Short-form videos have gradually become important marketing tools for tourist destinations. However, chaotic sources and homogenized content have led to poor user experiences…
Abstract
Purpose
Short-form videos have gradually become important marketing tools for tourist destinations. However, chaotic sources and homogenized content have led to poor user experiences. Taking Kulangsu and Xi'an City Wall in China as examples, this study explored the influence of matching short-form video sources with destination types on user engagement and visit intention.
Design/methodology/approach
This study selected three short-form videos from different sources for each destination on TikTok and conducted an empirical research using a 3 × 2 experimental design to examine the proposed research model.
Findings
The results showed that the matching effect between short-form video sources and destination types will positively affect user engagement and visit intention. (1) the short-form videos with user-generated content (UGC) or professional user-generated content (PUGC) in hedonic destinations can obtain higher user engagement and visit intention; (2) the short-form videos with professionally generated content (PGC) or PUGC in utilitarian destinations can obtain higher user engagement and visit intention and (3) perceived credibility and perceived usefulness played mediating roles in these interactions.
Originality/value
This study considers short-form video sources as antecedent variables influencing user engagement and visit intention and confirms the matching effect between short-form video sources and tourism destination types. The findings will help researchers and marketers better understand the impact of short-form video on destination marketing.
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Yidong Tu, Yangmei Zhang, Xinxin Lu and Shuoli Wang
The purpose of this paper is to examine the relationship between ethical leadership and employee cross-team knowledge sharing via the differentiating mediating effects of…
Abstract
Purpose
The purpose of this paper is to examine the relationship between ethical leadership and employee cross-team knowledge sharing via the differentiating mediating effects of cognitive and affective trust in colleagues.
Design/methodology/approach
Multi-source and multi-wave data were collected from 214 dyads of employees and their supervisors. Linear regression was employed to examine the hypotheses.
Findings
Ethical leadership positively predicts employee cross-team knowledge sharing. Affective trust in colleagues mediates the relationship between ethical leadership and employee cross-team knowledge sharing, whereas cognitive trust in colleagues does not. The hypothesis – the mediating effect of affective trust in colleagues between ethical leadership and cross-team knowledge sharing is greater than that of cognitive trust in colleagues – is not supported.
Originality/value
This study extends understanding of the influence of ethical leadership on cross-team knowledge sharing. It further differentiates cognitive and affective trust in colleagues between ethical leadership and cross-team knowledge sharing. These findings are valuable for improving the research of leadership practices and knowledge sharing.
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Giang Hoang, Tuan Trong Luu, Tuan Du and Thuy Thu Nguyen
Employee’s service innovative behavior lays the groundwork for bottom-up innovation and ongoing service improvement in service firms. Therefore, it is vital for service…
Abstract
Purpose
Employee’s service innovative behavior lays the groundwork for bottom-up innovation and ongoing service improvement in service firms. Therefore, it is vital for service organizations to understand the antecedents of employees service innovative behavior. Drawing upon the social cognitive theory, this study aims to develop a research model that examines the effects of ethical and entrepreneurial leadership on service innovative behavior.
Design/methodology/approach
Data were collected from 178 managers and 415 employees working in 178 small- and medium-sized (SME) hotels in Vietnam.
Findings
The findings showed that ethical leadership has direct and indirect effects on service innovative behavior, while entrepreneurial leadership only influences service innovative behavior via intrinsic motivation. In addition, trust in leader moderates the effect of intrinsic motivation on service innovative behavior
Research limitations/implications
The study advances current scholarly research on leadership by combining the two areas of entrepreneurial and ethical leadership into one theoretical model and examines how these leadership styles generate hospitality employees’ service innovative behavior through the mediating effect of intrinsic motivation and the moderating effect of trust in leader.
Practical implications
The findings of this research offer significant implications for SME hotels and their managers. In their recruitment processes, hotels should search for particular personality traits, which have been found to predict ethical and entrepreneurial leadership. Hospitality firms also need to encourage communication between leaders and co-workers to enhance employees’ intrinsic motivation.
Originality/value
There are calls for research to examine whether both entrepreneurial and ethical leadership styles can be integrated to enhance employees’ positive outcomes. Evidence about the mechanism linking entrepreneurial and ethical leadership to service innovative behavior is limited. With this stated, the current study makes significant contribution to leadership and innovation literature by filling in these voids.
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Sajjad Nazir, Amina Shafi, Muhammad Ali Asadullah, Wang Qun and Sahar Khadim
The main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study…
Abstract
Purpose
The main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study also examines the moderating role of psychological empowerment and innovative climate between ethical leadership and employee creativity.
Design/methodology/approach
We used a survey questionnaire to collect multi-wave data from 295 employees working in the IT sector to test the proposed hypotheses of this study.
Findings
The findings revealed that ethical leadership boosts employee creativity, and voice behavior mediates the positive relationship between ethical leadership and employee creativity. Moreover, the results confirm the significant moderating role of psychological empowerment on the relationship between ethical leadership and voice behavior. A positive moderation of innovative climate was also confirmed in the association between voice behavior and creativity. Employees with supportive innovative climate adopt creative behavior when they can voice their concerns freely.
Practical implications
Ethical leadership is a vital tool for fostering employee's creativity by providing autonomy to raise their voice at the workplace in the emerging markets.
Originality/value
This is one of the leading researches to emphasize the role of ethical leadership for employee creativity, and the key contribution is to discover voice as a potential mediator for ethical leadership and an innovative climate as a potential moderator in the relationship between voice behavior and employee creativity.
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Xinxin Lu, Yidong Tu, Yanping Li and Chiang-Chun Ho
The purpose of this paper is to investigate the affective and normative mechanisms linking high-commitment human resource management (HCHRM) to employee turnover intention…
Abstract
Purpose
The purpose of this paper is to investigate the affective and normative mechanisms linking high-commitment human resource management (HCHRM) to employee turnover intention. Accordingly, the authors hypothesize that positive affect and group job satisfaction mediate the relationship between HCHRM and turnover intention.
Design/methodology/approach
Based on a sample of 471 employees and their supervisors from 53 assembly lines in China, the hypotheses were tested with hierarchical linear modeling.
Findings
The results suggested that both positive affect and group job satisfaction significantly mediated the negative relationship between HCHRM and turnover intention. Moreover, the indirect effect of HCHRM on turnover intention via group job satisfaction was larger than that via positive affect.
Practical implications
In the Chinese context, HCHRM practices are effective in reducing turnover intention of the first-line employees on assembly lines. Organizations should show concerns for front-line workers’ positive affect and group job satisfaction to reduce their turnover intention.
Originality/value
The present research contributes to the extant literatures by uncovering the affective and normative mechanisms of the HCHRM-turnover intention association.
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Imran Shafique, Bashir Ahmad and Masood Nawaz Kalyar
The purpose of this paper is to answer two questions. What is the impact of ethical leadership on followers’ creativity and organizational innovation? What are the mechanisms…
Abstract
Purpose
The purpose of this paper is to answer two questions. What is the impact of ethical leadership on followers’ creativity and organizational innovation? What are the mechanisms through which ethical leadership influences creativity and organizational innovation?
Design/methodology/approach
Considering a market-oriented criterion to measure organizational innovation, the data were collected from 322 small-sized information technology firms working in Pakistan. Multilevel modeling and hierarchical regression analyses were used to explore the direct and indirect effects of ethical leadership on creativity and innovation, respectively.
Findings
The results show that ethical leadership is an important predictor of both individual and organizational creativity. For the individual level, the results of multilevel modeling indicate that there is a positive link between ethical leadership and employee creativity. Furthermore, ethical leadership affects employee creativity through knowledge sharing and psychological empowerment. At the organizational level, the results reveal that ethical leadership is positively associated with organizational innovation directly.
Practical implications
The findings imply that ethical leadership is an important tool to promote creativity and for the advancement of innovation for developing countries as well as for newly developed industries.
Originality/value
This study is first to highlight the role of ethical leadership for organizational innovation. The main contribution of the study is to explore creativity as potential mediator for ethical leadership–organizational innovation nexus; where a market-oriented criterion is taken as proxy of organizational innovation.
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Sabzar Ahmad Peerzadah, Sabiya Mufti and Shayista Majeed
This study aims to look at the current state of academic research on innovative work behavior (IWB) and how far it has progressed by using key performance analysis and science…
Abstract
Purpose
This study aims to look at the current state of academic research on innovative work behavior (IWB) and how far it has progressed by using key performance analysis and science mapping techniques of bibliometric analysis.
Design/methodology/approach
This study has analyzed 246 publications from Web of Science database on IWB from 1989 to 2021. Data were analyzed using MS Excel and VOSviewer.
Findings
There has been a rise in the number of academic studies on IWB during the past decade. In addition, it was discovered that a significant percentage of papers had multiple authors working together on them and that collaborations between institutes in Asia and the developed world are taking place.
Research limitations/implications
IWB research trends and trajectories may be assessed to enable academics and practitioners better understand the current and future trends and research directions. Future studies in this field might use the findings as a starting point to highlight the nature of the topic.
Originality/value
Bibliometric techniques provide a far more comprehensive and reliable picture of the field. This article has the potential to serve as a one-stop resource for researchers and practitioners seeking information that can aid in transdisciplinary endeavors by leading them to recognized, peer-reviewed papers, journals and networks.
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Ghulam Ali Arain, Zeeshan Ahmed Bhatti, Imran Hameed and Yu-Hui Fang
This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS)…
Abstract
Purpose
This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners).
Design/methodology/approach
The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS.
Findings
Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local.
Originality/value
This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.
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Chenxing Wang, Bena Ilyas, Guqang Ni and Muhammad Imran Rasheed
The success and long-term survival of service organizations depend on employee behavior such as work engagement and creativity. In this study, The authors intend to investigate…
Abstract
Purpose
The success and long-term survival of service organizations depend on employee behavior such as work engagement and creativity. In this study, The authors intend to investigate employee engagement and creativity in the hospitality industry based on the theory of social exchange. In addition, The authors explore the mediating role of employee ambidexterity between ethical leadership and employee work engagement and between ethical leadership and employee creativity.
Design/methodology/approach
Through an online survey questionnaire, data were collected from 246 workers in the hospitality industry in Pakistan. Smart-PLS version 3 was used to analyze the data.
Findings
The results of the structural equation modeling reveal that ethical leadership has a positive association with work engagement and employee creativity in the hospitality industry. Results further reveal that employee ambidexterity significantly mediates the relationships between ethical leadership and work engagement and between ethical leadership and employee creativity.
Originality/value
This study not only makes an important contribution to the literature on the role of employee ambidexterity in the hospitality industry but will also help service businesses in managing their employees more effectively.
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Toan Khanh Tran Pham and To Quyen Hoang Thuy Nguyen Le
This study aims to explore how ethical leadership and innovative climate impact project success through employees innovative behavior. In addition, based on the conservation of…
Abstract
Purpose
This study aims to explore how ethical leadership and innovative climate impact project success through employees innovative behavior. In addition, based on the conservation of resources theory, this study also examines whether time pressure moderates the innovative work behavior and project success nexus.
Design/methodology/approach
Data were collected from 403 employees working in Vietnam's information technology (IT) companies. The partial least squares structural equation modeling was used to investigate the impact of ethical leadership and innovative climate on project success, the mediating effect of innovative behavior and the moderating role of time pressure.
Findings
Empirical findings indicate that ethical leadership and innovative climate positively impact on project success. Moreover, employees' innovative behavior has a complementary effect on these relationships. In addition, time pressure moderates the nexus between innovative work behavior and project success.
Practical implications
The findings suggest that IT companies can promote innovative work behavior among employees by building ethical leadership and enhancing an innovative climate. Moreover, when designing and implementing a project, project managers should take care to allow enough time for innovative behavior within the team.
Originality/value
This inquiry is probably the first attempt to explore the mechanism linking ethical leadership and innovative climate to project success, with the mediating role of employees' innovative behavior. Additionally, time pressure is an increasingly relevant factor in contemporary business, but so far little explored in research. This study extends the current knowledge by considering the moderating role of time pressure in the innovative behavior and project success nexus.