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1 – 10 of over 56000En-Chung Chang, Beixi Wen and Xiaofei Tang
This study aims to investigate the effect of winning-losing perception, including the winning or losing result and the closeness of this result, on consumers’ subsequent…
Abstract
Purpose
This study aims to investigate the effect of winning-losing perception, including the winning or losing result and the closeness of this result, on consumers’ subsequent variety-seeking behavior.
Design/methodology/approach
Four experimental designs, one with a modified version of the Tetris game, were used to show how and when winning or losing perceptions will influence individuals’ variety-seeking behavior.
Findings
Consumers who have failed in a competition or not achieved a goal tend to seek less variety in their later consumption than do consumers who have succeeded because losing feedback weakens consumers’ perception of their control of personal mastery. This effect only exists when the closeness of winning or losing is narrow (e.g. the success is just missed) and diminishes when the result is clear and obvious.
Research limitations/implications
The current study has systematically explored the interaction between winning-losing outcomes and the closeness of these outcomes.
Practical implications
This study offers marketing managers practical guidance on how to use competition results to conduct marketing activities, such as transmitting advertisements for classic flavors to those who have lost in a video game or properly increasing the proportion of new flavors or products in stores or vending machines near sports venues.
Originality/value
This research adds to the literature on competition, which has largely overlooked the possible moderating role of the closeness of the competition result and its influence on individuals’ follow-up irrelevant behaviors and it also adds to the work on variety-seeking behavior, which has not explored the impact of winning-losing perception.
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This research examines the effects of winning–losing perception, generated from success and failure results, on consumers’ risk preference.
Abstract
Purpose
This research examines the effects of winning–losing perception, generated from success and failure results, on consumers’ risk preference.
Design/methodology/approach
Using different manipulations of success and failure and different measurements of risk preference tendency, the authors conducted five experiments to carry out the research.
Findings
Using different manipulations of success and failure and different measurements of risk preference tendency, five experiments were conducted to demonstrate that a clear success increases consumer’ sense of power, which in turn raises their subsequent risk preference; a clear failure, however, decreases consumers’ sense of power, which in turn reduces their subsequent risk preference. Furthermore, a close result can moderate this effect; that is, the difference between narrow-winners and narrow-losers’ risk preferences is weakened.
Originality/value
This study further enriches the research on the impact of winning–losing perception on individuals’ behavior and provides suggestions on how to use the results of online and offline competitions to carry out marketing activities.
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Gina Wisker and Gillian Robinson
The purpose of this article is to present findings from the authors' research into how supervisors of doctoral students cope with change in supervisory relationships where a…
Abstract
Purpose
The purpose of this article is to present findings from the authors' research into how supervisors of doctoral students cope with change in supervisory relationships where a supervisor takes on a student previously supervised by another, or has to hand over a student to another supervisor's care, and to identify recommendations for applying these findings to supervisory practice.
Design/methodology/approach
The research used interviews to gather and analyse perceptions and practices from experienced supervisors, and aimed to identify good practice to support supervisors in enabling transitions to enhance student success. This work is underpinned by work on conceptual threshold‐crossing, students working at sufficiently critical, creative and conceptual levels to achieve doctorates; well‐being and emotional resilience, particularly in doctoral studies. It makes links between knowledge construction, resilience and well‐being, from the perspective of the supervisors, since it focuses on the experience of supervisors engaging with and supporting students.
Findings
The research identifies supervisors' anxiety at, and ways of managing the difficulties of, either losing or acquiring students. It highlights effective strategies for taking on students midway into their research to enable successful supervision.
Originality/value
This research offers new knowledge about supervisor perceptions of, experiences with and good practice suggestions for, supporting transitions for doctoral students who change supervisor.
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Ebru Kemer and Ezgi Kırıcı Tekeli
The main purpose of the study is to determine the mediating role of trait anxiety in the relationship between hotel managers’ perceptions of digital competence in the Cappadocia…
Abstract
Purpose
The main purpose of the study is to determine the mediating role of trait anxiety in the relationship between hotel managers’ perceptions of digital competence in the Cappadocia Region and their perceptions of job insecurity.
Design/methodology/approach
In this study, which is based on quantitative research, a cross-sectional design was used. The seven-item digital competence scale, four-item job insecurity scale and 20-item trait anxiety scale were used to measure the level of digital competence, job insecurity and trait anxiety of hotel managers. The convenience sampling method was used in the research, and 337 questionnaires were completed by senior and junior managers who agreed to participate in the research. To test the mediating role of trait anxiety, Andrew F. Hayes’ views on the contemporary approach were taken as a basis.
Findings
The analysis results showed that digital competence had the opposite effect on job insecurity. Similarly, digital competence had the opposite effect on the level of trait anxiety. The level of trait anxiety affected the perception of job insecurity in a linear direction. As a result of the bootstrapping test, it was found that the indirect effect of trait anxiety on the relationship between digital competence and job insecurity was significant.
Research limitations/implications
The study was unable to collect data from hotels that were closed during the COVID-19 pandemic due to restrictions. Therefore, one of the limitations of the study was that it did not reach the entire population. Another limitation of the study was that the questionnaires were addressed to hotel managers in the Cappadocia Region.
Practical implications
Hotel managers’ digital skills are considered to contribute to the tourism industry by organizing and determining business strategies, work processes and employee skills. In addition, when hiring hotel managers, it is essential to ensure that they have certain skills such as compatibility with the digital age, openness to innovation and the ability to adapt the employees working in their team to the age, which helps to improve the competitiveness of the hotel industry with the world and ensure the continuity of this situation.
Originality/value
The research addressed the variables of digital competence, job insecurity and trait anxiety and collected data from hotel managers in the Cappadocia Region using a survey technique. There were few studies that addressed these variables, and the mediating effect of trait anxiety was revealed based on the contemporary approach.
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As knowledge hiding is prevalent and often leaves severe detrimental consequences in its wake, it is imperative to place strategies on the front burner to identify its potential…
Abstract
Purpose
As knowledge hiding is prevalent and often leaves severe detrimental consequences in its wake, it is imperative to place strategies on the front burner to identify its potential antecedents forthwith if there is going to be any headway to curtail the incidence of this phenomenon in organizations. Therefore, this study aims to examine the relationship between dispositional greed and knowledge hiding with the perceived loss of knowledge power as an underlying mechanism.
Design/methodology/approach
A multi-wave, three weeks apart strategy was used for data collection. A sample of 262 employees working full-time in various organizations operating across different industries in Nigeria participated in this study. Data were analyzed with partial least squares structural equation modeling.
Findings
The results showed that dispositional greed related positively to a perceived loss of knowledge power but insignificantly to any of the three dimensions of knowledge hiding (i.e. playing dumb, evasive hiding and rationalized hiding). On the other hand, the relationship between perceived loss of knowledge power and the three dimensions of knowledge hiding was positive. Finally, dispositional greed had an indirect positive relationship with the three dimensions of knowledge hiding through perceived loss of knowledge power.
Research limitations/implications
All the variables were self-reported, which may lead to the same source bias.
Practical implications
Human resources managers can subject employees to cognitive restructuring training to help them identify thinking patterns that contribute to the perception of losing their power in the organization if they share knowledge and help reshape their perceptions regarding knowledge sharing. Management can use rewards to encourage employees to adopt knowledge sharing and refrain from knowledge hiding as a desired organizational norm.
Originality/value
This study offers novel insights that identify an underlying mechanism that encourages greedy employees to enact knowledge hiding.
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Steven Hitlin and Nicole Civettini
This study engages an understudied presupposition that values are relatively impervious to situational pressures. We do this within a key sociological context, incorporating…
Abstract
Purpose
This study engages an understudied presupposition that values are relatively impervious to situational pressures. We do this within a key sociological context, incorporating social status as a meso-level structure, by measuring values before and after a competition situation with an experimentally controlled outcome to determine the situational robustness of values.
Methodology/approach
We incorporate measures of values into a standard competition experiment, looking at how winning or losing and the status of the perceived competition influence peoples’ values.
Findings
Drawing on the well-established expectation states literature, we demonstrate that perceptions of gaining or losing a competition influence core values. Overall, positive, related situational feedback seemed to heighten all of the values-measures, while receiving (manipulated) negative, specific feedback dampened the rating of all values.
Research limitations
This is an initial exploration of the received wisdom; future work should involve different manipulations, wider arrays of values-measurement, and more diverse samples.
Practical implications
We hope that our interpretations of these results suggest how perceived status influences core internal experiences. The processes described have implications for the experiences of groups that win or lose political competitions, and other social interactions whereby people feel more or less affirmed in terms of their core beliefs.
Social implications
This suggests that individuals and groups who perceive themselves as winning competitions, elections, or challenges will feel affirmed in their core beliefs, and be more motivated to pursue those valued ends. People who perceive themselves as being situationally unsuccessful will feel a general dampening of these core beliefs.
Originality/value
This chapter is the first to link the internal study of values with the general expectation states tradition. It is exploratory, and results suggest this is a fertile area for future inquiry.
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Hasan Evrim arici, Huseyin Arasli and Nagihan Cakmakoglu Arici
This multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract…
Abstract
Purpose
This multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.
Design/methodology/approach
Using time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.
Findings
The findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.
Originality/value
This study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.
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The purpose of this paper is to examine the moderator effects of switching costs, classified by type (relational, procedural, and financial) and direction (positive and negative)…
Abstract
Purpose
The purpose of this paper is to examine the moderator effects of switching costs, classified by type (relational, procedural, and financial) and direction (positive and negative), on the relationships between customer-perceived value, trust, and loyalty.
Design/methodology/approach
This study reports on quantitative data from a survey of two service contexts which vary in their degree of customer-employee contact and customization. In total, 360 usable questionnaires were collected, and the data were analyzed using multi-group structural equation modeling.
Findings
The results demonstrate that switching costs moderate, in different ways, the relationships between customer loyalty, trust and perceived value. Moreover, the strength of the moderator effects vary according to service type.
Research limitations/implications
This study provides new insight into understanding the moderating role of switching costs thus, reduces inconsistencies about the direction and the strength of the moderator effect of switching costs in loyalty frameworks.
Practical implications
This study helps managers choose the most effective loyalty strategy for specific service industries and perceptions of switching costs, and to look beyond their service boundaries in order to cross-fertilize strategies for handling switching costs.
Originality/value
No empirical study to date has simultaneously examined the moderator effect of switching costs classified by type and direction on the relationships between customer-perceived value, trust, and customer loyalty across two different service contexts in a single framework.
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Abdul Samad Kakar, Aervina Misron, Rauza, Natanya Meyer and Dilawar Khan Durrani
The fear of COVID-19 has been identified as a significant predictor of adverse work-related outcomes. Grounded on conservation of resource theory, this study examines the impact…
Abstract
Purpose
The fear of COVID-19 has been identified as a significant predictor of adverse work-related outcomes. Grounded on conservation of resource theory, this study examines the impact of fear of COVID-19 on faculty members' job turnover intention (TI) and job insecurity, as well as the relationship between job insecurity and TI. Additionally, the authors investigate job insecurity as a potential mediating variable between the fear of COVID-19 and TI.
Design/methodology/approach
Data were collected from faculty members (n = 226) working in Pakistan's public sector universities and analysed through PLS-SEM using SmartPLS software.
Findings
The results indicated that fear of COVID-19 was positively and significantly associated with both TI and job insecurity. Furthermore, the results demonstrate that job insecurity has a positive correlation with TI. In addition, the study's findings endorsed the mediating role of job insecurity between fear of COVID-19 and TI.
Practical implications
The study highlights the importance of addressing the fear of COVID-19 and job insecurity among faculty members, as they are significant predictors of TI. The findings suggest employers should prioritise providing a safe work environment and reducing uncertainty to retain their workforce during the pandemic.
Originality/value
This study adds to the literature as it conceptualises the indirect mechanism that links fear of COVID-19 to TI and job insecurity and provides practical implications that may reduce faculty members' TI.
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