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Firms are increasingly digitalizing their business processes and expanding them into digital platforms, which are believed to generate digital and relational resources that can facilitate and deliver innovations for firms. Instead of focusing on the extent of digital integration capability (DI), this paper seeks to empirically evaluate whether the DI asymmetry between the buyer and supplier firms influences bilateral information sharing and the buyer’s product innovation. We also examine the moderating effects of firms’ external (environmental dynamism) and internal (innovative climate) environments on these relationships.

Primary and secondary archival data on 180 buyer-supplier Chinese dyadic relationships were collected and analyzed using multiple linear regression models. Additionally, the Process macro was used to shed a nuanced light on the moderation effects of environmental dynamism and innovative climate.

The results show that DI asymmetry negatively impacts buyer firms’ product innovation through decreased information sharing. Environmental dynamism weakens the negative relationship between DI asymmetry and information sharing. Meanwhile, the innovative climate negatively moderates the relationship between information sharing and product innovation.

This study adds knowledge to the literature regarding the dark side of “one-sided digitalization.” By exploring the influences of unbalanced DI in buyer-supplier relationships, this study yields essential theoretical and managerial implications for product innovation success in a digital era.

In recent years, climate for innovation has attracted wide attention from industry and academia. It is perceived as a critical component of innovation performance in the built environment sector, especially in architectural design firms (ADFs). This study attempts to assess the degree of climate for innovation in the Vietnamese ADFs under the organizational climate theory.

A list of 13 innovation climate variables was found by reviewing previous studies and discussions with industry practitioners. These variables were then categorized into three principal factors (personal commitment, tolerance of difference, and support for creativity), forming the inputs of the fuzzy synthetic evaluation (FSE) analysis.

The results showed that the overall level of innovation in the climate is moderate, implying that it is still necessary for more improvements to the Vietnamese ADFs. The fuzzy analysis revealed that support for creativity was the most critical factor, followed by tolerance of difference and personal commitment.

The proposed climate for innovation model is practical and reliable for architectural professionals and can be applied to assess other research areas. Few studies have emphasized the innovation climate in the construction sector, so this research may broaden the knowledge and literature on the industry, especially for the ADFs.

This paper investigates the effect of counter-cultural human resources (CCHR) practices on firm performance. Specifically, it investigates the impact of national culture [future orientation (FO), in-group collectivism (I-GC), performance orientation (PO), power distance (PD) and uncertainty avoidance (UA)] on the calculative and collaborative HR practice–firm performance relationship.

This study uses data from the CRANET and GLOBE studies to conduct a multi-level analysis of the impact of national culture on the calculative/collaborative HR–firm performance relationship.

It finds support for both the CCHR and societal-culture fit (SCF) perspectives of national culture, with FO and I-GC supporting the CCHR perspective and the other culture dimensions aligning more closely with SCF.

These findings empirically validate that CCHR practices can help supplement behaviors lacking in the cultural environment in which organizations operate.

This study aims to investigate the impact of business ties, political ties and dynamic capabilities on balanced and combined ambidextrous innovation within the knowledge-intensive business services sector using the dynamic capability view framework. It explores the mediation role of dynamic capabilities in the relationship between business and political tie with these forms of innovation. In addition, it examines how innovation climate moderates the relationship between dynamic capabilities and ambidextrous innovation.

Multilevel analysis was conducted on 520 individuals from 61 KIBSs firms in the UAE using AMOS 26.

Results showed that BT indirectly affect both balanced and combined AI, with a greater impact on combined innovation. However, DCs did not significantly mediate the relationship between PT and AI. In addition, the IC was found to moderate the effects of DCs on both types of AI, with a stronger effect on combined innovation.

This study contributes to the literature by highlighting the importance of DCs and climate in the context of innovation and ambidexterity and by advancing the understanding of how these capabilities and organizational factors promote superior innovation.

The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological empowerment. Relying on social exchange and self-determination theories, the present research examined the associations between these key elements in organisational dynamics.

Two waves of data were obtained from 325 supervisor-subordinate dyads working for 15 nonprofit organisations.

The results uncovered a significant and positive connection between leaders with a strong servant mindset and employees' organisational citizenship and innovative behaviour. Psychological empowerment was found to serve as a mediator in the anticipated correlations. Cultivating leaders with an enduring servant attitude was found to significantly boost employees' organisational citizenship and innovation, supported by improved psychological empowerment.

This study is distinctive as it fills a gap in research on the relationships between servant leadership, psychological empowerment and work outcomes in the global nonprofit sector, particularly in the Eastern context. This disposition, when given the opportunity, will contribute to strengthening working productivity.

Migrant workers play a vital role in the development of countries such as China. However, they often face greater barriers in entrepreneurship. Yet, few studies have focused on the effect of institutional factors on migrant workers' entrepreneurial behaviors. To address this gap, this study concentrates on the role of taxation.

This study takes the agricultural tax abolition reform implemented in rural China since 2004 as an exogenous shock and uses the difference-in-difference (DID) method to examine its effect on migrant workers' entrepreneurship based on longitudinal data from the China Health and Nutrition Survey (CHNS).

We find that the reform significantly improves the probability of migrant workers engaging in entrepreneurship. Heterogeneity analysis reveals that the reform exerts a notably more pronounced positive impact on male, younger and migrant workers in the Western region. Further analysis reveals that the three main mechanisms are increased household income, female human capital accumulation and increased social capital, including social networks and social trust.

This study is first to offers an institutional perspective on the determinants of migrant workers' entrepreneurship in China. Additionally, the study can provide insights for policymaking intended to support employment and entrepreneurship among low-skill migrant workers.

This study aims to explain the link between employee psychological ownership (EPO) and work engagement (WE). The authors conceptualize EPO as a combination of various personal resources, i.e. self-efficacy, self-identity, accountability, belongingness and territoriality, and expected it to positively contribute to WE.

The authors analyze survey data from employees of a public service organization in Greece and verify key findings using a two-wave cross-sectional survey design targeting a heterogeneous population of employees in the United States of America.

The findings indicate that EPO is positively related to WE and job satisfaction mediates the relationship between EPO and WE. Furthermore, the authors' results support the discriminant validity between promotive EPO, preventative EPO (territoriality), WE and job satisfaction.

The present study provides a deeper understanding of EPO, as it is explained in the theoretical foundations of the job demands-resources model (JD-R) model and helps us understand how EPO can affect WE.

This research aims to investigate the impact of servant leadership on knowledge management and its subsequent connection to cost-saving innovation. The study further explored these relationships by examining the mediating roles of innovation capabilities and technological volatility.

The research is applied in purpose and employs a descriptive-survey method for data collection. It follows a qualitative-quantitative approach, utilizing expert interviews in the qualitative phase. The sample consists of 35 managers and expert professors with knowledge management experience in universities and high-tech industries, selected through the snowball method. Data collected from Iranian organizations were analyzed using AMOS software.

The results revealed a positive correlation between servant leadership and knowledge management. Knowledge management demonstrated a significant positive relationship with cost-saving innovation. Additionally, technological volatility and innovation capabilities were identified as crucial factors influencing the connection between knowledge management and innovation, particularly in promoting frugality.

While this research provides a comprehensive model, it acknowledges specific limitations that warrant further investigation. The study predominantly focused on Iranian organizations, suggesting an opportunity to broaden its scope to include diverse organizational perspectives from various cultural and geographical contexts. Moreover, a promising avenue for future research involves exploring entrepreneurial orientation as a potential mediating variable. Given its significant impact on organizational dynamics, introducing entrepreneurial orientation could enhance our understanding of its effects on both knowledge management and the promotion of frugal innovation. This expansion may illuminate the intricate interplay between entrepreneurial orientation, knowledge processes and innovative practices, contributing to a more sophisticated discussion on effective organizational strategies.

This study aims to examine the influence of performance appraisal on Innovative work behavior of employees in public sector universities of Pakistan, by using the Ability, Motivation, and Opportunity framework.

A newly developed framework has been created to explore how performance appraisal, self-efficacy, and organizational climate influence employees' innovative work behavior. The study collected data using a self-administered questionnaire from employees who work in public universities in Pakistan.

The findings of this study revealed a positive correlation between performance appraisal and innovative work behavior. It is observed that self-efficacy mediates the relationship between performance appraisal and innovative work behavior and organizational climate moderates the relationship between self-efficacy and innovative work behavior.

The current study is novel and unique for several reasons. But the main contribution of this study is the validation of self-efficacy's mediating impact on innovative work behavior as well as the validity of the organizational climate as moderating effect in Pakistan’s public sector universities, where a large number of students have been enrolled and they can get advantage from their teacher's improved innovative behavior.

The purpose of this research is to investigate the cross-level effects and mechanisms of inclusive leadership on employee innovation in team contexts, and further explore the boundary conditions of inclusive leadership.

This study collected data from 237 leader-member dyads in 60 teams of Chinese firms. The research utilized multilevel linear models and multilevel structural equation models in the R language to test the hypothesized model.

The findings suggest that inclusive leadership has a positive impact on both employee incremental and radical innovation. Team psychological safety and employee role breadth self-efficacy mediate the effects. Employee risk avoidance propensity negatively moderates the mediating role of role breadth self-efficacy in the relationship between inclusive leadership and incremental innovation.

Leaders should pay attention to team psychological safety, employee role breadth self-efficacy and employee individual risk avoidance propensity that influence employee innovation to maximize the effectiveness of inclusive leadership.

This research expanded the level of analysis from individual to team, exploring cross-level effects and mechanisms of inclusive leadership on employee innovation in team contexts, and clarified the effectiveness conditions of inclusive leadership.