Asia Pacific Management Review最新文献

Although competition between universities has become increasingly ferocious in the last decade, the impact of dynamic capabilities and entrepreneurial behaviors, in terms of innovativeness and proactiveness, on university competitiveness and rankings has rarely been investigated. It is hypothesized that entrepreneurial behaviors and dynamic capabilities enhance the competitive advantages of universities, thus enabling them to improve their rankings. Six hypotheses were tested on a sample of 240 universities from 13 countries in East Asia and Southeast Asia. The relevant data were drawn from the Quacquarelli Symonds (QS) World University Rankings and SciVal. The results indicate that entrepreneurial behaviors can exert a significant influence on the dynamic capabilities of a university, including those of sensing market exposure, seizing strategic collaboration opportunities, and reconfiguring knowledge generation. These dynamic capabilities, in turn, strengthen competitive advantages in domains such as reputation, human capital, and knowledge. This study contributes to the literature by integrating entrepreneurial behaviors and dynamic capabilities into a framework for university performance. The results should benefit academic administrators who wish to secure competitive advantages for their institutions and to boost their rankings.

Autonomous driving is the future trend when it comes to the age of 5G at the end of 21st century, and vehicle navigation is the indispensable key technology. The companies with car navigation software and hardware business are facing fierce competition. Business operators must know the company's position and role in the industry, in order to adopt strategies to respond. In this study, two indicators are investigated using the social network analysis technics such as technological redundancy and network centrality in patent citation network (PCN). It is understood that technological redundancy is determined by technology knowledge status (TKS) as well as technology knowledge reliability (TKR). There are also four types of social network centrality: degree centrality, eigenvector centrality, closeness centrality, and betweenness centrality. In this study, an analysis of the technical position and role of individual companies in the industry will be presented by using the two indicators and the primary components. Moreover, technological redundancy is used to study the technical position and role of a company's unitary patent capability in the industry. This will reinforce the company's understanding, and then take strategies. By using this model, the study can effectively identify the technical position and role of the company and its unitary patent capability. Furthermore, the study also shows that based on this model, there is a total of three companies where positions and roles are as leading status in the vehicle navigation industry, i.e. Tomtom map company, Alpine and Asin AW two electronic companies. In addition, companies with unique technologies, such as Sirius Xm Radio, etc. can use their role and position to conduct merger and acquisition, collaboration, and alliance strategies.

While job demands have been known to reduce work engagement and job performance, the literature has not investigated uncertainty-based job demands such as job insecurity and role ambiguity. Acknowledging that leadership and team members are critical for reducing an employee's job demands and increasing an employee's job performance, the current study, drawing on social information processing theory, probes the roles of toxic leadership and team social support in shaping employee job demands (i.e., job insecurity & role ambiguity) and, subsequently, work engagement and job performance. A sample of 265 employees (50.9% males) in 48 teams from various private organizations in Malaysia participated in the study. The results showed that toxic leadership was positively related to job demands and negatively related to job performance, while team social support was negatively related to job demands and positively related to work engagement. Furthermore, work engagement mediated the relationship between job demands and job performance. Role ambiguity only mediated the relationship between toxic leadership and work engagement, while job insecurity only mediated the relationship between team social support and work engagement. The current study highlights the distinctive roles of toxic leadership and team social support in the relationships with employee job demands, work engagement, and job performance.

This study aims to formulate an agro-tourism management model, with a focal point on community participation in the establishment of sustainable tourism regions. This is achieved through the integration of diverse components, utilizing a grounded theory approach to explore and evolve the notion of sustainable agribusiness management. Data were garnered through on-site observations and semi-structured interviews involving 17 participants, encompassing government officials, farmers, traders, and enterprise proprietors. The study findings elucidate the substantial community engagement in upholding the sustainability of agro-tourism through the creation of marketing innovations, stimulation of entrepreneurial endeavours, and establishment of networks. Integrated collaboration amongst pivotal stakeholders, including the government, universities, business entities, and farmers, serves as the catalyst for area development. We present a management model designed to maximise resources, thereby optimising the advancement of sustainable agro-tourism. The local government assumes a significant role in assisting the development of agro-tourism zones through the provision of training aid and infrastructure enhancement. This research has formulated a conceptual framework underpinning the expansion of sustainable agro-tourism. The study underscores how an interlinked ecosystem can facilitate a community-driven integrated strategy for agro-tourism management. While this inquiry focuses on a single case study, the findings underscore the necessity of an integrated network strategy encompassing all stakeholders to harmonise tourism advancement whilst preserving the sustainability and authenticity of the region. Marketers have the capacity to devise tactics for augmenting tourism by identifying the distinctiveness of particular locales, thereby enhancing the economic, societal, and cultural potentials of agro-tourism. For governmental entities, comprehending the latent potential of agro-tourism while acknowledging the significance of community sustainability remains of paramount importance.

At present, the dominant aesthetic of consumer culture has become a universal standard for design. In the hotel industry, frontline service providers play a key role in incorporating and conveying aesthetic values when providing service. Based on aesthetic theories and the perspective of supplementary fit, the current study investigates the role of the fit between aesthetic sensitivity and the healthy perfectionism of frontline service providers in the enhancement of service quality. We employ organizational aesthetics as our moderator. A total of 296 valid questionnaire sets were collected, representing a valid return ratio of 70%. The results of the hierarchical regression analyses indicated that the path from aesthetic sensitivity and healthy perfectionism to service quality indicated a positive relationship (β = 0.23, p < .01); and the interaction between organizational aesthetics and aesthetic sensitivity and healthy perfectionism fit exhibited a positive correlation with service quality (β = 0.17, p < .01). (1) the aesthetic sensitivity and healthy perfectionism fit is positively related to service quality; (2) high levels of organizational aesthetics among frontline service providers strengthen the positive correlation between aesthetic sensitivity and healthy perfectionism fit and service quality; and (3) low levels of organizational aesthetics among frontline service providers weaken the positive correlation between aesthetic sensitivity and healthy perfectionism fit and service quality. This study contributes to theory and practice with respect to the hotel industry.

This paper investigates the relationships between intellectual capital (IC), knowledge absorptive capacity (KAC), environmental compliance, innovation, and business performance in Vietnam. The study surveyed 206 management team members across various industries using a structured questionnaire and conducted data analysis using PLS-SEM. The findings reveal that IC heavily influences KAC, which in turn enhances business performance when combined with innovation. Additionally, environmental compliance and innovation partially mediate the association between KAC and business performance. The research recommends that managers should concentrate on improving KAC and innovative capabilities while ensuring environmental compliance to leverage IC and improve business performance. This study makes a significant contribution to the existing literature by extending the scope of the resource-based view and shedding light on the roles of KAC, environmental compliance, and innovative capacity in emerging markets like Vietnam.

The concept of digital intelligence, which is frequently mentioned, especially in educational sciences, is rarely seen in the business administration literature. This study aimed to discuss digital intelligence regarding business administration literature and put forward a discussion about whether companies need digital intelligence simultaneously with emotional intelligence in the way of competition and whether the two phenomena should be considered together. In this context, data were obtained from “The Internship” movie and the first three seasons of the “Silicon Valley” series using the document analysis data collection method. The obtained data were analyzed through content analysis. The grounded theory approach was adopted because of creating categories based on the data. Findings showed that successful outcomes for companies could occur if emotional intelligence and digital intelligence are given equal importance and evaluated simultaneously.

In this study, we examine the two faces of high-performance work systems (HPWS) regarding employees' perceptions and organizational performance. Drawing on regulatory focus theory, we propose that, on the one hand, performance-enhancing HPWS improves organizational performance by fostering employees' competency (promotion foci) and that, on the other hand, performance-enforcing HPWS increases organizational performance by intensifying high-performance pressure (prevention foci). We tested the hypothesized relationships with longitudinal analysis using panel survey data (499 Korean firms with 1389 observations in four waves) from South Korea. The results of the hierarchical regression analysis showed that both performance-enhancing and performance-enforcing HPWS improved organizational performance, but that the underlying mechanisms in employees' perceptions markedly differed (i.e., employees’ perceived competency vs. performance pressure on employees). In the Discussion section, we take up implications, limitations, and future research directions.

This study synthesizes the empirical research on Work From Home (WFH) during COVID-19 from 2020 to 2022. The study addressed two objectives; (1) to find the common WFH practices during the COVID-19 2020–2022 period and (2) to find the areas that are not common in WFH practices in the research landscape during COVID-19 in 2020–2022 and (3) the areas that need attention in future research on WFH practices. A Systematic Literature Review (SLR) methodology and Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were used to address these objectives. Following a predetermined article selection criteria, 108 articles were included from Scopus for the review. The study addressed the first objective and found five areas of outcomes which are; (1) Work attitudinal outcomes and means for WFH, (2) Gender-related outcomes, (3) Leadership challenges and mental health outcomes, (4) Work-related outcomes, and (5) Mobility-related outcomes. Addressing the second objective, we have seven areas for future research, including the five outcomes related to the first objective and (1) Determinants and (2) Occupational health outcomes of WFH, which were found in addressing the second objective. Moreover, research implications for practicality and future researchers are also provided.

This study aims to understand the mechanism between CSR and employees’ attitudes and behaviors and help enterprises make better organizational interventions that exert CSR to have a positive impact on employees based on social exchange and social identity theory. It innovatively proposes a new comprehensive model to examine the positive impacts of perceived CSR altruism, perceived CSR execution and perceived CSR participation on organizational citizenship behavior, the mediating role of organizational identification, as well as the moderating role of perceived organizational support. Using the survey data from 409 questionnaires conducted in two provinces with different levels of economic development in China, the conceptual model is tested by hierarchical regression analysis and SEM. Empirical results indicate that perceived CSR altruism, perceived CSR execution and perceived CSR participation all have positive impact on organizational citizenship behavior through the partial mediation of organizational identification. In addition, perceived organizational support moderates the positive impact between organizational identification and organizational citizenship behavior. This study proposes a more comprehensive perspective on individuals’ perception and assessment of CSR and expands the dimensions of employee-perceived CSR. It also offers a new conceptual model to reveal the underlying mechanism between CSR and organizational citizenship behavior, which enriches the CSR research at micro-level and promotes the enthusiasm and practice effectiveness of CSR implementation.