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The purpose of this paper is to identify the key determinants of the information value of enterprises’ micro-blogs, drawing on the consumer’s perspective. This paper examines the effects of such information value on consumers’ purchase intention through the building of online brand equity. The paper also investigates how perceived usefulness intervenes in the relationship between micro-blog information value and consumer purchase intention.

The proposed research model is examined empirically using a survey of 315 users of the Sina micro-blog. The statistical analysis applies a method based on variance using partial least squares.

The results show that online retailers’ micro-blog posts, which are characterized by informativeness and persuasiveness as perceived by customers, positively impact online retailers’ brand equity, which in turn influences consumer purchase intention. In addition, perceived information usefulness is found to be an important contextual factor that moderates the relationship between perceived persuasiveness and online retailer brand equity.

This work adds significance to the literature by extending the research on micro-blog marketing and also provides practical recommendations for online retailers on the operation of micro-blogs.

The purpose of this paper is to study the cause of severe corrosion of the galvanized lightning rods in a 220 kV transformer substation, and to seek the effective corrosion inhibition measures for the hollow lightning rods.

The corrosion morphology and rust component of lightning rod was analyzed, and the corrosion process of lightning rod was researched by means of scanning electron microscopy (SEM), X-ray diffraction (XRD), ion chromatography and electrochemical tests.

The results indicated that the outer surface of hollow lightning rod was corroded slightly; however, its inner surface suffered severe corrosion because of a long time high-humidity environment inside the tube caused by the rainwater permeation. A rust layer consisted of Fe₃O₄ and a little FeOOH was accumulated on the inner surface of the hollow lightning rod. Moreover, Fe₃O₄ rust layer worked as a large cathode area which could promote the corrosion of metal substrate further. A self-accelerating corrosion process was formed on the inner surface, making the corrosion failure of lightning rod occurred and aggravated gradually.

The corrosion of inner surface of hollow lightning rod cannot be detected easily. More attention should be paid to the corrosion inhibition of lightning rod. The key of corrosion inhibition for the hollow lightning rod was to avoid the rainwater accumulation inside tube. The research results can provide guidelines on the corrosion inhibition measures selection of lightning rod in transformer substation.

The study aims to examine the effects of guanxi and harmonious leadership on acquisition performance and the role of sociocultural integration as a mediating mechanism impacting the above links, with a focus on Chinese cross-border acquisitions in The Netherlands.

Data were collected through survey questionnaire with 91 respondents who work in Dutch-acquired companies. Regression analysis was used for exploring the relationship.

The study finds that both guanxi and harmonious leadership are positive to acquisition performance, and sociocultural integration represents a significant mediating mechanism by which guanxi and harmonious leadership can result in improved acquisition performance.

This study contributes to culture research by emphasizing the clarification of specific Chinese cultural values and cultural practices in cross-border acquisitions and examining the role of guanxi and harmonious leadership in acquisition performance. Meanwhile, this study helps to unveil Chinese cross-border acquisitions in The Netherlands by examining the mediating force – sociocultural integration.

The purpose of this paper is to study the influence mechanism of different levels of social capital (Structure holes–local network attributes and indirect ties–global network attributes) and organizational culture on the creativity of key inventors, and the role of organizational culture between social capital and creativity.

The paper tested the hypotheses with a sample of patent data accumulated from 46 firms in Chinese electronic information and automobile sectors. Negative binomial regression was used to explore the factors influencing the creativity of key inventors.

The paper discovers that structural holes are valuable social capital for the creativity of key inventors and very important in firms with a collective and conservative culture. Moreover, it also locates that key inventor are more creative in firms with an individualistic and competitive culture than those in firms with a collective and conservative culture.

This study emphasizes the influence of social capital on creativity and contributes to R&D management. It highlights structural holes are certainly important to key inventors in a collective and conservative culture, thus contradicting preceding studies that locate structural holes useful solely in an individualistic culture. This finding broadens our knowledge of the benefits of this network structure. Also, this debate challenges several basic views on structural holes currently.

Anti-epidemic Emergency Projects (AEEPs) have unique characteristics such as a short construction period, high-quality requirements, complex construction environment, many construction participants and many uncertain affecting factors. The purpose of this paper was to propose the establishment method for the Construction Community (CC) of AEEPs (CC-AEEPs) by analyzing the management features of AEEPs, to establish the method of the Social Network Analysis (SNA) for CC-AEEPs, and to apply this method and the framework to Wuhan Huoshenshan Hospital for their verification.

According to the CC theory, this paper explored the member composition and the establishment method for CC-AEEPs. The optimal management factors of CC-AEEPs were proposed by combining the management features of AEEPs and the SNA method for CC-AEEPs was further established. Finally, the applicability of the method was verified through a case study, and some countermeasures for the CC-AEEP social networks were proposed.

The establishment of CC-AEEPs is an important guarantee to complete AEEPs with top speed and high quality. Ten types of CC-AEEP members all played different but irreplaceable roles in cooperative construction, among which the Government, the Contractor, and the Supervisor had outstanding performances. The SNA method could effectively analyze the complexity and cooperative relationship among the members in four aspects. The case study of Huoshenshan Hospital validated the important role of CC-AEEP and its social network in the AEEP research providing beneficial enlightenment for the cooperative optimization path of the AEEP construction participants.

The new establishment method for CC-AEEPs was proposed from the perspective of “cooperation among human, society, and engineering” according to the theories of the engineering sociology and the CC. In this paper, the SNA method was applied to the research on the AEEP construction for the first time and the SNA method for CC-AEEPs was purposed. The optimal management factors of CC-AEEPs and the expansion path of the CC-AEEP social networks were proposed according to the whole-process tracking of AEEPs in Wuhan.

This study aims to develop a facile ligand-exchange strategy to promote nano-sintering of oleylamine (OAM)-capped silver nanoparticles (AgNPs). By using ligand exchange process with NH₄OH to remove OAM from the surface of AgNP, this study reports effectively reducing the sintering temperature of AgNPs to achieve low-temperature nano-sintering. Compared with untreated AgNPs of OAM-capped, NH₄OH-treated AgNPs possess superior sintering performance that could be applied to a fractional generator device as conductor and in favour of the fabrication of flexible circuit modules.

First, oleylamine is used as reductant to synthesize monodisperse AgNPs by a simple one-step method. Then ligand exchange is used with NH₄OH at different treating times to remove OAM, and micro-Fourier transform infrared spectroscopy and contact angle test are applied to clear the mechanism and structure characteristics of these processes. Finally, NH₄OH-treated AgNPs sediment sintering is used at different temperatures to test electrical resistivity and use ex situ scanning electron microscopy combined with in situ X-ray diffraction to study changes in microstructure in the whole nano-sintering process.

The AgNPs are always capped by organic ligands to prevent nanoparticles agglomeration. And oleylamine used as reductant could synthesize desirable size distributions of 8–32 nm with monodisperse globular shapes, but the low-temperature nano-sintering seemed not to be achieved by the oleylamine-capped AgNPs because OAM is an organic with long C-chain. The ligand exchange approach was enabled to replace the original organic ligands capped on AgNPs with organic ligands of low thermal stability which could promote nano-sintering. After ligand exchange treated AgNPs could be sintered on photo paper, polydimethylsiloxane (PDMS) and polyethylene terephthalate flexible substrates at low temperature.

In this research, the method ligand exchange is used to change the ligand of AgNPs. During ligand exchange, NH₄OH was used to treat AgNPs. Through the treatment of NH₄OH, the change of hydrophilic and hydrophobic properties of AgNPs was successfully realized. The sintering temperature of AgNPs can also be reduced and the properties can be improved. Finally, the applicability of the AgNPs sediment with this nano-sintering process at low temperature for obtaining conductive patterns was evaluated using PDMS as substrates.

Employee engagement serves as a critical strategy for tourism and hospitality organizations to support their employees and fight adversity. This study aims to investigate the antecedents and effects of employee engagement and examine innovative behavior as a linchpin mechanism for the relationship between organizational engagement culture and organizational performance.

This study analyzed the antecedents and effects of employee engagement through a hierarchical linear model that considers both organizational- and individual-level factors. The data was collected through a questionnaire survey from employees of 39 hotels in Guangzhou, China.

The results confirmed the significant positive effect of organizational empowerment, leadership and collaboration atmosphere on employment engagement. An individual’s perception of rewards and recognition, distributive justice and procedural justice significantly affected employee engagement. It was also confirmed that employee engagement ultimately improved performance outcomes at the individual and organizational levels. Additionally, the mediation effect of organizational innovation culture on the relationship between organizational employee engagement and organizational performance was confirmed.

Organizations can improve their performance by enhancing employee engagement, which in turn, can be encouraged by empowering leadership and organizational collaboration culture. Organizations can also improve their performance by providing rewards and recognition appreciated by employees and ensuring justice to them.

This research contributes to the literature on employee engagement in the hospitality industry by demonstrating how organizational performance can be improved through employee engagement using a multilevel model. The findings highlight that organizations with engaged employees are more likely to achieve an innovative culture, which in turn, leads to organizational success. This study also confirmed that empowerment, leadership and collaboration culture help improve organizational performance in the hospitality industry.

Transformational leadership (TFL) has been identified by a number of studies as a positive force for business success. However, few studies have explicitly examined its influence on the cooperative employment relationship, such as frontline employees' voice in the workplace. Thus, this study conducts an empirical analysis of dual-level (i.e. group-focused and individual-focused) TFL and its effect on frontline employees' cooperative voice.

This empirical study is based on data from a survey of 468 full-time frontline workers from 38 hotels in China.

The empirical results revealed that both individual-level and group-level TFL are significantly associated with frontline employees' cooperative voice. Person–Organization value congruence and Person–Supervisor value congruence both act as mediators in the linkage between group-level TFL and employees' cooperative voice behaviors. The partial mediating role of Demand–Ability congruence on the relationship between individual-level TFL and cooperative voice is also established.

First, this study investigates the dual-level effects of TFL on the cooperative voice behavior of frontline employees. Second, this study explores whether three dimensions of value congruence mediate the influence of TFL on the voice behaviors of employees.

This paper aims to identify important factors in green public procurement (GPP) implementation and then to clarify how these factors affect GPP implementation.

The authors applied the Delphi method first and then conducted a focused and constrained multiple case study at 18 government procurement centers across China.

The authors identified four clusters of factors for successful GPP implementation: more clear, consistent and operational policy goals; a nation-wide green procurement campaign to enhance social capital and cultural resources; promoting staff’s ethics, professionalism, capacity and knowledge; and establishing checks and balances among organizations involved in the whole purchasing process.

GPP can significantly improve environmental protection and sustainable development.

Based on key insights from systems theory and agency theory, the authors emphasize that GPP implementation must take down its own functional silos and adopt a process approach across organizational tiers to synchronize human resource based and inter-organizational capabilities into a unified whole through information sharing, communications and collaboration.