Purpose This study aims to identify the impact of mobile payment on firm performance by developing a model based on the technology, organization and environment framework (TOE framework) including relative advantage, complexity, compatibility, innovativeness, mobile payment knowledge, critical mass, competitive pressure and external support. Design/methodology/approach The data were collected from the retail and service firms in Bangkok, Thailand (n = 387). Multiple regression analysis was applied to test the proposed model and carried out in SPSS version 25. Findings The results indicated that the TOE factors, including relative advantage, innovativeness, mobile payment knowledge, critical mass, competitive pressures and external supports, can predict firm performance. While innovativeness is the strongest predictor of positive firm performance, on the other hand, critical mass is found to be negatively significant on firm performance. Practical implications This research suggests that firms that accept mobile payment can identify the positive impact on firm performance and it is important for payment service providers and the government to work closely with firms. Originality/value As some merchants still refuse to implement mobile payment services in their business, this current study seeks to understand the impact of mobile payment. However, not many studies are reported its impact in Southeast Asia. This study is probably the first in Thailand to examine the impact of mobile payment on firm performance in the retail and service firms.
The aim of this research is to examine the effect of human resource management (HRM) practices on employee engagement, and the moderating roles of gender and marital status. The survey was conducted with a total of 457 frontline employees who are working in the Vietnamese banking industry. Partial least squares structural equation modeling (PLS-SEM) was estimated using the SmartPLS 3.0 program to examine the hypotheses. The results indicated that HRM practices and its four key dimensions (Training; Reward and recognition, Employee engagement, and Information sharing) positively impacted employee engagement. Moreover, this study provided an empirical evidence about the moderating roles of gender and marital status. It implied that male frontlines employees heightened the positive relationship between HRM practices and employee engagement, but this positive relationship was weakened by married employees. The finding also suggested that bank managers should develop a suitable HRM practices to reinforce employee engagement.
Sewage treatment and reuse have always been hot issues in both the business and academic communities in all nations around the world. In order to solve the difficulties in accurate quantization and objective evaluation of industrial sewage treatment projects, this paper proposed a comprehensive industrial sewage treatment project evaluation method based on the improved entropy–TOPSIS method. First, this paper constructed an evaluation indicator system for sewage treatment projects from the four aspects of environmental performance, economic performance, managerial performance and social performance. Second, it made a modification to the experts’ experience-based grading using the entropy weight method and determined the weight of the indicators in a more objective and more accurate manner. Third, this work improved the traditional TOPSIS method and simplified the calculations with regard to the traditional TOPSIS-based comprehensive evaluation. Finally, by taking the example of evaluating industrial sewage treatment projects of the China Water Affairs Group in Q city (ChongQing), China, this paper verified the feasibility and practicability of the proposed comprehensive industrial sewage treatment project evaluation system and method.
Nowadays, many high-tech SMEs have gradually focused on innovation-orientation and have adopted various measures to create an organizational climate, stimulate knowledge workers’ enthusiasm for innovation, and promote individual innovation behavior, but met with little success. Based on the stimulus organism response (SOR) model, the objective of this study is to explore the mediating factors that affect knowledge workers’ innovative work behavior, and construct a three-level model of the external environment, psychological factors, and individual behavior. This study selected 575 valid samples from 24 high-tech SMEs in Zhongguancun, which is a technology hub in Haidian District, Beijing, China. Through the convenience sampling method, This study analyze the data and perform structural equation modeling (SEM) using AMOS 23.0. The external environment (i.e., organizational climate, innovation orientation) and psychological factors (i.e., intrinsic motivation, psychological safety) have a significant positive impact on innovative work behavior. Psychological factors have the most significant impact on innovative work behavior. Besides, psychological factors also mediate the relationship between the external environment and innovative work behavior. The findings indicated that high-tech SMEs need to formulate scientific innovation-orientation when implementing strategies, and continue to shape a harmonious and equal organizational climate. Furthermore, high-tech SMEs should encourage knowledge workers to speak the truth, express different voices, and stimulate work enthusiasm to improve psychological safety and intrinsic motivation, thereby enhancing knowledge workers’ innovative work behavior.
The creative behavior of cultural innovation team members is the key to driving the team forward. Previous studies have relatively neglected the dynamic mechanism of positive verbal rewards on the creative behavior of cultural innovation team members. This paper, drawing on cognitive appraisal theory, focuses on the dynamic mechanism of positive verbal rewards on the creative behavior of cultural innovation team members and the moderating effect of positive affectivity. Based on the survey of 211 cultural innovation team members in Guangdong, China, this paper constructs a relationship model between positive verbal reward, creative self-efficacy, positive affectivity, and members’ creative behaviors and empirically tests the model. The results of statistical data analysis show that positive verbal reward has a significant positive impact on members’ creative behavior. Creative self-efficacy partially mediates between positive verbal rewards and members’ creative behavior; positive affectivity moderates the positive influence of creative self-efficacy on members’ creative behavior. The higher the level of positive affectivity, the stronger the positive impact of positive verbal rewards on members’ creative behavior, and vice versa. The above research findings help clarify the mechanism of positive verbal rewards on the cultural innovation team members’ creative behaviors in the context of Chinese organizations and provide theoretical support for cultural innovation team management practices.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.