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This study applies complexity theory to propose and empirically examine asymmetric case conditions of antecedents and outcome models of high (low) willingness-to-engage in workplace romance (WEWR). This study focuses on constructing complex antecedent conditions that accurately indicate which employees, and under what conditions, employees are high in WEWR.

Using an experimental design, 162 employees were assigned one of nine hypothetical vignettes describing different workplace romance contexts including three discrete policies regarding workplace romances (i.e. strictly forbidden, moderate, vs no policy), two motivations for the workplace romance (i.e. job vs love), and two organizational positions of the romance (i.e. hierarchical vs lateral). Participants then reported WEWR responses. Participants also provided demographic, behavioral, and psychological work-related information. This study assesses and supports recipes (i.e. algorithms) of case and organizational structure conditions to identify cases high (low) in WEWR accurately and consistently.

The results provide clarity of which and when employees are willing vs unwilling to engage in workplace romances – and the contextualized impacts of organizational bans on WEWR. The study’s results are useful for estimating for whom specific workplace policies are effective or not by specific workplace contexts.

In highlighting the role of varying antecedent conditions in predicting WEWR, this research will assist organizations and practitioners in understanding the context in which workplace romances are more likely to occur, providing insight as to when employees are likely to comply with workplace romance policies.

This paper is the first in the workplace romance literature to examine unique combinations of antecedent conditions on WEWR, adding nuance to the current understanding of the behavior.

Despite smart construction technology's great potential to improve the productivity of the architectural, engineering and construction (AEC) industry, the implementation of smart construction technology has failed to achieve the expected benefits due to the negative usage behaviors of construction enterprise employees. This study aims to identify the determinants and their configuration effects on the smart construction technology usage behavior (SCTUB) based on the Technology-Organization-Environment (TOE) framework. This study then verifies the practical paths to improve the employee's SCTUB from the configuration perspective.

A mixed-method approach involving survey and qualitative comparative analysis (QCA) is conducted in this study. Based on the detailed literature review and semi-structured interview, this study identifies the factors and proposes the TOE framework to determine the configuration conditions affecting employee's SCTUB and verify practical paths to promote this user behavior.

The TOE framework's technical, organizational and environmental elements are interdependent. The emergence of a high SCTUB is not determined by a single determinant but by configuration conditions. Four equifinal conditions (e.g. organization-technology type, technology-organization type, environment type and organization-technology balanced type) are verified to promote construction enterprise employee's SCTUB.

The four verified configuration conditions could guide construction enterprises to formulate complementary strategies for promoting the construction enterprises' employees to implement smart construction technology and achieve the enterprise's digital transformation.

The inter-dependence of the three-dimension factors, namely technical, organizational and environmental elements are explored to enrich the literature on the TOE framework. Meanwhile, the configuration effects of these factors on usage behavior are identified, expanding the literature on the information technology acceptance model.

The study aims to examine the relationship between telework conditions and employees' job satisfaction (JS) within knowledge-intensive public organizations (KIPOs). Additionally, it aims to unfold the mediating role played by both organizational and job characteristics, namely supervisory support (SS) and job autonomy (JA).

The analysis adopts a simultaneous qualitative-quantitative design, starting with a preliminary inductive analysis of qualitative data, followed by a deductive quantitative analysis using structural equation modeling (SEM). The data were retrieved from a survey completed by some 700 employees of a regional environmental protection agency in Italy.

Findings show that the positive association between conditions for telework (CT) and JS is partially mediated by both SS and JA. Moreover, the results of the study suggest a sequential nature of such mediational patterns.

This research provides an empirical contribution to a relatively under-investigated area: the role of job characteristics in explaining the nexus between telework and JS. Furthermore, the study takes place within the context of a KIPO, adding particular significance to the emerging insights due to the distinct nature of the work conducted in such settings.

This study aims to build on social comparison theory to develop a theoretical model of leader–member exchange (LMX) relationship to workplace ostracism through perceived organizational status by coworkers and envy. This study further proposes that warmth and competence may potentially moderate these two indirect effects.

This study tested the hypotheses in a battery manufacturing company located in South China by a survey of 216 employees organized in 55 work teams, using different sources. Additionally, the authors conduct two online vignette experiments to test this study’s mediation, proving the causality.

The authors found that high-level LMX leads to both envy and perceived organizational status by coworkers, which results in a mixed blessing on workplace ostracism toward the employee with high-level LMX. The focal employee’s warmth and competence moderate these indirect relationships.

The authors use LMX to explore antecedents of workplace ostracism and explain how and when these focal employees suffer workplace ostracism from their coworkers. The authors extend the research on LMX by examining the interpersonal risk of being a focal employee. The authors discover two critical boundary conditions – warmth and competence.

This study suggests that it is important to balance the level of the differential LMX; appropriately endorsing other members is a good way to avoid eliciting envy and opposition. Meanwhile, person-oriented citizenship behaviors such as demonstrations of concern or help may shortly build up an employee’s warm impression on their coworkers.

By discovering the bright and dark sides of LMX, this paper has the potential to advance theories on LMX and workplace ostracism. Therefore, the authors believe the current research will have an important impact on relevant research in the future.

This paper examines the organizational resilience of audit firms during the early stages of COVID-19. The unexpected restrictions placed on travel and on-site working created unanticipated barriers for auditors in Hong Kong. The authors expect that auditors with greater organizational resilience can respond to unexpected situations and restore expected performance levels relatively quickly.

The authors utilize a sample of 1,008 companies listed on Hong Kong Stock Exchange (HKEX) with a financial year-end of December 31. The authors identify five proxies contributing to organizational resilience: auditor size, industry specialization, diversity, geographic proximity to the client and auditing a new client. The authors use audit report timeliness as this study's main dependent variable.

This study's full-sample results suggest that larger auditors, industry specialists and auditors with closer relationships to clients issued more timely audit reports during the pandemic. The analysis of a subsample of companies that initially published unaudited financial statements reveals that industry expertise and longer auditor-client relationships significantly reduced the need for year-end audit adjustments. Finally, the authors find that larger auditors were more likely to offload clients, whereas industry specialists were more likely to retain clients.

The results of the paper suggests that audit firm characteristics associated cognitive abilities, behavioral characteristics and contextual conditions are associated with audit firm organizational resilience and, consequently, helps auditors respond unexpected changes in the audit environment.

The findings of the paper are informative for those involved in audit firm management or auditor hiring and retention decisions.

This study is the first to link organizational resilience to the performance of audit firms in a time of unexpected events. The authors connect three auditor and two auditor-client dimensions to the organizational resilience of the audit firms.

Organizations experience various issues with the optimum use of data. This study is qualitative research to identify and provide a helpful pattern for increasing the performance of sustainable supply chain management (SSCM).

The statistical population in the qualitative section includes managers and experts in the supply chain (SC) and food production. The data were collected via semi-structured interviews, and data saturation happens after the tenth interview. Then, the data were coded using grounded theory and qualitative research analysis. 384 questionnaires were distributed among employees via random sampling. SmartPLS software is used to investigate and analyze the relationships in the mentioned model through 13 core categories.

The findings indicate that organizational productivity and SC deficiencies are among the effective factors in the SSCM primarily identified by this study. Moreover, the findings propose that industry SC, macro policies, organizational performance, social factors, economic factors, organizational factors, political factors, technological factors, production and customer are likely to positively impact the SSCM, which have previously been documented by studies.

The model and concepts extracted from the responses of research participants show well that there are reasons and motivations for increasing the performance of SSCM. Also, the designed model shows well that the motives and reasons for turning to this system are satisfied due to its implementation.

The application of knowledge management (KM) in government agencies is one strategy to deal with government problems effectively and efficiently. This study aims to identify KM readiness critical success factors (CSFs), measure the level of readiness for KM implementation, identify improvement initiatives and develop KM readiness models for government agencies. This model plays a role in the implementation of KM successful.

The level of readiness is obtained by calculating the factor weights of the opinions of experts using the entropy method. The readiness value is calculated from the results of the questionnaire with average descriptive statistics. The method for analysis of improvement initiatives adopts the Asian Productivity Organization framework. The model was developed based on a systems approach and expert validation.

Reliability testing with a Cronbach’s alpha value for entropy is 0.861 and the questionnaire is 0.920. The result of measuring KM readiness in government agencies is 75.29% which is at level 3 (ready/needs improvement). The improvement in the level of readiness is divided into two parts: increasing the value of factors that are still less than ready (75%) and increasing the value of all factors to level 4 (84%). The model consists of three main sections: input (KMCSFs), process (KM readiness) and output (KM implementation).

The first suggestion is that the sample of employees used in this study is still in limited quantities, that is, 50% of the total population. The second limitation is determining KMCSFs. According to experts, combining this study with factor search and correlation computations would make it more complete. The expert’s advice aims to obtain factors that can be truly tested both subjectively and objectively. Finally, regarding literature selection for future research, it is recommended to use a systematic literature review such as the preferred reporting items for systematic reviews and meta-analyses and Kitchenham procedures.

The management must also prioritize KMCSF according to its level and make KMCSF a key performance indicator. For example, at the priority level, active leadership in KM is the leading performance indicator of a leader. Then at the second priority level, management can make a culture of sharing an indicator of employee performance through a gamification program. The last point that management must pay attention to in implementing all of these recommendations is to collaborate with relevant stakeholders, for example, those authorized to draft regulations and develop human resources.

This study proposes a novel comprehensive framework to measure and improve KM implementation readiness in government agencies. This study also proposes a KMCSF and novel KM readiness model with its improvement initiatives through this framework.

The present article aims to examine the development of the theoretical framework surrounding collaborative consumption (CC) standards in recent years regarding European short-stay accommodation booking platforms. The sharing economy has significantly impacted the tourist accommodation market in recent years. Starting with the use of experimental data on CCs published on Eurostat in 2019, this article analyzes the correlation between choices of CCs for short-stay accommodation, employment and the economic crisis.

A vector autoregressive panel approach was applied to investigate the correlation between CC short-stay accommodation choices using panel organization data from 561 EU regions between 2018 and 2021.

Analyzing the connection between the main data panel variables, a positive correlation was found, followed by an increasing trend in CC use. A self-multiplying effect is generated; that is, the more people use CC, the more electronic captures occur. Consequently, the improvement of CC use and knowledge-intensive activities in short-stay accommodation is strongly linked with employment and GDP.

The originality of the investigation is to examine with a cross-sectional panel data overview the reasons that can push stakeholders to adopt CC and to clearly define a new perimeter of research in terms of the endpoint of CC in short-stay accommodation. Furthermore, the study seeks to assess the end-point congruence to utilize CC as a new gamble to accelerate digital knowledge in the hospitality sector.

This study aims to propose a longitudinal analysis of motivations for Integrated Reporting (IR) adoption, internal changes, the benefits of IR implementation and compliance challenges.

The authors analyse a longitudinal case study of an Italian-listed company (Eni) participating in the IR-Pilot Programme (PP) and covering 10 years of IR adoption. The analysis was based on a mixed-method approach that included semi-structured interviews, content analysis of annual reports and triangulation with other data sources. Results are discussed regarding institutional theory, legitimacy theory and diffusion of innovation theory.

The study suggests that motivations for adopting IR change over time and participation in the IR-PP helps Eni acquire a comprehensive and substantial integrated view of value creation over time, makes integrated culture a key factor for strategic business sustainability and confirms the readiness of early adopters to comply with the non-financial Directive (NFD).

This study, among the few longitudinal case studies, provides organisations, regulators and academics with insights into the motivations driving the successful adoption and implementation of IR and the NFD. The results may help companies consider one of the tools currently deemed to bring sustainability into action and participation in pilot groups.

The implementation of control systems allows marketing managers to improve operational decisions and organizational results. This paper aims to identify the relationship between control combinations and organizational results and analyze the relationships between the variables attributed to the marketing managers and with marketing control combinations. Decisions involving marketing control combine formal and informal mechanisms and generate control systems that have a favorable relationship with organizational results.

The paper is based on 301 cross-sectional surveys among marketing managers. The classification procedure based on metric distance was implemented to identify the marketing control combinations. A hierarchical cluster analysis was carried out with perceptions about formal and informal control, to validate the control combination classifications. Finally, a discriminant analysis and ANOVA test were carried out for exploring factors associated with the managers. The data analysis was supported by IBM SPSS Statistics 24 software.

The authors found evidence that, when managers perceive high-control systems, the perception of non-financial and financial results is always better, but the presence of high-clan control also returns optimal results. In addition, the manager's satisfaction levels and work motivation are higher with high control systems than with other control systems.

This study contributes to the existing knowledge by providing a broader empirical basis to extend conceptual frameworks about marketing control combinations that emerge in practice.

企業設置營銷控制系統來進行營銷控制,這可讓市場經理能改善其營運決策和組織成果。本文擬確定控制合併與組織成果的關係;本文亦擬分析涉及市場經理的變數與營銷控制合併的關係。涉及營銷控制的決策會結合正式和非正式的機制,而這些決策會帶來與組織成果有良性關係的控制系統。

本研究乃基於對市場經理進行的301項橫斷調查。研究人員實施基於度量距離的分類程式,來確定營銷控制合併;為了證實有關的控制合併分類是正確的,研究人員就對正式控制和非正式控制的觀感和看法、進行了階層式分群法分析;最後,研究人員進行了判別分析和變異數分析 (ANOVA), 以探索與經理有關聯的因素。有關的數據分析得到IBM公司的SPSS (統計產品與服務解決方案) Statistics 24 (統計軟體) 的支持。

我們證實了、若主管感知高控制的系統,其對非財務結果和財務結果的看法必會較好的,但高社群控制亦會帶來最佳的結果。我們亦證實了高控制系統,較其它控制系統,更能提高主管的滿意程度和工作動機。

本研究提供了一個更廣闊的經驗基礎,以擴展涉及在實踐中出現的營銷控制合併的概念框架,就此,本研究豐富了這方面的知識。