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Article
Publication date: 10 January 2020

Min-Ling Liu, Chieh-Peng Lin, Mei-Liang Chen, Pei-Chun Chen and Kuang-Jung Chen

The purpose of this paper is to propose a moderated mediation model to explain how corporate social responsibility (CSR) and ethical leadership influence knowledge sharing…

Abstract

Purpose

The purpose of this paper is to propose a moderated mediation model to explain how corporate social responsibility (CSR) and ethical leadership influence knowledge sharing and job dedication through the mediating mechanism of positive affective tone and cognitive meaningfulness.

Design/methodology/approach

The research hypotheses were empirically tested using a survey of employees from the high-tech industry in Taiwan. The research constructs in this study were measured using five-point Likert scales modified from existing literature. The survey data were empirically analyzed with two-step structural equation modeling (SEM) and regression analysis.

Findings

The empirical results of this study reveal that CSR and ethical leadership positively relate to positive affective tone and cognitive meaningfulness. Knowledge sharing is positively affected by positive affective tone whereas job dedication is positively affected by positive affective tone and cognitive meaningfulness. While the relationship between positive affective tone and job dedication is positively moderated by job demand, the relationship between cognitive meaningfulness and job dedication is negatively moderated by job demand.

Originality/value

This study elucidates the ethical influences from organizations (i.e. CSR) and leaders (i.e. ethical leadership) respectively to explain affective and cognitive processes involved in work situations. At the same time, by clarifying the moderating role of job demand, this study provides valuable implications for managers to effectively leverage job demand for increasing employees’ job dedication.

Details

Leadership & Organization Development Journal, vol. 41 no. 1
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 16 October 2017

Jeffrey Muldoon, Shawn M. Keough and Eric W. Liguori

This paper aims to attempt to clarify differences between organizational citizenship behaviors (OCBs) and attitudes as well as explore job dedication’s role regarding…

Abstract

Purpose

This paper aims to attempt to clarify differences between organizational citizenship behaviors (OCBs) and attitudes as well as explore job dedication’s role regarding OCBs. Using social exchange theory, job dedication is hypothesized to mediate the relationship between leader-member exchange (LMX) and OCBs.

Design/methodology/approach

Hierarchical regression analysis was performed on data obtained from 190 supervisor/subordinate dyads from a number of firms to test the study hypotheses.

Findings

Results indicate that job dedication fully mediates the relationship between LMX and OCBs directed toward individuals and the organization, thus playing a role in the production of OCBs.

Research limitations/implications

Due to non-employment of an experimental design, causality cannot be determined. If managers use signals to determine performance, then scholars need to conduct further research to determine what the cues are.

Practical implications

Managers need to spend time in determining and care whether what they are actually measuring is accurate in terms of spontaneous behaviors performance.

Originality/value

First, this study has developed an explanation as to how managers can use job dedication as a means to track the behaviors of multiple subordinates based on social exchange theory. Second, this study provides empirical evidence of the mediating role job dedication plays on mediating the LMX/OCBs relationship.

Details

Management Research Review, vol. 40 no. 10
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 5 June 2007

Amarjit S. Gill and Neil Mathur

The purpose of this paper is to examine the relationship between transformational leadership and employee dedication and the relationship between transformational…

Abstract

Purpose

The purpose of this paper is to examine the relationship between transformational leadership and employee dedication and the relationship between transformational leadership and pro‐social behaviour. This study seeks to extend Gill et al.'s findings regarding the impact of transformational leadership on job stress and the impact of job stress on burnout.

Design/methodology/approach

Hospitality industry employees were interviewed to find out if transformational leadership used by their managers improves employee dedication and pro‐social behaviour.

Findings

Results suggest that employee dedication and pro‐social behaviour are positively related to the improvement in the level of perceived transformational leadership implementation.

Practical implications

If employees perceive that their managers are using high‐level transformational leadership, employee dedication and pro‐social behaviour are perceived as higher level than if it is perceived as being used at lower level.

Originality/value

This paper offers useful insights for hotel managers based on empirical evidence.

Details

International Journal of Contemporary Hospitality Management, vol. 19 no. 4
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 2 March 2015

Shuiqing Yang

This paper attempts to investigate the simultaneous effects of dedication and constraint factors on business-to-business (B2B) customer loyalty in the context of…

Abstract

Purpose

This paper attempts to investigate the simultaneous effects of dedication and constraint factors on business-to-business (B2B) customer loyalty in the context of transforming the mobile telecommunication industry. Maintaining a successful inter-organizational relationship with the key players becomes increasingly critical to the performance and competitiveness of the mobile network operator (MNO) in the mobile telecommunication industry.

Design/methodology/approach

A dual customer loyalty model which reflected both dedication-based and constraint-based mechanisms is developed and empirically tested against data collected from 129 content providers (CPs) which currently have business relationships with China Mobile.

Findings

The structural equation modeling partial least squares analysis indicates that dedication-based (e.g. customer satisfaction, trust in MNO and MNO’s relationship-specific investments) and constraint-based (e.g. switching costs, dependence on MNO and CP’s asset specificity) mechanisms simultaneously, yet differentially, influence CP’s loyalty toward the MNO.

Practical implications

To obtain CP’s loyalty, MNOs should consider both the dedication and constraint factors. In particular, they need to focus more on the constraint-based mechanism, as it exerts stronger influences on CP’s loyalty than the dedication-based mechanism.

Originality/value

This research advances our theoretical understanding of the dual nature of customer loyalty behavior in the B2B context and offers practical implications for MNOs to leverage these two contrasting causal drivers.

Details

Journal of Business & Industrial Marketing, vol. 30 no. 2
Type: Research Article
ISSN: 0885-8624

Keywords

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Book part
Publication date: 6 September 2019

Dean Swinford

Since his death in 1993, Euronymous, guitarist of Mayhem and head of the underground label Deathlike Silence Productions, has emerged as a kind of ‘patron saint’ of black…

Abstract

Since his death in 1993, Euronymous, guitarist of Mayhem and head of the underground label Deathlike Silence Productions, has emerged as a kind of ‘patron saint’ of black metal. Moreover, the iconography of invocations to Euronymous in album dedications aligns the ‘fallen warrior’ with the emergence of a new Dark Age precipitated by the music itself. This essay traces the development of the trope of Euronymous as a medievalised king in second wave black metal, a now-global genre that grew out of the early nineties scene in Oslo.

Details

Medievalism and Metal Music Studies: Throwing Down the Gauntlet
Type: Book
ISBN: 978-1-78756-395-7

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Article
Publication date: 8 February 2008

Amarjit S. Gill

The purpose of this paper is to examine the effects of trust on an employee's job satisfaction and dedication. This study also extends Flaherty and Pappas's findings…

Abstract

Purpose

The purpose of this paper is to examine the effects of trust on an employee's job satisfaction and dedication. This study also extends Flaherty and Pappas's findings regarding the role of trust in salesperson‐sales manager relationships and Gill and Mathur's findings related to employee dedication and pro‐social behavior.

Design/methodology/approach

Employees from hospitality industry were interviewed to examine if employee trust in a hospitality manager improves job satisfaction and dedication.

Findings

Degree of employee job satisfaction and dedication is related to degree of employee trust in a hospitality manager.

Practical implications

If employees perceive higher degree of trust in a hospitality manager, the degree of their job satisfaction and dedication is perceived higher and vice‐versa.

Originality/value

This paper offers useful insights for hospitality managers based on empirical evidence.

Details

International Journal of Contemporary Hospitality Management, vol. 20 no. 1
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 2 February 2015

Byoungsoo Kim and Jinyoung Min

The purpose of this paper is to investigate the effects of dedication- and constraint-based mechanisms on users’ post-adoption behavior in the social networking site (SNS…

Abstract

Purpose

The purpose of this paper is to investigate the effects of dedication- and constraint-based mechanisms on users’ post-adoption behavior in the social networking site (SNS) context.

Design/methodology/approach

The proposed framework uses user satisfaction and trust belief to capture the dedication-based mechanism and perceived switching costs and social norms to capture the constraint-based mechanism. Hypotheses were tested by applying partial least squares to data from 250 experienced Facebook users. A structural equation modeling was used to test the validity of the proposed research models.

Findings

The analysis results show that SNS users’ continuance intention is jointly affected by two distinctive mechanisms: a dedication-based one and a constraint-based one, the former playing a more critical role. The findings indicate that both perceived relative benefits and perceived enjoyment significantly influence user satisfaction. Learning and network size were found to be the key predictors of perceived switching costs.

Research limitations/implications

This study applies the dedication- and constraint-based models by incorporating numerous sets of antecedents. The framework provides a theoretical lens of how two distinctive mechanisms influence SNS users’ post-adoption behaviors.

Practical implications

The analysis results provide several insights that can aid SNS providers understand SNS users post-adoption behaviors. Moreover, the findings will help SNS providers effectively facilitate dedication- and constraint-based mechanisms by enhancing the key antecedents of two distinctive mechanisms.

Originality/value

SNSs have become an important component of individuals lives. However, few systematic works investigate the fundamental mechanisms leading to SNS users’ continued usage. In an attempt to extend the horizons of SNS research, this study incorporates a set of antecedents to dedication- and constraint-based models.

Details

Internet Research, vol. 25 no. 1
Type: Research Article
ISSN: 1066-2243

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Article
Publication date: 11 April 2016

Lu Lu, Allan Cheng Chieh Lu, Dogan Gursoy and Nathan Robert Neale

This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction…

Abstract

Purpose

This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions).

Design/methodology/approach

Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables.

Findings

Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions.

Practical implications

This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions.

Originality/value

This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 9 February 2021

Panagiotis V. Kloutsiniotis, Anastasia A. Katou and Dimitrios M. Mihail

The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance…

Abstract

Purpose

The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work systems (HPWS) on job demands (role conflict, role ambiguity and work pressure) and work engagement (vigor and dedication).

Design/methodology/approach

Structural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies.

Findings

The findings show that HPWS is negatively associated with all three job demands. Hence, the “critical perspective” is not supported. In turn, role conflict and role ambiguity reduce employees' work engagement, although the third job demand included in the study (work pressure) showed a positive relationship on dedication. Last but not least, this study calculates HPWS as both a system and as subsets of HRM practices, and provides useful insights regarding the differences between the two different measurement methods.

Practical implications

The present study brings further empirical evidence in the HRM field by examining whether HPWS is good or bad for employee well-being. Moreover, the findings underscore the detrimental impact that job demands may have on employees' work engagement, and highlights the fact that HPWS might not necessarily be a “win-win” scenario for employees and employers.

Originality/value

This study follows the most recent developments in the HRM literature and examines the dark (negative) approach of HPWS in the Greek manufacturing sector. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and ultimately employees' work engagement.

Details

Employee Relations: The International Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 3 April 2020

Rebecca M. Guidice, Donald C. Barnes and Brian R. Kinard

With increasing competition in the marketplace, there is a greater push for exceeding customer expectations and delivering customer delight to ensure firm’s success. The…

Abstract

Purpose

With increasing competition in the marketplace, there is a greater push for exceeding customer expectations and delivering customer delight to ensure firm’s success. The main reason for this push is the beneficial outcomes for the firm. More recently, hidden benefits have been identified (i.e. elevated customer emotions can positively impact other customers and employees in the service environment). Adding to this developing literature, the current research develops a model that links antecedents and outcomes to employee perceptions of customer delight.

Design/methodology/approach

Both field and panel data, as well as multiple statistical methods, were utilized to test the hypothesized relationships. The field data were collected from employees of a national specialty retailer.

Findings

Service climate and interpersonal influence have a positive impact on customer delight and employee perceptions of customer delight. In turn, employee perceptions of customer delight positively impact harmonious passion and job dedication. In addition, accountability for pleasing customers is a significant moderator of the relationship between employee perceptions of customer delight and harmonious passion, but not between employee perceptions of customer delight and job dedication.

Research limitations/implications

This research contributes to the ongoing debate on the viability of customer delight as a service standard by investigating the under-studied perspective of the frontline employee.

Practical implications

This research contributes to the debate on the value of customer delight as a service standard by investigating the under-studied perspective of the frontline employee. A key takeaway for practitioners is how to create and manage the delight spirals that can occur when customers are delighted.

Originality/value

This is the first study that evaluates antecedents and outcomes of employee-perceived customer delight in a single model. This is also the first study to measure the impact of employee perceptions of customer delight with field data.

Details

Journal of Service Theory and Practice, vol. 30 no. 2
Type: Research Article
ISSN: 2055-6225

Keywords

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