Liu-Liu Li, Young-Joon Seo and Min-Ho Ha
Seaports are a signifier for the world economy and international trade. Notwithstanding the considerable role of Chinese ports in global trade, only few studies have explored the…
Abstract
Purpose
Seaports are a signifier for the world economy and international trade. Notwithstanding the considerable role of Chinese ports in global trade, only few studies have explored the efficiency of Chinese container terminals. Furthermore, studies on Chinese port efficiency has typically centered on port-level analysis, not terminal level. Therefore, this study aims to examine the operation efficiency of Chinese container terminals.
Design/methodology/approach
This study uses super-efficiency data envelopment analysis (SE-DEA) approach. SE-DEA is superior than basic DEA model because it is feasible for categorizing and ranking the efficiency of container terminals more accurately and comprehensively. In the basic model, if the several decision-making units (DMUs) are efficient, the efficiency value of them is “1.” However, in the SE-DEA model, the most efficient DMU is over “1.” Based on the level of container throughput in 2018, the top 20 Chinese container terminal companies were selected. Various production quotas were selected as inputs, while the container throughput was considered output.
Findings
The findings show that Terminal Shanghai Mingdong Container Terminal Co., Ltd. was ranked 1, followed by Shanghai Shengdong International Container Terminal Co., Ltd., Shanghai International Port (Group) Co., Ltd. and Yidong Container Terminal Branch.
Originality/value
This study contributes to providing some insights into Chinese container terminal industry to augment the efficiency. This study also provides practical and policy implications (e.g. better terminal operations) for container terminals.
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Aveshan Venketsamy and Charlene Lew
The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic…
Abstract
Purpose
The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior.
Design/methodology/approach
Multiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample.
Findings
The results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect.
Practical implications
When organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas.
Originality/value
The study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.
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Adalgisa Battistelli, Carlo Odoardi, Nicola Cangialosi, Gennaro Di Napoli and Luciano Piccione
This study aims to explore whether expected image outcomes (risk and gain) represent a mechanism through which perceived organizational climates, in the dimensions of tradition…
Abstract
Purpose
This study aims to explore whether expected image outcomes (risk and gain) represent a mechanism through which perceived organizational climates, in the dimensions of tradition and reflexivity, affect key components of the innovation process (idea generation and idea realization).
Design/methodology/approach
Structural equation models have been conducted to empirically analyse 3 waves of longitudinal survey data from an Italian military organization (N = 410).
Findings
Results confirmed that image outcome expectations mediated the effects of perceived climate on idea generation, and that a serial mediation of image expectations and idea generation those on idea realization. Additionally, reflexivity was directly associated with idea generation.
Practical implications
The findings offer guidance for organizations that aim to strengthen employee-driven innovation, highlighting the importance of organizational climate and image outcomes expectations.
Originality/value
Advancing from existing organizational behaviour and individual innovation literature, this article contributes to extend knowledge about the role of organizational climate and image outcome expectations in enhancing innovative work behaviours.