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Applying the Innovation Resistance Theory, this study aims to examine the effects of contextual and trait stressors on consumer engagement and wellbeing in the context of service robots.

Data were collected from 560 users who interacted with a service robot at a library and a museum. The data were analyzed using Smart PLS 4.0.

The findings show the significant negative effects of perceived intrusion on consumer engagement and wellbeing. In addition, technology anxiety exhibited a significant positive effect on consumer engagement and wellbeing, whereas consumer engagement predicted wellbeing. Moreover, the findings highlight the importance of consumer engagement as a key mediator between the stressors and wellbeing.

The findings equip service managers with the necessary information to effectively integrate service robots in an inclusive manner that resonates with consumer engagement and wellbeing.

This research uses field data to empirically validate the effects of contextual and trait stressors on consumer resistance to service robots.

This study aims to apply the service robot acceptance model (sRAM) to examine how attitude toward human–robot interaction (HRI) and engagement influence consumer acceptance of service robots in a frontline setting.

Data was collected from 255 visitors who interacted with a robotic tour guide at a city museum. The data was analyzed using smart PLS 4.0.

The findings show the positive effects of subjective norms, appearance, perceived trust and positive emotion on both attitude toward HRI and engagement. In addition, social capability impacted attitude toward HRI, whereas perceived usefulness affected engagement.

To deliver engaging museum experiences that bring about positive word-of-mouth and intention to visit, managers need to incorporate the sRAM dimensions in the design and deployment of service robots.

This research uses field data to empirically validate the sRAM in the context of service robot acceptance. It introduces engagement as a novel mediating variable, enriching current understanding of human-like qualities in HRIs.

Utilizing the Stimulus-Organism-Response framework, this study examines how stimuli such as green sustainability efforts and brand image affect organisms namely brand experience and brand trust, leading to brand-related outcomes such as brand affinity, brand satisfaction and purchase intention in the soft drink industry in Singapore.

An online survey was administered to a total of 243 members of several Singapore-based Facebook groups. The data were analyzed using structural equation modeling.

The results show the positive effects of green sustainability efforts on brand image, brand experience and brand trust. Brand experience affects brand satisfaction, brand affinity and purchase intention, whereas brand trust affects brand satisfaction and purchase intention. Moreover, the mediating roles of brand experience and brand trust are verified.

To build strong consumer-brand relationships, managers can elevate brand experience and brand trust through the implementation of green sustainability efforts.

This study adds to the body of green sustainability literature by verifying the mediating effect of brand experience and brand trust in the relationship between green sustainability efforts and brand-related outcomes. The study clarifies the direct and indirect antecedents of brand affinity, brand satisfaction and purchase intention.

Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

This case was written using primary data through various channels, including in-depth structured interviews with the CEO and other individuals at the Crisis Center of Tampa Bay (CCTB), as well as exchanging email messages and phone conversations with employees at CCTB. All interviews were recorded and transcribed. In addition, one of the authors took a tour of the main offices of CCTB and took notes on the physical facilities as well as the information provided by the tour guide. Public information from CCTB was used to enhance the information and provide background. All accounts presented in this case are real, and no information was altered or fabricated.

Clara Reynolds had been CEO of CCTB for over eight years. The agency had almost tripled its budget in the time she had been there. Her leadership style had positively impacted the culture of the organization. Employees valued her open and transparent leadership style. Employees saw her commitment to training employees, creating work–life balance and helping employees be exceptional at their jobs. There was an issue, however, with Transcare, the organization’s ambulatory service. The performance of the business was declining, and Clara wanted to update the board within 60 days at the next quarterly board meeting. She was not sure what she could do to increase engagement with Transcare’s staff, which would show the board that the staff was fully willing to do what was necessary.

This case is appropriate for teaching undergraduate or graduate-level courses in leadership, organizational behavior or principles of management. It is designed to be discussed during one class period. It will save time and improve the flow if the students read the case before class and are prepared when they arrive. Any information needed for the case discussion has been presented in the case; no further research by the students is necessary. Students should think about the role of leadership in a nonprofit. They should put themselves in the protagonist’s shoes throughout the reading of the case.

This study assesses how the transactive memory systems (TMS) framework extends to cross-organizational ties. This research also treats TMS dimensions (i.e. knowledge specialization, coordination and trust) as distinct variables, each with unique contributions toward innovation.

This study used a survey to collect data. Out of the 140 Fintech firms registered with OJK in Indonesia in 2021, 101 firms responded to the invitation to participate in the survey. Structural equation modeling was used to analyze the data.

The authors find evidence that collaborating with partners displaying high knowledge specialization leads to radical innovation, while low knowledge specialization collaborations lead to incremental innovation. Both relationships are moderated by the level of coordination and trust between collaborating partners, underlining the impact of TMS on the cross-organizational collaboration aspect. Finally, while incremental innovation leads to higher performance, radical innovation does not enhance performance in the short term.

This study explains how Fintech peer-to-peer lending firms' proficiency in pursuing innovation depends on their liaison with the collaborative partners.

This study aims to examine the risk-resistant role of environmental, social and governance (ESG) performance in the capital market, focusing on an organizational standpoint. Furthermore, it aims to offer management decision advice to companies seeking protection against stock market risks. Conclusions obtained through this research have the potential to enrich the economic consequences of ESG performance, provide practical implications for enhancing corporate ESG performance, improving corporate information quality and stabilizing capital market development.

Based on the data of Chinese A-share listed companies from 2009 to 2020, this study examines the risk-resistant function of ESG performance in the capital market. The impact of ESG performance on management behavior is analyzed from the perspective of organizational management and the three mechanisms of pre-event, during the event and post-event.

This paper demonstrates that companies that effectively implement ESG practices are capable of effectively mitigating risks associated with stock price crashes. Heterogeneity analysis reveals that the inhibitory effect of ESG performance on stock price crash risk is more pronounced in nonstate-owned enterprises and enterprises with higher levels of marketization. After controlling for issues such as endogeneity, the conclusions of this paper are still valid. The mechanism analysis indicates that ESG performance reduces the risk of stock price crash through three paths of organizational management: pre-event, during the event and post-event. That is, ESG performance plays the role of restraining managers’ opportunistic behavior, reducing information asymmetry and boosting investor sentiment.

This paper provides new insights into the relationship between ESG performance and stock price crash risk from an organizational management perspective. This study establishes three impact mechanisms (governance effect, information effect and insurance effect), offering a theoretical basis for strategic corporate decisions of risk management. Additionally, it comprehensively examines the contextual differences in the role of ESG performance, shedding light on the specific domains where ESG practices are influential. These findings offer valuable insights for promoting stable development in the capital market and fostering the healthy growth of the real economy.

The purpose of this paper is to assess the success factors in a large organization that contributed to the success of organizational transformation (OT) through business diversification using a complex adaptive systems (CAS) framework. This assessment is done to determine how well the CAS framework can explain the success factors that contribute to the success of large-scale organizational change in complex organizations. If the CAS framework is capable of explaining the organizational factors that lead to the success of change implementation, the managers can employ this framework to increase the likelihood of success while implementing change.

This study uses qualitative research methodology. The data were collected from the case study organization (CSO) through 40 in-depth semi-structured interviews and analyzed using thematic deductive analysis approach.

The CAS framework explains the success factors that contribute to the success of OT through business diversification.

This paper provides a comprehensive guide for change implementation by combining the insights from the CAS framework with identified success factors (for change implementation) from the case organization.

The originality of this paper lies in extending the principles of existing change models, for successful change implementation by using the CAS framework. The prescribed change models and the CAS framework/complexity theory are two distinct sets of literature; this paper successfully merges the two to develop a comprehensive set of guidelines for change implementation. By doing so, this paper highlights the fact that alternative, non-linear, change approaches, instead of conventional multistep change models, can be effective in implementing large-scale organizational change successfully given the complexities of current organizational environments.

The design for deconstruction (DfD) technique, a contemporaneous solution to demolition by optimizing disassembly activities to enable reuse, has recently emerged with several promises to promote the circular economy. However, little attention has been given to its implementation among design professionals, especially in the Global South. Therefore, this study aims to explore the drivers for DfD implementation among design professionals in the Ghanaian construction industry (GCI).

The study adopted a mixed research approach (explanatory sequential design) with an initial quantitative instrument phase, followed by a qualitative data collection phase. Data from the survey were analyzed using mean, standard deviation, one-sample t-Test, and normalization value (NV) test after a review of pertinent literature. These data were then validated through semistructured interviews with ten design professionals with in-depth knowledge of DfD.

The findings revealed that although all ten drivers are important, the eight key drivers for the DfD implementation were identified as, in order of importance, “Availability of computer software applications regarding DfD,” “Inclusion of DfD in the formal education of design professionals,” “Increasing public awareness of the concept of DfD,” “Organizing workshops/seminars for design professionals on the concept of DfD,” “Availability of DfD training,” “Regulation regarding DfD,” “Industry guidance regarding DfD” and “Establishing a market for salvaged construction components.”

This study's findings provide insights into an under-investigated topic in Ghana and offer new and additional information and insights into the current state-of-the-art on the factors that drive DfD implementation.