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Justice research has established that voice enhances procedural justice—a phenomenon known as the ‘voice effect’—through both instrumental and non‐instrumental mechanisms. However, limited research attention has been devoted to the underlying motivational bases for the operation of one or the other explanatory mechanism in a given situation. We report the findings of two laboratory studies examining situational, motivational, and attributional underpinnings for the voice effect. We found that motivation to voice varied with characteristics of the authority to whom a grievance is directed. In both studies, an interaction revealed that non‐instrumental motivation for voice is more important when instrumental motivation is lacking or unavailable. In Study 2, we introduce the role of social attributions into research on the voice effect, finding that grievants' judgments about their objectives in using voice vary with the attributions they make about the motives behind the authority's actions. We discuss implications of our findings for both theory and practice.

As supply chain sustainability has become more urgent than ever before, this study aims to provide a more nuanced understanding of how supplying firms’ sustainability motives influence their compliance and commitment, as well as sustainable performance, as they respond to buyers’ sustainable supplier management programs.

To investigate the intriguing links among sustainability motives, compliance/commitment and sustainable performance of supplying firms, this paper draws on multidisciplinary literature and collects empirical data from 281 supplying firms in China to test the proposed model and hypotheses using structural equation modeling.

Instrumental and moral motives make comparable contributions to compliance; moral motives exert stronger influence on firms’ commitment to sustainable practices. In addition, although compliance has a greater impact on economic and environmental performance, commitment is far more robust in improving environmental and social performance.

Unlike most research on motives that has been theoretical, this study represents one of the few empirical analyses of how motives may affect sustainable performance. Examining the challenges from the perspectives of supplying firms, it also adds to the SSCM literature by making clear how compliance and commitment may differentially predict sustainable performance.

Although instrumental and moral motives can be complementary in advancing sustainable practices, it is imperative for firms to integrate moral considerations into sustainability decision-making and move beyond compliance, if they are to contribute meaningfully to a better society and cleaner environment.

This is the first large-scale empirical investigation on the links among motives, compliance, commitment and sustainable performance from the perspectives of suppliers.

The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance.

Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis.

Results show that perceptions of a supportive supervisory feedback environment are associated with both higher instrumental and image enhancement motives. The instrumental motive fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings.

These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management.

This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

The purpose of this study aims to develop and test a motives-mass customization (MC) capability-performance model by dividing MC capability into product-oriented MC capability and service-oriented MC capability.

This research tests the hypothesized relationships using survey data from 277 Chinese manufacturing firms.

The results indicate that instrumental, relational and moral motives all have significantly positive impacts on product-oriented and service-oriented MC capability. The authors also find that product-oriented MC capability partially mediates the impacts of relational and moral motives on operational, environmental and economic performance, while service-oriented MC capability partially mediates the impacts of instrumental, relational and moral motives on operational, market, environmental and economic performance.

This study complements the existing MC literature by describing MC capability into two dimensions: product-oriented MC capability and service-oriented MC capability.

European performing arts companies, intrinsically fragile, have been severely hit by the economic crisis. Within the global search for new economic models in the sector, a growing number of initiatives have been taken in the form of establishing collective and participatory firms. Their forms vary from simple interorganization resource pooling to proper registration of a cooperative. Our research aims to understand the motivations of project initiators for collectively organizing their business. We test the influence of instrumental versus ideologically driven motives as well as the influence of the socio-economic context on the decisions of performing arts entrepreneurs (artists, producers, or directors) to establish participatory firms. We relate these results to the success or failure of collective firms and to the degree of cooperation. We use a qualitative method based on semi-directive interviews conducted in 21 performing arts collective organizations, over two years and in six European countries. Interviews were integrally transcripted and processed using qualitative data analysis software (QSR NVivo 10) in order to realize axial coding. We found that while the context, instrumental logic, and ideologically driven motives influence the decision to establish collective organizations in performing arts, it is the ideological dimensions that are predominant and constitute a necessary condition for the success of a participatory organization. We observe that the more collective organizations are ideologically motivated, the more they are likely to be successful in the long run (success being assimilated to economic sustainability). We also find that the greater the importance of the ideological motive, the more integrated the cooperation. Eventually, these results provide significant information regarding the form of collective firms in performing arts. We observe the emergence of new forms of cooperatives that comprise cooperatives of production and projects or companies, establishing participatory and democratic governance, and pooling resources and financial risk while preserving the artistic freedom of artists. We view these emerging types of cooperatives as a promising avenue both for the sector itself and for the development of the cooperative movement beyond its traditional sectors. The findings suggest that public incentives, as they are currently set up, may miss their objective of promoting shared practices in the arts or even be counterproductive; thus, it would be to their advantage to be modified in light of the above results. We also defend the interest of trans-border cooperative organizations inspired by the cooperatives of production and their governance models and organizations. Despite a number of studies highlighting cooperation in the cultural sector, research on cooperatives in this sector remains embryonic. This paper contributes to this literature. We argue that applied research in this sector can be of contributive value to the literature on cooperatives and participatory firms.

Drawing on multi-theoretical lenses and a combination of supply chain and business ethics literature, this study aims to investigate the role of motives in driving sustainable supply chain management (SSCM) practices and sustainable performance.

Using a sample of 205 supply chain companies in the USA, the authors apply structural equation modeling (SEM) analysis to empirically test the proposed model and seven hypothesized relationships.

Results of the study underscore the critical role of moral motives, while highlighting that all three types of motives (instrumental, relational and moral) are robust in driving SSCM practices and achieving improvement in all three dimensions of sustainable performance–economic, environmental and social.

This research can help supply chain scholars develop a more robust subfield of motivation-based SSCM research to gain a deeper understanding of how motives may differentially predict sustainable supply chain practices and performance.

The results of this study demonstrate the critical links between moral motivation and the triple bottom line (TBL) performance and suggest that managers pay more attention to moral motives in their decision-making.

This study bridges gaps in the extant literature by incorporating motivation-based antecedents, expanding the scope of SSCM practices, including the social dimension of sustainability and investigating the mediating effects of SSCM practices on the links between motives and the TBL performance.

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.

Purpose: The psychological contract involves expectations and responsibilities from both employees and organizations. Recently, arguments have emerged that link employee expectations to increasing individual entitlement beliefs which may not involve reciprocity. Equity theory suggests that employees continually assess their personal outcomes for fairness and that these equity perceptions could be affected by entitlement beliefs. The question that then arises is, how do entitled employees pursue these unmet beliefs and what are the implications if these beliefs are met or unmet? Approach: In this chapter, we present a conceptual model proposing that emotion regulation motives (instrumental or hedonic) influence how employees with unmet entitlement beliefs seek to advance their claims. Using equity theory as an underpinning theory, we conceptualize that instrumental and hedonic emotion regulation motives lead to different job satisfaction levels. We also argue that actual job performance moderates this relationship. Originality/Value: Understanding this process is essential as managers may constantly deal with employee entitlement beliefs, and low job satisfaction has been linked to poor employee and organizational outcomes. Theoretical and practical implications are discussed.

Buyer engagement proves important supports for suppliers' corporate social responsibility (CSR); however, little is known about whether and how buyer CSR engagement can be actively searched for by a supplier and what activities and policies of suppliers could enhance buyer CSR engagement. From the perspective of resource dependence theory, this study aims to explore how suppliers seek to achieve buyers' CSR engagement.

The proposed model and hypotheses were tested by structural equation modeling methodology using survey data collected from 243 manufacturing and service firms in China.

The results show that instrumental CSR motives and internalization of CSR policies jointly improve buyers' dependence, which in turn increases buyers' CSR engagement. In addition, this study investigates the influence of suppliers' trust on the effect of buyers' dependence on buyers' CSR engagement and finds a negative moderating effect on the dependence–engagement relation.

The findings show that suppliers can actively engage in CSR to strengthen their position and improve the buyer CSR engagement. In fact, proactive CSR policies and implementation do pay off in the long run for them.

This study offers a fresh perspective on the role of suppliers in improving CSR. In contrast to much of the literature that has considered buyer-initiated practices and policies, this is the first theoretical and empirical investigation into how suppliers can increase the buyer CSR engagement.