sustainable competitive advantage for value addition for firms in future to acquire market.

The data was collected from 350 front line agents of the Takaful industry operating in Malaysia and Indonesia on convenience sampling technique. Data was analyzed by using PLS-SEM to examine the relationship between constructs.

The results show that human capital, training and reward significantly influence commitment of employee which further influenced SRP to be improved. Mediation effect was also found to be influential and statistically positive and significant by employee commitment between key HR practices (human capital, training, rewards) and SRP.

current study contributed to the body of knowledge in explaining relationship of human capital to employee commitment and SRP, further, inconclusive findings between training and rewards was also explained in the Takaful industry of the Southeast Asian region.