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More than 30 legal recyclables were proclaimed by Environmental Protection Administration (EPA) in Taiwan of those producers and importers are liable for paying a Resource Recycling Fee (RRF). The Resource Recycling Management Fund determines both the tariff of RRF and the subsidy rate for recycling activities based on a predetermined pricing formula and collects the revenue to finance its collection and disposal. While contemplating on whether to proclaim waste mattress as a legal recyclable, EPA is facing several critical challenges, particularly the lack of data required for setting a tariff–subsidy mix. In this chapter we critically review the formula and propose an innovative pricing rule. Also, we develop a science-based approach to demonstrate how a tariff–subsidy mix could be determined under the circumstance of data deficiency. By doing so, we avoid not only the difficulty in solving the nonhomogeneous and nonautonomous first-order difference equation that governs the stock accumulation of waste mattress but also the distributed lag model of multiperiods linking quantity of mattress discarded and the quantity of new mattress sold. Such an approach could be applied to the durables for recycling pricing particularly when relevant data are limited.

The purpose of this paper is to explore critical factors for implementing green supply chain management (GSCM) practice in the Taiwanese electrical and electronics industries relative to European Union directives.

A tentative list of critical factors of GSCM was developed based on a thorough and detailed analysis of the pertinent literature. The survey questionnaire contained 25 items, developed based on the literature and interviews with three industry experts, specifically quality and product assurance representatives. A total of 300 questionnaires were mailed out, and 87 were returned, of which 84 were valid, representing a response rate of 28 percent. Using the data collected, the identified critical factors were performed via factor analysis to establish reliability and validity.

The results show that 20 critical factors were extracted into four dimensions, which denominated supplier management, product recycling, organization involvement and life cycle management.

This study obtained 84 valid responses from the Taiwanese electrical and electronics industries, the limitation of the study is the insufficient sampling. Future researches need to be performed using a larger sample and studying more countries.

The Taiwanese electrical and electronics industry plays a decisive role in the global information and communications technology (ICT) industry. Consequently, the validated instrument enables decision makers at ICT manufacturers to evaluate the perceptions of GSCM in their organizations. In addition, the critical factors of implementing GSCM practices validated in this work can help enterprises identify those areas of GSCM where acceptance and improvements will be made, and in prioritizing GSCM efforts.

This study presents an empirical investigation of GSCM practices, and fills a gap in the literature on the identification and establishment of critical factors for GSCM implementation in electrical and electronics industries.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

To date, research focus has been on overt forms of abusive supervision, like aggressive behavior and physical violence. Less clear is the effect of implicit abusive supervisory behaviors such as gaslighting, a form of psychological manipulation whereby a “gaslighter” seeks to confuse, disorientate, and cast doubt in the mind of a victim. In this study, we aim to examine the effects of supervisory gaslighting on employee's affective organizational commitment (AOC). We also investigate the mediating role of leader-member exchange (LMX) on this relationship and whether employee emotional intelligence (EI) buffers the negative effects of supervisory abuse.

Two hundred and sixty-six participants were allocated to one of three conditions (high, medium, and none) where they read workplace scenarios varying in the level of supervisory gaslighting. Afterward, participants responded to AOC, LMX, and EI scales.

Results showed supervisory gaslighting decreases employee AOC and that this relationship is partly explained by the employee's relationship with their supervisor. Contrary to expectations, higher employee EI strengthened the effect of gaslighting on AOC.

Supervisory gaslighting remains largely unexplored and this chapter contributes to this topic by testing a model to understand the effects of gaslighting on AOC. These findings provide a solid foundation for further research in this area.

This study aims to contribute novel insights into understanding and mitigating the harmful consequences of abusive supervision (AS) by examining the association between AS experiences, revenge, forgiveness, and the moderating role of emotional intelligence (EI). The key argument is that employees' EI can influence the AS experience through affective processes, countering supervisors' abusive behaviors.

A between-person scenario-based experiment was conducted with 366 participants divided into AS and control groups. The study explored the association between AS experience and revenge/forgiveness, mediated by core affect (valence and activation). EI abilities were measured as a moderator. Data analysis examined the relationships and interactions among AS, revenge/forgiveness, EI, and affective experiences.

The study reveals significant findings indicating that AS experiences were positively associated with revenge and negatively associated with forgiveness. The mediation analysis confirmed the role of core affect in these relationships. EI emerged as a moderator, shaping the association between AS experiences and revenge/forgiveness. Importantly, participants with higher EI exhibited lower revenge intentions, demonstrating the potential of EI to mitigate the adverse effects of AS. Unexpectedly, individuals with high EI also expressed fewer forgiveness intentions.

This study provides a comprehensive understanding of how employees can effectively counterbalance the impact of AS through higher levels of strategic EI. Examining core affect as a mediator offers novel insights into coping mechanisms in response to AS experiences and their consequences.

The study acknowledges several limitations, as the scenarios may only partially capture the complexities of real-life AS situations. The focus on a specific context and the sample characteristics limit the generalizability of the findings. Future research should explore diverse organizational contexts and employ longitudinal designs.

The findings have practical implications for organizations as enhancing employees' EI skills through training programs interventions and integrating EI into organizational culture and leadership conduct.