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The rapid growth of Fintech presents a growing challenge for banking institutions, particularly those with more traditional, service backgrounds. This paper aims to examine the relationship between Fintech innovation and bank performance by exploiting novel Chinese market data.

Guided by the work of Dietrich and Wanzenried (2011, 2014) and Phan et al. (2019), the authors construct a regression model to investigate the effect of Fintech innovation on the profitability of Chinese listed banks. The authors include their measures of Fintech innovation in each of their selected structures.

Results indicate that Fintech innovation is negatively associated with bank performance and that state-owned banks, joint-stock commercial banks and long-established banks are more negatively impacted by Fintech innovation relative to city and rural commercial banks and younger banks.

Risk tolerance levels, internal structure and efficiency and recent debt repayment performance channels are each shown to be significant, robust explanatory factors underpinning such results.

The purpose of this paper is to assess the informational efficiency of Arabica (other milds) and Robusta coffee futures markets in terms of predicting future coffee spot prices.

Futures market efficiency is associated with the existence of a long-run equilibrium relationship between spot and future prices such that coffee futures prices are unbiased predictors of future spot prices. This study applies unit root testing to daily data for futures-spot price differentials. A range of maturities for futures contracts are considered, and the study also uses a recursive approach to consider time variation in futures market efficiency.

The other milds and Robusta futures prices tend to be unbiased predictors for their own respective spot prices. The paper further finds that other milds and Robusta futures prices are unbiased predictors of the respective Robusta and other milds spot prices. Recursive estimation suggests that the futures market efficiency associated with these cross cases has increased, though with no clear link to the implementation of the 2007 International Coffee Agreement.

The paper draws new insights into futures market efficiency by examining the two key types of coffee and analyses the potential interactions between them. Hitherto, no attention has been paid to futures contracts of the Robusta variety. The employment of unit root testing of spot futures coffee price differentials can be viewed as more stringent than an approach based on non-cointegration testing.

The purpose of this paper is to examine the indigenous Chinese concept of suzhi (素质) with the aim of furthering the development of Chinese human resource management (HRM) research and practice.

An extensive review of the literature on suzhi, published in the West, as well as in China, is the basis for proffering an organizational-level conceptualization of suzhi in the Chinese context.

Instead of understanding it as a free-floating signifier, we argue that suzhi can be considered as a criterion-based framework for HRM research and practice. Suzhi research is classified into two major sources – indigenous Chinese and indigenized Western constructs. We further make a distinction between intrinsic and extrinsic suzhi, and analyze a popular set of suzhi criteria, considering de (morality) and cai (talent), while focusing on de in HRM selection (德才兼备, 以德为先). As multilevel and multidimensional framework, suzhi criteria may form different gestalts in different organizations and industries.

From a social cultural and historical perspective, HRM research that incorporates a combination of indigenous and indigenized suzhi characteristics may receive better acceptance by individuals, organizations and the society in the Chinese context. Accordingly, the reconstruction of suzhi into manageable and measurable dimensions can be undertaken for more effective HRM practice in the Chinese context.

The HRM literature is advanced by linking the indigenous suzhi discourse to Chinese indigenous HRM research and practice.

In recent years, deep learning and extended reality (XR) technologies have gained popularity in the built environment, especially in construction engineering and management. A significant amount of research efforts has been thus dedicated to the automation of construction-related activities and visualization of the construction process. The purpose of this study is to investigate potential research opportunities in the integration of deep learning and XR technologies in construction engineering and management.

This study presents a literature review of 164 research articles published in Scopus from 2006 to 2021, based on strict data acquisition criteria. A mixed review method, consisting of a scientometric analysis and systematic review, is conducted in this study to identify research gaps and propose future research directions.

The proposed research directions can be categorized into four areas, including realism of training simulations; integration of visual and audio-based classification; automated hazard detection in head-mounted displays (HMDs); and context awareness in HMDs.

This study contributes to the body of knowledge by identifying the necessity of integrating deep learning and XR technologies in facilitating the construction engineering and management process.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

The purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.

A two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.

Results indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.

This study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.

This is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.

Does future thinking enhance managers’ innovative behavior? This study aims to posit that the ability to project events while considering current/future variables and their development (i.e. future thinking) – inextricably linked with the knowledge creation process – may enhance the manager’s accuracy and the number of potentially successful innovative ideas for organizations.

The authors use a between-group experiment to examine the innovation choices of 47 subjects with experience in evaluating the market potential of new products when asked to support or otherwise reject real-life innovation-related ideas. The authors test the accuracy of decisions made by participants primed to apply future thinking, practically implemented through abductive reasoning, in their decision-making.

The authors found a significant change in managers’ innovative choices, with participants primed for future thinking making significantly more accurate decisions than the control group. Those participants both correctly chose innovation-related ideas with significant future potential and rejected ideas with limited potential that ultimately failed.

This study explores how future thinking enhances managers’ innovative behavior in organizations. It provides empirical evidence on how future thinking, practiced through abductive reasoning, can work to foster innovative behavior, which is an antecedent of knowledge creation. Organizations that foster future thinking concurrently create knowledge, increasing their competitive advantage in the long run.