IT Capabilities and Innovation Performance: The Mediating Role of Market Orientation

This article examines the process by which Information Technology (IT) capabilities affect innovation performance. The results of a survey of sixty-five matched business executives (chief information officers and chief financial officers) of firms in China show that market orientation fully mediates the effect of IT capabilities on innovation performance. The implications of this finding and limitations of this study are discussed

Disconnection between plant–microbial nutrient limitation across forest biomes

11 páginas.- 7 figuras.- 1 tabla.- 41 referencias.- Additional supporting information can be found online in the Supporting Information section at the end of this article..- Read the free Plain Language Summary for this article on the Journal blog.Nitrogen (N) and phosphorus (P) are essential elements limiting plant–microbial growth in forest ecosystems. However, whether the pattern of plant–microbe nutrient limitation is consistent across forest biomes and the associated potential mechanisms remain largely unclear, limiting us to better understand the biogeochemical processes under future climate change. Here, we investigated patterns of plant–microbial N/P limitation in forests across a wide environmental gradient and biomes in China to explore the divergence of plant–microbial N/P limitation and the driving mechanisms. We revealed that 42.6% of the N/P limitation between plant–microbial communities was disconnected. Patterns in plant–microbial N/P limitations were consistent only for 17.7% of N and 39.7% of P. Geospatially, the inconsistency was more evident at mid-latitudes, where plants were mainly N limited and microbes were mainly P limited. Furthermore, our findings were consistent with the ecological stoichiometry of plants and microbes themselves and their requirements. Whereas plant N and P limitation was more strongly responsive to meteorological conditions and atmospheric deposition, that of microbes was more strongly responsive to soil chemistry, which exacerbated the plant–microbe N and P limitation divergence. Our work identified an important disconnection between plant and microbial N/P limitation, which should be incorporated into future Earth System Model to better predict forest biomes–climate change feedback. Read the free Plain Language Summary for this article on the Journal blog. © 2023 The Authors. Functional Ecology © 2023 British Ecological SocietyNational Natural Science Foundation of China, Grant/Award Number: 42207107; Catalan Government Grant, Grant/Award Number: SGR2017-1005; Fundación Ramón Areces grant, Grant/Award Number: CIVP20A6621; National Key Research and Development Program of China, Grant/Award Number: 2021YFD1901205; Open Fund of Key Laboratory of Agro-Ecological Processes in Subtropical Region, Chinese Academy of Sciences, Grant/Award Number: ISA2021101; Spanish Government, Grant/Award Number: PID2019-110521GB-I00 and PID2020-115770RB-I00; Strategic Priority Research Program of Chinese Academy of Sciences, Grant/Award Number: XDB40020202Peer reviewe

Culture as context: a five-country study of discretionary green workplace behavior

To understand the conditions that support employee green behavior across cultures, we develop and test a conceptual model that describes how normative cues from work team leaders and peers in combination with country cultural norms shape discretionary green workplace behavior. Data from 1,605 employees in five countries indicate that power distance moderates the positive relationships observed between the discretionary green workplace behavior of leaders and their subordinates. In addition, an observed positive relationship between team green advocacy and individual discretionary green workplace behavior held across both collectivistic and individualistic cultures, contrary to our predictions. By taking macro-level cultural context into account and examining its interplay with lower-level work team norms, the study makes a significant contribution to understanding and intervening employees’ discretionary green behavior at work

Who can help me? Understanding the antecedent and consequence of medical information seeking behavior in the era of bigdata

IntroductionThe advent of bigdata era fundamentally transformed the nature of medical information seeking and the traditional binary medical relationship. Weaving stress coping theory and information processing theory, we developed an integrative perspective on information seeking behavior and explored the antecedent and consequence of such behavior.MethodsData were collected from 573 women suffering from infertility who was seeking assisted reproductive technology treatment in China. We used AMOS 22.0 and the PROCESS macro in SPSS 25.0 software to test our model.ResultsOur findings demonstrated that patients’ satisfaction with information received from the physicians negatively predicted their behavior involvement in information seeking, such behavior positively related to their perceived information overload, and the latter negatively related to patient-physician relationship quality. Further findings showed that medical information seeking behavior and perceived information overload would serially mediate the impacts of satisfaction with information received from physicians on patient-physician relationship quality.DiscussionThis study extends knowledge of information seeking behavior by proposing an integrative model and expands the application of stress coping theory and information processing theory. Additionally, it provides valuable implications for patients, physicians and public health information service providers

Antecedents and consequences of empowering leadership:Leader power distance, leader perception of team capability, and team innovation

The evidence that empowering leadership is an effective form of team leadership brings the question on what the antecedents of empowering leadership are into focus. We propose that empowering leadership is driven by considerations of the normative and situational appropriateness of empowering leadership that are associated with leader power distance value and leader perception of team capability. We propose that leader power distance and perceived team capability interact such that the influence of leader power distance on empowering leadership is stronger with higher perceived team capability. We extend our model to show that by affecting empowering leadership, the interaction of leader power distance and perceived team capability indirectly influences team innovation, an important team outcome associated with empowered teamwork. We tested our model in two multisource surveys in China: Study 1 of 84 technical teams and Study 2 of 83 financial service teams. We discuss how our study contributes to empowering leadership theory by providing a theoretical perspective that lends itself well to identifying other trait and situational antecedents of empowering leadership

Internal and External Job Change Intention: Antecedents, Consequences, and Boundary Conditions

With the aim of contributing to careers research, we delineate the differences between external and internal job change intention. We develop and test a model that delineates the antecedents, consequences and boundary conditions for external and internal job change intention. Specifically, by using multi-source and multi-wave data, we find that employee well- being human resource (HR) attribution is positively related to internal job change intention, but is negatively related to external job change intention. We find further differences between external and internal job change intention in examining boundary conditions. The negative relationship between employee well-being HR attribution and external job change intention decreases as task idiosyncratic (task I-deals) increase, whereas, the positive relationship between employee well-being HR attribution and internal job change intention is strengthened with higher task I-deals. Finally, the social dimension of job resource crafting buffers the negative effects of external job change intention on job performance, whereas the structural dimension of job resource crafting strengthens the relationship between internal job change intention and job performance. Our findings provide novel insights in differentiating between external and internal job change intention