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PurposeDrawing on the conservation of resources theory, this study aims to apply a mixed-method to enrich the literature by investigating interrelationships among training, environmental triggers (environmental knowledge, awareness and concern) and employees' intention to carry out environmental activities.Design/methodology/approachThis research applied a mixed-method carried out in Vietnam. By using the time-lagged data, Study 1 (quantitative research) was employed to test hypotheses. With Study 2 (qualitative research), four in-depth interviews were conducted to gain insight into a few unexpected findings from Study 1.FindingsStudy 1 indicates that environmental training is critical to directly boost not only the three environmental triggers but also employees' intention to engage in environmental activities. The findings further point out that environmental concern and awareness mediate the relationship between environmental training and employees' intention to engage in environmental activities. Unexpectedly, connections from environmental concern and awareness to employees' intentions were not moderated by environmental knowledge. The findings of Study 2 shed light on the role of environmental knowledge.Originality/valueBased on the conservation of resources and social exchange theories, the research contributes to the existing literature by providing a better understanding of how environmental training stimulates employees' intention to implement environmental activities. The findings may be helpful for managers to encourage employees to contribute to organizations' green objectives.

Anchoring on Socio-technical system (STS) theory, this study applied Delphi and analytic hierarchy process (AHP) techniques to explore the key factors and specific indicators of the TQM 4.0 model implementation in manufacturing enterprises. An analysis of two Delphi rounds through experts who are academia, consultants, and production/quality supervisors/managers found ten factors and 41 indicators. In the third round, the study weighted the importance of each factor and indicator through an analysis of the AHP technique. The research suggested that social factors were more important than technical factors. Importantly, the findings indicated three key factors of the TQM 4.0 model, including top management, quality culture 4.0, and integrating sustainable development. Furthermore, the study revealed that top management commitment, quality-driven mindfulness, and employee empowerment were specified as the most critical indicators of the TQM 4.0 model. Results could be valuable for both researchers and practitioners in assessing TQM 4.0 implementation in the manufacturing sector in the future. © 2022 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group., Tomas Bata University in Zlin [VaV-IP-RO/2020/01]

PurposeThe purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.Design/methodology/approachA survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.FindingsThis study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.Practical implicationsThe research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.Originality/valueThis study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.

PurposeThe present study aimed to test the hypothesis that ethical leadership positively contributes to exploitative learning and explorative learning simultaneously and then examine the moderating role of work centrality in the relationships of ethical leadership with exploitative learning and explorative learning.Design/methodology/approachTime-lagged survey data were collected from 257 middle managers and their 257 immediate supervisors in 76 firms in China. Data were analyzed using structural equation modeling and Hayes' PROCESS macro for SPSS.FindingsThe results revealed that ethical leadership positively contributed to exploitative learning and explorative learning simultaneously. Importantly, the authors found that work centrality strengthened the positive relationships of ethical leadership with both exploitative learning and explorative learning.Practical implicationsThe findings can help organizations enhance exploitative learning and explorative learning simultaneously and enable them to gain a sustainable competitive advantage.Originality/valueAlthough explorative learning and exploitative learning together constitute fundamental resources for organizations' long-term success, prior research has not looked into whether and when leader behaviors facilitate explorative learning and exploitative learning simultaneously. The study contributed to fill this gap by introducing ethical leadership, signifying its positive role in enhancing both explorative learning and exploitative learning, and establishing work centrality as a moderator to reinforce these two positive relationships.

Purpose Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study. Design/methodology/approach First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies. Findings Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda. Originality/value This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0.

Despite the important contribution made by green human resource management (GHRM) towards organizational citizenship behavior for the environment (OCBE), few published studies have investigated this significant contemporary topic in the hospitality industry, which constitutes a major gap in the literature on the greening of the hospitality industry. Drawing on Ability-Motivation-Opportunity theory, this study develops and tests direct and interactive effects of GHRM practices on OCBE. A mixed methodology is applied, with a survey of 203 employees working in 4–5 star hotels being conducted first to test six hypotheses, followed by qualitative research into two specific cases. The results indicate a mixture of expected and unexpected findings, including: (i) the direct effects of GHRM practices on OCBE; (ii) the interaction of three GHRM practices (training, performance management and employee involvement), which can enhance employees' voluntary green behavior, dependent on the level of green performance management and green employee involvement; and (iii) that green training is seen as a key mechanism to boost employees’ voluntary green behavior. The originality of this manuscript is based on its status as one of the first mixed-methodology works on GHRM in the hospitality industry in an emerging economy.

Product innovation is an important driver of the success and sustainable development of firms. Drawing on the resource-based view and the resource dependence theory, our research examines how entre...

In the new global economy, environmentally friendly policies have become a central issue for firms. The increasing attention given to the benefits of those policies has prompted research on the development of environmental management systems that encourage employees to engage in environmental activities. However, there is limited evidence concerning the relationship between employee motivation and employees’ in-role green performance, in addition to the potential impact of culture and organizational citizenship behavior for the environment. Through a quantitative study of 301 managerial and non-managerial employees working in three- to five-star hotels, this study makes a major contribution by demonstrating that practices aimed at motivating hotel employees (e.g. green reward and performance management) are significantly linked with employees’ in-role green performance and organizational citizenship behavior for the environment. The findings also indicate that the influence of green rewards on employees’ in-role green performance and organizational citizenship behaviors for the environment is stronger when hotels are managed by Western corporations. Conversely, the study showed that the effect of green performance management on these two dependent variables is not moderated by culture. This article supports efforts to widen national cultural perspectives in the development and application of green human resource management.

International audience; Although environmental training program has become a vital solution to minimize environmental challenges, the existing literature has paid little attention to (1) the connection between environmental training and employee in-role green performance (EIGP), (2) the mediating role of employee environmental commitment in this environmental training-EIGP connection, and (3) the cultural perspective (Western and Local) influences on interrelationships between environmental training, EIGP, and employee environmental commitment. Drawing on the social exchange theory and cultural perspective, a quantitative study based on survey data collected from 301 respondents at hotels in Vietnam was employed to fill these research gaps. Findings reveal that environmental training program is as an important tool to drive EIGP directly, and this environmental training-EIGP relationship is significantly mediated by employee environmental commitment. Interestingly, the study indicates support for our prediction that the mediating role of employee environmental commitment on the environmental training-EIGP link is stronger at hotels managed by Western hospitality companies. However, unexpectedly, cultural influence does not moderate the effect of environmental training on EIGP. Other than theoretical contributions, our study carries important practical implications that can help organizations reduce their carbon footprint. Limitations and further research directions have also been discussed.

In the current health system, it is very difficult for medical practitioners/physicians to diagnose the effectiveness of heart contraction. In this research, we proposed a machine learning model to predict heart contraction using an artificial neural network (ANN). We also proposed a novel wrapper-based feature selection utilizing a grey wolf optimization (GWO) to reduce the number of required input attributes. In this work, we compared the results achieved using our method and several conventional machine learning algorithms approaches such as support vector machine, decision tree, K-nearest neighbor, naïve bayes, random forest, and logistic regression. Computational results show not only that much fewer features are needed, but also higher prediction accuracy can be achieved around 87%. This work has the potential to be applicable to clinical practice and become a supporting tool for doctors/physicians.

Drawing on the conservation of resources theory, the present study theorizes that spiritual leadership is negatively related to workplace ostracism, both directly and indirectly via job social support and that employees’ justice orientation moderates the negative relationship between spiritual leadership and workplace ostracism. Based on time-lagged (three waves, two months apart) survey data collected from 252 hospitality employees, our findings reveal that spiritual leadership is negatively associated with workplace ostracism, both directly and indirectly via job social support. We also find that justice orientation strengthens the negative relationship between spiritual leadership and workplace ostracism. These findings not only highlight core theoretical contributions towards the existing literature on spiritual leadership, job social support, justice orientation, and workplace ostracism but also offer useful practical implications for hotel managers concerned about the repercussions of workplace ostracism for employees’ and organizations’ outcomes.

International audience; Previous studies have paid little attention to the links between green human resource management (GHRM) andenvironmental performance, especially examining an interaction and mediation analysis in the hospitalitymanagement. Therefore, the study bridges this research gap by extending the Ability-Motivation-Opportunitytheory to explore the direct, indirect, and interactive roles of GHRM practices. A survey of 220 respondents athotels suggests that: (1) training and employee involvement are critical tools in directly stimulating employeecommitment and organisational citizenship behaviour towards the environment (OCBE), and hotels’ environmentalperformance; (2) OCBE plays an essential role in mediating the effects of training and performancemanagement on environmental performance; and (3) the vital interaction of training and employee involvementsignificantly strengthens environmental performance. However, unexpected results are found: (1) performancemanagement is an unimportant consideration in analysis of direct and interactive influences and (2) employeeenvironmental commitment does not mediate the GHRM-environmental performance relationship.

The environmental concern has become an emerging topic in organization's human resource management strategy, especially in improving employee's environmental behavior at work Thus, the organizational citizenship behavior toward the environment (OCBE) has been currently attracting scholars in management. However, published studies contain research gaps in investigation of the relationships between both green training and organizational culture and OCBE, especially in the hotel industry. Following the social exchange and Ability-Motivation Opportunity theories, this study aims to examine the effects of two green practices on OCBE and the moderating role of green organizational culture to the effect of green training on OCBE. A quantitative approach with survey strategy is employed and conducted in 4-5 star hotels to test these relationships. The PLS-SEM and K-means Cluster Analysis techniques are applied to analyze data. The findings reveal that green training and organizational culture positively influence OCBE. Also, the effect of green training on OCBE is moderated by green organizational culture. Finally, our study provides limitations of research and further studies, and the implications for management practices concerned with improving employee's voluntary eco-behavior in the hotel industry., Internal Grant Agency of FaME TBU [IGA/FaME/2018/009]

Active training in rehabilitation requires that the actuator of robotic devices must have ability to control the physical interaction with the patient. This paper studies the characteristic of Series Elastic Actuator (SEA) and proposes using this actuator for active training. The results showed that, by a simple controller, SEA shows potential of good interactive force/torque control. And because of its low cost and simplicity, it can make the rehabilitation robotic devices more affordable to many patients.