Muhammad Zulfiqar, Khalid Hussain, Muhammad Usman Yousaf, Nadeem Sohail and Sadeen Ghafoor
The purpose of this paper is to examine the impact of Chinese listed family firms on lean innovation strategies. Additionally, the authors also examined the moderating role of CEO…
Abstract
Purpose
The purpose of this paper is to examine the impact of Chinese listed family firms on lean innovation strategies. Additionally, the authors also examined the moderating role of CEO compensation on the family ownership and lean innovation strategies relationship.
Design/methodology/approach
Data is obtained from CSMAR database about Chinese family firms listed at Shenzhen Stock Exchange and Shanghai Stock Exchange. Panel data comprising of firm year observations from 2007 to 2016 is analyzed using STATA.
Findings
Family firms are proactive towards research and development investment (innovation input) as well as towards patent applications (innovation output). Moreover, family firms show propensity towards patent applications and towards converting their R&D investment into granted patent applications. CEO compensation negatively moderates the nexus between family firms and lean innovation which seriously needs to be addressed to reduce agency costs.
Research limitations/implications
The study has focused on Chinese market only. The study is useful for policy makers to address the serious concerns identified in the conclusion section, i.e. effectiveness of CEO compensation in addressing the lean innovation strategies in emerging economy like that of China.
Originality/value
Given the usually considered conservative approach of family firms towards innovation, this is the first study which has tested the moderating role of CEO compensation on family firms and lean innovation relationship in an emerging economy. This study is unique because it provides a detailed analysis of lean innovation process by splitting the process into different stages. The negative moderating impact of CEO compensation raises new concerns to resolve agency conflicts.
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Muhammad Zulfiqar, Muhammad Usman Yousaf, Md Rashidul Islam and Sadeen Ghafoor
The purpose of this study is to investigate the empirical relationship between family firms and lean innovation (i.e. generating more output with less input) as well as the…
Abstract
Purpose
The purpose of this study is to investigate the empirical relationship between family firms and lean innovation (i.e. generating more output with less input) as well as the moderating role of the executive's compensation.
Design/methodology/approach
Panel data for ten years (2007–2016) have been collected from the CSMAR database. This study concludes the findings using descriptive statistics, correlation and panel data analysis techniques applying statistical software STATA.
Findings
Results show that family firms are not motivated to follow lean innovation strategies until unless the executives are compensated well. We further find that family firms are more likely to pursue a lean innovation strategy, and they demonstrate a superior record of converting R&D inputs as granted patents, and; both input and output innovation are significantly affected by executive compensations. However, this study shows an insignificant negative relationship of propensity to patents with the moderating effects of executive compensation.
Research limitations/implications
This research has been conducted on the emerging Chinese market. The study is useful for policymakers and managers to devise such strategies which can make the role of executive's more effective to reduce the agency cost and reap the benefits of innovation input more effectively (Petersen, 2009). Also, family firms are heterogeneous, and the research outcome may be applicable for both advanced and emerging economies.
Originality/value
The previous family firm's research paid less attention to the role of the executive's compensation on the relationship of family firms and lean innovation. Moreover, they prioritize insight into how executive's compensation affects different proxies of innovation. This study sheds new light on the paradoxical findings of family firms and lean innovation by analyzing the significant role of executive compensation.
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Muhammad Zulfiqar, Shihua Chen and Muhammad Usman Yousaf
On the basis of behavioural agency theory and resource-based view, this study investigates the influence of family firm birth mode (i.e. indirect-established or…
Abstract
Purpose
On the basis of behavioural agency theory and resource-based view, this study investigates the influence of family firm birth mode (i.e. indirect-established or direct-established), family entering time on R&D investment and the moderating role of the family entering time on the relationship between birth mode and R&D investment.
Design/methodology/approach
The authors collected 2,990 firm-year observations from family firms listed on A-share in China from 2008 to 2016 in the China Stock Market and Accounting Research database. They used pooled regression for data analysis and Tobit regression for robustness checks.
Findings
Indirect-established family firms show more inclined behaviour towards R&D investment than direct-established counterparts. Family entering time positively affects the R&D investment of family firms. Moreover, family entering time plays a significant moderating role in the relationship between family firm birth mode (i.e. indirect-established or direct-established) and R&D investment.
Originality/value
To the best of the authors’ knowledge, this work is a pioneering study that introduced the concept of family firm birth mode (i.e. indirect-established or direct-established) and family entering time. This work is novel because it differentiated family firms according to their birth modes, an approach which is a contribution to the existing literature of family firms. Moreover, the investigation of the moderating role of family entering time has also produced notable results that help understand the impact of family entering time on different types of family firms. The interpretation of outcomes according to behavioural agency theory also produced useful insights for future researchers as well as for policymakers.
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Muhammad Khalid Anser, Zahid Yousaf, Muhammad Usman, Seemab Yousaf, Naseem Fatima, Hadi Hussain and Junaid Waheed
The present study aims to develop a strategic business performance (SBP) model for larger firms by examining the mediating role of structural flexibility in the network…
Abstract
Purpose
The present study aims to develop a strategic business performance (SBP) model for larger firms by examining the mediating role of structural flexibility in the network capability–SBP link, as well as testing the moderating role of entrepreneurial orientation in the relationship between structural flexibility and SBP.
Design/methodology/approach
Data were collected from 929 senior managers/owners of large textile sector firms operating in Pakistan. Regression and bootstrapping techniques were used to test the proposed relationships.
Findings
The results revealed that network capability positively shapes firms' structural flexibility, which, in turn, helps firms achieve SBP. The present work also showed that entrepreneurial orientation strengthens the positive relationship between structural flexibility and SBP.
Research limitations/implications
This study is based on the cross-sectional data, and data were collected from the textile sector firms operating in Pakistan.
Practical implications
The findings suggest that managers should focus on developing firms' network capability, which positively shapes structural flexibility and helps firms achieve SBP. Entrepreneurial orientation can also play an imperative role for strengthening the link between structural flexibility and SBP.
Originality/value
The value of the present work rests on the deeper understanding of the network capability–SBP link that it offered by examining the relationships of the network capability dimensions with SBP through structural flexibility. Moreover, by bringing to the fore firms' entrepreneurial orientation as a moderator of the structural flexibility–SBP relationship, the study provided a new vantage point to uncover the complexities involved in the links between network capability, structural flexibility, and SBP.
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Muhammad Khalid Anser, Zahid Yousaf, Adnan Khan and Muhammad Usman
This study proposed a model based on knowledge management infrastructure capabilities (KMICs) to explore that how functional flexibility (FF) and knowledge sharing (KS) plays a…
Abstract
Purpose
This study proposed a model based on knowledge management infrastructure capabilities (KMICs) to explore that how functional flexibility (FF) and knowledge sharing (KS) plays a mediating role between KMIC and innovative work behavior (IWB) among production-line workers.
Design/methodology/approach
Data were collected from 894 workers through self-administered questionnaires from manufacturing businesses. The outcomes of the study revealed that KMIC has a significant and positive relationship with IWB. Second, FF and KS fully mediate between KMIC and IWB. Finally, the moderating role of KS between KMIC and FF was also supported by this study.
Findings
This study offers the empirical evidence on how to flourish the mechanism of FF and KS in manufacturing concerns. Additionally, some facts are also highlighted by this study that should be eloquent options for HR managers to understand the nexus of KMIC, KS and FF for enhancing the IWB among production-line workers. Moreover, this study contributed to noteworthy inferences for management by focusing on KMIC as a fundamental organizational level factor for IWB via KS and FF.
Originality/value
This is the first study in the which emphasis on KMIC for explaining IWB through employee FF and KS in settings such as manufacturing concern where the implementation of new working methods is necessary.
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Usman Yousaf, Syed Ahmad Ali, Muhammad Ahmed, Bushra Usman and Izba Sameer
Does entrepreneurship education (EE) really enhance participants’ self-efficacy and influence their attitudes towards starting new business? How does this attitudinal influence…
Abstract
Purpose
Does entrepreneurship education (EE) really enhance participants’ self-efficacy and influence their attitudes towards starting new business? How does this attitudinal influence relate to participants’ entrepreneurial intention (EI)? Researchers and entrepreneurs alike have been probing into these questions with a view to capacitate the need of EE. This study aims to understand and operationalize a framework for entrepreneurship development by measuring participants’ intention towards entrepreneurship.
Design/methodology/approach
The study proposed a sequential mediation framework to examine the impact of EE on EI mediated by self-efficacy and attitude towards starting new business. Testing the hypotheses on data collected from 380 individuals, the study provided differentiated support for the theoretical propositions.
Findings
The findings of the study reflect that EE, self-efficacy and attitude towards starting new business contribute in establishing EI of audience. It was concluded that a sequential mediation exists between EE and EI by channelizing through entrepreneurs’ self-efficacy level that transforms an attitude towards starting a new business venture.
Research limitations/implications
The study has both theoretical and practical implications that will enable academicians, managers and practitioners to facilitate entrepreneurship by enhancing their knowledge database, skillset and developing a positive and constructive attitude among potential entrepreneurs.
Originality/value
The study inculcates a cultural lens and differentiates Pakistani context with other developing countries in Asia.
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Aizaz Ahmad Malik, Dilnaz Muneeb, Noman Khan, Muhammad Usman and Khawaja Fawad Latif
This study investigated the impact of servant leadership on project success in nongovernment organizations (NGOs) working in a developing country like Pakistan. A moderated…
Abstract
Purpose
This study investigated the impact of servant leadership on project success in nongovernment organizations (NGOs) working in a developing country like Pakistan. A moderated mediation design was employed, and the mediating role of employees' emotional intelligence (EI) and job stress (JS) was tested between servant leadership on project success. Moreover, the study also examined the moderating role of team effectiveness.
Design/methodology/approach
Data were collected from 441 project team members working on different developed projects. Data were analyzed using partial least square-structural equation modeling (PLS-SEM) technique.
Findings
Results revealed that servant leadership exerts a significant positive impact on project success. Also, it is noted that servant leadership significantly increases the employee's emotional intelligence that contributes to project success although it does not reduce JS. However, JS was found to be a significant mediator in the association between servant leadership on project success. The findings also revealed that team effect plays an imperative moderating role in ensuring project success.
Originality/value
The study is one of the very few studies conducted to assess the impact of servant leadership on project success in not-for-profit organizations. The study contributes to the literature and methodology by adopting a holistic approach to investigate the mediation of EI and JS along with the moderation of team effectiveness in the nexus of servant leadership and project success.
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Muhammad Jameel Hussain, Gaoliang Tian, Umair Bin Yousaf and Junyan Li
This study aims to explore the impact of the chief executive officer’s (CEO) age on adopting global reporting initiative (GRI) framework for corporate social responsibility (CSR…
Abstract
Purpose
This study aims to explore the impact of the chief executive officer’s (CEO) age on adopting global reporting initiative (GRI) framework for corporate social responsibility (CSR) reporting. It also underlines how board social capital moderates the relationship between CEO age and the adoption of the GRI framework.
Design/methodology/approach
Chinese A-listed companies during 2010–2018 were used. The authors applied a logistic regression model due to the binary nature of the dependent variable. For robustness, two-step generalized method of moments (GMM) and lagged independent variables are used.
Findings
The study finds that CEO age negatively impacts the firm’s choice of GRI reporting framework. The social capital of the board positively moderates this relationship. This finding is based on the notion that as a CEO grows older or headed toward retirement age, his/her interest in CSR diminishes due to a shorter career horizon. Boards with external links provide better advice on CSR issues and mitigate the negative impact of CEO age.
Practical implications
The study results are important for understanding the GRI framework’s development and implementation, particularly in China.
Originality/value
To the best of the authors’ knowledge, this is the first study that deeply examines how CEO age affects GRI adoption in the Chinese context and how the board’s social capital moderates this relationship.
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Muhammad Khalid Anser, Zahid Yousaf, Muhammad Yasir, Muhammad Sharif, Muhammad Hamid Nasir, Muhammad Imran Rasheed, Junaid Waheed, Hadi Hussain and Abdul Majid
This study aims to investigate the direct impact of knowledge sharing (KS) and functional flexibility (FF) on innovative work behavior (IWB) of small medium enterprises (SME’s…
Abstract
Purpose
This study aims to investigate the direct impact of knowledge sharing (KS) and functional flexibility (FF) on innovative work behavior (IWB) of small medium enterprises (SME’s) employees. This study also observes the mediating role of FF in the connection between KS and IWB.
Design/methodology/approach
This study adapted a quantitative methodology and used the cross-sectional data. Data were collected from the 751 workers of SMEs to validate the mediation model.
Findings
Results reveal that KS and FF significantly affect IWB in SME’s workers. The findings also reveal that FF acts as a mediator between KS and IWB link.
Originality/value
The live experience of currently working employees shows that IWB is dependent of employees' KS and FF. Moreover, this study contributed to the streams of knowledge management and organizational innovation perspective by emphasizing upon the mediating mechanism of FF.
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Muhammad Usman, Anwar Allah Pitchay, Zubir Azhar, Muhammad Shabir Shaharudin and Yuvaraj Ganesan
Islamic banking is a financial institution that is concerned with the regulation of the Shariah guidelines. Several full-fledged and Windows-based Islamic banks in Pakistan have…
Abstract
Purpose
Islamic banking is a financial institution that is concerned with the regulation of the Shariah guidelines. Several full-fledged and Windows-based Islamic banks in Pakistan have reported non-Shariah-compliant income (NSCI) due to various operational investment activities. Hence, this issue has attracted this study to examine the impact of NSCI, especially from the perspective of Islamic bank (IB) customers’ trust and commitment.
Design/methodology/approach
This study used trust-commitment theory as the underlying theory to examine customers’ trust and commitment. A total of 341 questionnaires have been distributed, and the data is analysed using the structural equation modelling (SEM) method.
Findings
The results show the commitment of IB customers has a significant relationship with the benevolence, trust and shared values of the top management of IBs. Meanwhile, the other two constructs, the ability and integrity of the top management, are found to be insignificant.
Research limitations/implications
The gender diversity among banks’ customers in Pakistan is the main limitation in this study. There were difficulties in selecting a more representative sample due to gender domination issues in the country. Thus the data revealed that 62.8% were male respondents, which confirms the prior research on the gender disparity.
Originality/value
This study provides interesting insights into the context of Pakistan’s Islamic banking sector as it examines top management’s ability, integrity, benevolence and shared values to affect trust and commitment, and the role of trust as a mediator.