ICO: Dissertations

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The impact of human resource slack on digital transformation in all China A-share listed corporations: a study of mechanisms based on dynamic capabilities and ownership
Lu, Ran; Sun, Xuemei (National Institute of Development Administration, 2024)
The rapid development of China's digital economy has brought about the need for corporations to undergo digital transformation, and both manpower reserves and innovation capabilities play a role in the continuation of a digital transformation. This paper analyses the data of listed corporations on the Shenzhen and Shanghai stock exchanges over a period of 16 years from 2009, with a total of 28,619 samples, and measures the degree of digital transformation of corporations by their comprehensive performance in terms of ‘words’ and ‘deeds’, and it takes the degree of human resource slack as an independent variable, whilst adding three dimensions of dynamic capabilities as the mediator variables to measure the degree of digital transformation. The relationship between the three dimensions of dynamic capabilities is measured by adding the three dimensions of dynamic capabilities as mediator variables. This paper also introduces ownership as a moderating variable in order to better distinguish the differences between state-owned corporations and private corporations in the construction of human resource abundance and digital transformation. The robustness and endogeneity of the model are also examined, adding insights from different perspectives for Chinese corporations in the process of digital development.
The benefits of sustainable office buildings to investors and occupants : a comparison between LEED certified and non-certified office buildings in Bangkok
Thanit Teawanit; Aweewan Panyagometh (National Institute of Development Administration, 2024)
This dissertation provides a comparison of the occupant and organizational benefits between LEED certified and non-certified office buildings located in Bangkok. This study bridged the occupants’ satisfaction toward indoor environment quality (IEQ), the employees’ wellbeing, performance, engagement and their organizational commitment. Structural Equation Model is used to analyze the relationship among the abovementioned variables. The results showed that the satisfaction upon the IEQ has a significant impact on employee’s wellbeing and their performance for both certified and non-certified buildings. The satisfaction toward IEQ was found to influence the job engagement, and workplace well-being level of occupants in LEED and NON-LEED office buildings. The effects are stronger in LEED certified buildings than NON-LEED certified buildings. Moreover, this study showed evidence that the employee well-being is a mediator between IEQ satisfaction and employee's performances, engagement and commitment. Implications were discussed for the healthy workplace for an organization.
The impact of degree of individual environment fit on the thriving at work of generation-Z employees: Based on self-determination theory and personal growth model
Li, Yixiao; Li, Zhongwu (National Institute of Development Administration, 2024)
As Generation-Z employees gradually become the main workforce in the workplace, how to stimulate their work motivation and enhance their performance has become a key challenge for companies. Generation-Z employees place more emphasis on sense of autonomy, personal growth, and teamwork in their work. Therefore, it is of great significance to explore the impact mechanism of person-environmental fitness on their sense of self-determination and thriving at work. This study aims to investigate the degree of person-organization value fitness, person-team interpersonal fitness, and person-job requirements fitness on the Sense of self-determination of Gen-Z employees, and further analyze the mediating role of sense of self-determination between person-environmental fitness and thriving at work. Additionally, the study introduces perceived insider status scale as a moderating variable to explore its moderating effect on the relationship between person-environmental fitness and sense of self-determination.
The Gig economy in Thailand: an exploration of behavior, motivation, and turnover intention among motorcycle riders
Teerathep Thepprasarn; Sid Suntrayuth (National Institute of Development Administration, 2024)
The study aimed to examine the factors affecting the work experiences, well-being, and turnover intention of Thai gig workers in online delivery services. It looked at the effect of job insecurity, perceived behavioral control, and social influence on job embeddedness, extrinsic and intrinsic motivations, and intention to turnover. Based on quantitative research conducted with 399 gig workers, the study identified that these factors are interconnected. Surprisingly, job insecurity is positively related to extrinsic motivation and turnover intention, while perceived behavioral control is positively related to intrinsic motivation and turnover intention. Social influence can be seen as a moderator, affecting the relationship between job insecurity and job embeddedness. Also, job embeddedness helps mediate the effects of job insecurity on turnover intention, thus playing a mediating role. These findings enrich the understanding of gig work characteristics in Thailand as well as provide useful recommendations for platform companies, the government, and gig workers. A survey research method employing questionnaires was applied to develop and test a conceptual model. The participants of the study were gig workers from various online delivery applications in Thailand. To test the proposed hypotheses and the relationships between the variables, quantitative analysis methods such as structural equation modeling (SEM) were used. The results indicated that job insecurity and perceived behavioral control affected both the extrinsic and intrinsic motivation of the employees. However, the role of social influence was more complex, as it only acted as a moderator for the relation between job insecurity and job embeddedness and did not directly affect the level of turnover intention. Among the findings, it was established that job embeddedness mediates the relation between job insecurity and turnover intention, thus emphasizing its significance in the context of gig workers’ retention. Therefore, it is recommended that job insecurity be managed and perceived behavioral control be enhanced to improve gig workers’ well-being and decrease turnover intentions. It also stresses the need to enhance the social context to prevent the adverse consequences of job insecurity. These findings have significant implications for platform companies and policymakers to inform interventions and policies for improving the experience of gig workers and the sustainability of the Thai gig economy.
The influence of communication, brand trust, and commitment on the brand loyalty towards international schools in China from the perspective of parent perception
Chen, Xiuqun; Sun, Xuemei; Yu, Shun-Chi (National Institute of Development Administration, 2024)
The rapid proliferation of international schools in China, driven by globalization and socio-economic development, engendered significant challenges in brand management and customer loyalty. This study investigated the intricate relationships among communication, brand trust, brand commitment, and brand loyalty in international schools in China from the perspective of parent perception. Employing a quantitative research design, this study utilized stratified, purposive, quota, and convenience sampling techniques to survey 827 parents of students enrolled in 134 Chinese international schools across four regions: Central China, North China, South China, and East China. The research instrument comprised a self-administered questionnaire designed to capture parents' perceptions of communication strategies, brand trust, emotional and continuous commitment, and brand loyalty. Structural equation modelling (SEM) was employed to analyse the data and elucidate the causal relationships among the variables. The findings revealed that both controllable and uncontrollable communication strategies significantly influenced brand trust. Only uncontrollable communication exhibited a significant effect on emotional and continuous commitment. Brand trust emerged as a crucial mediator, significantly affecting both forms of commitment and brand loyalty. The emotional and continuous commitments positively influenced brand loyalty, underlining the importance of fostering strong customer relationships. This research made several significant contributions to the field of brand management in international education. Firstly, it developed and validated a comprehensive model illustrating the complex interplay between communication strategies, brand trust, customer commitment, and brand loyalty in the context of international schools in China. Secondly, it highlighted the differential impacts of controllable and uncontrollable communication on various aspects of brand relationships, providing valuable insights for strategic communication management. Lastly, the study emphasized the critical role of brand trust as a mediator in the brand loyalty formation process, offering a nuanced understanding of how communication strategies translate into customer loyalty in the international education sector. These findings provide both theoretical advancements and practical implications for researchers and practitioners in the field of international education branding and marketing, particularly within the rapidly evolving Chinese market.
Impact of error management culture perception and employee occupational resilience on innovation behavior in Chinese and Thai enterprises: based on the proactive motivation model and regulatory focus theory
Zheng, Jinsong; Li, Zhongwu (National Institute of Development Administration, 2024)
This study examines the impact of Error Management Culture Perception and Occupational Resilience on innovation behavior in a cross-cultural context between China and Thailand. As globalization advances, effective cross-cultural management in multinational enterprises is crucial. Cultural differences between China and Thailand in values, communication, and management influence error management culture and employees’ psychological states, affecting innovation behavior. This study integrates the Proactive Motivation Model and Regulatory Focus Theory to explore how Error Management Culture Perception and Occupational Resilience impact psychological empowerment, promotion regulatory focus, and proactive innovation motivation, ultimately influencing innovation behavior. Key research questions include: 1) How does Error Management Culture Perception influence psychological empowerment and promotion regulatory focus in a cross-cultural setting? 2) How does Occupational Resilience impact these factors? 3) How do psychological empowerment and promotion regulatory focus drive proactive innovation motivation? 4) Do these variables mediate the relationships between Error Management Culture Perception, Occupational Resilience, and innovation behavior? 5) Does Cultural Distance Perception moderate these relationships?
The impact of HRM strength on employee innovation: a conservation of resources and innovation path model perspective
Zhang, Hua; Li, Zhongwu (National Institute of Development Administration, 2024)
With the acceleration of globalization and rapid technological change, innovation has become a critical driver for enterprises to maintain a sustainable competitive advantage in the fiercely competitive market. How to stimulate employees’ innovation potential through effective human resource management (HRM) practices and, in turn, enhance the overall innovation performance of enterprises has gradually become a highly concerning issue in both academia and the business world. This study focuses on exploring the mechanism of the impact of HRM strength on employee innovation. It aims to clarify how the three dimensions of HRM—Salience, Consistency, and Consensus—indirectly affect employee innovation through psychological safety and psychological capital. This study further verifies the applicability of the Conservation of Resource (COR) theory and the innovation path model in the field of HRM, attempting to provide theoretical support for enterprises to build a more effective management model. This study employed a questionnaire survey method, collecting data from employees of six technology-based enterprises in the western and southwestern regions of China. These enterprises are distributed across different industries, and the sample has a certain degree of representativeness. By constructing a structural equation model (SEM), the data were quantitatively analyzed, revealing how HRM strength promotes innovation by enhancing employees’ psychological resources. The study adopted rigorous hypothesis testing and path analysis to ensure the scientific validity and credibility of the research conclusions.
How training institution reputation influences parental decisions in art education: the roles of motivation, attitude, value perception, and trust
Huang, Tianyun; Marisa Laokulrach (National Institute of Development Administration, 2024)
In recent years, the vigorous development of China's economy and society has not only brought great enrichment of material life, but also profoundly affected people's concept of education. Under the background of education marketization, parents' educational choices are increasingly diversified. They are no longer limited to the traditional school education mode, but are more active in finding and utilizing various social resources in order to provide a more comprehensive and personalized growth environment for their children. In this trend, art education, as an important part of children's comprehensive development, has gradually received more and more parents' attention and favor. Parents realize that art education can not only cultivate their children's aesthetic taste and creativity, but also improve their comprehensive quality and competitiveness virtually, laying a solid foundation for their children's future development. Therefore, how to choose a suitable art training institution for their children has become an important consideration for many parents in their children's education planning. This paper, through the combination of theory and empirical methods, focuses on five key factors: reputation of training institutions, motivation towards training institutions, attitude towards training institutions, perceived value towards training institutions and customer trust. In this study, parents of students who planned to choose art training institutions for their children in Guizhou Province were selected as research objects, and a total of 457 valid questionnaires were collected. The results show that the reputation of the training institution, the motivation towards training institution, the attitude towards training institution, the value perception towards training institution and the customer trust all have significant positive effects on the behavioral intention of parents to choose the training institution. The findings reveal that all five factors have a significant and positive impact on parents' selection of training institutions. Specifically, attitudes, perceived value, and customer trust directly influence parents' behavioral intentions and indirectly enhance institutional reputation. Parents tend to favor institutions with strong reputations, clear educational objectives, and high-quality services. Trust also emerges as a key factor affecting their choices.
Antecedents of employee performance and organizational citizenship behavior in hybrid work models: an empirical study in the Chinese context
Yang, Aobo; Sid Suntrayuth (National Institute of Development Administration, 2024)
This dissertation explores the antecedents of employee performance and organizational citizenship behavior (OCB) in the context of hybrid work models within the Chinese internet industry, a setting rapidly adopting flexible work arrangements post-COVID-19 pandemic. The study is motivated by the shifting paradigms in work environments where traditional remote work’s limitations are mitigated by hybrid models—blending remote and in-office work. Utilizing Conservation of Resource (COR) theory and Social Exchange Theory (SET), this research constructs a robust theoretical framework to examine how psychological safety, perceived organizational support (POS), tangible organizational support (TOS), and work-life balance influence OCB and employee performance in hybrid settings. Empirical data were collected from several large Chinese internet companies that have implemented hybrid working models. Through structural equation modeling, the study validates the hypothesized relationships, highlighting the significant mediating role of OCB between psychological safety, POS, and employee performance. Key findings demonstrate that enhanced psychological safety and comprehensive organizational support foster a conducive environment for OCB, which in turn leads to improved employee performance. Moreover, the results indicate that effective management of work-life balance in hybrid models amplifies employee productivity and well-being. This dissertation contributes to the organizational behavior literature by delineating the dynamics of hybrid work models and their impact on employee outcomes in a major emerging economy. The findings provide practical insights for organizational leaders aiming to optimize hybrid work strategies, emphasizing the necessity of supporting mechanisms that enhance employee engagement and performance. Future research directions are proposed to explore longitudinal impacts and the generalizability of the findings across different cultural contexts.
Influence of perceived organizational support on innovative teaching: insights from university teachers in Yunnan Province, China
Yang, Xiangyu; Vesarach Aumeboonsuke (National Institute of Development Administration, 2024)
High-quality higher education can provide a solid support for the achievement of sustainable development goals and the development of human resources. However, the current stage of higher education development in Yunnan Province is still at the starting type, requiring innovative teaching within the constraints of limited economy and resources to pursue high-quality education.· This study aims to investigate how perceived organizational support influences innovative teaching among university teachers in Yunnan Province, and explores the roles of knowledge sharing, organizational- citizenship behavior, and transformational- leadership- in- this influencing mechanism. This research targeted full-time teachers from four universities in Yunnan Province and collected data through an online survey. The data analysis was conducted by Partial Least Squares Structural Equation Modeling (PLSSEM). The results show that knowledge sharing, under the influence of perceived organizational support, can actively promote innovative teaching. Organizational citizenship behavior plays a mediating role in the relationship between perceived organizational support and knowledge sharing. In addition, transformational leadership can effectively moderate the interactive relationship between perceived organizational support, knowledge sharing, and innovative teaching. This study can scientifically and effectively help Yunnan Province and similar regions promote innovative teaching.
The effect of psychological contract construction on consumer stickiness under anchor type differences: a study based on the Howard-Sheth Model
Li, Xiaopei; Li, Zhongwu (National Institute of Development Administration, 2024)
With the advent of the digital era, the form of e-commerce has undergone profound changes. As an emerging form of shopping, live streaming e-commerce has risen rapidly and become one of the important channels for consumers to shop. Live streaming e-commerce combines real-time interaction and entertainment, which not only enriches the shopping experience of consumers, but also brings brand-new market opportunities for merchants. However, the rapid development of live streaming e-commerce has also attracted wide attention from the academic circle to its influence mechanism, especially in terms of how to influence consumer behavior through live streaming content and anchor characteristics. Understanding this complex interactive process is of great significance for optimizing the operation strategy of live streaming e-commerce.
The constituent factors of the image of internet celebrity city destinations and their mechanisms of action-based on involvement theory and the model of tourism destination impression formation
Mao, Xin; Li, Zhongwu (National Institute of Development Administration, 2024)
In recent years, with the rapid development of the tourism industry, different tourist destinations have shown significant differences in attracting visitors. Some destinations have quickly risen to prominence as “internet celebrity” cities due to their unique culture, cuisine, activities, or natural landscapes, attracting a large number of tourists. This study aims to explore the role of social imagery and consumer involvement in the formation of impressions of tourist destinations, based on involvement theory and the model of destination impression formation, revealing how these factors influence the attractiveness and competitiveness of destinations.This study employed a survey method, selecting five emerging destinations that have gained popularity due to their distinctive appeal, and collected 540 valid samples. Through empirical analysis, the study examined the impact of social imagery on consumer cognitive, affective, and behavioral involvement, as well as the mediating role of these types of involvement in forming a tourism destination image.The results confirmed the significant impact of social imagery on consumer cognitive, affective, and behavioral involvement, further supporting the importance of social imagery in destination image formation. The study found that consumer involvement plays a key mediating role between social imagery and destination image. Specifically, high cognitive involvement encourages consumers to process destination-related information more deeply, which helps in forming a positive destination image. The study also found that high affective involvement significantly strengthens the emotional connection between consumers and the destination, enhancing its attractiveness and fostering loyalty. Finally, behavioral involvement further solidifies and strengthens the positive image of the destination through actual travel behavior. These findings suggest that social imagery not only directly influences the destination image but also indirectly enhances the market attractiveness and competitiveness of the destination by increasing consumer involvement.The contribution of this study lies in providing theoretical support for marketing strategies of emerging destinations, emphasizing the importance of social imagery and consumer involvement in shaping destination image. The study recommends that tourism managers make full use of social imagery and emotional marketing strategies to enhance consumer involvement, thereby increasing the competitiveness and attractiveness of the destination.
Research on determinants of career adaptability of Chinese graduates through the ability-motivation-opportunity framework and social relationship theory
Li, Zhimin; Chen, Chih Hung (National Institute of Development Administration, 2024)
With the development of globalization and knowledge economy, Chinese graduates in universities are facing increasing employment challenges, especially in the field of cross disciplinary employment. The purpose of this study is to explore the cross disciplinary employment Career Adaptability of Chinese graduates, with a focus on analyzing how Knowledge Transfer Ability, Knowledge Transfer Willingness, Knowledge Transfer Opportunity, and Social Relationship affect their career adaptation. By integrating the Ability-Motivation-Opportunity model and Social Relationship theory, this study provides an innovative theoretical framework to explore the dynamic interactions between these variables. This study used quantitative research methods and collected data on cross disciplinary Chinese graduates from six top comprehensive universities through a questionnaire survey. This study validated the direct and indirect effects of Knowledge Transfer Ability, Knowledge Transfer Willingness, and Knowledge Transfer Opportunity on Career Adaptability, as well as the regulatory effect of Social Relationship. The research results show that Knowledge Transfer Ability, Knowledge Transfer Willingness, and Knowledge Transfer Opportunity all have a significant positive impact on Career Adaptability, and Knowledge Transfer Opportunity and Knowledge Transfer Willingness play a chain mediated role in the relationship between Knowledge Transfer Ability and Career Adaptability, while the presence of Social Relationship significantly enhances the positive effects of these relationships. These findings not only validate the applicability of the AMO model and Social Relationship theory in the context of cross disciplinary employment, but also emphasize the importance of social support in promoting career adaptation. The contribution of this study lies in revealing the impact mechanism of Chinese graduates Career Adaptability in cross disciplinary employment, and expanding the application of AMO model and Social Relationship theory in cross disciplinary employment research. These findings will provide valuable reference and inspiration for future research and practice on the career development of Chinese graduates in universities. Meanwhile, the findings of this study provide valuable suggestions for higher education institutions and policy makers to design more effective career development support strategies to enhance the cross disciplinary employment adaptability of graduates. These findings also provide new perspectives for future research, particularly in the impact of cross disciplinary competence and social capital on career development.
The influence of negative perception avoidance of workplace exclusion on employee turnover behavior: based on multimotive model and affective events theory
Zhang, Yilan; Vesarach Aumeboonsuke (National Institute of Development Administration, 2024)
In recent years, the phenomenon of workplace exclusion has gradually attracted wide attention from academia and management practice. However, most studies mainly focus on the negative consequences of workplace exclusion, while the research on its negative perception avoidance is relatively scarce. The purpose of this study is to explore how the negative perception avoidance of workplace exclusion affects employees’ turnover intention and turnover behavior through the moderating effects of multiple multimotive responsess (prosocial responses, avoidance/withdrawal, antisocial responses) and self-perception, and to provide new theoretical support for business management practice. This study adopts the questionnaire survey method, takes the employees of high-tech enterprises as the research object, and collects valid samples for empirical analysis. Based on the multimotive model, self-perception theory and affective events theory, this study constructed a research model to verify the relationship between negative perception avoidance, multimotive responses, self-perception, turnover intention and turnover behavior of workplace exclusion through quantitative analysis. The results show that negative perception avoidance of workplace exclusion can significantly affect employees’ multimotive responses. Specifically, negative perception avoidance of workplace exclusion promotes prosocial responses and reduces avoidance/withdrawal and antisocial responses. At the same time, prosocial responses significantly reduced turnover intention, while avoidance/withdrawal and antisocial responses significantly increased turnover intention. In addition, turnover intention has a positive impact on turnover behavior, and the negative perception avoidance of workplace exclusion has a negative impact on turnover behavior. The study also found that self-perception has a significant moderating effect between multimotive responses and turnover intention, and a high level of self-perception can alleviate the negative impact of negative motivation on turnover intention. Through empirical verification, this study expands the application of multimotive theory and affective events theory in the study of workplace exclusion, reveals the dual influence path of negative perception avoidance of workplace exclusion on employee turnover behavior, and provides important theoretical basis and practical guidance for enterprise managers to reduce employee turnover rate by means of emotion management and employee self-perception improvement. Although this study has some limitations in sample scope and data collection methods, its findings provide new ideas and inspiration for subsequent research and management practice in related fields.
Exploring the role of psychological capital in human capital retention: evidence from the turnover tendency of young teachers in Chinese colleges
Li, Huawei; Marisa Laokulrach (National Institute of Development Administration, 2024)
The higher education system in China has undergone tremendous changes in the past few decades, with a notable feature being the rapid rise and development of private universities. After decades of development, private higher education has shown strong vitality with flexible and diverse forms of operation and management mechanisms. With the continuous development and reform of China's higher education system, private universities have played an important role in the cultivation of talented teachers and social services. By the end of 2023, there were 789 private universities in China, accounting for 25.66% of the total number of universities in the country, and they have become an important part of higher education in China. With the rapid development of private universities, private university teachers are a rapidly growing professional group in the current field of education. As the core force of education and teaching, they are the cornerstone of the survival and prosperity of private universities, and play a crucial role in improving teaching quality and the reputation of educational institutions. In recent years, the problem of teacher turnover in private universities has become increasingly severe due to factors such as society, environment, economy, and development. The significant loss of teaching staff has to some extent hindered the development of private universities and has also attracted considerable attention from various private universities. As an important part of the teaching staff in private universities, the continuous loss of young teachers will inevitably weaken the stability of the entire teaching staff. In the long term, it will affect the development of institutions and have adverse effects on individual teachers and the entire education system. In order to explore the influencing factors on the turnover of young teachers in private universities in China and provide a theoretical basis for developing targeted intervention measures, this study combines social cognition theory, the March and Simon Model, and psychological capital theory to construct a comprehensive theoretical model that includes professional identity, social intelligence, perceived behavioral control, and psychological capital as independent variables, job satisfaction as a mediating variable, organizational support as a moderating variable, and teacher turnover intentions as a dependent variable. This provides a multidimensional and multi-level analytical framework for future related research. This research uses the snowball sampling questionnaire survey method to select young teachers under the age of 40 from private universities in Henan, Guangdong, Shandong, and Hubei provinces, which rank among the top four in terms of the number of private universities in China, as the research subjects for the data collection. After organizing the collected questionnaire data, descriptive statistical analysis, reliability, validity, and structural equation modeling were used to verify whether the hypothesis was supported. The results of this analysis are as follows: psychological capital plays an indispensable role in human capital retention, and psychological capital is positively correlated with the job satisfaction of young teachers in private universities, with a significant negative impact on turnover intention. There is a significant positive correlation between professional identity and job satisfaction among young teachers in private universities, and a significant negative impact on turnover intention. Social intelligence has a positive impact on job satisfaction among young teachers in private universities and a significant negative impact on turnover intention. There is a significant positive correlation between perceived behavioral control and job satisfaction among young teachers in private universities, but there is no negative impact on turnover intention. Job satisfaction had a significant negative impact on turnover intention and played a mediating role in the effects of professional identity, perceived behavioral control, and psychological capital. Organizational support plays a significant moderating role in the impact pathways of professional identity, social intelligence, psychological capital, and job satisfaction on turnover intentions. The results of this study provide a new perspective for understanding the trend of young teacher turnover in private universities. Our study article proposes targeted countermeasures and suggestions on how private universities can use psychological capital theory and social cognitive theory to attract and retain young teachers. These measures will not only improve teachers' job satisfaction, reduce their turnover tendency, and effectively retain human capital, but will also promote the long-term stable development of institutions and the improvement of education quality, which plays an important role in promoting the stability and development of the education system.
The effects of creativity, empowering leadership and team knowledge sharing on innovation performance of Chinese academic research team
Zhang, Qian ; Vesarach Aumeboonsuke (National Institute of Development Administration, 2024)
This study focuses on the unique context of Chinese academic research teams, aiming to provide a comprehensive understanding of the intricate dynamics of creativity, empowering leadership, team knowledge sharing, and the transformational dimension, as well as their collective impact on the research innovation performance of Chinese academic research teams. Utilizing a snowball sampling method, a detailed quantitative analysis was conducted on data from 388 respondents in Chinese academic research teams using the PLS-SEM analytical approach. The empirical results confirm that empowering leadership significantly enhances research innovation performance; The positive correlation between team knowledge sharing and innovation performance underscores the critical role of a collaborative environment in enhancing innovative capacity. Transformational capabilities of dynamic capabilities not only drive innovation but also amplify the effects of leadership and knowledge sharing on innovation outcomes. These findings advance the theoretical understanding and practical application of organizational behavior and innovation management. They offer valuable insights into improving the research innovation performance of faculty in the region and contribute new knowledge to the academic field. Furthermore, they provide effective strategies for developing educational policies and administration.
Management decision making: the use of improved-topsis for comprehensive evaluation of sewage treatment project
Yu, Xin; Sid Suntrayuth (National Institute of Development Administration., 2024)
The research on the theory and application of multi-attribute decision making in management decision-making has received extensive attention, and with the further participation of stakeholders in decision-making issues, the research on multi-attribute decision making has also become more and more important. With the rapid development of the economy and the rapid expansion of cities, environmental problems are becoming increasingly severe. Water pollution is a major issue in environmental problems. As the main facility for water pollution treatment, how to scientifically evaluate sewage treatment projects, so as to minimize the pollution to the ecological environment, reduce project investment the cost of operation and management in the management decision-making of sewage projects, it is necessary and highly practical to conduct a scientific evaluation of projects in operation.
Unleashing product innovativeness: Investigating the synergy of ambidextrous leadership, organizational agility, knowledge-based dynamic capabilities, and the moderating role of entrepreneurial orientation: evidence from AI industry of the Yangtze river delta region, China
Zhang, Shuxin; Sid Suntrayuth (National Institute of Development Administration, 2024)
This study investigates how ambidextrous leadership (AL) influences product innovativeness (PI) through the mediating effects of organizational agility (AG) and knowledge-based dynamic capabilities (KBDCs), with entrepreneurial orientation (EO) moderating these relationships within firms in the artificial intelligence (AI) industry. A quantitative research method was applied, employing a survey questionnaire administered to 405 respondents across 76 AI firms located in the Yangtze River Delta region of China. Respondents were randomly selected from reputable databases. Structural equation modeling (SEM) with AMOS 26 was used to evaluate model fit and test hypotheses, with data analyzed using covariance-based SEM. Results reveal that ambidextrous leadership has a significant positive effect on product innovativeness, organizational agility, and knowledge-based dynamic capabilities. KBDC and AG both mediate the positive relationship between AL and PI, enabling an analysis of both direct and indirect connections among these factors. Interestingly, the findings indicate that opening leader behaviors alone did not significantly influence product innovativeness, while closing leader behaviors had a substantial impact on it. Additionally, the study examined the moderating effect of entrepreneurial orientation on the interrelationships among these variables; notably, higher EO intensified the impact of AL on PI, as well as the effects of AG and KBDCs on PI. This study expands existing knowledge on leadership dynamics in the context of new product development, emphasizing the importance of adaptable leadership. It iv provides a novel perspective by examining the intricate relationships among AL, AG, KBDC, PI, and EO, particularly focusing on the relatively new concept of ambidextrous leadership. The study makes a substantial contribution by analyzing the mediation and moderation effects within this framework, shedding light on the mechanisms driving product innovativeness, marking one of the earliest investigations in this field. These findings offer valuable insights for firms aiming to optimize critical knowledge resources, foster product innovation, and enhance competitive competencies.
Research on the impact of organizational innovation climate on employee's innovative work behavior
Xu, Ziqing; Sid Suntrayuth (National Institute of Development Administration, 2022)
Innovation is considered the key to organizations' competitive advantage, which has been shown to succeed in today's competitive work environment. Especially for high-tech enterprises, the living environment of enterprises has undergone significant changes. However, business management is not a simple matter of promoting knowledge workers to carry out sustainable and long-term innovative work behaviors. Compared with ordinary work behavior, innovative work behavior expresses new ideas to achieve innovation. In the antecedents of innovative behavior, the antecedents at different levels are not explored in depth. Therefore, to stimulate knowledge workers' innovation activities, this study is based on the stimulus-organism-response (SOR) model and constructs a three-level impact mechanism model of the external environment, psychological factors, and individual behavior. The main contents include the following parts: Firstly, Based on the research purposes and reviewing the relevant theoretical research, this research involves variable definition, extracting the main leading factors affecting the knowledge staff innovation behavior, analyzing the innovation orientation, and organization climate influence knowledge staff innovation behavior mechanism. This study thought influence R&D worker innovation behavior leading factors include three aspects: first， on behalf of the organization's overall objective environment properties, organization climate, can be regarded as a staff of the external environment stimulation; second, the strength of internal factor, including cognitive status reflects the psychological safety, and intrinsic motivation, which can be regarded as a psychological state of employees. Third, knowledge sharing as a kind of behavior can affect another behavior. This study argues that organization innovation climate has a direct impact on innovative work behavior, at the same time it can also be through psychological safety and intrinsic motivation as mediation variables indirectly influence knowledge sharing. Meanwhile, the R&D workers' knowledge sharing can directly impact innovative work behavior. Based on the effect mechanism, this paper puts forward 11 hypothesis relationships and set up the theoretical relationship model of this study. Second, through questionnaire survey collected data, the empirical test organizational innovation climate for R&D workers behavior influence relationship model. This study selected 446 valid samples from the R&D department of high-tech enterprises in Guangdong province in China through the judgmental sampling method. AMOS 23.0 and SPSS 25.0 was used to analyze the data and performed structural equation modeling (SEM) with the bootstrapping approach. The reliability and validity test, descriptive statistical analysis, show the sample data has good reliability and validity, and can carry out data analysis processing, the result showed that 11 hypotheses obtained data support, to be able to verify. Thirdly, Both the external environment (i.e., organizational innovation climate) and psychological factors (i.e., intrinsic motivation, psychological safety) have a significant positive impact on individual response (i.e., knowledge sharing, Innovative work behavior). Knowledge sharing has the greatest impact on innovative work behavior, meanwhile, psychological factors also have a great impact on innovative work behavior. Besides, psychological factors also mediate the relationship between the external environment and knowledge sharing. The findings indicated that high-tech enterprise should try their best to provide R&D employees with opportunities and platforms for knowledge sharing, and encourage more exchanges and sharing among employees. It must also formulate scientific innovation climate when implementing strategies and continue to shape a harmonious and equal organizational climate. Furthermore, high-tech enterprises should encourage employees to speak the truth, express different voices, and stimulate work enthusiasm to improve psychological safety and intrinsic motivation, enhancing employees’ innovative work behavior.

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