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1 – 10 of 479The purpose of this chapter is to explore the differences in consumers’ willingness to pay for different types of design attributes due to different levels of specific…
Abstract
Purpose
The purpose of this chapter is to explore the differences in consumers’ willingness to pay for different types of design attributes due to different levels of specific anticipatory emotions evoked by them. The research aims to show how firms can benefit by leveraging the findings that different types of design attributes – that is, functionality, aesthetics, and environmental sustainability – affect profit margin per unit differently. Further, the chapter claims that design is a core competency that can pay dividends in terms of profit margins for firms. It is important for firms to develop expertise in understanding and leveraging relationships between the types of design attributes, specific emotions, and consumers’ willingness to pay.
Methodology/approach
The chapter uses the product categories of cell phones and laptop computers in the three experiments to test the hypothesized relationships between design attributes (functionality, aesthetics, and environmental sustainability), specific emotions, and willingness to pay.
Findings
The research finds that different attributes of design – functionality, aesthetics, and sustainability – evoke different types of emotions and different levels of willingness to pay.
Research limitations/implications
The data were primarily collected via experiments in a behavioral laboratory.
Practical implications
Firms can leverage different attributes of design to position and price products according to emotional requirements of the target customer segment to match their willingness to pay and maximize profit margin per unit.
Originality/value
The research specifically measures willingness to pay in joint presentation – independent evaluation scenarios to assess differences in how functionality, aesthetics, and sustainability impact willingness to pay.
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Laura von Gilsa and Dieter Zapf
This chapter describes the role of service employees’ motives for emotion regulation in interactions with customers. To date, there has been little research and theoretical work…
Abstract
This chapter describes the role of service employees’ motives for emotion regulation in interactions with customers. To date, there has been little research and theoretical work on motives for emotion regulation in service work. The reason for this may lie in the fact that there is an implicit general assumption that employees regulate their emotions in customer interactions because of display rules given by the organization. We argue that service employees have more motives for emotion regulation than adhering to display rules. We propose that three fundamental motive categories which are relevant for general emotion regulation are also relevant in the service work context. Moreover, we argue that the different motive categories are important antecedents for the further emotion regulation process. We propose that depending on the motive category different emotion regulation strategies are used as well as moderating effects of the motives with an impact on the consequences of emotion regulation such as well-being. The chapter concludes by pointing to practical implications.
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Adam J. Vanhove and Mitchel N. Herian
The relationship between team cohesion and individual well-being is clear. Being part of a highly cohesive team is likely to contribute to the well-being of individual team…
Abstract
The relationship between team cohesion and individual well-being is clear. Being part of a highly cohesive team is likely to contribute to the well-being of individual team members. A multidirectional relationship is likely as individual well-being is also likely to contribute to team cohesion. This chapter examines such critical relationships in the context of team performance. To do so, we draw on the dominant literatures related to these concepts, focusing on two specific types of team cohesion – social cohesion and task cohesion – and two specific types of well-being – subjective well-being (SWB) and psychological well-being (PWB). We contend that social cohesion and SWB are likely to be strongly related, while task cohesion and PWB are likely to share a strong relationship. Therefore, the chapter focuses on the evidence regarding the transactional relationship between social team cohesion and SWB, and transactional relationship between task team cohesion and PWB. Of course, we also recognize the close relationships between social and task cohesion, and between SWB and PWB. We consider the practical implications of studying the relationships between these concepts and put forth a number of recommendations for future research in this area.
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Kristjan Laane, Balazs Aczel, Anthony Dickinson and Mare Teichmann
While researchers have assumed that it is not possible to determine the key reactants that cause positive emotional reactions, we argue that experiences, such as watching an…
Abstract
While researchers have assumed that it is not possible to determine the key reactants that cause positive emotional reactions, we argue that experiences, such as watching an entertaining television show or working in a pleasant climate, produce their positive effects through one or more “root causes” of positive emotion. This study identified a classification of root causes derived from reports of individual positive moments submitted by office workers throughout their workday. Through identifying root causes, such as Fulfilled Expectations, Positive Self-Image, Humor, and Relief, we provide the first data-driven attempt to develop a taxonomy of root causes of positive affect at work.
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Maarten Vansteenkiste, Christopher P. Niemiec and Bart Soenens
Cognitive evaluation theory (CET; Deci, 1975), SDT's first mini-theory, was built from research on the dynamic interplay between external events (e.g., rewards, choice) and…
Abstract
Cognitive evaluation theory (CET; Deci, 1975), SDT's first mini-theory, was built from research on the dynamic interplay between external events (e.g., rewards, choice) and people's task interest or enjoyment – that is, intrinsic motivation (IM). At the time, this research was quite controversial, as operant theory (Skinner, 1971) had dominated the psychological landscape. The central assumption of operant theory was that reinforcement contingencies in the environment control behavior, which precluded the existence of inherently satisfying activities performed for non-separable outcomes. During this time, Deci proposed that people – by nature – possess intrinsic motivation (IM), which can manifest as engagement in curiosity-based behaviors, discovery of new perspectives, and seeking out optimal challenges (see also Harlow, 1953; White, 1959). IM thus represents a manifestation of the organismic growth tendency and is readily observed in infants' and toddlers' exploratory behavior and play. Operationally, an intrinsically motivated activity is performed for its own sake – that is, the behavior is experienced as inherently satisfying. From an attributional perspective (deCharms, 1968), such behaviors have an internal perceived locus of causality, as people perceive their behavior as emanating from their sense of self, rather than from experiences of control or coercion.
Elizabeth P. Karam, William L. Gardner, Daniel P. Gullifor, Lori L. Tribble and Mingwei Li
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past…
Abstract
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.
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Sociologists, social psychologists, and organizational theorists alike have shown a great deal of interest in the concept of social capital. To a large extent, this interest has…
Abstract
Sociologists, social psychologists, and organizational theorists alike have shown a great deal of interest in the concept of social capital. To a large extent, this interest has been fueled by accumulating evidence that social capital plays a vital role in the development of more cooperative relationships within groups and organizations. Inspired by this evidence, a primary goal of the present paper is to examine more systematically the psychological underpinnings of social capital within contemporary workplaces. Drawing on social identity theory and related theories on the self, this paper develops a framework for conceptualizing how individuals’ psychological identification with a workgroup enhances their willingness to engage in behaviors that contribute to the creation of social capital within that workgroup. The paper reviews empirical evidence in favor of the framework, and draws out theoretical and applied organizational implications of the framework.
Joar Vittersø, Nina K. Prebensen, Audun Hetland and Tove Dahl
Recent theories on emotion suggest that a limited set of core feelings are the cornerstone of subjective experiences. The article proposes to bring this perspective more deeply…
Abstract
Recent theories on emotion suggest that a limited set of core feelings are the cornerstone of subjective experiences. The article proposes to bring this perspective more deeply into the study of tourist experiences and behavioral intentions. It argues that two distinct categories of positive feelings are of particular importance when analyzing the experiences of travelers. The first category reflects feelings such as happiness, pleasure, and satisfaction. The second category reflects feelings such as engagement, interest, and absorption. With questionnaire data from 505 visitors to two popular sites in Northern Norway, the current study investigated the degree to which visitors’ on-site feelings of happiness and engagement predict intentions to revisit to, or recommend to others, the destination. Results showed that engagement, but not happiness, predicted the visitors’ intention to revisit. Engagement further predicted intentions to recommend the site to others. Feelings of on-site happiness also predicted recommendation intentions. The implications of the theoretical perspective and empirical results presented in the article are discussed.
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Dianne A. Vella-Brodrick and Alexa Delbosc
Purpose — In this chapter a case will be made for the importance of measuring well-being in transport mobility research. A number of well-being measures and determinants of…
Abstract
Purpose — In this chapter a case will be made for the importance of measuring well-being in transport mobility research. A number of well-being measures and determinants of well-being will be presented in reference to the current project. This chapter will then conclude with some practical recommendations for transport mobility researchers wishing to include well-being measures in their future studies.
Methodology — Measurement methods associated with previous transport mobility and well-being research will be critically examined so that strengths and limitations can be identified. The measurement approach to well-being adopted for the current project will be presented and associated challenges experienced by the research team will then be discussed.
Findings — A review of the extant transport mobility research which includes an assessment of well-being shows that it is not uncommon for unstandardised measures of well-being to be adopted. In addition, exploration of relationships between transport mobility and well-being are often undertaken without any consideration of potential moderating or mediating factors. More work is needed to advance our knowledge of the transport mobility and well-being relationship and the underlying mechanisms driving this relationship. Research also needs to focus on undertaking longitudinal studies which will enable causation to be established.