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Although we know that HRM practices can have a huge impact on employees’ innovative work behaviour (IWB), we do not know exactly which practices make the difference and how they affect IWB. Thus, the purpose of this paper is to determine the best HRM practices for boosting IWB, to understand the theoretical reasons for this, and to discover mediators and moderators in the relationship between HRM practices and IWB.

Based on a systematic review of the literature, the authors carried out a content analysis on 27 peer-reviewed journal articles.

Working with the definitions and items provided in the articles, the authors were able to cluster HRM practices according to the ability-motivation-opportunity framework. The best HRM practices for enhancing IWB are training and development, reward, job security, autonomy, task composition, job demand, and feedback.

The results of this study provide practical information for HRM professionals aiming to develop an HRM system that generates innovative employee behaviours that might help build an innovative climate.

A framework is presented that aggregates the findings and clarifies which HRM practices influence IWB and how these relationships can be explained.

This paper aims to examine the impact of thinking about an event as an antecedent to subsequent talk about this event with others (i.e. word-of-mouth). Thinking has been a neglected variable in word-of-mouth research, despite the fact that several conceptual arguments indicate that thinking is likely to enhance talking. Here, the thinking–talking association is examined in the context of service encounters.

Data were collected with a critical incident method, and the main variables were measured with questionnaire items.

Thinking about a service encounter – after it has been completed – had a positive influence on subsequent talk to others about the encounter. The association was mediated by the memorability of the service encounter and the extent to which what had happened had been subject to rehearsal with the purpose of telling others about it. In addition, with respect to antecedents of consumer thinking, the results indicate that service encounter incongruity had a special role in why the consumer thinks about encounters after they have been completed.

The findings should be seen in relation to the dominant position of customer satisfaction as an antecedent to word-of-mouth in the existing literature. The present results, however, indicate that satisfaction’s contribution to the variation in talking about the encounter was modest.

The evening meal is an important, regular event in the lives of many people and its daily practices lead consumers to develop habits that determine their food choices. The objective of the present work is to further investigate how consumers make choices by determining the stages as well as the content of the family's daily food (i.e. seafood and meat‐related) decision‐making process.

Twenty‐four families in Denmark, Norway and Iceland were asked to fill in a one‐to‐two‐week semi‐structured diary regarding any thoughts they had about the decision‐making sequence regarding their evening meals. Data were analysed by means of content analysis so as to gain insight into the main themes and distinctive patterns with respect to the four stages of the decision‐making sequence by identifying a number of codes and sub‐codes of high and lower abstraction level.

The main results were similar across the three countries. Planning was the most important phase of the evening meal decision‐making sequence, where Nordic respondents considered practical issues, and engaged in a more rational type of thinking, allowing cognitive aspects to prevail at this particular stage. The presence of rational thoughts was repeated in the successive stages of purchasing, whereas affective thoughts were elicited mainly during the later stages of preparation and consumption. Furthermore, the comparison of seafood and meat as choices that complied with respondents' demands and expectations revealed that the two food types were perceived as substitutes for each other; however, meat was considered a choice that respondents felt more confident with in terms of pre‐ and post‐purchasing experience.

This paper offers substantial insights into the factors that influence the decision making process, as well as the importance that consumers assign to those factors across most stages of the decision making process. This valuable, in‐depth information can only be collected by using qualitative methods such as the present diaries. Gaining insights into the factors that influence various stages of the evening meal decision‐making process enables researchers to identify the importance that consumers assign to cognitive and affective factors across the food provisioning stages for a variety of food products (including seafood).

The purpose of this paper is to examine the perceived progress of graduates who have been recruited by organisations and to assess their expectations and corresponding satisfaction levels. Drawing on the psychological contract and graduate development literature, the objective of the study was to compare the opinions of graduates from an organisation that offers a graduate development programme (GDP) to graduates from an organisation that does not offer such a programme.

In this paper there are interviews with HR managers, coupled with the design and distribution of a questionnaire to 126 graduates in two organisations with a response rate of 71 per cent (89 completed questionnaires).

Interesting findings emerged from the research that suggest that while GDPs do have merit, they do not appear to result in graduates who are more satisfied. In fact the opposite appeared to be true. From the sample, it emerged that organisations that employ these programmes have graduates who are less satisfied than their counterparts in organisations with no such programmes.

A number of practical implications and recommendations were identified from the study, including the importance of monitoring graduate expectations and satisfaction levels, introducing short‐term development plans, re‐evaluating the terms of reference of the GDP and providing specific training for supervisors/managers of graduates. To ensure that GDPs play a positive part in ensuring the organisational commitment of the graduate, they must be carefully developed and managed.

The paper offers insights into satisfaction levels regarding GDPs.

The purpose of this study is to examine consumer attitude toward a new type of co-branded products, which encompass attributes of high-technology and luxury. The authors named these kinds of co-branded products as “high-tech luxury co-branded products” (HLCPs). Current theoretical approaches used to study co-branding strategies cannot completely explain consumer attitude toward HLCPs. In this study, the authors apply the ABC (affect-behavior-cognition) model of attitudes (as opposed to attitude as a whole) to explore how affect and cognition drive consumer behavior toward HLCPs.

Questionnaires were used and the respondents totaled 483 in period 1 and 331 in period 2. Respondents were collected using convenience sampling technique in one university in Spain and analyzed using structural equation modeling.

The authors finding revealed that consumers use both affect and cognition simultaneously when forming an attitude toward HLCPs. Also, consumers’ perception of product fit represents a more relevant driver of consumer behavior with respect to brand fit. Appropriate theoretical and managerial implications are derived from these results.

This study contributes to the understanding of consumers’ preferences toward high-tech luxury co-branded products.

The purpose of this paper is to present the first known empirically‐tested model of Employee Based Brand Equity (EBBE). In doing so, it seeks to provide insight into how organisations can not only effectively manage the internal brand building‐process but also, more importantly, appreciate the subsequent employee effects and organisational benefits.

Data were collected via an online survey of 371 employees who work in service organisations, sourced from a market research database list.

Strong support was found for nine out of the ten hypothesised relationships, thus providing strong validation for the proposed model.

The employment of surveys can present data collection problems stemming from such things as lack of willingness to participate on behalf of the respondent, loss of validity when using structured questionnaires, and inherent challenges of wording questions properly. However, in acknowledging these limitations, actions, such as the utilisation of a national database of “opt in” survey participants coupled with the good reliability results and the methodical four‐stage survey design process undertaken, it is suggested that every effort was made to negate the limitations.

Knowledge is gained from empirically validating a model of EBBE: it further enriches the application of traditional brand management techniques; provides a framework for brand communication training; increases organisational understanding of how to engender positive employee actions; and increases the accountability of such an internal investment by identifying measurable organisational benefits that accrue as a result of such efforts.

The paper makes three important contributions: expanding the existing brand equity literature to incorporate a third yet equally relevant perspective, that being the employee; the adoption of a multi‐disciplined approach to addressing a marketing issue and, in doing so, extending beyond the connectionist cognitive psychology view of brand equity to incorporate a contextual/organisation cultural element; and reflecting the perceptions of employees, who are currently under‐represented in the internal brand management literature.