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Prioritising economic, environmental and social requirements of society has become imperative for attaining a competitive edge in the global marketplace. This study examines how internal and external factors influence sustainable strategic orientations of Chinese small technology enterprises. It uses an initial framework grounded in institutional theory and resource-based view (RBV).

The study surveyed small technology enterprises using quantitative techniques. A combination of partial least squares structural equation modelling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA) was used to analyse 402 valid samples with statistical significance.

The PLS-SEM results show that absorptive capacity, innovation culture and coercive pressure positively influence small enterprises’ sustainability orientation. Additionally, the fsQCA method identifies five complex combinations of causal antecedents that can facilitate small enterprises’ adoption of sustainability orientation.

The findings reaffirm the importance of maintaining ideal environmental cognition and external institutional pressure. Specifically, enterprises need to strategically allocate their limited resources to optimal levels and combinations to achieve sustainability orientation.

This study enhances the understanding of sustainability orientation by integrating the RBV and institutional theory, highlighting various factors that promote sustainability at the firm level. Furthermore, asymmetric research perspectives show the triggers of sustainability orientation from both symmetrical and asymmetrical perspectives. Set theory approaches represent a pioneering approach that captures the intricacies of sustainability orientation, advancing beyond previous variance-based findings by providing optimal mix solutions.

This study focuses on the relationship between top management teams' (TMTs) digital experience and company innovation efficiency. In addition, this study examines the mechanism role of digital transformation processes, including basic capability, chief information officer (CIO) appointments, process management and business management, on the relationship between TMTs' digital experience and innovation efficiency.

Based on the sample of China's A-share listed companies from 2011 to 2021, this article employs data envelopment analysis (DEA) and PSM-DID models to examine the effect of TMTs' digital experience on company innovation efficiency.

The TMTs' digital experience was positively correlated with company innovation efficiency. Artificial intelligence and digital platform are two key technologies that TMTs' digital experience effects company innovation efficiency. The financial ability of companies is a key factor to ensure the effectiveness of these two technologies. Digital foundation only played an important role in the early stages. In addition, TMTs' digital experience is more focused on technological management, not process management and business management. We also found that the CIO did not play a positive role on digital innovation. Finally, within the manufacturing industry and non-high-tech companies, the TMTs' digital experience has proven to be notably more effective in enhancing innovation efficiency.

This study advises that companies in the initial stages of digital transformation should give precedence to recruiting managers with digital experience into TMT, as their role is pivotal in propelling digital transformation in innovation. Futhermore, it is suggested that in the selection of TMT members, firms could consider dual appointments, such as CIO combined with other roles. Finally, this study recommends that TMTs with a digital background should pursue deeper technological competencies before embarking on corresponding business and process managements.

First, this study constructs a theoretical framework for examining how TMTs' digital experience influences innovation efficiency. Second, this study embedded the digital technology into the company innovation input index, elucidating how TMTs' digital experience directly enhances innovation efficiency. Finally, this study reveals how basic capability, CIO appointments, process management and business management affect the relationship between TMT digital experience and innovation efficiency.

This paper aims to study the influence of different seal structure parameters and working conditions on the air-oil two-phase flow characteristics and leakage characteristics of the seal cavity in the bearing cavity of the aero-engine spindle bearing tester.

In this paper, the VOF method and RNG k-ε turbulence model are used to explore the flow characteristics and leakage characteristics of the labyrinth seal cavity of an aero-engine spindle bearing tester under the condition of air-oil two-phase flow.

The distribution of the lubricating oil is related to the sealing clearance and the air-oil ratio. The amount of oil leakage increases with increasing of sealing chamber clearance, air-oil ratio and inlet velocity and decreases with increasing curvature and speed. The amount of air leakage increases with sealing clearance and inlet velocity.

In comparison to the pure air-phase flow field, the air-oil two-phase flow field can more accurately simulate the lubricating oil flow in the sealing chamber.

Artificial intelligence (AI) integration in the workplace yields positive outcomes, yet its impact on employees remains incompletely understood. This study aims to examine employee viewpoints regarding AI and its influence on employee career attitudes, behaviors and skill enhancement. The author examines how employees perceive AI and its impact on their career adaptability within the context of career self-management.

The researchers conducted hypothesis testing using AMOS; data was collected from 255 software house employees working in Pakistan. This study is time-lagged in nature. Data on AI perception was collected at time 1. After three weeks, data was collected for hypotheses related to mediation, and employees filled out a questionnaire related to career adaptability at time 3 with the interval of three weeks.

This study indicates a strong correlation between beliefs about AI dominance in the job market and increased career adaptability. The researchers discovered that career insecurity and skill development are pathways that elucidate employees’ perceptions of AI dominating their decisions regarding career adaptability.

This study demonstrates that AI perception has the potential to influence employees, motivating them to enhance their abilities and pursue adaptable career trajectories. The study indicates that employees’ unfavorable perceptions of AI can result in behaviors associated with career adaptability.

There are currently no tools to diagnose the extent to which the existing climate in the public institution is suitable for innovation. This paper aims to propose an instrument for measuring the extent to which the environment around teams is conducive to innovation – being original in presenting it in two dimensions: stimulating exploitation (incremental improvement) and stimulating exploration (disruptive innovation). The proposal’s basic framework is a legal instrument from the Organization for Economic Cooperation and Development (OECD).

The proposed methodological approach consisted of an instrument (survey) proposed by the authors to analyze the extent to which the environment around teams is conducive to innovation (types and depths of innovations stimulated) using an analytical framework based on academic literature and the Declaration on Public Sector Innovation (OECD, 2019). This methodological approach was applied to a Brazilian public organization (Special Secretariat of the Federal Revenue of Brazil).

The application of the methodological proposal in the Brazilian public organization showed the potential of the instruments used to diagnose the types and depths of innovations stimulated by middle management. The sample analyzed showed satisfactory results in terms of the reliability and convergent validity of the proposed model.

In addition, the analytical framework and methodological procedures proposed in this work make it possible to highlight the positioning of the existing environment in public sector organizations and the respective innovations stimulated by it. There are limitations diagnosed in this study, such as analysis of only one body and one position (one-off); use of part rather than all of the Team Climate Inventory questions (Anderson and West, 1996, 1998); classification of the environment for exploitative or explorative innovations, with several intermediate gradations made up of both types and depths of innovation. However, these limitations are also related to the lack of studies on the facets of innovation in the public sector. It is therefore believed that with further studies, using the proposed instrument, these incentives for innovation and their results – in the public sector – can be better understood.

The research findings indicate that exploitative innovations are being prioritized to the detriment of explorative ones in the agency. Concentrating on already consolidated internal knowledge – without deeply exploring unusual ideas or innovations and/or involving external partnerships is incompatible with the instability of the environment that currently surrounds the public sector.

In general, in public institutions, exploitative innovations contribute to the performance of one of the internal processes in the organization, however, their benefits cannot be quantified by the public, e.g. time taken between the start and end of a demand from the end user, time taken to fill in a mandatory declaration, queues for service or digital services offered. This disadvantage makes it difficult for society to promote accountability and monitoring of spending and the benefits of innovations in public bodies.

The analytical framework and survey proposed for the analysis of the extent to which the environment around teams is conducive to innovation (types and depths of innovations stimulated) – in public organizations – seek to offer an original and specific methodological instrument for examining the conditions for explorative and exploitative innovation in the public sector.

People experiencing homelessness often have multiple health and other support needs, requiring complex, coordinated support. Admission to hospital is potentially an opportunity to address these needs and begin integrating care, but so often it is a missed one. Our purpose in this research was to evaluate an ongoing, roll-out programme that offered government funding to 17 “test sites” across England to develop integrated care as part of post-discharge “step-down” support. In this paper, we examine senior stakeholder experiences of seeking to implement integrated care as part of specialist step-down care.

In this paper, we focus on data collected in interviews with key stakeholders (N = 10) who managed the mobilisation of local out of hospital care models for people experiencing homelessness. Interviews were conducted and analysed from a relational perspective, that is focusing on relationships between interactants, through which, for example, identities, understanding and integrating practice emerge.

A relational perspective on the data provides insights to better understand the complexity of integrating care at the point of hospital discharge for people experiencing homelessness.

Although in depth, the data were limited to certain perspectives on the issues. Other perspectives and data collection from in-depth study of case sites would be invaluable in developing the empirical evidence base for a relational understanding of integrating care.

A relational perspective highlights the emergent and ongoing nature of integrating care in this context of support for people experiencing homelessness. The need for different system agents to work to be constantly enacting the desired support is crucial to understanding future system changes for integrating care.

This is the first paper developing a relational analysis of integrating care. It highlights a different theoretical perspective on the issues and important insights.

This study aims to investigate the influence of institutional factors on corporate governance (CG) compliance within subsidiaries of multinational corporations (MNCs) operating in India, drawing on institutional and legitimacy theories.

The research approach uses a comparative analysis of CG compliance across MNC subsidiaries in India, focusing on the impact of institutional distance between home and host countries, the quality of national governance and the level of corruption in the host country. It further examines how these factors vary between secondary and tertiary industries and between subsidiaries originating in developed versus developing economies. The authors use a range of robust econometric techniques, including semi-parametric methods of panel data models, generalised method of moments and non-parametric method of panel quantile regression, to conduct a comprehensive analysis.

This study suggests three principal findings: First, certain institutional mechanisms, namely, national governance quality index (NGQI), institutional distance and host country corruption (CL), exert a substantial impact on corporate governance compliance index (CGCI) levels in MNC subsidiaries. The empirical evidence reveals a positive and significant relationship between CGCI and NGQI and a negative yet significant relationship with CL at a 1% significance level. Second, the influence of these institutional factors varies across different sectors, suggesting a differential susceptibility to institutional impacts between secondary and tertiary industries. Third, the role of institutional factors diverges based on the subsidiary’s country of origin. The data indicates that the compliance behaviours of subsidiaries from developed and developing economies are distinctly influenced, underscoring the pronounced effects of geographical and economic contexts on CG practices.

This research contributes to the existing literature by providing a comprehensive understanding of how institutional factors affect CG compliance in MNC subsidiaries, with a specific focus on India’s emerging economy. It offers original insights into the differential impacts of institutional factors across industries and origin countries, thereby providing practical recommendations for enhancing CG practices within MNC subsidiaries in emerging economies like India.

This paper aims to understand how quantum leaders influence employee work behavior through effective tasks.

In this study, 516 questionnaires were collected using the interval data method to explore the triggering mechanisms and paths of emerging quantum leadership on constructive deviance.

The findings indicate that quantum leadership promotes constructive deviance through facilitating recovery experience (affective path), job crafting (task path) and the chained mediation path between the two. Additionally, the moderating effect of openness to experience strengthens the pathways between quantum leadership and recovery experience, and between quantum leadership and job crafting.

This study focuses closely on the mechanism of leadership behavior on employees, neglecting the psychological state and behavior of the leader as a key resource element in the work environment. Quantum leadership emphasizes value-bound characteristics, so the role played by quantum leaders may vary in different cultures and values.

First, this study calls for the organizational management focusing on the advantages of quantum leadership thinking and its positive effects in practice. Second, the mediating mechanisms of recovery experience and job crafting provide insights into how quantum leadership can be used to enhance constructive deviance. Third, this study elucidates how individual responses to organizational environment and leadership style vary in management practices. Our study helps managers better understand how individual characteristics, such as openness to experience, influence managerial behavior.

This study enriches the qualitative research on emerging “quantum” perspectives of leadership, expands the mechanism of employee constructive deviance and highlights the need for organizations to take measures that encourage constructive deviance by their employees, as this can lead to high-quality and long-term growth.

Based on conservation of resources theory, authors revealed the mechanisms by which quantum leadership influences employees’ constructive deviance, confirming the mediating role of recovery experience and job crafting as well as the moderating role of openness to employee experience. We explored the moderating mechanisms of the individual trait of openness to experience in the quantum leadership-to-job crafting and the recovery experience-to-job crafting.

This paper aims to examine the different types of communication mechanisms in motivating the use of halal-based apps among Brunei Muslim students in higher education institutions abroad.

Using a convenience sampling procedure, 100 online structured questionnaires were accumulated from various higher education institutions abroad with a 60% response rate from Brunei Muslim students. Descriptive analysis, Binomial Logit and the Binomial Probit model were used to test different types of communication mechanisms in motivating the use of halal-based apps among Brunei Muslim students studying abroad. Demographic profiling such as gender, age, university programs and length of the program was also considered in the study.

Based on the statistical analyses, the word-of-mouth (WOM) mechanism is significant and more effective in influencing halal-based app usage among Muslim students abroad. Moreover, halal-based app usage with the combination of WOM mechanism and social media platform play a vital role in spreading halal awareness.

The sample was taken from random higher educational institutions abroad and respondents were selected using convenience sampling. Therefore, it may not be fully representative of the population of Brunei Muslim university students studying abroad. Second, there may also be missing variables that have not been considered in the study.

This study generates important insights from Muslim consumers on halal-based app usage. Stakeholders can integrate halal-based apps with digital word-of-mouth and social media interfaces to promote halal awareness and halal-based app usage effectively.

This research adds to the current limited knowledge of halal-based app usage among Brunei Muslim university students abroad.

In January 2021, Spanish paid parental leave for fathers was fully equated with that for mothers. Is this facilitating working fathers developing an identity of caring fathers?

We conducted qualitative research based on 31 interviews with heterosexual fathers residing in Spain, who had a child from January 1, 2021 onwards, who cohabited with the baby’s mother, and who were salaried. We also added two mothers with the same characteristics and seven human resources managers from large companies.

There has been a rapid acceptance and normalization of the use of these new equalized leaves. For many fathers this has been accompanied by the experience of a greater sense of “being legitimized” to engage in caregiving. The intensity of this process could be subject to two opposing forces. One in favor, especially when fathers care alone for as long as possible; and one against, when fathers assume the role of the mother’s helper and when the support of significant and relevant others is lacking in several domains, including the work place.

Whether this ambivalence is resolved in favor of advancement could depend on how successful public policy is. Reforms of parental leave systems should encourage men to take on single-handed care, and companies should be encouraged to become more aware of the need for co-responsibility between fathers and mothers in childcare.

Spain now has one of the most gender-equal parental leave systems in the world. It is important to know what meaning new fathers are giving to this advance and to what extent this is facilitating the emergence of a caregiving masculinity.