Digital technology has become a core driver for enterprises to build market competitiveness, accelerating DT across various industries. Although digital tools provide employees with richer and more efficient work resources, their introduction is often accompanied by increased workload and heightened role pressure. Against this contradictory backdrop, for enterprises to ensure the success of DT, it is essential not only to adopt a systematic strategic approach but also to focus on the role of human factors at the micro level. To support semiconductor enterprises in effectively advancing digital sales transformation, this study, based on the theory of employee’s readiness for change, constructs an individual-level framework for the influencing mechanisms of digital sales readiness. The research focuses on sales personnel’s perceptions of the organizational Digital Selling support atmosphere, Trust in Leadership, and Cohesion, aiming to reveal how these socio-psychological factors influence their willingness to adopt technology and their adaptability to change. Through a random sampling questionnaire survey, this study collected valid data from 123 frontline sales personnel across multiple semiconductor enterprises to test the theoretical model and related hypotheses. Empirical results indicate that organizational support atmosphere, Trust in Leadership, and team cohesion all have significant positive effects on Digital Selling Readiness. Notably, the study found that sales personnel’s perception of team cohesion is relatively weak, reflecting a need to strengthen the culture of team collaboration. This study not only uncovers the key psychological mechanisms driving Digital Selling Readiness but also provides targeted managerial insights for semiconductor enterprises: during the transformation process, efforts should be made to enhance organizational support, deepen leadership development, and optimize team collaboration to effectively improve the readiness of frontline salespeople, thereby laying a solid human resource foundation for DT.

In the wake of the global disruption caused by the coronavirus pandemic, digital channels have emerged as a significant driver of business sales. As such, the value of digital business management has received considerable attention from industrial practitioners. Beyond conventional promotion techniques, collaboration with digital market influencers has shown significant potential for business organisations by creating a circle of trust. However, managing influencers in the business-to-business market is far more complex than in business-to-consumer markets, as it involves balancing business processes, competitive advantages, company image and risks rather than solely motivating customer engagement. It is, therefore, critical for organisations to carefully select key opinion leaders (KOLs). To address this challenge, this study introduces an intelligent multi-criteria KOL analytics framework that embeds the fuzzy best-worst method and the fuzzy technique for order preference by similarity to the ideal solution. The framework converts subjective and linguistic criteria, determines the attribute most relevant to the business, and then selects the most suitable KOLs for the campaign. A case study was conducted in partnership with a digital marketing agency in Hong Kong to demonstrate the feasibility and advantages of this approach. This model facilitates the evolution of digital business management by systematically identifying and assessing KOLs, contributing to significant changes in the digital business environment for companies.

PurposeBased on self-determination theory (SDT), this study aims to determine the motivation factors of reviewers writing long reviews in the anime industry.Design/methodology/approachThis study analyzes 171,188 online review data collected from an online anime community (MyAnimeList.net).FindingsThe findings show that intensity of emotions, experience in writing reviews and helpful votes in past reviews are the most important factors and positively influence review length. The overall rating of the anime moderates the effects of some motivation factors. Moreover, reviewers commenting on their favorite or nonfavorite anime also have varied motivation factors. Furthermore, this study has addressed the p-value problem due to the large sample size.Research limitations/implicationsThis study provides a comprehensive and theoretical understanding of reviewers' motivation for writing long reviews.Practical implicationsOnline communities can incorporate the insights from this study into website design and motivate reviewers to write long reviews.Originality/valueMany past studies have investigated what reviews are more helpful. Review length is the most important factor of review helpfulness and positively affects it. However, few studies have examined the determinants of review length. This study attempts to address this issue.

Summary Does receiving knowledge necessarily catalyze the recipient's creativity? Drawing upon the literature on knowledge management, we propose a dyadic‐level contingency model in which the type of received knowledge (i.e., explicit vs. tacit) from the partner and the recipient's psychological closeness to the partner jointly determine the recipient's knowledge elaboration and consequent creativity as catalyzed by the partner's knowledge (i.e., catalytic creativity). Results based on three samples from various settings show that receiving tacit knowledge from a partner leads a recipient to elaborate the received knowledge, and this relationship is stronger when the recipient's psychological closeness to the partner is higher. This dyadic‐level knowledge elaboration in turn boosts the recipient's catalytic creativity. In contrast, receiving explicit knowledge from a partner generally has a much weaker effect on the recipient's elaboration of the knowledge, regardless of whether the recipient's psychological closeness to the partner is high or low. We extend research on dyadic‐level creativity by illustrating (a) the differential effects of explicit versus tacit knowledge receiving and (b) the recipient's knowledge elaboration as a mechanism and dyadic psychological closeness as a boundary condition for such differential effects.

The emergence of FinTech companies in recent years has led to more innovative solutions than those led by traditional financial services companies. As a result, the role of the CEOs in the FinTech industry has evolved to be quite different; in educational background, experience and leadership style. This paper explores the key differences in the characteristics between the CEOs in the FinTech industry and the CEOs of traditional financial services industry, and explores which should be the most sought-after characteristics of FinTech CEOs by comparing the financial performance of their respective companies.

Virtual teams play a crucial role in today's knowledge-based organisation for overcoming challenges in our dynamic world, especially in the current situation of the COVID-19 pandemic. Teams play a key role in today's knowledge-based organization for overcoming challenges in our dynamic world. Drawing on social information processing theory, this study explores the effect of members' humility and team environment within a leaderless team mainly based on virtual platforms. Their impacts on shared leadership, relationship conflict, and team and individual performance were investigated. Surveying 219 students forming 61 virtual leaderless teams, the findings showed that a high level of humility and a positive team environment can help to improve shared leadership within a team, which contributes to team performance. Moreover, both humility and team environment have a negative relationship with relationship conflict, which depressed both team and individual performance. The analysis also indicated that humility positively interacts with team environment on shared leadership.

Creativity is vital and a key determinant for the success of many organizations in today's competitive environment. Research in marketing has suggested that collaborative communication is important to sustain a competitive advantage. Leveraging a resource-based view, this research provides a comprehensive view examining the different facets of collaborative communication-reciprocal feedback, rationality, formal communication, and informal communication, on the meaningfulness and novelty of new product creativity, and their impacts on new product performance. Based on 181 sets of responses, our findings indicate that rationality posits a significant positive effect on the meaningfulness of new product creativity, which in turn contributes to new product performance. As for the novelty of new product creativity, it is influenced by informal communication whilst the use of information and communication technologies (ICT) further strengthens the positive association between informal communications and the novelty of new product creativity. This study provides theoretical contributions to the new product development literature as well as practical insights for organizations on the importance of collaborative communication to new product creativity and improvements in new product performance.

Despite its popularity in practice, the Grit-O Scale has shown inconsistent factorial structures and differing levels of internal consistency in samples outside the USA. The validity of the Grit-O Scale in different contexts is, therefore, questionable. As such, the purpose of this paper was to determine whether the Grit-O Scale could be used as a valid and reliable measure to compare grit across different nations. Specifically, the aim was to investigate the factorial validity, reliability, and concurrent validity of the Grit-O Scale and to investigate measurement invariance across three national cohorts (Europe, the USA, and Hong Kong). Data were gathered from 1888 respondents stemming from one USA- ( n = 471), two Hong Kong- ( n = 361) and four European ( n = 1056) universities. A series of traditional CFA and less restrictive ESEM models were estimated and systematically compared to determine the best factorial form of the Grit-O Scale. The results showed that a bifactor ESEM model, with one general factor of overall grit and two specific factors (consistency of interest and perseverance of effort), fitted the data best, showed strong measurement invariance across the three samples, and showed itself to be a reliable measure. Furthermore, concurrent validity was established by showing that the three grit factors were directly and positively related to task performance. Meaningful latent comparisons between the three cultural cohorts could therefore be made. The results imply that cross-national comparisons of grit may only be problematic when traditional CFA approaches are favoured. In contrast, ESEM modelling approaches may compensate for cross-national differences in understanding grit and control for differences in the interpretation of the scale’s items. Therefore, the bifactor ESEM approach may be more appropriate for cross-cultural and cross-national comparison studies, as it allows for these differences to be meaningfully captured, modelled, and controlled for.

The micro-task crowdsourcing marketplace, as a novel platform, has provided firms with a new way to recruit employees at a reasonable cost and with a fast turnaround. This research explores how different types of motivations affect individuals' continued participation intention in compensation-based microtask crowdsourcing platforms. The theoretical model builds on expectancy theory, self-determination theory, organizational justice theory, and self-efficacy theory. To validate the theoretical model, over 1,000 crowd workers participating in Amazon's Mechanical Turk completed an online questionnaire. Distributive justice and self-efficacy were applied to moderate the relationship between different types of motivations and continued participation intention. The confirmed three-way interaction effects indicated that external regulation and intrinsic motivation on continued participation int fention are contingent on distributive justice and the level of self-efficacy. The findings enrich the understanding of MCS communities and provide important guidelines for motivating crowd workers.

With the prevalence of social media that promote interactivity among people, more organisations rely on Key Opinion Leader (KOL) to interact with potential customers in various social media for brand building. This study explores how KOL's characteristics affect the KOL effectiveness and the outcome of brand image building of skincare products. We also examine the contingent conditions when KOL is more effective in brand image building based on the skincare consciousness of the consumer and whether the consumer is affected by his/her social groups. The knowledge transferred through this study reshape the management models in Enterprise Information Systems.

The micro-task crowdsourcing marketplace, as a novel platform, has provided firms with a new way to recruit employees at a reasonable cost and with a fast turnaround. This research explores how different types of motivations affect individuals’ continued participation intention in compensation-based micro-task crowdsourcing platforms. Our theoretical model builds on expectancy theory, self-determination theory, organizational justice theory and self-efficacy theory. To validate the theoretical model, over 1,000 crowd workers participating in Amazon’s Mechanical Turk completed an online questionnaire. Distributive justice and self-efficacy were applied to moderate the relationship between different types of motivations and continued participation intention. The confirmed three-way interaction effects indicated that external regulation and intrinsic motivation on continued participation intention are contingent on distributive justice and the level of self-efficacy. The findings enrich the understanding of MCS communities and provide important guidelines for motivating crowd workers.

Purpose This study applies self-determination theory to investigate how motivations to participate in LinkedIn would influence a professional's intention to leave an organization for professional advancement (ILPA). Design/methodology/approach The authors randomly sampled 5810 professionals who are actively participating in LinkedIn for at least six months and collected 379 completed questionnaires. Findings This study examines the effect of motivation to participate in LinkedIn on ILPA. Perceived autonomy support, perceived competence support and perceived relatedness support have positive influences on intrinsic motivation. Introjected regulation is positively influenced by perceived autonomy and competence support but unaffected by perceived relatedness support. External regulation is positively influenced by perceived autonomy and competence support but has no relationship with perceived relatedness support. ILPA from using LinkedIn is positively influenced by intrinsic motivation, introjected and external regulations. Research limitations/implications Future research should consider other professional network sites as well as longitudinal research designs to address external validity and causality issues. Practical implications Organizations should understand that professional network sites play an important role for professional advancement. The motivations to participate in professional network sites are supports on autonomy and competence. For platform designers, it is vital to enhance supports on autonomy and competence to sustain users' participation in professional network sites. Originality/value This study extends the scope of self-determination theory to understand the motivations to participate in professional network sites, which will have impacts on professionals' ILPA.

Virtual teams play a crucial role in today’s knowledge-based organisation for overcoming challenges in our dynamic world, especially in the current situation of the COVID-19 pandemic. Teams play a key role in today’s knowledge-based organization for overcoming challenges in our dynamic world. Drawing on social information processing theory, this study explores the effect of members’ humility and team environment within a leaderless team mainly based on virtual platforms. Their impacts on shared leadership, relationship conflict and team and individual performance were investigated. Surveying 219 students forming 61 virtual leaderless teams, our findings showed that a high level of humility and a positive team environment can help to improve shared leadership within a team, which contributes to team performance. Moreover, both humility and team environment have a negative relationship with relationship conflict, which depressed both team and individual performance. Our analysis also indicated that humility positively interacts with team environment on shared leadership.

Severe stress and depression constitute serious challenges to people in both personal and public health. Numerous university students suffer from depression each year while only fractions of them receive proper and competent treatments. Following the trends of the era, social media has been prevalent among university students and become a new platform to disclose depression references. The purpose of this study is to examine the effects of various stressors and the "Big Five" personality traits towards the intention of disclosing depression. Addition to the disclosure intention, this study also explores if respondents have presented their depression via social media profiles. Over 200 WeChat users were surveyed on their experiences from psychological stress factors under four categories - academy, relationship and practical issues.

This paper uses a natural linguistics analytic approach, by studying product prelaunch events' script, to investigate the determinants of driving the product sales based on customer values framework as well as "Nextopia" consumer psychology.This research contributes to the theoretical framework of identifying the customer values, which have impacts on the product sales.Moreover, we investigate how product sales be driven by the optimism attitude and affective forecasting feeling, which are vocal during product prelease events.Through the study of analysing the essential words, which represent the underlying customer values from the script of Apple Inc. product prelaunch events, we found that product functional and experiential/ hedonic of customer values drive product sales.Induced affective forecasting message negatively moderated the impact of cost/ sacrifices values on product sales.In addition to the theoretical contributions, this research provides practical guidelines of how to shape the product prelaunch speech to maximize the sales of the to-be-released products.

Is having a degree of a postgraduate programme necessary and indispensable? Over the recent decades, it is noticeable to find that experienced professionals with a postgraduate degree would move up the corporate ladder relatively faster than those who do not. Because of that, professionals seeking for master degree or above are growing. In parallel, many universities in Hong Kong are offering various postgraduate programmes to attract potential applicants resulting in severe competition among universities themselves. Leveraging on the Discrete Choice Model (DCM) and sensitivity analysis, this study examined how the six essential attributes would make an impact on the ranking of a postgraduate programme. To validate the model, three hundred and thirty-nice responses were collected through a mass survey. Our findings highlighted that reputation of the university, practicality of the programme, focuses on future economies and cost of the programme were more important factors than location of the university and internationalization of students’ profile for potential applicants to choose a postgraduate programme in Hong Kong. This study intended to offer practical insights and direction for universities when designing a better and more attractive postgraduate programmes.

School leaders continue to seek new ways to more efficiently and effectively lead their schools. One tool embraced by some school leaders is Twitter. In this chapter, we review the literature related to the ways school leaders use Twitter by describing how leaders engage with Twitter to share (push) and gather (pull) information. This review also highlights the ways in which school leaders' use of Twitter may be aligned with the Professional Standards for Educational Leaders (PSEL). School leaders use Twitter to build community, increase professional capacity, and learn collaboratively. Gaps in the research related to the standards are also identified.

Microtask crowdsourcing marketplace as a novel platform has provided firms with a new way to recruit users and people from the public on various projects for a reasonable cost and fast turnaround. A Microtask is often combined with other Microtasks to solve a larger problem. Through Microtask crowdsourcing activities, a large variety of creative ideas can be collected which help resolving a company’s problem, resulting in better decision-making and outcomes. Despite the great potential of crowdsourcing offerings, it remains unclear how to create and develop the necessary community environment to drive and sustain individuals’ continued participation intention. Past studies on Microtask crowdsourcing focused on the system design to enrich its function, feature and performance of the crowdsourcing intermediate platform, the implementation efficiency of crowdsourcing contests in order to enhance participants’ motivation (Zheng et al., 2011) and individual behavior to contest outcomes (Afuah & Tucci, 2012). This research intends to explore how intrinsic motivation affects individuals’ continued participation intention in Microtask crowdsourcing contests, taking into account the multi-level moderating effects of distributed justice and self-efficacy. Our theoretical model builds on Expectancy theory, Self-determination theory (SDT) and Organizational justice theory. Figure 1: theoretical framework To validate the theoretical model (shown above), over 1,000 crowd workers participating in Amazon’s Mechanical Turk (MTurk) have completed an online questionnaire. According to the findings, respondents were motivated by intrinsic motivation and its influence on continued crowdsourcing participation is stronger when self-efficacy moderation is high (H4). However, the interaction effect of distributive justice upon self-efficacy and continued participation intention was found insignificant (H6). Nevertheless, it is interesting to uncover that when assert both self-efficacy and distributive justice upon the positive relationship between intrinsic motivation and continued participation, low distributive justice triggers intrinsic motivated and high self-efficacy solvers to sustain their participation. This result reflected that excessive or ‘over-justification’ distributive justice will create a significant undermining effect to high self-efficacy solvers with intrinsic motivation on their continued participation intention. From the practical perspective, task should be set at the appropriate complexity level to ensure motivated solvers are motivated and the crowdsourcing platform operator may consider not only award the winners but also award those who contribute to the tasks to keep their continued participation.