Search results

The purpose of this research is to help better understand the impact of online user reviews on sales of search goods.

This research is based on digital camera sales data collected from amazon.com and two studies are included in this research. The first study is based on a static model and sample data from one time stamp. The second study is based on two sample data collected from two different time stamps, and a dynamic model is proposed.

The results from the first study reveal that the average online customer review, the number of online reviews, the price and the camera's physical properties such as the number of pixels and the optimal zoom number (but not LCD screen size) have significant influence on digital camera sales. The results from the second study show that the sales from the previous period are an important indicator for future sales. In addition, change in price, change in average online review rating and change in the total number of online reviews are all significantly associated with future sales.

The research reveals that there is a significant relationship between the online user review and sales of search goods, and the influence of online user reviews on search goods sales is different from that on experience goods. It also recognizes that the product specifications influence the sales of search goods. In addition, the research on search goods shows that price at the specific time and price changes are significant factors affecting sales.

The research indicates that retailers should provide channels for, and encourage, customer online reviews for search goods to improve sales. It is also beneficial for online retailers to provide detailed product attributes to help their customers make the purchase decision. Carefully designed and executed price promotions could also be effective ways to improve sales of searchable goods.

This study is one of the first attempts to investigate the impact of online user reviews on sales of search goods.

Organization development is focused on implementing a planned process of positive humanistic change in organizations through the use of social science theory, action research, and data-based feedback methods. The role of personality in that change process, however, has historically been ignored or relegated to a limited set of interventions. The purpose of this chapter is to provide a conceptual overview of the linkages between personality and OD, discuss the current state of personality in the field including key trends in talent management, and offer a new multi-level framework for conceptualizing applications of personality for different types of OD efforts. The chapter concludes with implications for research and practice.

Purpose –– The purpose of this chapter is to test the managerial decision-making knowledge of Mexican administrators managing maquiladora plants, or ‘twin plants’, in the effort to devise a practical skill set assessment.

Design/methodology/approach –– A sample of Mexican maquiladora managers was studied along dimensions of gender, experience, proximity to parent firm and upward mobility in order to assess the managers' level of ‘managerial intelligence’, where the constructs of tacit knowledge and intuition were used as proxies for managerial intelligence.

Findings –– While managerial decision-making may be classified as special forms of knowledge, assessment of this knowledge as forms of tacit ‘knowing’ did not prove successful.

Research limitations/implications –– Due to limitations of time and money in conjunction with the characteristically low response rate on surveys in Mexico, the sample was rather limited given the number and size of ‘twin plants’ and not wholly random. Thus, future research will need to address these shortcomings.

Originality/value –– This chapter is an effort to fill a gap in the literature regarding measures of tacit knowledge and the effort to elucidate the operation and management of plants in Mexico's maquiladora industry.

Organization development is often mourned as stagnant or perhaps dead, but most of these declarations seem to be insular, being supported primarily by anecdotal or survey research among organization development scholars and practitioners. This exploratory study seeks a more objective understanding of the state of organization development by examining big data from the social media platform Twitter. Drawn from over 5.7 million tweets extracted through Twitter's Application Program Interface (API) during 2 months in 2018, this research approaches the state of organization development through a quantitative, abductive study utilizing social network analyses. Organization development is examined through its characteristics as a social network on Twitter and how it relates to and interacts with other familial networks from management and organization studies. Findings show that organization development is relatively inactive as a social network on Twitter, as compared to other familial networks, and the relationships between the organization development network and these familial networks tend to be ones of inequality. Organization development references familial networks much more than any of the familial networks reference organization development. This inequality in social media presence is particularly surprising since several of these familial networks were founded from the field and principles of organization development. We locate organization development's generalist status, as compared to familial networks' specialist status, as generating this interaction disparity drawing on recent research that suggests specialized fields fare better in times of rapid change compared to generalist fields. We discuss the potential for greater specialization of organization development with a reemphasis on its process philosophy and focus.

The purpose of this paper is to try to determine to what extent differences and similarities in sociopolitical, cultural and economic backgrounds are reflected in gender role portrayals in magazine advertisements in the USA, China and Thailand.

Content analysis is used. Five different magazine categories are selected from the USA, China and Thailand in 2007: news and general interest; sports; entertainment; women's and business. The coding system employed is modified from Courtney and Lockeretz.

Overall, the paper finds that advertisers in Thailand, China and America shared some gender stereotyping. In addition, Chinese and Thai magazine advertisements show more gender stereotyping, while US advertisements show more egalitarian representations. These findings are consistent with their respective culture backgrounds.

The use of content analysis is limited because it is mainly descriptive in nature and adequate causal explanations cannot be established. Besides, this research is cross‐sectional and the changes in gender role portrayals in cultures over time cannot be sufficiently captured.

The paper's observations support the hypotheses that the sociopolitical, cultural and economic differences of the three countries lead to different gender role attitudes in each society, and these different attitudes need to be considered by international advertisers. The paper also suggests that international advertisers should carefully consider the use of gender role stereotypes in their creative design, for the benefit both of the advertisers and the society.

No similar studies have been conducted on Thai advertisements and the most recent study in China was in 1997. It is also worthwhile to examine gender role portrayals in advertisements from three countries with unique sociopolitical backgrounds: the capitalistic USA (with Judeo‐Christian values), socialist China (with weak Confucian values) and capitalistic Thailand (with strong Confucian values).

Organization change (OC) is increasingly important in today's volatile world. Understanding OC is a growing emphasis of management and organization (M&O) research and the singular focus of OC scholarship and practice. We show how selected M&O theories inform OC at the organization level. These theoretical perspectives diverge on issues central to OC. We explore what these conceptual differences mean for OC study and practice going forward.

The following is an annotated list of materials dealing with information literacy including instruction in the use of information resources, research, and computer skills related to retrieving, using, and evaluating information. This review, the twentieth to be published in Reference Services Review, includes items in English published in 1993. A few are not annotated because the compiler could not obtain copies of them for this review.

This study examines emotionologies (Stearns & Stearns, 1985), that is, attitudes that members of an inter-organizational information systems (IOIS) project hold toward emotions and their appropriate expression and regulation in this project. In order to understand attitudes toward emotions and emotion regulation, we suggest the adoption of the concept of emotion structure, consisting of emotion rules and resources (Callahan, 2004).

To investigate the kinds of emotionologies present in this IOIS development project, we have chosen a qualitative case study approach. Our data consists of 41 qualitative interviews, collected in two phases.

We trace how emotion rules and corresponding emotion regulation strategies change among the sub-groups working in the project throughout their first year of collaborating. We show that organizational actors are skilled emotion managers, whose behavior is guided not only by many collective emotion rules (professional, organizational, social) but also by personal emotion rules. Our findings also suggest the need to critically reflect on certain emotion rules, such as those pertaining to the expression of fear and anger, and their potential positive and negative implications on project work.

We argue that group emotionologies with their professional, organizational, and social emotion rules interact with personal emotion rules, resulting in interesting emotion regulation strategies that often try to minimize emotional dissonance, sometimes at the expense of risking open conflict among project members. With this in mind, one theoretical and practical suggestion is to further explore the potential constructive implications of experiencing and expressing fear in projects.