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The objective of this study is to analyze Chief executive officer (CEO) succession via hierarchical jumps in Chinese listed firms which orientate towards innovative activity. Good corporate governance is a vehicle to attain the competitive advantage which ultimately makes the organizational sustainability undeterred. The current study will test not only low hierarchical jumps but also medium hierarchical jumps in CEO succession. The study will identify the relationship between specific attributes like education, age and the duality of CEO successors via hierarchical jumps with innovation. We have analysed the data of Chinese listed firms on Shenzhen and Shanghai stock exchanges for the years 2012–2016. Significantly, it has been observed that CEO successors via hierarchical jumps orientate towards innovative activity amongst Chinese listed firms. Conclusively, empirical results have unveiled that hierarchical CEO succession escalates the firms’ innovation. It has also been contemplated that not only the low hierarchical jumps but also medium hierarchical jumps in CEO succession invigorate the organizational innovation. Mature firms with a substantial return on assets or earning per share and having less loan burden concentrate on innovative activity decisively. It has been demonstrated that specific attributes like education, age and the duality of hierarchical CEO successors have no relationship with innovation. The study results are robust via confirmation of 2SLS instrumental regression.
Muddassar Sarfraz; Wang Qun; Syed Ghulam Meran Shah; Zeeshan Fareed. Do Hierarchical Jumps in CEO Succession Invigorate Innovation? Evidence from Chinese Economy. Sustainability 2019, 11, 2017 .
AMA StyleMuddassar Sarfraz, Wang Qun, Syed Ghulam Meran Shah, Zeeshan Fareed. Do Hierarchical Jumps in CEO Succession Invigorate Innovation? Evidence from Chinese Economy. Sustainability. 2019; 11 (7):2017.
Chicago/Turabian StyleMuddassar Sarfraz; Wang Qun; Syed Ghulam Meran Shah; Zeeshan Fareed. 2019. "Do Hierarchical Jumps in CEO Succession Invigorate Innovation? Evidence from Chinese Economy." Sustainability 11, no. 7: 2017.
The main objective of this research was to examine how transformational leaders boost their followers’ innovative work behavior through trust in a leader, empowerment, and work engagement. Data were collected from 281 multinational organization employees in China. The Statistical Package for the Social Sciences (SPSS) macro process was utilized to test the proposed hypothesis. The findings revealed that transformational leadership and work engagement were significantly related to innovative work behavior. The findings also demonstrated the significant impact of transformational leadership on trust in a leader, and its subsequent positive impact on the work engagement of the employees. Furthermore, the results supported a significant serial mediation between transformational leadership, trust, work engagement, and employees’ innovative behavior. The results also showed a significant moderating effect of empowerment on transformational leadership and innovative work behavior. For boosting employees’ innovative work behavior, leaders in the organization should strive to engage them effectively in their work by gaining their trust, which could help them participate in creative activities. This is the key study to investigate the different perspectives of how transformational leadership can stimulate followers’ innovative behavior through trust in the leader and work engagement within the Chinese organizational context.
Hui Li; Nazir Sajjad; Qun Wang; Asadullah Muhammad Ali; Zeb Khaqan; Shafi Amina. Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes. Sustainability 2019, 11, 1594 .
AMA StyleHui Li, Nazir Sajjad, Qun Wang, Asadullah Muhammad Ali, Zeb Khaqan, Shafi Amina. Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes. Sustainability. 2019; 11 (6):1594.
Chicago/Turabian StyleHui Li; Nazir Sajjad; Qun Wang; Asadullah Muhammad Ali; Zeb Khaqan; Shafi Amina. 2019. "Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes." Sustainability 11, no. 6: 1594.
This paper attempts to investigatethelong-‐‑term patterns of revealed comparative advantage of the textile and clothing industry of Bangladesh among leading textile and clothing exporting nationsin the North American market. A revealed comparative advantage index is employed to evaluate the comparative advantage of the top 5 competitors in the North American market over 38 years period.The analyzedresults exhibit tremendous ups and downs of comparative advantage of the selected competitors during 1980-‐‑2017 in North American textile and clothing market. In overall analysis during the mentioned period, it shows that Bangladesh revealed the highest comparative advantageover the selected top 5 competitors in the market.Established trade theories remain a useful but limited guide to understanding the dynamics of comparative advantage in the context of the changing global business environment and geopolitical transformation. A deeperunderstanding of the patterns of change could assistinstrategic planning for the concernedstakeholder in the industry.
Mohammad Ali; Wang Qun; Md Ekram Hossain. Revealed Comparative Advantage of Textile and Clothing Industry of Bangladesh in the North American Market. Journal of Business Management and Economic Research 2019, 3, 28 -42.
AMA StyleMohammad Ali, Wang Qun, Md Ekram Hossain. Revealed Comparative Advantage of Textile and Clothing Industry of Bangladesh in the North American Market. Journal of Business Management and Economic Research. 2019; 3 (1):28-42.
Chicago/Turabian StyleMohammad Ali; Wang Qun; Md Ekram Hossain. 2019. "Revealed Comparative Advantage of Textile and Clothing Industry of Bangladesh in the North American Market." Journal of Business Management and Economic Research 3, no. 1: 28-42.
By collecting and analyzing sample from 384 employees in China, this study explored relationship between responsible leadership and organization citizenship behavior for the environment (OCBE) with structural equation model (SEM). The results are as follows: (1) responsible leadership is positively related to organization citizenship behavior for the environment. (2) responsible leadership has positive effects on both autonomous and external environmental motivation. (3) autonomous and external environmental motivation have a multiple-mediate role in the relationship between responsible leadership and organization citizenship behavior for the environment. Finally, this paper discusses the management implications of the research results and the future research direction.
Zhiyong Han; Qun Wang; Xiang Yan. How Responsible Leadership Motivates Employees to Engage in Organizational Citizenship Behavior for the Environment: A Double-Mediation Model. Sustainability 2019, 11, 605 .
AMA StyleZhiyong Han, Qun Wang, Xiang Yan. How Responsible Leadership Motivates Employees to Engage in Organizational Citizenship Behavior for the Environment: A Double-Mediation Model. Sustainability. 2019; 11 (3):605.
Chicago/Turabian StyleZhiyong Han; Qun Wang; Xiang Yan. 2019. "How Responsible Leadership Motivates Employees to Engage in Organizational Citizenship Behavior for the Environment: A Double-Mediation Model." Sustainability 11, no. 3: 605.
The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.
Sajjad Nazir; Wang Qun; Li Hui; Amina Shafi. Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support. Sustainability 2018, 10, 4418 .
AMA StyleSajjad Nazir, Wang Qun, Li Hui, Amina Shafi. Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support. Sustainability. 2018; 10 (12):4418.
Chicago/Turabian StyleSajjad Nazir; Wang Qun; Li Hui; Amina Shafi. 2018. "Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support." Sustainability 10, no. 12: 4418.
The purpose of this study is to examine the moderating role of corporate social responsibility (CSR) in project financing decisions. CSR has gained growing prominence in today’s business era. This study investigates four environmental strategies and the credit risk assessment, stakeholder assessment and corporate social responsibility assessment impact on project financing decision. It explores three main issues related to environmental responsibility (planet), economic responsibility (profit) and social responsibility (people). The study is explanatory and quantitative, and both domestic and foreign banks participated in the data collection process. The sample size for the study is 491 participants. Data was collected through a simple random sampling technique and was analyzed by applying simple linear regression, confirmatory factor analysis (CFA) and structural equation modeling analysis (SEM) through the Statistical Package for the Social Sciences (SPSS). The study shows that the Pakistani banking sector is implementing environmental management policies. Foreign banks are more motivated towards corporate social responsibility practices. Cultural differences can influence a manager’s attitude towards implementation of environmental risk-management policies. The result shows that corporate social responsibility has a moderating role in project financing decisions and environmental risk management, stakeholder and credit risk assessment. All hypotheses has significant values.
Muddassar Sarfraz; Wang Qun; Li Hui; Muhammad Ibrahim Abdullah. Environmental Risk Management Strategies and the Moderating Role of Corporate Social Responsibility in Project Financing Decisions. Sustainability 2018, 10, 2771 .
AMA StyleMuddassar Sarfraz, Wang Qun, Li Hui, Muhammad Ibrahim Abdullah. Environmental Risk Management Strategies and the Moderating Role of Corporate Social Responsibility in Project Financing Decisions. Sustainability. 2018; 10 (8):2771.
Chicago/Turabian StyleMuddassar Sarfraz; Wang Qun; Li Hui; Muhammad Ibrahim Abdullah. 2018. "Environmental Risk Management Strategies and the Moderating Role of Corporate Social Responsibility in Project Financing Decisions." Sustainability 10, no. 8: 2771.
Corporate social responsibility is emerging topic in the modern business world. Employees are vital assets for any organization. Corporate Social Responsibility practices have a significant influence on employee’s performance. The study aimed to investigate the relationship between employee perception of corporate social responsibility (CSR) and employee’s outcome in Pakistan for SMEs. Additionally, it examined the relationship of Employee’ Perception of CSR as an independent variable. Further, this study considers mediating role of organizational justice between employee’s perception of CSR and employee’ outcomes. The quantitative method was used to collect data from 300 SME’s. Hypotheses were tested by using statistical software (SPSS). Correlation analysis shows the significant relationship between variables, i.e., employee’s perception of CSR and employee outcomes. Moreover, regression analysis was performed for mediation analysis. The results show that organizational justice partially mediated between employee’s perception of corporate social responsibility and employee’s outcomes. Practical implications were discussed, and future research directions were recommended.
Muddassar Sarfraz; Wang Qun; Muhammad Ibrahim Abdullah; Adnan Tariq Alvi. Employees’ Perception of Corporate Social Responsibility Impact on Employee Outcomes: Mediating Role of Organizational Justice for Small and Medium Enterprises (SMEs). Sustainability 2018, 10, 2429 .
AMA StyleMuddassar Sarfraz, Wang Qun, Muhammad Ibrahim Abdullah, Adnan Tariq Alvi. Employees’ Perception of Corporate Social Responsibility Impact on Employee Outcomes: Mediating Role of Organizational Justice for Small and Medium Enterprises (SMEs). Sustainability. 2018; 10 (7):2429.
Chicago/Turabian StyleMuddassar Sarfraz; Wang Qun; Muhammad Ibrahim Abdullah; Adnan Tariq Alvi. 2018. "Employees’ Perception of Corporate Social Responsibility Impact on Employee Outcomes: Mediating Role of Organizational Justice for Small and Medium Enterprises (SMEs)." Sustainability 10, no. 7: 2429.