Search results
1 – 10 of 654Nan Xu, Chunyong Tang, Chengchuan Yang and Yanzhao Lai
This paper aims to empirically study the effect of work boundary violations in remote settings on daily goal progress and the important role that work role reengagement plays for…
Abstract
Purpose
This paper aims to empirically study the effect of work boundary violations in remote settings on daily goal progress and the important role that work role reengagement plays for remote workers.
Design/methodology/approach
This paper conducted a five-day diary study in China, involving a total of 118 remote workers, to collect data on the effects of work boundary violations on daily goal progress.
Findings
The results demonstrated that self-control resource depletion plays a mediating role in the relationship between work boundary violations and daily goal progress. In addition, work role reengagement was found to mitigate the association between work boundary violations and self-control resource depletion.
Practical implications
This paper provides employees with the signals that cause them to perform less well in remote work situations than in traditional offices. Employees can develop work−family boundary management strategies to reduce work boundary violations while teleworking.
Originality/value
This paper enriches the existing literature on work boundary violations by incorporating ego depletion theory and integrating it with the current boundary management literature. The paper provides theoretically grounded recommendations for organizations seeking to enhance the efficiency of remote workers.
Details
Keywords
Chengchuan Yang, Ziyi Luo, Nan Xu and Chunyong Tang
The deep integration of emerging technologies such as artificial intelligence (AI) has triggered a transformation in career patterns, requiring employees to promptly adapt to…
Abstract
Purpose
The deep integration of emerging technologies such as artificial intelligence (AI) has triggered a transformation in career patterns, requiring employees to promptly adapt to changes in the vocational environment through career crafting. While human resource (HR) practices play a role in guiding employees' career self-management, further exploration is needed to determine the specific HR practices that organizations should adopt to facilitate employees' career crafting. This research takes developmental HR practices as a new premise for career crafting and examines the underlying mechanisms influencing the relationship between the two.
Design/methodology/approach
Using a three-stage time lag method with a two-month lag in each stage, we collected sample data from 386 employees in the intelligent manufacturing industry and employed multiple regression analysis to test the research hypotheses.
Findings
The results of this paper show that developmental HR practices positively influence employees' career crafting behaviors through their future work self and that AI awareness moderates this relationship.
Originality/value
Drawing upon career construction theory, we propose that developmental HR practices cultivate employees' future work self, thereby eliciting career crafting behaviors. Moreover, the mediating role of future work self is more pronounced when employees have a high level of AI awareness, as this awareness stimulates self-cognition-driven behaviors. These findings enrich the understanding of career crafting by shedding light on the career construction process in the relationship between developmental HR practices and career crafting and by identifying the boundary conditions for the relationship.
Details
Keywords
Chengchuan Yang, Chunyong Tang, Nan Xu and Yanzhao Lai
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices…
Abstract
Purpose
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.
Design/methodology/approach
To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.
Findings
The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.
Originality/value
This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.
Details
Keywords
Nan Xu, Fakhar Shahzad and Rui Hu
To meet environmental performance (EP) goals, this study aims to identify the complex interaction between green Industrial Internet of Things (GIIoT), circular economic practices…
Abstract
Purpose
To meet environmental performance (EP) goals, this study aims to identify the complex interaction between green Industrial Internet of Things (GIIoT), circular economic practices (CEPs) and dynamic capabilities (DC). This study analyzes how technological, operational and cultural compatibilities enhance GIIoT adoption.
Design/methodology/approach
Data were collected from diverse Chinese manufacturing firms (n = 339) through a quantitative survey. The research model was proposed, and hypotheses were tested using structural equation modeling. Moreover, the robustness of the structural model is further tested using Fuzzy Set Qualitative Comparative Analysis and importance performance map analysis.
Findings
The empirical results indicate that higher organizational compatibilities boost GIIoT adoption and EP. DC was assessed as a higher-order construct to examine its mediation of GIIoT adoption and EP. DC positively mediates GIIoT adoption-EP. Similarly, CEP’s positive impact on EP, partially mediating the relationship between GIIoT adoption and EP, has also been proved.
Originality/value
This research bridges current understanding and contributes useful insights for fostering environmental sustainability inside manufacturing firms and advances the theoretical understanding of technology adoption, sustainable development and dynamic capacity theory. It illuminates the way forward to harmonize and successfully integrate technology, CEP and EP. This research advances the area and gives decision-makers practical advice for creating sustainable and technologically sophisticated organizations.
Details
Keywords
Nan Xu, Chunyong Tang, Chengchuan Yang and Yanzhao Lai
Drawing on cognitive appraisal theory, this study aims to explore the indirect effect of work/family boundary violations on teleworkers’ counterproductive work behavior (CWB). In…
Abstract
Purpose
Drawing on cognitive appraisal theory, this study aims to explore the indirect effect of work/family boundary violations on teleworkers’ counterproductive work behavior (CWB). In addition, it examines the moderating role of involuntary teleworking in this context.
Design/methodology/approach
Based on the diary study method, this study used 543 questionnaires collected from 122 teleworkers in China.
Findings
The findings indicate that working time demands mediate the relationship between work boundary violations and teleworker CWB, and threats to family roles mediate the relationship between family boundary violations and teleworker CWB. In addition, involuntary teleworking positively moderates the relationship between work boundary violations and working time demands, as well as the relationship between family boundary violations and threats to family roles.
Originality/value
The study makes several valuable contributions to the extant literature. First, it enhances research on the antecedents of teleworker CWB. Second, by introducing two mediating variables corresponding to two types of boundary violations, the paper provides new insights and a fresh understanding of the effects of boundary violations in teleworking situations. Third, by considering the moderating role of involuntary teleworking, this research adds to the current knowledge on the impact of discussing boundary violations solely on teleworking or traditional office days.
Details
Keywords
Haitao Ding, Wei Li, Nan Xu and Jianwei Zhang
This study aims to propose an enhanced eco-driving strategy based on reinforcement learning (RL) to alleviate the mileage anxiety of electric vehicles (EVs) in the connected…
Abstract
Purpose
This study aims to propose an enhanced eco-driving strategy based on reinforcement learning (RL) to alleviate the mileage anxiety of electric vehicles (EVs) in the connected environment.
Design/methodology/approach
In this paper, an enhanced eco-driving control strategy based on an advanced RL algorithm in hybrid action space (EEDC-HRL) is proposed for connected EVs. The EEDC-HRL simultaneously controls longitudinal velocity and lateral lane-changing maneuvers to achieve more potential eco-driving. Moreover, this study redesigns an all-purpose and efficient-training reward function with the aim to achieve energy-saving on the premise of ensuring other driving performance.
Findings
To illustrate the performance for the EEDC-HRL, the controlled EV was trained and tested in various traffic flow states. The experimental results demonstrate that the proposed technique can effectively improve energy efficiency, without sacrificing travel efficiency, comfort, safety and lane-changing performance in different traffic flow states.
Originality/value
In light of the aforementioned discussion, the contributions of this paper are two-fold. An enhanced eco-driving strategy based an advanced RL algorithm in hybrid action space (EEDC-HRL) is proposed to jointly optimize longitudinal velocity and lateral lane-changing for connected EVs. A full-scale reward function consisting of multiple sub-rewards with a safety control constraint is redesigned to achieve eco-driving while ensuring other driving performance.
Details
Keywords
Nan Xu, Hanyi Tian and Jing Cai
The purpose of this study is to investigate the impact of non-founder CEO succession on firms’ research and development (R&D) decision, and further explore its mechanism and…
Abstract
Purpose
The purpose of this study is to investigate the impact of non-founder CEO succession on firms’ research and development (R&D) decision, and further explore its mechanism and economic consequences.
Design/methodology/approach
Using founders’ personal-level information of entrepreneurial firms in the Chinese growth enterprise market from 2009 to 2015, the authors empirically investigate whether firms can be motivated to launch more R&D activities as the result of switching to non-founder CEOs. The author’s further test the impact of non-founder CEOs on R&D output to distinguish their motivation. Moreover, the authors use stepwise regression to explore the mechanism and possible channels.
Findings
The authors find that R&D investment significantly increases in firms with non-founder CEOs and the R&D output that comes in the form of patent exhibits an upward trending in numbers, too, ruling out non-founder CEOs’ incentive to chase private benefits. Specifically, the authors find that non-founder CEOs can promote R&D investment through their more professional human capital and better internal control. The authors also show mitigating effects under different circumstances on the relationship between non-founder CEOs and R&D investment.
Practical implications
This study helps the authors to understand the impact of non-founder CEO succession on R&D investment in emerging markets. It also indicates that human capital of non-founder CEOs is critical in driving firms’ innovation, proposing policy suggestions to improve formal intermediary labor market of professional CEOs.
Originality/value
This study provides elaborate theoretical analysis and empirical tests on the mechanism and economic consequences of (non-)founders’ impact on R&D activities.
Details
Keywords
Chenggang Hua, Shu Cole and Nan Xu
This study aims to explore the role of trust and effect of age in the process of technology acceptance.
Abstract
Purpose
This study aims to explore the role of trust and effect of age in the process of technology acceptance.
Design/methodology/approach
Using data collected from an online survey, this study conducts structural equation modeling to assess the relationship between technology adoption and users’ trust in that technology.
Findings
Findings of this study indicate that the formation of trust in technology is based on user experiences (i.e. the perception of usefulness and ease of use), while the perception of trust in technology is similar to human-like trust (i.e. competence and benevolence). This study clarifies that trust has a mediating effect on the relationship between perceived technology ease of use and behavioral intention to use. Trust belief of competence is found to be more effective on adoption behavior than trust belief of benevolence. In exploring the moderating effect of age, results find that easy use of an app is crucial for elderly people to create trust belief in technical competence and develop behavioral control over such technologies. Trust in technology is an essential factor that should be widely applied when analyzing technology adoption behaviors.
Originality/value
This study contributes in three ways. First, it reveals both how trust in technology is formed and the effect of that trust on technology adoption. Second, it extends the discussion of age as a variable in tourism app usage. Third, it shows how the experience of usage influences intentions towards the adoption of tourism apps.
重新认识旅游APP的技术信任:年龄的调节作用
研究目的
本研究旨在探索技术信任和年龄对技术采用行为的作用。
研究设计/方法/途径
本研究通过发放网络问卷收集数据,并构建结构方程模型验证并分析技术信任感知对技术采用行为的影响方式。
研究结果
研究发现,技术信任是基于用户体验而形成的(如,对技术有用性和易用性的感知),用户对技术信任的感知与人际信任相似(如,对其能力信任和善意信任的感知)。研究结果表明,技术信任对感知技术易用性与使用意向之间的关系具有显著的中介作用,在这个过程中,用户更关注技术的能力信任而非其善意信任。此外,年龄对实现技术信任有一定调节作用,如,对于老年人用户而言,易用性更容易建立技术的能力信任,并有效帮助增强其对技术的控制感知。因此,技术信任应作为技术采用行为研究的重要考量因素。
研究原创性/价值
首先,研究揭示了技术信任的实现路径,并解释了用户的技术信任感知对技术采用行为的影响方式。 其次,本文将年龄作为调节变量检验了其对用户技术采用行为的作用。 最后,本文讨论了旅游APP使用体验是如何影响用户采用意向的。
Details
Keywords
Paola Bertoli and Veronica Grembi
In healthcare, overuse and underuse of medical treatments represent equally dangerous deviations from an optimal use equilibrium and arouse concerns about possible implications…
Abstract
In healthcare, overuse and underuse of medical treatments represent equally dangerous deviations from an optimal use equilibrium and arouse concerns about possible implications for patients’ health, and for the healthcare system in terms of both costs and access to medical care. Medical liability plays a dominant role among the elements that can affect these deviations. Therefore, a remarkable economic literature studies how medical decisions are influenced by different levels of liability. In particular, identifying the relation between liability and treatments selection, as well as disentangling the effect of liability from other incentives that might be in place, is a task for sound empirical research. Several studies have already tried to tackle this issue, but much more needs to be done. In this chapter, we offer an overview of the state of the art in the study of the relation between liability and treatments selection. First, we reason on the theoretical mechanisms underpinning the relationship under investigation by presenting the main empirical predictions of the related literature. Second, we provide a comprehensive summary of the existing empirical evidence and its main weaknesses. Finally, we conclude by offering guidelines for further research.
Details
Keywords
Khahan Na-Nan, Kanokporn Chaiprasit and Peerapong Pukkeeree
The purpose of this paper is to develop an employee job performance (EJP) scale questionnaire that encompasses the job time, job quality and job quantity dimensions of employee…
Abstract
Purpose
The purpose of this paper is to develop an employee job performance (EJP) scale questionnaire that encompasses the job time, job quality and job quantity dimensions of employee performance.
Design/methodology/approach
In this study, the questionnaire questions were first validated using exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA) along the three performance dimensions. The research samples were auto-parts assembly line workers. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by the composite reliability (CR) and the average variance extracted (AVE).
Findings
The questionnaire questions identified three factors of EJP, namely, job time, job quality and job quantity, with 13 items. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by a CR of 0.894 and AVE of 0.739, in addition to χ2=63.340, df=54, p=0.180, goodness of fit index=0.976, adjusted goodness of fit index=0.960, RMSEA=0.021 and root mean square residue=0.014.
Research limitations/implications
The EJP scale questionnaire was examined using only EFA and CFA. These scales are expected to help academics, researchers and practitioners test theories. Because of the features of the sample, the final results should be considered carefully.
Practical implications
Importantly, the factor analysis results suggest that the proposed EJP scale questionnaire can be applied to various industries and settings either as is or with minimal modifications.
Originality/value
The EJP questionnaire is novel and can serve as an excellent EJP tool to measure employees’ behavioral output. The questionnaire can provide empirical data on employee performance output based on the employee’s perspective.
Details