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The purpose of this paper is to posit a curvilinear relationship between organizational tenure and various facets of job performance. So far, theoretical explanations of such curvilinearity have been inconclusive and ambiguous. The current study draws from literature on organizational commitment to present an additional psychoeconomic explanation for curvilinearity. Further, it brings together job design, job stage, and conservation resource models to investigate moderation effects of motivational job characteristics on the organizational tenure-job performance relationship.

It is a longitudinal field study at two time periods using a sample of employees (n=679) in 19 job profiles from 13 different public sector organizations.

The current study found a mediated curvilinear relationship between organizational tenure and job performance from continuance commitment. The data show moderation effects of motivational job characteristics on the mediated curvilinear organizational tenure-job performance relationship.

Prior research based on industrial and business organizations provides substantial evidence to expect a curvilinear relationship between organizational tenure and job performance. That is, after an employee has spent a considerable amount of time in an organization and learned virtually all aspects of the job, further organizational tenure may cease to produce additional job performance improvements. However, scholars predicting curvilinear relationship have focused predominately on empirical verification with inconclusive and ambiguous theoretical explications. Therefore, the aim of the present study is twofold. First, it attempts to describe the ambiguous relationship between organizational tenure and job performance by examining the mechanism behind curvilinearity. Second, it examines motivational job characteristics as possible moderators that may affect the relationship.

The question of how the firm responds to performance feedback forms the backbone of the behavioral theory of the firm. Although the literature works with goals aspirations and additional determinants of a firm’s search activity – proximity to bankruptcy and slack resources – the majority of the empirical research assumes the firm’s response to performance feedback to be linear with a spline at the aspiration level. The purpose of this paper is to study possible curvilinear properties of performance feedback itself that may yield insight on the behavior of firms responding differently from the theory’s predictions.

The research uses data from exchange-listed German industrial firms followed from 2001 to 2015. It evaluates hypotheses using historical aspiration models with ROA as a measure of performance and with a spline specification. The fixed-effects panel data models serve as an estimation technique.

The research supports an inverted U-shape relationship between performance feedback and research and development (R&D) intensity for firms below their aspiration levels, and a U-shape relationship for firms above their aspiration levels.

The research is one of the first to directly study curvilinearity in performance feedback relationships. Arguably, there is no such a study directly focusing on a firm’s search as represented by R&D, despite the fact, that R&D forms the backbone of performance feedback research. Also, the population of German industrial firms is new in the literature.

This research aims to investigate whether and how differences may exist in children’s preferences of package design across cultures, with a focus on three aspects of package design: curvilinearity, figurativeness and complexity.

A large-scale questionnaire survey has been conducted in a face-to-face setting in the USA and China, generating valid responses from 763 American children and 837 Chinese children of age 3-12 years.

Unlike previous findings among adults, children from both cultures were found to unanimously prefer curved package design. Nevertheless, Chinese children showed greater preferences for figurative and complex package design than American children; these tendencies increased with age, suggesting significant age–culture interactions.

The surprising finding of the lack of cultural difference in children’s preferences of curved package design suggests that such cultural preferences established in studies of adults may not emerge through time via cultural/social learning until after age 12. The limited cultures, stimuli and factors included in the study call for replications of the study in more realistic and broader settings.

The findings provide package design guidelines for consumer product marketers and designers/innovators targeting the Chinese and American children’s markets. Curved package designs are preferred by children from both cultures. Nevertheless, marketers should choose figurative and complex package design in accordance with the target children’s age and cultural background.

This study contributes to the limited empirical consumer behavior research on package design, especially that of children’s products. It also extends the literature on cultural psychology, experimental aesthetics and developmental psychology.

This study aims to investigate the impact of women’s representation at one hierarchical level on women’s representation above or below that level. No past research investigated these effects in the hospitality and tourism industries. The mixed results of research in other industries and across industries demand tests of curvilinearity and moderators.

Using annual equality reports, a panel data set for 2010–2019 was created for the hospitality and tourism industries. The sample of 581 organizations had up to 5,810 observations over the 10 years.

The analyses show the following effects of women’s representation: an inverted U-shape from management to non-management, a U-shape from non-management to management and a U-shape from management to the executive team, with more pronounced effect in small organizations.

To increase the number of female employees, organizations should invest their resources in hiring and retaining female managers until a gender balance is reached while managing any backlash from men. The results suggest that organizations with more than 40% of women non-management employees and 50% of women managers start `experiencing positive bottom-up dynamics. Thus, efforts need to be made to attract and retain a women’s pipeline at the non-management and management levels.

This study delivers pioneering evidence of the top-down and bottom-up phenomena in hospitality and tourism. It refines evidence of such effects found in past research conducted in other industries and across industries.

The aim of the study is to examine the effects of opportunity creation and discovery on the performance of family firms. Specifically, from the tenets of dynamic capabilities and organizational contingency perspectives, this study proposes and tests a framework of how family firms' creation and discovery behavior impact venture growth and the conditions under which such impact can vary.

The study uses moderated-hierarchical regression to analyze survey data from 156 family-owned small and medium-sized enterprises (SMEs) operating within a sub-Saharan African economy.

The findings indicate that creation behavior has a curvilinear U-shaped relationship with venture growth, while discovery behavior has a direct positive relationship with venture growth. Further analysis reveals that the curvilinearity of the U-shaped relationship between creation and venture growth will be stronger for older family firms than for younger ones.

The study findings may be limited by the cross-sectional nature of the data and the specific focus on family firms only.

The results highlight the significance of pursuing both opportunities among family firms. In fact, both creation and discovery opportunities are significant drivers of family firm growth, albeit in different capacities. Relatedly, managers of older family firms (compared to younger firms) can invest more in exploiting creative opportunities.

From these findings, governments and other stakeholders should create enabling environment and institutional frameworks conducive to exploiting opportunities by entrepreneurial firms.

The study is novel – as it provides unique findings on the performance implications of creation and discovery behavior of entrepreneurial family firms within developing economies.

The purpose of this paper is to investigate the longevity implications of exploitation and exploration. It examines the main effect of exploitation, the main effect of exploration, and the interaction effect of exploitation and exploration on organizational longevity.

This study employs Cox Proportional Hazard Model in analyzing 20-year data from the hard disk drive industry.

Exploitation, independent of exploration, has a positive impact on organizational longevity. Exploration, independent of exploitation, has a curvilinear impact on organizational longevity. Jointly, exploitation weakens the curvilinear relationship between exploration and organizational longevity.

This study challenges the dualistic view that exploitation is for “current viability” and exploration is for “future viability.” It suggests that firms need to actively engage in (instead of compromise) both exploitation and exploration in order to prolong their lifespan despite the counter force triggered by the negative dynamics between exploitation and exploration.

In order to prolong organizational longevity, firms need to fully engage in (but not compromise) their existing product-market domains, actively explore (but not over-explore) their new product-market domain, and to embrace (but not avoid) the tension between exploitation and exploration.

This study is one of the few that systematically and empirically examined the longevity implications of exploitation and exploration. It adds specificity and precision to the understanding of how exploitation and exploration, independently and jointly, affect organizational longevity.

Prominent review articles conclude that the relationship between age and job satisfaction is probably linear because the clear majority of studies has produced linear findings. Recent research has suggested, however, that if the age/satisfaction relationship was investigated using appropriate multivariate techniques while controlling for levels of employee tenure, the “true” shape of the relationship could be determined. Unfortunately, studies which have done so have come to opposite conclusions about the linearity/curvilinearity of the relationship. The present investigation, using 457 employees of a US social service organization, suggests that the shape of the age/satisfaction relationship is neither universal nor invariate but, in fact, depends on individual and situational differences.

In a computer simulation experiment, the sociocybernetic concepts of self‐referencing control, disturbances from the environment, goal‐oriented behaviour, and morphogenesis are subsequently included in a model. With this model, a large variety of trajectories with quite different behaviours can be generated by only minor changes of initials and coefficients, which leave the structure of the model fully intact. Shows that the same trajectory can be generated by models which have a completely different structure. Thus, the “fit” between observed and generated trajectories is an insufficient criterion to warrant decisions regarding acceptance or rejection of the model, and the theory behind it. Additional criteria have to be introduced in model‐testing methodology. The sociocybernetic concept of self‐referentiality even requires a radical change in this methodology.

Community household survey data tested the intervening role (between education and reported health outcomes) of adaptations of Antonovsky’s (1987) tripartite sense of coherence (SOC). Comprehensibility was indexed by clarity and responsiveness of insurance representatives, manageability was measured by problems reported with physician office visits, and meaningfulness was assessed with household members’ community health activities. SOC measures did not link education to either impairments or to health lifestyle scores. Comprehensibility and manageability linked education with self-reported well-being. Education and manageability each reduced impairments, while education, manageability, and meaningfulness increased lifestyle totals. Results help elucidate the influence of education on health.

Scholarship on the effects of various kinds of state repression (e.g., counterterrorism, counterinsurgency, protest policing) on subsequent dissent has produced a body of contradictory findings. In an attempt to better understand the effects of one form of state repression – protest policing – on one form of dissent – public protest – this paper examines the effects of various policing strategies used at protest events on subsequent protest levels in the United States between 1960 and 1990. Theoretically, we argue the effects of repression cannot be broadly theorized but instead need to be hypothesized at the level of particular police strategies and actions. We theorize and empirically examine the impacts of five police strategies, while also improving on prior analyses by producing a comprehensive model that examines lagged and nonlinear effects and examines the effects across the entire social movement sector, as well as across two specific movement industries. Results (1) confirm that not all police strategies have the same effects; (2) show that policing strategies tend to have predominately linear effects; (3) show that police actions have their strongest effects in the very short term, with few effects detectable after a few weeks; and (4) point to interesting differences in the effects of policing strategies on subsequent protest across different social movements.