Dominique Dufour, Philippe Luu and Pierre Teller
This paper analyses the role of accounting information quality on leverage adjustments. More specifically, the authors investigate whether a better accounting information leads to…
Abstract
Purpose
This paper analyses the role of accounting information quality on leverage adjustments. More specifically, the authors investigate whether a better accounting information leads to a higher speed of adjustment to the target financial leverage.
Design/methodology/approach
The authors use a two-step method. They first estimate the target financial structure and then the influence of accruals quality on the speed of adjustment to this target. The study sample consists of French listed companies in the CAC All-Tradable index. The sample contains 210 companies and 1,713 observations.
Findings
Accounting literature showed the positive influence of accounting quality on financial management. The study findings are in line with these results. The authors give evidence of that a better quality of accruals is associated with a greater speed of adjustment.
Research limitations/implications
A common limitation in this field is the use of proxies. This makes results harder to generalize. For this reason, the authors implemented several models to improve the robustness of their results.
Practical implications
The authors give evidence that firms have an incentive to disclose a good-quality accounting information. A weak accounting quality prevents firms from adjusting their leverage to their financial target and therefore reduce their value.
Social implications
This work shows the need for accounting standardization bodies to strive to produce accounting standards allowing the production of high-quality accounting information. In a teaching dimension, these results highlight the importance in corporate finance of acquiring expertise in quality accounting information analysis.
Originality/value
This work is original because the authors study the influence of accounting quality on speed of adjustments of firms operating in the same legal environment and using the same accounting standards, when previous work compared different accounting frameworks. The French context is characterized by the weakness of market mechanisms and the important role of banks. These characteristics are known to reduce the role of accounting information in financing process. This result is interesting because the authors demonstrate that firms operating in this context still have an incentive in producing high accounting quality information.
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The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility…
Abstract
Purpose
The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior.
Design/methodology/approach
The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data.
Findings
The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion.
Practical implications
The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior.
Originality/value
This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.
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Jannifer Gregory David, Rachel Groth and Taylor Alto
To facilitate a goal of hiring more employees with work passion, this research investigates the content job seekers include in recruiting messages to determine if this content…
Abstract
Purpose
To facilitate a goal of hiring more employees with work passion, this research investigates the content job seekers include in recruiting messages to determine if this content changes with job seekers’ work passion.
Design/methodology/approach
Study participants were full-time professionals who wrote recruiting messages for their current jobs and answered questions about their work passion and work histories. These recruiting messages were content analyzed for themes. The percentages of recruiting message content for each theme were entered as endogenous variables in a structural equation model with harmonious and obsessive work passion are exogenous variables.
Findings
A significantly positive relationship was found between participants’ harmonious work passion and the amount of passion-related content in their recruiting messages.
Practical implications
Findings suggest that organizations may consider including more passion-related content in recruiting messages, if their recruiting strategy aims to attract more high-work-passion job applicants.
Originality/value
This is one of the first studies on the role of work passion in recruiting messages. This study also uses a unique combination of qualitative and quantitative analyses.
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Laure Lavorata and Ophélie Mugel
This chapter analyzes consumers’ social representations associated with food waste and their influence on their behavior. A series of semi-structured face-to-face interviews was…
Abstract
This chapter analyzes consumers’ social representations associated with food waste and their influence on their behavior. A series of semi-structured face-to-face interviews was conducted with 22 individuals, who were heterogeneous in terms of age (21–64, mean age 42), gender, SPC, geographical location, and family situation. The second set of data collection involved administering a questionnaire to 76 consumers aged between 19 and 37 in France. They were asked to give four synonyms on the basis of key words (waste and food waste) and to classify 20 terms presented to them from the most to the least significant as regards the theme of food waste. The results show that food waste depends on the individual’s emotional and gustatory, health-related, economic and/or symbolic, and moral representations. The central core of social representations is around the nature/culture of food. Managerial action should focus on the revalorization of foods and to restoring meaning to the eating/food relationship, orienting consumers toward the hedonic, ethical and symbolic values of food products, and experiences.
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Asaad Salam Farooqi, Dian Song, Yishuai Yin and Yongzhi Yuan
This study employs job demands-resources (JD-R) model and self-determination theory (SDT) to examine the double-edged effect of perceived high-performance work systems (HPWS) on…
Abstract
Purpose
This study employs job demands-resources (JD-R) model and self-determination theory (SDT) to examine the double-edged effect of perceived high-performance work systems (HPWS) on employees’ innovative behavior via harmonious passion and obsessive passion. Additionally, the study investigates the cross-level moderating effect of innovative climate on the relationship between perceived HPWS and innovative behavior through the two types of passion.
Design/methodology/approach
Time-lagged data were collected at three points (Time 1, 2 and 3) to mitigate common method variance. Data were collected from Pakistan with 451 respondents from 90 firms.
Findings
Findings reveal that perceived HPWS positively affect employees’ innovative behavior via harmonious passion and negatively influence employees’ innovative behavior via obsessive passion. Moreover, cross-level innovative climate strengthens both the positive and negative impact of perceived HPWS on employees’ innovative behavior.
Originality/value
This study proposes and tests the double-edged effects of perceived HPWS on employees’ innovative behavior, challenging the previous consensus that perceived HPWS is always beneficial for innovative behavior. Besides, we identify organizational innovative climate as a critical condition that amplifies the dual effects of perceived HPWS on employees’ innovative behavior via passion.
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Zhenduo Zhang, Yifei Shen, Mengxi Yang and Junwei Zheng
Considering the potential economic losses this might bring about, researchers have begun to explore ways to mitigate procrastination. Drawing on the job demands-resources model…
Abstract
Purpose
Considering the potential economic losses this might bring about, researchers have begun to explore ways to mitigate procrastination. Drawing on the job demands-resources model and the spillover-crossover model, this study aims to investigate the association between harmonious passion and procrastination at the intra- and interpersonal levels.
Design/methodology/approach
This study used a two-wave multisource questionnaire survey to acquire 256 cases nested in 128 coworker dyads from two hotels in Shanghai. Multilevel analysis and the actor–partner interdependence model were adopted to examine the hypotheses.
Findings
The results indicate that employees’ harmonious passion is indirectly negatively associated with procrastination (i.e., cyberslacking and soldiering) through workplace well-being at the intrapersonal level; employees’ harmonious passion is indirectly negatively associated with their coworkers’ procrastination (i.e., cyberslacking and soldiering) through the coworkers’ workplace well-being; and the crossover influence of employees’ harmonious passion on coworkers’ workplace well-being is contingent upon interpersonal conflict at the dyadic level, such that the crossover influence is stronger in condition of low rather than high interpersonal conflict.
Practical implications
Hotels are suggested to provide training programs to employees for enhancing their capabilities to maintain harmonious passion and promote their communication skills to decrease the likelihood to experience interpersonal conflict.
Originality/value
This study offers a comprehensive insight into the association between harmonious passion and procrastination in hospitality employees, which extends the understanding of the outcomes of harmonious passion and the profit of harmonious passion at the interpersonal level.
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Kashish Madaan, Divya Jain and Himani Sharma
Drawing insights from a self-determination perspective, this study aims to investigate the impact of paradoxical leadership (PL) on job performance among hospitality employees. It…
Abstract
Purpose
Drawing insights from a self-determination perspective, this study aims to investigate the impact of paradoxical leadership (PL) on job performance among hospitality employees. It also explores harmonious work passion (HWP) and innovative work behavior (IWB) as sequential mediators in this direct association.
Design/methodology/approach
A self-report structured questionnaire was used to collect survey data from 298 employees working in Indian four-, five- and five-star luxury hotels. To test the hypothesized model, partial least squares-structural equation modeling (PLS-SEM) was used.
Findings
This study found PL positively influences HWP, IWB and job performance of hospitality employees. Also, the positive association between PL and employee job performance is significantly mediated by HWP and IWB, individually as well as sequentially.
Practical implications
Adopting PL in hotels can significantly boost employees’ HWP and IWB, resulting in enhanced job performance. This leadership style empowers employees to navigate conflicting demands, fostering creativity and adaptability. Consequently, hotels can benefit from a more engaged workforce, improved service delivery and a competitive edge.
Originality/value
This research adds to the limited literature on PL in the hospitality sector by highlighting its impact on employee behavior and performance outcomes. To the authors’ knowledge, this is the first study to empirically link PL with HWP, IWB and job performance in a sequential mediation model. It uncovers the “black box” of mechanisms connecting PL to work outcomes from emotional and cognitive perspectives.
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Chang-Hua Yen, Tien-Cheng Han and Yi-Shih Wen
Among different leadership styles, scant hospitality researchers have studied the link between authentic leadership and organizational citizenship behaviors (OCBs). This article…
Abstract
Purpose
Among different leadership styles, scant hospitality researchers have studied the link between authentic leadership and organizational citizenship behaviors (OCBs). This article examined the associations among authentic leadership, job passion, and OCBs and examined the mediation effect of job passion.
Design/methodology/approach
Questionnaires were distributed to 314 Taiwan's hotel employees. Structural equation modeling was performed to examine the hypotheses of this study.
Findings
The results indicated that authentic leadership positively affects harmonious and obsessive passion and that harmonious passion positively affects OCBs directed to individuals (OCBI) and OCBs directed to the organization (OCBO), whereas obsessive passion positively affects OCBI. Furthermore, harmonious passion mediates the linkage between authentic leadership and OCBs (both OCBI and OCBO), whereas obsessive passion only mediates the linkage between authentic leadership and OCBI.
Practical implications
Training programs for hotel managers should incorporate courses on authentic leadership to strengthen managers' skills. Succession plans for managers should prioritize the promotion and retention of candidates with authentic leadership traits. Furthermore, managers should use authentic leadership to create a transparent employee incentive system and career development plans, thereby creating a workplace with fair rewards and opportunities for promotion.
Originality/value
The major contribution is that it expands the knowledge of hospitality leadership and determines the linkages among authentic leadership, job passion, and OCBs. Furthermore, job passion was revealed as a mediator in the authentic leadership–OCB association.
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Md Maruf Hossan Chowdhury, Moira Scerri, Sajib Shahriar and Katrina Skellern
Drawing on a dynamic capability view, this study develops a decision support model that determines the most suitable configuration of strategies and challenges to adopt additive…
Abstract
Purpose
Drawing on a dynamic capability view, this study develops a decision support model that determines the most suitable configuration of strategies and challenges to adopt additive manufacturing (AM) to expedite digital transformation and performance improvement of the surgical and medical device (SMD) supply chain.
Design/methodology/approach
To investigate the research objective, a multi-method and multi-study research design was deployed using quality function deployment and fuzzy set qualitative comparative analysis.
Findings
The study finds that only resilience strategies or negation (i.e. minimisation) of challenges are not enough; instead, a configuration of resilience strategies and negation of challenges is highly significant in enhancing performance.
Practical implications
SMD supply chain decision-makers will find the decision support model presented in this study as beneficial to be resilient against various challenges in the digital transformation of service delivery process.
Originality/value
This study builds new knowledge of the adoption of AM technology in the SMD supply chain. The decision support model developed in this study is unique and highly effective for fostering digital transformation and enhancing SMD supply chain performance.
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Chen Lin, Xiaohu Zhou and De'en Hou
The process of fostering and enhancing employee creativity (EC) is multifaceted and involves various challenges and contradictions, with paradoxical leadership (PL) playing a…
Abstract
Purpose
The process of fostering and enhancing employee creativity (EC) is multifaceted and involves various challenges and contradictions, with paradoxical leadership (PL) playing a crucial role. However, previous research has neglected the importance of employee emotions, resulting in an incomplete understanding of the underlying mechanisms. To address this gap, this study draws upon the triadic reciprocal determinism of social cognitive theory to construct a moderated mediation model. The objective is to investigate the mediating role of harmonious work passion (HP) in the relationship between PL and EC. Furthermore, the study aims to explore the moderating effect of proactive personality (PP).
Design/methodology/approach
Two surveys were carried out in eight enterprises situated in China. A total of 337 employees took part in the questionnaire survey to explore the correlation between PL, PP and HP. Additionally, 42 supervisors participated in evaluating the creativity of their subordinates. To test the proposed hypotheses, this study utilized hierarchical regression analysis on a sample of supervisor-subordinate pairs.
Findings
Paradoxical leadership is positively correlated with employee harmonious work passion. Harmonious work passion is positively correlated with employee creativity. Harmonious work passion plays a mediating role between paradoxical leadership and employee creativity. Proactive personality moderates the relationship between paradoxical leadership and harmonious work passion. Proactive personality moderates the indirect effect of harmonious work passion on the relationship between paradoxical leadership and employee creativity.
Practical implications
The results of this study provide practical suggestions for improving EC. For example, organizations can select supervisors who exhibit PL qualities and enhance the training programs for leaders in the domain of paradoxical thinking. Furthermore, it is crucial for leaders to prioritize the development of employees' HP and to be attentive to the distinct individual variations present within their workforce.
Originality/value
This study enriches the research on the mediating and moderating mechanism between PL and EC and opens the black box from the perspective of emotion. Moreover, this research examines the boundary condition under which PL functions. The study reveals the interaction of environment, personality, cognition and emotion on creativity and provides a new perspective and empirical support for future research.