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The aim of this article is to construct a performance evaluation framework that can be employed in companies to enhance their business operations and strengthen their financial advantage in the current environment. To validate the approach, a case example has been included to assess the practicality and validity of this approach when applied in a real environment.

This study focuses on an important part of the strategic planning process: internal scrutiny and environmental (external) scanning, in which an evaluation of company performance is divided into two stages by using network DEA and the cross-efficiency approach. In addition, this article employs Miles and Snow's typology for classifying the strategies used by companies.

The analytical results show that the proposed framework can be useful for companies seeking to evaluate which strategies may be the most appropriate, based on Miles and Snow's typology, to effectively reallocate limited resources.

The evaluation in this study only uses financial data and does not take other nonfinancial indicators into consideration.

This research provides value by classifying each company included in the study in terms of its capability and financial efficiency according to Miles and Snow's system of strategy classification. Second, an internal and external performance measuring framework is constructed. Finally, some propositions for top management are provided by analyzing the financial advantages of using a performance evaluation framework that can help top management make decisions more objectively.

Integrating the Stimulus-Organism-Response model, the spillover theory and the person-organization fit literature, this study investigates how internal marketing spills over its effects from the work domain to nonwork domains.

Data of 279 hotel employees working in the US were collected from a self-administered survey via Amazon Mechanical Turk.

Findings support the direct effects of internal marketing on job performance and job satisfaction, and of job satisfaction on life satisfaction. Moreover, results show the mediating roles of perceived person-organization fit, highlighting the mechanism by which internal marketing generates its spillover effect from the work domain to the life domain.

This study advances the conversation on employee-organization behaviors by revealing how internal marketing could lead to job satisfaction, job performance and life satisfaction. These insights reflect the true interconnection of human work and life. For hospitality employees’ well-being, this study encourages managers to simultaneously adopt and integrate the five functional activities of internal marketing (i.e. communication, compensation, welfare system, training and management support) in organizational operations.

The purpose of this paper is to examine how transformational leadership may relate to corporate entrepreneurship by adopting a multilevel approach. The authors also theorized and tested the top-down and bottom-up intermediate process linking transformational leadership and corporate entrepreneurship.

Multisource data across different timeframes were collected from 129 managers and 244 employees from 55 units of 27 firms.

The results showed that transformational leadership and corporate entrepreneurship were positively related at the unit level. Furthermore, unit-level collective efficacy mediated the relationship between unit-level transformational leadership and unit-level corporate entrepreneurship. The authors also found that the firm-level empowerment climate moderated the indirect effect of unit-level collective efficacy on the relationship between unit transformational leadership and unit-level corporate entrepreneurship.

First, the goal of this study is to extend the single focus of transformational leadership on corporate entrepreneurship (e.g. Ling et al., 2008) and develop a more thoughtful approach on determining how transformational leaders influence corporate entrepreneurship across levels. This study responds to calls for research to look at the impact of unit-level transformational leaders, such as middle managers, across levels (Ren and Guo, 2011) and creates a multilevel framework in which transformational leaders at the unit level influence the appearance of corporate entrepreneurship at the unit level.

This paper aims to provide a novel integrated fault detection method for industrial process monitoring.

A novel integrated fault detection method based on the combination of Mallat (MA) algorithm, weight-elimination (WE) algorithm, conjugate gradient (CG) algorithm and multi-dimensional Taylor network (MTN) dynamic model, namely, MA-WE-CG-MTN, is proposed in this paper. First, MA algorithm is taken as data pre-processing. Second, in virtue of approximation ability and low computation complexity owing to the simple structure of MTN, MTN dynamic models are constructed for each frequency band. Furthermore, the CG algorithm is used to discipline the model parameters and the outputs of MTN model of each frequency band are gained. Third, the authors introduce the WE algorithm to cut down the number of middle layer nodes of MTN, reducing the complexity of the network. Finally, the outputs of MTN model for each frequency band are superimposed to achieve outputs of MTN model, and fault detection is proceeded by the residual error generator based on the difference between the output of MTN model and the actual output.

The novel proposed method is used to perform fault detection for industrial process monitoring effectively, such as the Benchmark Simulation Model 1 wastewater treatment process.

The novel proposed method has generality and provides considerably improved performance and effectiveness, which is used to perform fault detection for industrial process monitoring. The proposed method has good robustness, low complexity and easy implementation.

Recent years have witnessed the development of a variety of rating systems but the authors have little knowledge about their impact on users’ perceptions of information quality, cognitive decision effort, and enjoyment. The purpose of this paper is to understand the potential cognitive fit underlining the relationship between rating systems types (i.e. five-star, binary-visual, and binary-textual) and tasks (i.e. purchase-decision and browsing tasks) in the context of shopping websites.

A total of 191 subjects were obtained. This study conducted an experiment with a 2×3 between-subject factorial design. The first dimension is a task that has two conditions (purchasing vs browsing). The second dimension is a type of rating system that has three different types (binary-textual, binary-visual, and five-star).

The results show that the cognitive fit may occur when individuals use a five-star rating system to help them make a purchasing decision and when they use a binary-visual rating system while browsing. This fit might increase perceived information quality while decrease cognitive decision efforts, and in turn raise intention to adopt the systems. Moreover, five-star rating systems can make users feel more fun and enjoyment than binary-textual and visual rating systems, regardless of task type.

This study focuses on three main rating systems that are popular on shopping websites. Nevertheless, few other rating systems exist in the market such as unitary or ten-star rating systems. Further studies can consider other types of rating systems and address, in addition to representation, the issue of information granularity (i.e. unitary, binary, five-star, and ten-star rating systems).

The results of this study could provide design principles for web designers in determining which rating systems best match the websites they are developing. If the websites or specific webpages are more utilitarian oriented (hedonic oriented), five-star rating systems (binary-visual rating systems) are more appropriate.

This study contributes to the rating system literature by examining the cognitive fit underlining the relationship between rating systems types and tasks. Importantly, this study extends cognitive fit theory by considering affective responses, that is, perceived enjoyment and intention to continue to use.

The purpose of this paper is to add to an emerging literature on educational leadership and management in Vietnam by addressing several goals. First, the study sought to translate, adapt, and validate an existing measurement instrument, the Principal Instructional Management Rating Scale (PIMRS) Teacher Form, for use in Vietnam. Next, it aimed to describe patterns of instructional leadership evidenced among a sample of urban and rural primary school principals. Then, the researchers examined if these patterns of principal instructional leadership could be linked to one or more “antecedent variables”: school size, school location (urban/rural), principal’s gender and prior teaching experience. Finally, the paper sought insights from principals and teachers on how instructional leadership could be strengthened in the Vietnamese education context.

Both quantitative survey and qualitative methods were used in this study. The sample consisted of 569 teachers and 117 principals working in 117 primary schools located in Ho Chi Minh province of Vietnam. Data collection employed a translated and adapted Vietnamese language form of the PIMRS Teacher Form. An open-ended question posed to both teachers and principals was included in the survey instrument to gather recommendations for strengthening instructional leadership in Vietnam. The research used Rasch analysis, Cronbach’s test of internal consistency, confirmatory factor analysis, t-tests, and analysis of variance in data analysis.

The research achieved a preliminary validation of a Vietnamese language Teacher Form of the PIMRS. The analysis of PIMRS data gathered from teachers found that the primary school principals were perceived to be exercising instructional leadership at a surprisingly high level. Consistent with international research findings, selected evidence indicated stronger instructional leadership from the female principals, though the pattern was not strong. None of the other antecedents evidenced a significant relationship with patterns of principal instructional leadership. A number of overlapping recommendations were made by teachers and principals for strengthening instructional leadership in Vietnam.

Although a Teacher Form of the PIMRS Vietnam was successfully validated, follow-up studies should be conducted with both the Teacher Form and Principal Form of this instrument. More broadly, the high scores on the PIMRS accorded to the principals in this study were deemed “surprising” in light of the lack of prior policy focus and training on this role of the principal in Vietnam. Thus, the authors recommend that this research be extended to a larger cross-level study of schools from different parts of Vietnam in order to provide additional confirmation of these preliminary findings.

Feedback from principals and teachers indicated a need for system leaders to articulate instructional leadership more explicitly as part of the principal’s role set in Vietnam. Only then will it become part of the formal expectations that shape principals’ practice and the preparation and professional development programs in which they participate. The principals also suggested that instructional leadership could be strengthened by enabling model principals to share instructional leadership practices with colleagues. Finally, teachers and principals highlighted the need to broaden, legitimate, and strengthen sources of instructional leadership within the school beyond the principal. These suggestions are not only consistent with policy actions taken in other societies, but are also grounded in the context of education in Vietnam.

The first internationally published study of educational leadership and management in Vietnam only appeared in 2012. In the succeeding years, several qualitative studies have emerged describing principal leadership practices in a handful of schools. The current study represents the first published quantitative study of school leadership from Vietnam. Although the results are preliminary in nature, the study provides both baseline data on principal instructional leadership and a validated instrument that can be used in future research.

The purpose of this paper is to answer two research questions: How does a self-initiated migrant (SiM)'s talent identity work operate in relation to their culture, the societies in which they live, their interpersonal relationships and their tacit knowledge development? and how can global talent management be re-imagined in light of this?

This co-constructed autoethnography is produced from reflexive, dyadic interviews and text “conversations” with an SiM doing “global talent identity work” and uses narrative analysis to investigate how liminal competence is developed across the life cycle.

This study shows how talent identity work is rooted in the lived, meaningful experiences of individual talent, from childhood to adult life in a pandemic. The authors add to knowledge about COVID-19 experiences of SiMs, uncover poignant examples of the role of migrant ethnic and knowledge discrimination and identify lessons for managerial practice in engendering liminality competence by combining global talent management and knowledge management.

Lessons are drawn for global talent management strategies that appreciate and support individual talent ethnic and knowledge inclusion of underappreciated migrant talent.

Examining the connection between talent identity work and liminality competence, the authors show how an individual's talent might be wasted through different forms of discrimination and highlight how ethnic discrimination during a pandemic points the way to positive changes in talent knowledge management initiatives. This study suggests ways in which ethnic and knowledge discrimination might be addressed through talent management strategies.

The purpose of this paper is to examine how national culture influences individuals’ subjective experience of tension when confronting paradoxical demands that arise during their day-to-day organizational experience. The paper further explores two types of paradoxical demands (task oriented and relational oriented) and two mediating mechanisms (tolerance for contradictions and harmony enhancement concerns) that exhibit contrary cultural effects.

Drawing from a sample of white-collar workers in China and the USA, the authors first inductively generated scenarios with task-oriented and relational-oriented paradoxical demands and then conducted three studies where participants rated the perceived tension from the scenarios. In Study 1, they examined cross-cultural differences in perceived tension and the mediating role of tolerance for contradictions. In Study 2, they primed Americans with proverbs that promoted tolerance for contradictions. In Study 3, they examined the indirect effects of harmony enhancement concerns in China in relational-oriented paradoxical demands.

The results found that for task-oriented paradoxical demands, Chinese participants were less likely than American participants to experience tension and the effects were mediated by a higher tolerance for contradictions. Americans exposed to proverbs that promoted tolerance for contradictions also experienced less tension. For relational-oriented paradoxical demands, on the other hand, the authors found no cross-cultural differences, as the indirect effects of a tolerance for contradictions were mitigated by negative indirect effects of greater harmony enhancement concerns.

This paper demonstrates that culture can influence the tension that individuals subjectively experience when they confront paradoxical conditions, suggesting that individuals learn implicitly how to cope with tensions associated with paradoxes from their broader cultural environment. However, the authors also found different cultural effects within different paradoxical conditions, suggesting that the knowledge that individuals acquire from their broader cultural environment is multifaceted.

The purpose of this study is to develop and examine an integrated mediating model that contains relationship benefits as the relationship antecedents; trust, relationship commitment and gratitude as mediators; and repurchase intention as the relationship consequence in a service business context.

The study recruited 253 respondents to test the proposed model. A partial-least-square-based structural equation modeling was adopted to evaluate the measurement of research constructs and test the research hypotheses that underpinned a proposed conceptual model.

The results show that confidence benefits increase trust more than social and special treatment benefits; social benefits have the most influence on relationship commitment; and special treatment benefits most greatly enhance feelings of gratitude. Thus, depending on the improvement objectives, marketers can accordingly choose the proper relationship benefits as a primary approach. Furthermore, both the direct and indirect effects of confidence benefits and social benefits on repurchase intention were significant.

The main limitation of this study is that all research variables were measured at a static point rather than as they were developing. Ignorance of the temporal sequence may incur the concern of possible spurious causal relationship inferences.

The study’s findings offer several important implications for service providers, which, in this study, were separated into high (e.g. such as hairdressing, beauty and massage) and low personal contact service groups (e.g. telecommunications and equipment maintenance). First, social benefits are more effective at increasing gratitude in the low personal contact service group, and at boosting trust in the high-contact group. Second, special treatment benefits increase gratitude much more in the high-contact group than in the low personal contact group. Third, gratitude has a much stronger effect on repurchase intention in the high personal contact group than in the low-contact group.

The interactions among relationship benefits, mediators (i.e. trust and relationship commitment) and outcomes remain unclear. Although the importance of gratitude as a mediator in relationship marketing (RM) has been shown, little research has examined how relational benefits influence repurchase intention through the combined mediating effects of commitment, trust and gratitude. Therefore, this study advances RM theory by examining the degree of additional explaining power that gratitude contributes to the commitment–trust model. The study also makes a practical contribution by building a research model to understand the nature of mediating roles played by relationship commitment, trust and gratitude in the service industry.