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1 – 4 of 4Sharyn Rundle-Thiele, Sarah-Louise Mitchell, Zoe Lee and Fran Hyde
Social impact research remains in its infancy. The purpose of the paper is to build on Keeling and Marshall’s (2022) “Call for impact” paper and develop a comprehensive social…
Abstract
Purpose
Social impact research remains in its infancy. The purpose of the paper is to build on Keeling and Marshall’s (2022) “Call for impact” paper and develop a comprehensive social impact pathway (SIP) framework. The aim is to encourage marketing researchers, non-profits and corporations to pursue impactful work that is valued, planned, monitored and evaluated.
Design/methodology/approach
The conceptual paper explores the complexities of estimating social impact drawing from a range of illustrative cases.
Findings
The paper identifies a lack of clarity in the understanding and application of impact and presents a pathway aimed at increasing focus on social impact across future work to deliver the net-positive changes that are needed to reverse biodiversity decline, climate change and social and health inequalities that continue to be persist and be experienced by so many planet wide.
Research limitations/implications
This paper contributes a pathway forward to encourage and support increased utilisation of the framework in future marketing research.
Practical implications
Mapping and measuring SIPs are concerted efforts directing understanding towards identifying the activities that are contributing to the delivery of outputs that can achieve intended outcomes. The measurement of impact directs investment towards activities that ensure net-positive gains are achieved.
Social implications
Ever growing social inequities, health disparities, loss of biodiversity and environmental degradation occur when practices are left unchecked. A focus on impact avoids greenwashing practices, ensuring that an understanding of what has changed because of the work is transparently reported.
Originality/value
This paper aims to encourage marketing researchers to engage in social change projects, rather than solely disseminating academic findings. Emphasising the importance of an outside-in approach, this paper highlights the necessity of showcasing accumulated outcomes to demonstrate impact.
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Stephanie Geoghan and Kristy Holtfreter
The purpose of this paper is to integrate general strain theory and procedural justice in the context of research misconduct in university settings.
Abstract
Purpose
The purpose of this paper is to integrate general strain theory and procedural justice in the context of research misconduct in university settings.
Design/methodology/approach
Drawing on media accounts and past research, the authors present data on the financial costs of research misconduct to universities and identify graduate school processes as a possible source of strain may lead to misconduct. Relevant research on procedural justice in organizational settings is also examined.
Findings
The available literature suggests that the use of procedurally just practices will help reduce strain, and in doing so, potentially prevent research misconduct in university settings. The authors present an integrated theoretical model that can be tested in future empirical studies of research misconduct and other forms of white-collar crime in universities. Directions for future theoretically informed research are discussed, along with recommendations for graduate program administrators.
Originality/value
Research misconduct causes significant financial and reputational costs to universities. While past research focuses on mentoring and training for preventing misconduct by graduate students, this study argues that the use of fair evaluations and other procedurally just processes is also important.
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Yidan Huang, Heyao Yu, Amit Sharma and Ziang Zhang
This study aims to examine the relation between error management culture and restaurant employee promotive and prohibitive voices. Drawing on socially desirable responding theory…
Abstract
Purpose
This study aims to examine the relation between error management culture and restaurant employee promotive and prohibitive voices. Drawing on socially desirable responding theory, the authors also propose a dual-mediation mechanism underlying the impact of error management culture on employee voice: psychological empowerment, as the agentic motive, and psychological safety, as the communal motive.
Design/methodology/approach
The authors recruited 223 participants working in 37 restaurants in China for the two-wave surveys with a one-week interval. The authors use a multilevel modeling paradigm to test the study hypotheses.
Findings
This research examines a multilevel model suggesting that error management culture can boost employee promotive voice and prohibitive voice via the mechanisms of psychological safety and empowerment. In addition, the results suggest that psychological empowerment (vs psychological safety) has a strong mediation effect between error management culture and promotive voice, but the authors find no difference in mediating effects between error management culture and prohibitive voice.
Practical implications
Restaurants can encourage employee voice by developing and maintaining an error management culture. Organizations can also consider motivating employees from both agentic and communal perspectives. Moreover, managers should focus more on empowering employees in areas characterized by Confucianism or collectivism.
Originality/value
The current research adds to the voice literature by identifying an organizational cultural antecedent of employee voice–error management culture. Agentic and communal motives are two motivational paths of employee voice. It also extends the social desirability theory by highlighting the role of the agentic motive in the Chinese restaurant context.
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Trishna G. Mistry, Jessica Wiitala and Brianna S. Clark
Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events…
Abstract
Purpose
Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.
Design/methodology/approach
Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.
Findings
Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.
Originality/value
This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.
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