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1 – 10 of 648Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit…
Abstract
Purpose
Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit and person-job fit) and organizational commitment in the hospitality industry. The secondary aim is to investigate the moderated mediation effect of hospitality employees’ calling on these associations.
Design/methodology/approach
The authors collected data from 248 hotel employees in China at three different time points. A moderated mediation model was examined by using the bias-corrected bootstrapping method.
Findings
Results revealed that person-organization fit and person-job fit indirectly influenced organizational commitment via positive affect. Calling was found to moderate the indirect influences of person-organization and person-job fit on organizational commitment via positive affect.
Practical implications
Managing employees’ affective experiences in the hospitality industry and promoting their organizational commitment are key strategies for hospitality organizations to promote service quality and retain their employees. This study suggests that hospitality organizations should actively attempt to improve employees’ fit perceptions and promote their sense of calling.
Originality/value
By theorizing and investigating the mediating role of positive affect and the moderating role of calling in the association between fit and employee commitment, this research extends existing knowledge on the association between fit–job attitudes and makes notable contributions to the hospitality literature on fit, affect, calling and job attitudes.
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Nemanja Berber and Dimitrije Gašić
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic…
Abstract
Purpose
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.
Design/methodology/approach
The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.
Findings
The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.
Originality/value
The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.
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Amy Shady, Nancy Bouchra and Menatallah Darrag
The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy…
Abstract
Purpose
The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy, as well as the mediating effects of metacognitive resources (MR) and dimensions of social perception (DSP) as cognitive antecedents. The authors integrate affective events theory, social comparison theory and schema theory to develop their arguments.
Design/methodology/approach
Using the survey approach, the authors recruited 490 professionals employed in Egypt and validated the proposed model and hypotheses in structural equation modelling (SEM).
Findings
The results show a significant relationship between WO and workplace envy. Additionally, metacognitive experiences (MEs) and warmth mediate the relationship among them.
Originality/value
By addressing how WO is a predictor of envy, this study is among the few to consider social-related events as predictors of envy. Additionally, the study is one of the first that has extended affective events theory to explore the role of an individual's cognition in generating envy.
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Aastha Kathuria and Apurva Bakshi
Online impulsive purchasing is growing exponentially, and website-related factors play a substantial role in this phenomenon. This study provides a comprehensive and integrative…
Abstract
Purpose
Online impulsive purchasing is growing exponentially, and website-related factors play a substantial role in this phenomenon. This study provides a comprehensive and integrative framework encompassing a variety of website-related factors influencing impulsive purchase behaviour.
Design/methodology/approach
The study is a systematic literature review, which includes literature search from two prominent databases. This article consolidates the results of 60 relevant research papers, and thematic analysis is performed on various website-related aspects classified into five research topics.
Findings
The different website qualities have been classified into broad themes and their role in online impulse buying has been explored. The antecedents, moderators, mediators, and outcomes are portrayed in an integrated research framework. Possible research gaps have been identified, and a future research agenda has been proposed, representing potential research areas.
Research limitations/implications
As we have included only studies published in the English language, this review may be limited by language bias. Relevant research published in other languages might have been excluded.
Practical implications
This literature review may provide management insights to marketers and practitioners managing online retail websites. To sustain an online business in the long term, it is critical for online retailers to have a thorough understanding of all conceivable website stimuli and develop them in a way that compels consumers to make impulsive purchases.
Originality/value
This study represents an original contribution to the realm of systematic literature reviews. To the best of our knowledge, this is the first SLR that elaborately delineates the influence of website-related factors on online impulse buying behaviour.
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Wei Yan, Huan Chen, Yan He and Cuilian Zhang
This study aims to understand how abusive supervision influences employees’ unethical pro-organizational behavior (UPB). In particular, the mediating effect of moral disengagement…
Abstract
Purpose
This study aims to understand how abusive supervision influences employees’ unethical pro-organizational behavior (UPB). In particular, the mediating effect of moral disengagement and moderating role of traditionality on this relationship were examined.
Design/methodology/approach
This study conducted a two-wave questionnaire survey using data collected from 629 employees from different companies in China. Moderated mediation analysis was conducted to test the hypotheses.
Findings
The results show that moral disengagement mediates the relationship between abusive supervision and employees’ UPB. Employee traditionality enhances the relationship between abusive supervision and moral disengagement as well as the indirect effect of abusive supervision on employees’ UPB via moral disengagement.
Originality/value
First, by exploring the positive impact of abusive supervision on UPB, the authors enhance the current understanding of the role of negative leadership in the development of UPB and enrich the research on the antecedents of UPB and outcomes of abusive supervision. Second, based on social cognitive theory, this study enriches the literature on abusive supervision and employee UPB by identifying moral disengagement as a mediator. Third, to the best of the authors’ knowledge, the authors are among the first to incorporate traditionality to tell a Chinese story about how traditional employees respond to the effects of abusive supervision on UPB, providing a new lens for the cultural boundary condition in the occurrence mechanism of UPB.
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Nor Farizal Mohammed, Norziana Lokman, Norazida Mohamed and Norsuhaily Abu Bakar
From 2000 to 2021, the Malaysian corruption perception index demonstrated a declining tendency, identifying Malaysia as a highly corrupt nation. Corruption in the nation has…
Abstract
Purpose
From 2000 to 2021, the Malaysian corruption perception index demonstrated a declining tendency, identifying Malaysia as a highly corrupt nation. Corruption in the nation has become a social cancer that has impacted the workplace and political climate. Using Dewey’s (1937) theory of education and social change, this paper argues that anti-corruption education is a tool for reforming the corruption culture of a nation. Consequently, the purpose of this study is to explore and understand the current anti-corruption education in Malaysian educational institutions.
Design/methodology/approach
The results of this study were derived from a qualitative content analysis of 20 Google News articles, an interview with the sole implementation agency, the Malaysian Anti-Corruption Commission (MACC) and a literature assessment of MACC publications. Due to a dearth of preceding study and journal publications on the topic, this type of qualitative content analysis of news has been applied in prior studies.
Findings
The results indicate that anti-corruption education has been implemented in the primary, secondary and higher education institutions in Malaysia. Nonetheless, the concept and implementation are inadequate, superficial and insufficient. The analysis advises more inclusive techniques for delivering anti-corruption education for social transformation.
Originality/value
Prior research has focussed on laws and regulations to prosecute the corrupt, but has underrated the ability of education to alter the corruption culture. To the best of the authors’ knowledge, this is the first journal paper, written on anti-corruption education in Malaysia. This study sets the way for further anti-corruption education studies in the future. This line of research will provide insights for the nation’s policymaking, which aims to create a nation free of corruption and capable of sustaining itself.
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Adolfo Carballo-Penela, Emilio Ruzo-Sanmartín and Belén Bande
This article aims to provide knowledge on the antecedents and consequences of individual proactive behaviour. The proposed research model includes two unexplored antecedents…
Abstract
Purpose
This article aims to provide knowledge on the antecedents and consequences of individual proactive behaviour. The proposed research model includes two unexplored antecedents (experienced meaningfulness of work and industry competitive intensity) and one consequence (individual proficiency).
Design/methodology/approach
Data were collected from 297 salespeople working at 105 enterprises in a range of industries. Data analysis was performed by applying confirmatory factor analysis and structural equation modelling.
Findings
The results show (1) a positive association between industry competitive intensity and salespeople’s experienced meaningfulness of work and their proactivity at work; (2) a positive relationship between salespeople’s proactive behaviour and their individual proficiency and (3) that salespeople’s proactivity mediates the relation between industry competitive intensity and the experienced meaningfulness of work and individual proficiency.
Originality/value
The results suggest that managers could stimulate proactive behaviour by increasing the experienced meaningfulness of work. They also indicate that it is not only individual factors that are relevant in stimulating proactive behaviour at work, as contextual factors (particularly external ones) can also influence individual decisions with regard to engaging or not in proactive behaviour. Our findings regarding the positive relationship between proactivity and proficiency would help managers to encourage salespeople’s proactive behaviour.
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Jamini Ranjan Meher, Lagna Nayak, Rohita Kumar Mishra and Gokulananda Patel
The main purpose of this study is to investigate the effect of learning culture and knowledge sharing (KS) on organizational effectiveness (OE). This study also proposed to…
Abstract
Purpose
The main purpose of this study is to investigate the effect of learning culture and knowledge sharing (KS) on organizational effectiveness (OE). This study also proposed to investigate the role of employee competency in organizational success.
Design/methodology/approach
This study is based on the primary and secondary sources of data. The primary data comprises 392 responses from different information technology firms located in India, whereas secondary sources are based on journals, reports, company manuals, etc. The data was analyzed in partial least square-structural equation modeling using SMART-PLS 3.3 software.
Findings
This study confirms the conceptual model with the collected data. The key contributors to the model are organizational learning culture (OLC), KS, employee competencies (EC) and OE. The OLC and KS are the independent variables, and OE is the dependent variable, whereas the EC is the mediating variable in the research model. The findings reveal that there is a significant OLC on KS, EC and OE. Likewise, the relationship between KS and OE is also significant. The mediation analysis confirms the EC is significant for the relationships. However, the mediating effects of KS on the relationship between OLC and EC are not significant in this research.
Practical implications
An effective learning culture that leads to an increase in KS activities eventually enhances EC and promotes OE. It indicates that strengthening the learning culture will result in the promotion of knowledge sharing, and it is obvious that the employees’ competencies will increase when the employee is skilled and knowledgeable.
Originality/value
With references to different theories, this study provides an integrated model that shows the relationships between OLC, KS, EC and OE. By strengthening the OLC and KS, this relationship is benevolent to the success of the organization. The created framework paves the way for scholars to further explore insights from inside each component.
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Abstract
Purpose
Career plateau and employee silence are negative employee management phenomena that should be overcome but are challenging. However, relatively speaking, when employees reach a particular career stage, it is inevitable that the hierarchical plateau in the career plateau will occur, while the phenomena of employee silence have the chance to improve. This paper aims to study the influence mechanism of the career plateau on employee silence in an uncertain environment and then provides theoretical support for enhancing the organizational phenomenon of employee silence.
Design/methodology/approach
After considering the effects of career plateau and social desirability of employee silence, this paper obtained 313 samples based on the pilot survey, which were collected anonymously online and offline. Based on passing the data quality test, this experiment uses hierarchical regression, Bootstrap method, interaction graph and slope test to test the mediating variable
Findings
The results show a significant positive correlation between career plateau and employees' silent behavior. Affective commitment plays a partial mediating role between career plateau and employees' silent behavior. Organizational justice not only negatively moderated the relationship between career plateau and affective commitment but also negatively moderated the indirect effect of career plateau on silent behavior through affective commitment.
Originality/value
First, based on the theory of uncertainty management and social exchange theory, this paper develops a behavioral response to the organizational environment based on the principle of fair exchange when employees perceive an uncertain environment. This study innovatively applied the two theories together in one study, establishing a link between the two theories. Second, this study explores the influence of career plateau on employee silence and empirically tests the silent behavior based on the previous division of three dimensions of career plateau. The third study explores affective commitment, the black box of the relationship between career plateau and employee silence. This research also enriches the related research on affective commitment.
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Qiang Zhang, Brian Yim, Kyungsik Kim and Zhibo Tian
The aim of this study was (1) to investigate the relationship between destination image (DI), destination personality (DP) and behavioral intention (BI) in the context of ski…
Abstract
Purpose
The aim of this study was (1) to investigate the relationship between destination image (DI), destination personality (DP) and behavioral intention (BI) in the context of ski tourism and (2) especially the role of DP in the relationship between DI and BI among ski tourists.
Design/methodology/approach
We collected data using WJX.CN (N = 400) to test the hypothesized model. Confirmatory factor analysis (CFA) was used to examine the psychometric properties of the measurement model and partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses.
Findings
The results show that DI directly affects DP and partially affects BI, while DP directly affects ski tourists' BI. In addition, the indirect effect of DP between affective image and BI was significant, showing full mediation, and the indirect effect of DP between cognitive image and BI was significant, showing a partial mediation effect.
Originality/value
The findings enrich the ski tourism literature, contribute to the development of ski tourism in destination cities and the strategic marketing of ski resorts and provide recommendations for ski tourism researchers and marketers.
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