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The purpose of this paper is to formulate and test a theoretical model to explain inter-organizational cooperation behaviors among suppliers in automotive new product development (NPD) projects. This study aims to investigate the effects of cost and benefit factors on trust and inter-organizational cooperative behaviors among suppliers in automotive NPD projects from the perspective of social exchange theory (SET).

The structural equation modeling method is applied to test the proposed model, which is based on the analysis of survey data from 272 product managers of automotive part suppliers.

Knowledge sharing and coordination effort influence inter-organizational cooperation indirectly through trust. Specially, trust is negatively influenced by coordination effort but positively affected by knowledge sharing. Requirement uncertainty moderates the relationship between cost–benefit factors and trust differently. Specifically, requirement uncertainty increases the negative influence of coordination effort on trust but also strengthens the positive effect of knowledge sharing on trust.

This study provides a relatively comprehensive cost–benefit framework for further understanding the formation mechanism of inter-organizational cooperation among suppliers. It also contributes to SET by incorporating the contextual factor to explain the moderating effect of requirement uncertainty on the relationships between cost–benefit factors and trust in the context of automotive NPD projects.

Lenders in online peer-to-peer (P2P) lending platforms are always non-experts and face severe information asymmetry. This paper aims to achieve the goals of gaining high returns with risk limitations or lowering risks with expected returns for P2P lenders.

This paper used data from a leading online P2P lending platform in America. First, the authors constructed a logistic regression-based credit scoring model and a linear regression-based profit scoring model to predict the default probabilities and profitability of loans. Second, based on the predictions of loan risk and loan return, the authors constructed linear programming model to form the optimal loan portfolio for lenders.

The research results show that compared to a logistic regression-based credit scoring method, the proposed new framework could make more returns for lenders with risks unchanged. Furthermore, compared to a linear regression-based profit scoring method, the proposed new framework could lower risks for lenders without lowering returns. In addition, comparisons with advanced machine learning techniques further validate its superiority.

Unlike previous studies that focus solely on predicting the default probability or profitability of loans, this study considers loan allocation in online P2P lending as an optimization research problem using a new framework based upon modern portfolio theory (MPT). This study may contribute theoretically to the extension of MPT in the specific context of online P2P lending and benefit lenders and platforms to develop more efficient investment tools.

Two challenges faced by automotive component design projects within contracted design agencies are (1) specification changes requested by the manufacturers and (2) product information or core technology knowledge leakage to external actors. We examine the effects of targeted boundary activities that address these challenges under the contingencies of environmental uncertainty and project complexity.

Based on Boundary management theory, a bidirectional model of boundary buffering was conceptualized in the context of design agency teams developing automotive components. A survey is derived from the proposed model. Regression analysis is performed using empirical data from 234 auto component design projects in Chinese design agencies.

Boundary buffering activities that strengthen outside-in boundaries and inside-out boundaries directly improve the final design quality. Further, the magnitude of effect for outside-in buffering on design quality is enhanced under environmental uncertainty, while the impact of inside-out buffering on design quality is enhanced under project complexity.

Boundary activities should consider differences in boundary targets, directional flow of information, and context of scope.

Automotive component design agents should attend to both outside-in and inside-out boundary buffering, especially under conditions of environmental uncertainty or project complexity.

The proposed bidirectional view on boundary buffering adds perspective to team boundary management theory. Specific contingencies include common risk elements of project complexity and environmental uncertainty not typically associated with the need for buffering activities.

The purpose of this paper is to help enhance the scholarly conversation about the essential nature of the entrepreneurial orientation (EO) construct, its dimensionality and measurement. The authors focus on how EO was defined and measured in various contexts, which is the basis for the proposed five-dimensional EO scale (FDEOS).

Survey was conducted in design industry in China. A pilot test was conducted with 20 Chinese firms. Questionnaires were sent to 1,200 firms. A total of 408 complete and valid questionnaires were received.

It was found that a behavior aspect of EO as a second-order reflective model had a greater degree of agreement among scholarly community. As a result, a new FDEOS was proposed from behavioral perspective. Data were collected from 408 firms of design industry in a big developing country.

While five-dimensional EO construct is a well-recognized concept in the literature on entrepreneurship, little is known about its measurement. The research reported in this paper provides support for this assertion and develops a new scale, FDEOS, that designed to be neutral with regard to industry context and type of organization.

This study provides insight into factors surrounding knowledge reuse through electronic knowledge repositories (EKR).

A multi-theoretical framework is proposed that views knowledge reuse from both socio-technical and expectation confirmation model perspectives. Survey data are used to test associated hypotheses derived from the literature.

Results confirm the explanatory power of this approach to predict greater knowledge reuse and greater continuance of use.

Results suggest social and technical factors modelled interdependently affect knowledge reuse and lead to greater performance, knowledge sharing and continuance of use.

Practical and managerial recommendations for enhancing enablers of knowledge reuse via EKR are offered.

This study models enablers to knowledge reuse and resulting downstream effects on organizational outcomes. It provides an original framework for studying knowledge reuse within an EKR or knowledge management system perspective.

Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.

The study investigates the moderating effect of individual human capital in the relationship between job satisfaction and turnover intention. In addition, the moderating effect of abusive supervision on moderation by individual human capital was considered.

This study used cross-sectional, self-reported data from 133 human resource specialists and their supervisors, who responded to a matching dyad survey.

The study found that human capital moderated the negative effects of job satisfaction on turnover intention. The results also verified the moderated moderating effect of abusive supervision on the interaction effect of human capital and job satisfaction on turnover intention. More specifically, the moderating effect of human capital on the relationship between job satisfaction and turnover intention was more pronounced when employees perceived high levels of abusive supervision.

The study developed a moderated moderation model to understand the risk of human capital and abusive supervision for an organization and provided a new perspective indicating that job satisfaction is a key determinant in retaining low-human capital employees but not high-human capital employees. Accordingly, companies may strategically choose to employ suitable employees, rather than star employees. In addition, talent management should focus beyond reward/compensation and prevent negative leadership behaviors.

Human resource practices are transforming at a varying pace for different businesses to meet the increasingly intensified external challenges. The pursuit of innovation while balancing the tensions between flexibility and efficiency has become a core challenge for survival in this globally competitive era. The literature identifies ambidexterity as a realistic choice to manage these tensions during transformation towards diversified and innovative human resource practices. Based on social exchange theory (SET), this study explores the impact of ambidextrous human resource practices (AHRPs) on organization members' innovation performance while examining the mediating effect of psychological safety.

Data were collected for this cross-sectional study in three waves, and the final sample included 788 employees from 32 companies across different industries in China.

The results of data analysis indicate support for all the hypothesized relationships. AHRPs positively affect employee innovation performance; employee psychological safety mediates this relationship; inclusive leadership moderates the direct effect of AHRPs on employee psychological safety and the indirect effect of AHRPs on employee innovative performance through psychological safety. Theoretical and practical implications of the study are also presented.

This study examines AHRPs’ influence on employee innovation performance mediated by psychological safety and the moderating role of inclusive leadership in the above relationship to clarify the boundary conditions of AHRPs' effect on innovation performance.

This research seeks to extend the animosity model of foreign product purchase by examining the direct and moderating effects of cultural similarity in consumers' product judgment and willingness to buy foreign products.

Empirical data were collected from a sample (n=225) of Taiwanese consumers. The data analysis used bivariate correlations, repeated general linear modeling, and structural equation modeling.

Cultural similarity between consumers' home country (region) and a foreign product's country of origin has: a positive impact on consumers' product evaluation and willingness to buy foreign products; a weakening effect on the negative impact of war and economic animosity on willingness to buy foreign products; and a weakening effect on the negative impact of consumer ethnocentrism on their willingness to buy foreign products.

This study not only enriches the animosity model of foreign product purchase, but also offers additional insights for international market entry and international marketing strategies.