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The increasing number of Hispanic immigrant employee workers in the hospitality industry in the USA has led to some imperative issues and questions, such as how communication barriers and culture gaps influence work injuries. The purpose of this study is to examine factors that influence the extent to which immigrant employees report work injuries to their managers.

Using survey methodology, 154 full‐time employees working at a hospitality operation were requested to participate (60 percent were Hispanic immigrant employees, 40 percent were US born). Participants were given a Spanish or English language survey that contained the measures of interests, as well as demographic questions, and a debriefing statement.

The results showed that immigrant workers reported fewer injuries to their supervisors/managers than US‐born workers and the extent to which Hispanic immigrants speak English was related to the frequency of reporting work injuries. Immigrant climate moderated the relationship between Hispanic immigrant workers' English fluency and the frequency of reporting work injuries. The effect of English fluency was more pronounced for a negative climate work environment than a positive climate work environment.

This study provides support for the view that limited English fluency has a negative influence on Hispanic immigrant workers' reporting of injuries in the workplace.

The current research shows that language barriers can be a possible explanation as to why immigrant workers report fewer work injuries to management than US‐born workers. Both English fluency and immigrant climate influenced the extent to which Hispanic immigrant employees reported injuries to management.

The purpose of this study is to examine the effects of the workaholism on work–family conflict via the mediator of psychological detachment from work and the moderator of family-supportive supervisor behavior.

To avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 500 questionnaires were distributed and 322 usable questionnaires were collected. The PROCESS macro for SPSS was applied to test the hypothesized relationships.

Findings demonstrated that workaholism is positively related to work–family conflict; psychological detachment from work mediates the relationship between workaholism and work–family conflict. Moreover, family-supportive supervisor behavior moderates the relationship between workaholism and work–family conflict and between workaholism and psychological detachment from work, respectively. Finally, family-supportive supervisor behavior moderates the indirect effect of workaholism and work–family conflict via psychological detachment from work, such that the indirect effect was weaker when family-supportive supervisor behavior was high.

The study suggests that it is necessary for organizations to be responsible for employee well-being in different domains because the impact of workaholism on physical and mental health may bring unexpected consequences because of the lack of recovery and the loss of resources. This study not only shows the importance for individuals to look for ways to disengage from workplace but addresses the significance of supervisory support from organizational aspects.

This study includes psychological detachment from work as mediator and family-supportive supervisor behavior as moderator to investigate the moderated mediation relationship in the current highly demanding workplace. By applying conservation of resource and role scarcity hypothesis regarding individual resource allocation, the results may shed lights on facilitating individuals distancing from obsessively and excessively working mentality and behaviors that further lessen incompatibility in both work and family domains.

The purpose of this paper is to investigate how stock characteristics influence investor trading behavior and psychological pitfalls.

This study employs the methods of Solt and Statman (1989) and Kumar (2009) to examine investor trading activities.

Good companies do not usually have good stocks, while lottery-type stocks show better price performance than other stocks. Due to the representativeness and affect heuristics, the stocks of good companies are frequently transacted, while the low-priced stocks are infrequently transacted. Moreover, investors may display the gambler’s fallacy in the trade of stocks of good companies and the overconfidence and self-attribution bias in the trade of lottery-type stocks.

Investors trading lottery-type stocks demonstrate greater maturity than those that trade stocks of good companies; however, psychological pitfalls still dominate investor trading behavior.

The representativeness heuristic of “stocks of good companies are good stocks” results in the inclusion of stocks of good companies in a portfolio and poorer price performance, whereas the inclusion of lottery-type stocks in a portfolio brings higher returns within a short period of time.

Compared to earlier studies that focussed on the price performance of stocks of good companies and investor trading behavior in relation to lottery-type stocks, this study aims to investigate the influence of stock characteristics on price performance, trading activities, and psychological pitfalls.

Based on the theory of reasoned action, this study aims to illustrate how employees’ safety behavior can be enhanced in the workplace by specifically examining how anticipated regret leads to workplace safety behavior and the contextual factor of organizational ethical climate.

The authors adopted a quantitative approach and designed their survey from validated scales in prior studies. Data were obtained from two different sources, including 149 employees and 31 immediate supervisors. Hierarchical linear modeling techniques were applied to test the hypotheses.

The results showed that anticipated regret was significantly related to safety compliance and safety participation; egoistic ethical climate was negatively correlated with safety compliance and safety participation, while benevolent ethical climate was only positively correlated with safety participation. For cross-level moderating effects, both benevolent and principle ethical climate moderate the relationship between anticipated regret and safety participation, whereas all three ethical climates did not moderate the relationship between anticipated regret and safety compliance.

It contributes to current literature by identifying critical determinants of employees’ safety behavior, which would enable practitioners to manage safety in the workplace and foster a safe working environment. Specifically, fostering benevolent ethical climate can better promote employees’ perceptions of the importance of discretionary safety behavior.

This study suggests that organizational practitioners could use the salience of anticipated regret to promote the safety behavioral intentions of employees in the workplace. Further, the authors examined a multilevel framework, which elaborates individual- and organizational-level antecedents of employee safety behavior as well as the impact of cross-level interactions on employee safety behavior.

The Multiple Employment Promotion Program (MEPP) is an employment promotion measure taken by the Taiwanese Government to deal with the rising unemployment problem since 1996. The goal of this program is to subsidize non‐profit organizations (NPOs) for hiring unemployed workers to assist in the deprived neighborhoods. This paper aims to describe this program and show its impacts on workers in terms of their reemployment conditions and its influences on participating NPOs by analyzing empirical data and reviewing relevant documents.

The sample includes 2,778 people who took part in the MEPP from 16 April 2004 to 1 July 2007. Descriptive analysis, t‐test and ANOVA were used to identify the MEPP's impacts on participants. As for the effects of the MEPP on NPOs, this paper reviewed and summarized relevant reports consulting the employers’ opinions.

By comparing participants’ labor participation outcomes before and after joining the MEPP, it was found that the reemployment rate of the participants reached 60 per cent. With regard to its impacts on NPOs, most participating organizations deemed that the program was effective in terms of manpower supply, organizational development and building a partnership with the government. Moreover, about 79 per cent of the NPOs would like to continue to employ the participants after the termination of the plans.

This is the first study in Taiwan that uses objective data from the labour insurance records to trace the MEPP participants after they leave the plan.

Abusive supervision has been a prevalent issue in the workplace. This study aims to explore the consequences of abusive supervision on employee affective organizational commitment and general health in the hospitality industry and further explores the boundary conditions of employee assistance programs (EAPs).

The participants of this study were 231 frontline employees from the hospitality industry in Taiwan. Quantitative data was collected using questionnaires from two time periods separated by a two-week interval. The data was analyzed using PROCESS macro for SPSS.

The findings from this study suggested that abusive supervision have negative impacts on both subordinates’ affective organizational commitment and general health. As expected, perceived effectiveness of EAPs moderated the relationship between perceived abusive supervision and affective organizational commitment, whereas the moderating effect of perceived effectiveness of EAPs on the relationship between abusive supervision and employee general health was not significant.

The results of this study showed that EAP practices can mitigate the negative effects of abusive supervision. It is expected to encourage managers in the hospitality industry to minimize or even prevent abusive supervision. Further, the authors suggest organizations implement specific strategies in their EAPs to assist employees in coping with the negative emotions accompanying abusive supervision.

This study offers empirical evidence that illustrates the importance of EAPs and how they may reduce the negative impacts of abusive supervision.

Forest as a vital natural resource in China plays an irreplaceable important role in safeguarding ecological security and human survival and development. Due to the vast territory, huge population and widespread forest landscape of China, forest management is a complex system involving massive data and various management activities. To effectively implement sustainable forest management, the big data technology has been utilized to analyze China’s forestry resources. Thus, the purpose of this paper is to clarify the role of big data technology in China’s forest management.

In this paper, the authors revisited the roles of big data in forest ecosystem monitoring, forestry management system development, and forest policy implementation.

It demonstrates that big data technology has a great potential in forest ecosystem protection and management, as well as the government’s determination for forest ecosystem protection. However, to deepen the application of big data in forest management, several challenges still need to be tackled.

Thus, enhancing modern science and technology to improve big data, cloud computing, and information technologies and their combinations will contribute to tackle the challenges and achieve wisdom of forest management.

While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern in corporate management to pursue the common good.

This study adopted a structured–pragmatic–situational approach to conduct a case study and collected data from three sources: semi-structured interviews, consultant observations and archival data.

The findings reveal that a Confucian leader takes all stakeholders' interests into account while engaging in corporate management and displays humanistic behaviors toward the stakeholders that are in line with five Confucian virtues. The leader cultivates the employees as Confucian humanistic agents. These employees accordingly act as bridges to transmit the humanistic spirit to their customers and other industries in the same market. To initiate an industry change to achieve collective welfare, a Confucian leader must first influence his/her primary stakeholders. The primary stakeholders next collectively influence the secondary stakeholders (i.e. the industry). Consequently, the overall goal of the common good is ultimately sustained.

This study identifies valuable practical implications for humanistic practices in corporate management from a Confucian perspective. In addition, this study takes a significant academic step forward by illuminating the humanistic paradigm.