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An important objective of human resource (HR) research is to understand how HR practices can influence employee attitudes and behaviors in order to help achieve organizational goals via employee performance. The paper studies the relationship between High Performance Work System (HPWS) and employee service performance (ESP) via organizational support (OS) and organizational identification (OI). On one hand, this may help understand the “black box” between HPWS practices and ESP. On the other hand, while OS refers to employees' evaluations of favorable treatment from the organization and HPWS represent a significant channel the organization uses to communicate its support to employees, OS and OI literatures have not comprehensively examined the effect of HPWS practices on employee OS and OI beliefs.

This study takes a quantitative approach and employs hierarchical regression from a sample of 467 employees in 10 commercial banks in Sierra Leone.

The results show a positive relationship between HPWS practices and ESP and at the same time OS and OI partially mediate the relationship, suggesting that employees draw inferences from the HPWS-related treatment they receive in assessing the supportiveness of the organization.

In this study, the authors put forth an innovative conceptual model of performance management by testing the relationships which have not been tested before, especially in a new context of banking industry in Sierra Leone. By implementing HPWS practices that demonstrate the organization cares about the employees' well-being and values their contribution, organizations are likely to be perceived as offering high levels of support for the employees.

The results of this study add to our knowledge about the antecedents of OS and OI. Moreover, while OS and OI research has been largely rooted in the organizational behavior literature, this study bridges the human resource literature and the organizational behavior literature, by combining HPWS, OS, OI and ESP.

A firm will seek an optimal balance between internal R&D and technology outsourcing when formulating its innovation strategy. This paper aims to provide a review of the determinants of firm's innovation strategy, and performs an empirical study on a sample from Chinese high‐tech industry, with the purpose of identifying two aspects of the issue: the choice patterns of Chinese firms over innovation strategy, and the innovation effect elasticity of different strategies.

The development of a multiple regression model supported by data from industry level and a statistic analysis.

Outsourcing is the major innovation strategy adopted by most Chinese high‐tech firms, especially technology import, which implies the imperfection of Chinese innovation service system. The empirical analysis also indicates the insufficiency of internal R&D expenditure and the weakness of absorptive capacity in Chinese high‐tech firms. Although, Chinese high‐tech firms prefer the outsourcing strategy in their innovation, the contribution of outsourcing is much smaller than that of internal R&D. When expenditures are increased by the same rate, the innovation output form internal R&D is twice the output of outsourcing. For improving Chinese firms' innovation efficiency, the reform of innovation service system is needed on the macro‐level, while on the micro‐level, it calls for firms to readjust their innovation strategy portfolio.

This paper will make up for the deficiency in current researches on innovation, which often apply firm samples in developed countries, and lack evidences from firm samples in developing countries. In addition, it will provide the decision‐making basis for Chinese Government's current actions in constructing and improving China's innovation service system.

The purpose of this paper is research the relationship between size of government and FDI inflows of the host country, and provide a strategies.

Adopting the fixed effect model of panel data, this paper uses related observations from 81 countries between 2002 and 2006 to analyze the impacts of government size (measured by score of government size) on FDI inflows.

The results show that the enlargement of government size has a positive effect on FDI inflows, and the effect is much more significant in developing countries.

There is no previous research concerning the impacts of size of government on FDI inflows. Through the investigation, the paper finds the relation between government size and FDI inflows and provides much valuable information.

Social ties may either help chief executive officers (CEOs) supervise chief financial officers' (CFOs) behaviors effectively and improve financial reporting quality or lead to collusion and undermine financial reporting quality. Therefore, this paper examines the impact of social ties between CEOs and CFOs on financial reporting quality.

This paper constructs the CEO–CFO social ties through their mutual alma mater or birthplace. Based on 6,787 Chinese non-financial firm-year observations from 2003 to 2020, the paper conducts an empirical test using the multiple regression method.

The main finding is that firms with CEO–CFO social ties are more likely to exhibit higher financial reporting quality. CEOs with social ties to CFOs can obtain a high level of information and exert a better supervisory and monitoring role. Further, CEO–CFO social ties are more effective when the CEO does not have a financial background and when the institutional environment is weak.

This paper mainly contributes to the literature exploring the impact of executive characteristics on financial reporting quality and the literature examining the relation between social ties and corporate behaviors. Meanwhile, the paper emphasizes the important role of social ties as an informal monitoring mechanism in practice.

Microblogs are communication platforms for companies and consumers that challenge companies' brand marketing strategies. This paper provides a theoretical basis for expanding microblog applications and a practical basis for improving the effectiveness of brand marketing.

The authors use factor analysis to extract the factors of microblog user influence and construct a structural equation model to reveal the interaction mechanism of the influencing factors. Additionally, the authors clarify the promotion and enhancement effects of these factors.

Microblog user influence can be converted into richness, interaction and value factors. The richness factor significantly affects the latter two, whereas the interaction factor does not affect the value factor.

First, the sample used is limited to media industry practitioners. To increase generalizability, diverse groups should be included in future studies. Second, this model's theoretical explanatory ability can be further developed by adding other meaningful factors beyond the existing ones.

This study analyzes the factors of microblog user influence in China and validates the relevant elements. As a result, it improves the influence research on social media users and benefits the practice of information recommendation and microblog marketing.

This study aims to examine the effect of education for sustainable development (ESD) on students’ sustainability behaviors in Chinese higher education institutions (HEIs), aiming to identify the educational enhancement pathways and influencing factors based on students’ perspectives.

Data were collected from students in Chinese HEIs using an online survey. Structural equation modeling is used to analyze the data and verify the pathways for enhancing students’ sustainability behaviors through ESD in HEIs. The effects of students’ demographic characteristics, majors, and other factors are also examined.

ESD in Chinese HEIs promotes students’ sustainability cognition and behaviors. Students’ sustainability cognition plays a mediating role and has a positive effect on enhancing sustainability behaviors through education. In the influence pathway, the behavioral attitudes of students majoring in humanities and social sciences with high monthly expenditures are more significant for promoting sustainable social participation. Meanwhile, gender and educational level are not significant moderating factors.

Factors such as cognition are subjective and difficult to measure. The sample’s representativeness warrants further consideration, and there is a lack of time-series change data. Nevertheless, this attempt to examine the mechanism of ESD from students’ perspectives can help assess ESD in HEIs more rationally and make the improvement paths more efficient.

This study offers evidence to support ESD-related decision-making in Chinese HEIs. It is suggested that HEIs continue to strengthen ESD, focusing on influencing behavior by enhancing students’ sustainability cognition. Pedagogical approaches should be adjusted based on students’ spending habits and majors to maximize educational outcomes and support China’s sustainability ambitions.

Based on the perspective of Chinese HEI students, this study makes observations about ESD in Chinese HEIs, focuses on the interaction between the sustainability cognition and behaviors of students, and expands the discussion of pathways for HEIs to promote students’ sustainability cognition and behaviors.

This study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.

The research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.

The association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.

To the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.