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Recent research has demonstrated that people are more likely to engage with fatty food content online. One way health advocates might facilitate engagement with healthier, calorie-light foods is to alter how people process food media. This research paper aims to investigate the moderating role of viewer mindset on consumer responses to digital food media.

Two experiments were conducted by manipulating the caloric density of food media content and/or one’s mindset before viewing.

Results show that the relationship between nutrition and engagement is moderated by consumer mindset, where activating a more calculative mindset before exposure can elevate social media engagement for calorie-light food media content.

These findings contribute to the domain of obesogenic digital environments and the role of nutrition in consuming food media. By examining how mindsets interact with affective evaluations, this work demonstrates that a default mindset based on instinct can be shifted and thus alter subsequent behavioral intentions.

This work provides insight into what can boost the visibility and engagement of healthy food content on social media. Marketers can help promote healthier food media by cueing consumers to think more deliberately before exposure.

This research builds on recent work by demonstrating how to boost engagement with healthy foods on social media by cueing a more thoughtful mindset.

This paper aims to examine how psychological need satisfaction (PNS) relates to the display of servant leadership (SL) behavior through the motivation to serve (MTS) and non-calculative motivation to lead (MTL).

Data were collected using an electronic online questionnaire completed by 125 individuals from various organizations and industries. Data were analyzed using confirmatory factor analysis (CFA) and regression analysis.

PNS, MTS and non-calculative MTL were found to relate positively to the display of SL behavior. Moreover, both MTS and non-calculative MTL were found to mediate fully the relationship between PNS and SL.

This study is one of the first to investigate the motivational antecedents of SL. Moreover, it is the first to empirically study PNS as an antecedent of SL. The findings emphasize the importance of a leader's PNS in their motivation to display SL behavior, implying that a positive work environment is conducive to SL.

Amidst the perpetual evasiveness of a general succession model, successor commitment has been identified as an important factor. The purpose of this paper is to examine to what extent female successor commitment displays particular characteristics and which insights this sheds on successor commitment theory.

Based on a review of the relevant literature, propositions concerning female successor commitment are developed. Qualitative case study data are used to explore the applicability of the multidimensional successor commitment model.

Normative commitment was only observed in female successors at a time of crisis or when no other successor was available. It was found to be a dynamic concept and the data indicated a general shift towards affective commitment. A combination of calculative and affective commitment was found when the female successor chose a career in the family business, to be able to combine career and child care responsibilities, indicating the need to include personal cost in the antecedents for calculative successor commitment.

The findings suggest amendments to consider for the successor commitment model and the calculative commitment type in particular. The most important implication for future research is the development of assessment tools to be able to measure and quantify different types of commitment and their relative strength, in order to be able to make inferences about co‐occurrence and change.

The paper takes a female perspective to explore the successor commitment issue and thereby allows identifying issues hitherto invisible to the successor commitment discussion.

As both workplace and personal interactions increasingly move into online discussions, the impact of various technological devices (such as cell phones and laptops) on behaviors and decisions must be better understood. This study aims to assess whether tasks done on cell phones or laptops prompt more deception for the sake of personal gain in decisions and negotiations, based on the associations held about each device.

Four empirical studies plus a single-study meta-analysis explore the rates of self-serving deceptive behavior based on the type of device used in decision-making tasks (ultimatum-game bargaining and negotiations).

Results show that using a laptop prompted more self-serving behavior than using a cell phone. Follow-up studies suggest that the dominant associations that people hold with each device – professional ones for the laptop and personal ones for cell phone – may help drive this effect.

To the best of the authors’ knowledge, this study is among the first to establish a link between technological device and behavioral outcomes in negotiations, even when the exact format of the information sent and received is identical (i.e. text-only format). The findings have implications for selecting devices for important negotiations and decisions, as some may promote more ethical behavior than others.

The main objective of this chapter is to propose an alternative framework to analyze Corporate Social Responsibility (CSR) – which we call a “non-strategic” approach to CSR– that stems from a criticism of the normative perspective of Public Relations (PR) and the competitive corporate strategic mindset. Inspired by Certeau’s tactical take on the everyday life of common people and the Latin American critical school of “alternative communication,” we set the foundations of a theoretical and practical overture that could lead to a set of possibilities in the area of CSR. The conceptualization of this alternative view about CSR is based on both a critical discussion of fundamental notions of PR, communication and management, and the empirical insights stemming from the practice in the field, mainly in the Latin American region. The non-strategic approach to CSR challenges both theoretically and practically the very idea of socially accountable corporation and its relation with society. Conceptually, the non-strategic approach considers all the parties engaged in the process are responsible for bringing out emerging value and translating it into a shared destination through experimentation. Practically, being non-strategic, which emphasizes the tactical actions that are rooted in the daily life of people, entails the creation of social innovation spaces or labs and networking that could become tools for problem solving and increase the possibilities for creative collaboration between corporations and communities. The non-strategic approach offers an analytical framework to assess the ethical and practical implications of CSR initiatives.

Recent neuroscience research shows that two large-scale cortical networks are involved in organizational behavior. These two networks are naturally antagonistic – when one is active the other tends to be suppressed. The focus of the chapter is to apply the opposing-domains hypothesis to problems associated with: (1) trying to balance creative thinking and global processing with analytic reasoning and focused attention; (2) avoiding ethical dangers associated with an imbalance in task positive network (TPN) and default mode network (DMN) thinking; and (3) properly motivating and incentivizing employees so as not to lead to an imbalance between the TPN and DMN. We contend that the opposing-domains hypothesis can inform organizational and leadership theory in areas where single-dimensional dual-process models are inadequate.

In this paper, we argue that work should be recognized as “commons.” We call for a new approach to how managers define their role and responsibility regarding the problem of work flexibility and of its societal implications. We argue that, in the global and digitized economy, it is in the best interest of all the company’s stakeholders that managers choose combinations of work arrangements and human resource policies considering the externalities of these decisions. Managers’ responsibility spans to the costs and risks that the broader social system of organizational stakeholders will bear because of their decisions. When labor market institutions are “thin,” it is management’s responsibility to contribute structuring and shaping them, so that the interests of workers, independent of the work arrangements, are considered.

The primary purpose of this exploratory paper is to propose a novel analytical framework for examining corruption from a behavioral perspective by highlighting multiple issues associated with quantification culture.

This paper is part of the author’s exploratory study into the complex corruption phenomenon in Indonesia from a variety of viewpoints to obtain a better understanding of its nature and dynamics. By building on previous literature on quantification culture, audit culture and the corruption phenomenon, this paper explores the different issues related to overreliance on numbers and how they may have led to increased corruption, particularly in Indonesia. Using the Fraud Decision Scale framework, this paper also demonstrates how the quantification culture affects the cost-benefit analysis of corruption offenders. To develop the best anticorruption strategy and lay the groundwork for future anticorruption studies, this paper presents a fresh perspective on how to analyze and evaluate the corruption issue.

The author established that despite the benefits that quantification practices – such as indicators, scores, ratings and rankings – bring to societies and organizations, there is evidence that these practices can have unfavorable effects when used excessively or incorrectly. One of the adverse effects of quantification practices is over-quantification, which manifests as various inappropriate behaviors, including an excessive desire to acquire riches and material belongings. Additionally, the worship of ranks and status derived from quantitative evaluation processes has led many people to prioritize short-term objectives above long-term improvements. Eventually, these will cause organizations to lose productivity and make them susceptible to fraud and corruption. Future studies are needed to determine the most effective approach for mitigating over-quantification issues. In this exploratory paper, the author proposes balancing quantitative practices with qualitative knowledge to gradually alter people’s behavior by broadening their perspectives in perceiving various phenomena in the world, not only by describing and explaining them but also by comprehending their underlying meanings.

This exploratory study is self-funded and relies primarily on documentary analysis to explore the corruption phenomenon in Indonesia. Future studies will benefit from in-depth interviews with former corruption offenders and investigators.

This exploratory paper contributes to the development of a sound corruption prevention approach by presenting a novel analytical framework for examining various behavioral problems linked with quantification culture that may lead to the escalation of corruption.

This study emphasizes the significance of understanding the structure and dynamics of quantification culture and their negative behavioral impacts on people to comprehend the corruption phenomenon better.

To determine how different voluntary leaves of absence (parental vs. community service) affect individuals’ preferences for working with either male or female supervisors. Drawing on role congruity theory, the authors examined whether individuals would least prefer supervisors who took voluntary leave that violated role expectations.

In Study 1, participants (n = 372) evaluated supervisors who took different forms of leave (none vs. parental vs. community service). In Study 2 (n = 202), the authors tested an intervention to reduce negative bias toward males taking community service leave. In both studies the authors examined the sex of the supervisor (male vs. female) on perceptions of typicality and supervisor preference.

Males who took community service leave were perceived as most atypical and were least preferred as supervisors. However, providing relevant research-based information about typicality reduced this bias.

The results show that people respond negatively toward males who take community service leave. Managers can help reduce this bias by providing relevant research-based information regarding community service leave.

This work is among the first to explore the consequences of community service leave and how it interacts with supervisor sex. The authors also identify a simple way to reduce bias against males who take community service leave.