Search results

AI-powered digital human avatar influencer (DHAI) is a digitally created character with a human-like appearance and noteworthy social media presence. They mimic human behavior through form, behavior and emotional realism. However, there have been varied viewpoints in the literature about the effect of DHAI realism on consumer response. Therefore, this study aims to examine the effect of form, behavioral and emotional realism on consumer engagement and parasocial relationships that further affect attachment toward DHAI and brand, with the moderating effect of content authenticity.

Using a cross-sectional design, 426 respondents in India were asked to visit the Instagram page of a specific DHAI identified through a pretest study. The authors used the Smart PLS 4.0 version to examine the hypotheses.

Accordingly, based on the social presence theory, the findings of the quantitative study indicated that DHAI’s form, behavioral and emotional realism positively influence customers’ engagement with DHAI, but only the behavior and emotional realism of DHAI positively affect the parasocial relationship. Further, perceived DHAI’s content authenticity moderates the effect of DHAI engagement and parasocial relationship on DHAI sentimental attachment.

This study provides novel and practical insights for developing DHAI by considering realism characteristics for enhanced customer engagement, parasocial relationship and attachment toward DHAI and brands.

This paper aims to explore customers’ pro-environmental behaviors (PEBs) adopted at hotels that implement green practices. A method to examine the gap between self-reported and actual PEBs is presented.

The empirical study is divided in two parts. The first one comprised a survey questionnaire administered to 136 customers who stayed in Portuguese hotels (Sample 1). The second one consisted of 495 in-room consumer PEBs observations (Sample 2). A method was developed to compare self-reported and actual PEBs, combining the answers given to the questionnaire and the observed PEBs implemented by customers during their stay. The aggregate observations of in-room consumer’s PEBs enabled the development of an index to assess the actual PEBs (ACTUALPEBI). This index was then compared with the self-reported PEB index (REPORTEDPEBI).

The majority of guests indicated adopting environmentally friendly practices while at the hotel, and 50% of REPORTEDPEBI rank similarly to ACTUALPEBI.

Understanding and measuring both actual and reported PEBs of guests offers valuable insights for hotel managers and marketers. This information can be used to target specific consumer segments with green marketing campaigns and develop educational programs that effectively encourage guest participation in hotel sustainability efforts. While the survey participants were international, the research itself was limited to hotels in Portugal. Therefore, future research should involve more participants and be conducted across different countries.

Understanding and measuring both actual and reported PEBs of guests offers valuable insights for hotel managers and marketers. This information can be used to target specific consumer segments with green marketing campaigns and develop educational programs that effectively encourage guest participation in hotel sustainability efforts.

This study proposes an alternative method for analyzing customers’ PEBs by observing actual PEBs during their stay and comparing them to self-reported PEBs, thereby reducing answer biases.

Drawing on the attribution theory, this study re-examined the effect of supervisor-subordinate guanxi (SSG) on counterproductive work behaviors (CWBs) by highlighting the critical moderating role of job self-efficacy and the mediating role of psychological entitlement, with the aim of revealing the potential drawbacks of SSG.

Three-wave matched data were collected from 434 employees working in China. The authors adopted path analysis in Mplus 7.4 to test the hypotheses proposed in this study.

The results suggested that among subordinates with high job self-efficacy, SSG triggers psychological entitlement, which subsequently leads to CWBs.

This research challenges the prevailing consensus regarding the beneficial effects of SSG on subordinate management from the social exchange theory perspective by revealing when and why high-quality SSG can also engender subordinates’ psychological entitlement and subsequent CWBs. By doing so, this study provides a more dialectical view of the impact of establishing high-quality SSG in human resource management.

The purpose of this study is to comprehensively evaluate the impact of the prefabrication rate on greenhouse gas (GHG) emissions and sustainability in prefabricated construction. In addition, it aims to identify the optimal prefabrication rate threshold that can promote the transformation of the construction industry toward more environmentally friendly practices.

This study uses an interdisciplinary methodology that combines emergy analysis with an extended input-output model to develop a GHG emission accounting model tailored for prefabricated buildings. The model assesses various construction schemes based on different rates of prefabrication and uses the emergy phase diagram from ecological economics to quantify the sustainability of these schemes.

This study indicates that within a prefabrication rate threshold of 61.27%–71.08%, a 5% increase in the prefabrication rate can significantly reduce emissions by approximately 36,800 kg CO₂(e). However, emissions begin to rise when the prefabrication rate exceeds this threshold. The case analysis identifies steel, concrete and electricity as the primary sources of GHG emissions, suggesting strategies for optimizing their usage and promoting the adoption of clean energy.

This study represents a novel tool for assessing the environmental impact and sustainability of prefabricated buildings. It offers scientific guidance for the construction industry’s environmental protection and sustainable development strategies, thereby contributing to a transition toward more environmentally friendly practices.

The application of galvanized steel is widespread across industries due to its protective zinc coating that protects against atmospheric corrosion. However, previous studies have primarily focused on long-term corrosion rates rather than the full-scale corrosion behavior of the zinc. This paper aims to study the full-scale corrosion evolution of galvanic steel under simulated marine atmospheric environment using real-time EIS measurement.

Electrochemical impedance spectroscopy (EIS) provides an advanced method in monitoring such behavior. Therefore, the EIS method has been used to conduct a comprehensive investigation on the corrosion behavior of galvanic steel in a full-time manner.

The results indicate that the corrosion process of galvanic steel can be divided into three stages: an initial stage with an increased corrosion rate, a subsequent stage with a reduced corrosion rate, and finally a third stage with the lowest and constant corrosion rate. The evolution of corrosion resistance is closely related to changes in composition and structure of the patina layer. In the initial stage, galvanized steel undergoes the formation of soluble ZnCl₂ and needle-like Zn₅(OH)₈Cl₂·H₂O, which promotes the generation and maintenance of an electrolyte layer, consequently leading to an increase in corrosion rate. With prolonged corrosion time, there is a continuous accumulation of Zn₅(OH)₈Cl₂·H₂O within the patina layer, which reduces the content of soluble components and promotes the development of a denser inner layer, thus enhancing corrosion resistance.

This work holds significance in the monitoring of corrosion, understanding the evolution of corrosion and predicting the lifespan of galvanized steel.

This study aims to investigate how the effectiveness of green advertising can be improved by matching benefit appeals (self vs other) and message sidedness (one-sided vs two-sided) in consumer evaluations of green products.

Four scenario experiments and one field experiment were conducted to investigate the interaction effects of benefit appeals and message sidedness on green consumption. It aims to verify the psychological mechanisms that promote green consumption when benefit appeals and message sidedness are matched and to explore the persuasiveness of this matching on consumers with different power states engaging in green consumption.

Studies 1 and 4 provide evidence that when advertising conveys self-benefit appeals (vs other-benefit appeals), two-sided messages (vs one-sided messages) positively promote green consumption. Importantly, Study 2 concluded that perceived manipulative intent was the psychological mechanism underlying the interaction effects of green advertising benefit appeals and message sidedness. Studies 3 and 5 confirm that the power state plays a moderating role in these effects.

This study contributes to the growing research on green marketing, especially green advertising, and advances the theoretical knowledge of how to match benefit appeal with message sidedness to promote green consumption effectively.

This study provides a more comprehensive understanding of consumer evaluations of green products under the influence of benefit appeals and message sidedness. The match between benefit appeal and message sidedness can promote green consumption. These findings can help marketers and policymakers promote green consumption by designing advertisements that match benefit appeal with message sidedness. When considering the power state’s impact, marketers should consider consumers’ high- or low-power states when selecting appropriate advertisement designs. Alternatively, they can manipulate the power state to optimise the effectiveness of advertisements.

Although previous research has focused on the difference in persuasiveness between self-benefit and other appeals, little is known about how to match green benefit appeals and message sidedness to heighten the persuasiveness of green advertising to consumers. Therefore, in this study, this paper attempts to fill this research gap by exploring how green benefit appeals and message sidedness match and how green advertising may produce better persuasion effects on green consumption.

Based on the ability–motivation–opportunity (AMO) model, this research aims to examine the hierarchical impact of high-performance human resource practices (HPHRPs) on the work practices and service performance of hospitality organizations.

Through an extensive analysis of time-lagged, multilevel and multisource data encompassing 721 employees and 153 stores across 17 restaurant brands in Taiwan, this study illuminated the hierarchical impact of HPHRPs in fostering a service-oriented environment.

This study reveals that HPHRPs have a direct positive effect on service performance. It also highlights an exclusive indirect positive impact, indicating that HPHRPs contribute to elevated service performance through the multilevel mediating effect of team engagement. A distinctive aspect of this study is that it identifies service climate as a critical multilevel moderator, strengthening the positive relationship between HPHRPs and team engagement. Additionally, service climate is found to be a key factor that amplifies the indirect multilevel positive effect HPHRPs have on service performance by reinforcing team engagement.

Strategically implementing robust HPHRPs, fostering a stimulating work environment and emphasizing team interaction can help hospitality organizations cultivate workplaces that deliver unparalleled guest experiences.

This study offers a strategic roadmap for the hospitality industry with a comprehensive multilevel HPHRPs framework that is customized to the specific needs of the workforce, and focused on fostering a service climate to maximize the positive outcomes of service excellence.

Previous research suggests that emotional intelligence (EI) may benefit managers when resolving conflicts. However, past studies relied on self-reports of EI and conflict management styles, and a theoretical model explaining the mechanisms of the link between EI and conflict management outcomes for managers is still missing. This study aims to test a theoretical model proposing that during conflicts, managers with higher performance-based ability EI are perceived as warmer and more competent, which in turn contributes to higher conflict management effectiveness.

A total of 108 Executive MBA students with managerial experience completed a performance-based EI test designed for the workplace and engaged in a conflict management exercise during which they were videotaped. In the exercise, managers spontaneously responded to video-based vignettes in which “employees” addressed them regarding a work-related conflict (e.g. a disagreement regarding tasks and working hours). Independent observers (n = 262) rated the managers’ videotaped responses on items tapping warmth, competence and conflict management effectiveness.

Managers with higher performance-based EI (in particular, emotion regulation in oneself and emotion management in others) received higher observer ratings on warmth, competence and conflict management effectiveness. Warmth and competence fully mediated the link between EI and effectiveness.

These results demonstrate that managers’ performance-based EI translates into actual work-related behaviors and outcomes. Implications for training EI and effective conflict management are discussed.

High-performance work system (HPWS) is considered a solid predictor of both organizational and individual outcomes. The current study examines the impact of employees' perception of HPWS and supervisor-rated employee creativity (EC). Critical reflection is hypothesized as a mediator of the above relationship. Human resource management (HRM) attribution moderates the indirect relationship between HPWS and EC and completes a moderated mediation model.

A quantitative research design is adopted with data collected from 531 employees and their direct supervisors from 12 firms in Vietnam. Partial least square structural equation modelling is used to test the hypotheses.

Employees' perception of HPWS is significantly associated with supervisor-rated creativity. Critical reflection has been found to partially mediate the above relationship. In addition, employees' exploiting attribution of HPWS intensifies the positive relationship between HPWS and critical reflection.

The research suggests that HPWS can be viewed from both the bright and dark sides. The resource offered by HPWS goes hand in hand with pressure from high-performance expectations. Employees may need to engage in a resource investment decision to avoid net resource loss. In addition, attention should be paid to employees' perception of the justification for HPWS implementation.

This study offers an alternative way to explain the association between HPWS and employee creativity. Based on the Conservation of Resource Theory, employee creativity is viewed as a stress coping strategy with HPWS conceptualized as a stressor. In addition, the mediating role of critical reflection represents a novelty. Furthermore, the role of HRM attributions is explained.

This study aims to rectify a significant gap in traditional sales control research, which has predominantly focused on identifying factors contributing to positive sales performance, neglecting the essential conditions necessary for achieving these outcomes. This oversight is critical, particularly in inside sales, where dynamics are complex and monitoring stringent. Using necessary condition analysis (NCA), this research aims to delineate the indispensable “must-have” factors – specifically, activity and capability controls – crucial for achieving effective sales control outcomes and enhancing agent satisfaction within an inside sales context.

This study used a two-wave email survey to collect data from 184 business-to-business inside sales agents. NCA was used to identify the indispensable conditions that directly influence sales outcomes and agent satisfaction. This methodological choice allows for a nuanced exploration of how individual and combined sales control elements, such as activity and capability controls, contribute to overall sales effectiveness, addressing the what and the why of necessary conditions in sales control systems.

The findings underscore the critical role of both formal and informal sales controls in shaping effective sales environments. Specifically, activity and capability controls emerged as essential, nonsubstitutable conditions for achieving desired sales outcomes. Furthermore, cultural controls, grounded on autonomous motivation, significantly influence agent behavior and job satisfaction, often outweighing the impact of traditional behavioral and outcome controls. These insights reveal the complex interplay of formal and informal mechanisms in driving sales performance within the high-demand context of inside sales.

For sales managers and organizational leaders, the study’s insights offer actionable strategies to enhance inside sales performance and agent satisfaction. Emphasizing the integration of cultural controls can foster a supportive work environment conducive to high performance. In addition, understanding the non-substitutable nature of certain sales activities and capabilities enables managers to prioritize these elements within their control systems. By applying these findings, sales organizations can refine their control strategies to support their teams better, ensuring that essential conditions for success are met and potentially increasing overall sales effectiveness.

This research introduces NCA to sales control studies, significantly enriching the academic dialogue by shifting focus from sufficient to indispensable conditions for sales success. It uniquely identifies the essential factors that must be present for sales effectiveness and agent satisfaction, offering a pioneering perspective within sales research. The study bridges a critical research gap by comprehensively analyzing both formal and informal controls within the specific context of inside sales. It enhances practical understanding of effectively managing and motivating inside sales teams in various market conditions.