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“Library + cultural tourism” (LCT) is a new direction for the sustainable development of libraries, but few scholars have researched it from a tourist perspective. The purpose of this paper is to identify what factors affect tourist satisfaction (TS) with LCT, reveal the interaction among these factors and provide strategies for better library services.

This study collected 5,308 comments on Tianjin Binhai Library from three popular online travel communities. Grounded theory was adopted to identify what factors affect TS with LCT and reveal the interaction among these factors.

The results indicated that TS with LCT was affected by complex factors related to tour plans, tour expectations, cultural characteristics, environment, support services and emotions. Cultural characteristics, environment and support services were impacted by tour plans and tour expectations, which directly or indirectly affected TS mediated by emotions. TS further influenced their expectation of their next tour.

This paper uncovered critical problems with LCT using a case study of Tianjin Binhai Library. The results provide a reference for library practitioners to develop better library services for tourists and regular users/readers.

The purpose of this paper is to examine information-seeking behavior (ISB) of strategic planners in enterprise across different work-task types and stages.

A case study was conducted in a pharmaceutical company in China, labeled as T Company. One of the authors worked in the department of strategic planning of this company as an intern. The data were collected via participant observation and unstructured in-depth interviews. Open coding was performed to analyze the data.

Four work-task stages were identified: project preparation, gathering, discovery and presentation, and strategy formulation. The results indicate that work-task types, work-task stages, and strategic planners’ work role or position affect their information needs, source selection, and seeking process. Task complexity, task familiarity, and task goal are of the most important task attributes that directly shape strategic planners’ ISB. Work role determines the extent to which strategic planners can access the information of the company. Internal information has priority, but external information is also important when internal information is not sufficient; both are equally important for strategic planning projects. Social media has been a very important channel to access, disseminate and share information. Workshops are an important approach to producing final project reports. Face-to-face discussion and information exchange play a critical role in the formulation of new strategies.

This is a case study with data collected from only one company in China. Some of the results may not be generalizable. However, it adds new knowledge to ISB research in enterprise, informs people how to provide better information services for strategic planners, and informs MBA education for students’ better information-seeking skills.

Though myriad studies on ISB, little research has been done to examine strategic planners’ ISB from a business context, especially taking into account the effect of work-task types and stages.

Work–family research has established the existence of a crossover effect, wherein a given perception is transferable between two intimate persons. However, little research has been done to delineate this crossover process. Therefore, grounded in the conservation of resources theory, the present study aims to examine why and how a supervisor’s work–family conflict (WFC) is related to his or her subordinates’ WFC. The authors focus on three resource-related mechanisms and explore the consequences of subordinates’ WFC.

Questionnaire surveys were collected from 180 supervisor–subordinate dyads from five hotels. Mplus was used to test the framework.

The results support the notion that supervisor’s negative affect and subordinate’s workload account for the crossover effect of WFC. Moreover, subordinates’ WFC is found to be related to lower job satisfaction and higher turnover intention.

The current study highlights the downward effect of supervisors’ WFC, a phenomenon that has been understudied in the extant research. Alternative mediators or moderators in the relationship between supervisors’ WFC and subordinates’ WFC can be explored by future research.

Hotels should help supervisors to effectively manage the work and family dynamic through training and changing the “face time” culture.

Grounded in the conservation of resources theory, the authors propose a framework that incorporates WFC into the crossover model.

The purpose of this paper is twofold. The first is to review the extant literature on hospitality management by tracking past research patterns and critically reviewing the use of multilevel theory and techniques in this stream of research. The second is to suggest potential research opportunities to stimulate a leap forward in the current multilevel research.

To answer the four main research questions raised by the current review, the author performed a critical analysis of a total of 149 selected articles published between 2011 and 2021 in seven leading hospitality management journals.

Overall, the number of multilevel studies has increased significantly since 2017. However, some deficiencies remain: a lack of fit between the level of theory and the level of measurement, the revelation of insufficient information, misspecification of the multilevel model and small sample sizes at higher levels. Furthermore, several interesting and understudied topics are also identified as ripe for future investigation.

In addition to encourage the scholars in hospitality management to assess the possibility of using the multilevel research design for their research topics, the current article also provides recommendations and opportunities for the future multilevel research.

This article is a pioneer in providing a critical synthesis of multilevel research in the field of hospitality management. Although reviews of the issues involved in multilevel research are available in the existing literature, none of them focuses on the situation and needs of hospitality management. As multilevel research increases in popularity, this review offers a snapshot of the introductory phase and outlines important issue in conducting such research.

This study aims to focus on a relatively unexplored area: single employees’ non-work needs. With social information processing theory as the basis, the authors examine the process whereby a singles-friendly work culture leads to multiple desirable outcomes for single employees.

Data was collected from 472 single employees working in the hospitality sector in China. A model with three mediating paths was tested using Mplus 7.2 software.

The authors found that organization-based self-esteem mediates the relationship between a singles-friendly work culture and emotional exhaustion; procedural justice mediates the relationship between a singles-friendly work culture and organizational commitment and hostility mediate the relationship between a singles-friendly work culture and helping behaviors directed toward coworkers.

The present study reminds hotel managers that establishing a singles-friendly work culture is a new strategy to retain and attract talented single employees.

Inspired by the work of Casper et al. (2007), the authors examined the importance of equal employment opportunities for single employees, who are the major workforce in the hotel industry but are often ignored in academic research.

This study aims to examine the relationship between an ownership structure with multiple large shareholders and corporate social responsibility (CSR) with regard to Chinese-listed companies.

Multiple regression analysis was used on 4,940 samples of 884 listed companies in China for the period 2009–2017, to empirically test the influence of an ownership structure on enterprises’ fulfillment of social responsibility. Moreover, the propensity score matching–difference in differences and Heckman two-stage approaches were used for the robustness of the regression results.

The results show that ownership structures with multiple large shareholders can promote social responsibility. The check-and-balance ability of non-controlling large shareholders, corporate information transparency and corporate system environment moderate the relationship between multiple large shareholders and CSR engagement.

This paper complements prior studies on the ownership structure of multiple large shareholders. The findings enrich the literature on corporate governance and CSR. The results also reveal information about the situational factors, helping identify the mechanism through which the ownership structure of multiple large shareholders affects CSR.

The purpose of this paper is to investigate three issues: how does an innovative search (local search and boundary-spanning search) impact firm innovation performance of latecomers; how does capability reconfiguration (capability evolution and capability substitution) mediates the relationship between innovative search and firm innovation performance; and how does the technological leapfrogging process (initial stage, following stage, synchronization stage and leading stage) moderate the relationship between capability reconfiguration and firm innovation performance.

A “resource-capability-performance” theoretical framework was developed to explore the relationships between local/boundary-spanning search, capability reconfiguration and firm innovation performance. The data were collected by sending out surveys to managers and employees in various industries in mainland China. These hypotheses were tested using structural equation models and hierarchical regressions.

The results showed that: innovative search has a direct causal relationship to capability reconfiguration; local search and boundary-spanning search are conducive to improve the innovation performance of latecomers; the impact of local search and boundary-spanning search on innovation performance is realized through the completion of mediating role of capability reconfiguration; there are differences in the path of local search and boundary-spanning search affecting the capability reconfiguration of enterprise innovation performance; and the relationship between innovative search, capability reconfiguration and enterprise innovation performance evolves with the enterprise in different stages of technological leapfrogging.

This study explores the relationship and the path of innovative search to firm innovation performance and analyzes the path difference between local search and boundary-spinning search, which enriches the research of organizational search and enterprise innovation. This paper reveals the whole path of innovative search affecting innovation performance, discusses the important role of capability reconfiguration and makes incremental contributions to dynamic capability theory. It studies the evolution of innovative search on innovation performance under the background of technological leapfrogging, which provides a new perspective for the study of organizational search and capability-based theory.

The purpose of this paper is to examine a behavioral mechanism linking transformational leadership (TFL) and subordinates’ task performance and its boundary conditions. The authors examined the mediation role of subordinates’ feedback-seeking behavior and the interactive effect of self-efficacy and dyadic tenure on the transformational leadership-task performance link.

Paper and pencil surveys were administered to 239 supervisor-subordinate dyads from different industries in Taiwan. Confirmatory factor analysis was conducted to test the discriminant validity of the main variables. Hierarchical linear regression and bootstrapping were used to examine the moderated mediation effect.

First, subordinates’ feedback-seeking behavior mediates the relationship between TFL and subordinates’ task performance. Second, self-efficacy mitigates this mediation process when dyadic tenure is low, whereas self-efficacy enhances this mediation process when dyadic tenure is high.

The use of a cross-sectional design prevents us from drawing causal conclusions.

This study suggests that for high-self-efficacy subordinates, organizations should try to shorten the period required to familiarize oneself with transformational leaders. In contrast, for low-self-efficacy subordinates, organizations should try to enhance their self-efficacy over time to ensure that they are capable of implementing transformational leaders’ expectations in the long run.

This empirical study examines a behavioral mechanism in the TFL-task performance link. In addition, by addressing the interactive effect of TFL, self-efficacy and dyadic tenure, it resolves theoretical conflicts and enables us to better understand the effectiveness of TFL in different contexts. A Chinese sample is also unique and valuable.

The purpose of this paper is to investigate the wear resistance behavior of the striated tool for cross wedge rolling (CWR).

A mechanical-thermal coupled, temperature-dependent FE wear model was developed to explore the wear behaviors for striated CWR tools. To verify the proposed FE model, a newly developed measuring device was also developed to measure wear on the tool ridge. To find the impact order of the parameters of striate unit, orthogonal experiment was carried out.

The experimental and numerical results both indicate that the wear resistance of striated tool is better than that of smooth tool. Minimum tool ridge wear can be achieved by choosing proper tool contact temperature with striated units on crossed ridge. The order of the striation geometrical factors’ impact on ridge wear is striation width > striation interval > striation length.

Because of the specified tool, the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further.

It is shown that the wear resistance of striated CWR tool is better than that of smooth tool. The information may help CWR manufactures to design and produce tools with less wear.