Asia Academy of Management

DRAFT PROGRAM
ASIA ACADEMY OF MANAGEMENT, Bali, Indonesia, June 19–21, 2019
1. This is a draft program, and not the final program. Within each
session, papers are organized according to the alphabetical order of
the first authors’ last names. Please find your name and session from
the Name Index first. The draft program is disseminated for
informational purposes only, and can be subject to (hopefully very
minor) change without further notice. Changing sessions and times is
not possible. If there are typos (especially those regarding your name
and affiliation), please email [email protected] ASAP.
2. Some session chairs have ? next to their names, as these colleagues

have not responded to our invitation. Can these colleagues please
respond to [email protected] ASAP? In the (unlikely) event that
assigned session chairs fail to respond at all, presenters for a session
please form a self-managing team.
3. Format of a roundtable session: There is no traditional stand-up

(PPT-based) presentation. Everybody sits down, and presents
(without PPT) 5-10 minutes to colleagues at the table. Some
participants may choose to prepare a 1-sheet (2-sides) handout to
colleagues at the table (if so, we recommend 10 copies). There will be
some discussion moderated by roundtable session chair.
Thx for your understanding! — AAOM 2019 Team (April 18, 2019)
The 11th AAOM and 12th TAOM Joint Conference | 1

19–21 June 2019, Bali, Indonesia
DAY ONE 19 June 2019
June 19 / Session 1.1.1 / 2:00-3:30 PM journal. Former Editor-in-Chief David Ahlstrom will also
Track: Professional Development Workshop speak about publishing in APJM and avoiding desk
Room: Wantilan rejection. After that, roundtables will be held for authors
to discuss their papers with other Senior Editors on how to
PHD CONSORTIUM (by invitation only—to apply,
revise them for APJM.
please email Xiaohua Yang at [email protected];
and Badri Munir Sukoco at [email protected])
June 19 / Session 1.1.3 / 2:00-3:30 PM
(session 1)
Track: Professional Development Workshop
Co-Chairs:
Room: Tabanan
 Xiaohua Yang, University of San Francisco
AACSB ACCREDITATION TRAINING WORKSHOP:
 Badri Munir Sukoco, Universitas Airlangga
EVERYTHING YOU EVER WANTED TO KNOW ABOUT
Faculty mentors:
AACSB ACCREDITATION (Walk-ins are welcome, but
 Maoling Bu, Nanjing University
registration by June 1 is appreciated, especially if
 Ping Lv, University of Chinese Academy of participants wish to have the specific concerns of
Sciences their schools addressed. To register, please contact
 William Newburry, Florida International Joyce Wang at [email protected], with a
University brief description of the specific issues or concerns
 Ely Susanto, Universitas Gadjah Mada you would like to discuss at the workshop—with the
 Sari Wahyuni, Universitas Indonesia specific email subject line “AACSB @ AAOM 2019”).
 Wann-Yih Wu, Nanhua University (session 1)
 Wu Zhan, University of Sydney Trainer: Stephanie Bryant, Executive Vice President
and Chief Accreditation Officer, AACSB
Senior faculty from a variety of universities will bring
together their diverse academic and professional Dr. Stephanie Bryant will share with you what is involved
experience to coach PhD students, who will become the in seeking and applying for AACSB accreditation. She will
next generation contributors to AAOM and beyond. cover the timetable, review basic standards, and discuss
the future of accreditation and the work that is being done
June 19 / Session 1.1.2 / 2:00-3:30 PM today to make the AACSB standards more global in nature.
Room: Gianyar June 19 / Session 1.1.4 / 2:00-3:30 PM
ASIA PACIFIC JOURNAL OF MANAGEMENT PAPER Track: Professional Development Workshop
DEVELOPMENT WORKSHOP (by invitation only—to Room: Denpasar Ballroom 5
apply, please email David Ahlstrom at ACADEMY OF MANAGEMENT DISCOVERIES PAPER
[email protected]) (session 1) DEVELOPMENT WORKSHOP (NOT by invitation only,
Chair: David Ahlstrom, Chinese University of Hong and walk-ins welcome. However, registration is
Kong; Consulting Editor, Asia Pacific Journal of appreciated. Please register via the AMD website
Management [https://form.jotform.com/AOMForms/amd-
Editors: workshop-at-asia-aom-bali-june-]. Those wanting
 Shyh-Jer Chen, National Sun Yat-sen feedback during the PDW must submit an extended
University abstract via the same website above at least one
 Vikas Kumar, University of Sydney week prior—i.e., by June 12, 2019) (session 1)
 Rico Lam, University of Macau Chair: Peter Bamberger, Tel Aviv University; Editor,
 Chi-Sum Wong, Chinese University of Hong Academy of Management Discoveries
Kong
Academy of Management Discoveries (AMD)—the journal
Editors of the official journal of the Asia Academy of for empirical exploration in management and
Management—Asia Pacific Journal of Management—will organizations—invites you to its regional paper
work with authors on how to improve their papers to development workshop. The purpose of this workshop is
enhance their competitiveness at APJM. The PDW will to help authors develop their ideas for papers that may
have a talk by Editor-in-Chief Chi-Sum Wong on the ultimately be submitted for review in AMD. AMD is

currently listed on the Emerging Sources of Citation Index centered instead of variable-centered approach, and (2) a
and is expected to receive a top-tier journal impact factor social relational approach to understand employees in
within the next two years. group dynamics. Both approaches may provide us very
different perspectives in understanding the effect of
June 19 / Session 1.1.5 / 2:00-3:30 PM individual profiles and interpersonal interactions.
Room: Denpasar Ballroom 1 June 19 / Session 1.1.7 / 2:00-3:30 PM
RESEARCH METHODS WORKSHOP I: AVOIDING Track: Professional Development Workshop
DESK REJECTION BECAUSE OF IGNORING STATE-OF- Room: Sunset
THE-ART STATISTICAL ANALYSES (No registration is ACADEMY OF MANAGEMENT (AOM)
necessary. Walk-ins are welcome) (session 1) ORGANIZATIONAL BEHAVIOR DIVISION PAPER
Chair: Rico Lam, University of Macau DEVELOPMENT WORKSHOP (NOT by invitation only,
Faculty trainers: and walk-ins welcome. However, those wanting
 Wendong Li, Chinese University of Hong feedback during the PDW must submit an extended
Kong abstract [5-10 pages of text] by May 10, 2019, to
 Iris Zhang, University of Macau Alex Newman, at [email protected])
(session 1)
Two state-of-the-art analyses are discussed in order to Chair: Alexander Newman, Deakin University; Chair,
avoid desk rejection and to improve quality of statistical Global Committee, AOM OB Division
analyses. The first is the issue of change in temporal
studies, especially in micromanagement research. Organizational Behavior Division of the Academy of
Explanations will be made regarding how to make Management (AOM) invites you to its regional paper
theoretical contributions above and beyond many current development workshop. The purpose of this workshop is
practices of analyzing changes. Methods that can be to help authors develop their ideas for papers that may
adopted to examine change will also be shown, including ultimately be submitted to top journals in the field.
latent growth modelling and latent change score analyses.
The second issue is how to conceptualize and report three- COFFEE BREAK / June 19 / 3:30-3:45 PM /
way interaction effects in organizational behavior studies.
Pre Function Room I
Different models and post-hoc statistical analyses of three-
way interaction will be explained and demonstrated.
References on these two issues and examples from prior June 19 / Session 1.2.1 / 3:45-5:15 PM
empirical research will be introduced in this PDW. Track: Professional Development Workshop
Room: Wantilan
June 19 / Session 1.1.6 / 2:00-3:30 PM PHD CONSORTIUM (by invitation only) (session 2)
Track: Professional Development Workshop Co-Chairs:
Room: Denpasar Ballroom 3  Xiaohua Yang, University of San Francisco
RESEARCH METHODS WORKSHOP II: NEW WAYS TO  Badri Munir Sukoco, Universitas Airlangga
CONCEPTUALIZE AND ANALYZE INDIVIDUAL Faculty mentors:
CHARACTERISTICS AND INTERACTIONS (No  Maoling Bu, Nanjing University
registration is necessary. Walk-ins are welcome)  Ping Lv, University of Chinese Academy of
(session 1) Sciences
Chair: Chi-Sum Wong, Chinese University of Hong  William Newburry, Florida International
Kong University
Faculty trainers:  Ely Susanto, Universitas Gadjah Mada
 Yan Liu, Wuhan University  Sari Wahyuni, Universitas Indonesia
 Kelly Z. Peng, Hong Kong Shue Yan  Wann-Yih Wu, Nanhua University
University  Wu Zhan, University of Sydney
 Xu Huang, Hong Kong Baptist University
June 19 / Session 1.2.2 / 3:45-5:15 PM
Traditional research at the individual level concentrates on
the relationship among variables. This PDW introduces
Room: Gianyar
two potentially new ways to develop and test theories
about phenomenon of individual employees: (1) a person- ASIA PACIFIC JOURNAL OF MANAGEMENT PAPER
DEVELOPMENT WORKSHOP (by invitation only)
(session 2) Faculty trainers:
Chair: David Ahlstrom, Chinese University of Hong  Wendong Li, Chinese University of Hong
Kong; Consulting Editor, Asia Pacific Journal of Kong
Management  Iris Zhang, University of Macau
Editors:
 Shyh-Jer Chen, National Sun Yat-sen June 19 / Session 1.2.6 / 3:45-5:15 PM
University Track: Professional Development Workshop
 Vikas Kumar, University of Sydney Room: Denpasar Ballroom 3
 Rico Lam, University of Macau RESEARCH METHODS WORKSHOP II: NEW WAYS TO
 Chi-Sum Wong, Chinese University of Hong CONCEPTUALIZE AND ANALYZE INDIVIDUAL
Kong CHARACTERISTICS AND INTERACTIONS (session 2)
Chair: Chi-Sum Wong, Chinese University of Hong
June 19 / Session 1.2.3 / 3:45-5:15 PM Kong
Track: Professional Development Workshop Faculty trainers:
Room: Tabanan  Yan Liu, Wuhan University
AACSB ACCREDITATION TRAINING WORKSHOP:  Kelly Z. Peng, Hong Kong Shue Yan
CASE STUDIES IN AACSB ACCREDITATION: THREE University
ASIA PACIFIC SCHOOLS (session 2)  Xu Huang, Hong Kong Baptist University
Trainer: Stephanie Bryant, Executive Vice President
and Chief Accreditation Officer, AACSB June 19 / Session 1.2.7 / 3:45-5:15 PM
This interactive workshop will focus on three different Room: Sunset
types of schools in Asia Pacific that have achieved AACSB ACADEMY OF MANAGEMENT (AOM)
accreditation and will seek input from workshop attendees
ORGANIZATIONAL BEHAVIOR DIVISION PAPER
on what their challenges would be in seeking AACSB
accreditation.
DEVELOPMENT WORKSHOP (session 2)
Chair: Alexander Newman, Deakin University; Chair,
Global Committee, AOM OB Division
June 19 / Session 1.2.4 / 3:45-5:15 PM
Room: Denpasar Ballroom 5 OPENING RECEPTION / June 19 / 6:00-7:30 PM /
ACADEMY OF MANAGEMENT DISCOVERIES PAPER Denpasar Ballroom 4, 5
DEVELOPMENT WORKSHOP (session 2) Chair: Budi Soetjipto, Universitas Pertamina
Chair: Peter Bamberger, Tel Aviv University; Editor,
Academy of Management Discoveries
June 19 / Session 1.2.5 / 3:45-5:15 PM

Room: Denpasar Ballroom 1
RESEARCH METHODS WORKSHOP I: AVOIDING
DESK REJECTION BECAUSE OF IGNORING STATE-OF-
THE-ART STATISTICAL ANALYSES (Session 2)
Chair: Rico Lam, University of Macau

DAY TWO 20 June 2019
effectively in Indonesia and Southeast Asia. [BUDI:
June 20 / Session 2.1 / 8:45-9:45 AM Please write 1-2 sentences to summarize]
Track: Plenary
Room: Denpasar Ballroom 1, 2, 3 [PHOTO SMS STYLE] Executive ONE is >>> (75-100
OPENING CEREMONY & KEYNOTE SPEECH words bio)
Co-Chairs: Mike Peng, University of Texas at Dallas;
David Ahlstrom, Chinese University of Hong Kong [PHOTO] Executive TWO is >>>
Speaker: Jason D. Shaw, Nanyang Technological [PHOTO] Executive THREE is >>>

University
COFFEE BREAK 2 / June 20 / 10:55-11:05 AM /
THE SPIRIT OF CRAFTSMANSHIP Pre Function Room I
In this keynote speech, I will outline the advantages that
may accrue to our academic community by taking a
mindset of craftsmanship. Drawing examples from the June 20 / Session 2.3 / 11:05-12:00 NOON
approach of 3-Michelin-star chef Jiro Ono, I will discuss Track: Plenary / Denpasar Ballroom 1, 2, 3
the importance of pride and perfection in our work, DEANS’ PANEL: THE FUTURE OF BUSINESS SCHOOLS
choosing important research questions and outcomes, Chair: Mike Peng, University of Texas at Dallas
and doing our best to give back to society. Panelists:
 Robin K. Chou, Associate Dean, College of
Jason D. Shaw is the Shaw Commerce, National Chengchi University
Foundation Chair in  Varghese Jacob, Vice Dean, Jindal School of
Business in the Nanyang
Management, University of Texas at Dallas
Business School at the
Nanyang Technological  Padmakumar Nair, Dean, LM Thapar School
University, Singapore. He of Management
is currently Editor-in-Chief  Budi Soetjipto, Vice Rector, Universitas
of the Academy of Pertamina
Management Journal. His
research on turnover, Four business school leaders from India, Indonesia,
employment relationships, incentives, social networks and Taiwan, and the United States share the experiences and
other topics has appeared in leading journals such as the challenges affecting their schools and their regions. They
Academy of Management Journal, Academy of will also pool their wisdom together to speculate about
Management Review, Journal of Applied Psychology, the future of business schools.
Strategic Management Journal, Organization Science,
Organizational Behavior and Human Decision Processes, Robin K. Chou is
and Personnel Psychology, among other outlets. His work Distinguished Professor of
also appears in leading practitioner-oriented publications Finance and Associate Dean
such as Harvard Business Review and WorldatWork for Research at College of
Journal. Commerce, National
Chengchi University (NCCU),
COFFEE BREAK 1 / June 20 / 9:45-9:55 AM / Taiwan. Professor Chou’s
academic research has
Pre Function Room I
concentrated mostly on
investments, market
June 20 / Session 2.2 / 9:55-10:55 AM microstructure and
Track: Plenary behavioral finance. Prof. Chou started a strategic research
Room: Denpasar Ballroom 1, 2, 3 advancement program at NCCU to form several research
EXECUTIVE PANEL: >>> TITLE>>> focus groups within the College, in a hope to develop at
least two to three research areas that have the potential
Chairs: Budi Soetjipto, Universitas Pertamina
to be eventually ranked among the top in their respective
Executives from leading Indonesian companies share
academic disciplines.
their experiences and insights on how to manage

Varghese Jacob is Vice Dean Management Development, and Managing Director of the
and Lars Magnus Ericsson Management Institute, University of Indonesia, Jakarta,
Chair in Information Systems in Indonesia. In addition, Budi is currently an Associate
the Jindal School of Professor in the Department of Management, Faculty of
Management at the University Economics, University of Indonesia. His research areas
of Texas at Dallas (UTD). Prior include strategic management, change management,
to joining UTD he was leadership, corporate culture, and HR management.
Associate Professor of
Management Information LUNCH / June 20 / 12:00-1:00 PM / Restaurant
Systems and Director of the
Center for Information
Technologies in Management in the Fisher College of AAOM/APJM COMBINED BOARD LUNCH MEETING
Business at The Ohio State University. He obtained his PhD (by invitation only) / June 20 / 12:00-1:00 PM /
degree in management information systems from Purdue Gianyar
University. At the Jindal School, he led the efforts to obtain
initial accreditation by the Association to Advance
Collegiate Schools of Business (AACSB) which was received June 20 / Session 2.4.1 / 1:00-2:30 PM
in 2002, and its subsequent maintenance of accreditation Track: Organizational Behavior
efforts. As part of the management team at the School he Room: Denpasar Ballroom 1
has been involved in managing the growth of the School CAREER DEVELOPMENT
and the planning and implementation of new degree Chair: Jieqiong Cao, National University of Singapore
programs. His research interests are in the areas of
artificial intelligence, data quality, decision support The incoming threat: Impact of automation potential
systems, and electronic commerce. His publications
on job security, and the role of technical skill and
include articles in journals such as Management Science,
Information Systems Research, Decision Support Systems, quality relationship
IEEE Transactions on Systems, Man, and Cybernetics,  Jieqiong Cao, National University of
European Journal of Operational Research, and Singapore
Psychometrika.  Zhaoli Song, National University of
Singapore
Padmakumar Nair, Director and
Dean of LM Thapar School of With the technology development in artificial intelligence
Management, has worked both (AI) and robotics, people are worried about the changes
in academia and industry and caused by automation. Most of them care about the
has a combined experience of potential unemployment caused by automation, while
more than 30 years in various neglecting that employees’ psychological state may also be
industries such as oil and gas, influenced if they are aware of the possibility of being
education, consulting, and replaced by technology. In this paper, we aim to examine
advanced R&D. His current the effect of automation potential on employee job
interests are in the areas of insecurity, and the moderating role of individual resources
leadership for sustainability and (technical skill) and social resources (quality relationship
entrepreneurship with a focus on using evolutionary with supervisor) in buffering the influence of automation
psychology principles to improve human condition and potential on job insecurity. Drawing upon theories of job
organizational effectiveness. He has taught, consulted, insecurity, social information processing, and transactional
researched and conducted executive and leadership stress, we posit that employees in high automation
development workshops in the US, India, Japan, the potential industries and occupations are more likely to
Netherlands, China, the UK, and South Korea. perceive job insecurity. In addition, based on transactional
stress theory, individuals with high level of technical skill
and quality relationship with supervisors are less likely to
Budi Soetjipto is Vice Rector for be influenced by automation potential.
Research, Development, and
Partnership at Universitas
The impact of career maturity on perceived
Pertamina. Prior to his role at
Universitas Pertamina, he served employability: The mediating effect of self-regulated
as Dean at Sampoerna School of learning
Business, Executive Director of  Anna J. C. Hsu, Chinese University of Hong
the Indonesia Institute for Kong

 Mavis Yi-Ching Chen, National Taiwan
Normal University Guanxi is a Chinese indigenous concept. Past literature is
 Nai-Fang Shin, Huei Yeh Corporation mostly about interpersonal guanxi in the organizational
behavior field. Guanxi between employee and
organization has not been conceptualized and studied.
This study investigates the impact of career maturity on
Meanwhile, the concept is also criticized for its lack of
perceived employability and the mediating role of self-
emic components in the conceptualization and suspected
regulated learning based on social cognitive career theory.
as an indigenous concept. The present study follows the
Data were obtained from 257 undergraduate students in
recent development on the emic components of guanxi to
Taiwan. While previous research shed light on the
conceptualize the guanxi with organization. Based on the
influence of self-regulated learning on academic
basic emic components of guanxi concept, prescribed
performance, this study expanded the role of self-
obligation, and the literature of nomological network of a
regulated learning in career development process. In
construct, we hypothesize it differential effects on three
addition, the indirect effects of metacognitive, behavioral
major job outcomes. An empirical study on 357 Chinese
and motivational self-regulated learning on the
supervisor-subordinate dyadic provides supports to our
relationship between career maturity and perceived
hypotheses that employee guanxi with organization (1) is
employability have been examined respectively. The
positively related to performance and organizational
results indicated that career maturity was positively
citizenship behavior towards organization, and (2) reduces
related to metacognitive and motivational self-regulated
detrimental impact of negative emotions on them
learning. More importantly, metacognitive self-regulated
incrementally.
learning fully mediated the relationship between career
maturity and perceived employability. Interestingly,
students with better earlier academic performance had Supervisory organizational socialization behaviors on
lower degree of perceived employability, implying the newcomer outcomes: The mediating role of
possible effect of Big-Fish-Little-Pond. identification with leader
 Zhenyuan Wang, East China Normal
Can mentoring increase newcomers’ well-being in University
organizations? A socialization perspective  Wei Fan, East China Normal University
 Jia Liu, Shandong University  Chunyan Wang, East China Normal
 Di Cai, Shandong University University
 Shengming Liu, Peking University
This paper explores the structure of supervisory
This study aimed to examine whether mentoring organizational socialization behaviors (SOSB) among
influences newcomers’ well-being in organizations and to Chinese employees, and tests its influencing mechanism
investigate whether the relationship between mentoring that whether SOSB could enhance employee perceived
and newcomers’ well-being in organizations was mediated insider status, and work engagement through
by newcomers’ socialization. The study also investigated identification with leader. By performing series of data
proactive personality’s moderating role between analyses from multiple samples (e.g., factor analysis,
mentoring and newcomers’ socialization, and then the set validity testing, etc.), we identify that SOSB consists of four
of indirect effects. A four-wave timed-lagged survey in dimensions: information provision, skills improvement,
newcomers provided convergent support of this model. psychological support, and team sociality. Moreover, such
Using data of 227 newcomers from an IT company in dimensions of SOSB could explain significant additional
China, we found support for our hypotheses that variance in employee attitude, cognition, and performance
mentoring had a positive indirect influence on newcomers’ beyond traditional relevant measure—supervisory
well-being through socialization. In addition, the socialization tactics. Finally, survey data from 244
moderated mediation analysis revealed proactive employees collected in three waves in China supports the
personality augmented mentoring direct effect on mediating role of identification with leader within the
socialization and indirect effect on well-being. relationship between SOSB and employee perceived
insider status, and work engagement, respectively.
The role of guanxi in employment relationship for
Chinese employees: An exploratory study June 20 / Session 2.4.2 / 1:00-2:30 PM
 Chao Qian, Macau University of Science and Track: Panel
Technology Room: Denpasar Ballroom 2
 Shanshan Wen, Shenzhen University PANEL: MEET APJM EDITORS
 Kelly Z. Peng, Hong Kong Shue Yan Chair: Chi-Sum Wong, Chinese University of Hong
University Kong; Editor-in-Chief, Asia Pacific Journal of

Management and as Visiting Scholar at Stanford University and Dunning
Senior Editors: Fellow at University of Reading. He is Editor-in-Chief of the
 David Ahlstrom, Chinese University of Hong Journal of Asia Business Studies and Senior Editor of the
Asia Pacific Journal of Management and Cross-Cultural &
Kong
Strategic Management. Vikas is interested in studying the
 Vikas Kumar, University of Sydney internationalization strategies employed by firms from
 Rico Lam, University of Macau emerging markets such as India.
Chi-Sum Wong is Professor Rico Lam is Professor of

of Management at the Management and Head of
Department of Management the Department of
of the Chinese University of Management and Marketing
Hong Kong. He received his at the University of Macau.
PhD from the Department of Rico is currently doing
Organizational Behavior and research on trust, incivility
Human Resources and dirty work. His research
Management of Purdue has appeared or been
University. Dr. Wong has published and presented more accepted for publication in
than 200 articles in academic journals and international outlets such as the Journal of Applied Psychology, Journal
conferences. He has served on the editorial boards of of Management, Human Relations, and Asia Pacific Journal
various journals such as the Academy of Management of Management. His work on trust and dirty work was also
Journal, Journal of International Business Studies, Journal published in the Handbook of Chinese Organizational
of Occupational and Organizational Psychology, and Behavior in 2012. Rico is currently Senior Editor of the Asia
Journal of World Business. He is currently Editor-in-Chief of Pacific Journal of Management. Rico holds a PhD in
the Asia Pacific Journal of Management. management from the University of Oregon.
David Ahlstrom (PhD, New

York University) is Professor
June 20 / Session 2.4.3 / 1:00-2:30 PM
at The Chinese University of Track: TAOM Chinese
Hong Kong. He obtained his Room: Denpasar Ballroom 1
PhD after working in the IT 國企與策略管理(1)
field. His research interests Chair: 林玟廷, 國立成功大學
include managing in Asia,
innovation, and
高階管理團隊教育背景與任期異質性對企業績效之影響
organizational history. He
: 綠色策略的中介效果與組織寬裕之調節式中介效果
has published over 100
peer-reviewed articles in journals such as the Strategic  李庭閣(Lee, Ting-Ko),國防大學
Management Journal, Academy of Management Review,  劉委宗,國防大學
Journal of International Business Studies, Journal of
Management Studies, and Asia Pacific Journal of 運用社會網絡促進產學合作：兩岸清華創業實驗室的案
Management, for which he served as Editor-in-Chief. He 例分析
currently is Consulting Editor of APJM. He recently was  曾詠青(Tseng, Yung-Ching),元智大學
recognized as a “Highly Cited Researcher” (from Thomson  吳俊諺,國立清華大學
Reters/Clarivate Analytics), in the top 1% among  洪世章,國立清華大學
economics and business researchers (for the years 2006-
2016). At the AAOM 2019 conference in Bali, he serves as 正當性的湧現:一個多層次分析
Program Co-Chair.
 朱康(Zhu, Kang),國立清華大學
 洪世章,國立清華大學
Vikas Kumar is Head of
Discipline and Professor in the [DISTINCTION] TAOM Best Conference Paper
Discipline of International TAOM 大會傑出論文獎
Business at the University of
Sydney Business School. His 市場導向型組織文化對企業競爭績效的影響：投資者關
previous appointments were 係的中介效果
at Bocconi University as  劉丹(Liu, Dan),國立政治大學
Assistant Professor in the  林月雲,國立政治大學
Department of Management,

企業市場知識影響創新績效的機制與脈絡因素 business competitive strategy and entrepreneurial
 陳信宏(Chen, Hsin-Hung),逢甲大學 intention to enable it to offer new services to customers
 Chen, Kuan-Yang,國立臺北護理健康大學 relative to competitors.
Industrial cluster and laboratory’s knowledge

June 20 / Session 2.4.4 / 1:00-2:30 PM
creation
Track: Entrepreneurship and Innovation
 Naohiro Sawada, Aoyama Gakuin University
BUSINESS MODELS AND ORGANIZATIONAL  Kazuhiro Asakawa, Keio University
LEARNING  Hiroshi Nakamura, Keio University
Chair: Subramaniam Ananthram, Curtin University
This research investigates the effect of industrial cluster on
the research and development (R&D) performance of a
Frugal innovation and jugaad mindset: A neo- firm’s laboratory. Former research shows that the
institutional perspective performance of the firm which is located in the industrial
 Subramaniam Ananthram, Curtin University cluster is higher than the performance of the other firm
 Christopher Chan, York University which is not located there. However, recent research
shows that such relationships are undefined. Our unit of
What is frugal innovation and what compels indigenous analysis focuses on a firm’s laboratory level. We then
multinationals to innovate using frugal means? We explore investigate how industrial cluster affects the performance
these interesting yet underexplored questions within the of the laboratory and also shows the additional effect of
context of jugaad—an ingenious form of indigenous frugal firm’s internal knowledge transfer. Our research data is
innovation originating with Indian multinationals. Using gathered from the laboratories of Japanese firms. The
qualitative data from eight Indian multinationals and a result shows that, on average, industrial cluster has
neo-institutional perspective, we find that jugaad negative effects on the performance of the laboratory.
innovation is a response to a complex combination of However, the long-term location in the industrial cluster
myriad institutional factors that challenge these has positive effects on the laboratory. Additionally, the
multinationals to innovate frugally by developing a firm’s internal knowledge transfer has the positive effect
multifaceted jugaad mindset. Our findings are presented in on the laboratory even when the laboratory is located on
a conceptual framework that extends neo-institutional the industrial cluster. This study reconfirms the recent
theory to the context of frugal innovation and advances research on different unit of analysis and the other
the theoretical development of jugaad innovation. research site, and advocates the firm’s internal knowledge
transfer even on short-term location of the industrial
cluster.
Business strategy as critical attributes of creating
innovation: The role of coopetition, entrepreneur
The role of financial technology (Fintech) to
intention and organization learning
strengthen the SME financing in emerging market
 Chih-Hsing Liu, Ming Chuan University
 Atina Shofawati, Universitas Airlangga
 Wei-Long Lee, National Kaohsiung
University of Science and Technology
Recently, the digital era is the reality of financial
innovation which must be faced by business and industry.
Coopetition and business strategy determine tourism
Some of financial transactions can be conducted easily by
organizations’ survival and growth. The current study using the development technology in digital era. One of
highlights the following recent findings for the travel
the features of the digital era is the implementation of
agency industry: (a) a coopetition strategy may enhance
digital financial which is characterized by the
new service development (NSD) through organizational
implementation of financial technology (Fintech). The
learning and business strategy; (b) entrepreneurial
availability of Fintech can be seen as opportunity to
intention provides the impetus for organizational learning
expand the business and industry especially small and
and business strategy improvement; and (c)
medium enterprises (SME) which don’t have access to get
entrepreneurial intention also strengthens the relationship
financing from the commercial bank. SMEs have a
between business strategy and new service development.
significant role to strengthen the fundamental economy of
This study used 345 surveys from different categories of Indonesia. Using qualitative methods, this paper describes
travel agencies as samples to analyze hypothesis models
the role of Fintech to strengthen the SME financing in
from Taiwan. The results confirm that travel agencies’
emerging markets, especially in Indonesia.
competitive advantages are realized either when a firm
maintains good relationships with competitors and adopts
a learning orientation, or when it deploys the appropriate Managing external knowledge search: The multiple
and contingent roles of absorptive capacity
 Yueqi Wang, Dalian University of detachment is low. Results from an online survey in Japan
Technology provided support for our hypotheses.
 Bin Guo, Zhejiang University
Team-directed empowering leadership and
Nowadays, it is widely accepted that search for external individual creativity: Creative role identity, power
knowledge is critical to firm innovation performance. distance, and conformity
However, a framework to systematically demonstrate  Yaping Gong, Hong Kong University of
what factors interactively influence a firm’s openness in Science and Technology
innovation search is still lacking. In this study, we develop  Alice H. Y. Hon, Hong Kong Polytechnic
an integrative framework with three-way interaction to
University
explore how absorptive capacity, financial slack, and
industrial competition shape a firm’s external knowledge
 Y. Y. Wong, University of New South Wales
search behavior. GLS regression is adopted to examine the  Song Chang, Hong Kong Baptist University
model with a balanced 10-year panel dataset of 298
manufacturing firms that are publicly traded in the USA. Departing from the existing focus on intrinsic motivation,
The results reveal that both direct and indirect effects of we theorized creative role identity as an underlying
absorptive capacity on external knowledge search are mechanism linking team-directed empowering leadership
contingent upon the degree of industrial competition, and with individual creativity. We also theorized the power
will be diminished for firms embedded in highly distance and conformity values of individuals as boundary
competitive industries. conditions for the creative role identity mechanism. We
collected data from 33 team leaders (supervisors) and 276
team members (subordinates). Our results indicate that
June 20 / Session: 2.4.5 / 1:00-2:30 PM
team-directed empowering leadership had a positive
Track: Organizational Behavior relationship with creative role identity, which in turn had a
Room: Gianyar positive relationship with individual creativity. The power
EMPLOYEE CREATIVITY I distance and conformity of individuals moderated the
Chair: Hubert Zydorek, University of Texas at Dallas relationship between team-directed empowering
leadership and creative role identity and the indirect
Psychological detachment: A creativity perspective relationship that it had with individual creativity via
on the link between intrinsic motivation and creative role identity, such that the relationship was
stronger at low levels of power distance and conformity.
employee engagement
 Debjani Ghosh, Sunway University
Does depletion have a bright side? Self-regulation
 Tomoki Sekiguchi, Kyoto University
exertion heightens creativity performance
 Yuka Fujimoto, Sunway University
 Cony M. Ho, University of Cincinnati
 Szu-Han (Joanna) Lin, University of
This study presents a contextual boundary condition of
psychological detachment in relation to the relationship Massachusetts – Amherst
between intrinsic motivation, employee creativity and  Russell Johnson, Michigan State University
employee engagement of workers. Specifically, we drew
from social determination theory (SDT; Deci & Ryan, 2000) Resource-based theories of self-regulation posit that
and integrate unconscious thought theory (UTT; exerting self-control to regulate one’s thoughts, feelings,
Dijksterhuis & Nordgren,2006), social exchange theory and behaviors depletes people’s available self-regulatory
(SET; Blau, 1964), recovery processes (i.e., effort-recovery resources, leaving them cognitively depleted and less able
model; Meijman & Mulder, 1998), and conservation of to exert self-control in subsequent activities. The literature
resources theory (COR; Hofball,2001) to develop an to date has predominantly focused on the detrimental
additional perspective on when and why intrinsic effects of resource depletion, such as weak resistance to
motivation predicts employee engagement. Furthermore, temptation and engagement in impulsive and
we hypothesized that the effect of intrinsic motivation on interpersonally damaging behavior. Although the
employee creativity is moderated by psychological detrimental effects of cognitive depletion are well-
detachment, such that creativity will be high when established, we challenge this prevailing view by proposing
psychological detachment is high and the indirect effect of that depletion can in some instances have beneficial
intrinsic motivation on employee’s engagement via effects. Across multiple experiments, our research
creativity is moderated by psychological detachment, such provides evidence that depletion heightens individuals’
that this relationship is stronger when psychological creativity. In two initial experiments, we found that
detachment is high but weakens when psychological depletion improves individuals’ performance in different
creativity endeavors. In a follow-up experiment, we found

that this beneficial effect of depletion on creativity is such that the indirect effect was stronger in teams with
explained by heightened novelty seeking when individuals lower leader-member exchange differentiation.
are depleted. In a final experiment, we explored a
boundary condition of this depletion-creativity effect by June 20 / Session: 2.4.6 / 1:00-2:30 PM
demonstrating that it only emerges for individuals who
Track: Business Policy and Strategy
believe their ability is malleable.
Room: Wantilan
CEOs AND SHE-E-Os
Linking perceived overqualification to employee
Chair: Li-Qun Wei, Hong Kong Baptist University
creativity: The roles of creative self-efficacy and
perceived supervisory support
 Zhaohui Wang, Hunan First Normal When and how CEO procedural fairness matter to
University firm ambidexterity: Roles of TMT advice seeking and
environmental dynamism
 Guoqiang She, Hunan First Normal
University  Yoyo Huo, University of Surrey
 Li-Qun Wei, Hong Kong Baptist University
Based on social cognitive theory, we propose that  Song Chang, Hong Kong Baptist University
employees’ perception of overqualification positively  Kun Qiao, Dalian University of Technology
impacts their creativity through the motivating mechanism
of creative self-efficacy and that this indirect effect is Drawing upon the upper-echelons theory, we investigate
moderated by perceived supervisor support. We test our when and how a unique CEO characteristic, procedural
model using survey data from 527 employees in 10 fairness, affects firm ambidexterity. In particular, we
companies collected from China. The results reveal that hypothesize that CEO procedural fairness can promote
perceived overqualification has a positive indirect effect top-management-team’s (TMT) advice seeking behavior,
on employees’ creativity through creative self-efficacy. which in turn enhances firm ambidexterity. Furthermore,
Perceived supervisor support moderates the indirect effect we predict that environment dynamism amplifies the
of perceived overqualification on employee creativity via impact of CEO procedural fairness on TMT’s advice seeking
creative self-efficacy such that the positive relationship behavior and also the indirect effect of CEO procedural
between perceived overqualification and creative self- fairness on firm ambidexterity via TMT’s advice seeking
efficacy is stronger when employees perceived low behavior. Results based on matched responses between
supervisor support. 92 CEOs and 195 TMT members (excluding CEOs) provide
support to our predictions.
The interplay of shared leadership and vertical
leadership in facilitating team creativity Taken for granted? The impact of stakeholder
 Jinlong Zhu, Renmin University of China orientation on corporate social responsibility and
 Nan Wang, Lingnan University CEO’s wealth and prominence
 Zhaoli Song, National University of  Jongsoo (Jays) Kim, Hong Kong Baptist
Singapore University
 Nancy Yifeng Chen, Lingnan University  Yeongsu A. Kim, University of
Massachusetts – Amherst
Shared leadership is an emergent team phenomenon
whereby leadership roles and influence are distributed In this study, we assess the causal impact of stakeholder
among team members. Although formal team leaders orientation on the impact of corporate social responsibility
often play a critical role in work teams, the influence of and CEO’s wealth and prominence. To obtain exogenous
formal team leaders on the effectiveness of shared variation in stakeholder orientation, we exploit the
leadership has received little attention. Drawing on social enactment of state-level constituency statutes, which
comparison theory and the input-process-output allow corporate executives and directors to consider non-
framework, this study develops a theoretical model that shareholders’ interests when making business decisions.
explains the interplay of shared leadership and vertical Using a cross-section of Texas firms during 2002-2012, we
leadership in spawning team creativity. We tested the find that the enactment of constituency statutes leads to
proposed model using multi-source data collected from significant increases in the quality of a firm’s corporate
136 work teams in a large company. Results show that social responsibility (CSR). However, the effect of CSR does
shared leadership promoted team creativity through not necessarily lead to superior firm performance or value.
knowledge sharing. Moreover, this indirect effect was We further argue and provide evidence that the obligated
contingent on leader-member exchange differentiation, stakeholder orientation decreases the impact of CSR on
the CEO’s compensation, but increases the impact of CSR

on the CEO’s media exposure. Finally, we posit that the The grace period of CEO tenure: A model of founder
impact of non-shareholder orientation on the CEO’s CEO turnover after IPO
wealth and prominence is salient in non-consumer-  Xiaoyu Zhou, Shanghai Tech University
focused industries.
 Bobai Li, Peking University
 Jianjun Zhang, Peking University
How to break the She’-E’-O plight: A down-to-top
 Shuping Li, Hong Kong Polytechnic
contingency perspective
University
 Li Tong, Singapore Management University
 Yin Zhang, Northwestern Polytechnical Post-IPO founder CEOs are a selected group of corporate
University leaders who differ from both pre-IPO entrepreneurs and
professional managers. They enjoy a much longer tenure
Female corporate leadership has drawn increasing that cannot be attributed to measurable personal
attention from academics and practitioners over the past characteristics and firm performance. Instead, founder
decades. Female CEOs (hereafter She’-E-Os) are widely CEOs, because of their past success and younger age, are
acknowledged to be adversely subject to gender given extra trial and error opportunities, exempting them
stereotype due to their minority status. We contribute to from short-term performance pressures and allowing
the literature that holds a homogenous assumption on them to focus on long-term growth. While a longer grace
gender stereotype (i.e., over-emphasis on the existence of period leads to an easy early tenure with a much delayed
uniform negative responses to female leaders) by peak turnover hazard, it also reduces its own significance
systematically incorporating heterogeneous sociopolitical in lowering subsequent turnover risk. As founder CEOs
forces from multiple levels. We propose that these socio- stay long in tenure, their turnover risks remain relatively
political forces can deflect how firms blame She’-E-Os for high and better performance starts to facilitate their
undesirable financial performance and thus affect their departure. These distinctive patterns concur with key
dismissal decision. We specifically find that incumbent mathematical properties of the lognormal distribution that
power (individual level), board in-group favoritism has been widely used in turnover research. Analyses of
(organizational level), and political intervention CEO turnover events in Chinese non-state-owned public
(institutional level) can protect She’-E-Os from being firms from 1992 to 2012 show clear grace period dynamics
adversely affected by gender stereotype. and reveal founder CEOs’ special roles in modern
corporate landscape. Our study extends the research on
Will all poor-performing CEOs receive a pay-cut? The CEO honeymoon period and CEO seasons and provides an
role of firms’ causal attributions alternative theoretical perspective to understand
 Yameng Zhang, Sun Yat-sen University executive tenure and other professional careers.
 Gracy (J. Y.) Yang, University of Sydney
 Yi Li, University of Sydney June 20 / Session 2.4.7 / 1:00-2:30 PM
Track: TAOM Chinese
This paper investigates whether any poor-performing CEO Room: Jembrana
receives a pay-cut, and how firms’ different attributions of 國際企業與策略管理（圆桌）
CEOs’ responsibility to the poor performance may mediate Chair: 黃銘章, 國立雲林科技大學
the performance-CEO pay-cut relationship. By analyzing
the narrative explanations for poor performance in the
annual reports of 272 publicly listed firms in China, we 崩而不潰：台積電對摩爾定律的制度工作
identified that types of reasoning in a firm’s attributions of  賴俊彥(Lai, Jiun-Yan),國立清華大學
CEOs’ responsibility toward its poor performance: blame
and justification. Importantly, we found that among the 如何決定聯盟型態?組織能力與社會網絡的觀點
poor performing firms, those with poorer performance  彭彥群(Peng, Yen-Chun),德明財經科技大學
tend to increase the firm’s blame attribution which in turn  張振傑,弘光科技大學
increases the likelihood of its CEO’s pay-cut, while those
with relatively better performance tend to increase the 桴鼓相應：合作隨創之工藝個案研究
justification attribution which in turn can reduce its CEO’s  陳蕙芬(Chen, Hui-Fen),國立臺北教育大學
pay-cut. These findings extend the literature on CEO pay-
 梁煥煒,國立政治大學
cut by highlighting the importance of firms’ attributions in
determining the relationship between firm performance
and CEO pay cut and the distinctive effects of different 公私夥伴關係的能源轉型案例研究
types of firms’ attributions.  蔡依倫(Tsai, I-lun),國立屏東大學
 郭雅琪,國立澎湖科技大學
 謝如梅,國立中山大學

員工敬業與組織公民行為之研究：團隊凝聚力與調節焦
精英再生后传：私营企业主政治参与、体制烙印与创新點之跨層次調節效果
投入  張紹恩(Zhang, Shao-En),國立成功大學
 陈颖(Chen, Ying),汕头大学商学院  李芸蘋,國立臺南大學
 宋丽红,汕头大学商学院  黃若梅,國立臺南大學
 张振,汕头大学商学院  潘思穎,澳門科技大學
子公司自主權與吸收能力：授予途徑與知識外溢之效果企業社會責任對員工幸福感和退卻行為之影響：以體制
分析壓力為調節變項
 陳律睿(Chen, Lu-Rui),銘傳大學  許建彬(Xu, Jian-Bin),國立中山大學
 劉峰旭,世新大學  李宜燕,高雄市立凱旋醫院
 鄒鴻泰,溫州大學  陳椽霖,國立高雄師範大學
 孫紹恩,國立高雄師範大學
文創園區焦點廠商的樞紐策略  黃良志,國立中正大學
 顏如妙(Yen, Ju-Miao),實踐大學
 吳思華,國立政治大學美容產業員工組織承諾對主管領導風格與工作績效之中
介效果
June 20 / Session 2.4.8 / 1:00-2:30 PM  呂家美(Lu, Chia-Mei),臺南應用科技大學
Track: TAOM Chinese  陳世哲,國立中山大學
Room: Tabanan
組織行為與人資管理（圆桌）了解員工工作場域中的無力感：探討員工電壓不足的前
因與後果
Chair: 陳建丞, 國立臺北科技大學
 陳淑媛(Chen, Shu-Yuan),聯合大學
 李芸蘋,聯合大學
叛逆人才就是不墨守成規：企業形象對組織人才吸引力
 溫金豐,聯合大學
和員工留任意願之影響
 陳先郡,聯合大學
 楊國志(Yang, Guo-Zhi),澳門科技大學
 傅松雲,高雄市立凱旋醫院
 許建彬,國立中山大學 June 20 / Session 2.4.9 / 1:00-2:30 PM
 陳椽霖,國立高雄師範大學 Track: International Management
 孫紹恩,國立高雄師範大學 Room: Sunset
 黃良志,國立中正大學 A DEEP DIVE INTO INSTITUTIONS
Chair: Wu Zhan, University of Sydney
主動性格在管理上的研究：由實證文獻回顧中鑒往知來
 謝琇玲(Hsieh, Hsiow-Ling),義守大學 Pro-market institutions and global strategy: The
 侯韋光,義守大學 pendulum of pro-market reforms and reversals
 吳靜萍,義守大學  Alvaro Cuervo-Cazurra, Northeastern
University
兼職人員之高流動率:工作價值觀與情感承諾之重要性  Ajai Gaur, Rutgers University
 陳先郡(Chen, Xian-Jun),國立中山大學  Deeksha Singh, Rutgers University
 陳以亨,國立中山大學
 洪紫嫣,國立中山大學 We review the literature analyzing the impact of pro-
market institutions on firms’ global strategy. We propose
人力資源排程系統自動化的實現－以護理人員為例 that the ideological tension between whether the
 陸佳寧(Lu, Jia-Ning),國立臺灣科技大學 government or the market should drive economic
 呂志豪,國立臺灣科技大學 development results in a pendulum of periods of pro-
market reforms and reversals that drive changes in firm
 鄭仁偉,國立臺灣科技大學
strategy and performance. The review reveals much
progress in the analysis of the impact of pro-market
組織學習脈絡與趨勢 : 引證網絡分析
reforms on firms’ strategies and performance. However,
 曾廷錦(Tseng, Ting-Chin),元智大學 we still need to know about the co-evolutionary
 何建德(Ho, Chien-Te),元智大學 relationship between pro-market institutions and strategy,
the interactions among strategies, and the mechanisms

that connect pro-market institutional dynamics and firms’ adopts an adapted communication strategy; in the high-
strategies. animosity country, marketing communication adaptation
significantly moderates the effect of product design
State capitalism, economic systems and the adaptation on consumers’ purchase intentions.
performance of state-owned firms
 Saul Estrin, London School of Economics Context and the “emic/etic” contrast revisited for
 Zhixiang Liang, Concordia University international business and management research
 Daniel Shapiro, Simon Fraser University  David Guttormsen, BI Norwegian Business
School
 Michael Carney, Concordia University
 Malcolm Chapman, University of Leeds
In this paper, we pursue two related research questions.
First, we enquire whether state-owned enterprises (SOEs) Drawing upon linguistic anthropological theory, this article
perform better than privately owned firms in a large explores new perspectives on “context”, by putting into
variety of emerging markets. To test this, we develop a question, and going beyond, the “emic”/“etic” opposition
unique dataset using firm-level data from the World Bank as commonly understood in international business &
Enterprise Survey (WBES), resulting in a sample of over management (IB&M) literatures. Our analysis suggests
50,000 firms from 57 understudied countries including that the North American dominated IB&M research field
emerging capitalist, former socialist, and state capitalist can learn from intellectual developments in social
ones. Our results suggest that SOEs do display productivity anthropology, which are in turn drawn from linguistics. We
advantages over private firms in these understudied argue that the pursuit of “shared etics” as a cross-cultural
economies. Our second research question asks whether research strategy, prevalent in positivistic and hypo-
the performance of state-owned firms in these deductive frameworks for understanding and researching
understudied countries is context specific, namely culture, is misguided. We argue for a full recognition of the
whether performance depends on the institutional system definitional sovereignty of different “emic” systems, and
to which a country is classified. We refer to these systems argue that this perspective has the potential to bring
as configurations. In particular, we are interested in dramatic change to our conception of research.
whether state-owned firms perform better in “state
capitalist” countries including China and Vietnam. We find Bridging distance: The experience of international
empirical support for the argument that the “state led” friendship cities, regional government leaders and
configuration provides better institutional support for the outward foreign direct investment from emerging
ownership advantages of SOEs than others. economies
 Yameng Zhang, Sun Yat-sen University
National animosity and marketing  Wu Zhan, University of Sydney
standardization/adaptation: A cross-country study  Yekun Xu, Liaoning University
 Chen-Min Fong, National Sun Yat-sen  Vikas Kumar, University of Sydney
University
 Hsiao-Hui Ho, Tajen University This study investigates an important yet overlooked
 Hsing-Hua Stella Chang, National Sun Yat- phenomenon in relation to the international friendship
sen University city (IFC) as a subnational diplomatic relation that links
 Pei-Chun Hsieh, National Sun Yat-sen host country cities sharing similarities. We theorize that
University the development of IFC relations is a proxy for an
important institutional instrument for regional
governments aimed at narrowing distance between home
This interdisciplinary study integrates the research streams
and host institutions and ultimately influencing outward
of consumer animosity and marketing adaptation/non-
foreign direct investment (OFDI). Drawing on experiential
adaptation to show how marketing adaptation (product
learning theory and an institution-based view, we argue
design and marketing communication) affects purchase
that regional governments that accumulate deeper and
intention when consumer animosity is a national
broader experience in developing IFC relationships can
sociological phenomenon. Experimental studies are
better employ them to facilitate OFDI. We further argue
conducted in two host markets with different levels of
that this experience is more effective when regional
animosity toward the international firm’s home country
leaders are in the later stage of their tenures and when
(Japan): one with high animosity (China), and one with low
they retain their positions. An analysis of 485 IFC
animosity (Taiwan). Results indicate that consumers in the
relationships developed by 31 Chinese provincial
high-animosity host market prefer adapted products to
governments with 49 Belt and Road Initiative (BRI)
non-adapted products; in the high-animosity context,
countries supports our hypotheses.
consumers favor the product when the international firm

Pacific in regards to the increasing emphasis on “research
COFFEE BREAK 3 / June 20 / 2:30-2:45 PM / impact”, and various approaches by researchers,
individually and collectively, to improve research impact.
Pre Function Room I
Here, research impact is defined in social terms, that is,
impact of research beyond academia. The panel reflects
June 20 / Session 2.5.1 / 2:45-4:15 PM responses of researchers from different universities and
Track: TAOM Chinese research institutes in the region to the challenge; and
Room: Denpasar Ballroom 1 serves as a forum to share their insights in bridging
國企與策略管理(2) management research and practices.
Chair: 林豪傑, 國立中山大學
Hao Tan is Associate Professor
with Newcastle Business
地主國正式制度風險對台商海外直接投資區位選擇的影 School at the University of
響 Newcastle, Australia. His
 黃銘章(Huang, Ming-Chang),國立雲林科技大 research interest is focused on
學 energy and resource
 呂鴻德,中原大學 transitions in China and their
 洪千惠,中原大學 global implications from a
 羅維霖,元智大學 management research
perspective. He has published in Nature (in 2014 and
2016), Foreign Affairs, and a number of leading
外派至東協國家意願：前因與調節因素之研究調查
management journals. He is a recipient of an ARC
 王群孝(Wang, Chun-Hsiao),國立中央大學
Discovery Project grant in Australia, and a Teaching
 王瑋聰,國立中央大學 Excellence Award in his Faculty. He also writes frequently
 蔡宏基,國立中央大學 for English- and Chinese-language media, such as the UK-
based Financial Times’ China website and Australia’s
經理人自戀、國際化策略與企業社會責任之關係 theConversation.com.
 林玟廷(Lin, Wen-Ting),國立成功大學
 鄭貴揚,國立成功大學 Mei-Chih Hu is a Professor at
the Institute of Technology
“共用而共創”：探討 Xbed 酒店借平台共創價值之模 Management, National Tsing
式 Hua University, Taiwan. Her
research is in the areas of
 李慶芳(Li, Qing-Fang),實踐大學
innovation system, intellectual
 杜鵬,中南財經政法大學
property rights, emerging
[DISTINCTION] TAOM Best Conference Paper industries (particularly green
TAOM 大會傑出論文獎 energy and biotechnology) in
Asia, and latecomer strategy.
June 20 / Session 2.5.2 / 2:45-4:15 PM She is currently acting as an Advisory Editor or Associate
Track: Panel Editor for the international journals including Research
Room: Denpasar Ballroom 2 Policy; Technological Forecasting and Social Change and
PANEL: MAKING IMPACT FOR MANAGEMENT Innovation; and Management, Policy and Practice. Her
papers have been published in a variety of journals
RESEARCH: INSIGHTS FROM THE ASIA PACIFIC
including Research Policy, Nature, World Development,
CONTEXTS Regional Studies, and Innovation and Industry.
Chair: Hao Tan, University of New Castle
Bing Ren (PhD, Chinese
Panel members: University of Hong Kong) is a
 Mei-Chih Hu, National Tsing Hua University Professor in Nankai Business
 Bing Ren, Nankai University School, Nankai University,
 Hao Tan, University of New Castle China. She is the founder and
organizer of Nankai
 Guolin Yue, Qingdao Technology University
Management Research Salon,
 Hao Zeng, C50+ of Chinese Management and a member of the C50+
Model Forum Chinese Management Model
Forum. Bing’s research
This panel examines the changing landscape in the interests are in Chinese management theory building. Her
research environment of management scholars in Asia
research has focused on topics such as internationalization  Lauren Aydinliyim, Baruch College, City
of Chinese firms, family business growth and University of New York
entrepreneurship, corporate governance and social  Petra Christmann, Rutgers University
networks. She is a principal investigator of three projects
funded by the China National Natural Science Foundation
Human capital, or the knowledge, skills, and abilities of
and the China Ministry of Education, which examine
employees, can be a powerful driver of firm performance,
strategies and innovation activities of Chinese firms in a
yet the mobility of human capital raises questions over
context of rapid institutional changes. Bing has published
how to protect it. Employee NC agreements, which limit
in outlets such as Strategic Management Journal, Journal
an employee’s ability to start or join a rival firm, have
of World Business, Asia Pacific Journal of Management,
received recent attention, but prior research has focused
Management World (Chinese), and Nankai Business
on the role of NCs as individual mobility restrictions. We
Review (Chinese).
apply the resource-based view of the firm to conceptualize
employee NC agreements as isolating mechanisms that
Guolin Yue (PhD, Nankai
insulate firm human capital from rivals. We then exploit a
University, China) has
quasi-natural experiment of a California Supreme Court
undertaken post-doctoral
decision, and find that this decision dramatically increased
research in South China
the performance of in-state firms. Moreover, this
University of Technology, and
relationship was influenced by both local labor market and
is Professor with the Business
firm-specific resource factors. Since employee NC
School in Qingdao University of
agreements are found throughout the world, including in
Technology. He is a member of
the Asia-Pacific, important policy implications are noted.
the C50+ Chinese Management
Model Forum. Dr. Yue is a
Director of the Academy of Management in Shandong The prospect of universal basic income in the
Province, China; and a Director of the Community of changing world of work: establishing a research
Comparative Management Study in Shandong Province. agenda and future directions
Dr. Yue has undertaken collaborative research with his  Graham Perkins, University of Exeter
post-doctoral supervisor, Prof. Chunhua Chen, during  Sarah Gilmore, University of Exeter
recent years on Chinese indigenous management  David Guttormsen, BI Norwegian Business
practices. Dr. Yue has published books on those topics in
School
2014 and 2017.
 Stephen Taylor, University of Exter
Hao Zeng (PhD, Nankai
University, China) is the Given the substantial changes affecting the world of work
Secretary General of the C50+ caused, at least in part, by developments in advanced
Chinese Management Model technologies, attention in the scholarly and practitioner
Forum, and a Director of the community is increasingly turning towards the idea of a
Kingdee Research Institute. He universal basic income (UBI). Commonly viewed as an
has undertaken a post-doctoral unconditional stipend paid on a regular basis to every
project in South China member of a society irrespective of engagement with
University of Technology on corporate culture. His main work, UBI holds appeal across the political spectrum. Some
research interests are in new business management view it as helpful in scaling back welfare systems, while
models and corporate culture. others point to its theoretical ability to ameliorate poverty
and inequality. Scholars and practitioners argue that UBI is
part of a possible solution to the future automation of
June 20 / Session 2.5.3 / 2:45-4:15 PM various jobs, and that the presence of a guaranteed
Track: Human Resource Management income may assist in developing greater flexibility in
Room: Denpasar Ballroom 3 labour markets. Serious academic attention is paid to the
CONTEXTUAL INFLUENCES ON HUMAN RESOURCE idea of a UBI within the economics literature, but at
MANAGEMENT present limited consideration is given to the concept in
Chair: Hubert Zydorek, University of Texas at Dallas management and organisation studies. This paper
therefore discusses the management implications that
may arise from UBI at a conceptual level, with a focus on
Opening the labor market doors: Firms performance the changing nature of work, employee retention, and
following California’s refusal to enforce out-of-state labour mobility. We delineate several propositions to
employee non-compete agreements guide future research and seek to establish a research
agenda in this field.

[DISTINCTION] HRM Track Best Paper management practices used by American, British, German,
and Japanese MNCs.
Sentiment analysis of employer branding elements
in e-WOM messages of the Cheers 2015 Top 100 June 20 / Session 2.5.4 / 2:45-4:15 PM
employer brands Track: TAOM Chinese
 Chu-Chen Rosa Yeh, National Taiwan Room: Denpasar Ballroom 5
Normal University 創造力與建言行為
Chair: 劉念琪, 國立中央大學
This study applied big data analytics in the field of
employer branding using electronic word-of-mouth (e- 顧客賦權、合作與競爭氣候對員工服務創造力之影響：
WOM) as the data. The target of investigation is e-WOM 一個跨層次模型整合
messages on social media websites related to employer
 李庭閣(Lee, Ting-Ko),國防大學
branding of the companies in the list of Cheers’ “2015 Top
 李培勛,國防大學
100 Most Admired Employers for the New Generation” in
Taiwan. Collaborating with an internet marketing research  劉憲明,國防大學
company, iBuzz, the research team applied big data
analytics to extract e-WOM text messages of the 100 適配工作就能夠展現創造力嗎？探討個人要求-能力適
employers, identify the employer branding elements in 配、經驗開放性特質及創造力訓練對員工創造力的三階
these messages, look for sentimental words and phrases 交互作用
toward employer branding elements, assess the valence of  紀乃文(Chi, Nai-Wen),國立中山大學
these sentiments, and apply sentiment analysis on the e-  方沴淳,國立中山大學
WOM messages. The study generated 9 categories of  張雅文,國立中山大學
employer branding elements from 370 Chinese keywords
in the extracted e-WOM messages. The elements are 從社會交換理論探討師徒功能與徒弟建言行為之關係：
company policy, company benefits, compensation and
情感性信任中介效果與權力距離取向的調節效果
promotion, work content, work location, brand reputation,
 余相賓(Yu, Xiang-Bin),國立政治大學
future prospect of job, qualification, and job interview, of
which company policy accrued the largest number of e-  胡昌亞,國立政治大學
WOM messages. A total of 294 Chinese words or phrases  張詩慧,國立政治大學
were identified to show sentiments toward employer
branding elements in the e-WOM messages, 134 positive TOO MUCH OF A GOOD THING: 對主管的建言真的愈多愈
and 160 negative. Most positive sentiments are related to 好嗎？以工作要求-資源理論視角，探討團體建言對主
compensation and benefits, while negative sentiments are 管管理效能的非線性影響
targeted at much diverse sources.  鮑文君(Bao, Wen-Jun),義守大學
 彭台光,義守大學
Do Taiwanese MNCs operate expatriate  林鉦棽,國立屏東科技大學
management differently from other countries?
 Chun-Hsiao Wang, National Central 員工導向的人力資源管理措施與建言行為之關係：情感
University 性組織承諾與同理心所扮演的角色
 Hung-Ji Tsai, National Central University  劉娜婷(Liu, Na-Ting),銘傳大學
 Shi-Han Huang, National Central University  林承緯,銘傳大學
In the past, expatriate researchers have developed some June 20 / Session 2.5.5 / 2:45-4:15 PM
knowledge regarding the expatriate management Track: Organizational Behavior
practices used by American, British, German, and Japanese
Room: Gianyar
multinational corporations (MNCs). However, what is
lacking is how MNCs from other countries are managing
EMPLOYEE CREATIVITY II
their expatriate talents. This study begins to fill this gap. Chair: Long W. Lam, University of Macau
We provided a holistic picture of the expatriate
management practices used by Taiwanese MNCs, including Transactive memory systems: A literature study
staffing policies, selection criteria, selection procedure,  Neuneung Ratna Hayati, Universitas
and training programs. We observed some similarities and Widyatama
differences between this study and what was found by
 T. Hani Handoko, Universitas Gadjah Mada
Tungli and Peiperl (2009), with respect to the expatriate
 Amin Wibowo, Universitas Gadjah Mada
 Ely Susanto, Universitas Gadjah Mada
 I-An Wang, Shih Chien University
Understanding transactive memory systems as a  Shih-Jung Chuang, Shih Chien University
mechanism to explain how different knowledge that  Szu-Yin Lin, National Kaohsiung University
individual group members have can be utilized and
of Science and Technology
integrated at the group level is not simple. Kozlowski and
Chao (2012) revealed that TMS has a compilation form  Cheng-Chieh Fu, Tainan University of
that leads to non-linear relationships. Therefore, this Technology
paper aims to provide insights for the upcoming TMS
research that faces complex demands to carry out In the hospitality industry, first-line service staff is very
theoretical development, build hypotheses, and conduct important to affect the success of the company. Therefore,
empirical tests to solve problems in real organizations. The the emotional performance of service personnel will
paper first presents a systematic development of TMS become an important factor to affect service quality. This
publications from 1985-2018, including conceptual and study explored the relationships between surface acting,
empirical research. Then, this study presents a variety of and customer mistreatment, emotional exhaustion,
vital issues that can be a source of gaps between the turnover intention. In addition, we focused on the
conceptualization of TMS and research practices. These mediating effect of customer mistreatment and employee
issues include (a) level of analysis, (b) specific group emotional exhaustion on employee surface acting and
contexts, and (c) research methods. turnover intention. Data was collected from 251
participants. The findings showed that the customer
A relational approach to the effects of self- mistreatment mediated the relationship between service-
employee surface acting and turnover intention.
regulatory foci on employee innovative performance
Specifically, the results showed that service-employee
 Xiaowan Lin, University of Macau surface acting is related to turnover intention through
 Lin Lu, Shanghai Jiao Tong University customer mistreatment first and then emotional
 Heng Tang, University of Macau exhaustion.
 Muammer Ozer, City University of Hong
Kong To buy or to grow learning goal-oriented employees?
Examining a dynamic moderated mediation model
This study takes a relational approach to examine the that links employees’ learning goal orientation,
effects of self-regulatory foci (promotion focus and creative self-efficacy, perceived workplace support,
prevention focus) on employees’ innovative performance. and employee creativity
Specifically, recognizing the importance of employee-
 Man-Nok Wong, Hong Kong Baptist
employee interaction and employee-organization
relationship in generating innovative performance, we
University
posit that promotion focus positively, and prevention  Song Chang, Hong Kong Baptist University
orientation negatively, predicts innovative performance  Emily G. Huang, Hong Kong Baptist
through knowledge sharing. Drawing on the trait University
activation theory, we further propose that the indirect  Sally S. Y. Cheung, Hong Kong Baptist
relationship between promotion/prevention focus and University
innovative performance through knowledge sharing is
shaped by the employees’ relationship with the
We propose a dynamic mediated model of employee
organization they work in. Specifically, we argue for the
learning goal orientation on subsequent employee
moderating effects of organizational identification on the
creativity change via creative self-efficacy change. We
relationship between promo-tion focus and knowledge
further hypothesize that employees’ perceived workplace
sharing, and job insecurity on the relationship between
support for creativity moderates this dynamic mediated
prevention focus and knowledge sharing. Based on a
effect. We examine our hypotheses using a latent change
survey conducted among 441 employees in 70 work units
score modeling approach based on 281 matched
in China, our findings showed that promotion focus had an
employee-supervisor data from three waves. Our results
indirect relationship with innovative performance through
reveal that both learning goal orientation and learning
knowledge sharing, and the relationship between
goal orientation change are associated with a concurrent
promotion focus and knowledge sharing became stronger
change in creative self-efficacy, which, in turn, leads to a
when the employees’ organizational identification was
subsequent change in employee creativity. Furthermore,
high.
we find that employees’ perceived workplace support
strengthens the impact of the change in creative self-
The role of customer mistreatment and emotional efficacy on subsequent change in creativity.
exhaustion in the relationship between surface
acting and turnover intention
Does creativity benefit the creators? An investigation CEO turnover events in Chinese non-state-owned public
of daily creativity and employees’ psychological well- firms from 1992 to 2012 show clear grace period dynamics
being and reveal founder CEOs’ special roles in modern
corporate landscape.
 Julie N. Y. Zhu, University of Macau
[DISTINCTION] BPS Track Best Paper
 Long W. Lam, University of Macau
 Tingting Chen, Lingnan University
When more is better? A contingent view of alliance
partner numbers and a focal firm’s radical
This diary study investigated the positive impacts of
innovation
daily creativity on creators’ psychological well-being.
 Wei Jiang, Xiamen University
We hypothesized self-esteem and positive affect to
 Chengli Su, Xi’an Jiaotong University
be two mechanisms that accounting for the within-
person fluctuations in psychological well-being  Kevin Zheng Zhou, University of Hong Kong
resulting from daily creativity. The model was tested  Zhaoyan Guo, Xiamen University
using a sample of 72 full-time employees from two  Qun Tan, Xiamen University
high-tech companies. Our results indicated that daily
Whereas strategic alliance is prevalent for radical
creativity could elicit self-esteem and positive affect
innovation development, the extant literature offers
that influence psychological well-being in positive inconsistent arguments and empirical evidence regarding
ways. Implications of the findings were discussed. how the number of alliance partners affects a focal firm’s
radical innovation. Building on the resource-based view
June 20 / Session 2.5.6 / 2:45-4:15 PM and transaction cost economics, this study examines the
Track: Business Policy and Strategy contingent roles of alliance characteristics (i.e., R&D vs.
Room: Wantilan marketing alliance, and alliance duration) and industrial
MANAGING TECHNOLOGIES AND INNOVATIONS factors (i.e., high-tech vs. other industry, and industrial
com-petition). The findings based on multi-informant sur-
Chair: Jane Lu, China Europe International Business
vey data reveal that the number of partners alone does
School not significantly affect radical innovation. However, such
relationship is negative in R&D alliances, in high-tech
A contextualized behavioral model of transition industries, or less competitive industries, whereas it is
economy firms’ technology search: The role of positive in non-high-tech industries. These findings shed
institutional context new insights on previous inconsistent arguments and offer
 Renfei Gao, University of Melbourne important implications for firms to benefit from
multilateral partnerships.
 Jane Lu, China Europe International
Business School
How technology startups choose commercialization
 Helen Hu, University of Melbourne
strategy: A knowledge-based perspective
 Geoffrey Martin, Melbourne Business
 Aqi Liu, Chinese University of Hong Kong
School
Although much has been studied on the environmental as
Post-IPO founder CEOs are a selected group of corporate
well as firm-level factors in determining the choice of
leaders who differ from both pre-IPO entrepreneurs and
technology commercialization (TC), little is known about
professional managers. They enjoy a much longer tenure
how knowledge characteristics affect startups choosing a
that cannot be attributed to measurable personal
competitive or cooperative mode to commercialize their
characteristics and firm performance. Instead, founder
innovation. Drawing on the knowledge-based view, we
CEOs, because of their past success and younger age, are
propose that not only the transaction cost caused by
given extra trial and error opportunities, exempting them
contract hazard and searching difficulty, but also the cost
from short-term performance pressures and allowing
of knowledge application and integration can affect the
them to focus on long-term growth. While a longer grace
choice of TC strategy. Firms do better than the market in
period leads to an easy early tenure with a much delayed
deploying coordination mechanisms to facilitate
peak turnover hazard, it also reduces its own significance
knowledge integration. Thus, we propose that startups
in lowering subsequent turnover risk. As founder CEOs
with a high level of specific knowledge will favor internal
stay long in tenure, their turnover risks remain relatively
transfer more than external transfer, thus have a lower
high and better performance starts to facilitate their
propensity to license their technology. We further propose
departure. These distinctive patterns concur with key
that two unique factors of startups – founding team
mathematical properties of the lognormal distribution that
diversity and VC funding – will affect the effectiveness of
has been widely used in turnover research. Analyses of

intra-firm coordination, which in turn moderate the selection. Study 1 found that female businesspersons with
relationship between specific knowledge and TC strategy high levels of gender-professional identity integration (G-
choice. PII)—or those who perceived their gender and
professional identities as compatible—generated more
Audience engagement and the legitimation of creative ideas for identity-relevant tasks than those with
technological discontinuities in regulated markets low G-PII. However, the same effect was not evident for
non-identity relevant tasks. Study 2 replicated Study 1’s
 Tatjana Schneidmuller, Erasmus University
results using a creative idea selection task. These ﬁndings
 Mariano L. M. Heyden, Monash Business show that individual differences in identity integration
School may be related to the extent to which multiple knowledge
 Henk W. Volberda, Erasmus University systems can be accessed simultaneously, which in turn
facilitates both creative idea generation and selection.
We draw on literatures on discursive institutional
processes and legitimation process of new categories to Support for innovation and individual innovation
inform the literature on incumbent adoption of readiness as mediators between transformational
technological discontinuities (TDs) in regulated settings. leadership and innovative work behavior: An
We focus on incumbent financial institution’s responses to
empirical study within Singaporean service
the rise of financial technology (FinTech) in Europe from
2000-2016. We highlight external drivers of adoption by organizations
theorizing how (a) the positive and negative engagement  Amy Tan Bee Choo, Center for
(as a function of attention to and opinion of a TD) within Organisational Effectiveness
and across different external audiences (i.e., peer  Desiree H. van Dun, University of Twente
competitors, field experts, general public, and regulators)  Celeste P. M. Wilderom, University of
and (b) how consensus between audiences influence Twente
incumbents initiatives to adopt FinTech. We test
hypotheses on a longitudinal sample of 149 financial
Changes in the world’s economic landscape are forcing
institutions in Europe from 2000-2016. Our main findings
companies, especially those in the service industry, to stay
suggest that incumbents respond predictably to the
relevant by introducing innovative service options and
positive and negative engagement of the public and
solutions. Employee innovative behavior has become an
regulators. However, positive engagement from peer
important condition for these businesses to succeed in this
competitors and field experts are negatively related to
dynamic environment. While transformational leadership
FinTech initiatives by incumbents. Our findings further
is often seen to induce innovative work behavior in
suggest that positive and negative consensus about
employees, little is known about the psychological
FinTech between engaged audiences is, respectively, an
mechanisms through which this effect occurs. Our
enabler or impediment to adoption.
research conceptualizes the mediating effect of perceived
support for innovation and individual innovation readiness
June 20 / Session 2.5.7 / 2:45-4:15 PM in a series: between transformational leadership and
Track: Organizational Behavior actual innovative work behavior. We use the responses of
Room: Jembrana 428 employees from six service organizations in Singapore
ROUNDTABLE: BUSINESS AND INNOVATION to test our three-path mediation model. As hypothesized,
Chair: Tomoki Sekiguchi, Kyoto University the data supported the three-path mediation model. The
results reveal a partial mediating role of support for
innovation and a fully mediating role of individual
Women’s creativity in business: The influence of innovation readiness. This finding is useful for designing
gender-professional identity integration and implementing effective human resource and
 Chi-Ying Cheng, Singapore Management organizational development interventions, with the
University objective of facilitating innovation in workforce within the
 Fiona Lee, University of Michigan service-type contexts.
Creative cognition theory proposes that creativity requires Defining Teun Tang Sangkhom: Social capital in Laos
novel combinations of existing requisite knowledge sets.  Stephen Grainer, University of Notre Dame
These knowledge sets, in turn, are bundled with social  Bjarne Sorenson, Technical and Further
identities, or social groups to which individuals belong. Education
Drawing on these two streams of work, we hypothesize
that identity integration—or individual differences in This research explores the indigenous concept of Teun
perceived compatibility between social identities— Tang Sangkhom (TTS) and its social capital applications in
predicts creative idea generation and creative idea
Laos. The investigation identifies TTS as a new variety of survey was conducted to cryptocurrency enthusiasts who
Asian social capital and explores its characteristics by join digital and fintech association in Bandung City,
focusing on its bonding, bridging and linking dimensions. Indonesia. In total, 137 respondents participated in the
The observations and findings of three broad case studies survey. Statistical test including multiple regression and
between 2006 and 2014 are compared with the existing hierarchical regression analyses were performed using IBM
guanxi literature and three previous comparable case SPSS software. Results indicated that attitude to behavior,
studies conducted across the adjacent Chinese border in subjective norm, and perceived behavioral control
Yunnan province between 1999 and 2014. The reasons for positively and significantly affect intention to invest in
the evolution of Teun Tang Sangkhom (TTS), the Bitcoin. Moreover, investors’ intention to invest predicts
importance of face or Na and low linking capital findings their actual behavior. A direct influence between
are discussed to begin in fill a knowledge vacuum perceived behavioral control and actual investment in
regarding this phenomenon in Laos. Bitcoin was also found.
Revisiting single case studies in international June 20 / Session 2.5.8 / 2:45-4:15 PM

business research: The case of Maersk Line Track: TAOM English
 Michael Jakobsen, Copenhagen Business Room: Tabanan
School ROUNDTABLE: TAOM ENGLISH PAPERS
 Verner Worm, Copenhagen Business School Chair: Yi-Tai Seih (謝亦泰), National Taiwan
University of Science and Technology
This paper studies the consequences of rolling out a global
corporate culture in a multinational company to
Raising company attractiveness by communicating
streamline modes of communication between
headquarters and local offices across different host
CSR practices
markets in an attempt to optimise the functionality of the  Mufid Salim, Universitas Ahmad Dahlan
organisation. Our key focus is to understand how  Yeh Ying-Jung（葉穎蓉）, National Taiwan
employees in the Danish shipping company Maersk Line’s University of Science and Technology
headquarters in Copenhagen as well as in three local
offices in Shanghai, Tokyo and Kuala Lumpur “read” and Improving the commitment power of e-Pledges for
respond towards such an optimisation process. We focus prosocial causes
in particular on how employees, based on their “reading”
 Dennis Y. Hsu, University of Hong Kong
of this process, try to make sense of it in order to
construct personal strategies as guidelines for how to  Eileen Y. Chou, University of Virginia
navigating the organization to their own and the  Eileen Hernon, University of Virginia
company’s advantage. We argue that single case studies
show how various societal factors within a host market A cycle within cycle: A dual impact of norm to the
impact on the functionality of employees in local offices as relationship between TMT diversity, managerial
well as on the relationship between the latter and discretion and strategic innovation
headquarters.
 Tom Yeh, I-Shou University
Theory of planned behavior and intention to invest Corporate social responsibility in a global economy:
in Bitcoin perspectives from a least explored region of the
 Dina Sartika, Universitas Padjadjaran globe
 Dian Masyita, Universitas Padjadjaran  Daniel Etse, RMIT University
 Wardhana, Universitas Padjadjaran  Adela McMurray, RMIT University
 Khalisa Balqis, Universitas Padjadjaran  Nuttawuth Muenjohn, RMIT University
 Am Nurbaeti, Universitas Padjadjaran
Corporate social responsibility of small and medium
The adoption of blockchain technology and cryptocurrency
enterprises: Compliance or conviction? A Singapore
have gained its popularity as it has dramatically changed
perspective
how people currently transact in day-to-day life. Although
the Indonesian government has declared Bitcoin as an  Ratna Devi Pillai, James Cook University
illegal payment and transaction instrument, Bitcoin users  Pengji Wang, James Cook University
or investors in Indonesia continue to grow. Theory of
planned behavior was implemented to identify COFFEE BREAK 4 / June 20 / 4:15-4:30 PM /
Indonesian’s intention and action to invest in Bitcoin. A Pre Function Room I

level change but also a mechanism to manage institutional
June 20 / Session 2.6.1 / 4:30-6:00 PM complexity in increasingly heterogeneous fields.
Track: Organization and Management Theory
Room: Denpasar Ballroom 1 Work without substance: Placing institutional works
MANAGING UNKNOWN, UNCERTAIN, AND in structural contexts
EMERGING ISSUES  Min-Fen Tu, Tamkang University
Chair: Daniel Muzio, University of York  You-Ta Chuang, York University
The “successful” result is inspirationally present in

A dynamic approach to understanding political tie
empirical research on institutional change; however,
formation “unsuccessful” outcomes are perhaps more prevalent in
 Jung Yun Han, National Taiwan University our society. Yet research has overlooked why and how the
paradox of “work without substance” emerges from the
In spite of importance of corporate political ties in firms’ agency performing. To unpack the ambiguous causes and
strategic decisions and performance, little is known about unexpected consequences of this paradox, this study
firms’ political tie formation. Drawing from resource adopts the theoretical lens of institutional work. This study
dependence theory and resource-based view, we examine examines the Dihua Chinese New Year Bazaar, critically
two possible logics, political power logic and resource tagged on “night market” in Taipei, and collects data from
complementarity logic, to understand when and how interviews and site visits with the guidance of historical
business groups change their preferences for political tie ethnography. The perspective of historical embeddedness
formation, either to a legislative or an executive branch. helped researchers to gain an insightful understanding into
By tracking the patterns of the marriages of business how the inwardness and dynamics of field conditions, the
group families and political elites in Korea, 1970-2011, we stalemate dilemma of an agent system, and the
find that facing comprehensive institutional transition, occurrence of means-ends decoupling lead to agency
business group families with political ties are likely to shift becoming muffled and deadlocked.
their tie preference (through new marriage partners) from
a legislative branch to an executive branch and such tie “Pay it forward”: Interpersonal lending and small
formation helps the groups to increase size. We explain
business social responsibility
the results with political power logic.
 Liqun Xie, Shanghai Jiao Tong University
[DISTINCTION] OMT Track Best Paper
 Yang Yang, Zhejiang University
Field partitioning: The emergence, development and  Qingqing Zong, Shanghai University of
consolidation of sub-fields Finance and Economics
 Daniel Muzio, University of York
This study aims to examine how informal financing,
 James Faulconbridge, University of particularly interpersonal lending, affects small business
Lancaster social responsibility. Interpersonal lending, though a
personal-level lending, is actually a main source of
Through a longitudinal case study of the financing of small businesses in emerging economies
internationalization of the Italian legal field in the where formal financial institutions fail to help. Drawing on
aftermath of the creation of the Single European Market, the pay it forward perspective that “A helps B; B helps C”,
this paper advances our theoretical understanding of field we propose that, when small business owners obtain
level change by developing the concept of the sub-field. In interpersonal lending to relieve the financial difficulty of
particular, it analyses how a sub-field emerges, develops firms, they are likely to be prosocial, such as helping the
and consolidates itself over time. It does this through the needy employees. The helping behavior is a response
concept of field partitioning whereby a formerly toward positive emotions and adherence to the reciprocity
established field generates a distinct sub-field with its own norms triggered by interpersonal lending in the small
institutional infrastructure. Four mechanisms are business context. With a unique dataset of Chinese small
identified (focusing; inter- and intra-subfield networking; micro firms, we find strong evidence for our hypothesis.
and distinction) through which field partitioning occurs.
Each mechanism is shown to contribute to the
June 20 / Session 2.6.2 / 4:30-6:00 PM
development of specific aspects of the sub-field’s
institutional infrastructure, as part of a dynamic process Track: Business Policy and Strategy
that differentiates the sub-field from its parent field. This Room: Denpasar Ballroom 3
paper also shows how the development of sub-fields is BUSINESS-LEVEL STRATEGIES
important not only as it provides a distinct path for field Chair: Kevin Zheng Zhou, University of Hong Kong

Why keep promises when contracts are incomplete?  Jason Lu Jin, Tongji University
 Sasanka Sekhar Chanda, Indian Institute of  Kevin Zheng Zhou, University of Hong Kong
Management Indore
 Rajendra Nargundkar, Indian Institute of Despite the conceptual appeal of ambidexterity, whether
Management Indore international joint ventures (IJVs) can benefit from it
remains unknown. Using polynomial analysis, this study
Organizations and individuals routinely commit to simultaneously considers both the balance and intensity
undertake definite actions in the future, in exchange for elements of ambidexterity and examines their effects on
certain privilege or accommodation at the present time. IJV performance in China. The findings reveal that
Often, such commitment is extended without adequate ambidexterity balance has a U-shaped effect (i.e., a more
knowledge as to how the future will pan out. focused strategy performs better than a more balanced,
Circumstances unfolding after the commitment date may ambidextrous strategy), whereas ambidexterity intensity
make one party feel that it overcommitted. Thereby, it exerts an inverted U-shaped effect on IJV performance;
gets tempted to demand concessions, at the time of such effects are further moderated by the unique features
delivering to commitment, particularly at the stage of of IJVs—parent control asymmetry and cultural distance.
winding up the relationship. Often, such demands do not These findings offer important advances for ambidexterity
go uncontested. In many cases, the reputation of the party research in IJVs.
seeking concessions gets dented in the process. Thus,
conscientiously keeping promises entails cost, so does TMT gender diversity and firm relational and
deviating from promises. We ask, why keep promises rivalrous competitive behaviors
when contracts are essentially incomplete? Drawing from  Trung Hai Nguyen, National Cheng Kung
an ancient Indian text, the Katha Upanishad, we propose University
that a track record of honoring significant commitments is
 Hao-Chieh Lin, National Sun Yat-sen
necessary, but not sufficient for desirable long term
University
outcomes, given real costs of honoring significant
commitments and the role of chance interposing in the  Chia-Yu Chan, National Sun Yat-sen
progression of events. Lapse in honoring a commitment, University
however, is sufficient to attract negative consequences.  Shao-Chi Chang, National Cheng Kung
Our framework informs why one may weigh in on the side University
of keeping promises, even when such action involves
costs. This study adopts the upper echelons and competitive
dynamics theories to analyze the effects of top
The impact of power and communication on management team (TMT) gender diversity on firm
opportunism in Chinese buyer-supplier relationships rivalrous and relational competitive behaviors under
 Zhaojun Han, Dalian University of dynamic environments. Results show that TMT gender
Technology heterogeneity is negatively associated with rivalrous
competitive behaviors while positively related to relational
competitive behavior. Moreover, as environmental
Considering the importance of social communication in
dynamism increases, TMT gender diversity will engage
Chinese guanxi culture, this study distinguishes social
more in both relational and rivalrous competitive actions.
communication from traditional economic communication
This study contributes to the competitive dynamics theory
and aims to uncover the distinctive roles in Chinese buyer-
by examining both relational and rivalrous actions. By
seller relationships. Based on empirical survey data
exploring the contextual effects of TMT gender
collected from 240 Chinese manufacturers, this study
composition on firm competitive behaviors, the study also
examines the effect of supplier power (coercive and non-
compensates for prior research, which has not put the
coercive) on economic and social communication and that
roles of executive gender in competition decisions into
of economic and social communication on opportunism of
consideration while also largely ignored the contingent
both supplier and buyer parties. Structural equation
roles of external environments.
modeling (SEM) results indicate that non-coercive power is
positively related to both economic and social
communication, while coercive power is negatively related Understanding the context-HR strategic integration
to economic communication, but has no relationship with relationship: Interactionist versus main effect
social communication. approach
 Bo Zhang, Capital University of Economics
Is ambidexterity beneficial to international joint and Business
venture performance? Evidence from China

 Jianxun Chen, University of International engagement (CPE) fully mediates the effect of leader
Business and Economics encouragement of creativity (LEC) on IS. Furthermore,
when organizational ambidexterity (OA) on direct path of
 Amy Wei Tian, Curtin University
LEC on IS with low values, the indirect effect of LEC on IS
by CPE does not exist. In development, results from fsQCA
Most of the context-HR strategic integration relationship
exhibit three causal configurations which are sufficiency
studies have used a main effect approach to investigate
but not necessary conditions of IS. First configuration
the effect of contextual factors separately. Such main
emphasizes the roles of idea generation (IG) and
effect approach reduces the explanatory power of our
information search and encoding (ISE) which is
theories in capturing the complexity of contextual effects
conceptualized as executive CPE and alignment (AL) of OA
and is inadequate to inform managers precisely when
and LEC, namely, IG*ISE*AL*LEC. Second configuration
making decisions. We stress an interactionist approach
indicates the effect of combination that CPE plus OA and
over the main effect approach in studying context-HR
third one focuses on problem identifying (PI) and ISE which
strategic integration relationship. We draw on a strategic
is conceptualized as reproducible CPE and OA and LEC,
tripod framework and wisdoms in strategic HRM literature
shortened as PI*IG*ISE*AL*AD and PI*ISE*AL*AD*LEC
to conceptualize and compare the main and interactive
separately.
effects on HR strategic integration of three contextual
factors. The conceptualization is tested by using a set of
subjective-objective combined, time-lagged, and cross- Frugal enterprises for and from the grassroots level:
level data from 168 firms and statistic year books in an An emerging phenomenon
emerging economy. Our study deepens the understanding  Mokter Hossain, University of Manchester
of context-HR strategic integration relationship on two
aspects: (i) it demonstrates that the interactionist Frugal entrepreneurs are recognized as change agents who
approach is more powerful than main effect approach in serve less fortunate customers in developing countries.
explaining context-HR strategic integration relationship. (ii) We have limited knowledge about the early stage struggle
It reveals that higher-order interactions of contextual of these frugal entrepreneurs. Drawing on 13 enterprises
variables have a stronger explanatory powder than lower- and 22 informants, this study examines the innovation and
order interactions do in explaining context-HR strategic commercialization process of the nascent frugal
integration relationship. It also confirms the external enterprises with the prosocial focus. Findings show that
validity of strategic tripod framework by extending its frugal entrepreneurs face unusual challenges in terms of
application beyond strategy and international business innovation approach, resource constraints, and
fields. institutional voids. Financial and institutional supports at
the early stage of the ventures provide a significant value
June 20 / Session 2.6.3 / 4:30-6:00 PM for them. Despite numerous constraints, frugal enterprises
Track: Entrepreneurship and Innovation successfully serve underserved customers and contribute
Room: Denpasar Ballroom 5 to sustainable development. The findings are discussed
BUSINESS MODELS AND IMPROVIZATION from the lens of previous research on frugal innovation,
bricolage, institutional voids, resources constraints, and
Chair: Mokter Hossain, University of Manchester
sustainable development.
How to accelerate innovation speed? A conditionally Coming safely out of danger: How improvisation
mediated moderation model and beyond helps founding teams to creatively respond to
 Cong Cheng, Zhejiang University of uncertainty
Technology  Yiyuan Mai, Huazhong University of Science
 Liebing Cao, Zhejiang University of and Technology
Technology  Zhuxin Ye, Huazhong University of Science
and Technology
As the innovation speed (IS) has been spotted as a key
elementary factor of competitive advantage, increasing  Chan Xiong, Wuhan Institute of Technology
studies have explored in the diverse causes of IS. This
study conceptualizes a model including both How new ventures use distinctive strategies to cope with
organizational- and individual-level antecedents of IS, and numerous political and regulatory institutions and
builds a holistic conditional mediation model and three institutional uncertainties is becoming a core issue for
equivalent casual subsets. We collect data from 245 firms in emerging economies. Although previous research
Chinese high-tech sector firms to test the theoretical proposes that improvisation can be an efficient strategy to
model. Results from variance-based structural modeling cope with uncertainty, few studies have analyzed what
and the PROCESS macro show that creative process prompts founding teams to improvise and what factors
help generate desirable outcomes. Using a random sample
of 121 founding teams in China, our study draws on the family business success? What is the possible unique
institution-based view to uncover what factors motivate family business institution or governance structure in the
founding teams to improvise. The results show that context of Chinese family business enterprises? Adopting a
founding teams’ transactive memory systems (TMSs) and descriptive case study method, the paper introduces a
ties with service intermediaries are positively related to family business enterprise’s corporate governance model,
improvisation, especially when teams are highly tolerant the so-called “Private Enterprise Constitutionalism” (PEC),
of a new venture’s short life cycle. Furthermore, developed in Hebei Dawu Group in China. The PEC
considering the unpredictable effects of improvisation, we contains four major components: (1) the guiding principle,
discuss contexts that can enhance its creative facets and stated as “private property, public governance, and shared
analyze the moderating effect of creative self-efficacy on returns”; (2) the family law, postulated as that the
the positive relationship between the improvisation and property rights that belong to the family shall never be
creativity of founding teams. The results suggest that a divided, but inherited as a whole; (3) a “three-pronged"
founding team can improve creativity through structure with a separation of three powers—the power of
improvisation when team members are more confident in supervision, of decision-making and of execution to ensure
their creative abilities. the supervision and counterbalance among the board of
supervisors, board of directors and the council; and (4) a
Organizational forms, business models, and selection mechanism, to select capable enterprise leaders
effectiveness in social enterprises via a democratic election system. Sun Dawu, the inventor
of PEC, believes that the system allows Dawu Group to
 Ari Margiono, Bina Nusantara Universty
achieve sustainable development, as it helps balance the
 Artemis Chang, Queensland University of business family’s needs and the enterprise stakeholders’
Technology and wider society’s needs.
 Roxanne Zolin, Australian Institute of
Business June 20 / Session 2.6.4 / 4:30-6:00 PM
Track: Organizational Behavior
Organizational forms affect outcomes. Yet, little is known
Room: Gianyar
on this mechanism in the social entrepreneurship context.
SERVANT VERSUS AUTHORITARIAN LEADERSHIP
A recent theoretical study highlights how social enterprise
forms affect outcomes. By comparatively analysing 12 Chair: Ningyu Tang, Shanghai Jiao Tong University
cases of successful social enterprises in Indonesia, this
research attempts to elaborate this theoretical study and Authoritarian leadership, organizational citizenship
to extend our understanding on how social enterprise behavior, and organizational deviance: curvilinear
forms affect outcomes. We find that “genetic” relationships
characteristics of social enterprises play an important role  Ali Ahmad Bodla, Tongji University
in constituting different social enterprise forms. Our data
 Ningyu Tang, Shanghai Jiao Tong University
shows that different social enterprise forms structure
business model configurations to achieve autonomy and  Rolf van Dick, Goethe University Frankfurt
legitimacy. Four configurational patterns are identified. and Work Research Institute
 Usman Riaz Mir, Virtual University of
The private enterprise constitutionalism of Heibei Pakistan
Dawu Group
 Yuejun Tang, Fudan University This paper examines the relationships between
authoritarian leadership, organizational citizenship
 Bing Ren, Nankai University
behavior toward one’s supervisor (OCBS), and
 Peiyi Jia, University of Massachusetts – organizational deviance. We hypothesized a curvilinear
Lowell relationship between authoritarian leadership and OCBS,
 Xiaoyi Luo, Nankai University and between authoritarian leadership and organizational
deviance. We analyzed two-source survey data collected
Family business enterprise succession is a worldwide from seven organizations in Pakistan. The data of 240
problem. Family business seems unable to avoid the fate employee-supervisor dyads largely supported our
of “wealth never survives three generations”. We believe hypotheses.
that the extent for family business achieves sustainable
development largely depends on its fundamental vision Exploring the ethical mechanism of servant
and how its vision is transformed into operational leadership in affecting citizenship behavior
institutions and governance models. In this paper, we ask  Sen Sendjaya, Swinburne University
the following questions: What is the possible family
 Nathan Eva, Monash University
business enterprise vision that can make a difference for

 Mulyadi Robin, Alphacrucis College How can we thrive in a political workplace? The role
 Lyfie Sugianto, Monash University of servant leadership
 Ivan ButarButar, Sampoerna University  Angela J. Xu, Jinan University
 Lei Wang, Dongbei University of Finance
While prior research has shown that servant leadership and Economics
leads to citizenship behavior, no study has explored the
ethical pathway as the underlying influence process, Thriving teams are critical to effective organizational
despite the fact that servant leadership is a moral-laden functioning. Extending the socially embedded model of
approach to leadership. On the basis of social learning thriving to the team level, this study explores how and
theory, we examine psychological ethical climate as a key when servant leadership promotes collective thriving.
mediator between servant leadership and citizenship Through two-wave data collected from 80 work teams in
behavior. Survey data were collected from 123 leader- China, we revealed that servant leaders embed members
follower dyads from eight high-performing firms listed at with high-quality team-member exchange (TMX)
the Indonesia Stock Exchange, and analyzed using multiple relationships, which in turn, enable their collective
regression analysis. The results showed that the thriving. Political climate was found to be a dual-stage
relationship between servant leadership and moderator hindering the positive impact of servant
organizational citizenship behaviors (both for OCBI and leadership on collective thriving. Our findings move
OCBO) is mediated by psychological ethical climate. This forward extant servant leadership and thriving literature.
study demonstrates the value of using a servant leadership
approach in order to foster a psychological ethical climate Safe and sound: Understanding multi-level
and increase organizational citizenship behaviors. As such, mechanisms of authoritarian leaders through a
we highlight the importance of a systematic approach to
moderated mediation model
develop servant leaders in organizations. This research
contributes to our understanding of the ethical mechanism  Timea Yavuz, National Cheng Kung
that explains the relationship between servant leadership University
and follower outcomes.  Hsi-An Shih, National Cheng Kung University
Servant leadership and employee voice: The role of In line with academic effort to reevaluate some of the
job engagement and proactive personality traditional leadership concepts through various
contingency theories, we endeavor to uncover “the bright
 Yang Song, Shanghai University of Finance
side” of a much-dismissed leadership style:
and Economics
authoritarianism. Our goal is to provide a multi-level view
 Qi-tao Tian, Henan University of Economics on the context and underlying mechanism through which
and Law authoritarian leaders influence individual behaviors and
 Ho Kwong Kwan, China Europe team performance. Specifically, we found evidence of how
International Business School psychological safety transmits the effect of authoritarian
 Xiao-Yu Liu, University of International behaviors at different levels of analysis. On individual
Business and Economics level, the mediation to adaptive and proficient behaviors
was contingent on personal power distance values. On
team level, we conceptualized climate of power
The promotion of employees’ voice behaviour has become
orientation by the level of agreement and extent to which
an important issue in China during this decade. This study
members favor vertical hierarchy or flat power
examined how servant leadership influences employees’
distribution. Our results suggest that such team climate of
voice behaviour by focusing on the mediating role of job
power is a crucial boundary condition for between unit
engagement and the moderating role of proactive
differences on psychological safety (while considering
personality. The results, which were based on time-lagged,
within group variance), which in turn mediates the effect
subordinate-supervisor dyadic survey data collected in
of authoritarian leaders on overall team performance.
China, indicated that employees’ perceptions of servant
leadership positively relate to their promotive voice
behaviour and prohibitive voice behaviour, and these June 20 / Session 2.6.5 / 4:30-6:00 PM
relationships are mediated by enhanced job engagement. Track: TAOM
In addition, employees’ proactive personality amplified the Room: Wantilan
relationship between perceived servant leadership and job TAIWAN ACADEMY OF MANAGEMENT RECEPTION
engagement, and the mediating effect of job engagement Chair: Wei-Chi Tsai, National Chengchi University
on the relationship between perceived servant leadership
and voice behaviour. Invited Speech: SCHOLARLY IMPACT: INTEGRATING
TEACHING, RESEARCH, AND SERVICE AS ONE

Speaker: Sheng-Tsung Hou (侯勝宗), Feng Chia
University Organizational identity refers to the members' awareness
of organizational characteristics in the organization, which
In the field of general management, practically oriented will affect the members' sense of organizational
industry-based research has long proven unpopular. identification to the organization. According to social
However, such research integrates teaching, research and identity theory, "organizational identification is a process
service, and allows researchers (i.e., business school and result of individual self-definition". By the process of
professors) to work for the benefit of academic belonging to the organization, the individual connects the
knowledge, society, and industry. University professors are self-concept with the organizational identity. When the
expected to fulfill three major responsibilities: research, organization recognizes the self-concept or expectation of
teaching, and service. However, finding balance and the organization member, organization members will have
creating synergies among these three responsibilities has an emotional recognition of the organization, called
proven challenging for many university professors, and organizational identification. This paper follows the
particularly for those professors in the field of development process of the scale by Hinkin (1995, 1998).
management. This talk will demonstrate how a We examined public servants of the public agency through
management professor can start with a practical the open-ended questions, and the collected public
phenomenon to conduct a consistent, long-term information is used to develop 28 organizational identity
collaborative research program by integrating research, contents of public agency. In study 1, the organization
teaching, and service in order to enhance the overall identity contents and the 23 Public Agency Organizational
impact of the scholar. Identity Scale (PAOIS) have completed the reliability and
validity analysis of the items. In study 2, results based on
study 1 of the person-organization contents fit and its pre-
Sheng-Tsung Hou is Director and
test of the extended model of organizational identification
Distinguished Professor, Graduate
and EVLN Model of influence. The results show that the
Institute of Public Affairs and Social
organizational contradiction has reached a significant level
Innovation at Feng Chia University in
of neglect and exit behavior.
Taiwan. He also served as a director
for both of Center for Benefit
Corporation and Wangdao From individual resource to social capital: How
Management and Center for Service political skill and popularity affect work outcomes
Innovation and Mobility Design. He  Yi Li, Shanghai University
obtained his MBA and his PhD degrees at the Graduate  Mengqiu Ma, Shanghai University
Institute of Technology and Innovation Management at
National Chengchi University. His research has been From the perspective of individual resource and social
focusing on the co-evolution of technology and capital, this paper aims to explain how employees’ political
organization as well as service innovation and social skill affects their job satisfaction and turnover intention,
entrepreneurship. In particular, he has studied the GPS- through the mediating role of popularity. Using a sample
dispatching systems and location-based service of 237 dyad surveys from supervisors and employees in
implemented in the transportation service industry in both the Yangtze River Delta of China, we found that: (1)
Singapore and Taiwan. Before joining academy, he was the political skill is positively correlated with job satisfaction
general manager of a pharmaceutical company and and negatively correlated with turnover intention, and
started up two Internet companies. that these correlations are partially mediated by individual
popularity; (2) positive affect (PA) moderates the
June 20 / Session 2.6.6 / 4:30-6:00 PM relationship between political skill and job satisfaction,
Track: Human Resource Management and negative affect (NA) moderates the relationship
Room: Jembrana between political skill and turnover intention.
ROUNDTABLE: LEADERS AND FOLLOWERS
Chair: Mami Taniguchi, Waseda University Shared leadership: 20 years review of theory and
future research
 Jeliteng Pribadi, I-Shou University
What is public agency? The relationship between
organizational identity contents, organizational
This paper analyzes the potency of shared leadership as an
identification and employees’ behaviors for the appropriate leadership approach in the global context by
public agency in Taiwan systematically reviewing more recent research trends,
 Chia-Hui Lee, Yuan Ze University theory, and practice. This paper starts with investigating
 Chiung-Yi Huang, Yuan Ze University the construct and review the findings related to it
 Min-Ping Huang, Yuan Ze University dimension, outcomes, and antecedents, as well as the

various measurement scales used in empirical studies. instrument includes five dimensions, namely resource
Methodological issues in shared leadership research and allocation, management support, plan making, program
implications for improving managerial practice are also introduction, and service provision.
discussed. A comprehensive conceptual framework that
assembles all identifies dimension, level and relationship June 20 / Session 2.6.7 / 4:30-6:00 PM
among constructs is presented. Track: Organizational Behavior
Room: Tabanan
Factors that influence followers to be a future ethical
ROUNDTABLE: EMPLOYEE VOICES AND OUTCOMES
leader
Chair: Tomoki Sekiguchi, Kyoto University
 Hasanuzzaman Tushar, National Institute of
Development Administration The more you speak up, the happier you are:
 Hassan Miushad, National Institute of Affective consequences of voice behavior
Development Administration  Xiaoyan Chen, Hong Kong Baptist University
This literature review focuses on the factors that influence Drawing upon self-determination theory, this study
individuals to be a future ethical leader, and it links those examines the linkage between voice behavior and positive
factors with related ethical theories (e.g., utilitarianism, affect. Analysis of two-wave multi-source data indicates
libertarianism, Kant’s ethical theory, and fairness and that voicing has an indirect effect on employees’ positive
justice). This paper tries to examine from the intersection affect, via the mechanism of basic need satisfaction.
of the ethics and leadership literatures about the concept Specially, this indirect effect is stronger for proactive
of ethical leadership, the importance of ethical leadership employees. Theoretical and practical implications are
in an organization, influencing factors to be an ethical discussed.
leader, and ways to develop followers into ethical leaders.
A major research question guiding the study was: What
Justice and impression management mechanisms
are the factors that influence followers to be a future
ethical leader? Our review indicates that followers are
and boundary conditions of the effects of citizenship
developed into an ethical leader by getting inspired from pressure on destructive voice and organizational
two major factors: (a) individuals’ moral philosophy, and citizenship behaviors
(b) organizational culture and ethics. Individuals’ moral  Chieh-Yu Lin, National Sun Yat-sen
philosophy consists of family influences, religious belief, University
educational institutions, peer influences and culture.  Nai-Wen Chi, National Sun Yat-sen
University
How government officials can evaluate the
performance of their EAP programs: The case of This study includes both negative behaviors (destructive
Taiwan voice behaviors, DSV) and positive behaviors
 Ching-Wen Wang, National Chung Hsing (organizational citizenship behaviors, OCB) as the
University consequences of OCB pressure, and applies both justice
 Yen-Chen Hsu, National Chung Cheng and impression management perspectives to fully examine
the mechanisms and boundary conditions of OCB
University
pressure. Data was collected from 283 supervisor-
 Junbang Lan, Chinese University of Hong subordinate pairs across various industries at different
Kong time points. The results showed that OCB pressure
 Chi-Sum Wong, Chinese University of Hong increases DSV through decreased perceived distributive
Kong justice and employees’ equity sensitivity further enhances
such effects. Moreover, OCB pressure increases OCB-O via
This study develops a valid and reliable instrument for increased impression management motive (rather than
government officials to evaluate their employee assistance concerns for the organization) and this effect was
programs (EAP). Drawing on the IPOO (input-process- strengthened when employees are high in self-monitoring.
output-outcome) performance evaluation model, we
generate the scale dimensions and items through a multi- Different stressors, different voices: The dual
method data collection approach, including literature pathways linking challenge-hindrance stressors and
review, panel discussion and a series of qualitative constructive-destructive voice
interviews with program practitioners. Then, by surveying  Raymond Loi, University of Macau
EAP practitioners from 135 government units in Taiwan,
 Angels J. Xu, Jinan University
we confirmed the reliability, content and predictive
validity of the instrument which consists of 27 items. The  Cheris W. C. Chow, University of Macau

 Jonathan M. L. Kwok, Hong Kong June 20 / Session: 2.6.8 / 4:30-6:00 PM
Polytechnic University Track: Organizational Behavior
Room: Tabanan
Building on the theoretical perspectives of social exchange TRANSFORMATIONAL AND ETHICAL LEADERSHIP
theory and work alienation, we develop a conceptual Chair: Lynda Jiwen Song, Renmin University of China
model linking employees’ challenge/hindrance stressors to
their constructive/destructive voices. We propose
perceived organizational support as the underlying How transformational leadership shapes creative
mechanism linking challenge stressor and constructive process: A motivational information processing
voice, and work alienation as another mediating pathway perspective
linking employees’ hindrance stressor and destructive  Wadei Kwame Ansong, University of
voice. Furthermore, proactive personality exerts its Electronic Science and Technology of China
moderating influences on both mediating mechanisms.  Lu Chen, University of Electronic Science
The conceptual model provides important theoretical and and Technology of China
managerial implications to our current understanding of
stressors-voice relationships.
 Weijun Wu, University of Electronic Science
and Technology of China
How employee voice can be enhanced through  Jenkins Atarisigna Asaah, University of
action learning? Electronic Science and Technology of China
 Hung-Ji Tsai, National Central University
Drawing upon motivated information processing theory,
 Chun-Hsiao Wang, National Central the study examines how transformational leadership
University shapes creative processes in organizations. It investigates
the mediating role of perspective taking and boundary
This study is one of the first to illustrate how action spanning using a sequential mediation model. A study was
learning can be implemented to increase employee voice carried out on a sample included a dyad of 398 research
behaviors. This research builds on the social cognitive and development (R&D) workers and their immediate
theory to explore the relationship among action learning, supervisors in four research institutes in southwest China.
psychological safety, self-efficacy and employee voice. We The structural equation modeling with Mplus supports the
expect that action learning is positively related to mediation model in which transformational leadership is
employee voice behavior, and the relationship is mediated significantly and positively related to perspective taking,
by psychological safety and self-efficacy. The rationale and perspective taking is significantly and positively related to
implications of this expectation from theoretical and boundary spanning and boundary spanning is significantly
practical points of view are also discussed. and positively related to creativity. Moreover, both
perspective taking and boundary spanning were found to
Exploring the relationship between affective mediate the relationship between transformational
commitment and voice behavior: The moderating leadership and creativity.
roles of positive affectivity and negative affectivity
 I-An Wang, Shih Chien University Ethical leadership, work engagement, and flourishing
 HungYu Tsai, National Sun Yat-sen among Indonesian accountants: A mechanism of
University multiple mediators
 Diep Nguyen, Edith Cowan University
This study demonstrates how affective commitment  Stephen Teo, Edith Cowan University
predicts service workers’ voice behavior. We examine the  Linda Lambey, University of Sam Ratulangi
relationship between service workers’ affective
Manado
commitment, promotive voice, and prohibitive voice. In
addition, we also examine the moderating effects of
Our research contributes to positive organizational
personal controls (positive and negative affectivity) on
scholarship (POS) by providing new insights into the fully
above relationships. Data were collected from 345
mediated relationship between ethical leadership and
employees in Taiwan by questionnaire and we conducted
subordinates’ flourishing through religious work values,
the Hierarchical Regression Analyses to test the theoretical
harmonious passion, psychological contract breach, and
framework. The results showed that service workers’
work engagement. We collected data by using an online
affective commitment positively predicted promotive
panel of Indonesian accountants on two occasions where
voice and prohibitive voice. Furthermore, positive
independent and mediating variables (ethical leadership,
affectivity positively moderated the relationship between
Islamic Work Ethic, and harmonious passion) were
affective commitment and prohibitive voice.
collected in Time 1. Psychological contract breach, work

engagement, and flourishing measures were collected four This paper studies the impacts of different types of
weeks later. We hypothesize that the degree of Indonesian transformational leadership on the relationship between
accountants’ flourishing depends on the perceptions of diversity and team performance. Through the lens of
ethical leadership and is mediated by Islamic Work Ethic, information/decision making theory, it attempts to find
harmonious passion, psychological contract breach, and how group-focused transformational leadership and
work engagement. Structural equation modelling using differentiated-individual focused transformational
AMOS found ethical leadership to be positively associated leadership have different influences on the relationship
with the beliefs of Islamic Work Ethic and work passion, between diversity and team performance through
and to negatively influence a breach of psychological elaboration of information. The theoretical analysis shows
contract. We also found that Islamic Work Ethic can that group-focused leadership strengthens the
enhance flourishing while work passion can improve work relationship, while differentiate leadership weakens the
engagement. Psychological contract breach was found to relationship. The results imply that the team leader should
be negatively associated with work engagement and not treat different members differently in individualized
flourishing. The findings indicate that the relationship consideration and intellectual stimulation, especially when
between ethical leadership and flourishing could be the level of functional background diversity is high.
indirect and complicated in a specific context.
The power of identification: A social identity
Impact of individual- and branch-level perspective linking ethical leadership, behavioral
transformational leadership on service quality: A identity, and workplace deviance via affective
multilevel mediation model commitment
 Fangguo Su, Shenzhen University  Yue Wang, Renmin University of China
 Dejun Cheng, Nanjing University  Yirong Guo, Renmin University of China
 Shanshan Wen, Shenzhen University  Lynda Jiwen Song, Renmin University of
China
This study investigated the multilevel effects of  Danying Huang, Renmin University of China
transformational leadership (TFL) on employee service
quality and examined the multilevel mediation The literature on ethical leadership has focused primarily
mechanisms between TFL and employee service quality. on social learning and social exchange perspective to
Data were collected from 208 managers and 1431 understand the way ethical leaders influence follower
employees in 223 branches (chain restaurants) of a large work attitude and behavior. It has overlooked another
catering corporation. The results revealed that stronger essential intermediary path, identification mechanism,
individual- and branch-level TFL significantly improved between ethical leadership and employee work outcomes.
employee service quality. Affective commitment and In the present research, drawing on social identity theory,
psychological empowerment partially mediated the we introduce affective commitment as an essential
relationship between individual-level TFL and employee mediator for the relationship between ethical leadership
service quality. Branch-level service climate fully mediated and employee workplace deviance. In a multisource field
the relationship between branch-level TFL and employee study via 379 paired samples from the southwest of China,
service quality. we support our hypotheses that employees’ affective
commitment mediates the negative relationship between
Team diversity and performance: Consequences of ethical leadership and employees’ deviant behaviors, and
differentiated leadership this indirect effect differs depending on the perceived
 Haina Wang, Henan Vocational College of behavioral integrity of the leader. Specifically, the
Agriculture conditional indirect effects of ethical leadership on
 Juanjuan Zhang, Shanghai University of employee deviant behaviors through affective
Finance and Economics commitment are more significant under high, rather than
low, levels of perceived leader behavioral integrity.
 Xiaocong Tian, Shanghai University of
Finance and Economics
GALA DINNER / June 20 / 6:30-9:30 PM / Outdoor
Area

DAY THREE 21 June 2019
June 21 / Session 3.1 / 8:45-10:15 AM Mike Peng (PhD, University
of Washington) is the
Track: Plenary
Jindal Chair of Global
Room: Denpasar Ballroom 2 Strategy at the University
PRESIDENTIAL ADDRESS of Texas at Dallas. Best
Chair: Jane Lu, China Europe International Business known for his development
School; Vice President, Asia Academy of of the institution-based
Management view, Mike is also a
National Science
Speaker: Ajai Gaur, Rutgers University; President, Foundation Career Award
Asia Academy of Management winner and a Fellow of the
Discussants: Academy of International Business. Every year since 2014,
 Mike Peng, University of Texas at Dallas he has been found among Highly Cited Researchers, a list
compiled by Thomson Reuters/Clarivate Analytics, which
 David Ahlstrom, Chinese University of Hong tracks the top 1% most cited scholars worldwide. He has
Kong published over 150 articles, and his best-selling
textbooks—Global Strategy, Global Business, and Global—
ASIAN CONTEXT, GLOBAL PROBLEMS: THE are used in over 40 countries. At AAOM, he has served as
OPPORTUNITIES AND CHALLENGES FOR ASIAN Editor-in-Chief (2007-2009) and Consulting Editor (2010-
MANAGEMENT SCHOLARS present) of the Asia Pacific Journal of Management. He is
Program Chair for the 2019 conference in Bali.
The industrial and technological revolutions of the past
couple of centuries have made this world a wonderful David Ahlstrom (PhD,
place to live. However, these same forces have also New York University) is a
created many problems that need urgent attention if we professor at The Chinese
want this world to remain a wonderful place. Given the University of Hong Kong.
important role that business organizations play in the He obtained his PhD after
present day, any solution for the many problems that we working in the IT field.
face must consider businesses as important stakeholders. His research interests
As management scholars, we are often criticized for taking include managing in Asia,
a rather narrow perspective on the problems that we innovation, and
study, ignoring the grand challenges and their potential organizational history. He
solutions. I argue that the Asian context with its diversity has published over 100
and variety offers a unique opportunity for Asian peer-reviewed articles in journals such as the Strategic
management scholars to discuss the grand challenges and Management Journal, Academy of Management Review,
solutions. I discuss some of the challenges that the global Journal of International Business Studies, Journal of
economy faces and how a study of the Asian context can Management Studies, and Asia Pacific Journal of
offer meaningful solutions to these challenges. Management, for which he also served as Editor-in-Chief.
He recently was recognized as a “Highly Cited Researcher”
Ajai Gaur is an Associate (from Thomson Reters/Clarivate Analytics), in the top 1%
Professor of Strategic among economics and business researchers (for the years
Management and 2006-2016). At the AAOM 2019 conference in Bali, he
International Business at serves as Program Co-Chair.
Rutgers Business School. He
is serving as the President of COFFEE BREAK 1 / June 21 / 10:15-10:30 AM /
the Asia Academy of
Pre Function Room I
Management, the Editor-in-
Chief of the Journal of World
Business, and a Consulting June 21 / Session 3.2.1 / 10:30-12:00 NOON
Editor of the Journal of Track: Business Policy and Strategy
International Business Studies. In 2018, Ajai was appointed Room: Denpasar Ballroom 1
as an Honorary Chair Professor at Jilin University and MANAGING POLITICAL STRATEGIES AND
Dean’s Research Professor at the Rutgers Business School.
INSTITUTIONS
Chair: Sali Li, University of South Carolina

 Danqing Wang, University of Hong Kong
Board political capital and R&D investment: Evidence  Zhitao Zhu, University of Hong Kong
from a natural experiment in China  Shuo Chen, Fudan University
 Jyun-Ying Trent Fu, National Chengchi
University Conventional wisdom holds that political institutions of
 Pei Sun, Fudan University host government characterized by high political risks and
hazards—government imposes limited constraints on
This study assesses whether board political capital leaders’ discretion so that they can change policies
promotes or discourages corporate R&D investment. opportunistically to expropriate foreign firms—deter
Drawing upon resource dependence logic and the foreign direct investment (FDI). We argue that another
institution-based view, we argue that while politically important aspect of political institutions—how the
connected firms may rely primarily upon their political government designs a predictable internal career ladder to
capital to compete in emerging economies, a sudden loss motivate appointed leaders to achieve the government
of such political capital may prompt focal firms to goals—also creates constraints on leaders’ decision
undertake more activities, such as R&D investment, to making. By institutionally linking FDI attraction to their
nurture market-based capabilities. Employing propensity career advancement, career concerns of motivated leaders
score matching and difference-in-differences research become a main driver attracting rather than deterring FDI,
designs, we find, in a sample of Chinese listed firms over even without checks and balances. We test this theoretical
2010-2016, that politically connected listed companies claim by examining Chinese city leaders and FDI inflows
substantially increased their R&D expenditure after an into their cities from 2003–2010. China, ranking high on
exogenous shock in 2013, where the central government the political risks measurement, nevertheless has a
required independent board directors with prior political institution in which political leaders’ careers
government background to resign. Moreover, the boost in largely depend on local economic growth. Using a
R&D investment is more salient in firms whose board differences-in-differences approach, we find that after the
chairs and CEOs lack political capital and in firms located in Party Congress, newly appointed leaders, who have better
regions with less developed market-supporting prospects for promotion and have stronger incentives,
institutions. Our study contributes to a burgeoning stream attract more FDI inflows to their cities than continuing
of research on how firms can integrate market-based and leaders. This effect of political incentives is also influenced
non-market activities to navigate institutional by both formal and informal institutional arrangements.
complexities.
Top management service commitment and new
The effect of home country subnational factors on product development in manufacturing firms: The
the internationalization of Indian firms moderating role of dysfunctional institutional
 Arpit Raswant, University of Sydney environment
 Chinmay Pattnaik, University of Sydney  Yapu Zhao, Tongji University
 Yaqin Zheng, Tongji University
We extend the research on home country by focusing on  Wenhong Zhang, Nanjing University
subnational environment, particularly accounting for the  Beilei Dang, Shanghai University of
impact of subnational heterogeneity on firms’ decision to Traditional Chinese Medicine
engage in internationalization. We argue that not all firms
headquartered in the subnational region derive the same With the rise of service business models in manufacturing
benefit from institutional development. Using a sample of firms, this study examines how top management service
Indian firms for the period 2008-2017 and random-effects commitment affects new product development (NPD) as
logistic regression method we find support for our well as how institutional environment in terms of
hypotheses. Our results indicate that a firm’s internally dysfunctional competition moderates the main effects in
oriented capability to internalize the institutional benefits emerging economies. Using data from 151 high-tech
is likely to encourage a firm from the subnational region manufacturing firms in China, we find that top
that is rigorously implementing business reforms to management service commitment promotes NPD followed
internationalize. Whereas, a firm’s increased focus on by firm performance. In particular, we find that top
domestic market is likely to discourage its international management service commitment has a positive linear
pursuits. relationship with NPD speed and a positive curvature
[DISTINCTION] BPS Track Best Paper relationship with innovativeness. Moreover, dysfunctional
competition can enhance top management service
Political institutions, leaders’ career concerns and commitment’s impact on both NPD speed and
FDI inflows in China innovativeness.

Seung-Hyun Lee is Professor
How does institutional development alter the role of and Area Coordinator of
political ties? Organizations, Strategy, and
International Management in
 Weiting Zheng, University of New South
the Jindal School of
Wales
Management at the University
 Siah Hwee Ang, Victoria University of of Texas at Dallas. His research
Wellington interests include managing
 Kulwant Singh, National University of corruption, managing
Singapore uncertainty in emerging
markets, and international entrepreneurship. He has
We examine how political ties influence firms’ strategic published more than 35 articles in leading journals,
actions and subsequent performance when market- including the Academy of Management Review, Journal of
supporting institutions develop. We theorize that International Business Studies, and Strategic Management
institutional development changes incentives for Journal. Currently, he is Senior Editor of the Asia Pacific
connected actors and the way that they utilize political Journal of Management, and serves on the editorial
ties, increasing the likelihood that connected firms will use boards of the Academy of Management Review, Journal of
ties to facilitate strategic action rather than for protection. International Business Studies, and Journal of World
This shift is particularly salient for ties that strongly align Business.
the interests of business and political actors, which
characterizes political ties that firms have with local rather Yaping Gong is Professor of
than central levels of government. Additionally, we Management at The Hong Kong
propose that politically connected firms benefit more from University of Science and
strategic actions taken, and particularly in more developed technology. His research
institutional environment. Results are supportive and interests include goal
highlight the changing roles but continued relevance of orientation, creativity and
political ties during institutional transition. innovation, team effectiveness,
and strategic human resource
management. His work has
June 21 / Session 3.2.2 / 10:30 –12:00 NOON
won awards such as Emerald
Track: Panel Citation of Excellence awards
Room: Denpasar Ballroom 2 and Journal of Management Scholarly Impact Award
DEPARTMENT CHAIRS’ PANEL: “I WISH I KNEW Finalist. He has served or is currently serving as an editorial
THESE BEFORE I SIGNED UP AS A DEPARTMENT board member or associate editor for a number of
CHAIR” international journals (e.g., Academy of Management
Chair: Seung-Hyun Lee, University of Texas at Dallas Journal, Academy of Management Perspectives, Journal of
Panelists: Applied Psychology, Journal of Management, Journal of
Organizational Behavior, and Journal of Occupational and
 Yaping Gong, Hong Kong University of
Organizational Psychology).
Science and Technology
 Vikas Kumar, University of Sydney Vikas Kumar is Head of
 Rico Lam, University of Macau Discipline and Professor in the
 Jane Lu, China Europe International Discipline of International
Business School Business at the University of
Sydney Business School. His
Even in your small department, it is not difficult to find all previous appointments were
kinds of personalities. You may find at least a handful of at Bocconi University as
them hard to please as well. However, it is the department Assistant Professor in the
chair’s task to make sure the department is productive, Department of Management,
collegial, flexible, and working toward the school’s goals. and as Visiting Scholar at
The Department Chairs’ Panel explores the roles and Stanford University and Dunning Fellow at University of
responsibilities of a department chair by discussing some Reading. He is Editor-in-Chief of the Journal of Asia
of the challenges and opportunities of the position. This Business Studies and Senior Editor of the Asia Pacific
panel provides hands-on experiences that the department Journal of Management and Cross-Cultural & Strategic
chairs experience in their current position to equip you Management. Vikas is interested in studying the
with insights that would be helpful if one is thinking about internationalization strategies employed by firms from
becoming a department chair. emerging markets such as India.

每天都要好心情：每日下上班正負向心情的關係：放鬆
Rico Lam is Professor of 與心理抽離的中介效果及盡責性與情緒穩定性的調節效
Management and Head of 果
the Department of  蔡泓育(Tsai, Hung-Yu),國立中山大學
Management and  方沴淳,國立中山大學
Marketing at the [DISTINCTION] TAOM Best Conference Paper
University of Macau. Rico
TAOM 大會傑出論文獎
is currently doing research
on trust, incivility and dirty
社會交換之外：以情緒感染理論探討員工敬業心在主管
work. His research has
appeared or been 支持與工作績效間的角色
accepted for publication in outlets such as the Journal of  楊君琦(Yang, Chun-Chi),臺灣輔仁大學
Applied Psychology, Journal of Management, Human  林宛姿,臺灣輔仁大學
Relations, and Asia Pacific Journal of Management. His
work on trust and dirty work was also published in the 喝了再上？手搖杯飲用量在每日負向心情修復歷程扮演
Handbook of Chinese Organizational Behavior in 2012. 的角色：員工工作負荷量與情緒穩定性的干擾效果
Rico is currently Senior Editor of the Asia Pacific Journal of  廖學華(Liao, Hsueh-Hua),國立中山大學
Management. Rico holds a PhD in management from the  錢宛玲,國立中山大學
University of Oregon.  蘇莉琪,國立中山大學
 呂鈺瀅,國立中山大學
Jane Lu is Parkland Chair
Professor of Strategy at  朱藝,國立中山大學
China Europe International  莊雅萍,國立中山大學
Business School (CEIBS),
while on leave from her role 員工正向情感特質與創新行為間關係之中介機制探討
as James Riady Chair in  許菁倪(Xu, Jing-Ni),國立臺北科技大學
Asian Business and  王傑陞,國立臺北科技大學
Economics in the  陳建丞,國立臺北科技大學
Department of
Management and 面對負向情緒事件時，正向個人情緒有助於表達適當工
Marketing, the University of Melbourne. She served as 作情緒嗎？難纏顧客行為與情緒勞務的關係以及工作熱
Chair of the Strategy and Entrepreneurship Department at
情之調節效果
CEIBS between February 2018 and March 2019. She is a
 陳怡靜(Chen, Yi-Jing),國立臺灣師範大學
Consulting Editor of the Journal of International Business
Studies. She is also Vice President of the Asia Academy of  陳威凱,神采旅行社有限公司
Management. Jane’s research centers on international
strategy such as internationalization, entry mode choice June 21 / Session: 3.2.4 / 10:30-12:00 NOON
and alliance partner selection. Her work showed how Track: Organization and Management Theory
theories of multinationality and performance need to be Room: Denpasar Ballroom 5
adapted to consider the case of small and medium-sized
ORGANIZATIONAL AMBIDEXTERITY AND
enterprises, alongside the case of large multinational
firms, pointing to a life-cycle theory of the costs and
INNOVATION
benefits of internationalization. Her work also Chair: Chi-Nien Chung, National University of
demonstrated how bridging ideas and concepts from Singapore
organization theory can provide new insights into
international strategy. Her recent research continues this Inconsistency and ambiguity in achieving sustained
line of research but with a focus on emerging market firms competitive advantage
and their internationalization.
 Rooswanti Putri Adi Agustini, Universitas
Airlangga
June 21 / Session 3.2.3 / 10:30 AM–12:00 NOON  Muslich Aushori, Universitas Airlangga
Track: TAOM Chinese  Badri Munir Sukoco, Universitas Airlangga
Room: Denpasar Ballroom 3  Fendy Suhariadi, Universitas Airlangga
TAOM: 情緒
 Ishadi S. K., Trans Media
Chair: 蔡維奇, 國立政治大學
The television industry often experiences imitation. A
commercial television station in Indonesian television

industry, Trans Media, experienced imitation of its of collaborative product development. We test our
program, technologies, and human resources. In the case hypotheses using the sample from the U.S. video game
of Trans Media, the imitation has no effect on its sustained industry during the period between 1995 and 2004.
competitive advantage. It is not clear for competitors
which resources that generate sustained competitive Hybrid governance and the development and
advantage. Ambiguity is at the heart of this difficulty. In globalization of the Korean drama industry
this study, we examine how an organization’s strategies
 Carmen Leong, University of New South
create ambiguity and achieve sustained competitive
advantage in the middle of imitation efforts by
Wales
competitors? We propose Z-Model of inconsistency in  Chi-Nien Chung, National University of
creating ambiguity and achieving sustained competitive Singapore
advantage.  Heeyon Kim, Cornell University
Exploitative and exploratory innovation in family This study examines the simultaneous roles of public
firms: From the perspective of resource agency and private actors in the industry development of
orchestration East Asia. We propose a hybrid governance system that
depicts the co-evolving roles and mutual adaptations of
 Amber Y. Chang, Chinese University of Hong
public agency and private actors. With multiple sources of
Kong qualitative and quantitative data, we analyze the
development of the Korean drama industry. Our findings
Do family firms perform better at innovation compared suggest that development of the industry is neither state-
with non-family firms? Debates are ongoing about how led nor market-led, but contingent on the interdependent
family involvement affects firm innovation with conflicting actions of state and industry. Such governance requires a
findings reported in prior studies. To resolve the myth, the pre-existing relationship between the state and the
author raises two theoretical recommendations for industry. In addition, our study forms an alternative
studying family firm innovation. First, the perspective of guidance for the development of cultural and creative
resource orchestration provides a framework for industries by delving into the value chain of a cultural
researchers to examine both resources and capabilities industry. Our study also extends the pre-dominant state-
within family firms that can promote or inhibit innovation. led approach of industry development in East Asia by
Second, in understanding antecedents of innovation in offering an alternative view that positions efforts of the
family firms, exploitative and exploratory innovation must state and private actors as parallel rather than competing
be distinguished and investigated separately, as they explanations.
require different conditions. Moreover, the author argues
that two elements of resource orchestration—resource
The effect of CEO narcissism on organizational
management and asset orchestration—have divergent
effects on family firm innovation; while resource ambidexterity
management leads to exploitative innovation, asset  Shuyang You, Dongbei University of Finance
orchestration promotes exploratory innovation. On basis and Economics
of this proposed structure, two specific resources—tacit  Zhengyu Li, Shanghai University of Finance
knowledge and family ties—are examined regarding their and Economics
effects on exploitative and exploratory innovation.  Liangding Jia, Nanjing University
 Yahua Cai, Shanghai University of Finance
The role of capability distance and repeated and Economics
collaboration experience in collaborative product
development: The video game software industry We examine how chief executive officer (CEO) narcissism
 Ji-Yub (Jay) Kim, INSEAD affects the organizational ambidexterity of the firm. We
 Sahangsoon Kim, University of Seoul theorize that firms led by more-narcissistic CEOs are less
likely to achieve organizational ambidexterity because the
We study fit in collaborative partners’ capabilities. We narcissistic personality constrains the CEO in developing
examine the influence of capability distance and previous paradoxical cognition in managing strategic contradictions
repeated collaboration experience on the outcome of between exploration and exploitation. Moreover, this
collaborative partnership. We theorize that both capability negative relationship between CEO narcissism and
distance and repeated collabo-ration experience with the organizational ambidexterity is weakened if the focal CEO
same partners have non-linear influence on the outcome is powerful. However, firm reputation amplifies the
of collaboration. We also predict that repeated negative effect, such that, the higher the reputation of the
collaboration experience positively moderates the firm, it will be more difficult in achieving ambidexterity if
relationship between capability distance and the outcome

led by a more-narcissistic CEO. Our findings provide legitimacy of leaders’ emotional expression in
considerable support for our theory. organizations. In this study, we investigate how leaders’
emotional labor as a high level phenomenon of teams
June 21 / Session 3.2.5 / 10:30-12:00 NOON moderates the individual association between customer
orientation and subordinates’ job satisfaction. 896 full-
time frontlines employees and 124 immediate managers
Room: Gianyar from 31 hotels participated in this study. The results
LEADERSHIP, EMOTIONS, AND EMPLOYEE showed that the positive relationship between perceived
BEHAVIOR customer orientation and subordinates’ job satisfaction is
Chair: Jianjun Yang, Xi’an Jiaotong University strengthend with the increasing of managers’ deep acting
of emotions, but decreased with the increasing of
Prosocial identity and participation in corporate managers’ surface acting. Among them, customer
volunteering: Unraveling their temporal orientation was rated by frontline employees. Team
managers’ emotional labor was rated by managers
relationships and considering the role of prosocial
themselves.
impact of the volunteering program
 Yolanda Na Li, Chinese University of Hong Professional engagement and detachment in
Kong
knowledge-intensive services
 Kenneth S. Law, Chinese University of Hong  Jun Ye, Xiamen University
Kong
 Lin Wang, Sun Yat-sen University This study goes beyond the conventional assumption of
 Melody Jun Zhang, City University of Hong “service employee getting close to the customer” and
Kong argues that maintaining distance from the customer is
equally important, especially in knowledge-intensive
Previous studies suggest a vicious cycle between prosocial service companies. To reflect the complex tension of
identity and participation in volunteering activities. intimacy and detachment in customer interactions, this
However, evidence for such a conclusion mainly comes study conceptualizes and operationalizes the constructs of
from mixed types of volunteering activities using cross- professional engagement and detachment, and examines
sectional designs. We still lack an understanding of the their antecedents and consequences. Using service
causal associations between employees’ prosocial identity provider-client dyadic data from multiple knowledge
and their participation in volunteering activities sponsored intensive service contexts, this study shows that
by their own firms, let alone their temporal relationships professions with a self-regulated monopoly tend to display
over time. To address this gap, we employed an extended a lower level of engagement and a higher level of
bivariate latent difference score approach to unravel their detachment than professions without a self-regulated
dynamic relationships over time. Findings from 311 monopoly, and professionals demonstrate less
employees from a three-wave longitudinal design showed engagement but more detachment as their career
that employees’ decrease in prosocial identity will progress. Although both engagement and detachment
generate their further decrease in participation in promote creativity, they have opposite effects on
corporate volunteering programs while the reverse effect relationship closeness, which is a predictor of creativity as
is contingent on whether the volunteering program has well. The results reveal a complex pattern of impact of
some prosocial impact. In other words, impactful professional engagement and detachment on different
programs attenuate the effects in a way that employees’ service and relationship outcomes.
decrease in prosocial identity is alleviated when they
participate in a more prosocial and impactful corporate Tomorrow never dies! Team pessimism, leader
volunteering programs compared to those less prosocial interpersonal emotion management, and team
and impactful. performance
 Fenghao (Andrew) Wang, Hong Kong
Legitimate leaders’ emotional display: A multilevel Polytechnic University
study of leaders’ emotional labor on customer
 Chuding Ling, Hong Kong Polytechnic
orientation and subordinates’ job satisfaction University
 Khalid Mahmood, Tongji University
 Wu Liu, Hong Kong Polytechnic University
 Yan Li, Beijing Institute of Technology
We examined the effect of team pessimism on team
How leaders displaying emotions in workplace properly performance as well as its underlying mechanisms of
according to orgnaizational norms in terms of emotional collective efficacy and collective stress. We also explored
labor is part of organizational insitution, which indicate the how two different interpersonal emotion management
(IEM) strategies moderate the above effects. Using field The present study was designed to explore how various
data from 80 teams, we found that team pessimism role of shared leadership make impacts on team
negatively influences team performance via reduced effectiveness. In particular, we argue that three leadership
collective efficacy and increased collective stress. In roles of shared leadership, coordinating relation,
addition, problem-focused IEM strategies positively coordinating tasks and creating ideas, can facilitate team
moderate the relationship between team pessimism and effectiveness through the mediating role of internal team
collective efficacy but negatively moderate the environment. Furthermore, the study introduces task
relationship between team pessimism and collective interdependence as a moderator in the relationship
stress. On the contrary, emotion-focused IEM strate-gies between roles of shared leadership on internal team
negative moderate the relationship between team environment, such that the indirect effects are more
pessimism and collective efficacy, while positively positive when members perceived high task
moderating the relationship between team pessimism and interdependence, the hypotheses were largely supported.
collective stress. The results showed detrimental effect of
team pessimism on team functioning and possible benefits Shared leadership and team cohesion: The role of
or threats that may be caused by different IEM strategies. affect-based and cognition-based trust and shared
leadership difference
Support for a multilevel, moderated-mediation  Jie Wu, Xi’an Jiaotong University
model of leader emotional intelligence, learning  Lei Wang, Xi’an Jiaotong University
climate, follower positive affect and turnover
intention The present study examined how shared leadership are
 Celeste P. M. Wilderom, University of related to team cohesion. Specifically, the research
Twente proposed that shared leadership has a positive impact on
 Arjuna Snoep, University of Twente team cohesion and this impact was realized via the
 Sylvia Hur, University of Twente mediating role of both affect-based trust and cognition-
based trust. Furthermore, the study introduced shared
To enhance a better understanding of how an emotionally leadership difference as a possible moderator in the
intelligent leader impacts follower turnover, the present relationship between shared leadership on team cohesion.
multi-level study focuses on how emotionally intelligent With the data from 54 teams composed of 284
leaders affect follower turnover intention. The data were participants in China, the hypotheses were mainly
collected by an e-survey among the employees of the supported.
branches of a large South Korean bank. The final usable
sample was comprised of 2,229 employees from 425 Ambidextrous leadership, leader-member exchange
branches. We found a direct significant association and employees’ work outcomes in China’s
between leader emotional intelligence and follower economical chain hotel industry
turnover intention. At the unit level, learning climate  Jiaqi Yan, Tongji University
mediated the relationship between emotional intelligence  Xiaoying Wang, Tongji University
and follower turnover intention. At the individual level,
 Jinlian Luo, Tongji University
positive affect mediated the relationship between leader
emotional intelligence and follower turnover intention.  Jianfeng Jia, Northeastern University
Positive affect moderated the relationship between
learning climate and turnover intention. Hotel managers’ ambidextrous leadership contribute to
deal with external and internal sophisticated challenges.
This study examines the link between ambidextrous
June 21 / Session 3.2.6 / 10:30-12:00 NOON
leadership congruence and incongruence and hotel
Track: Organizational Behavior employees’ work outcomes (job performance and
Room: Wantilan creativity) via leader–member exchange (LMX). Using 301
NEW PERSPECTIVES OF LEADERSHIP in thirty subbranches of six economical chain hotels in
Chair: Lei Wang, Xi’an Jiaotong University China, we find that: (1) the more congruent hotel
managers’ loose leadership and tight leadership are, the
Effects of the shared roles of leadership on team better the LMX quality. (2) LMX quality is higher when
loose leadership and tight leadership are congruent at a
effectiveness
high level rather than at a low level. (3) LMX quality gets
 Lei Wang, Xi’an Jiaotong University lower when loose leadership is higher than tight
 Jie Wu, Xi’an Jiaotong University leadership compare to the situation that tight leadership is
higher than loose leadership. (4) LMX mediates the
relationship between ambidextrous leadership

(in)congruence and hotel employees’ work outcomes. Our decisions and the moderating influence of clan status on
findings demonstrate ambidextrous leadership congruence employee selection decisions (N=112). The study finds the
plays a pivotal role in promoting hotel employees’ introduction of the contextually distinct variable of clan
proactivity at work and the importance of LMX to the status, differentiates the practice of garab in Somalia from
relationship between managers and employees. other comparative social network practices such as guanxi
in Asian cultural contexts.
Conceptualization and implications of leader
perceived network structure June 21 / Session: 3.2.7 / 10:30-12:00 NOON
 Jingxian Yao, National University of Track: Human Resource Management
Singapore Room: Jembrana
 Noriko Tan, National University of ROUNDTABLE: HUMAN CAPITAL, COMMITMENT,
Singapore AND PERFORMANCE
Chair: Rameshan Pallikara, Indian Institute of
Scholars have adopted a social network approach to Management Kozhikode
leadership. However, they have generally regarded leaders
as actors within the team network, not observers from An empirical perspective on commitment-stressors
outside the network. In this article, we highlight that
linkages in Japanese and Indian HPWS workplaces
leaders develop a cognitive map of the interpersonal
connections in their teams. This cognitive map, which I  Kaushik Chaudhuri, Shiv Nadar University
conceptualize as leader perceived network structure
(LPNS), captures the interpersonal ties among employees I explore linkages on perceived effects of High
based on their leaders’ subjective perception. LPNS has performance work system (HPWS) practices in Japanese
important implications on leadership behaviors and and Indian organizations on employee affective
employee and team outcomes. At the individual level, we organizational commitment (AC), continuance (CC),
draw upon social information processing theory and normative (NC) and occupational commitment (OC) and
propose that well-connected employees in LPNS may be work places ‘stressors’. I have probed how perceived how
appraised as both an opportunity and a threat by their HPWS could moderate relationship between employee
leaders. Opportunity and threat appraisal have differential commitment and ‘stressors’ in Japanese and Indian HPWS
impacts on leadership behaviors and employee outcomes. workplaces. I have collected 227 responses from the non-
At the team level, we focus on the functional value of managers employed in sixteen Japanese organizations
accurate LPNS and propose that high accuracy of LPNS is located in Japan, which also included members of in-house
an asset for leaders. The accuracy of LPNS helps leaders to labor unions affiliated to the RENGO (Japanese Trade
effectively acquire information from their employees and Union). Similar questionnaires were used to collect
facilitate team-member exchange, through which team responses from 131 samples of general employees
performance is enhanced. working in four Indo-Japan joint ventures and subsidiaries
[DISTINCTION] OB Track Best Paper in India. I conducted Hayes Process Macro (2015) under
SPSS version 22 for analysis in this study. HPWS moderates
AC, NC and partially influence OC with employee stressors
Somalia’s guanxi: Garab social network ties and
in Japanese workplaces. With respect to Indian work-
hiring decisions places HPWS has partial influence only on employees OC
 Muse Abshir Yonis, Korea Development and CC with stressors. Overall, I found that increased
Institute implementation of HPWS practices could increase
 Philip Stephen Rose, Hannam University employee commitment and reduce stressors in
workplaces.
The importance of social networks and their implications
for managerial practice are widely acknowledged across The effect of human capital characteristics on
national contexts. Whilst culturally distinct, forms of social turnover: The moderating impact of high-
network practices for mostly China’s guanxi and to a performance work system strength and relational
lesser degree other Asian forms of social networks, coordination
including Japan’s Wa and Korea’s Inhwa, have received
 Jihae Kim, Korea University
much attention from organisational scholars.
Manifestations of social networks on the African continent
and their impact on business remain largely unexplored to Analyzing the determinants of employee turnover is
date. This study investigates the impact Somalia’s important because it affects the creation of sustainable
culturally distinct clan-based form of social network garab, competitive advantage for the organization. Since the shift
specifically the impact of tie strength on managerial hiring of human capital within an organization not only results in
monetary loss to investment, but also negatively affects

other members, it can cause serious harm to the as community involvement) in the Taiwanese context. The
organization, so it is necessary to identify the specific findings also confirm that a proper alignment between CSR
mechanism for employee turnover. Previous research on practices, human capital management, and CSR culture
turnover has mainly focused on individual level of may have a positive effect on corporate performance.
turnover, such as individual attitudes and behaviors. In External CSR combined with human capital management
recent years, however, there is a need to study HR or CSR culture, for example, can enhance a firm’s financial
practices, turnover climate, or relational factors that performance. An improper alignment, however, may have
influence commitment at the group or organizational level. a negative effect. Internal CSR (such as environmental
This study examines the effects of human capital system protection) combined with CSR culture, for example, can
strength and social capital on the relationship between the reduce a firm’s financial performance.
characteristics of human capital and the turnover rate. I
analyze the effect of relational coordination on the Out of the mouths of others come grains of truth: An
relationship between human capital characteristics and investigation into the role of significant others when
turnover rates at the organizational level, using the human
self-initiated expatriates decide to relocate
capital enterprise panel data of the Korea Research
 Kamila Moulai, UCLouvain
Institute for Vocational Education and Training.
 David Guttormsen, BI Norwegian Business
School
The influence of talent management on employee
commitment via trust and organizational support
This paper focuses on in-depth interviewees with fifteen
 Kyujin Kim, Korea University self-initiated expatriates (SIEs), an understudied
 Yewoon Koh , Korea University expatriation category, and examines the role of significant
 Kyuin Lee, Korea University others in terms of legitimising SIEs’ own decisions to
relocate. The latter forms the proposed theoretical
This study investigates the effect of talent management on contribution to extant literature regarding reasons to
organizational commitment, thereby enriching the relocate. This contribution relates to moving the focus
strategic human resource management literature. Drawing beyond treating the decision-making process as purely
on signaling theory and the social exchange perspective, individual without stakeholder involvement and only on a
this research examines the effects of a firm’s talent cognitive basis, in addition to treating the co-construction
management on its employees’ commitment via their trust of talent. Three main themes are discovered to explain the
in management and perceived organizational support for above relationship, i.e. discussions with others as an
development. We used data from the HCCP survey in impulsion to expatriate; identity assignment; and the
South Korea and applied structural equation modeling to credible other to legitimise views of the Self. By drawing
test our hypotheses. While the effect of talent upon Bourdieu’s ideas regarding dialectic identity-
management on employee commitment and the formation, the study supports the idea of a self-identity
mediating role of trust in management were supported, being co-constructed through significant others and that
the mediating effect of perceived organizational support discussions with a person outside the organization has the
was not supported. The research contributes to the potential to play a key role in SIEs’ recognizing their own
literature by adopting signaling and social exchange theory latent and often forgotten talent relevant for a new work-
and linking the black box by employing trust in organization overseas, otherwise not recognized by their
management. organization.
Influence of corporate social responsibility and its June 21 / Session 3.2.8 / 10:30-12:00 NOON
complementary practices on corporate performance Track: Organizational Behavior
in Taiwan Room: Tabanan
 Ya-Hui Ling, I-Shou University ROUNDTABLE: EMPLOYER AND EMPLOYEE
RELATIONSHIP IN WORKPLACE
This study examines the influence of corporate social Chair: Xu Huang, Hong Kong Baptist University
responsibility (CSR) and CSR complementary practices
(human capital management and organizational culture)
Variability of HPWS-practices and its effect on unit
on corporate performance in the Taiwanese context.
Questionnaire data was collected from top companies in performance
Taiwan. The study offers guidelines for firms to improve  Muhammad Ali, Tongji University
their corporate performance through CSR management.  Khalid Mehmood, Tongji University
The study suggests the need to incorporate the contextual  Hina Rehman, National University of
difference in terms of CSR implementation. Specifically, Modern Language
the findings indicate the importance of external CSR (such

 Yan Li, Beijing Institute of Technology three-way interaction between leaders’ gender roles, sex
and competence credential on leader effectiveness
The purpose of this research is to focus on the influence of through the mechanism of subordinate trust. We further
implemented high-performance work system (HPWS) propose that the role of cognition and affect-based
practices on unit-performance while concerning mediating subordinate trust on leader effectiveness depend on task
roles of collective human capital at the unit level and complexity. This research provides implications for leaders
perceived HPWS practices at the employee level. 181 on how to temper both masculinity and femininity to
branch managers and 504 employees were participated in achieve higher leader effectiveness.
this study. Findings revealed that usually branch managers
do actively implement HPWS-practices whereas The rationalization of fraud behavior: A case study of
employees comparatively perceive a fairly high level of tax fraud in Indonesia
HPWS practices. Further, the path model indicated that  Setya Nugraha, Universitas Gadjah Mada
the relationship between implemented HPWS practices  Ely Susanto, Universitas Gadjaj Mada
and unit-performance is mediated by collective human
capital (CHC) at the unit level and perceived HPWS This paper explores the rationalization of the fraudster
practices at employee level. using the fraud triangle theory and the neutralization
theory. This research has used a qualitative method
Can extrinsic motivational state hinder good through an interview with the fraudster. This research has
behavior? The mediating role of ambition and found several important matters. Firstly, it should be
competition in links of contingent reward and questioned the need of three fraud triangle elements in
punishment with work performance the existence of the fraud. Based on the research, fraud
 Jing-Jing Ge, China Business Executive can happen by less than three elements of the fraud
triangle. Secondly, apart from pressure, opportunity, and
Academy
rationalization, there is also a comfort element that
 Mi Yu, China Business Executive Academy becomes the cause of the fraud. Thirdly, most of the
rationalization using the neutralization theory has been
Drawing upon the integration of expectancy theory (V. proved. There is only one neutralization technique that
Vroom, 1964) and extrinsic motivation, we attend to has not been proven as there was no respondent who
develop and examine a model that reveals different stated that “everybody does it”.
extrinsic motivation-based relationships among contingent
reward and punishment, task performance, job
Don’t break your promise! The role of mediator and
engagement and job creativity. Results based on one-
group pre-posttest quasi-experimental design within a moderator on the relationship between
sample of 362 supervisor-subordinate dyads showed that psychological contract breach and cynicism
contingent reward elicits positive indirect relation-ship  Risgiyanti Risgiyanti, Universitas Sebelas
with job engagement and job creativity through ambition Maret
and competition, contingent punishment offsets positive  Joko Suyono, Universitas Sebelas Maret
indirect relationship with job creativity through  Sinto Sunaryo, Universitas Sebelas Maret
competition, whereas contingent reward and punishment
have no indirect effect on task performance through
Organizational cynicism is currently a significant topic in
ambition or competition, contingent punishment have no
the academic and business community. However, most
indirect effect on job engagement through competition.
studies still examine the direct relationship between
psychological contract breach and organizational cynicism.
Tempering masculinity and femininity: Trust Following affective event theory mechanism, the present
mechanism and contingency of the effectiveness of study attempted to examine the indirect effect of
androgynous leader psychological contract breach on organizational cynicism
 Lingyan Hu, Wuhan University by using the feeling of violation as mediator. This study
 Beth Chung, San Diego State University also examined the role of equity sensitivity as a
moderator. The data were collected from 172 employees
Androgynous leaders with both masculine and feminine working in public banking sector in Surakarta. The results
characteristics are regarded as more effective to tackle the showed that psychological contract breach held a positive
changes and flexibility in today’s dynamic business and significant effect on organizational cynicism directly.
environment. However, the mechanism and contingencies The results also showed that feeling of violation mediated
surrounding androgynous leader effectiveness remain the effect of psychological contract breach on
under-explored. Drawing on gender role theory and organizational cynicism. Moderated hierarchical regression
expectation violation theory, this research examines the analysis did not show that equity sensitivity moderates the

relationship between the feeling of violation and The impact of tensions in institutional logics
organizational cynicism. between host and home country on the tendencies
of migrant family enterprise
The influence of abusive supervision on newcomers’  Stone Han, I-Shou University
turnover intention: A workplace ostracism  Artemis Chang, Queensland University of
perspective Technology
 Zhenyuan Wang, East China Normal  Hsi-Mei Chung, I-Shou University
University
 Jianghong Du, East China Normal University Conceptualizing immigrant context as exposure to foreign
 Junhong Wu, Shanghai University institutional logics, we advance a processual framework
that theorizes the impact of tensions in institutional logics
This article examines the inﬂuence of abusive supervision between host and home country on the balance of
on newcomers’ turnover intention from the perspective of business and family logic tendencies in migrant family
workplace ostracism. Findings from three-wave data (N = enterprises. Aiming to identify mediating mechanisms and
300) indicate that (1) abusive supervision is positively contextual factors for this framework, we empirically
associated with newcomers’ perceived coworkers examine the case where tensions exist between home
ostracism, perceived supervisor ostracism and newcomers’ country family logic and host country family logic. We
turnover intention; and (2) perceived supervisor ostracism, suggest that one way such tensions manifest for
rather than perceived coworkers ostracism, partially immigrant business family members, specifically, first and
mediates the relationship between abusive supervision second generation members, is through divergence in
and newcomers’ turnover intention. Results underscore their expectations regarding family obligations. This
the importance of perceived supervisor ostracism in divergence in family obligation expectations can create
accounting the relationship between abusive supervision conflicts in the immigrant business family in such a way as
and newcomers’ turnover intention. to reduce migrant family enterprise’s transgenerational
orientation. The reduction in transgenerational orientation
in turn affects the extent to which family members are
June 21 / Session 3.2.9 / 10:30-12:00 NOON
involved in the migrant family enterprise, thereby tipping
Track: Entrepreneurship and Innovation the balance of business and family logic tendencies toward
Room: Sunset business logic. We intend to test our model using a sample
INNOVATING AND VENTURING of Chinese immigrant family firms in Brisbane, Australia.
Chair: Kevin Au, Chinese University of Hong Kong
Predictive and non-predictive strategies for
“Jack-of-all-trades” with passion—Keener to pursue international opportunity development: Implications
startup? for firm performance
 Kevin Au, Chinese University of Hong Kong  Masoud Karami, Queenstown Resort
 Anna J. C. Hsu, Chinese University of Hong College
Kong  Ben Wooliscroft, University of Otago
 Tony Y. Xiao, Chinese University of Hong  Lisa McNeill, University of Otago
Kong
 Marta K. Dowejko, Hong Kong Baptist Predictive and non-predictive strategies are two main
University paths for small and medium sized enterprises (SMEs) to
explore and exploit international opportunities. Prior
This study tested the thesis of the “jack of all trades”— research has studied both strategies separately. However,
whether individuals with a variety of skills are more likely little is known about the effects of these strategies on firm
to pursue entrepreneurship—on early stage formation of international performance when they are modelled
ventures. It also studied if entrepreneurial passion would simultaneously. Also, relatively little evidence on the
heighten the effect of variety of skills to make would-be mechanism through which foreign market entry (FME)
entrepreneurs keener to pursue the startup process. opportunities impact firm international performance has
Taking advantage of a longitudinal entrepreneurship been obtained to date. This study addresses these gaps.
training project, we tested our propositions with a sample Data were collected from 164 SMEs from different
of 215 participated waged employees. The findings show industries in New Zealand. Results find significant
that skill variety positively influenced participants to form associations among the variables in the proposed model
teams towards new venturing in the program, and such and indicated that predictive strategies can improve the
effect was stronger among passionate participants. international performance through the mechanism of
experiential learning. The study’s contribution to the

international entrepreneurship (IE) literature is twofold. investments in the US medical device industry, provide
First, both strategies and their impact on SME evidence that supports this argument. Moreover, results
international performance are modelled simultaneously. of the supplementary analyses support the suggested
Second, experiential learning is introduced as a mediation mechanism.
mechanism which translates international opportunities to [DISTINCTION] ENT Track Best Paper
the firm international performance. Data collection in New
Zealand as a small and geographically distant context
LUNCH / June 21 / 12:00-1:00 PM / Restaurant
contributes to the empirical research on
internationalisation of SMEs across the globe.
June 21 / Session 3.3.1 / 1:00-2:30 PM
Why do venture capital investors retain equity Track: TAOM Chinese
stakes in startups after IPO? Insight from a study of Room: Denpasar Ballroom 1
IPO firms in China 領導
 Yong Li, State University of New York at Chair: 熊欣華, 國立東華大學
Buffalo
 Tailan Chi, University of Kansas 部屬對自己被不當督導及同事被不當督導的反應：歸因
 Sai Lan, Peking University 理論的觀點
 陳淑貞(Chen, Shu-Chen),銘傳大學
This study develops a real options framework on venture  蔡明潔,國立臺灣大學
capital investors’ (VCs) exit strategy after investee
ventures go public. IPO presents an opportunity for VCs to 尊重型領導與工作結果：組織自尊與尊重他人的雙路徑
cash out and realize the value of their investments. Yet, 歷程
many VCs choose to retain a significant ownership stake  沈其泰(Shen, Qi-Tai),國立彰化師範大學
after venture IPO. Extant research suggests that VCs retain  楊鄤蔆,國立彰化師範大學
equity to signal the quality of investees. We offer the view
that pre-IPO equity investment in a venture constitutes an
僕人式領導之雙元歷程－認同之中介效果
option to divest equity post-IPO. We propose that the exit
decision depends in part on the factors that determine the  童惠玲(Tong, Hui-Ling),大葉大學
value of the exit option, including market uncertainty and  陳文偉,財團法人臺灣省私立臺北仁濟院資訊
the VC’s privileged knowledge about the value-creating 專員
potential of the venture’s assets. The empirical analysis
provides supportive evidence for our argument. 醫院高層主管間之垂直與水平信任對經營團隊衝突的影
響：環境動態性的干擾效果
When do entrepreneurial ventures receive funding  宋承寧(Song, Cheng-Ning),國立中山大學
from corporate investors? The case of academic  林豪傑,國立中山大學
hybrid entrepreneurship  蔡瓊滿,衛福部臺南醫院新化分院
 Wongsang Ryu, Korea Advanced Institute of
Science and Technology 威权领导对员工亲组织不道德行为的影响：一个有调节
 Joonhyung Bae, Purdue University 的中介模型
 邵康华(Shao, Kang-Hua),山東大學
This paper investigates how the exit strategies of hybrid  廖纮亿,上海師範大學
entrepreneurs in academic institutions (i.e., academic  陈沁悦,山東大學
hybrid entrepreneurs) influence the financing that they
receive from corporate venture capital (CVC) investors. We June 21 / Session 3.3.2 / 1:00-2:30 PM
first propose that academic hybrid entrepreneurs have a Track: Human Resource Management
strong preference for acquisitions over initial public
offerings (IPOs) as an exit strategy of their ventures
because they face high opportunity and switching costs
EMPLOYEE ATTITUDES
associated with full-time self-employment. Building on this Chair: Sheldon Carvalho, ESSEC Business School
reasoning, we argue that ventures founded by academic
hybrid entrepreneurs are more likely than other ventures Challenging job experiences: An empirical review
to enter into investment relationships with corporate and ideas for future research
investors to effectively disclose the value of their  Sheldon Carvalho, ESSEC Business School
resources to potential acquirers (i.e., the parent firms of
CVC units). The results, based on a sample of CVC

There has been renewed interest in scholarly inquiry on More specifically, using responses from 283 European
the topic of challenging job experiences (CJE) within the business expatriates in Asia the gap between internal or
field of management over the past few years. In this external career prospects of the expatriate was examined
paper, I critically examine the prior empirical research on in relation to turnover intention. Our findings show that a
CJE, and based on the gaps identified in both theory and career prospects gap increases turnover intensions. More
methods in this stream of research. Later, I present a interesting, our moderation analysis demonstrates that
preliminary framework that integrates the existing having family with successful achievements in the host
literature and offers potentially beneficial new research country will compensate for the effect of a career option
directions. Specifically, I urge future scholars to examine gap. Finally, in our triple interaction we show that if the
several issues that are important to advance the spouse is not from the host country (low embeddedness)
development of CJE theory and research such as the this will reverse the buffering effect of expatriate family
effects of CJE on significant others at work and beyond successfulness. Our research thus connects theories on
work, the interaction of dark personality traits and context expatriate careers with the theory building related to the
in determining CJE, and the potential determinants and expatriate family context.
effects of intraindividual change in CJE levels.
Link between work motivation and proactive service
Do I settle when I have more? Linking job behaviors: Examining the moderating role of service-
embeddedness and voluntary turnover from a oriented leadership
decision making perspective  Junting Li, Rutgers University
 Yuanyuan Gong, Okayama University  Xiangmin Liu, Rutgers University
 Youjin Lim, Yamanashi Gakuin University  Zhengtang Zhang, Nanjing University
 Fang Liu, Guangzhou University
 Motohiro Morishima, Gakushuin University Building on self-determination theory and person-situation
interaction framework, we developed a multilevel model
This study looks into the relationship between employees’ to investigate the influences of intrinsic motivation and
on-the-job embeddedness and turnover from a decision- extrinsic rewards on prosocial service behavior and
making perspective. Based on the prospect theory, we proactive selling behavior among frontline employees.
propose that employees’ on-the-job embeddedness may Furthermore, this study examined whether service-
suppress individual maximizing tendency which further oriented leadership moderated the effects of intrinsic
reduces turnover, and whether maximizing tendency can motivation and extrinsic rewards on proactive work
be successfully triggered depends on individual risk behaviors. Testing by a sample of 42 sales teams in a retail
propensity. Study 1 tested the causal relationship between company in China, statistical results indicated that intrinsic
on-the-job embeddedness and maximizing tendency motivation was positively related to both prosocial service
through an experiment using student sample. Study 2 behavior and proactive selling behavior. Moreover, the
tested the full model using survey from employees team-level service-oriented leadership behavior was
working in IT companies. Results from study 2 showed that positively associated with frontline employees’ both
maximizing tendency mediated the relationship between prosocial service behavior and proactive selling behavior.
on-the-job embeddedness and turnover intention. However, contrary to our hypothesis, extrinsic rewards
were negatively associated with prosocial service
Expatriate careers and family embeddedness behavior. Furthermore, service-oriented leadership
appeared to moderate the relationship between extrinsic
 Jakob Lauring, Aarhus University
rewards and proactive service behaviors.
School Justice and impression management mechanisms
 Washika Saheem, University of Dubai and boundary conditions of the effects of citizenship
 Charlotte Jonasson, Aarhus University pressure on destructive voice and organizational
citizenship behaviors
A number of studies have established the role of the
 Chieh-Yu Lin, National Sun Yat-sen
family as crucial for expatriate work life balance. Still we
only have limited knowledge on the relations between the
University
context of an expatriate family and expatriates’ career  Nai-Wen Chi, National Sun Yat-Sen
decisions. In this article we focus on the role of the family University
context in terms of the expatriate family’s successfulness
and the expatriate spouse’s embeddedness in host This study includes both negative behaviors (destructive
country. We assess if these factors determine whether an voice behaviors, DSV) and positive behaviors
expatriate intent to stay with an organization or leave it. (organizational citizenship behaviors, OCB) as the

consequences of OCB pressure, and applies both justice Environmental competitiveness and team work
and impression management perspectives to fully examine meaningfulness: The moderating role of team
the mechanisms and boundary conditions of OCB decision styles
pressure. Data was collected from 283 supervisor-
 Lin Hsing-Er (林杏娥), National Sun Yat-sen
subordinate pairs across various industries at different
time points. The results showed that OCB pressure University
increases DSV through decreased perceived distributive  Yeh Shu-Chuan, National Sun Yat-sen
justice and employees’ equity sensitivity further enhances University
such effects. Moreover, OCB pressure increases OCB-O via  Wang Yi-Hsien, National Sun Yat-sen
increased impression management motive (rather than University
concerns for the organization) and this effect was
strengthened when employees are high in self-monitoring.
Firms’ adoption of CSR initiatives and employees’
organizational commitment: Organizational CSR
June 21 / Session 3.3.3 / 1:00-2:30 PM climate and employees’ CSR-induced attributions as
Track: TAOM English mediators
Room: Denpasar Ballroom 5  Lin Yi-Ting, National Central University
HUMAN RESOURCE MANAGEMENT/  Liu Nien-Chi (劉念琪), National Central
ORGANIZATIONAL BEHAVIOR University
Chair: Nai-Wen Chi (紀乃文), National Sun Yat-sen  Lin Ji-Wei, National Central University
University
The impacts of employee stock bonus on
Spreading corporate rumors as an impression employment stability: Empirical evidences from
management tool: The sensemaking and Taiwanese listed firms
applications of rival handicapping tactics under a  Liu Nien-Chi (劉念琪), National Central
corporate recruitment context University
 Yang Wen-Fen (楊文芬), National Chung  Hsu Che-Wei, National Central University
Cheng University  Lin Yu-Chin, National Central University
Is career mentoring helpful to mitigate the adverse

June 21 / Session 3.3.4 / 1:00-2:30 PM
effect of job content plateau? A moderated
mediation model of career mentoring, job content
Room: Gianyar
plateau, perceived organizational support, and
CO-WORKER PERSPECTIVES
emotional exhaustion
Chair: Ely Susanto, Universitas Gadjah Mada
 Hsu Hao-Hsin (徐皓馨), Taiwan Institute of
Economic Research
Person-group fit: The role of shared mental models
 Lee Hui-Ting, National Chiao Tung
and job demands at group level
University
 Utama Singgih Budiarso, Universitas Gadjah
 Kao Kuo-Yang, National Chiao Tung
Mada
University
 Sari Sitalaksmi, Universitas Gadjah Mada
 Ines Dax, National Chiao Tung University
 Ely Susanto, Universitas Gadjah Mada
Antecedents of willingness to mentor: A job
This paper proposes a proposition of curvilinear
demands-resources perspective correlation between shared mental models and PG fit,
 Zhang Shi-Hui (張詩慧), National Chengchi which is moderated by job demands at group-level by
University Integrating intellectual capital theory, job demands-
 Hu Chang-Ya, National Chengchi University control model, as well as job strain and stress model. This
 Ekin K. Pellegrini, University of Missouri at paper explores the concept of PG fit in response to the
St. Louis criticism of the development of theory and antecedents of
PG fit from previous research suggestions. Based on
 Huang Jui-Chieh, National Taipei University
theories, we suggest that shared mental models enhance
of Business group member’s collective fit perceptions by contributing
the development group cognition structure to complete
tasks better. But, very high ability of the group to build its

cognitive structure becomes a psychological strain when to workplace ostracism. In contrast, employees with low
encountering a job demand that simple and does not hostile attribution bias are less likely to engage in
require excessive ability of the group. emotional exhaustion and subsequent unethical behavior
in response to workplace ostracism.
The role of mindfulness and self-control in
employees’ response to coworker ostracism To be hit or to lead: Coworkers’ reactions to
 Jieying Chen, University of Manitoba proactive work behavior in work teams
 Riki Takeuchi, University of Texas at Dallas  Melody Jun Zhang, City University of Hong
 Wai San (Cass) Shum, University of Nevada Kong
 Kenneth S. Law, Chinese University of Hong
Coworker ostracism (i.e., being ignored and excluded by Kong
coworkers) is associated with increased aggressive  Lin Wang, Sun Yat-sen University
behaviors as a means of retaliation. Past research on self-
regulation suggests that both mindfulness (i.e., attention Proactive work behavior (PWB) refers to employee's self-
to and awareness of the present) and self-control (i.e., initiated and anticipatory actions that aim to bring forth
effortful inhibition of temptation impulses) can buffer the positive change in the immediate work environment. We
relationship between coworker ostracism and retaliation explore the social consequences of employee proactive
through emotional and behavioral regulation. work behavior (PWB) in work teams from the lens of
Nonetheless, mindfulness and self-control can have coworkers. Employing the warmth-competence model, we
distinct effects in the cognitive appraisal processes in investigate how coworkers view and react to focal
response to coworker ostracism. Using multi-wave data employee’s proactivity at work and how team context may
from 415 employees in 83 branches of 13 large play a critical role to make a difference. Analysis of multi-
corporations, we found a significant three-way interaction wave, multi-source survey data from 237 employees in 59
among coworker ostracism, mindfulness, and self-control work teams demonstrated that PWB is positively related
on counterproductive work behavior toward coworkers, to coworkers’ competence perceptions and the focal
such that the relationship between coworker ostracism employee’s informal leadership emergence; however, in
and counterproductive work behavior toward coworkers work teams with low initiative climate, performing PWBs
was positive and significant among employees with high has a negative relationship with coworkers’ warmth
mindfulness and high self-control, and it was perceptions of and support to the focal employee.
nonsignificant among employees with high mindfulness
and low self-control.
Glorious or notorious? Coworkers’ reactions to
peers’ unethical pro-organizational behavior: The
Workplace ostracism and unethical decision making: effect of construal level
The role of emotional exhaustion and hostile
 Xue Zhang, Harbin Institute of Technology
attribution bias
 Guang Xu, Harbin Normal University
 Lei Qi, Shandong University
 Yezhuang Tian, Harbin Institute of
 Bing Liu, Shandong University
Technology
 Di Cai, Shandong University
 Chao Ma, Australian National University
 Song Chang, Hong Kong Baptist University
 Guyang Tian, Harbin Normal University
 Fengyi Li, Shandong University
This research examines how and why reactions to peers’
Based on affective events theory, we delineate coworkers’ unethical pro-organizational behavior (UPB) differ among
ostracism as a relevant workplace affective event that coworkers and in different situations. Drawing on
triggers a focal employee’s unethical decision making. We construal level theory and perception theory, we propose
propose that employees’ emotional exhaustion mediates that the relationship between UPB and coworkers’
the relationship between workplace ostracism and reactions is moderated by coworkers’ construal level, and
subsequent unethical behavior. Moreover, we suggest that coworkers’ reputation perceptions (i.e., perceived
employee’ hostile attribution bias moderates the effect of competence and perceived unethicality) mediate the
workplace ostracism on emotional exhaustion and moderating effect. Specifically, our study indicates that
unethical behavior. Using data collected through multiple while coworkers at higher construal levels tend to view
waves from 530 nurses in 3 public hospitals in China, we peers’ UPB as a behavior with more unethicality and thus
find support for the proposed main effect and mediation are more likely to exclude UPB actors, cowork-ers at lower
hypotheses. Furthermore, employees with high hostile construal levels tend to view peers’ UPB as a reflection of
attribution bias are more likely to engage in emotional competence but are not more likely to support UPB actors.
exhaustion and subsequent unethical behavior in response The findings help to better understand coworkers’

reactions to peers’ UPB and provide insights into matched pairs). The results show that abusive supervision
organizational management. has an indirect effect on social loafing via decreasing
employee’s humility. The indirect effect of abusive
June 21 / Session 3.3.5 / 1:00-2:30 PM supervision on social loafing via employee’s humility is
strongest when employee’s face and perceived mobility
are both low.
Room: Wantilan
GUILT, INCIVILITY, AND ABUSIVE SUPERVISION
Do something or nothing: Third party responses to
Chair: Xiaowan Lin, University of Macau
workplace incivility
Stigma associated guilt: Work-family guilt and
 Julie N. Y. Zhu, University of Macau
individual coping strategies adopted by fulltime
 Cheris W. C. Chow, University of Macau
employed mothers in India
 Sasmita Dash, Xavier School of This research extends incivility research by investigating
Management how third parties respond to workplace incivility. Building
on the affect event theory, we posit that witnessing
The present qualitative enquiry investigates different workplace incivility is associated with emotional
sources of guilt and the coping mechanisms being experience of anger, and in turn triggers the third parties’
deployed by employed mothers in India. This is done on 17 retribution toward the offender and support toward the
employed mothers working in fulltime managerial targets. In addition, guided by theories of vigilante justice
positions in different private and public sector and appraisal-coping, we further hypothesize that
organizations. Interview techniques and experienced incivility moderates the proposed indirect
phenomenological research methodology has been relationships according to two competing explanations.
employed in the study. From the analysis, the two major The findings from a scenario-based experiment support
sources of guilt were time based work-family conflict and our predictions.
intensive mothering ideology. Participants employed
composite coping mechanisms like positive reappraisal, Leaders’ moral development and abusive
problem focused coping, emotional suppression, religious
supervision: A multilevel moderated mediation
coping when at workplace. However, they had opted for
emotional support seeking when outside work. Stigma is
model
associated with guilt at work, has forced these women to  Feng Wei, Tongji University
keep their emotions hidden from the rest. Some factors  Yujie Ma, Tongji University
like child’s academics, child’s health, sense of safety for  Yiwen Zhang, University of Hong Kong
children and sense of unproductive labour at work has  Guoping Cheng, Tongji University
intensified the sense of guilt.
Previous research has revealed that abusive supervision
When and how abusive supervision influences social has various harmful consequences to individuals and
loafing: A moderated mediation model organizations. However, the antecedents and mechanisms
 Liang Hou, Renmin University of China that explain why abusive supervision occurs are not well
 Yue Wang, Renmin University of China understood, especially from the perspective of morality. In
this study, we proposed and tested a multi-level
 Wei Wu, Renmin University of China
moderated mediation model to explore the relationship
 Huiyue Diao, Renmin University of China between the level of moral development and abusive
 Jun Zhong, Hong Kong Polytechnic supervision, and the joint effect of psychological capital
University and corporate ethical values. Using a sample of 109
supervisors and their 436 subordinates from 39
Drawing on the conservation of resources theory, this organizations in China, we found that supervisors with
study examines the boundary conditions and intermediate higher levels of moral development are less likely to be
mechanism in which abusive supervision influences abusive to their subordinates. Supervisors’ psychological
employee’s social loafing. Specifically, we proposed a capital partially mediates the relationship between their
moderated mediation model wherein abusive supervision moral development and their abusive behaviors. In
influences social loafing through the mediating role of addition, corporate ethical values in the workplace
employee’s humility, with individual face and perceived moderate the direct effects of supervisors’ psychological
mobility as the boundary conditions. We collected two- capital and the indirect effects of their moral development
wave data from employees and their immediate on the extent to which they behave abusively to their
supervisors to test this theoretical model (N = 200 subordinates.

important sector and thus enable them to achieve
Effects of perceived power of supervisors on sustainable competitive advantage.
subordinates’ silence: The moderating role of
subordinates’ personality characteristics Design leading and innovating organizational
 Ling Z. Zhang, University of Macau performance: A conceptual framework for
 Xiaowan Lin, University of Macau entrepreneurial ventures
 Ali Iftikhar Choudhary, RMIT University
Research investigating contextual antecedents of  Adela McMurray, RMIT University
employee silence remains underdeveloped. Drawing from  Nuttawuth Muenjohn, RMIT University
approach-inhibition theory of power, we proposed
supervisors’ power to be an important antecedent of Entrepreneurs are trouble-shooters, creative thinkers,
employee silence. Guided by the perfectionism literature, committed and passionate about their ideas.
we developed a moderation model in which Entrepreneurial ventures require leaders who can
conscientiousness and neuroticism were expected to anticipate, create and sustain innovative design solutions
influence the relationship between perceived supervisor to achieve higher organisational performance. This paper
power and employee silence behavior. Investigating 177 provides a conceptual framework on how design
employees in different organizations, the survey results leadership and workplace innovation is linked to
provided support for most of our hypotheses. We have organisational performance in entrepreneurial ventures
empirical evidence that perceived supervisor power could across developed and developing countries. It has
have both positive and negative effects on employee significantly noted that new, technology-based, innovative
silence, and such relationships were found to be stronger ventures play a decisive role in overall sustainability,
among less conscientious and more neurotic individuals. employability, productivity, and competitiveness of the
firm as they introduced new markets, products, and
June 21 / Session 3.3.6 / 1:00-2:30 PM business models. Although leadership and innovation
Track: Entrepreneurship and Innovation receive significant attention and application in business
Room: Jembrana practices, design leadership and workplace innovation
have only received limited traction among business
ROUNDTABLE: ENTREPRENEURSHIP AND
practitioners and researchers. There is a dearth of
INNOVATION RESEARCH FRONTIERS research in the field of workplace innovation and design
Chair: Saixing Zeng, Shanghai Jiao Tong University leadership while the link between design leadership and
organisational performance has not been previously
How do firms improve innovation? A resource-based explored by using workplace innovation as a mediating
model for antecedents to innovation in the paradigm factor. An extensive literature review of workplace
of open innovation innovation, design leadership and organisational
performance is discussed prior to exploring how these key
 Sabeen H. Bhatti, Bahria University
concepts are mutually beneficial and interlinked with each
Islamabad other. This study is informed by literature that explicit
 Sundas Azeem, SZABIST Islamabad design leadership and workplace innovation can shape
organisational performance as more than a tool of
Firms all around the world are striving towards improving productivity while the participatory processes of
their innovation performance. Open innovation has organisational performance can aid in expanding the circle
improved this quest for excellence especially in developing of design leadership and workplace innovation.
economies that lack resources and infrastructure
capabilities. This research aims to investigate the The business opportunity identification: An empirical
antecedents and enablers of innovation performance in
study among undergraduate students in Indonesia
firms belonging to a knowledge intensive services sector of
a developing country. A survey was conducted in the  Dhyah Harjanti, Universitas Kristen Petra
telecom service organizations across the value chain. (Petra Christian University); Universitas
Hypotheses were tested using partial least squares (PLS) Airlannga
technique. Measurement and structural models were  Tifany Cahyadi, Universitas Kristen Petra
assessed following the recommended two-stage (Petra Christian University)
procedure. Results showed that transformational
leadership and knowledge sourcing impact the innovation This study aims to analyse the effects of network, self-
performance of firms with the mediating role of absorptive efficacy, and creativity on the identification of business
capacity. This research can help to improve the innovation opportunities for undergraduate students in Indonesia.
management practices of the firms belonging to this This study uses quantitative methods with the number of

respondent as many as 396 undergraduate students social entrepreneurs. As scholars found that connections
determined by using purposive sampling. The research between entrepreneurship and education are just
data was collected using an online questionnaire and beginning to be recognized in the literature yet most of
processed using partial least square analysis technique. them are conceptual papers, this study enriches the
The results showed that the network and self-efficacy literature with real cases and provides a framework as a
owned by the undergraduate students in Indonesia template for sustainable educational or social innovations.
influence the creativity and identification of business
opportunities. While the identification of business June 21 / Session 3.3.7 / 1:00-2:30 PM
opportunity is influenced by the creativity of the students.
Room: Tabanan
Being there: The role of mindfulness in the
ROUNDTABLE: TEAMS AND INDIVIDUAL
entrepreneurial process
CHARACTERISTICS
 Saddam Khalid, Osaka University Chair: Yaping Gong, Hong Kong University of Science
 Tomoki Sekiguchi, Kyoto University and Technology?
The construct of mindfulness has attracted the attention
of multiple scientific disciplines. However, research on An alter centric view of network building: How
mindfulness in the field of entrepreneurship remains newcomer ability, integrity, and benevolence
limited. Research findings suggest that mindfulness influence network centrality through tie strength
through its temporal orientation and wide attentional  Jieqiong Cao, National University of
breadth influences different aspects of cognitions and Singapore
emotions and is beneficial and cost-effective in a dynamic
rather than static environment. Extending these findings Extant studies about social network have prominently
to entrepreneurship, we suggest that mindfulness has treat individual’s network as a “treasure” an individual
implications in entrepreneurship because of the owns, while ignoring the process of how individual gains
environment in which entrepreneurs work and the tasks social capital in organizations. Based on social exchange
they usually perform. We propose a theoretical framework theory and social resources theory, this study distinguishes
for understanding the role of mindfulness in the the resources newcomer exchanged with leader and co-
entrepreneurial process. workers and adopts an alter-centric view of newcomer
network formation. Specifically, this study proposes that
Educational entrepreneurs engaging in social leader perceived newcomer ability would facilitate tie
innovation strength with leader, while co-worker perceived
 Carol Yeh-Yun Lin, National Chengchi newcomer benevolence and integrity would predict tie
University strength with co-worker. Both the tie strength with leader
and co-workers would further predict newcomer degree
 Se-Hwa Wu, National Chengchi University
centrality. In addition, the positive relationship between
perceived newcomer ability and tie strength with leader
Educational innovation is a sub-set of social innovation, as would be strengthened by newcomer self-monitoring,
it aims to improve the performance of school and students whereas newcomer authenticity would strengthen the
for developing better human resources for the society. positive relationship between perceived newcomer
Relevant literature mainly report charter school founders integrity, benevolence and tie strength with co-workers.
who without previous teaching credential generally
focused more on external partnership and changing school Look back and move forward: A bibliometric review
structure. Differently, this paper reports four first-line
of team literature from 1998 to 2017
teachers and principals who confronted long-term
problems, through utilizing very limited resources,  Jia-Hui He, Hong Kong Polytechnic
involving students as the co-creators of innovation, University
engaging in real curriculum and instructional innovation  Wen Feng, Zhejiang University
and eventually successfully transformed the schools and  Chu-Ding Ling, Hong Kong Polytechnic
students for a better future. They were awarded as GHF University
(Global Highlight for Future) Innovative Education Fellow  Xiao-yun Xie, Zhejiang University
in 2017. Our data sources include their award application
 Wu Liu, Hong Kong Polytechnic University
documents, individual video, various reports and semi-
structured interviews. Through our study, an eco-system
of educational innovation (ECOEI) was surfaced and With the increase of using teams as basic functional units
proposed. Their courage, persistence and how they broke in contemporary organizations, studies on team or
through the boundary shed some light for the private and workgroup also flourished in the past two decades and has

become a key research area across organizational  Celeste P. M. Wilderom, University of
behavior, managerial psychology and social psychology. Twente
Though prior studies have reviewed team research on a
special topic or in a specific journal, a systematic and Drawing on substitute for leadership theory, we
multidisciplinary review which reflects the holistic hypothesize moderated-mediation effects of team-level
landscape of this area is lacking. To address this issue, we psychological capital (PsyCap) on the relationships among
conducted bibliometric analyses with 2,825 articles transformational leadership, team goal clarity and team
published from 1998 to 2017 and 92,556 associated performance. Based on a survey of 76 teams of 427 nurses
references in Web of Science. Based on the analyses, we from two large hospitals in Indonesia, we hypothesized
summarized and discussed the general trend of team and found that team PsyCap negatively moderate the
research over time as well as the key topics, influential mediation of team goal clarity between transformational
work, leading scholars and main research streams in this leadership and team performance, i.e., high team PsyCap
area. We also provided some directions for future research dampens this mediation. This evidence shows that team
to advance the theory and methodology in this area. PsyCap is a substitute of the indirect effect of
transformational leadership on team performance,
Conducting studies on person-centered career through goal clarity. In addition, team PsyCap is found
interest profiles: An illustration example in Hong directly related to team performance, while the
Kong relationship between transformational leadership and
 Yan Liu, Wuhan University team performance was not significant. In practical terms,
 Yina Mao, Nanjing University transformational leadership appears beneficial for teams
with a low degree of PsyCap, because this style provides
 Junbang Lan, Chinese University of Hong
them with goal clarity which is, in turn, related to team
Kong performance. Teams with a high level of PsyCap do already
 Chi-Sum Wong, Chinese University of Hong have the necessary goal clarity and do not need
Kong transformational leadership to be highly performing.
 Kelly Z. Peng, Hong Kong Shue Yan
University Agent-based modeling of team dynamics: Team
diversity, social processes and the associated effects
Career interests are important to individuals. Among the on team creativity
approaches to study career interests, person-centered  Jiun-Yan Wu, Kyoto University
profile approach (i.e., studying the career interest profile
 Tomoki Sekiguchi, Kyoto University
of individuals), instead of the traditional construct-
centered approach, is gaining more attention in recent
Creativity and innovation are critical to the growth and
years. In our research, we intend to advance our
performance of organizations due to a high demand of
understanding of career interests with the person-
creating new business models to adapt and survive in
centered profile approach and to address some existent
changing business environments. Thus, organizations often
important conceptual and methodological issues in
reply on interdisciplinary teams to work on projects
previous studies. Based on past research on the cultural
because such teams are equipped with a diverse pool of
contexts of Hong Kong and its changes after the 1997
expertise, skills or perspectives to be able to incubate
handover, we proposed four general career interest
creative ideas or novel solutions. The study has a twofold
profiles for Hong Kong high school graduates. Using a
objective: Due to team diversity and the social processes
sample of senior secondary school graduates who were
of creativity, how team dynamics unfolds over time and to
not admitted by undergraduate programs and their cohort
what extent team creativity is affected. Taking the
sample of first-year university students, we found support
approach of connecting relevant theories and empirical
for this hypothesis. This classification system was validated
studies, we undertake an agent-based modeling (ABM)-
by its correlates with career decisiveness, parents’
based computer simulation, which displays how agent-
openness communication style, and life satisfaction.
level social interactions may emerge, develop, and
manifest the team-level phenomena. We conduct virtual
Team psychological capital as a substitute for experiments to elaborate team dynamics and measure the
transformational leadership and team goal clarity in team-level conflict as well as the usefulness component of
relation to team performance creativity. The study demonstrates (a) nonlinear dynamics
 Sunu Widianto, Universitas Padjadjaran of task and relationship conflict over time, (b) the issue of
 Hunik Sri Runing, Universitas Sebelas Maret inadequate sampling rates encountered in the field
 Salamah Wahyuni, Universitas Selebas experiments, and (c) the associated impact on team
creativity through the interplay of team diversity and
Maret
conflict.
 Sinto Sunaryo, Universitas Selebas Maret
detailed incidents reported by 28 NFCs of 24 privately held
June 21 / Session 3.3.8 / 1:30-2:30 PM family firms in Indonesia, this study has found that NFCs
are often involved in conflicts because they are invited by
Track: Entrepreneurship and Innovation
the conflict parties, affected by the conflicts, or take an
Room: Sunset initiative to intervene. Various roles of NFCs are identified
THE ROLE OF CONTEXT IN ENTREPRENEURSHIP and grouped into five categories: conflict avoiders,
Chair: Shirah E. Foy, Ecole Polytechnique Federale de messengers, peacekeepers, settlement agents, and yes-
Lausanne men.
Should I stay or should I go? Job demands’ push and Under the Eastern sun: Expanding the horizons of
entrepreneurial resources’ pull in Chinese migrant founder identity research
workers’ return-home entrepreneurial intention  Shirah E. Foy, Ecole Polytechnique Federale
 Jinyun Duan, Soochow University de Lausanne
 Juelin Yin, Sun Yat-sen University
 Daoyou Wu, Zhejiang University of Finance Founders’ identities have a profound effect on their
and Economics approach to firm creation (e.g., Fauchart & Gruber, 2011).
Our present understanding of founder social identity,
 Yue Xu, Soochow University
based on Western conceptualization and meaning of
entrepreneurship, does not carry over into all other
This study explores how the push factor of job demands contexts (Sieger, Gruber, Fauchart & Zellweger, 2016). This
and the pull factor of entrepreneurial resources influence qualitative, inductive study of Taiwanese founders
the intention of Chinese migrant workers to return to their investigates how and why founder identity varies from
hometown and engage in entrepreneurial activities. Data East to West. Emerging findings suggest that founder
were collected from 302 Chinese migrant workers working social identity is more complex in the East, with
in urban cities. The main findings are as follows: (a) job conceptualizations of “community” carrying more nuance
demands can increase entrepreneurial intention of and additional salient dimensions. We provide
returning migrant workers through the mediation of job explanations as to why we may see different types of
burnout; (b) entrepreneurial resources can positively entrepreneurship in different countries.
influence entrepreneurial intention of returning migrant
workers through the mediation of entrepreneurial
conviction; (c) generation positively moderates the job
Factors influencing innovation in Emirati women-
demands—job burnout—entrepreneurial intention owned small and medium enterprises
relationship and negatively moderates the entrepreneurial  Fauzia Jabeen, Abu Dhabi University
resources-entrepreneurial conviction-entrepreneurial  Huda Al Matroushi, Abu Dhabi University
intention relationship. This study reveals the importance
of examining push and pull factors concurrently, and This study explores the innovation characteristics,
emphasizes the intergenerational differences in explaining challenges and factors influencing innovation in the
the entrepreneurial intention of Chinese returning migrant Emirati female-owned nascent, start-up, and established
workers. SMEs. The study is based on the case study methodology.
A total of ten female owned UAE based SMEs were
Non-family CEOs’ perspectives on their involvement chosen. Research findings reveal that all the ten
in family business conflicts: An exploratory study respondents believe that a strong vision, qualified
 Komala Inggarwati Efendy, Satya Wacana education background and risk taking attitude are the
necessary characteristics imbedded in an innovative
Christian University
entrepreneur, whereas new technology adoption,
 Artemis Chang, Queensland University of networking, implementation of new or improve product,
Technology process, marketing and organizational innovation will help
 Roxanne Zolin, Australian Institute of the innovative entrepreneurs to commercialize their
Business business idea. The findings will help policy makers and
associations such as business women’s councils to identify
Third parties often become involved in and influence the the specific inhibitors and facilitators linked to innovation
dynamics of family business conflicts. Despite their and hence will help in developing various effective policies
important roles, little is known about the roles of non- to promote innovation among Emirati women-owned
family CEOs (NFC) in family business conflicts. This SMEs.
qualitative study was performed to obtain NFCs’
experiences and perspectives on their involvement in
family business conflicts. By analyzing 63 unique and

Is political party participation a spear or shield? A  陳淑媛(Chen, Shu-Yuan),聯合大學
study of corporate monetary donation of Chinese  吳家儀,聯合大學
entrepreneurial firms  張文華,聯合大學
 Yuan Lin, University of Macau  陳家蓁,聯合大學
 Minyi Zhong, University of Macau  鍾旻芳,聯合大學
For entrepreneurial firms in emerging markets, what June 21 / Session 3.4.2 / 2:45-4:15 PM
factors shape organizational strategies for monetary Track: Human Resource Management
donations as part of corporate social responsibility (CSR) Room: Denpasar Ballroom 3
programs? To reveal this riddle, we draw data from
STRATEGIC HRM
nationwide entrepreneurial firms operating in China from
2010 to 2012 to investigate the relation-ship between
Chair: David Guttormsen, BI Norwegian Business
political party participation and monetary donation. School
Integrating the instrumental and political perspectives of
CSR, we find that individual political party participation has Variability of HPWS-practices and its effect on unit
a negative effect on entrepreneurial firms’ monetary performance: A multilevel mediation approach
donations, while collective political party participation has  Muhammad Ali, Tongji University
a positive effect. We also find that such effects are
 Khalid Mehmood, Tongji University
strengthened by entrepreneur’s government
appointment.  Hina Rehman, National University of
Modern Language
COFFEE BREAK 2 / June 21 / 2:30-2:45 PM /  Mubbsher Munawar Khan, University of the
Pre Function Room I Punjab
 Muhammad Mansoor Asghar, Beijing
Institute of Technology
June 21 / Session 3.4.1 / 2:45-4:15 PM
Track: TAOM Chinese
The influence of high-performance work system (HPWS)
Room: Denpasar Ballroom 1 on organizational performance has attracted considerable
團隊 research attention over the last two decades. However,
Chair: 陳淑貞, 銘傳大學 existing studies have primarily focused on the macro-level
HRM architecture, limiting our understanding about the
團隊安全氣候與員工安全行為之關聯：社會影響理論之 cross-level origin of performance outcomes. Moreover,
觀點 little research has been done to determine how
implemented HPWS affect employees’ perceptions of
 熊欣華(Hsiung, Hsin-Hua), 國立東華大學
them and their impact on performance outcomes. The
 胡宛仙,鹽城師範學院 purpose of this research is to focus on the influence of
implemented high-performance work system (HPWS)
團隊任務衝突、團隊資訊精緻化與團隊交融記憶系統： practices on unit-performance while concerning mediating
團隊關係衝突的伴隨效果 roles of human capital at the unit level and perceived
 黃瓊億(Huang, Chiung-Yi),元智大學 HPWS practices at the employee level. In this study,
 李嘉慧,元智大學 branch managers and their subordinates of the largest
state-owned banks in China will be targeted. To address a
團隊差序幅度與團隊效能：自己人成員的調節效果 much-needed multi-level mediation, our framework will
 廖婉穎(Liao, Wan-Ying),元智大學 incorporate a multilevel mediational technique of analysis
 黃敏萍,元智大學 through MPlus to formulate a two-level structural
equation modeling (SEM) model that fully encompasses
 黃瓊億,元智大學
the relationships.
追求和諧還是避免分裂?團隊和諧價值觀類型與團隊效
Contextual influence on HRM system: An inductive
能之研究
inquiry
 黃敏萍(Huang, Min-Ping),元智大學
 Varun Elembilassery, Xavier School of
 鄭昱宏,國立臺灣大學
Manegement
 鄭伯壎,國立臺灣大學
This paper explores the contextualist nature of HRM

探討團隊工作玩興與員工團隊適配對新世代員工創意作
system in an Indian context. A detailed review of relevant
為與幸福感之影響
literature is done to understand the need and relevance of
the research question being probed in this paper. The bundle and the expectation HR bundle. Drawing on the
contextual factors associated with an HRM system are social exchange theory, this paper explores how each
explored in this paper. The state of theory development in bundle affects job resources and demands perceived by
this area and the nature of research question are taken as individual employees, which consequents employee
the two criteria to select an appropriate methodology. A burnout. The investment HR bundle increase job resource
multiple retrospective case study method is found to be in the long-term social exchange relationship between an
the most suitable for this research question. A detailed employer and employee, while the expectation HR bundle
case study protocol, which includes details about data characterized as short-term economic exchange enhancing
collection and data analysis, is prepared to ensure practices puts more emphasis on the demands for
reliability and validity. The findings from the case study are employees. Furthermore, we suggest goal orientations as
discussed and with respect to the existing body of mediators in the relationship between each HR bundle and
knowledge. The findings present contextual factors in burnout such that learning goal orientation driven by the
three categories: need, stimulus and rationale. A recursive high investment HR bundles decrease burnout. In contrast,
logic is used for data analysis. the expectation HR bundles stimulate performance goal
orientation with specified performance requirements so
Global expatriate mobility and talent management: that employees under the expectation HR bundle more
A within-case study of unexpected competitive likely experience burnout. These new attempts to
embrace the competing perspective and to find alternative
factors and intervening obstacles within a geocentric
explanations on the role of HR will contribute to both the
Norwegian MNE
HR studies and the burnout literature.
School Recruitment discrimination against immigrants, out-
 Jakob Lauring, Aarhus University group trust, and voluntary association activity:
Evidence from thirty-nine countries in East and West
This paper interfaces three areas of scholarly investigation
 Morgan X. Yang, Hang Seng Management
which traditionally have been studied separately within
the disciplines of international business and international College
human resource management: intra-MNE global mobility,  Irina Y. Yu , Hong Kong Baptist University
global talent management and managing international  Henry Fock, Hong Kong Baptist University
expatriate assignments. The qualitative and multimethod  Haksin Chan, Hang Seng Management
within-case study investigates the global mobility College
programme within a Norwegian geocentric multinational  Ruobing Li, Chinese University of Hong Kong
enterprise. The multi-level research design features 141 in-
depth semi-structured interviews of expatriates, spouses,
This research addresses an important global issue—
local staff, third country staff in addition to senior, middle
recruitment discrimination against immigrants (RDI). To
and non-management levels, which were conducted
our knowledge, this is the first empirical test capturing
across organisational levels, business segments as well as
employers’ RDI across cultures. Using data on 2,534
head-quarter and sub-units in Brazil, Cambodia, China,
employers from 39 countries, we find that employers’
Egypt, Hong Kong, Indonesia, Italy, Malaysia, Myanmar,
voluntary association activity can enhance their out-group
Norway, South Korea, Thailand, Turkey, United Arab
trust and in turn reduce their RDI. Moreover, we find that
Emirates and United Kingdom. Through applying an
the beneficial effects of voluntary association activity on
interdisciplinary and innovative theoretical framework
out-group trust are more pronounced in individualist (vs.
comprised of Peng and colleagues’ institution-based view
collectivist) countries. Our paper contributes to human
and Luo’s coopetition model from international business;
resource management research by illuminating the
Lee’s push-pull theory from migration studies; in addition
underlying mechanisms and the cultural boundaries of
to Bourdieu’s forms of capital, the paper offers one of the
voluntary association activity on reducing RDI. It also
few empirical studies in the aforesaid cross-over area.
provides practical guidance for reducing discrimination
against immigrants in recruitment process.
Impacts of HR bundles on employee burnout: The
mediating role of goal orientations
June 21 / Session 3.4.3 / 2:45-4:15 PM
 Mijeong Kim, Korea University Track: International Management
 Johngseok Bae, Korea University Room: Denpasar Ballroom 5
CAPABILITIES IN INTERNATIONAL CONTEXTS
To integrate the competing arguments on the impact of
Chair: Qian Gu, Georgia State University
HR on employee burnout, this study suggests a sub-
dimensional approach in investigating HR system with two
decomposed HR practice bundles—the investment HR
The appropriation of absorptive capacity: A cross-  Lin Cui, Australian National University
country analysis on the role of institutions  Yoona Choi, Australian National University
 Lance Cosaert, Erasmus University  Xizhou Tian, Chongqing Technology and
 Tatjana Schneidmuller, Erasmus University Business University
 Henk W. Volberda, Erasmus University
As a competency enhancing strategy, various types of
Three decades after the seminal paper by Cohen and unconventional foreign direct investment (FDI) are
Levinthal, we still find traces of their work in one out of adopted by emerging economy (EE) firms to catch up with
every ten papers published in international business global market leaders. In this study, we investigate the
studies. Scholars have explored individual-, firm- and effect of EE firms’ top manage-ment team (TMT)
industry-level boundary conditions, focusing on functional diversity on their choice of an (1) exploratory
endogenous mechanisms of absorptive capacity and (2) ambidextrous FDI portfolio against other types of
appropriation. Applying an institutional perspective, we FDI. Meanwhile, we also examine how this effect is
theorize and empirically test how formal and informal moderated by the industrial environments that affect the
institutions serve as exogenous constrains, moderating extent to which TMT members exchange and integrate
absorptive capacity appropriation. Our meta-analytical their complementary knowledge. Through testing the
assessment supports this argument. We make several panel data of Chinese outward investing firms, we find
contributions; most notably, we draw on political ideology empirical support for the hypothesized effects of TMT
to proxy informal institutions. functional diversity on the choice of an (1) exploratory and
(2) ambidextrous FDI portfolio, as well as its industrial
CEO-chairman family relationship and financial contingencies.
performance: Evidence from an emerging economy
 Koji Kojima, Kwansei Gakuin University Offshoring capability
 Ranjan Kumar Mitra, University of Dhaka  Oli Mihalache, VU University Amsterdam
 Bishnu Kumar Adhikary, Bangladesh  Mashiho Mihalache, University of
Institute of Bank Management Amsterdam
Despite voluminous literature on the link between CEO In contrast to the rapid rise in popularity of offshoring
duality (i.e., chief executive officer, the CEO, also serves as business processes and the purported economic benefits,
chairman of the board) and corporate performance, there research shows that the outcomes of offshoring initiatives
is scant research on the link between CEO-chairman family are highly uncertain. In order to advance understanding of
relationship and firm performance, whereby CEO and what drives the performance of offshoring initiatives, we
chairman of the board are individually different persons develop a capability perspective of offshoring. By building
but come from the same family. We fill this gap by hand- theory using case studies of Dutch IT organizations, we
collecting necessary data from the annual reports of non- uncover what constitutes an offshoring capability and how
financial firms listed in Dhaka Stock Exchange (DSE), organizations develop it. We find that offshoring capability
Bangladesh, covering the period 2010-2014 employing comprises coordination competency, relationship
multivariate regression analysis (OLS and two-way development, relationship design, and organizational
clustered standard error). We find that CEO-chairman identity development. Furthermore, we find that to
family connection has a significant negative influence on develop their offshoring capability, organizations need to
firm performance, as measured by return on assets (ROA) actively monitor the performance of offshoring initiatives,
and return on equity (ROE). This relationship holds even engage in reflexivity, and set up organizational learning
after controlling board ownership and institutional mechanisms.
ownership. This finding is consistent with the prediction of [DISTINCTION] IM Track Best Paper
agency theory, which suggests that the CEO-chairman
family relationship can make the CEO more powerful and Competitive disadvantage and internal R&D of local
render the board ineffective in monitoring managers firms in emerging economies: A threat-catch-up
leading to unbridled managerial opportunism and perspective
deteriorating firm performance.  Jun Xia, University of Texas at Dallas
 Qian Gu, Georgia State University
How to catch up with developed multinational  Marshall S. Jiang, Brock University
enterprises? The functional diversity of top  Zhouyu Lin, Fuzhou University
management team and emerging economy firms’
unconventional FDI portfolios Intangible resources are often regarded as a competitive
 Yi Li, University of Sydney advantage of foreign firms in emerging economies, but our

knowledge is limited on how local firms deal with  Steve Si, Bloomsburg University of
competitive disadvantage through internal research and Pennsylvania
development (R&D). Our study advances a threat-catch-up
perspective to argue that intangibility gap, which is While a growing body of employee silence research has
defined as the difference in intangible asset intensity confirmed the damaging effects of withholding opinions
between industry-frontier foreign firms and local firms, and concerns about organizational matters on the
imposes competitive threats to local firms, thereby organizational performance, little progress has been made
affecting their R&D effort. Using a sample of in interpreting the motives as to why individuals so often
manufacturing firms in China, we find that intangibility gap remain silent. Moreover, a limited number of studies on
has an inverted U-shaped relationship with the internal the effects of silence on individual outcomes got
R&D intensity of local firms. Moreover, the results also conflicting results. We examine the dual effects of
show that export intensity and state ownership of local employee silence on career success under perceptions of
firms serve as two boundary conditions under which the organizational politics from the Fit theory perspective with
proposed relationship above becomes less and more 385 pairs of multi-source data collected over two time
pronounced, respectively. periods from 37 companies in China and find: perceptions
of organizational politics (1) moderates the relationship
June 21 / Session 3.4.4 / 2:45-4:15 PM between acquiescent silence and career satisfaction
Track: Organizational Behavior positively; (2) moderates the relationship between
Room: Gianyar defensive silence and career satisfaction negatively; (3)
POWER AND POLITICS moderates the relationship between acquiescent silence
Chair: Grace M. Y. Poon, Chinese University of Hong and salary level negatively; and (4) moderates the
relationship between acquiescent silence and salary levels
Kong
positively.
The buffering effect of political skill on the Personal strategy and leader behavior in a large
relationship between patient mistreatment and emerging Asian country: An exploratory
nurses’ career withdrawal intention conceptualization
 Fengyu Li, Shandong University  Rameshan Pallikara, Indian Institute of
 Di Cai, Shandong University Management Kozhikode
 Bing Liu, Shandong University
 Lei Qi, Shandong University This paper introduces a novel concept, “personal
strategy”, to explain the source of leader behaviour and its
Drawing on conservation of resources theory, this study impact on organizations’ outcomes in the context of a
explores whether interpersonal mistreatment from large emerging Asian country. The paper defines personal
patients toward nurses is positively related to nurses’ strategy as a leader’s personal action framework to
career withdrawal intention, and whether political skill has achieve his personal goals in the leadership role through
a buffering effect on this relationship. Based on data organizational actions. Personal goals evolve from a
collected from 277 nurses in three hospitals and a two- leader’s personal setting; they are conditioned by the
waved time-lagged research design, the results reveal that organizational setting. Using exploratory observation
patient mistreatment is positively related to nurses’ job method and a review of literature, the paper derives
burnout and that this relationship is negatively moderated several propositions and proposes a conceptual model of
by political skill. When nurses have higher levels of interaction between personal strategy and leader
political skill, they have lower levels of job burnout after behaviour. The paper infers that visible characteristics,
being mistreated. The results also indicate that burnout styles and organizational actions of each leader are
mediates the positive relationship between patient outcomes of his conscious personal strategy; therefore,
mistreatment and nurses’ career withdrawal intention. the option sets used by a particular leader in successive
This study enriches the theories of mistreatment and organizations and circumstances might be highly
career withdrawal theory, and provides practical predictable. Further, the paper recognizes the importance
implications for enterprises from a political skill of developing functional models to predict
perspective. organizational/leader outcomes of personal strategy,
based on relevant explanatory factors identified from a
Silence is golden? The dual effects of silence on detailed analysis.
career success in political workplace
 Yi Li, Shanghai University Effect of power loss: Exploration from three
perspectives
 Feng Wei, Tongji University

 Grace M. Y. Poon, Chinese University of When and why positive affect may be harmful: A
Hong Kong perceptual contrast perspective
 Dora C. Lau, Chinese University of Hong  Randy Lee, National University of Singapore
Kong  Ke Michael Mai, National University of
Singapore
The extant literature rarely examines the effect of power  Feng Qiu, University of Oregon
loss, though leaders can lose interpersonal power easily  Remus Ilies, National University of
when they have an increase dependence on others for Singapore
resources. In this paper, we explore how power loss would
influence leaders’ interpersonal behavior towards their
Is “getting high” at work always a good thing? In this
power gaining dyadic partner. We also investigate whether
study, we draw from perceptual contrast theory to explore
power loss in a dyadic relation would also influence how
how activities that aim to induce positive affect in
leaders treat third parties such as their subordinates. We
employees could be detrimental when employees
examine the effect of power loss using three theoretical
experience a subsequent negative event. A field
perspectives: (1) approach/inhibition theory of power
experiment with 139 customer service employees showed
(Keltner et al. 2003), (2) literature from ‘relational
that engaging in a positive affect-inducing activity before
identification’ (Sluss & Ashforth, 2007) and ‘identity
being mistreated by a customer is associated with more
spillover’ (Kistruck, Sutter, & Smith, 2013), and (3) social
depletion than employees who did not do so. This
identity theory (Tajfel & Turner, 1986). Each of these
depletion in turn predicted a stronger feeling of customer
perspectives tells a self-coherent story, but offers us
mistreatment during interactions with other customers
divergent hypotheses. Findings from our experiment
throughout the day. However, we found that perceived
revealed that power loss reduced leaders’ relational
organizational support could help to mitigate this effect.
identification with their dyadic partner, and subsequently
Taken together, our investigation suggests that pursuing
decreased their willingness to help partners. We also
positive affect through various means at work may not
found that the effect of power loss in a dyadic relation
always be desirable.
could spillover to affect how leaders interact with
subordinates.
Doing good, feeling good? The roles of helping
Leader humility and employee voice: The mediating motivations and citizenship pressure
role of trust and felt trust  Katrina Jia Lin, Hong Kong Polytechnic
 Dan Yang, Chinese University of Hong Kong University
 Kenneth S. Law, Chinese University of Hong  Krishna Savani, Nanyang Technological
Kong University
 Lin Wang, Sun Yat-sen University  Remus Ilies, National University of
Singapore
The leader plays a critical role in affecting employee voice
behavior. Drawing on social exchange theory, we Drawing on self-determination theory and the hierarchical
investigated how leader humility affects employee voice model of motivation, this research investigates whether
through the mediating effect of trust and felt trust. We the motivations behind employees’ helping behaviors
found that leader humility is positively related to influence employees’ positive affect and their subsequent
employee voice through the mediating effect of trust. help provision, and whether citizenship pressure
Moreover, we also found that felt trust partially mediates moderates this process. A recall-based experiment and an
the relationship between leader humility and trust in experience-sampling study capturing helping episodes
leader. Overall, our results illustrate that leader humility among fulltime employees found that when employees
could not only make the employees feel trusted but also helped coworkers from autonomous (controlled)
induce more trust from employees, thus increasing motivation in a helping episode, they experienced higher
employees’ willingness of voice. (lower) positive affect, thus had stronger (weaker) helping
intentions and helped coworkers more (less)
subsequently. We further found that high citizenship
June 21 / Session: 3.4.5 / 2:45-4:15 PM pressure was associated with lower autonomous
Track: Organizational Behavior motivation and higher controlled motivation across
Room: Wantilan helping episodes. Additionally, citizenship pressure
AFFECT AND COGNITION enhanced the positive relationship between episodic
Chair: Julie N. Y. Zhu, University of Macau autonomous motivation and positive affect. Overall, the
results challenge the universality of the “doing good-
feeling good” effect, and explicate the joint roles of

citizenship pressure and helpers’ episodic autonomous Checking without telling: Impacts of uninformed
motivation in shaping employees’ positive affect and monitoring on employees’ affect, cognition, and
influencing their subsequent helping behaviors. negative word-of-mouth
[DISTINCTION] OB Track Best Paper  Iris Zhang, University of Macau
Where there is light, there is dark: The dual process
 Cheris W. C. Chow, University of Macau
model of workplace status and knowledge hiding
 Yan Liu, Wuhan University This study investigates the impacts of uninformed
 Julie N. Y. Zhu, University of Macau monitoring on employee negative word-of mouth though
affective response (i.e., anger) and cognitive response (i.e.,
Status is a ubiquitous phenomenon in the workplace. The blame attribution). We further propose a moderated
extant literature portrays a picture that status is desirable mediation model to test the moderating effect of moral
with positive outcomes. However, little is known about its identity on the above relationships. Findings from an
potential negative consequences. We propose that experiment conducted with 160 participants suggest that
workplace status has both bright and dark sides regarding uninformed monitoring increased negative word-of-
employees’ feelings and behavior. We collected data from mouth, with anger and blame attribution mediated such
227 employees in various industries at two time periods. effect. In addition, individuals with high moral identity
Data analyses reveal that workplace status is associated were more likely to feel angry and engage in subsequent
with knowledge hiding through two opposite mechanisms, deviance in response to uninformed monitoring.
i.e., felt obligations to share knowledge and feeling envied.
Our results contribute to the literature on status and June 21 / Session 3.4.6 / 2:45-4:15 PM
knowledge hiding by providing a more objective view of
status and a status perspective of knowledge hiding.
Room: Jembrana
ROUNDTABLE: MANAGING CORPORATE SOCIAL
Self control and financial behavior in Millennial
RESPONSIBILITY
Generation: Does religiosity matter?
Chair: Brian Pinkham, Erasmus University
 Yohana Tamara, Universitas Sebelas Maret
 Muh Juan Suam Toro, Universitas Sebelas
Maret Examining purchase intention toward green-
packaged products among young consumer in
 Sinto Sunaryo, Universitas Sebelas Maret
emerging market: Does convergence matter?
Heterogeneity of individual behavior poses a challenge to  Tuwanku Arie Auliandri, Universitas
the development of the theory of financial behavior. Airlangga
Several previous studies have paid attention to examine  Andhy Setyawan, Universitas Surabaya
how individual characteristics affect financial behavior but
only emphasized on the influence of cognitive factors, Using green packaging is one of the most viable attempts
such as financial literacy. Therefore, further development to reduce risk of environmental damage due to packaging
related to the role of non-cognitive factors in financial waste. Choosing green-packaged product among young
behavior is necessarily needed. One of these is self- consumer becomes one of the most important issues in
control. In general, self-control is determined by one sustainable marketing field. Young consumers are huge
factor, namely religiosity. With the limited research about potential market and play important roles to take
the role of non-cognitive factors in determining financial responsibility for maintaining environmental sustainability.
behavior, this study aims to analyze how self-control This research mainly aims to discover factors influencing
affects financial behavior by considering the role of young consumers’ purchase intention toward green-
religiosity in Millennial Generation. To control the bias, packaged products. The factors encompass attitude,
this relationship model will be applied to Moslem bankers, subjective norm, perceived behavioral control, product’s
who were born between 1980 to 2000, and live in urban attribute, and packaging’s convenience. This research
areas. In line with the behavioral life cycle hypothesis, this involved 270 young consumers in Surabaya, Indonesia,
study proved that self-control has a positive effect on who participated as research respondents. Findings
financial behavior in general. This study also proved that showed that packaging’s convenience have the largest
religiosity has a significant effect on financial behavior in influence on young consumers’ purchase intention for
general. Finally, this study proved that religiosity affects green-packaged products, compared to subjective norm
the relationship between self-control and financial and product’s attribute. However, attitude and perceived
behavior in general. behavioral control have no significant influences on young

consumers’ purchase intention for green-packaged of stakeholder involvement in performance measurement,
products. as a strategic response of an organisation to competing
institutional logics. Data is collected by conducting semi-
The development of corporate social responsibility structured interviews with participants from 7
(CSR) in multinational corporations (MNCs): multinational enterprises operating in developing
countries of Asia-Pacific. We found that, for corporate
Evidence from Vietnam
sustainability, organisational response to institutional
 Lan Do, RMIT Vietnam University complexities is through the use of identity as a filter.
 Charlie Huang, RMIT University
 Adela McMurray, RMIT University Revisiting the inverse U-shaped relationship
between corporate philanthropy and financial
This study examines the black box of CSR developments by performance: The moderating role of foreign
multinational companies in developing countries over
ownership and domestic institution
time. Using a unique emerging market case study of a
multinational subsidiary operating in the Vietnamese dairy  Mengmeng Shan, Shanghai University
industry, we make a theoretical contribution by  Jianxin You, Tongji University
developing a typology to describe the forms and types of  Lu Zhen, Shanghai University
CSR activities, thereby enabling us to examine the impact
of CSR activities on societies and on the development of This study argues that there exists an inverse U-shaped
competitive advantages for businesses. In addition, the relationship between corporate philanthropy and financial
study extends the current CSR literature development by performance. In addition, it posits that the inverse U-
providing a novel CSR development model that integrates shaped relationship is moderated by foreign institutional
CSR typology and implementation dimensions (CSR ownership, either in terms of international joint ventures
perception, strategic alignment, stakeholder engagement (IJVs) or foreign wholly-owned firms, the type of the firm
and structure). The findings indicate that institutional, and the regional development of formal institutions. To be
stakeholder and organizational factors drove the CSR specific, the inverse U-shaped relationship would be more
development trajectories from informal to formal, implicit pronounced for firms with higher levels of foreign
to explicit and from discretional to strategic CSR activities. institutional ownership and for state-owned firms. For
Our extensions highlight the role of multinational firms located in regions of higher level of the formal
businesses in addressing social and environmental institution development, the inverse U-shaped
problems in host countries and balancing economic and relationship would be less pronounced. Using a large
social value activities to gain social legitimacy, business sample of 2,479 listed firms in Chinese A-share market and
efficiency and sustainable development. 14,468 firm-year observations over the 2007-2014 period,
we find strong support for these arguments.
Stakeholder involvement in performance
measurement as an organizational response to CSR disclosure against boycotts: Evidence from
institutional complexities Korea
 Ego Onwuka, RMIT University  Jiwon Yang, Korea University
 Adela McMurray, RMIT University  Jay Hyun Rhee, Korea University
 Sam Tavassoli, RMIT University
While corporate behavior is greatly influenced by the
With the growing turbulence in the global environment institutional environment, research on corporations’
such as increased societal upheaval, environmental socially unacceptable behavior in the context of Asian
degradation and weak regulatory infrastructures, countries remains relatively scarce. Furthermore, how the
businesses are increasingly tasked to demonstrate public reacts against corporations’ bad deeds may vary
leadership to ensure sustainable development. However, across regions. Using a sample of 1,023 boycott events
multinational enterprises must contend with institutional with 93 targeted firms in Korea over the period 2006-2016,
complexities in their strategic decision-making for we investigate whether the public’s use of boycotts affects
corporate sustainability. Responding to multiple the targeted organization’s CSR disclosure speed. We also
institutional logics results in high degree of tension and examine whether the effect of boycotts on CSR disclosure
conflict between an organisation’s expectations and socio- speed may vary depending on the magnitude of the
cultural forces of the environment where their business potential loss resulting from failing to act or from reacting
operation is. Integrating views of stakeholders to too slowly in response to such boycotts. We find that
organisational performance provides context to decisions boycotts positively affect CSR disclosure speed and that
made by the organisation to retain competitive advantage. this relationship is moderated by the business
Through an empirical qualitative study, we gauged the role

environment. Taken together, this study reveals CSR interactive effects of TMT past, present, and future focus,
disclosure as a risk-reduction mechanism against boycotts. my study presents an attentional explanation of a firm’s CE
activities and underscores an important but under-
June 21 / Session 3.4.7 / 2:45-4:15 PM researched domain of attention—temporal focus.
Room: Tabanan Does diversification and executive compensation
ROUNDTABLE: COMPETING IN CHINA, INDIA, AND affect corporate values in family firm: Indonesia case
INDONESIA  Habiburrochman, Universitas Airlangga
Chair: En Xie, Tongji University  Wahyu Inayatul Fadilah, Universitas
Airlangga
Governance reforms and corporate transparency in
Free trade in the Asia-Pacific region (AFTA) and Southeast
business groups
Asia (MEA) becomes a challenge for family firms in
 Mueen Ahmed, Indian Institute of developing their business activities. Strategies that can be
Management Tiruchirappalli taken by family firms to cope with existing market
 K. S. Manikandan, Indian Institute of pressures can be pursued by implementing a
Management Tiruchirappalli diversification and compensation strategy. This study
analyzes the influence of diversification in related models,
This study builds on existing research on corporate diversification on unrelated models, and executive
transparency in emerging markets to examine the effect of compensation to firm value. In this study the population
governance reforms on the relationship between business taken is a family firm in the manufacturing sector listed on
group affiliation and corporate transparency in India. We the Indonesia Stock Exchange during the year 2012-2016.
measured corporate transparency using equity analysts' An important finding is that the diversification in the
forecast error and dispersion. Between the time period of related model has no significant effect on firm value, the
2004-2016, our results indicate that business group diversification on the unrelated model has no significant
affiliated firms are less transparent than unaffiliated firms effect on firm value, the executive compensation in the
due to their reliance on internal capital markets as posited related diversified company has a significant negative
by earlier studies. However, our results also indicate that effect on firm value, then the executive compensation on
governance reforms help in improving the transparency of the unrelated diversified company has a significant
group affiliated firms. A higher level of transparency in positive effect on the value of the company.
business groups is also directly related to the extent of the
groups' participation in the external capital market. Our A reflective in postmodern marketing: Perspectives
results suggest that there is a need for further of theory and evidence of Indonesia case
strengthening of the governance regime through hard and  Musnaini, Universitas Jambi
soft regulations in order to improve the corporate
 Giyanto, Universitas Airlangga
transparency of emerging economies.
 Erminati Pancaningrum, Universitas
Airlangga
Attending to then, now and tomorrow: TMT
temporal attention and corporate entrepreneurship  Nur Indra Perbawa, Universitas Widya
Mandala
 Jianhong Chen, University of New
Hampshire  Daniel Tulasi, Universitas Airlangga
 Badri Munir Sukoco, Universitas Airlangga
I investigate the relationship between top management
team (TMT) temporal focus (the extent to which a TMT as Some theoretical models used in postmodern marketing
a whole characteristically devotes its attention to past, may lack explanatory power and consistency because of
present and future) and corporate entrepreneurship (CE). their failure to provide an adequate means of marketing
Drawing on the attention-based view (ABV), I argue that for contextual and situational factors which influence
TMT past, present and future focus individually and competitive advantage of corporations, especially family
interactively influence CE. I tested my hypotheses using a corporates. The framework of competitive dynamics, the
sample of 346 TMT members from 110 high-tech small and resource-based view (RBV), theory of means-end-chains,
medium enterprises in China. I found that TMT present and theory of planned behavior addresses these problems
focus and future focus were positively related to CE, for important new areas of postmodern marketing
whereas TMT past focus had an inverted U-shape research by theorizing fourth of the most critical models,
relationship to CE. Moreover, TMT present focus as framework also clarifies the function and meaning of
moderated the relationships of TMT past focus and future building and maintenance family corporate in theoretical
focus to CE. By highlighting the unique individual and models. In this paper, the origins and prior uses of the

framework are presented, its components and structure  Wang Chih-Yuan, National Sun Yat-sen
are explained, its purpose in the constellation of University
postmodern marketing theories is discussed, theoretical
and practical justifications for its use in family corporate
An ambidextrous view on supply chain flexibility and
competitive dynamic research are presented, and
recommendations are offered.
its impact on alliance formations
 Huang Yi-Fen (黃怡芬), Dayeh University
Bancassurance and bank performance in Indonesia  Lu Lin-Hua, National Taipei University of
 Windijarto, Universitas Airlangga Technology
This research analyses the influence of Bancassurance A multilevel examination of entrepreneurial

(policy to combine bank and issurance company) towards orientation and corporate entrepreneurship: The
the performance (profitability and market performance) of joint impact of unit-level social capital and firm-level
banks, which are listed in Indonesian Stock Exchange (IDX) transformational leadership
from 2011 to 2016. Using multiple regression with a  Chang Yi-Ying (張譯尹), National Taiwan
sample of 25 banks, we find out that Bancassurance does University of Science and Technology
affect the bank profitability performance which is
 Chang Che-Yuan, National Taiwan
measured with return on asset (ROA) and market
performance measured (Tobin’s Q). This research shows us University of Science and Technology
that the policy in combining bank with Insurance company  Chang Shu-Ying, Chang Gung Medical
will increase the performance of the bank. Hospital
June 21 / Session 3.4.8 / 2:45-4:15 PM Predictive and non-predictive strategies for

Track: TAOM English international opportunity development: Implications
Room: Sunset for firm performance
INTERNATIONAL BUSINESS/STRATEGIC  Masoud Karami, Queenstown Resort
MANAGEMENT College
Chair: Mei-Chi Hu (胡美智), National Tsing Hua  Ben Wooliscroft, University of Otago
University  Lisa McNeill, University of Otago
Consumer animosity, local dominance, and COFFEE BREAK 3 / June 21 / 4:15-4:30 PM /

international joint ventures Pre Function Room I
 Chang Hsing-Hua (張馨化), National Sun
Yat-sen University June 21 / Session 3.5.1 / 4:30-6:00 PM
 Fong Cher-Min, National Sun Yat-sen Track: TAOM Chinese
University Room: Denpasar Ballroom 1
 Chung Chao-Cheng, Tajen University 工作動機與態度
 Ho Hsiao-Hui, Tajen University Chair: 史習安, 國立成功大學
Technological collaboration in higher education: 為「誰」辛苦為「誰」忙？職場中「個我取向成就動機

Development of collaborative relationships between 」與「主管取向成就動機」之構念釐清、量表建立及中
Chinese universities and industry 介效果驗證
 Tseng Fan-Chuan (曾繁絹), National  簡忠仁(Jian, Zhong-Ren),國立臺灣大學
University of Tainan  張智傑,國立臺灣大學
 Huang Mu-Hsuan, National Taiwan  鄭伯壎,國立臺灣大學
University
 Chen Dar-Zen, National Taiwan University 內外向性格者於離職傾向之探討：以工作意義、社會支
持及工作抱怨為調節變項
Social enterprises’ performance and social  謝亦泰(Seih, Yi-Tai),國立臺灣科技大學
entrepreneurship orientation  莊智榮,國立臺灣科技大學
 Lin Hsing-Er (林杏娥), National Sun Yat-sen
施比受更有福？雙薪配偶同理心的外溢與跨越效果
University
 汪美伶(Wang, Mei-Ling),淡江大學
 Lu Jeng-Jie, National Sun Yat-sen University
 李俊賢, 國立高雄師範大學 the questionnaire data. The results show that the regional
entrepreneurial environment has both direct and indirect
探討影響員工建設性偏差行為之關鍵因素 impact on entrepreneurial activity, and indirect effect is
陳淑媛(Chen, Shu-Yuan),聯合大學 through the intermediary role of entrepreneurial efficacy.
 侯宇祥,聯合大學 The results enrich the theoretical connotation of
interaction among cognition, behavior, and environment,
 張紹禹,聯合大學
which provides a useful idea for exploring entrepreneurial
 蕭見燊,聯合大學
cognition and regional entrepreneurial environment.
 顧臻鈺,聯合大學
Family endowment or personal effort? The effects of
探討指導他人對工作倦怠與工作滿意度之影響：以心理 equality of opportunity on firm philanthropy and
資本為中介變項、正念為調節變項
growth
 謝孟紋(Hsieh, Meng-Wen),國立交通大學
 Zhi Tang, Rochester Institute of Technology
 李慧婷,國立交通大學
 Jintong Tang, Saint Louis University
 高國揚,國立交通大學
 蘇威聞,國立交通大學 How do entrepreneurs with unequal opportunities (at the
start of their business) view and engage in social
June 21 / Session 3.5.2 / 4:30-6:00 PM responsibilities? How does equality of opportunity (EOP)
Track: Entrepreneurship and Innovation affect the growth of their business? With the soaring
income gap in major economies, the answers to these
questions bear important theoretical and practical
ENTREPRENEURIAL ACTIVITIES AND SOCIAL ISSUES implications. Integrating EOP, entrepreneurship, and
Chair: Jintong Tang, Saint Louis University philanthropy literatures and relying on the data from
2,503 Chinese entrepreneurial firms, we found that
Embedded entrepreneurship within the context of entrepreneurs with a higher level of individual effort are
BOP: A systematic review of the literature and more likely to engage in philanthropic activities, but the
directions for future studies individual effort further reduces the contribution of
philanthropy to firm growth. No significant effect related
 Amber Y. Chang, Chinese University of Hong
to family circumstance was found.
Kong
 Yalan Xu, Chinese University of Hong Kong Bribery in the new venture creation process
 Jintong Tang, Saint Louis University
What is the role of entrepreneurship for population living
in bottom of the pyramid (BoP)? How could  Zhi Tang, Rochester Institute of Technology
entrepreneurship make a difference in reducing poverty?  Yuli Zhang, Nankai University
What factors drive entrepreneurial activities in the BoP  Jun Yang, Nankai University
context? To answer these questions, we conduct a
systematic review of literature on entrepreneurship We extend bribery research toward entrepreneurial
studies within BoP context in the past three decades. We theory and practice by examining how bribery impacts
identified three main influential factors of new venture disbanding. Contradicting conventional
entrepreneurship in BoP: institutional environments, wisdom that bribery may enhance firms’ competitive
entrepreneurial characteristics, and organizational advantage, we propose that firm bribery activity hurts new
resource management. We also reviewed social impacts of ventures by increasing the hazard of venture disbanding.
entrepreneurial activities in BoP. Further, guided by resource dependence theory, we
examine how local economic development and organizing
Can entrepreneurial environment’s impact be activity moderate the relation between bribery and
handled? A study on the role of regional disbanding. Data from Chinese entrepreneurs support the
entrepreneurial environment from social cognition majority of our hypotheses.
perspective
 Jing Li, Soochow University A short scale to measure responsible innovation
 Yuhua Cao, Soochow University  Stephen Zhang, University of Sydney
 Afreen Choudhury, University of Sydney
Based on an interaction model adapted from social  Liangxing He, Nankai University
learning theory, this study explores the effect of regional
entrepreneurial environment on entrepreneurship. The The concept of responsible innovation is spreading,
structural equation modeling method is used to analyze however the literature on responsible innovation remains

stymied by the lack of a validated measure of responsible  Mengsang Chen, Sun Yat-sen University
innovation. To enable empirical works on responsible  Haibo Wu, Sun Yat-sen University
innovation, we aim to develop a short measurement scale
 Xiaohui Wang, Sun Yat-sen University
that is handy for practitioners and researchers interested
in assessing responsible innovation at the organizational
Drawing on the self-determination theory, the current
level. Such a measure was developed based on the theory
study explores the influence of job routinization on
of responsible innovation and validated based on standard
employees’ emotional exhaustion and task performance
scale development protocols. Subject-matter experts
through work motivations. In addition, group-level safety
examined the content validity of the measure, and we
climate moderates the relationship between job
assessed the other validities via a sample of professionals
routinization and controlled motivation. Multilevel
working in companies that innovate. We discuss how this
analyses of a multi-wave survey of 579 high school
new measure of responsible innovation scale serves as a
teachers revealed that group-level job routinization relates
groundwork for researchers and practitioners to further
positively to employees’ emotional exhaustion and task
our understanding of responsible innovation.
performance via controlled motivation and autonomous
motivation. The analyses also showed that, in the groups
June 21 / Session 3.5.3 / 4:30-6:00 PM with higher levels of safety climate, job routinization
Track: Organizational Behavior relates negatively to employees’ emotional exhaustion
Room: Gianyar through controlled motivation of job routinization and
EMPLOYEE PERFORMANCE attenuate job routinization’s negative effect.
Chair: Mladen Admovic, University of Melbourne?
Understanding when misfit employees stay and
harm the organization: The moderating roles of
Explaining the relationship between age dissimilarity
job/community sacrifice and performance-rewards
and task performance: The roles of justice and value
contingency
dissimilarity
 Nai-Wen Chi, National Sun Yat-Sen
 Mladen Admovic, University of Melbourne
University
Due to the increase of the retirement age and better  Ling-Juan Lu, National Sun Yat-Sen
healthcare, age dissimilarity becomes more important in University
the workplace. Past age dissimilarity research usually drew
on the social identity perspective and predicted negative Based on Hom, Mitchell, Lee and Griffeth’s (2012)
age dissimilarity effects on workplace outcomes. However, proximal withdrawal states model, we attempt to identify
past research often did not confirm its negative theoretical the conditions under which employees’ demand-ability (D-
predictions and suffers from inconsistent findings. To A) misfit and need-supply (N-S) misfit might lead to
expand age dissimilarity research, we integrate it with “dysfunctional retention”. Specifically, we propose that
organizational justice research. We investigate in teams employee job sacrifice (JS)/community sacrifice (CS) and
the mediating role of injustice perceptions for the performance-rewards contingency (PRC) are important
relationship between age dissimilarity and task forces that determine employees’ responses to misfit.
performance. By adapting the categorization-elaboration Employing a multisource and multiphase research design,
model to the context of age dissimilarity, we propose we collected data from 327 supervisor-employee pairs
competing hypotheses for the relationship between age from diverse industries in Study 1, and from 218
dissimilarity and injustice perceptions. We further expect supervisor-employee pairs from high-technology industries
that value dissimilarity plays a key role to determine the in Study 2. Across two studies, the results of the
direction of age dissimilarity effects and therefore hierarchical linear modeling show that: (a) D-A misfit
investigate its moderating role. To test our hypotheses, we increases employee retention intentions and work
conducted a three-phase survey study. The results show avoidance behaviors (WABs), and reduces task
that age dissimilarity is negatively related to injustice performance when JS is high and PRC is low. However,
perceptions, contradicting the social identity perspective. these relationships are attenuated when JS and PRC are
Reduced injustice perceptions further mediate the positive both high. (b) N-S misfit reduces employee retention
indirect relationship between age dissimilarity and task intentions and task performance, and increases WABs
performance. This indirect relationship becomes non- when CS is high and PRC is low. However, these
significant when employees perceive value dissimilarity. relationships are attenuated when CS and PRC are both
high. Our findings suggest that it is important to consider
The effect of job routinization on employees’ employees’ JS/CS and perceived performance-rewards
contingency in order to mitigate the harmful effects of
motivation and performance: The moderating role of
employees’ person-job misfit.
safety climate
[DISTINCTION] OB Track Best Paper

Affective mechanisms linking team voice to ROUNDTABLE: ORGANIZATION THEORY RESEARCH
performance in work teams: The moderating role of FRONTIERS
team reflexivity Chair: Zhongfeng Su, Xi’an Jiaotong University
 Chu-Ding Ling, Hong Kong Polytechnic
University Revisiting the concept of institution in a changing
 Melody Jun Zhang, City University of Hong global economy
Kong  Daniel Etse, RMIT University
 Wu Liu, Hong Kong Polytechnic University  Adela McMurray, RMIT University
 Xiao-Yun Xie, Zhejiang University  Nuttawutch Muenjohn, RMIT University
The impact of team-level voice has begun to raise The purpose of this paper is to examine the concept of
attention in organizational research. In this study, drawing institution in a changing global economy. Using the theory
on affective event theory and the dynamic view of team of historical institutionalism and literature review as its
affect, we propose a second-stage moderated mediation method, this paper explores the underlying elements of
model in which positive and negative team affective tone the concept of institution and related relationships, as well
operate as mediating mechanisms between team voice as the response of institutions to changing conditions in
and team performance and team reflexivity functions as a their environment. The findings suggest that institutions
moderator amplifying or attenuating the indirect are undergirded by four major elements: culture, political
relationships. With two samples of multiple-wave and actors, regulative factors, and historical events; these
multiple-source survey data, we found that team positive influence the formation and development of institutions,
affective tone mediated the positive relationship between and institutions in turn regulate these underlying factors.
promotive team voice and team performance and team Moreover, institutions respond to changing conditions in
reflexivity accentuated this mediating effect. Moreover, four major ways: resistance, adaptation, evolution, and
we further found that team negative affective tone fading-away.
conditionally mediated the positive relationship between
prohibitive team voice and team performance; the The strategies for sustainable development among
mediating effect occurred only when team reflexivity was small and medium sized firms in China—Empirical
high. evidence and implications
 Ji Li, Shenzhen University
Does procedural justice make employees thrive? The
 Yanghong Hu, University of Aberdeen
mediating role of organizational identification and
 Qi Song, Southwestern University of
moderating role of psychological empowerment
Finance and Economics
 Alice J. M. Tan, University of Macau
 Min Liu, Southwestern University
 Xiaowan Lin, University of Macau
 Fangbai Song, Dongbei University of Finance
 Raymond Loi, University of Macau
and Economics
 Lida L. Zhang, University of Macau
Collecting data from small and medium sized
This study examines thriving at work as an outcome of entrepreneurial firms in China, we compare the effect of
procedural justice. Building on the group engagement three dimensions of sustainable strategy adopted by the
model of procedural justice and the socially embedded Chinese firms, i.e., economic, environmental and social
model of thriving, we hypothesize that procedural justice sustainable ones. It is argued that all these strategies may
shapes employees’ organizational identification, which in influence a firm’s CSR legitimacy and consequent
turn leads to thriving. We further predict that performances. Analyzing data from 187 entrepreneurial
psychological empowerment strengthens this indirect firms, we find that the social dimension of sustainable
relationship. We conducted a three-phase online survey strategy is the most effective at influencing firms’
with a sample of 407 Chinese working adults. Our findings legitimacy in the China. This legitimacy, in turn, has a
support our hypotheses and imply that organizations positive effect on the firms’ performances, including
should provide procedural justice and empower marketing new products, entering new geographic
employees to make them thrive at work. markets, and improving operation efficiency.
June 21 / Session 3.5.4 / 4:30-6:00 PM Observing ownership structure from a lifecycle

Track: Organization and Management Theory angle: The evidence from China
Room: Jembrana  Yongyuan Ma, Nanjing University of
Aeronautics and Astronautics

 Peng Wang, City University of Hong Kong; The who you know or what you know? Service sector
Xi’an Jiaotong University subsidiary performance
 Ao Shen, Xi’an Jiaotong University; National  Sven Dahms, Asian Institute of
University of Singapore Management
Ownership structure (i.e. ownership concentration and We investigate the performance determinants of foreign-
ownership control) is often claimed to be related to owned service sector subsidiaries located in Taiwan. We
performance in the finance literature. In this study, from focus in particular on the dimensions of intra- and inter-
the perspective of firm life cycle, we explore how organizational networks (who you know) and subsidiary
ownership structure influences firm performance, and competencies (what you know). Data has been collected
examine the relationship between ownership structure via a large scale questionnaire survey of managing
and performance variability in China. We test our directors and analyzed using structured equation
hypotheses using secondary data in China from 2007 to modelling and fuzzy set qualitative comparative analysis
2012. The results generally support our hypotheses. Our techniques. This research provides more fine-grained
research contributes to a reconciliation of prior insights into the nature and impact of competencies and
inconsistent findings and calls further attention to the networks than previous studies in distinguishing between
relationship between ownership structure and the effects various sub-dimensions of business and non-business
of corporate governance in different stages of life cycle in networks as well as primary and supportive subsidiary
China. competencies. While our results confirm the importance
of intra-organizational network strength as a key
Founding members’ status and firm performance: A determinant of for subsidiary performance, we also show
study on China’s rich list that combinations of interorganizational network strength
and competencies can determine performance in a
 Liang Wen, University of Sydney
number of subsidiaries in our sample.
 Gracy (J. Y.) Yang, University of Sydney
 Wei Liu, University of Sydney Achieving employee adjustment success overseas
 Nurullaily Kartika, Universitas Airlangga
This paper examines whether and how the status of an
entrepreneur brings benefits or burdens to his/her firm. By This study examines complexity in expatriate adjustment,
analyzing the well-known Hurun Rich List in China, we
both its antecedents and consequences. Prior studies
develop a two-stage framework to reconcile the debate of about expatriate’s adjustment have explained that family,
the status’s effect: “status acts as a benefit” and “status
individual and organizational factors are all significantly
acts as a burden”. In the first stage, we find that firms
related to expatriate adjustment. But these studies do not
whose founding entrepreneurs are included in the Rich List integrate the antecedents and consequences of expatriate
generally perform better than those without any members
adjustment into a more comprehensive research model.
listed in the Rich List. However, if only comparing among Therefore, a research framework is proposed that
the firms whose founding entrepreneurs are listed in the
integrates the expatriate adjustment into various
Rich List, their ranking tends to present an inverted-U theoretical constructs, such as innovative work behavior,
shape with firm performance. This finding suggests that
expatriate performance, and knowledge transfer. A meta-
the status of entrepreneurs (as indicated by the ranking analytic review is adopted in this study. The 102 studies
frequency) can create benefits to their firms and increase
related with expatriate adjustment state that family
the firm performance at a decreasing rate; in the
factors, individual factors and organizational factors all
meantime, the status also imposes burdens that can have significant influences on expatriate adjustment.
decrease the firm performance at an increasing rate. Using
Furthermore, expatriate adjustment influences expatriate
275 entrepreneurs who are included in the Rich List as the innovative behavior, expatriate performance and
top 100 wealthiest persons in China between 2008 and
knowledge transfer.
2016, and their associated 723 publicly listed firms in
China, we find empirical support for our main argument.
Managing risks and costs from “forced” technology
transfer in emerging markets: The case of China
June 21 / Session 3.5.5 / 4:30-6:00 PM
 Dan Prud’homme, Leonard de Vinci Pole
Track: International Management
Universitaire; University of Oxford; Tongji
Room: Tabanan
University
ROUNDTABLE: INTERNATIONAL MANAGEMENT
 Max von Zedtwitz, Tongji University; Kaunas
RESEARCH FRONTIERS
University of Technology
Chair: Sari Wahyuni, Universitas Indonesia

As multinational corporations (MNCs) concentrate more Australia among urbanite managers who had moved to
activities from their value chains in emerging markets, remote Aboriginal and Torres Strait Islander communities
they are increasingly exposed to new challenges in terms and secondary research among Chinese workers, including
of appropriability risks and transaction costs. One those with non-governmental organisations (NGOs) living
understudied yet increasingly impactful source of these and working in interior parts of China. Several cultural
challenges is the ability of host markets to strategically competence challenges were identified among these
extract technology from foreign MNCs via what we call workers with individuals from the Australian and Chinese
“state-leveraged technology externalization” (SLTE): when contexts differing along four dimensions.
a state imposes sizeable transaction costs on a firm for
internalizing valuable knowledge assets in a way that June 21 / Session 3.5.6 / 4:30-6:00 PM
pressures it to externalize those assets. SLTE upends Track: TAOM Chinese
MNCs’ ability to rely on classic internalization strategies to
Room: Sunset
mitigate risks and limit transaction costs. China is a
hotspot for SLTE, often taking the form of so-called
人力資源管理
“forced” technology transfer policies. Based on a survey of Chair: 黃家齊, 國立政治大學
foreign MNCs, interviews with foreign MNCs, and a short
case study, we analyze MNCs’ strategic responses to SLTE 初探「在家族企業工作」的相關信念：一個質性研究
in China within the framework of transaction cost  王妙如(Wang, Miao-Ju),國立中山大學
economics (TCE) and the resource-based view (RBV). We  許書瑋,國立臺灣師範大學
conclude that even though MNCs face growing constraints
on internalization strategies when doing business in 員工分紅措施對組織創新之影響－分紅費用化前後比
emerging markets, certain TCE and RBV strategies, albeit 較
costly, can help fill the void.
 劉念琪(Liu, Nien-Chi),國中央大學
 盧書媛,國立中央大學
Cultural barriers in counter-urbanization: A study of
 林鈺欽,國立中央大學
workers with urban backgrounds in remote areas of
Australia and China
應試者順序應試者順序及表現對結構化面試結果之
 Pi-Shen Seet, Edith Cowan University 面試結果之影響
 Janice Jones, Flinders University  吳祉芸(Wu, Zhi-Yun),東海大學
 Tim Acker, Tracker Development  楊文芬,國立中正大學
 Michelle Whittle, Flinders University  游佩菁,國立中興大學
 Uma Jogulu, Edith Cowan University  陳乃維,東海大學
Intensive rural-urban internal migration in Australia and 好公民會獲得青睞嗎？以印象管理觀點探討好公民推銷

China has led to increasing competition for jobs in major 戰術對面談評價之影響
cities as well as key skill shortages in more remote areas.
 黃敦群(Huang, Tun-Chun),國立彰化師範大學
Government incentives, reinforced by individuals' changes
 李柏翰,力成科技
in lifestyle preferences for a ‘sea change’ or ‘tree change’
to escape stress, congestion and pollution, has resulted in
‘counter-urbanisation’ with many urbanites seeking 人力培訓體制下的師徒制電子化發展研究
opportunities in more rural and remote settings. However,  賴志樫(Lai, Chih-Chien),國立師範大學
many people who relocate face significant issues coping  蔡錫濤,弘光科技大學
with and adjusting to their new settings, particularly  葉慧君,國立臺灣師範大學
individuals with an urban upbringing and background.
Hence, this paper explores the challenges these people June 21 / 6:00 PM / AAOM CONFERENCE ADJOURN
experience when they move to and work in remote parts
of the country. This study is based on primary research in

NAME INDEX
Cao, Jieqiong, 2.4.1, 3.3.7 Choo, Amy Tan Bee, 2.5.7
AAOM Name Index
Cao, Liebing, 2.6.3 Chou, Robin K., 2.3
A
Cao, Yuhua, 3.5.2 Choudhary, Ali Iftikhar, 3.3.6
Acker, Tim, 3.5.5
Carney, Michael, 2.4.9 Choudhury, Afreen, 3.5.2
Adhikary, Bishnu Kumar, 3.4.3
Carvalho, Sheldon, 3.3.2 Chow, Cheris W. C., 2.6.7, 3.3.5,
Admovic, Mladen, 3.5.3
3.4.5
Chan, Chia-Yu, 2.6.2
Agustini, Rooswanti Putri Adi, 3.2.4
Christmann, Petra, 2.5.3
Chan, Christopher, 2.4.4
Ahlstrom, David, 1.1.2, 1.2.2, 2.1,
Chuang, Shih-Jung, 2.5.5
2.4.2, 3.1 Chan, Haksin, 3.4.2
Chuang, You-Ta, 2.6.1
Ahmed, Mueen, 3.4.7 Chanda, Sasanka Sekhar, 2.6.2
Chung, Beth, 3.2.8
Ali, Muhammad, 3.2.8, 3.4.2 Chang, Amber Y., 3.2.4
Chung, Chi-Nien, 3.2.4
Ananthram, Subramaniam, 2.4.4 Chang, Artemis, 2.6.3, 3.2.9, 3.3.8
Chung, Hsi-Mei, 3.2.9
Ang, Siah Hwee, 3.2.1 Chang, Hsing-Hua Stella, 2.4.9
Cosaert, Lance, 3.4.3
Ansong, Wadei Kwame, 2.6.8 Chang, Shao-Chi, 2.6.2
Cuervo-Cazurra, Alvaro, 2.4.9
Asaah, Jenkins Atarisigna, 2.6.8 Chang, Song, 2.4.5, 2.4.6, 2.5.5,
3.3.4 Cui, Lin, 3.4.3
Asakawa, Kazuhiro, 2.4.4
Chapman, Malcolm, 2.4.9 D
Asghar, Muhammad Mansoor, 3.4.2
Chaudhuri, Kaushik, 3.2.7 Dahms, Sven, 3.5.5
Au, Kevin, 3.2.9
Chen, Jianhong, 3.4.7 Dang, Beilei, 3.2.1
Auliandri, Tuwanku Arie, 3.4.6
Chen, Jianxun, 2.6.2 Dash, Sasmita, 3.3.5
Aushori, Muslich, 3.2.4
Chen, Jieying, 3.3.4 Diao, Huiyue, 3.3.5
Aydinliyim, Lauren, 2.5.3
Chen, Lu, 2.6.8 Do, Lan, 3.4.6
Azeem, Sundas, 3.3.6
Chen, Mavis Yi-Ching, 2.4.1 Dowejko, Marta K., 3.2.9
B
Chen, Mengsang, 3.5.3 Du, Jianghong, 3.2.8
Bae, Johngseok, 3.4.2
Chen, Nancy Yifeng, 2.4.5 Duan, Jinyun, 3.3.8
Bae, Joonhyung, 3.2.9
Chen, Shuo, 3.2.1 E
Balqis, Khalisa, 2.5.7
Chen, Shyh-Jer, 1.1.2, 1.2.2 Efendy, Komala Inggarwati, 3.3.8
Bamberger, Peter, 1.1.4, 1.2.4
Chen, Tingting, 2.5.5 Elembilassery, Varun, 3.4.2
Bhatti, Sabeen H., 3.3.6
Chen, Xiaoyan, 2.6.7 Estrin, Saul, 2.4.9
Bodla, Ali Ahmad, 2.6.4
Cheng, Chi-Ying, 2.5.7 Eva, Nathan, 2.6.4
Bryant, Stephanie, 1.1.3, 1.2.3
Cheng, Cong, 2.6.3 F
Bu, Maoling, 1.1.1, 1.2.1
Cheng, Dejun, 2.6.8 Fadilah, Wahyu Inayatul, 3.4.7
Budiarso, Utama Singgih, 3.3.4
Cheng, Guoping, 3.3.5 Fan, Wei, 2.4.1
ButarButar, Ivan, 2.6.4
Cheung, Sally S. Y., 2.5.5 Faulconbridge, James, 2.6.1
C
Chi, Nai-Wen, 2.6.7, 3.3.2, 3.3.3, Feng, Wen, 3.3.7
Cahyadi, Tifany, 3.3.6
3.5.3
Fock, Henry, 3.4.2
Cai, Di, 2.4.1, 3.3.4, 3.4.5
Chi, Tailan, 3.2.9
Fong, Chen-Min, 2.4.9
Cai, Yahua, 3.2.4
Choi, Yoona, 3.4.3

Foy, Shirah E., 3.3.8 Hsu, Yen-Chen, 2.6.6 Kim, Jihae, 3.2.7
Fu, Cheng-Chieh, 2.5.5 Hu, Helen, 2.5.6 Kim, Ji-Yub (Jay), 3.2.4
Fu, Jyun-Ying Trent, 3.2.1 Hu, Lingyan, 3.2.8 Kim, Jongsoo (Jays), 2.4.6
Fujimoto, Yuka, 2.4.5 Hu, Mei-Chih, 2.5.2, 3.4.8 Kim, Kyujin, 3.2.7
G Hu, Yanghong, 3.5.4 Kim, Mijeong, 3.4.2
Gao, Renfei, 2.5.6 Huang, Charlie, 3.4.6 Kim, Sahangsoon, 3.2.4
Gaur, Ajai, 2.4.9, 3.1 Huang, Chiung-Yi, 2.6.6 Kim, Yeongsu A., 2.4.6
Ge, Jing-Jing, 3.2.8 Huang, Danying, 2.6.8 Koh, Yewoon , 3.2.7
Ghosh, Debjani, 2.4.5 Huang, Emily G., 2.5.5 Kojima, Koji, 3.4.3
Gilmore, Sarah, 2.5.3 Huang, Min-Ping, 2.6.6 Kumar, Vikas, 1.1.1, 1.2.2, 2.4.2,
2.4.9, 3.2.2
Giyanto, 3.4.7 Huang, Shi-Han, 2.5.3
Kwan, Ho Kwong, 2.6.4
Gong, Yaping, 2.4.5, 3.2.2, 3.3.7 Huang, Xu, 1.1.6, 1.2.6, 3.2.8
Kwok, Jonathan M. L., 2.6.7
Gong, Yuanyuan, 3.3.2 Huo, Yoyo, 2.4.6
L
Grainer, Stephen, 2.5.7 Hur, Sylvia, 3.2.5
Lam, Long W., 2.5.5, 3.3.5, 3.4.5
Gu, Qian, 3.4.3 I
Lam, Rico, 1.1.2, 1.1.5, 1.2.2, 1.2.5,
Guo, Bin, 2.4.4 Ilies, Remus, 3.4.5
3.2.2
Guo, Yirong, 2.6.8 Ishadi S. K., 3.2.4
Lambey, Linda, 2.6.8
Guo, Zhaoyan, 2.5.6 J
Lan, Junbang, 2.6.6, 3.3.7
Guttormsen, David, 2.4.9, 2.5.3, Jabeen, Fauzia, 3.3.8
Lan, Sai, 3.2.9
3.2.7, 3.3.2, 3.4.2
Jacob, Varghese, 2.3
Lau, Dora C., 3.4.4
H
Jakobsen, Michael, 2.5.7
Lauring, Jakob, 3.3.2, 3.4.2
Habiburrochman, 3.4.7
Jia, Jianfeng, 3.2.6
Law, Kenneth S., 3.2.5, 3.3.4, 3.4.5
Han, Jung Yun, 2.6.1
Jia, Liangding, 3.2.4
Lee, Chia-Hui, 2.6.6
Han, Zhaojun, 2.6.2
Jia, Peiyi, 2.6.3
Lee, Fiona, 2.5.7
Han, Stone, 3.2.9
Jiang, Marshall S., 3.4.3
Lee, Kyuin, 3.2.7
Handoko, T. Hani, 2.5.5
Jiang, Wei, 2.5.6
Lee, Randy, 3.4.5
Harjanti, Dhyah, 3.3.6
Jin, Jason Lu, 2.6.2
Lee, Seung-Hyun, 3.2.2
Hayati, Neuneung Ratna, 2.5.5
Jogulu, Uma, 3.5.5
Lee, Wei-Long, 2.4.4
He, Jia-Hui, 3.3.7
Johnson, Russell, 2.4.5
Leong, Carmen, 3.2.4
He, Liangxing, 3.5.2
Jonasson, Charlotte, 3.3.2
Li, Bobai, 2.4.6
Heyden, Mariano L. M., 2.5.6
Jones, Janice, 3.5.5
Li, Fengyi, 3.3.4
Ho, Cony M., 2.4.5
K
Li, Fengyu, 3.4.4
Ho, Hsiao-Hui, 2.4.9
Karami, Masoud, 3.2.9, 3.4.8
Li, Ji, 3.5.4
Hon, Alice H. Y., 2.4.5
Kartika, Nurullaily, 3.5.5
Li, Jing, 3.5.2
Hossain, Mokter, 2.6.3
Khalid, Saddam, 3.3.6
Li, Junting, 3.3.2
Hou, Liang, 3.3.5
Khan, Mubbsher Munawar, 3.4.2
Li, Ruobing, 3.4.2
Hsieh, Pei-Chun, 2.4.9
Kim, Heeyon, 3.2.4
Li, Sali, 3.2.1
Hsu, Anna J. C., 2.4.1, 3.2.9

Li, Shuping, 2.4.6 Lu, Ling-Juan, 3.5.3 Nguyen, Trung Hai, 2.6.2
Li, Wendong, 1.1.5, 1.2.5 Luo, Jinlian, 3.2.6 Nugraha, Setya, 3.2.8
Li, Yan, 3.2.5, 3.2.8 Luo, Xiaoyi, 2.6.3 Nurbaeti, Am, 2.5.7
Li, Yi (Shanghai U), 2.6.6, 3.4.4 Lv, Ping, 1.1.1, 1.2.1 O
Li, Yi (U of Sydney), 2.4.6, 3.4.3 M Onwuka, Ego, 3.4.6
Li, Yolanda Na, 3.2.5 Ma, Chao, 3.3.4 Ozer, Muammer, 2.5.5
Li, Yong, 3.2.9 Ma, Mengqiu, 2.6.6 P
Li, Zhengyu, 3.2.4 Ma, Yongyuan, 3.5.4 Pallikara, Rameshan, 3.2.7, 3.4.4
Liang, Zhixiang, 2.4.9 Ma, Yujie, 3.3.5 Pancaningrum, Erminati, 3.4.7
Lim, Youjin, 3.3.2 Mahmood, Khalid, 3.2.5 Pattnaik, Chinmay, 3.2.1
Lin, Carol Yeh-Yun, 3.3.6 Mai, Ke Michael, 3.4.5 Peng, Kelly Z., 1.1.6, 1.2.6, 2.4.1,
3.3.7
Lin, Chieh-Yu, 2.6.7, 3.3.2 Mai, Yiyuan, 2.6.3
Peng, Mike, 2.1, 2.3, 3.1
Lin, Hao-Chieh, 2.6.2 Manikandan, K. S. , 3.4.7
Perbawa, Nur Indra, 3.4.7
Lin, Katrina Jia, 3.4.5 Mao, Yina, 3.3.7
Perkins, Graham, 2.5.3
Lin, Szu-Han (Joanna), 2.4.5 Margiono, Ari, 2.6.3
Pinkham, Brian, 3.4.6
Lin, Szu-Yin, 2.5.5 Martin, Geoffrey, 2.5.6
Poon, Grace M. Y., 3.4.4
Lin, Xiaowan, 2.5.5, 3.3.5, 3.5.3 Masyita, Dian, 2.5.7
Pribadi, Jeliteng, 2.6.6
Lin, Yuan, 3.3.8 Matroushi, Huda Al, 3.3.8
Prud’homme, Dan, 3.5.5
Lin, Zhouyu, 3.4.3 McNeill, Lisa, 3.2.9, 3.4.8
Q
Ling, Chuding, 3.2.5 Mehmood, Khalid, 3.2.8
Qi, Lei, 3.3.4, 3.4.5
Ling, Chu-Ding, 3.3.7, 3.5.3 Mihalache, Mashiho, 3.4.3
Qian, Chao, 2.4.1
Ling, Ya-Hui, 3.2.7 Mihalache, Oli, 3.4.3
Qiao, Kun, 2.4.6
Liu, Aqi, 2.5.6 Mir, Usman Riaz, 2.6.4
Qiu, Feng, 3.4.5
Liu, Bing, 3.3.4, 3.4.5 Mitra, Ranjan Kumar, 3.4.3
R
Liu, Chih-Hsing, 2.4.4 Miushad, Hassan, 2.6.6
Raswant, Arpit, 3.2.1
Liu, Fang, 3.3.2 Morishima, Motohiro, 3.3.2
Rehman, Hina, 3.2.8, 3.4.2
Liu, Jia, 2.4.1 Moulai, Kamila, 3.2.7
Ren, Bing, 2.5.2, 2.6.3
Liu, Min, 3.5.4 Muenjohn, Nuttawutch, 3.5.4
Rhee, Jay Hyun, 3.4.6
Liu, Shengming, 2.4.1 Musnaini, 3.4.7
Risgiyanti, Risgiyanti, 3.2.8
Liu, Wei, 3.5.4 Muzio, Daniel, 2.6.1
Robin, Mulyadi, 2.6.4
Liu, Wu, 3.2.5, 3.3.7, 3.5.3 N
Rose, Philip Stephen, 3.2.6
Liu, Xiangmin, 3.3.2 Nair, Padmakumar, 2.3
Runing, Hunik Sri, 3.3.7
Liu, Xiao-Yu, 2.6.4 Nakamura, Hiroshi, 2.4.4
Ryu, Wongsang, 3.2.9
Liu, Yan, 1.1.6, 1.2.6, 3.3.7, 3.4.5 Nargundkar, Rajendra, 2.6.2
S
Loi, Raymond, 2.6.7, 3.5.3 Newburry, William, 1.1.1, 1.2.1
Saheem, Washika, 3.3.2
Lu, Jane, 2.5.6, 3.1, 3.3.2 Newman, Alexander, 1.1.7, 1.2.7
Sartika, Dina, 2.5.7
Lu, Lin, 2.5.5 Nguyen, Diep, 2.6.8
Savani, Krishna, 3.4.5

Sawada, Naohiro, 2.4.4 Susanto, Ely, 1.1.1, 1.2.1, 2.5.5, Wahyuni, Salamah, 3.3.7
3.2.8, 3.3.4
Schneidmuller, Tatjana, 2.5.6, 3.4.3 Wahyuni, Sari, 1.1.1, 1.2.1, 3.5.5
Suyono, Joko, 3.2.8
Seet, Pi-Shen, 3.5.5 Wang, Ching-Wen, 2.6.6
T
Sekiguchi, Tomoki, 2.4.5, 2.5.7, Wang, Chun-Hsiao, 2.5.3, 2.6.7
2.6.7, 3.3.6, 3.3.7 Takeuchi, Riki, 3.3.4
Wang, Chunyan, 2.4.1
Sendjaya, Sen, 2.6.4 Tamara, Yohana, 3.4.5
Wang, Danqing, 3.2.1
Setyawan, Andhy, 3.4.6 Tan, Alice J. M., 3.5.3
Wang, Fenghao (Andrew), 3.2.5
Shan, Mengmeng, 3.4.6 Tan, Hao, 2.5.2
Wang, Haina, 2.6.8
Shapiro, Daniel, 2.4.9 Tan, Noriko, 3.2.6
Wang, I-An, 2.5.5, 2.6.7
Shaw, Jason D., 2.1 Tan, Qun, 2.5.6
Wang, Lei (Dongbei U), 2.6.4
She, Guoqiang, 2.4.5 Tang, Heng, 2.5.5
Wang, Lei (Xi’an Jiaotong U), 3.2.6
Shen, Ao, 3.5.4 Tang, Jintong, 3.5.2
Wang, Lin, 3.2.5, 3.3.4, 3.4.5
Shih, Hsi-An, 2.6.4 Tang, Ningyu, 2.6.4
Wang, Nan, 2.4.5
Shin, Nai-Fang, 2.4.1 Tang, Yuejun, 2.6.3
Wang, Peng, 3.5.4
Shofawati, Atina, 2.4.4 Tang, Zhi, 3.5.2
Wang, Xiaohui, 3.5.3
Shum, Wai San (Cass), 3.3.4 Taniguchi, Mami, 2.6.6
Wang, Xiaoying, 3.2.6
Si, Steve, 3.4.4 Tavassoli, Sam, 3.4.6
Wang, Yue, 2.6.8, 3.3.5
Singh, Deeksha, 2.4.9 Taylor, Stephen, 2.5.3
Wang, Yueqi, 2.4.4
Singh, Kulwant, 3.2.1 Teo, Stephen, 2.6.8
Wang, Zhaohui, 2.4.5
Sitalaksmi, Sari, 3.3.4 Tian, Amy Wei, 2.6.2
Wang, Zhenyuan, 2.4.1, 3.2.8
Snoep, Arjuna, 3.2.5 Tian, Guyang, 3.3.4
Wardhana, 2.5.7
Soetjipto, Budi, 2.2, 2.3 Tian, Qi-tao, 2.6.4
Wei, Feng, 3.3.5, 3.4.5
Song, Fangbai, 3.5.4 Tian, Xiaocong, 2.6.8
Wei, Li-Qun, 2.4.6
Song, Lynda Jiwen, 2.6.8 Tian, Xizhou, 3.4.3
Wen, Liang, 3.5.4
Song, Qi, 3.5.4 Tian, Yezhuang, 3.3.4
Wen, Shanshan, 2.4.1, 2.6.8
Song, Yang, 2.6.4 Tong, Li, 2.4.6
Whittle, Michelle, 3.5.5
Song, Zhaoli, 2.4.1, 2.4.5 Toro, Muh Juan Suam, 3.4.5
Wibowo, Amin, 2.5.5
Sorenson, Bjarne, 2.5.7 Tsai, Hung-Ji, 2.5.3, 2.6.7
Widianto, Sunu, 3.3.7
Su, Chengli, 2.5.6 Tsai, Hungyu, 2.6.7
Wilderom, Celeste P. M., 2.5.7,
Su, Fangguo, 2.6.8 Tu, Min-Fen, 2.6.1 3.2.5, 3.3.7
Su, Zhongfeng, 3.5.4 Tulasi, Daniel, 3.4.7 Windijarto, 3.4.7
Sugianto, Lyfie, 2.6.4 Tushar, Hasanuzzaman, 2.6.6 Wong, Chi-Sum, 1.1.2, 1.1.6, 1.2.2,
1.2.6, 2.4.2, 2.6.6, 3.3.7
Suhariadi, Fendy, 3.2.4 V
Wong, Man-Nok, 2.5.5
Sukoco, Badri Munir, 1.1.1, 1.2.1, van Dick, Rolf, 2.6.4
3.2.4, 3.4.7 Wong, Y. Y., 2.4.5
van Dun, Desiree H., 2.5.7
Sun, Pei, 3.2.1 Wooliscroft, Ben, 3.2.9, 3.4.8
Volberda, Henk W., 2.5.6, 3.4.3
Sunaryo, Sinto, 3.2.8, 3.3.7, 3.4.5 Worm, Verner, 2.5.7
von Zedtwitz, Max, 3.5.5
Wu, Daoyou, 3.3.8
W

Wu, Haibo, 3.5.3 Yang, Jiwon, 3.4.6 Zhang, Ling Z., 3.3.5
Wu, Jie, 3.2.6 Yang, Jun, 3.5.2 Zhang, Melody Jun, 3.2.5, 3.3.4,
3.5.3
Wu, Jiun-Yan, 3.3.7 Yang, Morgan X., 3.4.2
Zhang, Stephen, 3.5.2
Wu, Junhong, 3.2.8 Yang, Xiaohua, 1.1.1, 1.2.1
Zhang, Wenhong, 3.2.1
Wu, Se-Hwa, 3.3.6 Yang, Yang, 2.6.1
Zhang, Xue, 3.3.4
Wu, Wann-Yih, 1.1.1, 1.2.1 Yao, Jingxian, 3.2.6
Zhang, Yameng, 2.4.6, 2.4.9
Wu, Wei, 3.3.5 Yavuz, Timea, 2.6.4
Zhang, Yin, 2.4.6
Wu, Weijun, 2.6.8 Ye, Jun, 3.2.5
Zhang, Yiwen, 3.3.5
X Ye, Zhuxin, 2.6.3
Zhang, Yuli, 3.5.2
Xia, Jun, 3.4.3 Yeh, Chu-Chen Rosa, 2.5.3
Zhang, Zhengtang, 3.3.2
Xiao, Tony Y., 3.2.9 Yin, Juelin, 3.3.8
Zhao, Yapu, 3.2.1
Xie, En, 3.4.7 Yonis, Muse Abshir, 3.2.6
Zhen, Lu, 3.4.6
Xie, Liqun, 2.6.1 You, Jianxin, 3.4.6
Zheng, Weiting, 3.2.1
Xie, Xiao-yun, 3.3.7, 3.5.3 You, Shuyang, 3.2.4
Zheng, Yaqin, 3.2.1
Xiong, Chan, 2.6.3 Yu, Irina Y., 3.4.2
Zhong, Jun, 3.3.5
Xu, Angela J., 2.6.4 Yu, Mi, 3.2.8
Zhong, Minyi, 3.3.8
Xu, Angels J., 2.6.7 Yue, Guolin, 2.5.2
Zhou, Kevin Zheng, 2.5.6, 2.6.2
Xu, Guang, 3.3.4 Z
Zhou, Xiaoyu, 2.4.6
Xu, Yalan, 3.5.2 Zeng, Hao, 2.5.2
Zhu, Jinlong, 2.4.5
Xu, Yekun, 2.4.9 Zeng, Saixing, 3.3.6
Zhu, Julie N. Y., 2.5.5, 3.3.5, 3.4.5
Xu, Yue, 3.3.8 Zhan, Wu, 1.1.1, 1.2.1, 2.4.9
Zhu, Zhitao, 3.2.1
Y Zhang, Bo, 2.6.2
Zolin, Roxanne, 2.6.3, 3.3.8
Yan, Jiaqi, 3.2.6 Zhang, Iris D., 1.1.5, 1.2.5, 3.4.5
Zong, Qingqing, 2.6.1
Yang, Dan, 3.4.4 Zhang, Jianjun, 2.4.6
Zydorek, Hubert, 2.4.5, 2.5.3
Yang, Gracy (J. Y.), 2.4.6, 3.5.4 Zhang, Juanjuan, 2.6.8
Yang, Jianjun, 3.2.5 Zhang, Lida L., 3.5.3
Chen, Hui-Fen, 2.4.7 Chung, Chao-Cheng, 3.4.8

TAOM Name Indiex (English)
Chen, Kuan-Yang, 2.4.3 D
B
Chen, Lu-Rui, 2.4.7 Dax, Ines, 3.3.3
Bao, Wen-Jun, 2.5.4
Chen, Shu-Chen, 3.3.1, 3.4.1 E
C
Chen, Shu-Yuan, 2.4.8, 3.4.1, 3.5.1 Etse, Daniel, 2.5.8, 3.5.4
Chang, Che-Yuan, 3.4.8
Chen, Xian-Jun, 2.4.8 F
Chang, Hsing-Hua, 3.4.8
Chen, Yi-Jing, 3.2.3 Fong, Cher-Min, 3.4.8
Chang, Shu-Ying, 3.4.8
Chen, Ying, 2.4.7 H
Chang, Yi-Ying, 3.4.8
Chi, Nai-Wen, 2.5.4, 2.6.7, 3.3.2, Hernon, Eileen, 2.5.8
Chen, Dar-Zen, 3.4.8 3.3.3, 3.5.3 Ho, Chien-Te, 2.4.8
Chen, Hsin-Hung, 2.4.3 Chou, Eileen Y., 2.5.8
Ho, Hsiao-Hui, 3.4.8

Hou, Sheng-Tsung Lu, Lin-Hua, 3.4.8 Yeh, Shu-Chuan, 3.3.3
Hsieh, Hsiow-Ling, 2.4.8 M Yeh, Tom, 2.5.8
Hsieh, Meng-Wen, 3.5.1 McMurray, Adela, 2.5.8, 3.3.6, Yeh, Ying-Jung, 2.5.8
Hsiung, Hsin-Hua, 3.3.1, 3.4.1 3.4.6, 3.5.4 Yen, Ju-Miao, 2.4.7
Hsu, Che-Wei, 3.3.3 Muenjohn, Nuttawuth, 2.5.8, 3.3.6 Yu, Xiang-Bin, 2.5.4
Hsu, Dennis Y., 2.5.8 P Z
Hsu, Hao-Hsin, 3.3.3 Pellegrini, Erin K., 3.3.3 Zhang, Shao-En, 2.4.8
Hu, Chang-Ya, 3.3.3 Peng, Yen-Chun, 2.4.7 Zhang, Shi-Hui, 2.5.4, 3.3.3
Hu, Mei-Chi, 2.5.2, 3.4.8 Pillai, Ratna Devi, 2.5.8 Zhu, Kang, 2.4.3
Huang, Chiung-Yi, 3.4.1 S TAOM Name Index (Chinese)
Huang, Jui-Chieh, 3.3.3 Salim, Mufid, 2.5.8 四劃
Huang, Min-Ping, 3.4.1 Seih, Yi-Tai, 2.5.8 方沴淳, 2.5.4, 3.2.3
方沴淳, 3.2.3
Huang, Ming-Chang, 2.4.7, 2.5.1 Shao, Kang-Hua, 3.3.1
王妙如, 3.5.6
Huang, Mu-Hsuan, 3.4.8 Shen, Qi-Tai, 3.3.1
王傑陞, 3.2.3
Huang, Tun-Chun, 3.5.6 Song, Cheng-Ning, 3.3.1 王瑋聰, 2.5.1
Huang, Yi-Fen, 3.4.8 T 王群孝, 2.5.1
五劃
J Tong, Hui-Ling, 3.3.1
张振, 2.4.7
Jian, Zhong-Ren, 3.5.1 Tsai, Hung-Yu, 3.2.3
史習安, 3.5.1
K Tsai, I-lun, 2.4.7 六劃
Kao, Kuo-Yang, 3.3.3 Tsai, Wei-Chi, 2.6.5 朱康, 2.4.3
L Tseng, Fan-Chuan, 3.4.8 朱藝, 3.2.3
七劃
Lai, Chih-Chien, 3.5.6 Tseng, Ting-Chin, 2.4.8
何建德, 2.4.8
Lai, Jiun-Yan, 2.4.7 Tseng, Yung-Ching, 2.4.3 余相賓, 2.5.4
Lee, Hui-Ting, 3.3.3 W 吳俊諺, 2.4.3
Lee, Ting-Ko, 2.4.3, 2.5.4 Wang, Chih-Yuan, 3.4.8 吳思華, 2.4.7
吳祉芸, 3.5.6
Li, Qing-Fang, 2.5.1 Wang, Chun-Hsiao, 2.5.1
吳家儀, 3.4.1
Liao, Hsueh-Hua, 3.2.3 Wang, Mei-Ling, 3.5.1
吳靜萍, 2.4.8
Liao, Wan-Ying, 3.4.1 Wang, Miao-Ju, 3.5.6 呂志豪, 2.4.8
Lin, Hsing-Er, 3.3.3, 3.4.8 Wang, Pengji, 2.5.8 呂家美, 2.4.8
Lin, Ji-Wei, 3.3.3 Wang, Yi-Hsien, 3.3.3 呂鈺瀅, 3.2.3
呂鴻德, 2.5.1
Lin, Yi-Ting, 3.3.3 Wu, Zhi-Yun, 3.5.6
宋丽红, 2.4.7
Lin, Yu-Chin, 3.3.3 X 宋承寧, 3.3.1
Liu, Dan, 2.4.3 Xu, Jian-Bin, 2.4.8 李宜燕, 2.4.8
Liu, Na-Ting, 2.5.4 Xu, Jing-Ni, 3.2.3 李芸蘋, 2.4.8
李芸蘋, 2.4.8
Liu, Nien-Chi, 2.5.4, 3.3.3, 3.5.6 Y
李俊賢, 3.5.1
Lu, Chia-Mei, 2.4.8 Yang, Chun-Chi, 3.2.3
李柏翰, 3.5.6
Lu, Jeng-Jie, 3.4.8 Yang, Guo-Zhi, 2.4.8 李庭閣, 2.4.3, 2.5.4
Lu, Jia-Ning, 2.4.8 Yang, Wen-Fen, 3.3.3, 3.5.6 李培勛, 2.5.4
李嘉慧, 3.4.1

李慧婷, 3.5.1 莊雅萍, 3.2.3 十四劃
李慶芳, 2.5.1 許建彬, 2.4.8 廖婉穎, 3.4.1
杜鵬, 2.5.1 許書瑋, 3.5.6 廖學華, 3.2.3
汪美伶, 3.5.1 許菁倪, 3.2.3 廖纮亿, 3.3.1
沈其泰, 3.3.1 陳乃維, 3.5.6 熊欣華, 3.3.1, 3.4.1
八劃陳文偉, 3.3.1 十五劃
林月雲, 2.4.3 陳世哲, 2.4.8 劉丹, 2.4.3
林杏娥, 3.3.3, 3.4.8 陳以亨, 2.4.8 劉委宗, 2.4.3
林宛姿, 3.2.3 陳先郡, 2.4.8 劉念琪, 2.5.4, 3.3.3, 3.5.6
林承緯, 2.5.4 陳先郡, 2.4.8 劉娜婷, 2.5.4
林玟廷, 2.4.3, 2.5.1 陳怡靜, 3.2.3 劉峰旭, 2.4.7
林鈺欽, 3.5.6 陳信宏, 2.4.3 劉憲明, 2.5.4
林鉦棽, 2.5.4 陳威凱, 3.2.3 潘思穎, 2.4.8
林豪傑, 2.5.1, 3.3.1 陳建丞, 2.4.8, 3.2.3 蔡宏基, 2.5.1
邵康华, 3.3.1 陳律睿, 2.4.7 蔡依倫, 2.4.7
九劃陳家蓁, 3.4.1 蔡明潔, 3.3.1
陈沁悦, 3.3.1 陳淑貞, 3.3.1, 3.4.1 蔡泓育, 3.2.3
陈颖, 2.4.7 陳淑媛, 2.4.8, 3.4.1, 3.5.1 蔡維奇, 3.2.3
侯宇祥, 3.5.1 陳椽霖, 2.4.8 蔡錫濤, 3.5.6
侯韋光, 2.4.8 陳蕙芬, 2.4.7 蔡瓊滿, 3.3.1
侯勝宗, 2.6.5 陸佳寧, 2.4.8 鄭仁偉, 2.4.8
洪千惠, 2.5.1 十二劃鄭伯壎, 3.4.1, 3.5.1
洪世章, 2.4.3 傅松雲, 2.4.8 鄭昱宏, 3.4.1
洪世章, 2.4.3 彭台光, 2.5.4 鄭貴揚, 2.5.1
洪紫嫣, 2.4.8 彭彥群, 2.4.7 十六劃
紀乃文, 2.5.4, 2.6.7, 3.3.2, 3.3.3, 曾廷錦, 2.4.8 盧書媛, 3.5.6
3.5.3 曾詠青, 2.4.3 蕭見燊, 3.5.1
胡宛仙, 3.4.1 曾繁絹, 3.4.8 賴志樫, 3.5.6
胡昌亞, 2.5.4 游佩菁, 3.5.6 賴俊彥, 2.4.7
胡美智, 2.5.2, 3.4.8 童惠玲, 3.3.1 錢宛玲, 3.2.3
十劃黃良志, 2.4.8 十七劃
孫紹恩, 2.4.8 黃怡芬, 3.4.8 鮑文君, 2.5.4
郭雅琪, 2.4.7 黃若梅, 2.4.8 謝亦泰, 2.5.8
徐皓馨, 3.3.3 黃家齊, 3.5.6 謝如梅, 2.4.7
高國揚, 3.5.1 黃敏萍, 3.4.1 謝孟紋, 3.5.1
十一劃黃敦群, 3.5.6 謝琇玲, 2.4.8
張文華, 3.4.1 黃銘章, 2.4.7, 2.5.1 鍾旻芳, 3.4.1
張振傑, 2.4.7 黃瓊億, 3.4.1 十八劃
張紹禹, 3.5.1 十三劃簡忠仁, 3.5.1
張紹恩, 2.4.8 楊文芬, 3.3.3, 3.5.6 顏如妙, 2.4.7
張智傑, 3.5.1 楊君琦, 3.2.3 十九劃
張雅文, 2.5.4 楊國志, 2.4.8 羅維霖, 2.5.1
張詩慧, 2.5.4, 3.3.3 楊鄤蔆, 3.3.1 二十劃
張譯尹, 3.4.8 溫金豐, 2.4.8 蘇威聞, 3.5.1
張馨化, 3.4.8 葉慧君, 3.5.6 蘇莉琪, 3.2.3
梁煥煒, 2.4.7 葉穎蓉, 2.5.8 二十一劃
莊智榮, 3.5.1 鄒鴻泰, 2.4.7 顧臻鈺, 3.5.1


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DRAFT PROGRAM

ASIA ACADEMY OF MANAGEMENT, Bali, Indonesia, June 19–21, 2019

2. Some session chairs have ? next to their names, as these colleagues

3. Format of a roundtable session: There is no traditional stand-up

The 11th AAOM and 12th TAOM Joint Conference | 1

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June 19 / Session 1.2.5 / 3:45-5:15 PM

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Speaker: Jason D. Shaw, Nanyang Technological [PHOTO] Executive THREE is >>>

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Chi-Sum Wong is Professor Rico Lam is Professor of

David Ahlstrom (PhD, New

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Industrial cluster and laboratory’s knowledge

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Revisiting single case studies in international June 20 / Session 2.5.8 / 2:45-4:15 PM

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The “successful” result is inspirationally present in

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Is career mentoring helpful to mitigate the adverse

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This paper explores the contextualist nature of HRM

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This research analyses the influence of Bancassurance A multilevel examination of entrepreneurial

June 21 / Session 3.4.8 / 2:45-4:15 PM Predictive and non-predictive strategies for