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Unlike well-documented market or behavioral uncertainty, patent uncertainty has been significantly under-explored in the field of international entrepreneurship. Drawing on an institution-based view of strategy, this study investigated Netac, a Chinese knowledge-based international new venture (KINV), which was facing uncertainty over patents in China and the US. The aim was to address two questions: (1) how does patent uncertainty emerge in the context of KINVs? And (2) how can KINVs navigate patent hazards by interacting with national patent institutions?

A longitudinal single-case study approach was adopted as the most appropriate method for exploring novel business phenomena and dynamic processes.

Results suggested that a KINV can adopt strategies to build a unique identity and so better conform to the expectations of institutions that ultimately decide on patent validity. Strategies may involve building institutional awareness, amplifying mass media effects, and strategically managing the intellectual property and socio-emotional tensions between China and the US.

This study introduced the notion of patent uncertainty into research around international new ventures, highlighting how this type of uncertainty in the advanced technology sector can affect the end-product and patent licensing opportunities of KINVs. It also explored the institution-based view of company strategy in the internationalization process by emphasizing interactive institutional mechanisms, and the role of an organization’s identity when interacting with institutions. The study enriches the literature on institutional theory and organizational identity, and also suggests solutions for firms dealing with efforts by competitors to invalidate patents.

This study employed a questionnaire survey to understand the safety attitudes, focusing on safety motivation and risk tolerance as well as safety management practices, including safety training and safety incentives, among construction site employees, including both managerial personnel and frontline workers. The objective was to explore the relationship between safety management practices and safety attitudes within both the managerial and frontline worker groups.

This study was conducted among 1,026 construction workers and 256 managerial personnel at 53 construction sites across 12 provinces in China. A t-test was used to compare the differences in safety-related scores between managerial personnel and frontline workers, and a structural equation model was used to explore the relationship between safety attitudes and safety management.

This study found that the scores of managerial personnel for safety motivation, safety training and safety incentives were significantly higher than construction workers, while their scores for risk tolerance were significantly lower than construction workers. Managerial personnel’s safety motivation has a significant positive impact on both safety training and safety incentives, while their risk tolerance has a significant negative impact on safety incentives. Safety training has a significant positive effect on construction workers’ safety motivation, whereas safety incentives have a significant negative impact on construction workers’ risk tolerance.

This study is one of the few that have investigated construction safety by conducting surveys targeting both site managerial personnel and frontline workers, employing an empirical approach to validate the role of safety management in transmitting safety attitudes from site managerial personnel to frontline workers.

The discrepancy between the content of an article and its title is a key characteristic of fake news. Current methods for detecting fake news often ignore the significant difference in length between the content and its title. In addition, relying solely on textual discrepancies between the title and content to distinguish between real and fake news has proven ineffective. The purpose of this paper is to develop a new approach called semantic enhancement network with content–title discrepancy (SEN–CTD), which enhances the accuracy of fake news detection.

The SEN–CTD framework is composed of two primary modules: the SEN and the content–title comparison network (CTCN). The SEN is designed to enrich the representation of news titles by integrating external information and position information to capture the context. Meanwhile, the CTCN focuses on assessing the consistency between the content of news articles and their corresponding titles examining both emotional tones and semantic attributes.

The SEN–CTD model performs well on the GossipCop, PolitiFact and RealNews data sets, achieving accuracies of 80.28%, 86.88% and 84.96%, respectively. These results highlight its effectiveness in accurately detecting fake news across different types of content.

The SEN is specifically designed to improve the representation of extremely short texts, enhancing the depth and accuracy of analyses for brief content. The CTCN is tailored to examine the consistency between news titles and their corresponding content, ensuring a thorough comparative evaluation of both emotional and semantic discrepancies.

In the context of green development in China, the circumstance in which Environmental, Social and Governance (ESG) ratings function has changed. As an important external governance mechanism of sustainable development, ESG ratings can also be a two-edged sword for the implementation of carbon emission reduction. This research examines the connection of ESG ratings and corporate carbon emission reduction in the context of green development. This present study postulates that the impact of ESG ratings on carbon emission reduction performance in the context of green development is inverted U-shaped.

To obtain empirical evidence for the hypotheses proposed, this study makes an empirical test based on the two-way fixed effects model. The data is taken from listed Chinese manufacturing firms between 2012 and 2021.

The study reveals that there is a significant inverted U-shape relationship between ESG ratings and carbon emission reduction performance in the context of green development. Managerial myopic behaviour plays a positive moderating role in the above relationship. In addition, it makes the inflection point of inverted U-shaped curve move to left. Heterogeneity analyses show that the above inverted U-shaped relationship is more significant for firms that don’t hire CEO with environmental protection background or big four accounting firms.

In the background of green development, this study helps to understand dual influence of ESG ratings on corporate carbon emission reduction deeply. It is beneficial to guide enterprises to utilize ESG ratings mechanism reasonably, thus enhancing the effectiveness of carbon emission reduction. This study provides decision-making reference for government to accelerate low-carbon transformation in microcosmic field.

This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic.

Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling.

The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance.

To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures.

An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.