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This study seeks to examine country of origin (COO) and national loyalty effects on Lebanese consumers' quality perceptions, attitudes, and purchase intentions with respect to airlines serving Lebanon.

The research comprised formulation of a detailed questionnaire that was served to 360 persons via personal delivery and e‐mails. Statistical analysis of data employed chi‐square and ANOVA tests.

It was found that factors other than personal experience could impact customer perceptions when selecting the airlines of preference in which national loyalty was a key factor. An important finding was that, from the point of view of personal experience, demographic variables influenced customer perceptions, whereas otherwise the country of origin (COO) effect was predominant.

There was a direct implication that factors other than personal experience do impact customer perception when selecting the airlines of preference. The findings show disagreement with many scholars who give high importance to personal experience as a basis for selection. In this scenario, the majority of the respondents traveled on MEA and gave a good evaluation for the quality services provided by MEA. A different experimental setting would be required to determine the response of dissatisfied customers with travel on MEA.

The analysis of COO effect in selecting an airline by Lebanese consumers is the first of its kind of study in Lebanon and would contribute to the overall literature. It could also provide useful information to the airline industry and national aviation planners in Lebanon.

This study aims to examine country of origin (COO), price and brand effects on Lebanese consumers’ attitudes towards US products and brands while evaluating a low‐involvement product like chocolate.

The research comprised formulation of a detailed questionnaire that was served to 488 administered at various shopping malls across Lebanon. Statistical analyses of data employed included Pearson correlation and analysis of variance (ANOVA) tests.

The data supported both the hypotheses that respectively predicted that brand price was more important than COO in the evaluation of low‐involvement products. The data did not support the hypothesis that predicted a preference by Lebanese consumers for “Made in Lebanon” products, based on a similar observed preference for domestic products in developed nations.

The external validity of the findings are limited since an over‐exaggerated weight is provided for the “made in” label while in a real purchase situation; price as well as brand have a weight that is far superior to that of the COO. In today's business world several cues are already embedded in the brand name which limits the internal validity of the study; this includes the “made in” labels as external cues used by respondents while evaluating a particular chocolate brand regardless of the origin cue already dispatched by the brand itself.

The results have evidenced, if needed, the importance of taste when purchasing a particular brand. Hence, a Lebanese consumer would not mind choosing a Ghour chocolate bar instead of a Nestlé or even a Cadbury chocolate bar only if these three brands had equivalent attributes. Brand is the second attribute considered by consumers when choosing a particular chocolate. Thus, a successful approach for international marketers would be to build strong brand equity. The results provide extremely useful outputs to the marketing professionals.

Social exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that more innovative individuals, who are particularly important to organisations, may be more likely to change jobs. The purpose of this study is to test how the innovativeness of an individual differs in its contribution to retention when subjected to different mediating and moderating influences indicated in the literature, for a cohort of employees that are undertaking degree studies while working.

To test theory that suggests certain implications for employee turnover, the part-time studies unit of a large South African university offering degree studies by evening classes was sampled, yielding 323 useable responses, with a response rate of about 30%. Structural equation modelling (SEM) is used to test a theoretical model predicting certain mediating and moderating influences on the relationship between individual innovativeness and turnover intentions.

Individuals with higher innovativeness self-report higher turnover intentions, which seem to be reduced by the mediating effects of perceived supervisor support and job satisfaction. Perceptions of distributive justice and core self-evaluations, which may be associated with an individual's evaluation of the social exchange relationship, are found to directly enable retention.

A model of moderation and mediation relationships between employee innovativeness and turnover intentions is derived from the literature and tested, offering novel insights into how to retain valuable staff in this context.