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This study explores the phenomenon of company-specific plant role models. Following the establishment of distinct lead factories, recent studies imply that multinational companies are now using more detailed plant roles to manage manufacturing networks. While multiple plant role typologies can be found in literature, this is, to our knowledge, the first article to systematically analyze the content of such company-specific plant roles.

We rely on a multiple-case study design of 29 plant role models primarily belonging to multinational companies headquartered in German-speaking countries. Coding is performed to analyze the models for similarities and differences.

The content of company-specific plant role models seems highly dependent on a company’s context; hence, there is no one best way to build them. Companies appear to be pursuing different priorities with the application of plant roles, for example, the reorganization of manufacturing networks, the systematic allocation of products or the definition of decision-making autonomy. Compared to the primarily two-dimensional models from theory, companies rely on more dimensions to make their plant roles practical. Similar to models from literature, competence bandwidth, inter-plant knowledge/information flow and location advantage are the most relevant dimensions to differentiate plants from a headquarters’ perspective.

Plant role models are a powerful management tool that enables delayering the complexity and allows for proactive management of manufacturing networks. Managers fit the content of their plant role models to their company-specific context and the intended application for manufacturing networks. Managers aiming to build company-specific plant roles can use the conceptual framework based on the empirical findings as a benchmark.

This study complements prior research on plant roles by acknowledging that companies might develop their own version of plant role models rather than copying the ones from the literature. By doing so, we explore how plant roles look like in a real-world setting.

This research is apt to glean the underlying relationships between the perceived restorativeness (PR) and environmentally responsible behaviors (ERBs) transpiring in rice fields. The study site, the Xinkaiyuan Laotian District Cultural Landscape in Eastern Taiwan, has gained its popularity due to its romantic, idyllic setting as a rice field close to Pacific Ocean. The study deploys a questionnaire survey which collects 301 valid questionnaires. For the data analysis, it uses structural equation modeling to test study hypotheses. The study reveals that the compatibility dimension of PR has a significant effect on the general behavior and specific behavior of ERB. However, the other restorativeness dimensions entailing being away, fascination, and coherence show no significant effect. Thus, the ERB is mainly influenced by the respondent's compatibility rather than fascination toward a nature environment. In the concluding section, this study furnishes theoretical and practical implications along with suggestions for future research.

Based on the ability–motivation–opportunity (AMO) model, this research aims to examine the hierarchical impact of high-performance human resource practices (HPHRPs) on the work practices and service performance of hospitality organizations.

Through an extensive analysis of time-lagged, multilevel and multisource data encompassing 721 employees and 153 stores across 17 restaurant brands in Taiwan, this study illuminated the hierarchical impact of HPHRPs in fostering a service-oriented environment.

This study reveals that HPHRPs have a direct positive effect on service performance. It also highlights an exclusive indirect positive impact, indicating that HPHRPs contribute to elevated service performance through the multilevel mediating effect of team engagement. A distinctive aspect of this study is that it identifies service climate as a critical multilevel moderator, strengthening the positive relationship between HPHRPs and team engagement. Additionally, service climate is found to be a key factor that amplifies the indirect multilevel positive effect HPHRPs have on service performance by reinforcing team engagement.

Strategically implementing robust HPHRPs, fostering a stimulating work environment and emphasizing team interaction can help hospitality organizations cultivate workplaces that deliver unparalleled guest experiences.

This study offers a strategic roadmap for the hospitality industry with a comprehensive multilevel HPHRPs framework that is customized to the specific needs of the workforce, and focused on fostering a service climate to maximize the positive outcomes of service excellence.

Blog is a web-based social activity that has become mainstream media. The purpose of this paper is to develope a measurement instrument for assessing blog service innovation, which social media services providers and bloggers can use to promote blog functions and to ensure high quality blog services.

The study adopted both qualitative and quantitative research methods and performed four steps of scale development, including item generation and item pooling, pretest and initial purification, scale refinement, and scale validation and critical item analysis.

From a user-oriented service perspective, the major findings of the study were the 18 measurement items for blog service innovation scale (BLOG-S-INNO scale), which was derived from the innovative blog cognition of blog users. One critical factor in the BLOG-S-INNO scale was further identified to effectively predict outcomes of blog service innovation in social media services.

Management at social media services providers can apply the BLOG-S-INNO scale as a diagnostic tool to assess organizational innovation capabilities in relation to blog services, and to link their innovation strategies with the innovation experiences of bloggers improving bloggers’ affection. The findings of this study also make it possible to offer recommendations to help bloggers improve service innovation to increase the experience and preference of blog browsers.

The study used qualitative research methods to construct a pool of items for measuring blog service innovation. Furthermore, the paper conducted quantitative research methods to develop a new blog service innovation scale and analyzed the key indicators of blog service innovation.

This study is an academic attempt to bridge the gap between Western theories and the under-researched non-western contexts by studying the characteristics of traditional and modern performance management systems (PMSs) in the United Arab Emirates (UAE). Drawing on the expectancy theory, this study aims to discuss the significant causal relationship between the implementation of single-rating, multi-rating 360° performance management (PM) and organizational outcomes such as trust, commitment, satisfaction and intention to leave.

Using the self-reported measures and survey method, data were collected from 439 employees from different organizations across the UAE. Explanatory factor analysis, simple linear regression and multi-group were used to test the proposed conceptual model and examine the mediation and moderation impact.

The study explored the best-practices attributes of the traditional single-rating, multi-rating 360° PM within a non-western context. This study also provides empirical evidence on the significant role of uncertainty avoidance and power distance orientation as a mediator between the relationship between these PMSs and trust, commitment, job satisfaction and intention to leave. Finally, this paper examined the effect of many demographic variables (such as gender, age, industry type […]) on the relationship between the independent variables and the dependent variables.

This study extends research on PM theories and models. Another important aspect of this study is that its model has been tested on the UAE’s data, an underrepresented geographic region in the management literature. Given all the PM’s positive characteristics, the way that this feedback is viewed and interpreted by employees may be moderated according to the employee’s management level, age, gender and many other demographics.

To investigate the relationship between organizational characteristics and enterprise information portal (EIP) adoption, and the relationship between EIP implementation and e‐business performance.

This study uses questionnaire survey method to collect data for statistical analysis.

The result of analysis shows that: between organizations that have and those that have not adopted EIP, significant differences exist in the maturity and familiarity of information technologies, and firm size; the implementation of EIP in terms of application degree, implementation type, integration ability, and users of EIP, will significantly influence e‐business performance; the relationship between the application degree of EIP and e‐business performance will be enhanced by higher e‐business implementation; the relationship between the implementation type of EIP and e‐business performance will be intervened by higher e‐business implementation.

Corporations may create great business value by establishing EIP project.

This paper provides a model to understand the relationship between EIP implementation and e‐business performance and helps corporations evaluate EIP project.

The purpose of this paper is to investigate the simultaneous effect of attitude, subjective norm, perceived behavioral control (PBC), perceived value, and image on public transport passengers’ intention to reuse.

The empirical data were collected through survey. The respondents of the survey are 293 public transport passengers in Tangerang, Indonesia. Multiple regressions analysis was performed to test the conceptual model and the proposed hypotheses.

The findings showed that attitude, subjective norm, and image influence public transport passengers’ intention to reuse. However, this research also found that perceived value and PBC does not influence public transport passengers’ intention to reuse significantly.

The survey was only conducted at one area in Indonesia. In addition, convenience sampling method was employed. These conditions may cause that the research results cannot be generalized to the other contexts. Therefore, replication research is needed to test the stability of the findings in the other contexts.

Public transport service managers need to pay attention to attitude, subjective norm, and image in order to ensure public transport passengers’ intention to reuse public transport services.

This study is believed to be the first to develop and test public transport passengers’ intention to reuse model that integrated theory of planned behavior with perceived value and image.

The purpose of this paper is to investigate the simultaneous effect of perceived value, image, perceived ease of use and perceived usefulness on passengers’ satisfaction.

The empirical data were collected through survey. The respondents of the survey are 292 public transport passengers in Jakarta, Indonesia. Multiple regressions analysis was performed to test the conceptual model and the proposed hypotheses.

The findings showed that public transport passengers’ satisfaction is influenced by perceived value, perceived usefulness and image while perceived ease of use does not affect public transport passengers’ satisfaction.

The authors performed the survey only at Jakarta using convenience sampling method. Hence, the research results may not be generalized to other contexts. Given this, in order to test the stability of the findings in other contexts, a replication research is important to be performed in the future.

Public transport service managers need to pay attention to perceived value, perceived usefulness and image in order to ensure public transport passengers’ satisfaction.

This study is believed to be the first to develop and test public transport passengers’ satisfaction model that integrated perceived value, image, perceived ease of use and perceived usefulness.

This research systematically analyzed the effect of leadership (coaches and owners) on organizational performance in the National Football League (NFL) during the 1970 through 1992 seasons. In addition, it examined the relation of stable individual differences in personality of NFL leaders with performance outcomes for both coaches and owners. Results revealed that leadership added substantially to the prediction of performance in the NFL, even after controlling for non-leadership variables such as quality of competition and year. Furthermore, one facet of Conscientiousness – Deliberateness – showed strong linear relations with all performance measures. The results of both studies also revealed that hierarchical level of leadership was an important moderator, with coaches having greater impact than owners. The desirability of studying leadership in the context of the NFL was recognized and suggestions were provided on the direction that research might take.