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Purpose: The aim of the article is to answer the question whether the COVID-19 pandemic, which began in China and spread around the world at the beginning of 2020, has affected the management of healthcare facilities. An example of such a change in strategic and operational management, especially in the field of patient service and rules related to personnel management, is JST Sp. Z o. o. CM Klara in Częstochowa. Design/methodology/approach: The study was based on a purposive, pilot study. The survey tool was a questionnaire. Contact with the facility took place by e-mail correspondence and direct meetings with the management of the facility. The Supreme Audit Office's (NIK) report on the functioning of hospitals in the COVID-19 pandemic was analysed. Findings: The study can serve as a small contribution to the development of rules for the conduct of healthcare facilities in the event of a pandemic or other global health threats. On the basis of the study, it was possible to identify areas that require special attention, places in the management of the facility that are bottlenecks and elements that are well adapted to the fight against the pandemic. Research limitations/implications: The study in its current form is a pilot study. In the future, this study could apply to both Polish and other countries affected by the COVID-19 pandemic in order to develop general rules of conduct in the management of facilities in the era of pandemic threat. Practical implications: An extended study could help to develop general rules of conduct for the management of healthcare facilities in the era of pandemic threat. Social implications: A well-managed healthcare facility, especially at a time of enormous challenge such as the pandemic, can significantly contribute to saving the lives and health of many people, preventing the spread of the pandemic, limiting its impact on medical staff and educating the population related to the fight against the pandemic. Originality/value: The issue related to the management of healthcare facilities in the era of the COVID-19 pandemic is a unique issue. It can be particularly helpful for managers of health care facilities as well as for the state authorities to which these facilities are subordinate. [ABSTRACT FROM AUTHOR]

Purpose: Constructed upon knowledge-based view theory, this study investigates the influence of internal marketing (IM) on knowledge management (KM) processes in higher educational institutes (HEIs) in China and Pakistan. The study investigates the direct link between KM processes and organizational performance and indirect links via knowledge workers' productivity (KWP). Design/methodology/approach: Data were collected from HEIs in China and Pakistan, and 784 survey responses were reported from academic and administrative staff (HEIs). Findings: The result revealed that IM has a significant impact on KM processes, and KM processes impact organizational performance via the partial mediating effect of KWP in China, Pakistan and the overall sample. The multi-group analysis confirmed the substantial differential effect of KM processes on KWP in culturally different HEIs. Originality/value: A lack of research establishes the inter-relationship between KM enabler (IM), KM processes, KWP and organizational performance in culturally diverse environments. This is one of the initial studies that examine the relationship between IM, KM processes, KWP and organizational performance in HEIs. Furthermore, this study contributes to the existing body of knowledge by conducting an in-depth empirical examination of IM, KM processes, KWP and OP in culturally diverse environments (i.e. China and Pakistan). Key Points: This research examines the influence of internal marketing (IM) on knowledge management (KM) processes by using knowledge workers' productivity (KWP) as a mediator between knowledge management (KM) and organizational performance. Through the partly mediating effect of KWP, it was discovered that IM considerably influenced knowledge management processes and organizational performance in China, Pakistan and throughout the sample. The multi-group analysis indicates that KMPs have a statistically significant influence on KWP. [ABSTRACT FROM AUTHOR]

Using comprehensive personnel data from a Chinese firm, we confirm significant cohort effect in our sample. Complementary to the existing literature, we have two new findings: First, cohort effect only exists among workers with low initial job levels and it disappears in senior managers. Second, the job position upon entering the firm accounts for half of the cohort effects, supporting the task-specific human capital theory. [ABSTRACT FROM AUTHOR]

We discuss the link between global value chains (GVC) and the widening differences in total factor productivity (TFP) across regions. Firstly, the empirical evidence from China indicates that differences in technological bias may be a vital factor in TFP differences. Further, we test the connection between GVC and regional TFP differences, providing a new explanation from the perspective of technological bias. Due to different speeds of factors mobility, GVC can intensify regional factor cost disparities, thereby expanding technological bias differences. As a result, it impedes regional TFP convergence. Finally, we have tested the above mechanism using data from China. • GVC has widened the regional disparities in TFP. • GVC exacerbates regional factor misallocation and further expands disparities in regional technological bias. • Biased technological changes act as a mediator in GVC hindering regional TFP convergence. • The benchmark model is applied based on provincial-level data in China for the period 2001–2014. [ABSTRACT FROM AUTHOR]

Research background: In recent decades, services in international trade have been growing steadily in importance, and there has been strong growth in China's trade in services as a result of the 'opening up' policy. China has become the European Union's second biggest trading partner in services with the European Union (EU), being China's largest trading partner. The EU is one of the addressees of the Chinese Belt and Road Initiative, which creates opportunities and threads to the European Internal Market in services. Purpose of the article: The aim of this paper is to contribute to the literature and fulfil the research gap on the position of China in intra-EU trade in services. Methods: We identified the most important types of services offered by China to purchasers from the EU countries. By using the Revealed Symmetric Comparative Advantage (RSCA) and trade balance (LFI) indices, we classified the Chinese exports to the EU Internal Market by types of services and by their trade position. Findings & value added: We found out that China might be perceived as a strong competitor for intra-EU trade in selected services, especially those concerning low-end service tasks, that use relatively low-skilled labour and are less knowledge- and capital-intensive. However, China's attitude is changing towards more sophisticated services for example R&D. It creates a need for a new approach to the EU economic policies (in terms of both protectionism and interventionism) in trade relations in services with China. [ABSTRACT FROM AUTHOR]

Grain self‐sufficiency (GSS) is gaining increased attention throughout the world, and this holds particularly true for China. This study, therefore, investigated spatial and temporal patterns of GSS at the county level in China from 1980s to the 2010s; then explored future GSS changes in the 2035s according to China's 2016 dietary nutrition guidelines, under the circumstances of maximum, average and minimum grain yield increase rate; and finally discussed the ability of a county to purchase grain to meet its demands. The results indicate that the number of counties with self‐insufficiency for total grain and ration decreased, and the amount of counties with high‐level self‐sufficiency for total grain and ration increased. However, the change in the number of counties with feed grain self‐insufficiency and high‐level self‐sufficiency is opposite to that of ration and total grain. Eastern China was characterised by high GSS of total grain, ration and feed grain. As for different kinds of grain, high level of GSS distributed in main grain producing areas, such as rice in south China, wheat in western China and Huang Huai Hai Plain, maize in north and northwest China and soybean in northeast China. Qinghai‐Tibet plateau has undergone poor food security in the last 30 years. In the 2035s, China's total GSS level and ration self‐sufficiency level will be improved under the maximum and average grain yield increase rate, whilst for feed grain, the self‐sufficiency level will be improved only under the maximum grain yield increase rate. The Qinghai‐Tibet plateau has always been a fragile area of food security. This study plays the vital function in understanding China's food security and contributes to the optimisation of agricultural production as well as the utilisation of both internal and external markets. [ABSTRACT FROM AUTHOR]

Recently, issues of human resource management gradually attract a lot of attention from organizational behavior scholars, thus how to effectively improve service employees' job attitude and performance to meet the needs of stakeholders is one of the key issues in internal marketing. Based on the perspective of internal marketing, the study transforms the relevant factors applied to maintaining external customer relations into internal employee-oriented factors, so as to increase the understanding of the relationship between internal service recovery and internal relationship quality (IRQ). This study aims to explore (1) whether internal service recovery enhances IRQ; (2) whether internal relationship investment (IRI) positively moderates relationship between internal service recovery and IRQ; and (3) whether effectiveness of internal service recovery differentiates under different exchange relationship (high/low quality leader-member exchange). In this study, a total of 206 Mainland China and 250 Taiwanese participants were collected. In this study, a variance-based structural equation modeling (PLS-SEM) was performed to test the proposed hypothesizes and conduct comparative analysis. Empirical results in both samples show that internal service recovery has positive and significant effects on IRQ; internal relationship investment and leader-member exchange (LMX) positively and significantly moderate the relationship between internal service recovery and IRQ. Finally, based on the results, this study provides some discussions, suggestions and managerial implications for future studies in organizational management. [ABSTRACT FROM AUTHOR]

Top management in state‐owned enterprises (SOEs) works in a typical internal labor market and seeks political promotion after the tenure. By using a sample of Chinese listed SOEs for 2003–2013, this paper documents that top management in SOEs has motivations to trade‐off its own promotion through increasing dividend payout, and the evidence becomes more significant when SOEs report better financial performance than their industry averages. [ABSTRACT FROM AUTHOR]

This research utilizes hand-collected data on business groups' pyramidal equity structure to examine the impacts of internal capital markets on research and development (R&D) investments in China. Empirical findings show that the allocation efficiency of the internal capital market positively correlates with R&D investments. We further provide evidence of a U-shape relationship between pyramidal layers and R&D investments for state-owned business groups. For non-state-owned business groups, however, there is an opposite impact pattern on the relation between internal capital markets and R&D investments. [ABSTRACT FROM AUTHOR]

Purpose: Constructed upon knowledge-based view, the study examines the influence of internal marketing on knowledge management processes and the indirect association of knowledge management processes with organizational performance through mediating role of knowledge worker satisfaction. Design/methodology/approach: This study used a sample frame of 536 academic and administrative employees from higher education institutions in China; structural equation modeling was performed using Smart PLS 3.2.8. Findings: The outcome reveals that internal marketing has a significant impact on knowledge management processes. The results revealed a direct insignificant impact of knowledge management processes on organizational performance; the study found full mediation of knowledge worker satisfaction on the linkage between knowledge management processes and organizational performance. Practical implications: Outcomes of this research strengthen the universities' experience of knowledge management and recommend how academics and administrators of higher education institute can value knowledge worker satisfaction, which in turn improves organizational performance. Originality/value: Although, there is an increased significance of knowledge management in higher education institutions, there is a lack of research that examines the enabling factors and outcomes of knowledge management practices. The present study is one of the first studies to ascertain the relationship of internal marketing, knowledge management processes, knowledge worker satisfaction and organizational performance. This is one of the initial research studies that not only empirically examines the interrelationships among these variables but also enlightens insights into the current literature by instantaneous investigation of the mediating role of knowledge worker satisfaction. [ABSTRACT FROM AUTHOR]

This paper examines the foreign direct investment (FDI) decision by family firms from an emerging economy, China. Despite the increasing attentions to family firms' FDI, extant research has focused largely on the comparisons between family firms and non-family firms with inconsistent findings. Limited research effort has been devoted to the heterogeneous FDI among family firms. We investigate how different family firm types affect its FDI. Family firms differ in the identity of family owners due to their variation in the trade-off between preserving family's socioemotional wealth (SEW) and maximizing firm economic goals. Family owners with different identities will behave differently in their FDI decisions. We find that family firms owned by a lone founder (i.e., lone-founder firms) who perceives himself more as an entrepreneur, have higher propensity and intensity of FDI than those owned by multiple family members (i.e., family-controlled firms) who share the identity of family guardians. Moreover, we find that the positive effect of lone-founder on family firms' FDI decisions is stronger when they have adequate access to internal capital markets through pyramidal ownership structure or financial slack. Overall, this paper enhances our understanding of family firms' FDI decisions and offers an explanation for prior inconclusive findings on this important area by highlighting the effect of huge heterogeneities among family firms on their FDI decisions. [ABSTRACT FROM AUTHOR]

Gender differences in the labor market have attracted significant attention from economists, who focus on gender differences not only in wages but also in promotions. However, the research on gender differences in promotions within the internal labor market is scant, especially in China. By taking advantage of rare personnel administration data from a large firm in China, this paper explores different aspects of the gender promotion gap, and then further discusses the contribution of several individual and organizational variables in accounting for gender differences in each aspect of promotions. [ABSTRACT FROM AUTHOR]

Using Chinese split‐share structure reform as backdrop, we study the alternative theories explaining the change in objectives of internal capital markets (ICMs) after regulatory intervention. Focusing on related party merger and acquisitions, as the primary form of ICM transactions in China, we document significantly positive performance improvement among the acquiring firms around related party than nonrelated party merger and acquisitions in the period following the split‐share structure reform. This evidence is particularly stronger among acquirers with lower institutional shareholding. Our findings are invariant to the length of performance evaluation window, matched samples, model specifications, acquirers' ownership structure, and business group affiliations. After controlling for alternative channels of tunnelling and propping, contrary to the popular belief, our findings support the bright‐side view of ICMs postregulatory intervention in an emerging market set‐up. [ABSTRACT FROM AUTHOR]

Purpose: Higher Education Institutions (HEIs) require regular generation of information determining what employees want from their institution and their real feelings about their jobs. Internal marketing (IM) can be a significantly valuable source of generating such information for HEIs to assess perceptions about institutions' initiatives pertinent to their staff members. However, there has been a significantly limited research to operationalize IM in HEIs. Hence, the purpose of this paper is to develop and validate a multi-dimensional instrument for measuring IM in the HEIs in China and to assess the impact of IM on university performance. Design/methodology/approach: The research used methodological triangulation that involved both qualitative and quantitative methodologies. The qualitative technique was used to generate scale items to measure IM and the quantitative technique was utilized to test and validate the scale. The study sample included 576 academics and administration staff from universities in China. Findings: The study found that IM has six dimensions, namely internal communications, training and development, interrelations, motivation, rewards and work support. The study also found a significant impact of IM on university performance. Research limitations/implications: The sample size used was taken from a single province, which can ultimately limit the generalizability of the results. The scale shall be tested in a different cultural setting to extend its generalizability. In comparison with previous studies, the results of the current study provide a more absolute coverage and understanding of various dimensions used in measuring IM in HEIs. Furthermore, this research can provide a context for the management to develop policies that could foster positive employee and organizational outcomes in HEIs. Practical implications: This reliable and valid six-dimensional scale offers a practical way to measure staff perceptions of IM that are key for HEIs to be judged as staff-centered organization. Based on the knowledge, HEIs can use the information to identify the areas in which they are lacking and can further improve. IM scale can significantly help the HEIs to communicate to the staff members their service mindedness and staff orientation. IM can help foster knowledge management in organizations by utilizing IM, thereby contributing to the professional and organizational interaction. Originality/value: Despite the focus on IM in existing literature, there is a significant lack of research on IM in the education sector. This study developed a simple and practical instrument to measure the IM construct in HEIs. Scholars have asked for context-specific measures of IM and with significantly limited research on IM in higher education, there is also a scarcity of research in the context of higher education in China. This is the first study to assess the multi-dimensionality of IM in HEIs and the impact of IM on organizational performance in Chinese higher education. [ABSTRACT FROM AUTHOR]

Enhanced internal marketing (IM) practice may deliver a competitive advantage for budget airline operators through increased employee satisfaction. This study examines the relationship between IM practice and employee satisfaction in a budget airline setting. A survey was administered to 252 flight attendants to investigate and analyse their perceptions of IM practice and current satisfaction with their employer. Data were analysed via structural equation modelling. The results indicate that IM practice impacted significantly on an employee's satisfaction with the budget airline. The findings suggest IM practice can be used by budget airline managers to deliver increased employee satisfaction, which in turn will enhance competitive advantage. Limitations and future research directions are outlined. [ABSTRACT FROM AUTHOR]

The present study examines the effect of management commitment to internal marketing on employee work attitude through internal marketing practices. Data were collected from 201 full-time employees of four-star and above hotels in Macao SAR, China. The results of structural equation modeling showed that management commitment to internal marketing related to internal marketing practices including formal and informal internal communications, while formal internal communication facilitated informal internal communication. Moreover, management commitment to internal marketing and informal internal communication affected employee work attitude. The current study contributes to a deeper understanding of the internal service-profit chain. [ABSTRACT FROM AUTHOR]

The organics market in China has grown fast since the turn of the Millennium both within the internal market and international trade. New regulations and their effective enforcement have instilled more transparency and trust among stakeholders. The mutual recognition of standards in bi- and multi-lateral international agreements can be seen as the next step of the steep growth of organic production in China as well as a sustainable way to control environmental pollution. [ABSTRACT FROM AUTHOR]

Gaming scholars the world over are in consensus about Macau's bright future as a gaming Mecca. The phenomenal growth in gaming facilities over the last three years has created an acute labor shortage in this Special Administrative Region of China. Moreover, around twenty additional gaming and hotel projects have been committed so far, all slated for completion in the next five years. Expansion on such massive scale will further intensify competition among employers to recruit and retain employees, particularly if the provincial government maintains its current restrictions on importing labor into the region. One, and arguably the only way to hire and retain manpower in the dynamic gaming market of Macau, is practicing internal marketing. This paper reviews the gaming business environment in Macau and proceeds to suggest ten internal marketing tools and techniques that casino establishments can use to recruit and retain service employees in a tight labor market. [ABSTRACT FROM AUTHOR]