bluuebunny/crossref_metadata_2025_split huggingface dataset:
Ohana, a tool set for population genetic analyses of admixture components
Authors: Cheng Jade Yu , Mailund Thomas , Nielsen Rasmus 
Published: August 2016

AbstractMotivationStructure methods are highly used population genetic methods for classifying individuals in a sample fractionally into discrete ancestry components.ContributionWe introduce a new optimization algorithm of the classical Structure model in a maximum likelihood framework. Using analyses of real data we show that the new optimization algorithm finds higher likelihood values than the state-of-the-art method in the same computational time. We also present a new method for estimating population trees from ancestry components using a Gaussian approximation. Using coalescence simulations modeling populations evolving in a tree-like fashion, we explore the adequacy of the Structure model and the Gaussian assumption for identifying ancestry components correctly and for inferring the correct tree. In most cases, ancestry components are inferred correctly, although sample sizes and times since admixture can influence the inferences. Similarly, the popular Gaussian approximation tends to perform poorly when branch lengths are long, although the tree topology is correctly inferred in all scenarios explored. The new methods are implemented together with appropriate visualization tools in the computer package Ohana.AvailabilityOhana is publicly available athttps://github.com/jade-cheng/ohana. Besides its source code and installation instructions, we also provide example workflows in the project wiki site.Contactjade.cheng@birc.au.dk
An extended model of employees’ service innovation behavior in the airline industry
Authors: Lee Kwang-Ho , Hyun Sunghyup Sean 
Published: August 2016

PurposeThis study aims to examine the relationships between three styles of conflict management [cooperative conflict management (COP), competitive conflict management (COM) and avoidance conflict management (AVO)], the subjective relational experience, perceived insider status, organization-based self-esteem and employees’ service innovation behavior in the airline industry.Design/methodology/approachThrough both offline and online survey methods, a total of 304 Korean employees of eight airline firms in Asia were asked to complete the questionnaire. A structural equation modeling analysis was conducted to test the proposed hypotheses.FindingsCOP and AVO had significant positive effects on the subjective relational experience, and COM had a significant negative effect on the subjective relational experience. In the subsequent process, the subjective relational experience had a significant positive effect on the perceived insider status but not on organization-based self-esteem and employees’ service innovation behavior. Finally, the perceived insider status and organization-based self-esteem had significant positive effects on employees’ service innovation behavior.Social implicationsThe results have important practical implications for developing human resource management (HRM) practices in airline firms. More specifically, airline firms should provide management training courses that encourage team leaders to create environments in which employees can form an attitude of “we are in it together”, collect conflict issues from employees in a unanimous manner and then resolve them smoothly without further problems and avoid treating conflicts as win-lose contests. These guidelines may help employees unwind from conflict situations and maintain positive relationships with their colleagues.Originality/valuePrevious studies have paid little attention to effects of conflict management styles on employees’ service innovation behavior through positive psychological experiences based on a holistic model. The results offer new insights into the extended model and have valuable implications for HRM practices in the airline industry.
An extended technology acceptance model in behavioral intention toward hotel tablet apps with moderating effects of gender and age
Authors: Kim Jungsun (Sunny) 
Published: August 2016

Purpose
This paper aims to examine whether a customer’s perceptions of hotel tablet apps serve as determinants of customers’ behavioral intention in terms of the app’s ease of use, usefulness, credibility and subjective norm. It also explored age and gender as moderators of the relationships between these determinants and customers’ behavioral intention as well as customers’ likelihood of using specific app functions across age and gender.

Design/methodology/approach
A research model, grounded in the technology acceptance model (TAM), used data collected from 751 hotel customers in the USA. The model was tested using confirmatory factor analysis and structural equation modeling.

Findings
The results showed that three of the four proposed determinants positively influenced customers’ behavioral intention toward hotel tablet apps. Neither gender nor age played significant moderating roles in the relationships between the four determinants and the behavioral intention. The study also revealed age- and gender-related differences in preferences for specific hotel tablet app functions.

Practical implications
This study helps operators successfully plan for investing in and implementing hotel apps. It assists operators in developing effective marketing strategies by understanding factors influencing customers’ app adoption and between group differences in their preferences on app functions.

Originality/value
This is the first tablet app adoption study that extends TAM to the hotel industry. Thus, it extends the literature on technology adoption by exploring both existing and new variables and testing them in a new context.
Survival strategy of OEM companies: a case study of the Chinese toy industry
Authors: Chen Dezhi , Wei William , Hu Daiping , Muralidharan Etayankara 
Published: August 2016

Purpose
Although there have been many discussions on the status and development of original equipment manufacturers (OEMs), theory on how they survive is minimal. Little is known about how OEMs survive and upgrade to other business models, such as original design manufacturers (ODMs) and original brand manufacturers (OBMs), in emerging economies. The purpose of this paper is to extend the theory on the survival path of OEMs from the perspective of emerging countries by examining how OEMs survive cost pressures and upgrade to ODMs or OBMs.

Design/methodology/approach
Using a multi-case study method, this study analyzes the survival path employed by OEMs by examining eight firms in the Chinese toy industry.

Findings
This study shows that OEMs remain weak in the global toy industry chain due to labor costs. While some OEMs move to low-cost regions, others turn to OBM management, after transitioning through an ODM model, by investing in research and development and marketing.

Originality/value
This study explores the survival paths of OEM enterprises, showing that OEMs can first upgrade to ODMs and then to OBMs, or they can directly upgrade to OBMs. Shifting from OEM to ODM is an important step in the transition process, although the contract that OEMs have with their foreign partners does not change significantly.
Human capital, service innovation advantage, and business performance
Authors: Prajogo Daniel I. , Oke Adegoke 
Published: August 2016

PurposeThe purpose of this paper is to examine the effect of human capital (HC) on service innovation advantage (SIA) and business performance (BP) in service sector firms, and how external environmental factors influence these relationships.Design/methodology/approachThis study utilized a cross-sectional mail survey of a random sample of Australian service firms with the unit of analysis being at the firm level. In total, 228 usable responses were received.FindingsThe overall findings of this study show that HC is positively related to the creation of value or SIA which in turn results in rent generation for firms. The results further show that the effect of SIA on BP is influenced by environmental dynamism and competitiveness with dynamic environments enhancing the effect while competitive environments weakening it.Research limitations/implicationsThe findings demonstrate the complementarity between the resource based theory and contingency theory as they clearly shows that the value of innovation as a firm’s capability is enhanced or weakened within a business environment that is more dynamic or competitive.Practical implicationsThe findings demonstrate the importance of HC, and, thus, encourage managers to seek ways to harness and leverage HC for improving innovation and BP. In addition, the study also helps managers to understand the contingency effect of business environment on the effectiveness of innovation, hence, helping them in deliberating firms’ strategy in different business environments.Originality/valueTo the best of the authors’ knowledge, this is the first study which examines the effectiveness of HC as organizational resource for building SIA as a source of organizational competitive advantage.
Drivers of user engagement in eWoM communication
Authors: Rossmann Alexander , Ranjan Kumar Rakesh , Sugathan Praveen 
Published: August 2016

Purpose
This paper aims to complement the current understanding about user engagement in electronic word-of-mouth (eWoM) communications across online services and product communities. It examines the effect of the senders’ prior experience with products and services, and their extent of acquaintance with other community members, on user engagement with the eWoM.

Design/methodology/approach
The study used a sample of 576 unique user postings from the corporate fan page of two German firms: a service community of a telecom provider and a product community of a car manufacturer. Multiple regression analysis is used to test the conceptual model.

Findings
Senders’ prior experience and acquaintance positively affect user engagement with eWoM, and these effects differ across communities for products and services and across their influence on “likes” and “comments”. The results also suggest that communities for products are orientated toward information sharing, while those discussing services engage in information building.

Research limitations/implications
This research explains mechanisms of user engagement with eWoM and opens directions for future research around motives, content and social media tools within the structures of online communities. The insights on information-handling dimensions of online tools and antecedents to their use contribute to the research on two prioritized topics by the Marketing Science Institute – “Measuring and Communicating the Value of Online Marketing Activities and Investments” and “Leveraging Digital/Social/Mobile Technology”.

Practical implications
This research offers insights for firms to leverage user engagement and facilitate eWoM generation through members who have a higher number of acquaintances or who have more experience with the product or service. Executives should concentrate their community engagement strategies on the identification and utilization of power users. The conceptualization and empirical test about the role of likes and comments will help social media managers to create and better capture value from their social media metrics.

Originality/value
The insights about the underlying factors that influence engagement with eWoM advance our understanding about the usage of online content.
Powerful or powerless customers: the influence of gratitude on engagement with CSR
Authors: Mattila Anna S. , Wu Laurie , Choi Choongbeom 
Published: August 2016

PurposeThe purpose of this study is to examine how gratitude appeals and consumers’ sense of power jointly influence customer engagement in a service firm’s corporate social responsibility (CSR) initiatives. Based on previous literature, the authors propose that power moderates the effect of gratitude expression on consumers’ attitudes and behavioral intention to engage in matching donations.Design/methodology/approachA 2 (power: powerful vs powerless) × 2 (gratitude expression: included in the request vs none) between-subjects experiment was conducted to test the proposed hypotheses. Participants were asked to imagine that they recently saw a donation request while dining at a local restaurant and they then complete scales that measured their attitude and donation intention to engage in a restaurant’s CSR practice.FindingsThe findings of this study indicate that an expression of gratitude enhanced powerless but not powerful customers’ intention to engage in CSR practices. In addition, moderated mediation tests revealed social worth concerns as the underlying mechanism between gratitude expression and customer engagement for powerless consumers. However, such mediation effects were not observed for powerful consumers.Originality/valueThe current study identifies sense of power as a new psychological state that can influence donation behaviors in the context of CSR. In addition, the current study shows that the serial mediating role of social worth between gratitude expression and prosocial behaviors only holds true for individuals with a low sense of power.
Involuntary career transition and identity within the artist population
Authors: Hennekam Sophie , Bennett Dawn 
Published: August 2016

PurposeThe purpose of this paper is to examine artists’ experiences of involuntary career transitions and its impact on their work-related identities.Design/methodology/approachSemi-structured interviews with 40 artists in the Netherlands were conducted. Self-narratives were used to analyze the findings.FindingsArtists who can no longer make a living out of their artistic activities are forced to start working outside the creative realm and are gradually pushed away from the creative industries. This loss of their creative identity leads to psychological stress and grief, making the professional transition problematic. Moreover, the artistic community often condemns an artist’s transition to other activities, making the transition psychologically even more straining.Originality/valueThis study provides in-depth insights into how artists deal with changes in their work-related identities in the light of involuntary career transitions.
Rewarding employees in turbulent economies for improved organisational performance
Authors: Prouska Rea , Psychogios Alexandros G. , Rexhepi Yllka 
Published: August 2016

PurposeThe purpose of this paper is to explore the application of total reward practices in small and medium-sized enterprises (SMEs) in the South-Eastern European (SEE) region and the reward elements positively affecting organisational performance.Design/methodology/approachThe sample consists of 199 SMEs operating in SEE countries which are either under economic crisis or transition: Greece, Bulgaria, Romania, Albania, Kosovo and the Former Yugoslav Republic of Macedonia.FindingsSMEs in the SEE region are implementing a total rewards model which is characterised by a weaker application of individual aspects and by a stronger application of transactional, relational and communal aspects. Within the communal aspects of the model, the study found three elements of the work environment that positively affect organisational performance; work-life balance, employee involvement voice mechanisms, and organisational culture supporting personal and professional development.Practical implicationsThe study contributes to HR practice; the authors found that a better work environment is positively related to improved organisational performance in these SMEs. This means that in times of economic crisis or transition when HR budgets are limited such non-financial strategies can be a viable alternative to costly financial rewards to such organisations.Originality/valueThe study contributes to both theory and HR practice by shedding light on how employee rewards are affected in economies under crisis and transition, how SMEs can motivate their employees when faced with significant financial limitations, as well as explores which reward elements can lead to enhanced organisational performance in such organisations.
Modeling patient care quality: an empirical high-performance work system approach
Authors: Mihail Dimitrios M. , V. Kloutsiniotis Panagiotis 
Published: August 2016

PurposeFollowing a social identity approach focussed in the Greek healthcare sector, the purpose of this paper is to investigate the mediating effects of social identification on the relationship between high-performance work systems (HPWS) and psychological empowerment, and the mediating role of psychological empowerment between HPWS and quality of patient care.Design/methodology/approachPartial least squares-structural equation modeling was used in a sample of 297 nurses, doctors, and allied health professionals across seven hospitals in Greece.FindingsThe findings suggest that HPWS has a strong effect on healthcare professionals’ social identification, which in turn partially mediates the relationship between HPWS and psychological empowerment. In addition, psychological empowerment indirectly mediates the relationship between HPWS and quality of patient care.Practical implicationsThe findings not only validate previous studies’ conclusions, but also provide evidence for the potential fruitfulness of the HPWS approach from a social identity perspective. In addition, it is also confirmed that without the presence of psychological empowerment, HPWS may have limited impact on the quality of patient care.Originality/valueAlthough HPWS have been generally connected with positive employee attitudes and behaviors, few studies choose to follow a social identity approach in examining these relationships. Finally, this study confirms the argument that HPWS can be a fruitful approach even in a country severely affected by Europe’s debt crisis over the last five years.
The link between e-HRM use and HRM effectiveness: an empirical study
Authors: Obeidat Shatha M. 
Published: August 2016

PurposeThe purpose of this paper is to present results from an empirical study at the a Telecommunication company in Jordan on the impact of electronic-human resource management (e-HRM) use on human resource management (HRM) effectiveness. Moreover, by applying the unified theory of acceptance and use of technology, the study seeks to examine the mediating effect of the intention to use e-HRM on the relationship between e-HRM determinants (i.e. performance expectancy, effort expectancy, and social influence) and e-HRM use. This study adds a major contribution to the e-HRM literature by empirically examining the effect of e-HRM use on HRM effectiveness at both the policy and practice levels.Design/methodology/approachData were collected from employees working in Telecommunication company in Jordan about their perception towards the use of the e-HRM system and HRM effectiveness of policies and practices.FindingsThe findings provide support for the positive contribution of the use of e-HRM on HRM effectiveness at both the policy and practice levels. It also confirms mediating effects of user intention on the link between e-HRM determinants (both performance expectancy and social influence) and e-HRM use.Research limitations/implicationsThis study emphasises the relevance of e-HRM in increasing HRM effectiveness. limitations of the study include cross-sectional data and the difficulty to form generalisation from the research restricted to a single company.Originality/valueThis study represent a first attempt to examines the impact of e-HRM use on HRM effectiveness at both levels: policy and practice. It also reveals that relationship between e-HRM determinants and e-HRM use is mediated with e-HRM user intention.
Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses
Authors: Cheng Cindy , Bartram Timothy , Karimi Leila , Leggat Sandra 
Published: August 2016

PurposeThe purpose of this paper is to examine the role of transformational leadership (TL) in developing social identity and its subsequent impact on team climate, intention to leave, burnout and quality of patient care among nurses.Design/methodology/approachData for this cross-sectional study were collected from a sample of 201 registered nurses in Australia through questionnaires. Structural equation modelling was used to test the hypotheses.FindingsResults illustrate that social identification appears to be the psychological mechanism through which TL impacts important employee outcomes, including perceived quality of patient care.Practical implicationsThis study provides valuable insights into understanding the critical role of human resource management (HRM) practice and policy in healthcare environments. Findings from this study indicate that human resource managers can assist nurse unit managers to deliver their HRM roles effectively when adequate support and relevant HRM infrastructures are put in place.Originality/valueThis research considers the role of first-line nurse managers in healthcare organisations. It provides evidence-based knowledge about the type of leadership style required to achieve desirable employee outcomes and the essential HRM opportunities to facilitate this.
The interaction between supportive and unsupportive manager behaviors on employee work attitudes
Authors: Teoh Kevin Rui-Han , Coyne Iain , Devonish Dwayne , Leather Phil , Zarola Antonio 
Published: August 2016

Purpose
The purpose of this paper is to use social exchange theory (SET) to examine a model where supportive and unsupportive manager behaviors (SMB and UMB) interact to predict employees’ engagement, job satisfaction and turnover intention.

Design/methodology/approach
A cross-sectional online survey collected data from 252 UK-based employees of a global data management company.

Findings
Factor analysis confirmed manager behaviors to consist of two constructs: supportive and unsupportive behaviors. Structural equation modeling indicated SMB predicted job satisfaction and turnover intentions, but not engagement. Job satisfaction, but not engagement, mediated the SMB-turnover intention relationship. UMB only predicted job dissatisfaction. Neither job satisfaction nor engagement mediated the UMB-turnover intention relationship. UMB undermined the positive relationship between SMB and turnover intention.

Practical implications
The behaviors assessed can be integrated into various stages of a manager’s development process to serve as guidelines of good practice. Crucially, findings suggest managers can exhibit both supportive and unsupportive behaviors, and that consistency in behaviors is important. The study also provides evidence that supportive managers can help reduce turnover intention through job satisfaction.

Originality/value
SET was used as a framework for SMB, UMB and engagement. To the authors’ knowledge this is the first study to examine the interaction between SMB and UMB.