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1 – 10 of over 53000Joy Parkinson, Lisa Schuster and Rebekah Russell-Bennett
This paper aims to integrate existing thinking and provide new insights into the complexity of behaviours to improve understanding of the nature of these behaviours. This paper…
Abstract
Purpose
This paper aims to integrate existing thinking and provide new insights into the complexity of behaviours to improve understanding of the nature of these behaviours. This paper expands social marketing theory by introducing the Motivation–Opportunity–Ability–Behaviour (MOAB) framework to assist in understanding the nature of social marketing behaviours by extending the Motivation–Opportunity–Ability (MOA) framework.
Design/methodology/approach
This is a conceptual paper that proposes the MOAB framework to understand the complexity of behaviours.
Findings
This new tool will provide social marketers with an improved understanding of the differences between behaviours targeted by social marketers. Specifically, it provides a definition and application of complexity in social marketing that will facilitate the development of consumer insights and subsequent social marketing programs that more sufficiently account for the complexity of target behaviours.
Research limitations/implications
This proposed MOAB framework offers a foundation for future research to expand upon. Further research is recommended to empirically test the proposed framework.
Originality/value
This paper seeks to advance the theoretical base of social marketing by providing new insights to understand the nature of the behaviour in social marketing to assist social marketers to move beyond attempts to treat all behaviours as if they are the same.
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Maria Raimondo, Daniela Spina, Manal Hamam, Mario D'Amico and Francesco Caracciolo
This study empirically explores the factors that influence consumers’ readiness toward engagement in circular food consumption.
Abstract
Purpose
This study empirically explores the factors that influence consumers’ readiness toward engagement in circular food consumption.
Design/methodology/approach
A conceptual model based on the motivation–opportunity–ability (MOA) framework was developed. In addition to all the classical relationships in this theoretical framework, respondents' age and education were added to the model. An online survey was conducted, resulting in an overall sample of 411 Italian participants. Data were statistically analyzed by using partial least squares structural equation modeling (PLS-SEM).
Findings
The results indicated that motivation, opportunity and ability had positive effects on consumers’ readiness toward engagement in circular food consumption (CFC). Of all the constructs, intrinsic motivation had the most significant impact on consumers’ readiness toward engagement in CFC. The results also showed that sociodemographic traits—particularly age and gender—significantly influenced consumer readiness toward engagement in CFC. Practical and policy implications are proposed based on the study findings.
Originality/value
The study analyzes factors influencing consumers' readiness to engage in CFC. While great attention has been paid toward circular economy (CE) implementation in food consumption, empirical evidences on how to prompt the consumers' readiness toward CFC are still lacking. More specifically, the authors explore for the first time, sociopsychological factors affecting consumers' readiness to reduce, reuse and recycle technical components of food products, using the MOA theory as conceptual model.
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Ahmed Mohamed Elbaz, Gomaa Mohamed Agag and Nasser Alhamar Alkathiri
This study aims to examine the influence of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – on knowledge transfer and…
Abstract
Purpose
This study aims to examine the influence of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – on knowledge transfer and travel agents’ performance. In addition, the study investigates how employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance.
Design/methodology/approach
A positivist research philosophy was adopted with a quantitative approach, in which quantitative data were gathered based on questionnaires to tackle different stages of the study. To test the hypotheses, a self-administrated face-to-face survey of about 42 questions, launched on November 7, 2016, was used to compile response from top and medium management Category A travel agents operating in Egypt.
Findings
Based on a sample of 577 travel agents’ frontline employees, the results showed that the three dimensions of travel agents’ competencies have a positive effect on knowledge received by the employee. Findings further indicated that knowledge received by employee mediates the link between these three competencies and travel agents’ performance. The link between the competencies and knowledge received by the employee was found to be positively moderated by employee absorptive capacity. Moreover, these findings suggested that the relationship between knowledge received and travel agents’ performance is stronger when employees’ absorptive capacity is greater.
Research limitations/implications
This study is bound by certain limitations that also provide fertile grounds for further research. First, the study examined how an employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance. However, innovation as a dependent variable can be investigated. Second, one limitation is that the study is restricted to Category A travel agents only in Greater Cairo. Third, examining the antecedents of ability, motivation and opportunity seeking to transfer knowledge is also important.
Practical implications
It is important for travel agents, owners, managers and employees to acknowledge absorptive capacity as a critical component for organizations to sustain, grow and compete. Travel agents can also take steps to develop their employees’ absorptive capacity. Doing so would further enhance the success of knowledge, employees and travel agents’ performance. Also, travel agents’ top management has to ensure their employees’ absorbing knowledge, identifying and recognizing external knowledge, processing and understanding it, combining it with existing knowledge and applying the new knowledge to commercial ends. Hence, the development of absorptive capacity contributes to a travel agent’s achievement of competitive advantage.
Originality/value
This study contributes to the literature by expanding the extant literature on knowledge transfer and absorptive capacity by investigating the influence of travel agents’ manager competencies – ability, motivation and opportunity seeking – for knowledge transfer in the Egyptian context. In addition, it investigates the direct effects of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – for knowledge transfer. Finally, the paper investigates how employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance
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Karen Pak, Dorien Kooij, Annet H. De Lange, Maria Christina Meyers and Marc van Veldhoven
Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the…
Abstract
Purpose
Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.
Design/methodology/approach
Thirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.
Findings
Results showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.
Research limitations/implications
A limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.
Practical implications
This study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.
Originality/value
This study extends existing literature by including career shocks as possible predictors of sustainable careers.
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Tassilo Schuster, Dirk Holtbrügge and Franziska Engelhard
The purpose of this study is to analyze the effects of inpatriates’ abilities, motivation and opportunities on knowledge sharing and the moderating role of boundary spanning in…
Abstract
Purpose
The purpose of this study is to analyze the effects of inpatriates’ abilities, motivation and opportunities on knowledge sharing and the moderating role of boundary spanning in this context.
Design/methodology/approach
By integrating the ability–motivation–opportunity framework with the concept of boundary spanning four hypotheses are developed, which are tested against the data of 187 inpatriates working in Germany.
Findings
The study reveals that inpatriates’ motivation and certain opportunities are positively related to knowledge sharing, whereas inpatriates’ abilities do not show a positive effect. Moreover, it is shown that inpatriate boundary spanning has a moderating effect on this relationship.
Originality/value
Based on the results, the study enhances the current literature by introducing the concept of reputation asymmetry. Moreover, requirements of how inpatriates’ assignments should be designed and implications for further research are outlined.
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Fiona Edgar, Nancy M. Blaker and André M. Everett
For some years, human resource management (HRM) scholars have sought to understand how the high performance work system (HPWS) impacts performance. Recently, attention has turned…
Abstract
Purpose
For some years, human resource management (HRM) scholars have sought to understand how the high performance work system (HPWS) impacts performance. Recently, attention has turned to developing knowledge about the more micro-level aspects of this relationship, with the ability–motivation–opportunity (AMO) framework providing a useful lens. Empirically, these studies have produced mixed results. This study explores whether context is useful in explaining these anomalous findings.
Design/methodology/approach
This study considered the effects of context across two levels – the descriptive (situated demography–gender) and the analytical (societal–national culture) – on employees' behaviour in the HPWS–job performance relationship using survey data obtained from a sample of New Zealand organisations.
Findings
Results indicate that the employee demographic of gender may play an influential role, with ability found to be the most significant predictor of job performance for males and opportunity the strongest predictor of job performance for females. Given the importance of cultural context when examining employees' gendered behaviours, this study also considers the influence of New Zealand's national culture.
Practical implications
By describing the interaction between trait expressive work behaviours and job features, this study dispels the myth of universalism. In line with a contingency view, practitioners are encouraged to ensure alignment between features of their organisational context and the behavioural outcomes sought from their HPWS.
Originality/value
This study suggests HPWS research designs would benefit from analysing the full effects of contextual variables, rather than considering them purely as controls.
Lan Guo, Jutta Tobias, Elliot Bendoly and Yuming Hu
The purpose of this paper is to examine the antecedents and performance consequences of voluntary information exchange between the production and sales functions.
Abstract
Purpose
The purpose of this paper is to examine the antecedents and performance consequences of voluntary information exchange between the production and sales functions.
Design/methodology/approach
Building on the motivation-opportunity-ability framework, the authors first posit a general model for bilateral information exchange across functional levels. The innovation presented in this model consists in allowing both sides of such an exchange (e.g. production-to-sales and sales-to-production) to differ in the perceived adequacy of information they receive. The two sides can also differ in terms of how their motivation and ability impact that adequacy. To test the model, the authors make use of survey responses and objective data from sales, production and executive managers of 182 Chinese manufacturers.
Findings
Analysis of the sample shows that the sales-to-production exchange has a smaller estimated performance effect than the production-to-sales exchange. Although shared opportunity is important in predicting both sides of the exchange, the measure of motivation appears to only significantly impact the sales-to-production exchange. In contrast, the measure of ability only appears to significantly affect the production-to-sales exchange.
Research limitations/implications
Although limited to a regional context, differences in information-sharing drivers on the two sides of production-sales dyads pose strong implications that may be generalizable.
Practical implications
Specifically, these findings suggest alternative approaches and foci for resource investment that higher level managers can leverage in developing more effective cross-functional work settings.
Originality/value
This study differentiates itself from extant literature on information sharing by focusing on cross-functional (vs intra-functional) and voluntary (vs routine) information exchange.
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The purpose of this paper is to investigate the influences of smallholder farmers’ motivations, opportunities and abilities on their satisfactions of non-certified organic farming…
Abstract
Purpose
The purpose of this paper is to investigate the influences of smallholder farmers’ motivations, opportunities and abilities on their satisfactions of non-certified organic farming practices in Southern China based on the motivation–opportunity–ability (MOA) model.
Design/methodology/approach
The sample covers 314 smallholders from Nanning region in Southern China who have engaged in non-certified organic farming. Judgmental and convenient sampling are applied to collect data. Data analysis consists of confirmatory factor analysis, structural equation modelling and mediation test.
Findings
The results show opportunity as dominant impact factor of smallholder farmers’ satisfaction followed by motivation and ability. Also, their commitment to further non-certified organic farming is positively influenced by their satisfactory level. Mediation test reveals that satisfaction partially mediates the relationships between motivation, ability and commitment.
Research limitations/implications
First, due to the limited sample size in a single region, the findings cannot represent even Southern Chinese farmers as an entirety. Second, the study only limited itself in the scope of the MOA model.
Practical implications
Apart from providing updated empirical results for existing studies, this study also highlights the importance of farmer association, supporting scheme as well as the relevant training for the smallholder farmers to size the opportunities, promote their motivations and strengthen their abilities.
Originality/value
As little attention has been given to small-scale farmer who are involved in organic farming practice in China, this paper presents findings based on the MOA framework.
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This study emphasises the importance of employee participation in total productive maintenance and identifies the key factors influencing employee participation. The Motivation…
Abstract
Purpose
This study emphasises the importance of employee participation in total productive maintenance and identifies the key factors influencing employee participation. The Motivation-Opportunity-Ability (MOA) framework is adopted to identify and categorise key factors.
Design/methodology/approach
An embedded case study with a power plant service provider in England was conducted with a variety of research methods, for example interviews and questionnaire surveys, to gain a wide range of data.
Findings
Following the MOA framework, this study shows various key aspects of employees' motivation, opportunity and ability when participating in total productive maintenance. It also compares first-line machine operators and maintenance specialists in terms of the drivers and barriers to total productive maintenance for them, and reveals that they need different mechanical skills in order to participate in total productive maintenance.
Originality/value
The study extends the applications of the MOA framework to total productive maintenance initiatives and provides managers with guidance on how to correctly consider and prioritise employee participation in their implementation. Moreover, this is the first study to identify differences between first-line machine operators and maintenance specialists, in terms of their willingness to participate in total productive maintenance.
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Gregorio Sánchez-Marín, Gabriel Lozano-Reina and Mane Beglaryan
This study explores what impact high-performance work practices (HPWP) – from the ability-motivation-opportunity (AMO) framework – might have on financial performance among family…
Abstract
Purpose
This study explores what impact high-performance work practices (HPWP) – from the ability-motivation-opportunity (AMO) framework – might have on financial performance among family firms and examines the mediating role played by family-centered goals (FCGs).
Design/methodology/approach
The empirical approach is based on data collected from a sample of 339 Spanish small and medium-sized family enterprises operating in the industry and service sectors. To test the hypotheses, this paper applies a path analysis modeling tool to estimate both indirect and direct effects in mediator models.
Findings
The results indicate that the AMO framework has a significant impact on financial performance through the lens of FCGs. In addition, family businesses' keen concern to preserve family wealth influences the effectiveness of HPWPs, making firms more socioemotionally oriented at the expense of economic impact.
Research limitations/implications
This paper underscores the importance of integrating family aspirations into strategic human resource management (HRM) design, emphasizing the significance of socioemotional wealth (SEW) preservation.
Practical implications
The findings offer practical insights for family managers, family owners and human resource (HR) practitioners, suggesting the need to align HR practices with family goals and to strategically balance socioemotional and financial wealth considerations. Family owners in key management positions must skillfully manage HR strategies in order to harmonize family and firm goals.
Originality/value
By examining the mediating effect of FCGs, this paper advances and extends SEW theory in the context of HRM by considering the relationships between HR practices and firm performance as a mixed gamble approach.
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