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With significant changes in the aviation industry, various airport–airline arrangements have been formed to achieve alternative objectives. However, no consensus has been reached on such arrangements’ economic effects and the associated optimal public policy. This chapter aims to provide an interpretive review of the common types of airport–airline arrangements, the different modeling approaches used and key conclusions reached by recent studies. Our review suggests that airport–airline arrangements can take diverse forms and have been widely used in the industry. They may allow the airport and its airlines to internalize demand externality, increase traffic volume, reduce airport investment risks and costs, promote capacity investment, enhance service quality, or simply are a response to the competition from other airport–airline chains. On the other hand, such vertical arrangements, especially for those exclusively between airports and selected airlines, could lead to collusive outcomes at the expenses of non-participating organizations. The effects of such arrangements are also significantly influenced by the contract type, market structure and bargaining power between the airport and airline sectors. While case by case investigations are often needed for important economic decisions, we recommend policy-makers to promote competition in the airline and airport segments whenever possible, and demand more transparency or regulatory reporting of such arrangements. Policy debates and economic studies should be carried out first, before intrusive regulations are introduced.

This chapter reviews the effects of air transport liberalization, and investigates the roles played by airport-airline vertical arrangements in liberalizing markets. Our investigation concludes that liberalization has led to substantial economic and traffic growth. Such positive outcomes are mainly due to increased competition and efficiency gains in the airline industry, and positive externalities to the overall economy. Liberalization allows airlines to optimize their networks, and thus may introduce substantial demand and financial uncertainty to airports. Vertical arrangements between airlines and airports may offer a wide range of benefits to the parties involved, yet such arrangements could also lead to airline entry barriers which reduce the effects of liberalization. Three approaches have been developed to model the effects of liberalization in complex market conditions, which include the analytical, econometric and computational network methods. These approaches should be selectively utilized in policy studies on liberalization.

The relationship between airline and airport is complex, fascinating, and wide open for new research endeavors. In Volume 6 of the series, we conducted the analyses of risk-sharing contract between airline and airport from numerical risk balance assessment and incomplete contract theory perspectives based on an interesting real example of risk-sharing contracts, the Noto Airport Load Factor Guarantee Mechanism (LFGM) contract in Japan.

In this chapter, we further advance the analyses of risk-sharing contracts, based on the real example of Noto LFGM contract, from the perspectives of game theory and principal-agent theory. The risk-sharing arrangements, such as LFGM contract, are relevant to the rapidly changing business environment in Asia’s aviation industries.

We conduct a two-stage game analysis. The first phase is the contract negotiation phase and the second phase is the effort-making phase after signing the contract. We show that the two parties can attain a Pareto optimal utility level by bargaining a simple linear risk-sharing contract in the contract negotiation phase based on the equilibrium effort levels in the effort-making phase.

The Bed and Breakfast (B&B) enterprises generally lack sufficient human resources and time to conduct research on important social media marketing factors for visitors’ satisfaction and visitors’ intentions. Therefore, this study aims to provide crucial social media marketing and factors and service quality elements for improving customer satisfaction and customer loyalty in B&B sectors. This study also provides some recommendations for attracting more visitors and increasing customer satisfaction and customer loyalty through social media.

First, social media marketing factors and service quality elements were identified through the systematic literature review. Then these identified factors and elements were used to design a survey questionnaire for collecting data. The research data included responses of 64 B&B enterprises and 625 customers. The collected data was analyzed by feature selection approaches including Decision Tree algorithm and Information Gain to identify the key factors for improving customer satisfaction and customer loyalty.

The findings of this study determined that featured choice is an important social media marketing factor, and assurance is the common service quality element for both B&B enterprises and their customers in terms of satisfaction and loyalty.

This study adds a value to the growing literature on customer satisfaction and loyalty in B&B sectors by exploring key social media marketing factors and service quality elements. The study reveals several implications for theories and practices. The findings hopefully help B&B enterprises better social media marketing with less workforce and budget.

The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as conceptualizes the employee ambidextrous behavior as a mediator, and social comparison orientation and leader–member exchange (LMX) as moderators for understanding the relation.

Survey data were collected from 211 employee–supervisor dyads in China. Hierarchical regression analyses, Preacher and Hayes’ (2008) indirect effects PROCESS macro, and Preacher et al.'s (2007) moderated mediation analysis approach were conducted to test the hypothesized relationships.

Guanxi HRM practices were negatively associated with employee creative performance, mediated by the employee ambidextrous behavior. The authors also found that social comparison orientation showed a strong moderating effect, such that it amplified the indirect relationship between guanxi HRM practices and employee creative performance via ambidextrous behavior. In contrast, LMX showed a weak moderating effect, such that it attenuated this indirect relationship.

This study provides evidence that the extent to which employee ambidextrous behavior mediates the relationship between guanxi HRM practices and creative performance depends on LMX and social comparison orientation. It represents a promising new direction for the guanxi HRM practices and creative performance literatures.

The main purpose of our study is to investigate the impact of daily leader humor behaviors on healthcare workers’ daily psychological state and behavioral outcomes.

Based on the conservation of resources (COR) theory, this study proposes that daily leader humor behaviors are positively related to healthcare workers’ daily positive affect, which in turn affects their next-day helping behaviors towards patients. These predictions hinge on healthcare workers’ difficulty in maintaining display rules. We conducted a lagged experience sampling methodology (ESM) survey of 621 complete daily observations from 93 healthcare workers who work in direct contact with patients at a large public hospital in China across consecutive 10 working days.

Results of multilevel path analysis demonstrate that daily leader humor behaviors are positively related to healthcare workers’ same-day positive affect, and this positive affect enhances their next-day helping behaviors towards patients. Furthermore, healthcare workers’ higher difficulty in maintaining display rules attenuates the benefits of daily leader humor behaviors.

Building on the COR theory and adopting a diary research design, this study shows daily fluctuations in leader humor behaviors and proposes a mechanism through which daily leader humor behaviors indirectly affect healthcare workers’ next-day helping behaviors. Thus, our study disclosed possible means for healthcare organizations to improve service quality.

The current study examines the effects of leader humor on the creativity of employees by focusing on the mediating role of relational energy and the moderating role of traditionality.

This study used three-wave data from 302 employee–supervisor dyads and tested the hypotheses using hierarchical regression and bootstrapping.

The results indicated that leader humor was positively associated with employee creativity, relational energy mediated this influence. Besides, traditionality not only moderated the relationship between leader humor and relational energy but also attenuated the indirect relationship between leader humor and employee creativity through relational energy.

Leadership training programs can be used to assist leaders in improving their humorous skills. In addition, supervisors should implement humorous behaviors according to the different levels of traditionality of employees.

Integrating conservation of resource theory, this study provides solid evidence that the extent to which relational energy mediates the relationship between leader humor and employee creativity depends on traditionality. It provides a new direction for leader humor.

This study supposes to provide new insights into the role of leader behaviors in motivating employees by examining how and when spiritual leadership and contingent reward leadership facilitate employee vigor at work.

Drawing from self-determination theory (SDT), the current study proposes that spiritual leadership intrinsically motivates employees, whereas contingent reward leadership extrinsically motivates employees – both of which subsequently improve employee vigor at work. The theoretical model was tested through a sample of 191 employees collected across three time points in China.

Results revealed that spiritual leadership positively facilitates employee vigor at work through enhancing their work enjoyment, and employees' need for achievement can amplify the effects of spiritual leadership. In addition, employees' performance-reward expectancy transmits the effects of contingent reward leadership on employee vigor at work, and leaders' performance expectations play a key role in strengthening the positive influences of contingent reward leadership.

Based on SDT, this study provides a comprehensive explanation of how and when two patterns of leader behaviors affect employee vigor at work. Therefore, the authors provide significant insights for leadership and work design in human resource management.

The purpose of this paper is to examine the relationship between servant leadership and customer service behaviors by probing the mediating role of promotion focus and the moderating role of internal locus of control.

The authors hypothesized an indirect relationship between servant leadership and customer service behaviors through promotion focus. Also, the authors predicted that the positive relationship between servant leadership and promotion focus would be stronger for employees with low internal locus of control. The authors tested the theoretical model with data gathered across two phases over three months from 280 supervisor-subordinate dyads.

Results indicated that servant leadership was positively related to customer service behaviors via promotion focus. Results also showed that internal locus of control moderated the relationship between servant leadership and promotion focus, such that the relationship was stronger for employees low on internal locus of control. Furthermore, this moderated mediated model was supported. As predicted, the indirect effect was stronger when internal locus of control was low.

This study extends the regulatory focus theory to the service context to investigate how and when servant leadership enhances customer service behaviors. The authors suggested promotion focus as a key mediating mechanism and revealed internal locus of control as a boundary condition for the effectiveness of servant leadership.

This study highlights the importance role of promotion focus in fostering customer service behaviors and provides novel theoretical insight regarding when servant leadership enhances customer service behaviors.

The purpose of this paper is to develop a finite volume approach for the simulation of three-dimensional two-phase (polymer melt and air) flow in plastic injection molding which is capable of robustly handling the mesh non-orthogonality and the discontinuities in fluid properties.

The presented numerical method is based on a cell-centered unstructured finite volume discretization with a volume-of-fluid technique for interface capturing. The over-relaxed approach is adopted to handle the non-orthogonality involved in the discretization of the face normal derivatives to enhance the robustness of the solutions on non-orthogonal meshes. A novel interpolation method for the face pressure is derived to address the numerical stability issues resulting from the density and viscosity discontinuities at the melt–air interface. Various test cases are conducted to evaluate the proposed method.

The presented method was shown to be satisfactorily accurate by comparing simulations with analytical and experimental results. Besides, the effectiveness of the proposed face pressure interpolation method was verified by numerical examples of a two-phase flow problem with various density and viscosity ratios. The proposed method was also successfully applied to the simulation of a practical filling case.

The proposed finite volume approach is more tolerant of non-orthogonal meshes and the discontinuities in fluid properties for two-phase flow simulation; therefore, it is valuable for engineers in engineering computations.