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Companies allowing employees to self-report business expenses face the risk of expense fraud because some occasionally engage in dishonest behavior to receive reimbursements for their use. Drawing on the technology acceptance model, this study aims to investigate the effects of perceived usefulness, perceived ease of use and perceived security on the trust in e-reimbursement systems and the relationship with honest disclosure intention.

A self-administered questionnaire was distributed to 254 respondents, with the partial least squares structural equation modeling used to analyze the data.

The findings showed that perceived security and perceived usefulness explained trust in e-reimbursement systems, whereas perceived ease of use had no significant effect on it. Corporate governance and trust in e-reimbursement systems have a positive relationship with whistleblowing intention. At the same time, corporate governance mediates the relationship between trust in e-reimbursement systems and honest disclosure intention.

This study sheds light on using e-reimbursement systems within organizations to prevent fraudulent reimbursements and offers recommendations to management on enhancing employees’ intention to engage in honest disclosure behavior through e-reimbursement systems.

In the face of continued criticism from Australian higher education stakeholders regarding problems with undergraduate business education outcomes; it is notable that little change has occurred to the philosophy, and the learning and scholarship activity underpinning Australian undergraduate business education since the early 1970s. Exceptions of recent times though include The Universities of Melbourne (UM) and Western Australia (UWA), Macquarie University (MU) and The Australian Catholic University (ACU). The purpose of this paper is to comment on this criticism and critique existing Australian curriculums and scholarship practices, and offer a potentially more informed and improved pathway.

The paper expresses a viewpoint in critiquing Australian undergraduate business practices; including external stakeholder commentary, and supports a renewed curriculum focusing on personal growth and the early career needs of business undergraduates.

The paper argues for a more informed foundation to the undergraduate business curriculum; to wit, the traditional Aristotelian classical liberal approach, including scholarship aspects which assist in enhancing student values.

Whilst the paper is limited to Australia, implications exist for other Western and Asian higher education environments. The paper is also limited to undergraduate business education, but also has implications for other undergraduate disciplines.

Whilst not entirely original in its approach; the paper seeks a more informed balance of teaching, learning and scholarship approaches away from the traditional studia divinitatis approach based in skills and specialised knowledge, in favour increased attention to a studia humanitatis perspective, in pursuit of three principles: intellectual enhancement, moral behaviour and aesthetic appreciation.

Identifying the in-built art-based, multi-dimensionally dynamic nature of the Chinese notion of harmony from the philosophical perspective of Yijing, the purpose of this paper is to investigate the mechanisms among the degree of harmony, employee affective commitment (AC) and compliance behavior at workplace in China.

This paper follows an empirical research design. To reduce extraneous sources of variation and measurement error, this study constrained the sample collection to full-time employees in manufacturing. Regression analysis was used to examine the hypotheses.

Results show that the degree of harmony is positively related to AC and compliance behavior. Findings also confirm the mediation effect of AC on the relationship between the degree of harmony and employee compliance behavior.

The research suggests that firms in China may exploit boosting the degree of harmony in organizations as an effective means to enhance employee AC to and compliance with their employers. It enables non-Chinese managers to gain a better understanding of the importance of creating harmonious environment for Chinese employees.

This study demonstrates the East-West cultural differences on the notion of harmony (art-based vs science-based views), investigating HR-related issues in China through a newer and broader lens, namely a revolutionary view of “East-West” integrative thinking. Using the model decoded by Yijing's eight trigrams to measure organizational harmony, this paper proposes a novel framework illustrating the relationships between a unique Chinese cultural variable (harmony) and two well-established Western measures (AC and compliance behavior), in response to the recent call for analyzing context-specific implications to develop new context-sensitive theories in HRM.

Drawing on organizational justice theory, this study aims to investigate how perceived organizational exploitation induces frontline hospitality employees’ organizational and interpersonal deviance. Specifically, this study explored the mediating effect of distributive and procedural justice, as well as the moderating effect of justice sensitivity.

The focal research analyzed multiphase survey data from 267 frontline service employees with structural equation modeling.

The results revealed that perceived organizational exploitation induced frontline hospitality employees’ organizational and interpersonal deviance through their perceptions of distributive and procedural justice. Moreover, employees’ justice sensitivity amplified perceived organizational exploitation’s harmful impact on justice perceptions and its conditional influence on organizational and interpersonal deviance.

Organizations should take actions to reduce the occurrence of exploitation to prevent employees’ workplace deviance behaviors. Moreover, organizations can foster employees’ justice perceptions and take care of employees with strong justice sensitivity to reduce the destructive behaviors triggered by organizational exploitation.

By investigating frontline employees’ workplace deviant behaviors, this research identifies new outcomes of exploitation by hospitality organizations. Moreover, the research contributes by offering a justice-based perspective to understand the effects of perceived organizational exploitation. Furthermore, this research helps identify a new boundary condition of being exploited by organizations.

The purpose of this paper is to analyze changes in consumers’ knowledge and acceptance of genetically modified (GM) foods over the past decade and identifies the determinants in the consumer attitudes toward GM foods in urban China.

The data used in this study were collected from 952 urban consumers in 2013 in 15 provinces. The ordinal logit model was chosen to identify the determinants in the consumers’ subjective knowledge and acceptance of GM foods.

Results show that the consumers’ awareness of GM foods, biotech knowledge, and subjective knowledge improved significantly, while the acceptance rate toward GM foods declined considerably from 2002 to 2013. Moreover, the consumers’ subjective knowledge of GM foods had a significantly negative impact on their acceptance rate of GM foods. Finally, the media coverage with the “event of Golden rice in 2012” as a proxy helped consumers in shaping their negative perceptions toward GM foods, suggesting that the media coverage was one of major factors in leading to the low acceptance rate of GM foods in urban China.

The findings of previous studies conducted in the early 2000s might not reflect current Chinese consumer attitudes because the public opinion toward GM foods in modern China has considerably changed. This study thus filled in the void by updating estimates on consumer attitudes toward GM foods and by underlining the factors that have led to the changes in consumer attitudes, using a mass survey covering Chinese urban consumers in 15 provinces in 2013.

The purpose of this paper is to propose a research model in which coworker service sabotage influences hospitality employees’ service creativity via work engagement. It also aims to test the moderating effect of sensitivity to the interpersonal mistreatment of others (SIMO).

A time-lagged questionnaire study was performed in hotels in China. The hypotheses were tested via hierarchical multiple regression.

Coworker service sabotage is indirectly associated with hospitality employees’ service creativity via work engagement. The trait of SIMO buffers the harmful effect of coworker service sabotage.

Although our research design helps mitigate common method bias, it could still exist. Other coworker behaviors that might influence employees were not included in this research. The findings may also be biased due to the restricted sample from China.

Hospitality organizations should take measures to curb service sabotage. Organizations could also provide supportive resources to suppress the negative impacts of coworker service sabotage. Moreover, organizations should motivate those low in SIMO to care more about customers.

The research takes the lead in investigating the outcomes of service sabotage from a third-party perspective. Work engagement is identified as the mechanism for transmitting the impact of coworker service sabotage to employees. Moreover, a new moderator that attenuates the negative effects of coworker service sabotage is found.

Grounded in Yijing, the wellspring of Chinese philosophies, this research aims to propose a novel interpretation of the indigenous Yin-Yang harmony cognitive framework, and to elaborate on how to use it as a meta-theorising tool to characterise the conflicting yet complementary dynamics of strategy, commonly seen as the prominent feature of Chinese strategic thinking.

Using the Yin-Yang harmony approach (i.e. Yin as the endogenous factors and Yang the exogenous factors), the authors first put forward eight paradoxical situations facing Chinese organisations as per the changing paradigm of Yijing. Then the authors use the thick description model as a roadmap to identify three evolving trajectories in Chinese higher education (HE) system. Finally, they raise four strategic propositions regarding how competing HE institutes handle the conflicting yet complementary dynamics in China.

Results show that the main strategic choices used by two different types of higher education institutes to cope with the current high-level uncertainty and competition could be described in terms of the two “Qian” and “Li” strategic situations, respectively. More details are discussed in the four propositions.

This research brings potentially valuable implications for global regulators, policymakers, providers and other stakeholders through better understanding of HE-related issues, as well as certain distinct conceptual complexities in terms of developing strategies in China. It implies potentially significant differences in cognition between East and West, and illustrates what may be their workings.

This indigenous eight-dimensional paradigm demonstrates the conflicting yet complementary dynamic gestalt of organisational strategic choices that may only be realised in Chinese terms, and that cannot be elucidated by theories purely derived from Western experience. It thus can foster the transfer of understanding between the East and West and open a new chapter for future research.

The rise and popularity of digitalization have made the addictive use in the virtual world more common, which has aroused wide attention from academia and public. Uncovering the underlying mechanism of addictive use is essential to address this serious issue.

By utilizing the context of massively multiplayer online games (MMOGs), this study developed virtual-domain perfectionism of seeking excellence and avoiding failure from the dual process model of perfectionism and identified four affordances in MMOGs from the perspective of technology affordance. The authors surveyed 302 valid samples in MMOGs to empirically test the research model.

The results demonstrate that two processes of virtual-domain perfectionism influence addictive use positively in MMOGs. Technology affordances perform as the antecedents of virtual-domain perfectionism and conduct distinct impacts in MMOGs. Specifically, affordances of interaction and identity are positively related to virtual-domain perfectionism, while achievement affordance is unrelated to virtual-domain perfectionism. Immersion affordance is positively related to virtual-domain perfectionism of seeking excellence and negatively associated with virtual-domain perfectionism of avoiding failure.

This study identified virtual-domain perfectionism and specific MMOGs affordances. The research model provides insights into addictive use in MMOGs by leveraging context and combining lenses. Research findings help elucidate the role of virtual-domain perfectionism on the addictive use from MMOGs affordances with the corresponding technical features.

The purpose of this paper is to employ a Yin-Yang harmony perspective to propose a novel circled 5C model to understand the unique harmonizing process of how conflicts are resolved in China. Despite increasing research on labor conflicts in Chinese manufacturing, Western theories still can not explain how Chinese culture influences conflict management.

The authors investigate a large manufacturer where a severe labor strike happened in South China. A mixed-methods research design is adopted. The scale of Chinese harmony and analysis of variance are used to identify the underlying unharmonious factors triggering the labor strike. The grounding theory approach (a case study) was adopted to further examine the proposed 5C model.

“Harmony with corporate system”, “Harmony between departments” and “Harmony with firm leader” were found to arouse employee grievances the most. Differences in age, gender, marital status, educational level, tenure and position were discovered to affect workers’ perceptions of workplace harmony. The proposed 5C model was supported.

As a lesson in handling escalating labor conflicts, this study allows foreign investors to better understand how to cope with relevant labor strife issues in China. In addition, this project integrates research with consultancy service, which can be seen as an exciting step forward in bridging academics and practitioners.

Based on Yin-Yang harmony thinking, this study suggests an integrative, context-specific concern – concern for harmony for China to transcend the Western dual-concern model regarding the choice of coping with conflicts. The paper constructs a novel circled 5C model of the Chinese harmonizing process (conflict, clash, communication, comprise and consensus), which characterizes the dynamic, contingent and art-oriented nature of Chinese conflict management.

Drawing from self-determination theory, this study aims to examine the effect of leader humor on frontline hospitality employees’ service performance and proactive customer service performance (PCSP) via harmonious passion (HP) for work with employee neuroticism as the moderating mechanism.

This study controlled for the nested effect and tested all the hypotheses with Mplus 7.0 using a time-lagged three-wave survey of 232 Chinese supervisor–subordinate dyads.

The results indicated that leader humor promotes frontline hospitality employees’ service performance and PCSP by enhancing their HP. Furthermore, neuroticism was shown to strengthen the direct impact of leader humor on employee HP and its indirect impact on employee service performance and employee PCSP through HP.

First, this research contributes to the leader humor literature through exploring its impact on the service performance and PCSP of frontline hospitality employees. Second, this research develops a new framework to explain the leader humor-employee service outcomes relationship using self-determination theory. Finally, the focus on the moderating role of neuroticism helps to explain the “when” question of leader humor.