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Individuals perceive multiple barriers to consuming cultured meat. This study empirically investigates whether different types of social norms enhance behavioural intentions towards this novel food technology. Specifically, it examines the impact of general norms, in-group norms and out-group norms (based on meat-eaters or non-meat eaters, respectively) on consumers' willingness to try cultured meat.

A two-factorial between-subject online experiment was conducted using a sample of 431 Austrian consumers. The data were analysed using structural equation modelling in AMOS.

This study finds empirical support that both general norms and dietary in-group norms enhance consumers' behavioural intentions towards cultured meat, whereas dietary out-group norms do not affect the latter. The effect of in-group norms on behavioural intentions is mediated by identification with the respective dietary in-group. In addition, in-group identification and out-group disidentification as well as dietary identity also directly affect willingness to try cultured meat. Overall, meat-eaters report greater behavioural intentions than non-meat-eaters.

The findings indicate that using normative dietary cues in marketing campaigns might assist in efforts to increase consumer acceptance of cultured meat. Such efforts might be particularly relevant when introducing cultured meat to European markets.

This study is the first to experimentally examine the principles of the focus theory of normative conduct and social identity theory in the context of consumer-oriented cultured meat research. It contributes to the current literature by empirically demonstrating the relevance of social (group) norms in this domain.

Waste management behaviours (WMBs) play an important role in minimising metropolitan solid waste generation and reducing the environmental impacts caused by waste disposal. The purpose of this paper is to investigate the role of social norms, organisational norms and personal norms in explaining individuals’ engagement in WMBs, which include waste avoidance, green purchasing, reusing and recycling and waste disposal.

The metropolitan city of Bangkok, Thailand was selected as a case study – it faces waste management problems caused by a massive increase in waste over the past decade. This study distributed questionnaires to 193 public and private officers residing in the city of Bangkok. Path analyses and a multiple regression analysis were performed to test the effect of each norm and the association of various norms on individuals’ engagement in WMBs.

The results revealed that organisational norms had the strongest effect (both direct and indirect) on WMBs. Personal norms also had a direct effect on WMBs. In contrast, social norms did not directly influence WMBs; however, they did have an indirect effect on WMBs through organisational norms.

This study suggests that the role of organisational norms should be heavily emphasised in promoting the WMBs of public and private officers.

This study found that the role of organisational norms is the most significant factor influencing WMBs in workplaces. In addition, both provincial and subjective environmental norms in organisations significantly affect WMBs. They should be enhanced in order to promote WMBs in organisations.

This study aims to investigate the role of managers in the re-employment of early retirees and focuses on the effect of managers' age norms and stereotypes on managers' employment decisions.

A combination of a factorial study and a survey was conducted. First, information on the age norms and stereotypes was collected. Secondly, profiles of hypothetical retired job applicants were presented to the employers, who were asked to make a specific hiring decision. The information collected during both studies was combined in the analysis and multilevel models were estimated.

The results indicate that higher age norms (defined as age at which somebody is believed to be unable to work for 20 hours a week or more) result in a higher propensity to hire an early retiree. Stereotypes, by contrast, do not influence managers' decisions. Early retirees' chances for re-employment are also related to their own circumstances (physical appearance and relevant experience) and organisational forces, as they are hired when organisations face labour force shortages.

With the use of vignettes study the authors deal with a hypothetical hiring situation.

Although the effect of attitudes has been often suggested, not much empirical evidence has been presented to support this notion. This study estimates the effect of age norms and stereotypes on hiring decision.

The assessment of service quality has proven to be an important consideration for managers and researchers. The dominant service quality framework posits that consumers consider both their own expectations and service provider performance when evaluating service quality. In recent years, however, debate has emerged on how this comparison process should be operationalized and comparative analyses have been performed to assess the psychometric properties and diagnostic usefulness of different operationalizations. Reviews problems in the interpretation of service quality measures and demonstrates the additional diagnostic meaning imputed to service quality scores through the development of measurement norms using a case analysis in a professional services context. Offers recommendations on the measurement of service quality.

In the course of cultural evolution, certain institutions have emerged and become dominant in the Western world that have led to an unprecedented rise in prosperity and population. This paper first explains the characteristics and significance of cultural evolution. Subsequently, it explains the fundamental role of politics and the scope for political action in cultural evolution, clearing up some fairly widespread misconceptions about this question. Finally, it derives three specific guidelines from the characteristics of cultural evolution that should be followed in politics. First, the principle of individual freedom should be realized as far as possible. Second, the rule of law should be secured. Third, the scope of action of the state should be closely limited and the state should be decentrally organized. The more consistently these guidelines are followed, the better the prospects of the respective society to survive and prosper in the competitive process of cultural evolution.

The purpose of this paper is to examine the extent to which perceptions of injunctive and descriptive norms for workplace organizational citizenship behaviors (OCBs) affect an individual’s frequency of performing such behaviors. The study also explores whether the effects of norm perceptions are moderated by the individual’s need to belong (NTB) to social groups.

Hierarchical regression analysis was used to analyze data from 77 employed MBA students. Perceptions of OCB norms and NTB were assessed with an initial survey. Eight weeks later, a second survey assessed the individual frequency of OCBs.

Descriptive norms, injunctive norms, and NTB independently predicted OCB frequency. Additionally, NTB moderated the effects of injunctive norm perceptions. The injunctive norm was particularly influential for employees high in NTB.

Limitations of this study include its cross-sectional nature and the possibility of common method bias.

Study results indicate that managers can encourage OCBs by drawing attention to the prevalence of OCBs in the workplace (descriptive norm) and by showing approval of OCBs (injunctive norm). Hiring those with high NTB will also increase OCBs and enhance the effects of any effort on management’s part to signify approval of OCBs. OCBs can also be encouraged through new employee orientation and training that emphasizes the descriptive and injunctive norms for OCBs.

This is the first study to demonstrate social norms and NTB as predictors of workplace OCBs. This study also provides the first evidence that the effects of injunctive norms are moderated by NTB.

The purpose of this paper is to investigate the moderating role of the personal values on the antecedents of managers’ intention to adopt Green information system (Green IS) utilising the norm activation theory and the Schwartz’s values system.

To examine the effects of the identified factors on the behavioural intention, the survey method was employed. The questionnaire was distributed targeting decision makers of companies in three industries – oil/gas/energy, transportation and manufacturing and construction. With 146 valid questionnaires in hand, the collected data were analysed using the partial least squares structural equation modelling technique.

The results revealed that moral obligation (personal norm) of managers influenced their intention to adopt Green IS. While the awareness of consequences and ascription of responsibility are influencing the intention, but the analyses revealed that they are mediated by the personal norm. The moderating role of personal values was further analysed and the results showed that the managers with more orientation towards self-transcendence values have higher intention to adopt Green IS.

This study serves as a call to the IS literature to incorporate values, beliefs, and norms into their model of individual-level decision making towards contemporary innovation adoption. By enriching the understanding of the influence of values and attitudinal factors on the decision-making process, the research model sheds light on how managers intend to diffuse IS initiatives in their organisations for the purpose of environmental sustainability.

The management of professional organizations, such as management consultancies, audit companies, legal firms, training, educational and research institutes, automation consultancies, organizations in health care, and professional staff departments in organizations, can encounter several problems when it wants to organize the quality management of the professional services better and more systematically. Distinguishes four problems and discusses (1) determining quality norms; (2) developing a quality management methodology which fits the specific character of the professional organization; (3) demonstrating quality; (4) developing organizational quality management next to the individual professional quality management which usually already exists. Discusses the concepts of quality management, professional services, quality and professional quality. Works out the four quality management problems and suggests solutions.

Learning styles, categorised after Kolb, are analysed in a group of schoolteachers who occupied managerial roles by means of a Learning Style Questionnaire. The results are compared to those in the literature for managers in general. Amongst teachers, women and primary school managers were found to be stronger in their tendency to be Activists and Pragmatists, senior managers to be Pragmatists.

This study aims to examine the effects of three-perspective motivations including task interdependence, normative conformity, affective bonding on team knowledge sharing (KS) and the moderating effects of project stage on the proposed model paths.

The quantitative method was applied through surveying senior auditors representing 263 audit teams in Vietnam.

Findings show that task interdependence has salient effect on team KS. Normative conformity and affective bonding become more important when projects move to later stages where knowledge shared is more tacit and the team involves more social interactions.

This study puts forth the limitations related to the study scope of financial statement auditing teams that may influence the generalization.

This study recommends auditing managers to be aware of diverse motivations for team KS and their increasingly important role in specific project stages.

The novelty of the research is to integrate three knowledge-sharing motivations based on economics, social and psychological perspectives and to affirm the dynamic nature of KS within team projects.