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The purpose of this paper, in the context of the employment equity (EE) field, is to explore the relationship between individual values/beliefs and simulated hiring decisions of minority candidates in Canada, France and Ireland.

Individual values/beliefs were elicited using Likert type scales; subjects responded to a series of simulated hiring scenarios.

The link between individual value and belief systems and EE‐related HR decision making on recruitment of minority candidates is modestly supported by the findings presented here. The values/beliefs of students from leading business schools influenced, if in part, their simulated hiring decisions on minority candidates presented in the scenarios. National context also matters as EE institutions differ at the societal level of analysis.

The subjects were business school students of limited work experience addressing scenario situations, not practicing managers making real hiring decisions. The use of self‐reports leads to the usual issues related to common method variance, the consistency motif, social desirability bias, and so on and we note the limits due to the reverse ecological fallacy. Research findings provide modest support to this argument but should be treated with caution.

Individual values and beliefs matter in HR decision making on recruitment of minority candidates.

Much EE research focuses on antecedents of values/beliefs; this paper is one of a handful of investigations that attempts to establish possible outcomes of values/beliefs towards EE.

The purpose of this paper is to explore the role of individualism-collectivism (IC) in determining psychological contract fulfillment (PCF) at individual level, thus attempting to establish that cultural orientation of each individual may differentially predict the fulfillment of his/her psychological contract.

Structural equation modeling was conducted on the cross-sectional data collected from 465 IT professionals working at different multi-national software companies.

Model fit between the dimensions of IC and PCF was found to be good, indicating a significantly positive relationship between within-culture cultural orientation of an individual and his/her perception of PCF. The analyses revealed that collectivist beliefs, values and norms have a significant relationship with the perception of delivery, fairness and trust toward PCF. The relationship between collectivist values and fairness of the deal was found to be insignificant.

A major theoretical implication of the study is its contribution to evidence that people with collectivist orientation have a relatively positive perception toward the fulfillment of a psychological contract between them and the employer. It also clarifies why employees working in the same work environment tend to develop unique psychological contracts owing to their tendency to orient toward a particular cultural state of mind in the form of beliefs, values and norms guiding their day-to-day work-life.

The study is a valuable addition to the current literature in two ways. First, it contributes to the area of personality by examining the individual cultural orientation as an individual difference predictor of PCF. This helps in understanding the role of differences in emotions, cognition and behavior among individuals in predicting the fulfillment of hidden expectations of employees. In the domain of psychological contract, it contributes to evidence that explains why employees in same job conditions and employment relationships experience breach or fulfillment owing to their difference in cultural orientation.

Debates regarding climate change risk perception (CCRP), particularly its scale and impact on social and environmental sustainability, have continued for decades. CCRP is experiencing a renaissance with an increased focus on environmentally relevant behaviors to mitigate the effects of climate change. However, CCRP lacks investigation from the employee perspective. Supported by the social exchange and value–belief–norm theories, this study aims to address the impact of employees’ CCRP on their proenvironmental behavior (PEB) via the moderating roles of environmental values and psychological contract breach.

The nonprobability convenience sampling technique was used to collect survey data from a sample of 299 employees across 138 manufacturing firms in Pakistan.

The results show that employees’ CCRP positively impacts their PEB and that this relationship is moderated by their environmental values and psychological contract breach. Specifically, environmental values strengthen the CCRP–PEB relationship, while psychological contract breach weakens it.

The findings of the study emphasize useful guidance for managers and practitioners as a future avenue to restructure the climate change framework by emphasizing the conditions (i.e. environmental values and psychological contract breach). In doing so, the study is beneficial for managers and practitioners in helping to increase employees’ PEB through the development of climate change action plans.

To the best of the authors’ knowledge, this study is one of the first investigations into CCRP–employees’ PEB nexus in the developing country context. The study incorporates social exchange and value–belief–norm theory, which serve as the CCRP’s theoretical underpinnings. The findings advance the new knowledge about a firm’s social responsibility to achieve the sustainable development goals outlined in the UN’s 2030 Agenda.

In recent years, consumers are moving toward purchasing green cosmetics instead of chemical one. Plenty of cosmetics products are banned globally due to the usage of poisonous substances such as triphenyl phosphate and petroleum. As such, it is needed to shift the conventional purchase behavior to green purchase behavior (GPB) to reduce the negative impact on the environment and health. This study aims to investigate the factors that affect GPB in the context of cosmetics products purchase. Additionally, this study examines the moderating role of electronic word-of-mouth (eWOM) in influencing such green behavior.

This study used value-belief-norm (VBN) theory and elaboration likelihood model as a theoretical basis. By using judgmental sampling techniques, a total of 318 usable responses were gathered through online survey. The structural equation modeling approach using partial least square (SmartPLS, version 3.7) technique was used to test the study hypotheses.

Results reveal that altruistic value and hedonic value both positively affect pro-environmental beliefs, which eventually affect consumers’ personal norms. It is found that hedonic value has a greater influence on pro-environmental belief than altruistic value. Additionally, personal norm also exerts significant influence on GPB. Data also support the mediating role of pro-environmental belief and personal norm. Moreover, the multidimensional eWOM moderates the relationship between personal norm and GPB.

The findings from this study provide valuable insights for marketers, academicians and practitioners about the drivers of consumers’ green cosmetics purchase behavior. It will enable marketers to develop better strategies for the green market segment.

The study findings also contribute to the social aspects by understanding consumers’ purchase behavior toward green cosmetics products. It ultimately promotes to consider a healthier lifestyle and to be concerned about environmental well-being.

This study is the first to introduce the eWOM as a moderator in the VBN theory. Moreover, this study contributes to the existing body of knowledge in the field by examining few new linkages; more specifically, considering pro-environmental belief as to the mediator between “hedonic value and personal norm,” as well as the mediating effect of personal norm in the relationship between “pro-environmental belief and GPB.” Moreover, this is a pioneer study to consider eWOM as a multidimensional construct rather than unidimensional, which is new in green marketing literature.

The purpose of this paper is to explore the relationship between managerial values and preference for hiring of low caste and female job candidates in the context of the six decades of affirmative action in India.

A sample of managers from India filled in a questionnaire indicating their beliefs and values concerning the Indian reservation system, social activism and minority employment. Subjects also made hiring choices in a simulated decision environment.

Findings indicate that managers were marginally in favour of hiring minority candidates and that their values and beliefs concerning minority employment of low caste and female job candidates were mixed.

The study used self‐reported questionnaires, and the sample size was small. Future studies are recommended to overcome the limitations.

Managers responsible for making hiring decisions should be trained and educated in the need for equity, justice and diversity in the workplace.

This investigation provides empirical evidence linking managerial beliefs and values to hiring preferences of minority job candidates.

This paper seeks to investigate the relationship between managers' beliefs and goal orientation and the self‐perception of transformational and transactional leadership styles and how this relationship is moderated by the level of formal education.

A sample of 76 top executive officers reported their managerial values and beliefs by completing measures of McGregor's Theory XY philosophy of management and Dweck's learning and performance goal orientations. They also reported their use of transactional versus transformational leadership styles with their direct reports and their degree of formal education.

Regression analyses revealed that ratings of transformational leadership are associated with theory Y philosophy of management and a learning goal orientation; whereas ratings of transactional leadership were found to be associated with performance goal orientation. In addition, executives with higher levels of education reported greater behavioral integrity, that is, greater alignment between their managerial beliefs and their corresponding self‐ratings of leadership behaviors.

This paper contributes to the transformational leadership literature by adding a cognitive perspective to the well‐studied behavioral patterns of transformational leaders.

The purpose of this paper is to provide a comprehensive model of safety culture for the US fire service.

Based upon a modified version of Cooper’s Reciprocal Determinism Model, the research uses two sets of exogenous variables, labeled Safety Management System and Safety Related Behaviors, to explain a dependent variable called Organizational Safety Climate. The model has been used successfully to improve safety performance in other high risk, high performance organizations. Using survey data collected from over 1,000 firefighters in three medium‐sized US municipalities, the theoretical model is tested.

Results from multiple regression analyses provide strong support for the hypothesis that individual perceptions of safety management and safety behavior predict individual perceptions of safety climate, both at the “fire service” organizational level and at the individual department level.

Limitations of the study include a cross‐sectional design, the use of self‐reported perceptions for the variables, and the fact that the three mid‐sized US fire departments from which data were gathered self‐selected to participate in the study.

A practical feature of the theoretical model tested is the ability to create “safety report cards” for each of the 12 dimensions that define the three variables used in the study.

This model holds the promise of reducing firefighter injuries and deaths by identifying managerial and behavioral safety improvement areas within US fire departments.

To the authors’ knowledge, this research represents the first attempt to both identify and test empirically a safety culture model for the US fire service.

The paper seeks to examine both management and psychological literature on strategic decision making.

A review of the management and psychological literature is undertaken, with particular focus on factors affecting strategic decision making.

The literature review reveals that managerial cognition as well as individual and corporate values can have an impact on strategic decision making. The review also finds that strategic competencies are important although there is no agreement within the literature on what those competencies are.

Strategic thinking and strategic decision making have been discussed within the psychological and management literature for decades. Psychological and management theoretical perspectives and empirical research have been discussed separately and failed to consider both together. The current paper reviews both psychological and management literature to provide an understanding of the strategic thinking and decision making process and factors that may affect the process.

This paper aims to offer a systematic view of religious consumption and its iterative influences on consumers, as well as their differences in attitudes, values and behaviors.

Using a mixed-method approach – both qualitative and quantitative – the study develops religious self-transformation and self-categorization scales to empirically evaluate the hypotheses.

The convergence of consumption, self-identification and religious attitudes and behaviors proffer an essentially subjective concept useful in understanding the existential reflection and supernatural orientation that individuals may seek through consumption. Cluster analysis (based on product, services, media and practices) reveals four quadrants. The non-religious (religious) group has low (high) consumption in all four consumption categories Self-categorization (self-transformation) group has high (low) level of product consumption, but low (high) in all three other categories. This research presented four invisible identities that are visibly different in terms of life satisfaction, religious brand preference, dollars spending on religious products and monetary donation.

This research only considers one medium-size city as opposed to all types of cities. All religious affiliated and nonaffiliated respondents are included in the total sample.

The study offers new insights into the triadic relationship between religious self-identification, religious consumption, and the marketplace that can be used in branding, segmentation, targeting, positioning, and persuasive advertising, public relation and social media, and services marketing.

Religion addresses the nature of existence. In this religion–consumer–brand nexus, consumption is a way for consumers to experience and immense themselves in the sacred to solidify, communicate, transform, improve and transport who they are capitalizing on religious self-identification can affectively promote positive social change.

This work proposes four invisible identities that are different in consumption of religious products and services in terms of patterns and purposes. These groups of consumers shape the marketplace through the derived utility of their religious consumption based on their self-identification, which in turn influences their religious brand preference.

This research aims to find out whether intrinsic and extrinsic religiosity affect product attitude functions (value-expressive, social-adjustive).

The population of the research consists of Muslim consumers in Turkey and Christian consumers in Portugal. Using the convenience sampling method, the data was obtained from 800 questionnaire forms which consist of 400 forms filled by Muslim consumers in Turkey and 400 forms filled by Christian consumers in Portugal. Smart PLS 3 (Partial Least Squares) statistical program was used to test hypotheses.

Results of the analyses show that the intrinsic religiosity of Muslim Consumers living in Turkey and Christian consumers living in Portugal negatively affects the value-expressive and social adjustive attitude. Extrinsic religiosity, on the other hand, has been found to have a positive effect on the functions of value-expressive and social-adjustive attitudes within the consumers of both countries.

There are studies on religiosity and consumer attitudes in the Turkish literature (Kurtoglu and Çiçek, 2013; Uyar et al., 2020; Demirag et al., 2020). Religiosity dimensions (intrinsic/extrinsic religiosity); however, have been neglected in the Turkish literature. This study provides a detailed evaluation of the effect of these dimensions on the dependent variable. Additionally, this study emphasizes the relational aspect of attitude dependent variable and religiosity dimensions by approaching it through the context of value-expressive and social-adjustive attitude. Thus, it is aimed to help practitioners and the literature gain a different perspective by referring to the attitude functions whose foundations were laid in the studies of Smith et al. (1956), Katz (1960) and strengthened in studies like Wilcox et al. (2009). By comparing two different religions, the study results are analyzed in the context of different regions and cultures. This comparison can be beneficial both for local and international investors as religious and cultural factors play an important role in local and cultural investment decisions. The results of this study are thought to contribute to the consumer behavior literature and to public authorities in terms of evaluating the level of religiosity. In addition, this study can have practical results for the practitioners in both Portugal and Turkey.