Asia Pacific Management Review最新文献

Global data has indicated prevalent growth of online purchases of consumer goods where multiple purchase decisions have been influenced by peer reviews by web users particularly from the influence of social media. Social media has replaced traditional word-of-mouth and introduced a new phenomenon i.e. electronic word-of-mouth (eWOM). TikTok has become one of the trending social media platforms with beauty content within its application. Somethinc is one of the brands that is being viewed mostly on this application. This study aims to better understand the influence of eWOM by virtue of the TikTok application on purchase intention of Somethinc. To understand the influence of eWOM, we applied the information adoption model as the model had been widely used in previous eWOM studies. The information quantity variable was added to the information adoption model. We collected data from 403 respondents administered through a Google Form survey that had several criteria. PLS-SEM using Smart PLS was chosen for data analysis. We found that information adoption positively and significantly influences purchase intention. The model was able to predict the purchase intention of Somethinc accurately by 21.1%.

The customer-oriented prosocial behavior of frontline employees can benefit their employers. This study demonstrated the effect of leaders' motivating language and behavioral integrity on the customer-oriented prosocial behavior of frontline employees. This study established a research framework to explore how leaders' motivating language enhances employees' perceived task significance, which in turn affects their deep acting and customer-oriented prosocial behavior. This study also explored the effect of leaders' behavioral integrity on customer-oriented prosocial behavior through the collection of questionnaire data from 304 frontline employees. Smart PLS 3 was employed to test the measurement model and study hypotheses. An empirical analysis demonstrated that leaders' empathetic language increased task significance, which in turn positively affected employees' deep acting and extra-role prosocial behavior. In addition, leaders’ behavioral integrity positively influenced role-prescribed prosocial behavior.

This study aims to predict Taiwan stock returns through gold and crude oil futures prices using monthly data from TAIEX and 19 stock sector indexes from January 1996 to December 2020. By using a 60-month rolling window horizon, we compare the forecast performances of various regression models, where the forecast performances are measured by MAE (mean absolute error) and $R_{OS}^2$ (out-of-sample R-square). In addition to using spot returns and the first principal component of futures returns on gold and crude oil, five traditional financial variables (dividend to price ratio, earnings to price ratio, market price to book value ratio, long-term yield, and short-term yield) are added to the regression model to explain and predict stock returns. Given that the regression models have included these traditional financial variables, the empirical results reveal that adding gold or crude oil price information to the model substantially improves its explanatory ability. Additionally, except during periods of high stock returns, the forecast ability of crude oil price information on stock returns is significantly better than traditional forecast variables. Furthermore, although gold prices are not as accurate as crude oil prices in predicting stock returns, their predictive capabilities are often better than the traditional financial variables.

This conceptual paper theorizes the emerging concept of personalized human resource management (HRM), which refers to HRM programs and practices that vary across individuals within an organization. As a subset of high-performance work practices (HPWPs), personalized HRM is implemented at the individual level and represents the next generation of HRM, which is characterized by the adoption of advanced HR analytics and artificial intelligence (AI) to provide tailored HR solutions. We argue that personalized HRM constitutes a unique source of sustained firm competitive advantage and offers additional beneficial performance effects on top of other HPWPs. Drawing on the theories of individual differences and person-organization fit, we explain why personalized HRM outperforms traditional standardized HRM in terms of productivity, favorable HR climate, flexibility, return on investment of HRM, and firm financial performance. We also suggest that business strategy is a moderator of the relationship between HRM and firm performance. Building on the AI job replacement theory, we further propose that the mechanical and analytical intelligence (intuitive and empathetic intelligence) required for personalized HRM tasks is positively (negatively) related to the adoption of AI. Lastly, we elaborate on the implications and explain how advanced HR analytics and AI can facilitate the transition toward personalized HRM.

The study of Ethics and Marketing Responsibility focuses on ethics' role in shaping marketing practices within organizations. It examines the impact of ethical considerations on marketing strategies and evaluates the effectiveness of responsible marketing in fostering trust and loyalty among consumers. The study aims to identify the ethical challenges for responsible marketing practices. A bibliometric study on Ethics and Marketing Responsibility is essential as it provides valuable insights into the trends and developments in the field of ethics and marketing responsibility. Such a study helps us understand this subject's significance in the current academic and business landscape. This bibliometric study with a literature review emphasizes balancing business objectives with ethical principles and highlights the benefits of promoting responsible marketing initiatives within modern organizations. In the 21st century, ethical concerns related to ‘relationship marketing,’ ‘social marketing,’ ‘sustainable marketing,’ ‘cause-related marketing,’ and ‘marketing strategy’ arise as a warning to the globe. The results also support the trend for this emerging concept. Analyzing the patterns in the publication and citation data provides a comprehensive overview of the research trends and hotspots in the field. The study implies that academicians and researchers should pay greater attention to the rapidly developing world to fulfill the organizations' service and marketing promises. This focus should promote business development and trust among all the stakeholders.

The associations in Macau are like a chain that binds Macau people together for survival, meaning they can advance and retreat together and live in harmony. Thus, as an indispensable and important part of the operations of Macau society, they have become one of the major characteristics of Macau society. Therefore, this study mainly aims to discuss the influence of Guanxi involvement on Guanxi network with Guanxi as the mediator and conflict and Machiavellianism as the moderators. Good Guanxi makes beneficial benefits, so this study would like to find the most important factor when building Guanxi. The evidence of this study is from five famous associations in Macau, and their members are the objects. This study retrieves 249 valid questionnaires and applies SPSS 24, AMOS 23, and Yaahp 10.1 for data analysis. The results reveal that: (1) Guanxi involvement is significantly positively related to Guanxi, but significantly negatively related to Guanxi network; (2) Guanxi is significantly positively related to Guanxi network; (3) Guanxi has the partial mediation effect; (4) Conflict and Machiavellianism have the weakened moderation effect among variables with the exception of Machiavellianism to the relationship between Guanxi involvement and Guanxi; (5) Xinren is the most important key factor and base of Guanxi.

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.

Small and medium-sized enterprises (SMEs) face significant challenges in today's rapidly changing business landscape. Due to limited resources and managerial capabilities, some of these businesses struggle to survive in the face of technological advances and economic recession. To address this issue, this research seeks to explore how SMEs can leverage information technology (IT) to overcome crises, capitalize on innovative opportunities, adapt to shifting market conditions, and drive new competitive initiatives. This study uses partial least squares structural equation modeling (PLS-SEM) to analyze the data collected from 247 SMEs in Vietnam. The results show that IT capabilities play a crucial role in stimulating organizational ambidexterity, resilience, and SME performance. In addition, the study emphasizes the potential impact of government support in enhancing organizational resilience. These findings provide empirical evidence supporting the Resource base theory with dynamic capabilities view and offer guidance to SMEs on allocating resources effectively and taking advantage of government support. The study also provides theoretical contributions and managerial implications to enhance business performance and achieve sustainable development.

Electronic commerce (e-commerce) is one of the fastest-growing businesses in the retail sector, especially in Asia. Owing to intense competition, retailers seek to consolidate all customer touchpoints into a single channel to enhance customer shopping experience. The omnichannel has emerged as a key strategic weapon in e-commerce retail business because its adoption hinges on customer perceptions of omnichannel logistics service quality. By drawing on an integrated importance-performance analysis, and a three-factor theory framework, this study examines how customers perceive and assess this quality. A leading e-commerce retailer in Thailand was used in the empirical study. Through a comprehensive literature review, 19 omnichannel logistics service quality attributes were determined based on customer shopping journeys. The attributes were categorized into four quadrants using importance-performance analysis and three-factor theory. As a result, attributes in each quadrant required different management schemes. Furthermore, performance benchmarking in customer satisfaction with omnichannel logistics service quality attributes between the case study and its best competitor was conducted using a performance ratio analysis. This study contributes to the omnichannel logistics literature in terms of assessing customer satisfaction; for e-commerce retail businesses, it provides insights into how managers can win customer satisfaction in the omnichannel logistics competition. Other business sectors that aim to improve customer satisfaction can also apply the framework proposed herein.

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.