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Adopting a positive organizational scholarship perspective, this paper aims to examine dynamic effects of ecological transcendence on ecological behavior.

Based on 176 responses of employees from 46 organizations, the author found that both quadratic and cubic terms in the hierarchical regression equation were significant, evidence that ecological transcendence has an S-curve relationship with ecological behavior which suggests deficiency, goading and lulling effects.

The author finds a significant cubic term indicative of a signoidal relationship between ecological transcendence and ecological behavior.

Implications for theory and practice are discussed. Given the growing interest in environmental sustainability, this study provides initial evidence of the dynamics of ecological behavior.

The study has implications for managing sustainability in organizations. Managers have empirical evidence of the dynamics which can serve as a basis for establishing mechanisms to goad growth and constraints to limit downturns.

The study is original in that it has not been published elsewhere except for presentation at a conference.

My purpose is to describe for strategic management scholars in Africa, particularly graduate students and new faculty members, dynamic analysis and its significance in the African context so as to assist in the study of dynamic phenomena.

I discuss various types and methods of dynamic analysis. Dynamic analysis has been used extensively in such fields as cognitive psychology, social psychology, and management in Western countries.

I illustrate the various dynamics by reviewing four illustrative studies. I also provide procedures for studying dynamics in the African context.

I discuss the strengths and limitations of dynamic analysis and suggest ways of maximizing its potential.

The technique is a source particularly for graduate students of strategy in Africa. They can use it to supplement other approaches in studying strategic management phenomena.

This chapter discusses a typology of dynamic analysis consistent with empirical or variable modeling approaches. The lack of such a typology in the context of Africa makes it a valuable contribution. Thus, it fills a contextual gap in the research methodology literature.

Develops an original 12‐step management of technology protocol and applies it to 51 applications which range from Du Pont’s failure in Nylon to the Single Online Trade Exchange for Auto Parts procurement by GM, Ford, Daimler‐Chrysler and Renault‐Nissan. Provides many case studies with regards to the adoption of technology and describes seven chief technology officer characteristics. Discusses common errors when companies invest in technology and considers the probabilities of success. Provides 175 questions and answers to reinforce the concepts introduced. States that this substantial journal is aimed primarily at the present and potential chief technology officer to assist their survival and success in national and international markets.

Recent research into the nature and impact of racial discrimination directed at Aboriginal Australian children and youth has revealed how such a stressor can negatively impact upon varying physical health, emotional well-being and education outcomes. Despite the strength of these findings for identifying need for action, such research has been largely limited by either a lack of consideration as to the potentially complex nature of racism targeting Aboriginal Australians or alternatively offering little in identifying sources of resiliency for Aboriginal Australian students. It is the purpose of this investigation to identify the voices of high-achieving Aboriginal Australian post-graduate students with regard to their experiences of racism, how they may have coped with racism and their advice to future generations of Aboriginal youth.

A series of in-depth qualitative interviews were conducted with seven Aboriginal Australian PhD students within an Australian University. The interviews were designed to capture the perceptions, experiences and coping strategies used when faced with racism. The data was carefully and repeatedly scrutinized for emerging themes that were shared by the majority of participants.

Numerous themes emerged with issues pertaining to the veracity of racism and conceptualizations of racism across historical/cross-generational, contemporary, verbal, physical, institutional, cultural, political, electronic, personal, reverse/internalized and collective/group dimensions. In addition, the negative impact of racism was identified, but more importantly, a series of interrelated positive coping responses (e.g. externalization of racism, social support) were voiced.

The implications of these results attest to the need to understand the many faces of racism that may still be experienced by Aboriginal and Torres Strait Islanders today. In addition, the coping strategies identified may be seen as valuable agents of resiliency for future generations of Aboriginal youth.

The purpose of the study is to test the effect of relationship managerial behavior (i.e. managerial coaching) on frontline employee performance (i.e. sales performance) and the mediating effect of employee's relationship behaviors (i.e. customer orientation and adaptive selling) in a Chinese banking environment.

Data were collected using a survey from 242 frontline employees working at a large commercial bank in Dalian (China). Measures on managerial coaching, customer orientation, adaptive selling and sales performance were adapted from the literature. Data were analyzed using structural equation modeling in AMOS 26.

Results indicate that (1) managerial coaching positively affects employee customer orientation, (2) employee customer orientation positively affects employee adaptive selling behavior and (3) adaptive selling behavior positively affects sales performance. Bootstrap analysis confirmed the significance and stability of all the direct paths (suggesting that every mediator fully mediates the effect of its antecedent on the criterion) but none of the indirect paths found support (full mediation model).

The study makes a contribution to the nomological network of managerial coaching by introducing a construct that has not been used previously (i.e. employee adaptive selling behavior) and testing its relevance in a commercial setting.

The results suggest that (1) managerial coaching is a central managerial behavior for companies that would like to implement a relationship marketing strategy because it helps promote specific employee relationship behaviors like customer orientation and adaptive selling, (2) there seems to be little cultural differences in the banking industry between the Chinese and the Western banks, suggesting that coaching and other management tools can be transferable from one culture to the other and (3) that coaching is an effective tool to help employees achieve higher sales performance.

The paper contributes to the literature on the use of managerial coaching in commercial areas to increase frontline employee relationships behaviors. The identification of adaptive selling as a mediator is an original contribution because it has received little attention in scientific research. Additionally, the use of a Chinese sample of bank employees responds to recent call for more research in cross-cultural settings.

This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model.

Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables.

The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment.

This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations.

The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization.

This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

The main purpose of this research is to investigate the influence of promotional inputs presented to salespeople, such as continuing medical education (CME) sponsorship and drug samples, on adaptive selling and sales performance.

This study used a mixed-methods approach. First, depth interviews were done and this was followed by a survey on 247 pharmaceutical executives in India. Data analysis was done using AMOS, Process Macro and floodlight analysis.

Results showed that CME sponsorship and drug samples drove adaptive selling and sales performance positively. Additionally, results reveal that CME program sponsorship negatively moderated the adaptive selling–sales performance relationship; free drug samples too negatively moderated this relationship.

Firms may hire salespersons with high customer orientation and adaptive selling and train them hone these further. The present research also crucially suggests that pharma firms may allocate CME sponsorship and drug samples to salespeople low on adaptive selling.

This could be the first study, to the best of the authors’ knowledge, that uses promotional inputs (such as CME sponsorship and drug samples) as an antecedent to adaptive selling and sales performance. Moreover, this is the only research that has tested CME sponsorships and drug samples as moderators to customer orientation–adaptive selling and adaptive selling–sales performance.

Collective motives for alcohol consumption represent a nascent field, with individual-level attributes, peer pressure and broad-level environmental elements being at the forefront of research. The purpose of this paper is to explore the role of friendships in the context of alcohol consumption and determine what group-level motives exist for alcohol consumption.

Semi-structured interviews were conducted with 18 participants aged 18–30, these discussed the role the participant’s friendship group played in alcohol consumption and helped to elucidate what collective and group-level motives existed.

Group-level motives can steer a collective’s alcohol consumption by either endorsing it or degrading it, the findings revealed four group-level motives: these were, competition, conformity, hedonism, with opportunity cost receptiveness acting as a buffer.

The small sample and qualitative nature of the study means external validity still needs to be established to generalize the research to other audiences.

By unpacking group-level motives researchers can develop group-level strategies and match specialized interventions with the right priority group.

This paper is the first to address group-level motives for alcohol consumption and makes an important contribution to understanding how group-level factors can impact individuals.

The purpose of this study is to examine the role of salesperson moral identity centrality in value co-creation. This study identified and tested an extended identity-based formation process of selling orientation, customer orientation and value co-creation. This was accomplished by examining the role of inclusion of others in the self and circle of moral regard in the mechanism through which moral identity centrality impacts selling orientation, customer orientation and value co-creation, taking into account the contingency role of salesperson self-construal.

An extended identity-behavior model grounded in identity theory and the social-cognitive perspective of moral identity centrality was tested. The study used survey data from business-to-business salespeople. Data collected was analyzed using structural equation modeling.

The results show that a central moral identity to a salesperson’s self-drives higher expansion of the salesperson’s circle of moral regard. This process facilitates the mechanisms for salesperson moral identity centrality to decrease selling orientation and increase customer orientation and value co-creation, leading to higher sales performance. Independent self-construal is found to deteriorate the positive effects of salesperson moral identity centrality on the inclusion of others in the self, expansion of the circle of moral regard and customer orientation.

Through the conceptualized and tested framework, the study opens the door for additional research to inspect the role of moral identity centrality in sales.

Findings have implications for the human resource side of sales organizations in the areas of recruitment, mentoring, coaching and training. Moral identity centrality plays a vital role in the interface between salespeople and customers, leading to improved behavioral and sales outcomes. Sales managers must look for their salespeople’s moral identity centrality to improve morality in the attitudes and decision-making of their salesforce.

To the best of the authors’ knowledge, this study is the first to uncover the vital impacts of salesperson moral identity centrality on selling orientation, customer orientation and value co-creation. Through the conceptualized and tested framework, the study opens the door for additional research to inspect the role of moral identity centrality in sales.

Following critiques of shareholder capitalism and calls for reform of the corporation, employee-owned firms have attracted public and government attention in the UK and elsewhere, based on the view that these alternative organizations serve a broader public purpose. However, despite attempts to broaden the measures for evaluating organizations and take seriously the social effects of business decisions, we lack a holistic framework for evaluating this public purpose that addresses aspirations like participation, democracy, equality, solidarity, and strong community relations alongside financial resilience and profitability. This study proposes that a solution can be found in Selznick’s concept of “moral community.” Selznick argued that community, conceived as a response to the perceived unravelling of the social fabric, plays a vital role in countering the excesses of capitalism. Using this as a yardstick to evaluate employee ownership (EO) in the UK, the author argues that the EO organizational field is indeed an embodiment of a moral community. It successfully infuses a broad range of social values into economic pursuits, nurtures an inclusive sense of the “common good,” and mitigates the alienation resulting from an increasingly marketized society. At the same time, the EO moral community does not reject capitalism as such, aspiring to connect with and reform existing political, financial, and legal structures as opposed to positioning its own institutions as an alternative to them. There are, therefore, limits to the challenge that the EO community levels against the current socioeconomic order.