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Drawing on the affect transfer and stakeholder theories, this study aims to examine how the performance of a sports team that a firm owns or sponsors may affect the firm’s market value. It explicates that a sports team wins (loses) in the field raises the public’s positive (negative) affect, which can spill over to the associated firm.

Based on a sample of publicly listed firms in Chinese stock exchanges that are owners or sponsors of soccer teams that competed in the National soccer league of China during 2004–2017, the authors find good support for the hypotheses.

The findings reveal that a firm’s cumulative abnormal return is positively related to its soccer team’s winning and negatively related to the team’s losing, and these relationships are moderated by both firm and match characteristics. By showing a relationship between sports team’s performance and associated firm’s market value, executives need cautions when their firms want to own or sponsor sports team. However, owned sports team’s winning could be a good strategy to improve a firm’s market value.

This study enriches the spillover literature and deepens the understanding of spillover effect. It provides evidence for the concept of affect transfer and broadens its application scope.

Status demotion in hierarchical loyalty programs (HLPs) has received considerable academic attention. However, little is known about whether status demotion engenders two widely recognised behavioural intentions: revenge and avoidance. This study aims to make up this gap by examining the effects of status demotion on customers’ revenge and avoidance intentions. The underlying mechanism and boundary conditions of these effects are also explored.

Two studies were conducted to test the hypotheses. Study 1 was conducted using a structured survey from 347 active HLP members/customers of Chinese airlines. Study 2 used an online experiment amongst 268 active HLP airline customers in Australia. Partial least squares-based structural equation modelling and Hayes’ (2013) PROCESS macro were used for data analysis.

The results of Study 1 show that status demotion increases customers’ revenge and avoidance intentions simultaneously. Meanwhile, these effects are more significant for demoted customers with an external locus of causality than those with an internal locus of causality and demoted customers with higher entitlement tend to possess more revenge intentions than avoidance intentions. Study 2 further identified perceived inequity as a mechanism, which links status demotion to revenge and avoidance intentions of demoted customers.

This study examines demoted customers’ revenge and avoidance intentions amongst Chinese and Australian airline travellers. Future research may focus on actual behaviour and test the current study’s model in cross-cultural and cross-industry settings.

Managers should deal with demotion decisions carefully as the failure to manage outraged customers may weaken customer-company relationships.

This study extends the existing literature on relationship marketing and HLPs by offering a better understanding of how and under what conditions status demotion elicits customers’ intentions for revenge and avoidance.

Drawing on social information processing theory (SIP), this paper examines whether and how humble leadership affects employees' service improvisation (ESI) in the hospitality industry. Further, the study investigates the mediating role of psychological safety and the moderating role of creative self-efficacy (CSE).

To test the proposed relationships, the study adopts a cross-sectional design, administering questionnaires to 456 frontline staff in Egypt’s hospitality industry across three main sectors: restaurants, hotels and travel agencies. SPSS 27 and AMOS 22 were used for statistical analysis.

The study reveals a positive relationship between humble leadership and ESI, partially mediated by psychological safety. Furthermore, CSE not only strengthens the relationship between psychological safety and ESI but also enhances the indirect effect of humble leadership on ESI via psychological safety.

The study offers valuable insights for practitioners in the hospitality industry. To boost ESI, organizations can incorporate humble leadership attributes into their leadership development programs. Fostering a psychologically safe workplace would facilitate the positive impact of humble leadership on ESI. Recognizing CSE as a pivotal moderator underscores the importance of strategically selecting and developing employees with high CSE. These insights aim to cultivate a more service-oriented and effective workforce in the hospitality industry.

This study significantly contributes to leadership research in the hospitality industry by uncovering a previously unexplored link between humble leadership and ESI. Exploring psychological safety as a mediator and CSE as a moderator enhances our comprehension of how and when humble leadership influences ESI.

An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but little attention has been paid to the mechanisms and boundary conditions underlying this effect. The purpose of this paper is to propose a trickle-down model and examine the mediating role of supervisor ethical leadership and the moderating role of perceived organizational distributive justice in the CSR-OCB relationship.

To test the arguments, the authors collected field data in four companies located in a central city of China. Through a multi-wave data collection design, a total of 187 employees reported their perceptions toward firms’ CSR and organizational justice at Time 1, and reported their direct supervisors’ ethical leadership behaviors, and their own OCBs at Time 2 (four weeks later).

Empirical findings demonstrated that CSR had a positive effect on employee OCB, as mediated by supervisors’ ethical leadership. In addition, this mediation effect was found to be moderated by perceived organizational distributive justice such that the mediation relationship was stronger when perceived organizational distributive justice was lower than when it was higher.

The present study makes three major contributions. First, it contributes to the CSR literature by revealing the underlying mechanism of ethical leadership through which CSR will lead to increased employee OCB in the workplace. Second, the moderation findings of the study add a new piece of empirical evidence suggesting the boundary condition of organizational distributive justice affecting the positive effect of CSR on employee OCB. Finally, the trickle-down theoretical model demonstrates the pivotal role of leadership in transforming CSR into positive employee outcomes, providing valuable insights into future research that examines why CSR motivates in-organization employees at work.

This study examines the link between ethical leadership and innovative work behavior. Also, drawing on the substitute for leadership theory, this study investigates the role of a follower's proactive personality in the relationship between ethical leadership and innovative work behavior (IWB). Similarly, this study further explores the role of psychological safety in this relationship.

The data for this study were collected from software development companies based in Islamabad, Pakistan. A total of 240 employees and their immediate supervisors were asked to participate in this study. Processes Macro and Amos were used to assess study hypotheses.

Using data from software companies in Pakistan, this study found that ethical leadership can be effective to enhance IWB in followers whose proactive personality is low, while this effect is limited in high proactive individuals. Furthermore, psychological safety mediates the main effect of ethical leadership on IWB as well as the interactive effect between ethical leadership and follower's proactive personality on IWB.

This study is among the first to investigate the moderating role of employees' proactive personality in the relationship between ethical leadership and followers' IWB. Secondly, draws on the substitute for leadership perspective, this study explains that how the role of ethical leadership can be less effective for high proactive individuals or how individual characteristics can substitute leadership behavior. Thirdly, this study deepens our understanding of the mechanisms linking ethical leadership to IWB by exploring the role of psychological safety as a mediator. Finally, our research is based on data collected from Pakistan might also add some new insights to the existing west-dominated literature.

The purpose of this paper is to investigate the mediating role of psychological empowerment in the relationship between ethical leadership and employee work engagement as well as the moderating effect of power distance orientation.

With a multi-wave survey, this paper uses a sample of 251 employees from the banking sector in Pakistan to test the hypotheses.

The results reveal that psychological empowerment partially mediates the relationship between ethical leadership and employee work engagement. Besides, power distance orientation mitigates the positive relationship between ethical leadership and psychological empowerment as well as the indirect effect of ethical leadership on employee work engagement via psychological empowerment.

This study contributes to the existing ethical leadership literature by identifying psychological empowerment as an additional mediator and power distance orientation as a boundary condition, in the relationship between ethical leadership and employee work engagement.

This paper aims to introduce the history and major achievement of the Chinese private enterprise survey (CPES), which is one of the most enduring large-scale nationwide sample surveys in China, providing important micro firm-level data for understanding and studying the development of Chinese enterprises and entrepreneurs over the past 26 years.

The main body of this paper is based on a bibliometric analysis of all literature using CPES until 2017.

This paper discusses problems that users may encounter during data mining. By doing so, it can assist other researchers to get a better understanding of what has been done (e.g. journals, topics, scholars and institutions) and do their research in a more targeted way.

As members of the survey project team, the authors also take a prospect of the future data design and use, as well as offer some suggestions about how to use the CPES data to improve high-quality development and business environment evaluation in China.

This paper is the first to provide an overall picture of academic papers in China and abroad that have used the CPES data.

The purpose of this study is to demonstrate how firms compete with each other in philanthropic giving in the context of a natural disaster. In particular, the authors want to investigate: Which firms act faster in disaster relief giving? How do late movers react? In the end, which firms donate most at the competitive equilibrium, first or late movers? Whether and how firm visibility will affect the relationships proposed based on the former three questions?

The Chinese listed companies that donated to the May 12, 2008, Sichuan earthquake are taken as a sample. A negative binomial regression analysis is first conducted to identify the first movers. Then, linear regression analysis is conducted to identify the competition between first movers and late movers.

The authors find that large firms and firms with a high financial performance tend to be first movers in disaster relief giving. Late movers donate amounts that are similar to those of first movers in both absolute and relative value. But first movers donate more in absolute value than late movers in the whole process of giving. Firm visibility strengthens the effect of financial performance (return on assets) on giving timing, but weakens the effect of giving timing on both first round and total giving amount.

This study provides a dynamic theory of giving and enhances the understanding of the motives and patterns of corporate disaster relief giving. It also illustrates important insights into firms’ strategic and tactical behavior in disaster relief giving.

Given that organizational decisions are made by individuals and thus shaped by their subjective and objective characteristics, the purpose of this paper is to examine the effect of SME business owners’ characteristics on their firms’ research and development (R & D) spending in a transition economy.

The authors first build the arguments that, among small- and medium-sized enterprises (SMEs), business owners’ perceived importance of R & D-related activities, their education, related experiences, and social connections, should affect their firms’ R & D spending positively. Then the authors use a Chinese nationwide survey of private SMEs to test the arguments. Tobit regression analyses are conducted by taking Stata 12.0 as the statistic tool.

The authors find that business owners’ perceived importance of R & D-related activities is positively associated with their firms’ R & D spending. In addition, better-educated owners and owners who have technology-related working experience tend to invest more in R & D activities. Finally, owners who have social connections, especially industrial connections, tend to spend more on R & D activities.

This study improves the understanding of R & D spending determinants among SMEs. Going beyond general environmental determinants, it reveals the important agency role of SME owners, and thus contributes to a better understanding of how decisions leading to SME innovations are influenced by business owners’ perceptions and demographic characteristics.

The purpose of this paper is to propose a theoretical framework to explain why corporate social responsibility (CSR) activity leads to different consumers' responses, especially why, in some cases, CSR activity might backfire on the company.

Based on a review of previous literature, the aspects of a CSR activity and the contrasting objectives that may influence consumers' responses are discussed. Several propositions are put forward.

The structure of a CSR activity, mainly including type of issue/cause, its form, timing and commitment, leads to consumers' different attributions, which in turn leads to consumers' different responses to the firm. Also, consumers make attributions about a firm's CSR activity in terms of the contrast effect between the firm's corporate social performance (CSP) and other objectives for reference, such as the firm's CSR ability, its past CSP, its negative social impact of operation and other firms' CSR activities. Moreover, even though consumers can make positive attribution to a firm's CSR activity, the significant contrast effect of it against the objectives might also lead to consumers making negative responses.

Given the complex psychological processes of consumers, it is not known if there are other components of a CSR activity and other contrasting objectives that might influence consumers' responses.

The paper helps business managers to realize the risks embedded in CSR activities, and helps them to use CSR strategically to promote business goals by carefully considering the mix of components of CSR activity and the fit with other contrasting objectives.