ICO: Dissertations

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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.
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.
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.
The influence of organizational justice onknowledge-based employees' knowledge hiding behavior--based on theory of planned behavior and emotional exhaustion factor
Du, Yingjun; Sid Suntrayuth (National Institute of Development Administration, 2022)
This study explored the influence mechanism of organizational justice on knowledge hiding behavior of knowledge workers, and examined the relationship between organizational justice and knowledge hiding behavior, including knowledge hiding attitude, subjective norms, behavioral control, intention and emotional exhaustion. The research is mainly based on Social Exchange Theory (SET), Theory of Planned Behavior (TPB), Social Cognitive Theory (SCT) and Conservation of Resources Theory (COR). Survey data for this study was collected from 545 faculty members from 79 colleges and universities in Guangxi, China. The results indicate that organizational justice significantly influences knowledge hiding behavior through the theoretical framework of planned behavior and emotional exhaustion. In addition, emotional exhaustion and knowledge hiding attitudes, subjective norms, behavioral control, and intention play a mediating effect between organizational justice and knowledge hiding behavior. Although procedural and distributive justice did not significantly and negatively affect knowledge hiding behavior, they did affect knowledge hiding attitudes, subjective norms, behavioral control, intention and emotional exhaustion, and ultimately knowledge hiding behavior. This study deepens the theory of knowledge hiding and enriches and improves the theory of knowledge management. In particular, the mediating effect of emotional exhaustion was found in the relationship between organizational justice and knowledge-hiding behavior, thus extending the modeling framework of the theory of planned behavior. The knowledge hiding behavior of knowledge employees is not conducive to the smooth flow of knowledge within the organization, resulting in the waste of existing knowledge resources of the organization and affecting organizational performance and organizational creativity. This study suggests that managers should pay attention to enhancing the organizational justice climate, improving employees' sense of organizational justice, focusing on employees' emotional exhaustion problems, and reasonably selecting knowledge exchange targets, which provide useful practical references for organizations to prevent and reduce the occurrence of knowledge hiding among knowledge workers in advance.
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.
Factors influencing gig workers' satisfaction and commitment on the knowledge service providing platforms based on the self-determination theory : the case study in China
Yang, Liqian; Aweewan Panyagometh (National Institute of Development Administration, 2022)
With the development of technology, knowledge service providing platforms are growing quickly. There were 1,021 financial investments totaling up to 131.3 billion yuan in knowledge service providing platforms in the past seven years. The gig economy has also been widely discussed in the last decade. This research is based on the self-determination theory (SDT) with the aim to study how social capital, gig workers’ intrinsic motivation, and extrinsic motivation influence their work satisfaction and commitment, with this study focus on the gig workers who work in the top six knowledge service providing platforms in China. This study provided the contribution of literature on self-determination theory and the application of the gig economy in knowledge service providing platforms industries. The quantitative research method was applied in this research. Online questionnaires were distributed to the respondents to conduct the survey, and a total of 1049 valid respondents were received. The study compared two groups: the gig workers with full-time jobs and the gig workers without a full-time job. Partial Least Squares Structural Equation Modeling (PLS-SEM) was applied to analyze the data and generate the results. It was found that both groups of gig workers, those with full-time jobs and those without have the same direction in which self-determination and social capital are positively associated with intrinsic motivation. Both intrinsic and external motivation have a positive influence on gig workers’ satisfaction and commitment. Finally, the academic and practical contributions are discussed.
The causes and intervention of young teachers' job burnout in Chinese vocational colleges
Wang, Shaoxian; Li, Zhongwu (National Institute of Development Administration, 2023)
The phenomenon of occupational burnout is widely prevalent in contemporary society, particularly among occupational groups with high levels of repetitive work tasks, such as teachers. This is especially pronounced among young teachers in Chinese vocational colleges, where the issue of occupational burnout has become increasingly prominent, posing a threat to the sustainable development of vocational colleges.Therefore, identifying effective interventions to alleviate occupational burnout and mitigate its negative impacts has become increasingly significant. This study uses young teachers from vocational colleges in Guangxi as the empirical research subjects, employing quantitative analysis to explore the issue of occupational burnout. It combines theoretical research and practical investigation results to propose relevant intervention strategies for occupational burnout. The key findings of this study include: (1) Male teachers experience higher levels of occupational burnout than female teachers, and the incidence rate is highest among teachers aged 36-40. Teachers aged 20-25 have the highest self-efficacy, while the rate of burnout is most serious among lecturers. Teachers with over 15 years of teaching experience have the highest incidence of occupational burnout. (2) Occupational burnout is significantly negatively correlated with transactional psychological capital, interpersonal psychological capital, perceived behavioral control, cognitive social capital, occupational values, as well as self-efficacy. (3) Occupational values play a partial mediating role between transactional psychological capital and occupational burnout, while self-efficacy acts as a moderator in this relationship. Based on the research findings, this paper puts forward a series of intervention strategies for addressing occupational burnout among young teachers in vocational colleges. These strategies take into account the perspectives of teachers, society, as well as schools, with a particular emphasis on enhancing psychological adjustment abilities, improving psychological capital, and developing perceived behavioral control at the teacher level to prevent the occurrence of occupational burnout emotions. The significant contribution of this study lies in not only providing a comprehensive and in-depth theoretical framework that explains the phenomenon and causes of occupational burnout but also offering empirically supported, actionable intervention measures. These measures have important practical implications for alleviating occupational burnout in young teachers, maintaining the stability of the educational environment, as well as realizing the sustainable development of vocational colleges. Furthermore, the research findings also provide new evidence for the theoretical study of occupational burnout and lay the foundation for future research.
Research on the influence of information ecological imbalance on elderly user's use behavior of G2C E-Government
Zhang, Yingxue; Chen, Chih Hung (National Institute of Development Administration, 2022)
The theory of information ecology is a new subject which analyzes the imbalance in supply chain information management by combining the theory of supply chain management, and puts forward corresponding countermeasures from the perspective of information ecosystem balance. In fact, no matter how advanced the information technology is, the premise of its existence is to serve mankind. In society, there is a group of people that can't be ignored - the elderly. When advanced technology no longer serves the elderly, they are frequently labeled as "refugees on the Internet" and "islands of information". In the special time interval of the global COVID-19 epidemic, this situation is getting even worse. Then what is the reason? That's exactly the theme of this paper, including the impact of information ecological imbalance on the willingness of the elderly to learn information technology, and the impact on the use behavior of G2C elderly users.
The influence of reinforcement sensitivity on the extroverted dangerous behavior of Chinese college students--the mediating effect of self-control
Zhang, Juntao; Li, Zhongwu (National Institute of Development Administration, 2021)
As China's college enrollment expanding, the rapid increase in the number of college students, Chinese college students by outgoing dangerous behaviour has triggered a series of negative social phenomenon has caused widespread attention from all walks of life, Therefore, it is necessary to study the influencing factors of extroversion dangerous behavior and find effective prevention and intervention measures. Based on this, this study explores the influencing factors of extroversion dangerous behavior among Chinese college students, the relationship between the dimensions of enhanced sensitivity and self-control, and the influence of the dimensions of enhanced sensitivity and self-control on extroversion dangerous behavior. At the same time, the mediating effect of self-control dimensions on strengthening the relationship between sensitivity dimensions and outward-oriented dangerous behaviors was also studied. Based on the establishment of the scale of consideration. It is found that there is a significant positive correlation between impulsivity and violence in self-control. There was no significant positive correlation between impulsivity and indiscipline. There was a significant positive correlation between impulsivity and theft. There was a significant positive correlation between impulsivity and truancy. It is found that there is a significant positive correlation between reward sensitivity in reinforcement sensitivity and impulsivity in self-control, and a significant negative correlation between reward sensitivity in reinforcement sensitivity and restraint in self-control. There was a significant negative correlation between punishment sensitivity in reinforcement sensitivity and impulsivity in selfcontrol, and a significant positive correlation between punishment sensitivity in reinforcement sensitivity and restraint in self-control. In the verification of the mediating role of self-control dimensions in strengthening outward-facing dangerous behaviors of sensitivity dimensions, it is found that: The reward sensitivity in enhanced sensitivity affects violent behavior in extroverted dangerous behavior through impulsivity and restraint in self-control, The reward sensitivity in enhanced sensitivity can influence stealing behavior in extroverted dangerous behavior through impulsivity and restraint in self-control, and the reward sensitivity in enhanced sensitivity can influence indiscipline behavior in extroverted dangerous behavior through impulsivity and restraint in self-control. Punishment sensitivity in enhanced sensitivity affects violent behavior in extroverted dangerous behavior through impulsivity and restraint in self-control, The punishment sensitivity in enhanced sensitivity can influence stealing behavior in extroverted dangerous behavior through impulsivity and restraint in self-control, and the punishment sensitivity in enhanced sensitivity can influence indiscipline behavior in extroverted dangerous behavior through impulsivity and restraint in self-control. These findings provide useful references for Chinese university student management workers helping college students to establish sound personality and successfully complete their studies.
The effect of prior knowledge, cognitive styles and social network on opportunity recognition: the role of absorptive capacity
Fan, Jing; Marisa Laokulrach (National Institute of Development Administration, 2021)
The objective of this study is to make better sense of individual-level factors in opportunity recognition in the context of China's IT industry. This study seeks to analyze theoretically and empirically how prior knowledge (i.e., customer need knowledge, technological knowledge depth, and technological knowledge breadth), social network (i.e., social network size and social network strength), cognitive styles (i.e., knowing style, planning style, and creating style) and absorptive capacity are related to opportunity recognition. To date, limited research has empirically examined the direct and indirect effects of the above-mentioned variables on opportunity recognition in the context of China's IT industry. Drawing on human capital theory, social network theory and the view of cognitive psychology, a conceptual model that shows the relationships between these variables is developed. To examine the conceptual model, this study conducts a survey to employees of IT firms located in Beijing, Guangdong, and Jiangsu. With the aid of software SPSS 24.0 and AMOS 24.0, preliminary analysis is conducted to make sure that the proposed measurement model is satisfactory. Bootstrap procedure is used to examine the proposed hypotheses. The results of this study reveal the positive direct effects of technological knowledge breadth, knowing style, and creating style on opportunity recognition. The positive effect of absorptive capacity on opportunity recognition is also established. This study identifies three mediating mechanisms through which knowing style, planning style, and creating style develop their effects on opportunity recognition. Additionally, the results of this study show that customer need knowledge, technological knowledge depth, social network size, and social network strength do not play important roles in opportunity recognition. By showing the different effects of the above-mentioned variables on opportunity recognition, this study provides a more fine-grained understanding of individual-level factors in opportunity recognition. The findings of this study shed new light on what individual-level factors are helpful in recognizing opportunities in the context of China's IT industry. This study makes several contributions to the theory of opportunity recognition and provides useful implications for entrepreneurship practice. Finally, this study concludes with its limitations and directions for further research.
The role of entrepreneurial and customer orientation on success and sustainability of firm performance through knowledge creation process
Zhang, Hon; Vesarach Aumeboonsuke (National Institute of Development Administration, 2022)
This study examined the influence of entrepreneurial orientation and customer orientation on firm performance through the knowledge creation process. The research findings reveal new patterns of business performance success and sustainability based on core factors. Structural equation modeling using Amos version 24.0 was employed to analyze the data collected through a questionnaire survey of 319 managers in Chinese-funded enterprises in Thailand. The results demonstrate a significant impact of entrepreneurial orientation and customer orientation (p<.001) on the knowledge creation process, confirming the mediating role of the knowledge creation process in the relationship between entrepreneurial orientation and customer orientation on firm performance. Thus, both entrepreneurial orientation and customer orientation make significant contributions to the sustainability of firm performance through the knowledge creation process. Additionally, the study indicates that Chinese-funded enterprises in Thailand exhibit stable strategic orientation, possess effective knowledge management systems, and achieve successful firm performance, thereby indicating a sustainable internal environment. These research findings provide valuable guidance for strategic planning and implementation of overseas start-up enterprises and assist entrepreneurs in analyzing the internal environment of their enterprises when investing abroad.
The influence of emotional labor on organizational citizenship behavior of teachers—taking secondary vocational schools as example
Hao, Qiang; Sun, Xuemei (National Institute of Development Administration, 2023)
As high emotional workers, teachers' emotional labor is deeply involved in building teaching effectiveness, creating working atmosphere and improving organizational performance. In order to ensure the quality of secondary vocational education, it is necessary to pay attention to the construction and management of secondary vocational teachers and improve their organizational citizenship behavior. It is possible to achieve organizational goals and improve the overall performance of the organization through the voluntary organizational citizenship behavior of secondary vocational teachers beyond their personal work responsibilities. In educational work, teachers need to make matching emotional expressions according to the potential emotional rules set by the organization, and more emotional efforts are also needed to interact with leading colleagues. At present, there are some problems in the emotional labor of secondary vocational teachers in China, such as high-intensity emotional consumption caused by complex working environment, difficult compensation of emotional resources caused by lack of school organization care, and insufficient emotional literacy of teachers affecting teachers' emotional regulation. Secondary vocational teachers need to judge and express reasonably in specific situations. However, their emotional labor is not always under reasonable emotional control. Once the emotional feelings are inconsistent with the organization and expression rules, emotional resources will be consumed. If they are not compensated accordingly, it will affect teachers' work attitude and performance. Based on this, we need to examine and optimize the impact of teachers' emotional labor on organizational citizenship behavior. Therefore, on the basis of theory of resource conservation and social exchange theory, this paper takes the 'Stress-Strain-Outcome' (S-S-O) model as the theoretical analysis framework, constructs the action path and research model of emotional labor of secondary vocational teachers on organizational citizenship behavior, tests the intermediary role of psychological contract and work engagement between them, and explains the mechanism of emotional labor of secondary vocational teachers on organizational citizenship behavior, explores the moderating role of organizational support between emotional labor and psychological contract. In this paper, a mixed research method is of 20 secondary vocational teachers in-depth interviews to clarify the direct correspondence between the two variables, the initial verification of research hypotheses to increase the diversity of data collection. Then through the questionnaire analysis (846), the hypothesis test was carried out, and the data were statistically analyzed by SPSS26.0, and validation of the model using Mplus 8.3. The value of this study is mainly reflected in: 1) Combined with the actual work of secondary vocational school teachers, the study focused on the emotional weakening of work focus and the surface acting of employee focus; 2) Reveals the influence mechanism of emotional labor on organizational citizenship behavior and its boundary conditions; 3) Enriched the empirical research of organizational support as a moderator variable. The research enlightenment of this paper is mainly aimed at two angles: From the organizational level, including measures such as optimizing the organizational management system, creating an organizational support atmosphere, and carrying out emotional labor management training; From the individual level, including improving job competency, actively improving work attitude and flexibly adjusting personal emotions.

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