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The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link. Research summary: Our understanding of entrepreneurial orientation (EO) is limited by the inattention to why a firm arranges itself to give rise to EO, what sets its strategic intent, and what affects its contribution to performance. These omissions have led to calls for a causally adjacent theory of EO. Grounded in knowledge-based theory, we investigated (a) how knowledge production gives rise to EO, (b) how the relationship between EO and profitability is mediated by knowledge use, and (c) how this relationship between EO and knowledge use is moderated by stakeholder engagement. Using multi- respondent, multi-source data from small-and-midsize enterprises in two economically distinct East Asian countries, Taiwan and Japan, empirical evidence supports our theory. Our findings are consistent across both studies. We contribute a knowledge-based theory of EO. Managerial summary: Why do some firms organize to be entrepreneurial while others do not, and why do some entrepreneurially oriented firms profit more financially than others? We find that those firms that organize processes to accumulate, aggregate, activate, store, manage, and distribute knowledge become more entrepreneurial oriented as the means to create wealth from this 'knowledge production‘. In other words, knowledge production can affect perceptions of opportunities and resources, leading to choices about organizational arrangements to best use knowledge. However, we find that the firm also needs to be adept at knowledge use to profit financially from its entrepreneurial endeavors, and leading firms utilize stakeholder engagement to strengthen the relationship between entrepreneurial behavior and knowledge use on the route to greater profitability.

Assessing turnover intention with explicit approaches (self‐report scales) contains several measurement limitations, including social desirability, impression management, and self‐defense, potentially resulting in reduced accuracy. To improve the accuracy of assessment, the current research conducted a two‐wave study to examine whether implicit variables provide incremental effect in predicting turnover intention, after controlling for explicit variables. A computerized text analysis program, Linguistic Inquiry and Word Count, was used to identify language dimensions in participants' writing samples, and these exported scores serve as implicit language variables. Results demonstrate that language variables provide significant incremental effect (9% of explained variance) in predicting turnover intention, and this effect lasted at a one‐month follow‐up. The language dimensions signal topics of concern associated with turnover intention.

This study aims to examine the intermediate links and boundary conditions between unit-level participative leadership and unit-level unit performance. The study collects multiple resource data from...

PurposeThe purpose of this paper is to examine if personal identification could explicate the black box between participative leadership and employee ambidexterity. Also, the authors aim to explore how and why the top-down effects of higher-level leadership styles affect lower-level outcomes.Design/methodology/approachThe authors collected multilevel and multisource data from top manager teams, and unit managers and employees of research and development, marketing and sales, and operations from Taiwanese technology firms.FindingsThe results revealed that individual-level personal identification partially mediated the relationship between firm-level participative leadership and individual-level employee ambidexterity, and individual-level coworker social support moderated the effect of firm-level participative leadership on individual-level employee ambidexterity through individual-level personal identification.Originality/valueThis paper demonstrated the importance of participative leadership and personal identification. It contributed to profound comprehension for potential mechanisms of individual-level personal identification and an enhancer of individual-level coworker social support why and how affects firm-level participative leadership on individual-level employee ambidexterity.

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link. We examine mediation effects of coworker knowledge sharing and absorptive capacity on the participative leadership–employee exploratory innovation relationship in R&D units of Taiwanese technology firms. Deploying a time-lagged questionnaire method implemented over four business quarters, data is generated from 1600 paired samples (managers and employees) in R&D units of Taiwanese technology firms. The structural equation modeling results reveal that (1) participative leadership is positively related to employee exploratory innovation; (2) coworker knowledge and (3) absorptive capacity partially mediate the relationship between participative leadership and employee exploratory innovation independently; and, (4) coworker knowledge sharing in combination with absorptive capacity partially mediates this relationship. The results extend previous research on participative leadership and innovation by demonstrating that participative leadership is related to employee exploratory innovation (Lee and Meyer-Doyle, 2017; Mom et al., 2009).Results also confirm that participative leadership drives employee exploratory innovation through employee absorptive capacity. This reinforces the need highlighted by Lane et al. (2006) to investigate the role of absorptive capacity at the individual-level. Collectively, while participative leadership is important for employee exploratory innovation it is the knowledge mechanisms existing and interacting at the employee-level that are central to generating increased employee exploratory innovation from this leadership approach.

The file attached to this record is the author's final peer reviewed version. This study employed a resource-based view to develop a multilevel model of firm-level high-performance work systems, dyad-level human capital, firm-level bridging ties and unit-level corporate entrepreneurship. We collected multisource and multilevel data from 420 senior managers, 1260 managers and 3348 employees of 210 units from 96 Taiwanese manufacturing and service sectors firms. The results revealed that dyadlevel human capital partially mediated the relationship between firm-level highperformance work systems and unit-level corporate entrepreneurship and firm-level bridging ties moderated the effect of firm-level high-performance work systems on unitlevel corporate entrepreneurship through dyad-level human capital. Our findings contribute to corporate entrepreneurship by exploring its antecedent and indirect effect from a resource-based perspective Furthermore, we have found that the indirect influence of firm-level high-performance work systems and unit-level corporate entrepreneurship varies as a function of the bridging ties at the firm level. This paper advances existing research by offering new insights in the area of corporate entrepreneurship.

Research on strategic human resource (HR) management and organizational ambidexterity has assumed that organizational ambidexterity originates from operational managers that pursue both exploratory and exploitative activities. Yet, multilevel insights are absent about how and through which mechanisms HR practices may actually facilitate operational manager ambidexterity and how their ambidexterity may result into organizational ambidexterity. Our multisource and multilevel data from 467 operational managers and 104 senior managers within 52 firms reveals that the top-down effects of ability- and motivation-enhancing HR practices on operational manager ambidexterity are partially mediated by their role breadth self-efficacy and intrinsic motivational orientation. Furthermore, we find that the bottom-up relationship between operational manager and organizational ambidexterity is contingent on firm opportunity-enhancing HR practices. With that, our study provides important new multilevel insights into the effectiveness of strategic HR systems in supporting individual and organizational ambidexterity.

Purpose The purpose of this paper is to explore the role of mediation and moderation mechanisms between firm-level effects of transformational leadership (TFL) on unit-level performance across levels. Design/methodology/approach The authors used surveys to collect data from 800 senior managers at the firm level and 1,377 unit managers from 800 units of 100 firms from semiconductors, optoelectronics, computer electronics, and telecommunications industries. The industries were chosen because these firms focus on expanding their businesses and encourage extensive knowledge sharing among the firms and at all levels within the organizations. Findings In this study, the authors theorized that firm-level effects of TFL on unit-level performance across levels were positively related to unit-level performance. Unit-level knowledge sharing mediates the positive relationship between firm-level TFL and unit-level performance. A cross-level interaction effect of firm-level TFL and unit-level absorptive capacity showed that a positive unit-level absorptive capacity enhanced firm-level influence of TFL on unit-level knowledge sharing. Unit-level absorptive capacity moderates the positive relationship between unit-level knowledge sharing and unit-level performance. Originality/value First, the authors attempt to integrate the leadership and knowledge management research by exploring the critical mediator of unit-level knowledge sharing in explaining the effects of firm-level TFL on employees’ performance at the unit level. This approach is important because it extends the research areas of the two fields, and also clarifies issues regarding how and why TFL at the top of the organization positively impacts the performance of employees at a lower level of the organizational hierarchy. Second, the effectiveness of firm-level TFL depends on the absorptive capacity of each unit. The importance of absorptive capacity and the consequences of leadership behaviors have been emphasized in studies.

The outbreak of the COVID-19 pandemic poses great challenges to the current government subsidy models in the renewable energy sector for recovering in the post-pandemic economy. Although, many subsidy models have been applied to accelerate renewable energy investment decisions. However, it is important to develop a new model to ensure the sustainability of the renewable energy supply network under disruptions on both the supply and demand sides due to hazardous events. This study investigates different subsidy models (renewable credit, supplier subsidy, and retailer subsidy) to find a win-win subsidy model for sustainable energy supply under disruption risks. The objective is to determine the optimal capacity of renewable energy added to the grid, the optimal wholesale price of the power plant, and the optimal retail price of the aggregator under different subsidy models to maximize the economic, social, and environmental benefits of the whole network. A novel scenario-based robust fuzzy optimization approach is proposed to capture the uncertainties of business-as-usual operations (e.g., some relevant costs and demand) and hazardous events (e.g., COVID-19 pandemic). The proposed model is tested in a case study of the Vietnamese energy market. The results show that for a high negative impact level of hazardous events on the supply side, the renewable credit and supplier subsidy models should be considered to recovery the renewable energy market. Further, the proposed approach has a better performance in improving the power plant's robust profit for most of the hazard scenarios than the robust optimization model.

Purpose The purpose of this paper is to examine how transformational leadership may relate to corporate entrepreneurship by adopting a multilevel approach. The authors also theorized and tested the top-down and bottom-up intermediate process linking transformational leadership and corporate entrepreneurship. Design/methodology/approach Multisource data across different timeframes were collected from 129 managers and 244 employees from 55 units of 27 firms. Findings The results showed that transformational leadership and corporate entrepreneurship were positively related at the unit level. Furthermore, unit-level collective efficacy mediated the relationship between unit-level transformational leadership and unit-level corporate entrepreneurship. The authors also found that the firm-level empowerment climate moderated the indirect effect of unit-level collective efficacy on the relationship between unit transformational leadership and unit-level corporate entrepreneurship. Originality/value First, the goal of this study is to extend the single focus of transformational leadership on corporate entrepreneurship (e.g. Ling et al., 2008) and develop a more thoughtful approach on determining how transformational leaders influence corporate entrepreneurship across levels. This study responds to calls for research to look at the impact of unit-level transformational leaders, such as middle managers, across levels (Ren and Guo, 2011) and creates a multilevel framework in which transformational leaders at the unit level influence the appearance of corporate entrepreneurship at the unit level.

This study aims to look at charismatic leadership and management innovation in a sample of Information Technology firms in Taiwan. The literature on such leadership was examined because it reveals how leaders serve as key agents who stimulate others with their vision of the potential of an innovation. Theoretically, we suggest that charismatic leadership behaviour can help management innovation but only when certain conditions are met. Empirically, we find that charismatic leaders must create a higher level of trust in their subordinates at all levels of the organizational hierarchy, based on common perceptions of the firm as a trustworthy entity.

Combining theoretical insights from both the leadership and innovation literature, we examine the role of cross-level leadership fit or similarity in leadership styles at the firm and unit levels and its relationship with innovation outcomes at the unit level. Hypotheses are formed indicating that transformational leaders enable exploration and transactional leaders facilitate exploitation. Results from a multifirm, multiunit, multisource study indicate that exploration is enhanced when transformational leaders are present at both the firm and unit levels, whereas exploitation is enhanced when transactional leaders are present at both the firm and unit levels. Results suggest that leadership similarity is an important multilevel antecedent to unit-level outcomes. Further, high-performance work systems serve as situational enhancers that strengthen the effects of cross-level leadership fit on unit-level innovation outcomes.

The relationship between gender and ethics has been extensively researched. However, previous studies have assumed that the gender–ethics association is constant; hence, scholars have seldom investigated factors potentially affecting the gender–ethics association. Thus, using managers as the research target, this study examined the relationship between gender and ethics and analyzed the moderating effect of cultural values on the gender–ethics association. The results showed that, compared with female managers, their male counterparts are more willing to justify business-related unethical behaviors such as bribery and tax evasion, and that the gender difference in ethics becomes more pronounced under the cultural dimensions of collectivism, humane orientation, performance orientation, and gender egalitarianism. This study used data obtained through surveying 2,754 managers in 27 nations.

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link. Corporate enterprises must support its business units to adapt to changes that are increasingly dramatic and complex. In response, corporate entities must organize to embed a corporate entrepreneurial orientation (EO) that pervades the actions of its business units to create the radical innovations needed to thrive in these circumstances. By developing a global willingness–local ability framework, we test a multi-level model of corporate EO by conceptualizing its effects on business unit radical innovation and business unit financial performance, moderated by business unit R&D resourcing and business unit absorptive capacity. With data from 2820 business units of 1290 Taiwanese corporations from two separate surveys, we find support for our theoretical expectations and contribute much-needed knowledge of the multi-level effects of EO and the conditions to turn EO into actual innovation activity and profit from it.

The aim of this article is to examine absorptive capacity and innovation-oriented corporate culture as moderators of the relationship between the ambidexterity of a CV unit and its performance. Accordingly, we propose that the absorptive capacity of a CV unit and an innovation-oriented, corporate culture positively moderate the effect of a CV unit's ambidexterity on its performance. We test our hypotheses with data from 180 CV units and their Taiwanese parent firms. Our paper contributes to a more fine-grained understanding of the role of ambidexterity in the CV units of emerging-market MNCs.

We examine the relationship between unit-level entrepreneurial orientation (EO) and unit-level corporate entrepreneurship (CE), which has been typically neglected in entrepreneurship research. Building on the conservation of resource theory (COR), we argue that the relationship between unit-level EO and unit-level CE will be stronger when unit-level social capital is higher. Further, we posit that unit-level social capital becomes more effective when firm-level leaders are viewed as less (and not more) transformational by unit members. Data were collected from 186 managers, 372 employees, and 62 senior managers from 93 units of 31 firms. We find that unit-level EO is positively related to unit-level CE and this relationship strengthens when unit-level social capital is high. This moderating effect of social capital is itself moderated by firm-level transformational leadership, and strengthens as firm-level transformational leadership behaviors decrease (supporting “dark side” views of transformational leadership). Implications of our findings for organizational entrepreneurship research and practice are discussed.

International audience; This study aimed to isolate, culture, and characterize duck primordial germ cells (PGCs) and to compare these cells with chicken PGCs. We first cultured Muscovy duck (Cairina moschata) circulating PGCs and gonadal PGCs (gPGCs) in the modified serum-containing medium used to amplify chicken PGCs. gPGCs were found to proliferate better in serum-free chemically defined medium than in serum-containing medium. Thereafter, gPGCs were similarly isolated from 2 other duck breeds, the Pekin duck (Anas platyrhynchos) and the hybrid mule duck (C. moschata x A. platyrhynchos), and amplified for a limited period of time in the chemically defined culture condition, but sufficiently to be characterized and transplanted. Cultured gPGCs of all 3 duck breeds were characterized by Periodic acid-Schiff staining, immunocytochemical staining, and expression analysis of germline-specific and pluripotency genes. Cultured duck gPGCs colonized the gonads after being genetically labeled and injected into recipient embryos. Taken together, these results demonstrate that duck PGCs retain their germline characteristics after being isolated, expanded in vitro, and genetically modified. Further studies are required to establish the optimal conditions for long-term culture of duck PGCs, which may involve supplementing the culture medium with other growth factors or compounds.

This study integrates theories of transformational leadership (TFL) and organizational ambidexterity in strategic human resource management (SHRM), to examine how TFL at both the unit level and firm level influences unit-level organizational ambidexterity (OA), by transforming the unit-level trust and forming the firm-level trust climate in Taiwanese software firms in an Asia-Pacific context. The results revealed that unit-level TFL was positively related to unit-level OA, and this relationship was moderated by firm-level TFL. Furthermore, firm-level trust climate (TC) partially mediated the relationship between firm-level TFL and unit-level OA. Finally, firm-level TC further moderated the moderating relationship of firm-level TFL between unit-level TFL and unit-level OA.

This paper presents an adaptive imaging technique run on a mobile service system for endoscopic image enhancement by using color transform and Gray Level Co-occurrence Matrices (GLCM) for a single input endoscopy image. The method is simply deal with the color image channels combination which chose the maximum scalar values of red, green and blue channel images, respectively. The GLCM subsequently applied for selecting the highest contrast and entropy images of the expanding image series. The enhanced endoscopy image is generated by fusing of the color, contrast and entropy images. We also proposed a service system with medical image retrieval application via quick response code authentication based on the Android operating system, which helps clinicians convenient in using mobile phone and reviewing images of the patient with cost efficiency. For the mobile technologies are growing rapidly, the mobile service system is installed to connect a Picture Archive and Communication Systems (PACS) system in hospital and applied for automatic evaluation of colon images screening. The experimental results show the proposed system is efficient for observing gastrointestinal tract polyp. The performance is evaluated and compared with Fujinon intelligent chromo endoscopy enhanced method. All Rights Reserved © 2015 Universidad Nacional Autonoma de Mexico, Centro de Ciencias Aplicadas y Desarrollo Tecnologico. This is an open access item distributed under the Creative Commons CC License BY-NC-ND 4.0.

This paper examines the process linking high-performance work systems (HPWS) and organisational ambidexterity both at the unit and firm level of analyses by integrating strategic HRM, human capital and social capital perspectives. Multisource and multilevel data from 2,887 employees and 536 managers of 58 banks was collected. Results revealed that firm-level HPWS were positively related to unit-level employee human capital. Unit-level employee human capital partially mediated the relationship between firm-level HPWS and unit organisational ambidexterity. Furthermore, firm-level social climate moderated the effect of firm-level HPWS on unit organisational ambidexterity through unit-level employee human capital. This paper contributes to HPWS and ambidexterity research by revealing the impacts of firm-level HPWS and mediating mechanisms, as well as identifying boundary conditions for pursuing unit-level organisational ambidexterity.

This study aims to investigate the interactive effects of task performance and impression management tactics on career outcomes from the socioanalytic perspective. Based on a survey of 195 employee-supervisor dyads from various industries in Taiwan, a hierarchical regression analysis revealed that (1) the relationship between task performance and a one-year salary adjustment was greater among employees who frequently employ ingratiation than among those who do not, (2) the relationship between task performance and a one-year salary adjustment was greater among employees who frequently employ exemplification than among those who do not, and (3) the relationship between task performance and career satisfaction was greater among employees who frequently employ self-promotion than among those who do not. This study concludes by suggesting implications for research and practice, and offers some directions for future research.

PurposeThe purpose of this paper is to use a diachronic analysis to explore the influence of country of origin effect and country of management effect on the adoption of human resource management (HRM) practices at different stages.Design/methodology/approachThe methodology starts with an intensive literature review to establish an analytical framework by bringing country of origin and country of management effects on the HRM transfers. By using a longitudinal qualitative research design, a total of 164 interviews from four British subsidiaries of four Taiwanese multinationals were conducted to explore the change over time during the HRM transfer processes over a five‐year period.FindingsThe results provide evidence of the paradox as a result of country of origin effect and country of management effect on the adoption of HRM practices over time.Research limitations/implicationsIt is problematic to conclude absolutely regarding the convergence or divergence of HRM practices. This is due to HRM practices being in a constant state of flux between global integration and local adaptation during the transfer process.Originality/valueThis is the first empirical study to examine the impacts of country of origin effect and country of management effect on the HRM transfers from emerging multinationals in the advanced economy from a diachronic perspective.

We applied a diachronic analysis to explore the presence of stickiness factors at difference stages in the transfer of HRM practices from four Taiwanese multinational corporations (MNCs) to their British subsidiaries over a five-year period. Based on a total of 201 interviews with managers and employees from headquarters and the subsidiaries, the findings provide evidence of the manifestation of different stickiness factors at three different stages of the transfer process. More specifically, the results suggest that the main factors that continue to affect the degree of transfer stickiness over time are, first, the quality of social interactions between expatriate managers and other key actors in the subsidiary and headquarters; second, the expatriates' ability – as knowledge senders – to teach and explain parent HRM practices to host-country nationals; and third, certain attitudinal barriers among host-country nationals that were related to attempts to transfer HRM practices from ‘East to West’.

In this study, we problematise the role of expatriates in transfers of parent HRM knowledge since expatriates, argued to be key actors in this process, are rarely HR professionals and seldom have much education or experience in HR. In the light of scant empirical research on the impact of individual attributes of expatriates in the transfer of knowledge, this study aimed to identify the characteristics of subsidiary expatriate managers that most affect the ‘stickiness’, or difficulty, of HRM knowledge transfers from multinational firm parent to foreign subsidiaries. The study is based on 86 personal interviews with 60 expatriate managers in 4 British subsidiaries belonging to 4 Taiwanese multinational corporations. The findings reveal how the ability and motivation of expatriates affect transfer stickiness both in terms of their absorptive capacity as an HRM knowledge recipient and their disseminative capacity as an HRM knowledge source.

Indoor thermal comfort is one of an important factor affecting the performance of our measurement. We measured the parameters of indoor chamber volume, temperature, humidity, heat and other human's subjective feelings of comfort. On the other hand, we also consider of energy issues, by use of genetic algorithms to achieve an optimal balance between thermal comfort and energy consumption, to aim of the concept of artificial intelligence.

Internet of things combine big data extends for many applications, including intelligent cities, smart home, intelligent transportation or wearable devices. Internet of things combine big data extends for many applications, including intelligent cities, smart home, intelligent transportation or wearable devices. There is little analysis for individual vehicle or group of the vehicle. Design a monitoring system to collect the vehicle, road conditions, traffic information, driver information, traffic planning and realization of the information points to master. This paper the Vehicle-Mounted Detection and Collision Avoidance System based on Dedicated Short Range Communications is proposed.

Twenty-four microsatellite markers were developed for the Crested Serpent Eagle (Spilornis cheela hoya) composing a new marker set. The markers were tested on 61 Crested Serpent Eagle individuals. The number alleles ranged from 2 to 8 per locus (average = 3.8), and the effective number of alleles ranged from 1.13 to 6.07 (average = 2.34). In the new marker set, there were 11 markers with high polymorphism (PIC > 0.5), and the average HE and HO over all loci was 0.50 and 0.49, respectively. The results showed that the new marker set was highly polymorphic as an individual genetic marker compared to the existing cross-species markers previously used for population genetic structure monitoring of the Taiwan Crested Serpent Eagle. In conclusion, the microsatellite marker set developed can be applied as a molecular tool to investigate the genetic structure or phylogeny of the Crested Serpent Eagle.

In this study, we theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking—for knowledge transfer. Integrating the ability-motivation-opportunity framework and the absorptive capacity perspective, we propose that expatriate competencies in knowledge transfer influence a subsidiary's performance through the knowledge received by the subsidiary, but tbat this indirect enect is stronger when subsidiary absorptive capacity is greater. We collected multisource, time-lagged data from 162 British subsidiaries of Taiwanese multinational nrms. The results support our hypotheses. Overall, we contribute to expatriation theory and research by revealing specinc expatriate competencies as well as identifying boundary conditions for successful expatriate knowledge transfer.

Understanding employee voice behavior is a crucial aspect of organizing for high performance. In this paper, we extend previous studies and examine the consequences of voice behavior and boundary conditions of supervisor-attributed motives. Data for the sample was collected from 206 supervisor–subordinate pairs from a variety of companies in Taiwan. Hierarchal regression analysis was performed to test our model. The results show that voice behavior was positively related to leader–member exchange (LMX), and LMX was positively associated with work engagement. Supervisor-attributed motives moderate the relationship between voice behavior and LMX. Specifically, voice behavior may more strongly influence LMX when supervisors label voice behavior as being more prosocial and less motivated by impression management.

Summary Balancing explorative and exploitative innovation ambidextrously has emerged as one of the foremost questions in management research. While a firm’s ability to jointly pursue both exploitative and explorative innovation has been conceived as having positive performance effects, scholarly efforts to resolve the ambidexterity question have left a disproportionate gap in our understanding of how innovation ambidexterity can be achieved, particularly so in small-to-medium-sized firms (SMEs). The state of the debate is such that SMEs must largely rely on prescriptions tested with large firms to inform their ambidexterity initiatives. This study focuses on the characteristics of top managers and features of organizational structure and context in facilitating the appearance of ambidexterity in SMEs, and the mediation effect of innovation ambidexterity between structural, contextual, and leadership characteristics on SME performance. Results indicated that SMEs could achieve a close balance of explorative and exploitative innovations (BD) through shaping right international organizational structures and adopting appropriate leadership styles. Further, BD mediates the relationship between the structural, contextual, and leadership characteristics on SME performance. SMEs could benefit from BD with relatively resources available.

PurposePrior studies have suggested that organizational and environmental antecedents are influential to the development of a balance dimension of innovation ambidexterity, which are proposed to be central to superior firm performance. However, little is known about how such antecedents affect the shaping of innovation ambidexterity in small to medium‐sized enterprises (SMEs) and how these innovations go on to shape firm performance. This paper aims to examine internal and external antecedents of SMEs' innovation ambidexterity outcomes.Design/methodology/approachThe research used a survey method to investigate the 1,000 small‐and medium sized enterprises in Scotland. Firms were randomly selected from the FAME database. Of this sample, 265 firms (26.5 percent) responded to the survey.FindingsThe data analysis reveals that internal organizational structures in a highly dynamic environment stimulate the appearance of innovation ambidexterity. Moreover, it is found that the relationship between organizational and environmental forces and firm performance is partially mediated by a balance dimension of innovation ambidexterity.Practical implicationsThe results show how dangerous the lack of adequate research of these issues at the SME level is. By contrast to larger firms, the results show how internal organizational structures and external environmental conditions affect SMEs to pursue a balance dimension of innovation ambidexterity.Originality/valuePrior studies have paid little attention to the effects of internal organizational structures and external environmental conditions on the appearance of a balance dimension of innovation ambidexterity within SMEs. This paper fills some of the gaps.

Along with digitizing and multimedia era, the image has not changed from the original entity into any changes can be dealt with digital preservation methods. Although the digital image capture technology means more and more developed, but there are still many variables affect the quality of an image. An image quality usually depends on the user's usage or changes in the natural environment. Due to the natural environment of the most common factors that influence is light, so an image of the brightness distribution over the target object caused by extreme hardly recognizable condition common. Therefore, we will use the independent component analysis of an input color images Red, Green, and Blue three Color Space to the main component analysis, in order to achieve the target tracking and analysis.

There has been considerable research over the past few decades on the process through which headquarters of multinationals from developed economies exercise control over their network of subsidiaries in foreign countries. However, little research has been conducted on multinationals from emerging economies operating in developed countries. In this article, we examine the motives for, and mechanisms by which, headquarters of Taiwanese multinationals exercise control over their subsidiaries in the UK. The article draws on data collected through 66 interviews with top managers and human resource managers from four UK based subsidiaries of Taiwanese multinationals. The study reveals that Taiwanese multinationals use both output control and behaviour control to manage their subsidiaries in the UK.

This study evaluated the antioxidant ability of Taisung No. 3 mulberry leaf extract (MLE) as well as the potential of mulberry leaf (ML)-based dietary supplementation for modulating the antioxidative status of laying hens. The results showed that the MLE had a total phenolic compound content of 7.4 ± 0.15 mg of gallic acid equivalent/g dry weight (DW) and a total flavonoid content of 4.4 ± 0.19 mg of quercetin equivalent/g DW. The 2, 2-diphenyl-1-picrylhydrazyl free-radical-scavenging ability was 45.9% when 0.1 mg/mL MLE was added. The lipid oxidation inhibition ability was 43.9% when 50 mg/mL MLE was added. We subjected 96 laying hens (Hendrix Genetics) to 4 treatments, namely diets supplemented with dry ML at 0 (control), 0.5, 1, or 2% for 12 weeks. Each treatment involved 8 replicates with 3 hens each. The results indicated that the 0.5% ML-supplemented group exhibited significantly higher mRNA levels of antioxidant-regulated genes, such as Nrf2, HO-1, and GST, and significantly lower ROMO1 gene expression levels at wk 12. The serum malondialdehyde level was lower and the catalase activity and superoxide dismutase activity were higher in all the ML-supplemented groups than in the control group. The egg mass and feed conversion rate significantly improved in the ML-supplemented groups compared with the control group, and, overall, 1% ML supplementation had the most favorable effects at one to 12 weeks. The egg yolk weight, shell weight, shell strength, shell thickness, yolk color, and Haugh unit were increased among all ML-supplemented groups at one to 12 weeks. On the basis of these observations, we conclude that 0.5% ML can be used as a new feed additive to potentially modulate the antioxidative status of laying hens and improve their production performance and egg quality.