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1 – 10 of 47Michele N. Medina-Craven, Danielle Cooper, Christopher Penney and Miguel P. Caldas
This paper aims to understand the factors that influence employee organizational identification in family firms, and through identification, the willingness to engage in…
Abstract
Purpose
This paper aims to understand the factors that influence employee organizational identification in family firms, and through identification, the willingness to engage in citizenship behaviors.
Design/methodology/approach
Drawing from the stewardship theory, the authors develop a model to test the relationships between family relatedness and relational identification to the family firm owner, employee-focused stewardship practices, organizational identification and organizational citizenship behaviors. The authors test the hypotheses using regression and the Preacher and Hayes PROCESS macro on a sample of 292 family firm employees.
Findings
The findings suggest that both relational identification with the family firm owner and employee-focused stewardship practices positively influence organizational identification, and that familial ties to the family firm owner can influence relationships with citizenship behaviors for non-family employees.
Originality/value
The authors build on existing literature to investigate how employees identify themselves within a family firm and how stewardship practices from the employee's perspective (rather than managers' or founders' perspectives) can influence organizational identification and citizenship behaviors.
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Divesh Ojha, Jeff Shockley, Pamela P. Rogers, Danielle Cooper and Pankaj C. Patel
This paper aims to develop and test a model of buyer–supplier relational investment that links supply chain integration (SCI) to supplier flexibility performance (SFLEX…
Abstract
Purpose
This paper aims to develop and test a model of buyer–supplier relational investment that links supply chain integration (SCI) to supplier flexibility performance (SFLEX) advantages in different manufacturing environments. Relational stability (RS) and information quality (IQL) are viewed as key indicators of intermediating commitment investments in supplier relationships to help support supplier accommodations for special requests for order flexibility. The model is applied to investigate the relative importance of manufacturer relational investments with suppliers in both make-to-stock (MTS) and make-to-order (MTO) production environments.
Design/methodology/approach
A survey of 206 US manufacturing firms was used to test the proposed research model using structural equation modeling and multiple-group analysis techniques.
Findings
Social exchange investments in relationship stability and information quality are found to fully mediate the positive performance relationship between supply chain integration and supplier flexibility performance for manufacturers. However, the relative importance of each form of investment in enhancing supplier flexibility performance varies based on the buyer’s (manufacturer’s) order fulfillment environment (make-to-stock versus make-to-order).
Originality/value
The proposed model may assist manufacturers make more informed relational exchange investments and supply chain configuration decisions that most conducive to enhancing supplier flexibility performance for different production environments.
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Peter Anzollitto and Danielle Cooper
Although research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered…
Abstract
Purpose
Although research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered the impact of newcomer identification with targets external to the organization. This study aims to investigate whether relational identification with identities external to the organization can be beneficial for socialization outcomes, a relationship the authors describe through the conservation of resources theory. At a time when newcomers are expending resources and may not have a support system inside the organization, important identities may foster success through building a resource base of support available to the newcomer.
Design/methodology/approach
Two studies were conducted with newcomers, both groups responded to multi-wave surveys. The authors conducted an initial study with undergraduate students (n = 45) in their first semester of college and a second study with working individuals employed full time in their first year in a new organization (n = 148).
Findings
Relational identification with identities external to the organization is positively related to job engagement through the dual mediation of social support and psychological well-being. The results indicate that these external resources encourage well-being and free newcomers to invest in becoming physically, emotionally and cognitively engaged with their new jobs.
Practical implications
The results suggest that organizations may wish to take care in helping newcomers maintain strong relational identities outside the organization while becoming connected with their new organization.
Originality/value
The findings suggest that external relational identities are a neglected and important element influencing the socialization process.
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Kathryn Ostermeier, Peter Anzollitto, Danielle Cooper and Julie Hancock
While many workers have both professional and organizational identities, which can have conflicting expectations, little is known about this specific and common form of identity…
Abstract
Purpose
While many workers have both professional and organizational identities, which can have conflicting expectations, little is known about this specific and common form of identity conflict. The purpose of this research is to develop and test a measure of organizational and professional identity conflict (OPIC), which the authors define as a psychological conflict that individuals experience between who they feel they are supposed to be in their organization and who they feel they are supposed to be in their profession. The authors theorize that this identity conflict will lead to emotional exhaustion and psychological distress, further leading to turnover intentions.
Design/methodology/approach
To test the hypothesized model, the authors utilized a two-study constructive replication design (Study 1, n = 225; Study 2, n = 176) and tested the model amongst both academics and health care professionals using structural equation modeling.
Findings
The authors find that identity conflict is associated with both increased levels of emotional exhaustion and psychological distress and, consequently, increased turnover intentions.
Practical implications
Practically, organizations must understand and align themselves with the wider professional expectations, as well as communicate this alignment, in order to avoid OPIC and improve employee well-being.
Originality/value
The authors create and validate a measure to assess and show its detrimental effects on workplace outcomes.
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Bob Heere, Daniel Lock and Danielle Cooper
The purpose of this article is to propose an overall framework for brand community formation that separates antecedents that lead to the formation of a brand community from those…
Abstract
Purpose
The purpose of this article is to propose an overall framework for brand community formation that separates antecedents that lead to the formation of a brand community from those outcomes that are associated with established communities.
Design/methodology/approach
The authors approached this review through an interdisciplinary literature review that delineated psychological, structural and behavioral processes that underline the formation of the brand community, often illustrated by contemporary cases in the sport industry.
Findings
The findings outline 18 different constructs, categorized in three overarching dimensions, separating structural, behavioral and psychological constructs. The authors posit these 18 constructs are at the heart of brand community formation. These constructs provide managers with a guide to inform their efforts to form a new brand community.
Originality/value
It is emphasized that brand community formation is a complex process that is paradoxical in nature and requires organizations to balance a non-interventionist approach that would allow for consumer empowerment, with a pro-active approach that creates conditions for a successful brand community formation process.
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Danielle Cooper and Warren Watson
The purpose of this paper is to examine the role of two moderators of the relationships between affective conflict and cognitive conflict and team performance: the cultural…
Abstract
Purpose
The purpose of this paper is to examine the role of two moderators of the relationships between affective conflict and cognitive conflict and team performance: the cultural context and the level of team‐oriented behaviors.
Design/methodology/approach
Survey questionnaires were administered to a sample of 143 Mexico‐ and US‐based learning teams. Regression analysis was used to test hypotheses.
Findings
In both cultural contexts, cognitive conflict more positively affected performance when team‐oriented behaviors were high. This effect was stronger for Mexican teams. Affective conflict more negatively affected performance in Mexican teams than US teams, particularly when team‐oriented behaviors were high.
Practical implications
The results have implications for managing conflict to improve team effectiveness in the USA and in Mexico and for training managers who work across these cultural contexts.
Originality/value
The paper demonstrates the joint role of the cultural context and team behaviors in how conflict influences team performance.
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Andrea Begley, Danielle Gallegos and Helen Vidgen
The purpose of this paper is to assess the effectiveness of cooking skill interventions (CSIs) targeting adults to improve dietary intakes in public health nutrition settings.
Abstract
Purpose
The purpose of this paper is to assess the effectiveness of cooking skill interventions (CSIs) targeting adults to improve dietary intakes in public health nutrition settings.
Design/methodology/approach
A scoping review of the literature was used to identify and assess the quality and effectiveness of Australian single-strategy CSIs and multi-strategy programmes that included cooking for independent healthy people older than 16 years from 1992 to 2015.
Findings
There were only 15 interventions (n=15) identified for review and included CSIs as single strategies (n=8) or as part of multi-strategy programmes (n=7) over 23 years. The majority of the interventions were rated as weak in quality (66 per cent) due to their study design, lack of control groups, lack of validated evaluation measures and small sample sizes. Just over half (53 per cent) of the CSIs reviewed described some measurement related to improved dietary behaviours.
Research limitations/implications
There is inconclusive evidence that CSIs are effective in changing dietary behaviours in Australia. However, they are valued by policymakers and practitioners and used in public health nutrition programmes, particularly for indigenous groups.
Originality/value
This is the first time that CSIs have been reviewed in an Australian context and they provide evidence of the critical need to improve the quality CSIs to positively influence dietary behaviour change in Australia.
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David A.L. Coldwell, Mervywn Williamson and Danielle Talbot
A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has…
Abstract
Purpose
A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has become an important dimension of the attraction and retention of graduates. However, preconceived notions of a company’s ethical orientation obtained through the media and initial recruitment exercises may be challenged during the induction and socialization phases of organizational entry, such that people may find that the reputation is just an external façade leading to disappointment and a reassessment of the employer. The paper aims to discuss these issues.
Design/methodology/approach
The study’s essential focus is on building a conceptual ethical fit model and to underline the need for further conceptual development in the area. The analysis of extant secondary data and the methodology of serendipity were used.
Findings
The model’s conceptual cogency and practical utility for human resource management are analyzed in the light of specific secondary data and specific propositions described.
Research limitations/implications
A major concern with conceptual models is empirical validity and practical utility which requires empirical testing. However, this limitation has been mitigated by the use of a serendipitous approach from a qualitative empirical study with a generalized person–organization (P–O) focus.
Practical implications
Various practical implications of the model described in the paper for HR management are evident from empirical studies in the area which have dealt with particular aspects of the model. For example, Bauer et al. (1998) found that socialization effects employee turnover. And, Cable and Parsons (2001) indicate that organizational socialization is critical in generating committed employees whose values are congruent with those of the organization. Since committed employees are critical for the success of the organization, they suggest training programs for hiring managers and criteria in performance appraisals that include the development of employee value congruence through specific formal socialization tactics.
Originality/value
The paper contributes to the extant literature by building a dynamic conceptual model with attendant testable propositions that explore the implications of employee misalignment in pre-socialization anticipatory organizational ethical fit and post-socialization organizational ethical fit. More specifically, the study contributes to the extant literature by considering the socialization process in relation to ethical fit dynamics. It also considers from the point of view of specific moral development theory and changing perceptions of ethical climate that occur during organizational socialization. Serendipitous material obtained from a qualitative study of P–O fit puts flesh on the bones of the effects of the socialization process on ethical fit described by the paper’s conceptual model while providing circumstantial evidence for the propositions and their practical utility for HR management.
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Carl Norwood, Anna Tickle, Danielle De Boos and Roberta Dewa
The involvement of service users within clinical psychology training is written into policy. However, the practice of evaluating involvement from both trainees’ and service users’…
Abstract
Purpose
The involvement of service users within clinical psychology training is written into policy. However, the practice of evaluating involvement from both trainees’ and service users’ viewpoint is minimal. The purpose of this paper is to evaluate recent service user involvement in psychometrics and formulation teaching on a clinical psychology training programme, from both service user and trainee perspectives.
Design/methodology/approach
Focus groups were held with service users (n=3) involved in the teaching, as well as trainees (n=3). Additional questionnaire data were captured from trainees (n=11). Service user and trainee data were analysed separately using thematic analysis. Themes generated for trainees were also mapped on to a competency framework for clinical psychologists.
Findings
Both parties found the teaching beneficial. Service users enjoyed supporting trainees and engaged positively in their roles. They identified relational aspects and reflections on their own therapy as other benefits. Trainees reported enhanced clinical preparedness, critical and personal reflection. Trainee anxiety was evident. Learning mapped well to competency frameworks.
Research limitations/implications
The samples were small and some data truncated. Findings speak to broader issues and may transfer to other involvement contexts.
Practical implications
A good degree of meaningful involvement can be achieved through such initiatives, to mutual benefit and enhanced learning.
Originality/value
Nature of the exercise and dual-aspect approach to evaluation described here helps to minimise tokenism. The mapping of findings to competency frameworks supports evaluative processes and helps to legitimise involvement initiatives that challenge the boundaries of existing practice.
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