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This study aims to explore the quality of user-generated content regarding readability, polarity, word length and diversity, as well as its implications for guest satisfaction in Las Vegas luxury gaming resorts.

This study examined 12,940 textual customer reviews from six luxury hotels in luxury gaming destination resorts via Google Travel gathered from SCTM 3 (Smart Crawling and Text Mining). Moreover, the regression analysis identified the relationship between the variables in the textual customer reviews and the customer’s overall satisfaction.

A key finding of this study revealed that word length moderates the relationship between readability and overall customer satisfaction negatively, whereas it positively moderates the path from sentiment polarity and diversity to overall customer satisfaction.

This study contributes to the relationship between technical aspects of online reviews. The adopted methodology allows us to precisely identify the essential attributes that influence customer satisfaction through textual reviews. Further, the study explores the quality of user-generated content, addressing aspects such as readability, polarity, diversity and word length, providing a unique perspective on how these specific elements directly impact customer satisfaction in this context of hotels in luxury in Las Vegas.

本研究探讨了用户生成内容的可读性、情感倾向、词长和多样性等方面的质量, 以及这些因素对拉斯维加斯豪华博彩度假村顾客满意度的影响。

本研究通过 SCTM 3（智能爬虫与文本挖掘）收集了谷歌旅行上的六家豪华酒店的12,940 条客户评论文本。此外, 回归分析确定了文本客户评论中的变量与客户整体满意度之间的关系。

本研究的一个关键发现是, 词长在可读性与整体顾客满意度之间的关系中起到负面调节作用, 而在情感倾向和多样性与整体顾客满意度之间的路径中起到正面调节作用。

本研究对在线评论的技术方面之间的关系作出了贡献。采用的方法使我们能够精确识别通过文本评论影响顾客满意度的关键属性。此外, 本研究探讨了用户生成内容的质量, 涉及可读性、情感倾向、多样性和词长等方面, 提供了独特视角, 揭示了这些具体元素如何直接影响拉斯维加斯豪华酒店顾客满意度。

This chapter discusses how the real options theory can be useful for understanding the adoption of human resources management (HRM) practices. The authors review how the real options theory has provided insights into the processes through which firms manage uncertainties involved in the adoption of HRM practices. The authors offer propositions for future HRM research from the real options perspective. The authors contend that analyzing HRM practice adoptions through the lens of real options theory can enhance our understanding of the mechanisms through which firms choose which HRM practices to adopt and how they adjust the timing, scale, and methods of investment in these practices. Specifically, the authors suggest that differences in information relevant to valuation of HRM options are the source of distinct choices of HRM options across firms. Finally, the authors propose advancing knowledge on HRM practice adoptions by using a portfolio of options approach, as well as considering factors like competitors, path dependence, and switching options.

Guided by the frameworks of the technology acceptance model, uses and gratifications theory and the information systems success model, this study develops and validates an adoption model for the Internet of Things (IoT).

The measurement and research models are statistically validated via a confirmatory factor analysis and a structural equation modeling analysis of data collected from 262 IoT users.

The results indicate that the IoT is expected to deliver accurate and up-to-date information via an accessible and reliable system to enhance its usefulness and ease of use, which leads to greater adoption. The results further reveal that sufficient knowledge and adequate understanding of the IoT outweigh technology discomfort, which, in turn, have a positive effect on individuals' motivation to use the IoT.

This study distills a rich set of antecedents to build a comprehensive theory of IoT acceptance and sheds light on the adoption of future pervasive information and communications technologies.

The purpose of the study is to examine the relationship of different dimensions of employment relation (ER) with perceived organizational performance. The study also attempts to analyze the role of technological intensity in determining the employment approaches adopted by the firm.

Data were gathered through the survey method and in-depth personal interviews were conducted in Indian manufacturing firms based in the National Capital Region (NCR).

The findings confirm that all dimensions of employment relation have profound and significant relationship with perceived organizational performance. It also revealed that technology intensity of the industry determines the way people are managed in the organization.

The study has contributed to the existing body of knowledge by understanding the impact of unique framework of ER (industrial relations and HRM) on organizational performance. The study represents the one of the fewest attempts to measure technology intensity as moderating variable in ER & Performance.

The changing environment of today’s organizations creates an atmosphere ripe for emotions. This ebb and flow of emotions need to be managed to facilitate positive outcomes such as job satisfaction. This paper aims to provide evidence that emotional intelligence directly impacts one’s satisfaction at work. This paper attempts to go beyond these higher-order findings to examine the dimensional aspects of emotional intelligence and the impact each one has on job satisfaction.

Using a quantitative survey conducted among 427 US-based workers, this paper tests a disaggregated emotional intelligence model and its hypothesized relationships with job satisfaction through structural equation modeling (SEM). Additional analysis includes confirmatory factor analysis (CFA) and a two-stage common method variance assessment.

The results confirmed the positive impact of the dimensions of emotional intelligence on job satisfaction. However, with interactive effects in place, the results also found signs of reciprocal suppression and could not confirm that all four emotional intelligence dimensions significantly and positively related to job satisfaction.

These findings are significant in that they are among the first to elaborate on the dimensions of emotional intelligence and their role in the improvement of one’s satisfaction at work. Further, these findings legitimize the use of the theoretical higher-order model of emotional intelligence in lieu of investigating its dimensional aspects.