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While much research has examined the effect of media literacy in combatting misinformation, whether and to what extent news media literacy influences misinformation-related behaviors (i.e. misinformation sharing, misinformation correction) and the mediating effect of news media skepticism in the process remain less explored. Moreover, this line of research has extensively focused on a polarized information context (e.g. the USA) with less attention to a context where news information is more regulated and centralized. This paper aims to discuss the aforementioned objective.

The authors conducted a survey study of 720 Chinese adults.

This study reveals that greater new media literacy predicts higher misinformation correction behaviors, but fails to predict caution in sharing misinformation. Findings further demonstrate a nuanced mediating effect of news media skepticism that challenges previous assertions about its protective role. That is, higher news media literacy is associated with lower news media skepticism; lower skepticism is in turn related to lower misinformation sharing and greater misinformation correction.

The current study integrates news media literacy and news media skepticism in understanding misinformation-related behaviors. Findings generally speak to the tangible benefits of news media literacy in helping motivate corrective actions among the general public. However, this study also strikes a cautious note that future investigations of news media skepticism would benefit from a cultural perspective. Its connections with perceptions and effects on behaviors could vary according to different types of media and political landscapes.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2023-0172

The purpose of this paper is to draw on triadic reciprocal determinism and social exchange theory to examine how “induced-type” and “compulsory-type” union participation influence union commitment and job involvement, and how union participation in the west differs from that in China. It also examines whether the role of both organizational justice and employee participation climate (EPC) functions in the Chinese context.

Cross-sectional data are collected from 694 employees in 46 non-publicly owned enterprises, both Chinese and foreign, in the Pearl River Delta region of China. A multi-level moderated mediation test is used to examine the model of this research.

Union participation is positively related to organizational justice, union commitment and job involvement. In addition, organizational justice acts as the mediator among union participation, union commitment and job involvement. Specifically, the mediating role of organizational justice between union participation and union commitment, and between union participation and job involvement, is stronger in high-EPC contexts than low-EPC contexts.

Instead of examining the impacts of attitudes on union participation, as per most studies in the western context, this research examines the impacts of union participation in the Chinese context on attitudes, including union commitment and job involvement. It also reveals the role of both organizational justice and EPC in the process through which union participation influences union commitment and job involvement.

Drawing on conservation of resources theory, this study explores the relationships of decent work (DW) with in-role performance (IRP) and organizational citizenship behavior toward the organization (OCBO) by focusing on the mediating role of career satisfaction (CS) and the moderating role of supervisor ostracism (SO).

Hypotheses were tested using latent moderated structural equations method with two-wave data from 376 employees in a South China industrial park.

DW is positively associated both directly and indirectly, via the mediation of CS, with IRP and OCBO; the positive relationship between DW and CS is negatively moderated by SO.

The findings show that employee performance can be improved by implementing discernible DW activities that foster CS, but that this effect can be weakened by SO. It is, therefore, critical to create a DW environment for employees and lessen the incidence of SO in the organization.

This research enriches the literature by addressing the previously unexplored relationship between DW and employee performance by focusing on the mediating role of CS and the moderating role of SO.

This study aims to use institutional and upper echelons theories to comprehensively investigate the intricate interplay between TMT legal expertise and firms' adaptive strategies in legal contexts, notably within emerging economies. It explores how upper echelons experiences shape opportunistic compliance strategies, impacting value and risk perceptions. Drawing on upper echelons theory, the research probes how TMT legal expertise molds firms’ involvement in significant lawsuits, accounting for influential roles. It scrutinizes TMT’s impact on legal strategies, positing that managerial discretion emerges from environmental factors, organizational attributes and executive traits. The study underscores TMT’s internal incentives and external factors’ interplay, molding strategic legal engagement.

To validate this framework, statistical analysis is performed on data from 2,584 Chinese-listed firms. The data set spans 2010–2015, with 5,713 material lawsuits. Chosen due to reliable institutional-level incentives data from the China Market Index Database, years 2016–2019 are excluded for methodological disparities. Moreover, 2007–2009 is omitted to mitigate the potential financial crisis impact. This study’s 11,272 observations ensure robust empirical exploration, offering insights into the interplay of TMT legal expertise, institutional factors and firms’ legal strategies.

The study reveals that firms led by executives with legal expertise are more prone to engage in significant lawsuits, indicating strategic use of legal skills. TMT age moderates this, with older teams less likely to engage. TMT tenure’s effect remains unclear due to tenure-risk preference complexity. Institutional factors matter; less legally mature regions reduce managers’ legal risk intention. Results confirm hypotheses and highlight executive human capital’s impact on firms’ legal strategies.

This study acknowledges contributions while highlighting limitations, including the need for detailed distinctions in lawsuit roles and exploration of heterogeneous TMT power dynamics. Further research is proposed for nuanced power dynamics and comprehensive TMT legal background data. The study advances upper echelons theory by introducing TMT legal expertise as a factor influencing strategic lawsuit behavior. It challenges institutional theory by showing the adaptable legal context, beyond fixed constraints. Moderating factors – group risk attitude and external knowledge – deepen understanding of upper echelons’ impact. Enhanced data collection is encouraged to address limitations and refine findings.

This study’s implications extend to managerial practices. Firms should acknowledge the dynamic legal system, using TMT legal expertise for strategic legal challenges. Executives should pragmatically approach regulations. While legal professionals enhance compliance, caution is needed in selecting TMT members with legal expertise due to the risk of misusing it for unnecessary litigation, potentially misaligned with financial performance goals.

This study combines institutional and upper echelons theories to explore TMT legal expertise’s impact on firms’ adaptive strategies in emerging economies. It challenges the idea of a universally constraining legal environment and highlights how TMT legal expertise enhances firms’ management of complex legal risks. The research introduces TMT legal expertise as an influencing factor in strategic lawsuits, revealing nuanced relationships between legal contexts and strategic decisions. The findings enrich upper echelons theory, challenge conventional institutional views and identify moderating factors that deepen the understanding of upper echelons’ influence in legal landscapes.

Business ecosystem is described as a web of loose relationships, thereby posing some challenges to coordination. In attempt to ensure coordination in business relationships, scholars have proposed relational and contractual governance mechanisms. Hence, this study aims to examine the effects of governance mechanisms on coordination in the pharmaceutical business ecosystem (BE), with the potential mediating effects of closeness and opportunistic behavior.

The study adopted quantitative approach with cross-sectional survey research design to collect data from the business ecosystem of pharmaceutical company X in Ghana. A structured questionnaire based on a five-point Likert scale was employed to collect data. Analysis was based on 173 institutions (both local and international) selected from pharmaceutical BE. Various validity and reliability checks were conducted before the presentation of the actual analysis, which was conducted using ordinary least squares (OLS) regression in Statistical Product and Service Solutions (SPSS).

The results of the study revealed that both relational and contractual governance have a direct positive effect on coordination between pharmaceutical BE members and the focal firm. The effect of contractual governance on coordination is however, partially mediated by opportunistic behavior. Finally, closeness also fully mediated the effect of relational governance on coordination.

The study builds on the governance mechanisms in exchange relationship, which was hitherto largely limited to the dyadic and triadic business network, partnerships and strategic alliances studies. The contribution to BE literature provides further understanding into transaction cost economics and relational exchange theory, which was dominantly applied in dyadic relationships ties such as partnerships, alliances and networks.

This study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment.

In this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region.

The results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation.

This study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China.

This study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.

How to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice behavior remains to be fully understood. To address this deficiency, the current study investigates how basic need satisfaction may relate to perceived decent work and voice behavior and the moderating role of gender. Our research draws upon self-determination theory and social information processing theory.

The theoretical model was tested using two-wave investigation data collected from a sample of 349 employees and 85 supervisors in Southwest China.

Decent work perception was positively related to voice behavior, and this relationship was partially mediated by basic need satisfaction. In addition, the relationship between decent work perception and basic need satisfaction as well as the indirect effect of decent work perception on voice behavior via basic need satisfaction was stronger for men than for women.

This study highlights the pivotal roles of basic need satisfaction and gender in the consequences of decent work perception in the workplace. The authors provide new insights into the relationship between decent work perception and voice behavior and inspire scholars to elucidate other explanatory mechanisms in this link.

This study focuses on how entrepreneurial bricolage (EB) drives both competitive advantage (CA) and sustainability performance (SP).

Relying on structural equation modeling, data were collected from 200 small and medium-sized enterprise (SME) manufacturers in Ghana.

The results indicate that EB drives both CA and SP positively. SL positively moderated the relationship between EB and CA, while the moderating role of SL in the relationship between EB and SP was not supported.

The study concludes that EB can enhance SP, a notion prior study grossly overlooked.

As the backbone of the social open innovation (SOI) system, social enterprises (SEs) are the key drivers of social value creation (SVC). However, at the micro-level, research in this area is lacking, as attention is scantly paid on the comprehensive capabilities of renewable energy enterprises, their industrial heterogeneity and heterogeneous social connections, including bricolage and utility innovation. Drawing from the social resource-based view theory and institutional theory, the research investigates SOI effect on SVC, the moderating role of social ties (ST) and entrepreneurial bricolage (EB) mediation.

The research methodology encompassed several key steps. Initially, a research framework was constructed based on a comprehensive literature review. Subsequently, data were collected by surveying 133 middle to senior-level managers. To assess the proposed hypotheses, a structured equation modeling analysis was conducted using a two-stage approach, which involved partial least squares and hierarchical regression techniques.

The study reveals that SOI affects SVC significantly, and SOI positively impacts EB. Furthermore, political ties strengthen the positive impact of SOI on EB. Moreover, EB positively impacts SVC. Additionally, EB mediates the relationship between SOI and SVC.

Firstly, the measurement of variables relies on a subjective approach. Future research could employ a quantitative comprehensive index evaluation method of assessment, thereby providing additional validation for the authors' findings. Secondly, although cross-sectional data can be utilized to explore the relationships between variables, there may be inherent biases in the results. Therefore, longitudinal data collection in future research would enable the observation of the long-term effects of SOI and EB on SVC and ST. Thirdly, it would be beneficial to examine other potential factors that could contribute to a more comprehensive understanding of the mechanisms linking SOI to SVC.

First, the study underscores the significance of EB in the interplay between SOI and SVC. By embracing innovative approaches and fostering collaborations, SEs can harness EB as a powerful tool for achieving their social missions while overcoming resource constraints. Second, it is imperative for managers to foster a conducive environment for SVC within their organizations, characterized by network ties and partnerships. Simultaneously, they should proactively drive ST initiatives and remain attuned to evolving changes in external environmental laws and regulations. Third, the Malagasy government is actively advocating for social interventions and the establishment of social milieus reminiscent of corporate social responsibility.

This study emphasizes the importance of ST and recognizes the pivotal role of EB in generating social value within an ecosystem that supports SOI. SEs can create lasting positive impacts on society (e.g. improving access to electricity) by embracing these principles and collaborating with stakeholders.

These findings serve to enhance the underlying theoretical context of social entrepreneurship, propose nuanced insight into the methodologies for implementing SVC within the context of renewable energy enterprises and make significant contributions to the ongoing progress of research in the domains of open innovation and social entrepreneurship.

The traditional maintenance scheduling strategies of multi-component systems may result in maintenance shortage or overage, while system degradation information is often ignored. The purpose of this paper is to propose a multi-phase model that better integrates degradation information, dependencies and maintenance at the tactical level.

This paper proposes first a maintenance optimization model for multi-component systems with economic dependence and structural dependence. The cost of combining maintenance activities is lower than that of performing maintenance on components separately, and the downtime cost can be reduced by considering structural dependence. Degradation information and multiple maintenance actions within scheduling horizon are considered. Moreover, the maintenance resources can be integrated into the optimization model. Then, the optimization model adopting one maintenance activity is extended to multi-phase optimization model of the whole system lifetime by taking into account the cost and the expected number of downtime.

The superiority of the proposed method compared with periodic maintenance is demonstrated. Thus, the values of both integrated degradation information and considering dependencies are testified. The advantage of the proposed method is highlighted in the cases of high system utilization, long maintenance durations and low maintenance costs.

Few studies have been carried out to integrate decisions on degradation, dependencies and maintenance. Their considerations are either incomplete or not realistic enough. A more comprehensive and realistic multi-phase model is proposed in this paper, along with an iterative solution algorithm for it.