Abstract

Purpose The accounts receivable pool (ARP) is an e-invoice management system that provides suppliers with easy access to financial service. The purpose of this paper is to focus on the strength and weakness of ARP mechanism and suggest efficient methods to identify creditworthy borrowers. Design/methodology/approach By decomposing the sales records of 348 ARP borrowers and predicting the occurrence of overdue incidences, this study first portrays the creditworthy borrowers by sales features. Then, content analysis was applied to measure the loadings of soft and hard information, and examined the effectiveness of different information structures in creditworthiness assessment. Findings For ARP borrowers, upward trend and low volatility reveal their creditworthiness. In order to identify creditworthy borrowers beforehand, ARP financiers who have elaborated more soft information and less hard information can perform better. Originality/value This study first discussed ARP finance from a critical perspective and underlines borrower assessment to eliminate the defect of loose recourse. The empirical evidence presents the sales features of creditworthy borrowers. Moreover, the results suggest an efficient approach for ARP financiers to conduct better assessment.

Keyword

Information structure ;  Accounts receivable pool finance ;  Sales information

Abstract

Purpose - The purpose of this paper is to test whether self-verification striving serves as an individual difference antecedent of emotional labor and explore whether various emotional labor tactics acted as mediatingmechanisms through which self-verification striving relates to employee outcomes. Design/methodology/approach - The sample used in this paper consisted of supervisor-subordinate dyads working in six hotels in South Korea and used multi-level analyses and the Monte Carlo method to test the research hypotheses presented in this paper. Findings - Self-verification striving was positively and directly related to job performance as well as two out of three forms of emotional labor (i.e. the expression of naturally felt emotions and deep acting). Selfverification striving also indirectly related to job satisfaction through the expression of naturally felt emotions and indirectly related to job performance through deep acting. Practical implications - The findings of this paper suggest that organizations should consider selfverification striving as an employment selection criterion and provide training programs to help their customer service employees engage in appropriate types of emotional labor. Originality/value - This paper is the first to explore the underlying mechanisms through which selfverification striving relates to employee outcomes. It also empirically bolsters the notion that expressing naturally felt emotions is an important means of authentic self-expression that positively contributes to job satisfaction. Further, the authors found that self-verification striving positively relates to job performance partially through deep acting. Moreover, they have shown that self-verification striving, as an individual differences variable, is an antecedent of different types of emotional labor.

Keyword

Emotional labor ;  Job performance ;  Job satisfaction ;  Self-verification striving

Abstract

Purpose Technology has dramatically changed the nature of interorganizational relationships and the ways partners interact with each other. In the new platform business model, platform technology usage seems to work as a governance mechanism to regulate operations and manage platform builder-platform participant relationships. To respond to these changes, this study aims to examine how platform technology usage in platform operations influenced the relationship quality between the platform builder and platform participants by promoting perceptions of three types of justice (procedural, distributive and informational). Design/methodology/approach The authors propose that it is through the perception of three types of justice (procedural, distributive and informational) that platform technology usage exerts its governance effect on the platform relationship. In doing this, the authors seek to answer the following two related research questions in the platform setting: How does platform technology usage drive relationship performance via different types of justice perceptions? Which type of justice affects relationship performance most effectively? Findings The results from a survey of 384 participant firms from two of the largest digital platforms for mobile/PC application in China reveal that platform technology usage leads to better relationship performance through enhanced perceptions of procedural, distributive, and informational justice. The positive impacts of procedural justice and distributive justice on relationship performance are greater than that of informational justice, while the impacts of procedural justice and distributive justice show no significant differences. Originality/value These findings provide novel insights into the role and mechanisms of platform technology usage in platform relationship management.

Keyword

Platform; Platform technology usage ;  Procedural justice ;  Distributive justice ;  Informational justice ;  Relationship performance

Abstract

Despite increasing scholarly attention to workplace ostracism, victims receive little guidance regarding how to break its negative spiral over time. Drawing on a multi-motive model of rejection-related experiences and the cybernetic model of impression management, this study examines how and why ostracized employees might ameliorate workplace ostracism through impression management efforts to enhance their popularity. Specifically, an ostracized worker may employ favour rendering tactics to enhance her or his popularity, as reported by peers, which can help reduce ostracism. In addition, ostracized employees with strong self-monitoring tendencies may be more likely to employ favour rendering tactics and use them more effectively to enhance their popularity and thus reduce ostracism. Data collected from 277 employee-coworker pairs in a three-wave, time-lagged design over 2 years confirm the proposed hypotheses, tested in a two-stage moderated mediation model. These findings have theoretical implications for ostracism research, as well as practical implications to help employees and organizations overcome ostracism. Practitioner points Being ostracized often prompts self-focused responses, but to reduce it, ostracized employees instead should pay attention to others and seek to help others to alter the treatment they receive from others. High self-monitoring employees tend to employ favour rendering tactics to increase their popularity and mitigate ostracism. To help ostracized employees mitigate ostracism, managers and organizations can suggest ways to increase their popularity among their peers.

Keyword

impression management ;  popularity ;  self-monitoring ;  workplace ostracism

Abstract

The purpose of this study was to examine how firms' corporate social responsibility (CSR) strategies affect their innovation performance via two mediating variables, employee involvement and supplier collaboration, and compare how this mechanism works in the service and manufacturing industries. By analyzing and validating the direct and indirect effects of CSR on innovation performance in both the service and manufacturing industries, this study addressed the strategic benefit of CSR and extended research focused on the financial benefits of CSR. Therefore, its findings contribute to our understanding of sustainability and innovation issues. From a theoretical perspective, this study extended the RBV, SDL and stakeholder theory to the context of the CSR-innovation relationship, and showed that firms could align CSR and innovation initiatives to achieve strategic synergy. It also revealed the similarities and differences between service and manufacturing firms regarding the mechanism through which CSR affects innovation.

Keyword

Corporate social responsibility ;  Service innovation ;  Manufacturing innovation ;  Resource-based view ;  Service-dominant logic ;  Stakeholder theory

Abstract

We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both samples revealed that the highest levels of subordinate emotional exhaustion occurred when both supervisor and subordinate emotional stability were low. Our polynomial regression results suggest that the effects of leader and follower emotional stability are not simply a matter of similarity; subordinates low in emotional stability are disproportionately and negatively impacted by a low-emotional stability leader.

Keyword

Conservation of resources ;  Emotional exhaustion ;  Emotional stability ;  Leader personality ;  Personality congruence

Abstract

In China, due to lack of clear regulation on care pathway of patients, it is commonly observed that the system experiences substantial utilization imbalance. One way to address this challenge is through creating healthcare alliances. Among the alliance, patients can be referred from high utilized hospitals to low utilized ones for services that can be provided in both types of hospitals with similar service qualities. Such an alliance system, usually includes one upper level high utilized hospital (ULH) (e.g. a Comprehensive Hospital) and several lower level hospital (LLH) that are low utilized (e.g. Community Hospitals). The alliance hopes to reduce waiting time of the system, especially the waiting time in the high utilized hospital. As a result, the utilization of the low utilized hospitals will be improved. Nevertheless, it remains unclear how to control the referral decision process. In this paper, we investigate when patients at the ULH will need to be referred to the LLH and to which LLH they should be referred to. Firstly, we focus our attention on an easy-to-implement threshold policy for the ULH for making the decision whether to referral patients. Then, we analyze five different selection strategies (Random Transfer, Maximum Number of Beds Available, Minimum Number of Beds Available, Maximum Available Beds Rate Status, and Minimum Available Beds Rate Status) to determine the LLH to which the patient is referred to. Simulation experiments are performed to make these analyses. Opposite to the intuition that it is best to send patients to the LLH with the most available beds, the results show that sending patients to the LLH with the lowest available bed rate (Minimum Available Beds Rate Status) is the best strategy. This is because that the ULH's waiting time is more important in the objective, sending patients to an LLH that its current available resources are more likely to be occupied by its own normal patients later, will help improve the overall probability that the ULH successfully refer patients out in the long run. Secondly, we also developed a PSO-OCBA method which integrates the idea from Optimal Computing Budget Allocation (OCBA) into the searching Particle Swarm Optimization (PSO) algorithm for generating best control threshold. We find that if we can adaptively achieve the optimal K with the different selection strategies, the difference of the performance between the five strategies will be highly reduced. Our research is the first work that applies system engineering to the real-time referral decision problem between one ULH and several LLHs. It provides a novel perspective of patient referral control studies in the coordination alliance operation literature. (C) 2019 Elsevier Ltd. All rights reserved.

Keyword

ALGORITHM ;  Coordination ;  Decision making ;  Healthcare ;  MODEL ;  Referral alliance ;  SIMULATION-OPTIMIZATION ;  SYSTEM ;  Threshold control policy

Abstract

Research Question/Issues Most extant literature implicitly equates obtaining information through board interlocks to acting on the information. We investigate triggers that help to translate the information into action. In addition to exposure to the information by board interlocks, we suggest that the self‐interest of the individuals who create these ties and hierarchical power of interlinked firms determines the likelihood of taking actions of adopting new practices. Research Findings/Insights Using the action of adopting two distinctive governance practices, stock option pays or board reform, we find that sent ties and received ties affect the adoption decisions differently. Whereas sent ties reflect managerial interests, received ties derive power from a hierarchical relationship between the focal firm and the interlinked firm. Such differential nature of sent and received ties drives a differential result in terms of adopting two distinctive governance practices. We also find support for different moderating effects of firm performance on the impact of sent and received ties. Theoretical/Academic Implications In this study, we incorporated the self‐interest of executives with sent ties to prior adopters and the power of directors who establish ties with prior adopters that are hierarchically positioned. By doing so, this study paints a more fine‐grained picture regarding underlying mechanisms by which information gained through ties is translated into action. This provides important insights for both agency theory and resource‐dependency theory. Practitioner/Policy Implications Hierarchical board ties are not a unique phenomenon in Japan. We often find such ties in business groups in China, India, Korea, and some European countries. Establishing board interlocks among subsidiaries in a business group is an important governance resolution for controlling the whole business group. Hence, our findings that the ties carry not only information but also agent's interest and hierarchical power should be taken into account when a business group designs board interlocks.

Keyword

blockholder ownership ;  board policy issues ;  Corporate governance ;  Japan ;  resource dependence theory

Abstract

Using survey data from China and India, we explore the impact of network strategy of new ventures in emerging markets. We focus on two critical dimensions of network strategy, namely, broadening and deepening the network and two types of knowledge: market knowledge and technological knowledge. We find that proactive network deepening is associated with market knowledge and network broadening with technological knowledge. From a network perspective, our work highlights the counterintuitive outcomes of breadth versus depth orientation in network strategy, highlighting differences between advanced and emerging economies. We use a post-hoc multi-group analysis to show the differences even within the two emerging markets: India and China. The direct effect of partnering proactiveness on market knowledge in India is significantly higher than that in China but there is no significant difference as to the effect of technological knowledge. We use this exploratory study to highlight the opportunities for network and entrepreneurship scholars to study emerging markets and, in particular, undertake comparative studies between new ventures in China and India.

Keyword

China ;  emerging market ;  entrepreneurship ;  India ;  knowledge ;  networks ;  new venture

Abstract

A high-performance work system (HPWS) is defined as a series of performance-enhancing human resource management practices. Many studies have demonstrated the positive relationship of HPWSs with organizational, group, and individual performance. However, evidence has indicated that HPWSs can also exert negative effects. In this paper, taking a dialectical view, we elaborate several propositions regarding why HPWSs have negative effects and when these negative effects occur, mainly from the perspective of employees. We also propose several research directions enriching knowledge of the relationship between HPWSs and organizational outcomes.

Keyword

Boundary conditions ;  High-performance work system ;  HPWS ;  Mechanism ;  Negative effect