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Malaysia is still very much lacking behind in green building developments as compared to other countries such as Australia, Japan, and Singapore. Nevertheless, in order to strengthen the development of green building in Malaysia, government has provided and offers several initiatives to the construction key players in implementing green building such as investment tax allowance for the purchase of green technology equipment and income tax exemption on the use of green technology services and system, etc. Despite of all the incentives introduce, the implementation of green building construction still does not boast as expected and still relatively low. Therefore, this study will identify barriers, issues, and challenges faced by construction key players in implementing green building concepts especially related to green building incentives in their project. The opinions and views of related parties in building industry were obtained from structured interviews and questionnaires to key personnel in construction industry to give a clearer picture of the current situation. This study is succeeded in identifying the barriers and challenges, which mainly categorised into financial incentives, fiscal incentives, and structural incentives. The main issues identified are excessive cost of construction, tax exemption is limited and only for qualified person and legislative challenges. Nonetheless, this study also suggests various ways to overcome the barriers in promoting green building concept in Malaysia towards greener environment.

The purpose of this research paper was to determine which needs for incentives influence positive word-of-mouth (PWOM) among international tourists and how these needs differ based on the cultural orientation toward individualism and collectivism.

This research used online surveys to gather data from 959 Australian, US, UK, Japanese and Korean respondents who had visited Beijing. A random sampling method was used, and data were analyzed using SmartPLS 4.0. By adopting the existence relatedness growth theory, the findings explain how cultural orientation affects the impact of needs for incentives in generating PWOM.

Three hypothesized relationships were significant for Australia/UK/USA and Japan/Korea – the effect of needs for incentives on motivation, the effect of motivation on PWOM and the effects of needs for incentives on PWOM were significant and positive for Australia/UK/USA and Japan/Korea. The effect of needs for incentive type on motivation varied across national populations, and the intensity of the effects of needs for incentive type on PWOM was also different. For Australian, UK and the US tourists, the honorary title was the most influential need to stimulate word-of-mouth motivation. The need for cultural learning was the most influential for Japanese and Korean tourists.

This research contributes to the literature by exploring and comparing the needs for incentives that influence PWOM among tourists from the perspective of individualism and collectivism. The results also increase the understanding of the relationships among needs for incentives, motivation and PWOM.

本研究旨在确定哪些激励需求会影响国际旅游者的积极口碑（PWOM）, 以及这些激励方式的影响在个人主义和集体主义文化取向的群体中有何不同。

本研究通过在线调查收集了 959 名曾到访北京的澳大利亚、美国、英国、日本和韩国的国际游客数据。研究采用了随机抽样的方法, 使用 SmartPLS 4.0 对数据进行了分析。基于ERG理论, 本研究解释了文化如何影响激励类型对积极口碑的影响。

研究结果显示, 三个假设关系在澳大利亚/英国/美国和日本/韩国两个群组中均显著, 即激励需求对动机的影响、动机对积极口碑的影响、以及激励需求对积极口碑的影响在澳大利亚/英国/美国和日本/韩国群组中都是显著和正向的。激励需求类型对动机和积极口碑的影响在不同国家群体中存在差异。对于澳大利亚、英国和美国的国际游客, 满足名誉需求的激励对产生积极口碑动机的影响更大。对于日本和韩国的国际游客, 满足文化学习需求的激励对产生积极口碑动机的影响更大。

本研究从个人主义和集体主义的角度, 探讨比较了影响国际旅游者积极口碑的激励需求, 为相关领域研究做出了贡献。研究结果加深了对激励需求、动机和积极口碑之间关系的理解。

El objetivo de esta investigación era determinar qué necesidades de incentivación influyen en el boca a boca positivo (PWOM por sus siglas en inglés) entre los turistas internacionales y cómo difieren estas necesidades en función de la orientación cultural hacia el individualismo y el colectivismo.

Esta investigación utilizó encuestas en línea para recopilar datos de 959 encuestados australianos, estadounidenses, británicos, japoneses y coreanos que habían visitado Pekín. Se empleó un método de muestreo aleatorio y los datos se analizaron con SmartPLS 4.0. Adoptando la teoría del Crecimiento de la Relación con la Existencia (ERG por sus siglas en inglés), los resultados explican cómo afecta la orientación cultural al impacto de las necesidades de incentivos en la generación del PWOM.

Tres relaciones hipotetizadas resultaron significativas en los dos grupos de Australia/Reino Unido/Estados Unidos y Japón/Corea: el efecto de las necesidades de incentivación en la motivación, el efecto de la motivación en la PWOM y los efectos de las necesidades de incentivación en la PWOM fueron significativos y positivos para Australia/Reino Unido/Estados Unidos y Japón/Corea. El efecto del tipo de necesidad de incentivación sobre la motivación varió entre las poblaciones nacionales, y la intensidad de los efectos del tipo de necesidad de incentivos sobre la PWOM también fue diferente. Para los turistas australianos, británicos y estadounidenses, el título honorífico fue la necesidad más influyente para estimular la motivación WOM. La necesidad de aprendizaje cultural fue la más influyente para los turistas japoneses y coreanos.

Esta investigación contribuye a la bibliografía al explorar y comparar las necesidades de incentivación que influyen en la motivación boca a boca entre los turistas desde la perspectiva del individualismo y el colectivismo. Los resultados también aumentan la comprensión de las relaciones entre las necesidades de incentivación, la motivación y el PWOM.

Research on the effect of executive equity incentives is equivocal. Based on agency theory, some scholars take the convergence of interest logic to highlight the benefits of executive equity incentives. In contrast, others adopt the entrenchment logic to emphasize the increased agency costs. This study attempts to reconcile the debate on executive equity incentives and integrates the opposing views to unveil how executive equity incentives impact corporate social responsibility (CSR) performance.

Using the panel dataset of Chinese A-share listed firms from 2006 to 2022, this study integrates the convergence of interest and entrenchment logic to examine how executive equity incentives affect CSR performance.

We find that the relationship between executive equity incentives and CSR performance follows an inverted U-shaped form. According to the convergence of interest logic, executive equity incentives reduce agency costs when allocating resources to engage in CSR activities and enable firms to increase their CSR investments, ultimately realizing increased CSR performance. After a threshold, however, the accumulation of extensive equity incentives causes the entrenchment effect, resulting in declined CSR performance. Our empirical results also shed new light on its contingent perspective – the inverted U-shaped relationship is attenuated when firms’ stock liquidity is high.

This study attempts to reconcile the debate on executive equity incentives and integrates the opposing views to unveil the inverted U-shaped relationship between executive equity incentives and CSR performance. Our study opens promising avenues for further research on corporate governance and CSR strategies.

While the potential of human resource practices (HRPs) for promoting performance is widely recognized, even though crucial, employees’ assessment of HRPs remains under-researched, especially in emerging economies. Hence, the purpose of this research is to examine the influence of employee satisfaction with HRPs on job performance through the mediating role of job dedication (JD) and the moderating role of incentive gamification.

The current research adopts a quantitative method. Specifically, using a questionnaire survey, 418 valid responses collected (through purposive sampling) via cross-sectional method from the employees of Nigerian Information and Communication Technology (ICT) firms were used to test the research hypotheses empirically.

The results revealed that satisfaction with HRPs has a positive influence on job performance. Satisfaction with human resource practices has a positive influence on job dedication. Job dedication has a positive influence on job performance. The link between employees’ satisfaction with human resource practices and job performance is mediated by job dedication. The link between satisfaction with human resource practices and job dedication is moderated by incentive gamification, that is, the positive link is stronger when incentive gamification is high. The link between satisfaction with human resource practices and job performance is moderated by incentive gamification, that is, the positive link is stronger when incentive gamification is high.

The current study highlights the importance of employees’ assessments of human resource practices, which may be used to promote employee dedication, which in turn results in improved performance. The findings are helpful to open the black box of the impact of satisfaction with HRPs on job performance. The results also offer important new valuable guidance for practitioners and will aid the management of human resource practice design, audits, and communication.

For machine‐paced operations a two‐factor monetary incentive plan is developed by employing production quantity output and production waste as criteria for incentive earnings. The plan takes into account machine time allowance and increased operator work pace for manual work for establishing standards in a machine‐paced operation. The two incentive earning factors are given proper weights in terms of their relative economic importance. The weights are determined by comparing possible labour and material costs savings when the operators perform at incentive pace level. To demonstrate the working of the proposed monetary incentive plan an illustrative example is presented.

It is widely agreed that employees’ attitudes towards pay incentives are an important determinant of their effectiveness. The perceived fairness of pay incentives and their determinants are examined. Based on theories dealing with the fairness evaluation of rewards, a number of hypotheses are formulated proposing that employees’ judgements of the fairness of pay incentives will be partly determined by their attitudes towards work and certain situational and personal background factors. The findings generally support these hypotheses. They indicate that the fairness judgements of pay incentive schemes and the considerations underlying such judgements are determined, among other things, by work motivation and by personal background characteristics such as age, education, number of dependants, organisational tenure and country of origin.

Based on an empirical study, proposes requirements for and measures of the formation of internal incentive systems as instruments for internal innovation management. Uses the knowledge of experience of individuals taking an active part in innovation for the formulation of such proposals. The necessity for the implementation of integrated incentive systems, which allow for material fundamental demands beyond those peculiar to individual career expectations, becomes obvious.

Green technology innovation is the organic combination of green development and innovation driven. It is also a powerful guarantee for shaping sustainable competitive advantages of manufacturing enterprises. To explore what kind of executive incentive contracts can truly stimulate green technology innovation, this study aims to distinguish the equity incentive and reputation incentive, upon their contractual elements characteristics and green governance effects, and then put forward suggestions for green technology innovation accordingly.

This study establishes an evaluation model and uses empirical methods to test. Concretely, using data from A-share listed manufacturing companies for the period from 2007 to 2020, this study compares and analyzes the impact of equity and reputation incentive on green technology innovation and explores the relationship between internal green business behavior and external green in depth.

This study finds that reputation incentives focus on long-term and non-utilitarian orientation, which can promote green technology innovation in enterprises. While equity incentives, linked to performance indicators, have a inhibitory effect on green technology innovation. Internal and external institutional factors such as energy conservation measures, the “three wastes” management system, and environmental recognition play the regulatory role in the relationship between incentive contracts and green technology innovation.

Those findings validate and expand the efficient contracting hypothesis and the rent extraction hypothesis from the perspective of green technology innovation and provide useful implications for the design of green governance systems in manufacturing enterprises.

This paper constructs a tripartite evolutionary game model between the government, the core enterprises of film copyright export and imports and uses the system dynamics model to simulate and find the optimal selection results of single and mixed government incentives under dynamic changes, aiming to promote the development of foreign trade of film copyright and innovation and development of the film industry so as to improve the overall social benefits of the film industry and provide policy enlightenment for enhancing the import power of foreign core enterprises to introduce domestic film copyrights.

In this paper, a tripartite evolutionary game model of the government, the core enterprises of film copyright export and imports is constructed, the evolution process of cooperation strategy is derived, the impact of innovation income coefficient, mixed incentive policy and single incentive policy on the evolution results is analyzed, and the system dynamic model is used to simulate to find the optimal selection results of single and mixed government incentives under dynamic changes, so as to provide reference for the government’s dynamic incentive decision-making.

The results show that export-oriented core firms are more sensitive to mixed incentives, while import-oriented core firms respond more quickly to single incentives. The large innovation income coefficient has a negative impact on the willingness of import-oriented core enterprises to cooperate. The study proposes measures to increase the willingness of core companies to participate.

Due to the fact that numerical simulation is based on simulation, there may be a certain gap between it and the actual situation. Therefore, it is necessary to further use actual data to conduct empirical analysis on the theoretical model.

This article mainly focuses on analyzing the impact of strategy choices and related parameters of various entities on the incentive mechanism and studying the foreign trade cooperation strategies of film copyright export enterprises under policy support from a theoretical model perspective. Furthermore, research has proven that in order to effectively enhance the willingness of foreign import core enterprises to participate in the foreign trade of domestic film copyrights, the government needs to coordinate the use of single incentive policies and mixed incentive policies. This study provides a major contribution for policymaker to develop film copyright import and export trade.

Based on the research conclusions, this paper puts forward management countermeasures to further improve the development of the film copyright import and export trade. The first is to enrich government incentive methods and stimulate the vitality of film copyright and foreign trade market entities. The second is to guide the core enterprises of film copyright export to increase investment in innovation and stimulate the endogenous driving force of industrial development. Finally, lengthen the foreign trade industry chain of film copyright and increase the income of film derivatives.

Firstly, this paper applies the research methods of evolutionary game and system dynamics simulation to the field of foreign trade research on film copyright and expands the research perspectives and methods of the film industry. Secondly, by analyzing the “cost-benefit incentive” relationship of the evolutionary game of government export-oriented core enterprises and importing core enterprises, an evolutionary game model is constructed, the quantitative point of tripartite interest decision-making is solved and the research object of the evolutionary game method is expanded. Finally, the system dynamics model is used to simulate and find the optimal selection results of single and mixed government incentives under dynamic changes, so as to provide reference for the government’s dynamic incentive decision-making.

The authors aim to analyze actual practice in industry with respect to the use, choice, and effectiveness of four types of incentives, cash, prepaid cards, travel, and merchandise.

The paper uses a survey of 170 practicing incentive design managers.

Usage of cash and cards continue to increase but travel and merchandise are still frequently used.

This will provide useful information to practitioners who design incentive programs.