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This study aims to investigate the impact of climate risk disclosure by listed companies on the entry of green investors. It seeks to understand how proactive climate risk disclosure can attract green investment and the underlying mechanisms that facilitate this process.

Textual analysis is employed to assess the extent of climate risk disclosure in annual reports. The research constructs indicators for green investor entry and applies regression analysis to examine the relationship between climate risk disclosure and green investment, considering various mediating variables such as positive online news coverage, ESG scores, and corporate reputation.

Green investors are more likely to invest in companies with higher levels of climate risk disclosure. This relationship is robust across different types of firms, with non-state-owned, non-high-tech, large-scale firms, and those in the Eastern region showing a stronger attraction to green investors. Climate risk disclosure promotes green investment through the “signal transmission” mechanism, enhancing corporate reputation and ESG performance.

This paper extends the traditional theory of external incentives for corporate green development to include autonomous incentives through active climate risk disclosure. It provides new insights into the theory of corporate sustainable development and offers practical recommendations for enhancing corporate green development pathways. The study’s comprehensive approach and use of extensive data contribute valuable knowledge to the field of green investment and corporate sustainability.

Pervasive forms of worldwide communication now connect us instantly and constantly, and yet we all too often fail to understand each other. Rather than benefiting from our globally interconnected reality, the world continues to fall back on divisiveness, a widening schism exacerbated by some of the most pronounced divisions in history along lines of wealth, culture, religion, ideology, class, gender, and race. Cross-cultural dynamics are rife within multinational organizations and among people who regularly work with people from other cultures. This chapter reviews what we know from our scholarship on cross-cultural interaction among expatriates, negotiators, and teams that work in international contexts. Perhaps more important, this chapter outlines what we need to learn – and to unlearn – to be able to see diversity as an asset in helping individuals, organizations, and society to succeed rather than continuing to understand it primarily as a source of problems.

Since the 1990s, an imbalanced marriage market has ushered in a great number of female immigrants, mainly from China and certain ASEAN countries, into Taiwan. These immigrant brides lose their original social networks and face difficulties acculturating, which in the long run may take a toll on their psychological well-being. The purpose of this paper is to identify what the factors are and how they are associated with the symptoms of depression and anxiety among immigrant brides.

Due to the difficulty of identifying immigrant brides within the general population, the research relies on a convenience sample of 366 immigrant brides in eight cities or counties in Taiwan. The research team provided questionnaires in different languages including Traditional Chinese, Simplified Chinese, English, Vietnamese, Thai, and Indonesian. Surveyed immigrant brides filled in questionnaires while participating in activities for Immigrant Day.

Hierarchical regression analyses show that perceived discrimination and sociocultural barriers are the two greatest factors causing depression and anxiety among immigrant brides. However, the effect of social support is not as clear as expected. Emotional social support from “the same ethnic group” is significant in reducing the symptoms of psychological depression of immigrant brides, but it cannot explain the variation in anxiety among immigrant brides.

Although the psychological well-being of immigrant brides in Taiwan is an important issue, little scholarly research has been published on this increasing segment of the population. The research can improve our understanding of the acculturation of immigrant brides in Taiwan. Meanwhile, the findings in the Taiwan-based research may provide further helpful knowledge for South Korea and China, both of which generally share a similar culture with Taiwan and are also facing the issues of marriage market imbalance and the increase of immigrant brides, in developing prevention and intervention strategies and/or programs to enhance the psychological well-being of immigrant brides.

The purpose of this paper is to investigate the impact of national culture on organizations’ use of selection practices, specifically to investigate the impact of in-group collectivism, uncertainty avoidance and power distance on interview panels, one-on-one interviews, applications forms, references, ability, technical and psychometric tests.

This study uses survey data from the 2008–2010 CRANET database. It uses OLS regression analysis to test the impact of national culture on organizations’ use of selection practices.

In-group collectivism increases the use of panel interviews and technical tests, and decreases the use of one-on-one interviews and application forms. Uncertainty avoidance increases the use of panel interviews and technical tests, and a decrease in one-on-one interviews, applications ability, and psychometric tests. Power distance leads to an increase in one-on-one interviews, applications and ability tests, and a decrease in panel interviews, psychometric tests and references.

This paper investigates the use of the impact of national culture on selection practices. Specifically, it looks at the use of a large number of selection practices panel interviews, one-on-one interviews, applications and references, and several different tests, ability, technical and psychometric.