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The purpose of this paper is to examine the relationship between employees' motives for communicating with superiors and coworkers, their commitment to their organizations, satisfaction with jobs, and with superiors.

This article makes use of survey research, using quantitative research methodology investigating employees' motives for communicating with their superiors and co‐workers, their satisfaction and commitment towards their organization. The research identifies pleasure, escape, relaxation, control and inclusion as motives explaining why people communicate with each other and how they relate to each other.

The findings revealed a relationship between the motives along with satisfaction and commitment. Employees report a moderate commitment with their coworkers as well as superiors. Furthermore, the results showed strong relationships between the control, affection, inclusion, escape and relaxation motives.

The research showed strengthening communication ties from a need to encourage more healthy interpersonal relationships by using jointly constructed reality. This approach was more effective because it goes beyond information process and it involves the process of people together creating what will be the mission and vision of the organization and developing corporate values. In addition, the organization's commitment can be enhanced through job enrichment together with matching the individual's values to those of the organization besides, finding ways and means of improving job satisfaction through different strategies such as improving the quality of the supervision, decentralization of power and counselling. Finally, the investigation serves as a context for evaluating the applicability of previous studies to the manufacturing, oil and petrochemical industries in Bahrain, focusing on Bapco (Bahrain Petroleum Company), GPIC (Gulf Petrochemicals Industries) and ALBA (Aluminum Bahrain ).

The study is the first thorough study conducted in the three above‐mentioned organizations. Therefore, it would be of great value to understand their employees better and improving their communication ties as well as motivation.

This research aims to examine the link between personality, motives, and the choice of conflict resolution strategy in a service conflict context.

Participants' responses to a service conflict scenario were coded into strategy categories and both personality (the Big Five) and motives were measured with established scales. Differences in personality and motives across the strategies were assessed with ANOVA and the relationship between personality and motives was assessed with multiple‐regression.

While the results did not show a direct relationship between personality and choice of strategy, they did indicate an indirect link through motives. The results also show that consumers used a variety of strategies based on a mix of economic and social motives.

The results show that social motives play an important role in business conflicts. The study also supports a multi‐level perspective of personality, where basic tendencies (the Big Five) impact characteristic adaptations (motives), which are more closely related to behavior.

The results suggest that consumer behavior in dealing with conflict can be complex and that service provider cannot rely on “one best way” strategies for dealing with customers. Managers should also be sensitive to the importance that social motives play in conflict resolution, particularly the importance consumers place on fairness.

The paper illustrates how social motives play an important role in business conflicts.

This study focuses on the Portuguese tourist decision process in terms of traveling to exotic places. Based on the push‐pull motive model defined by Crompton in 1979, this paper seeks to propose an integrated approach to understand tourist motivations and how these contribute to the perception of a destination.

A structural model and a categorical principal component analysis are used to assess to what degree motivational factors may influence perceptions about a destination. The empirical study is supported through data from a sample of 1,097 individuals who travelled by plane to exotic places, during 2004.

The findings show that push and pull motivations influence the way tourists perceive the destination but the resulting image does not determined the intrinsic motivations.

The study has the restriction of being limited to the Portuguese case. However, these findings open paths for further investigation, namely extending to other destinations and to tourists with different incentives and nationality.

This study contributes to the overall understanding of why tourists adopt specific behaviors. In specific, motivations and perceptions were combined in order to understand why people could be pushed to travel to exotic destinations and how they form their perceptions.

A model of the relationships between individuals' perceptions of internet use and internet usage behaviors is presented and tested. The purpose of this paper is to propose that a lack of perceived responsiveness to on‐line communication is positively related to individuals' general resistance to use the internet as a communication information exchange medium, termed general internet apprehensiveness (GIA). Perceptions of GIA are negatively associated with on‐line information‐seeking behavior, and positively associated with individuals' resistance to or fear of using the internet for on‐line retail transactions, termed transactional internet apprehensiveness (TIA).

College‐aged students reported their attitudes about on‐line information seeking, on‐line purchasing, and their on‐line information seeking and purchasing behaviors. The model presented is tested with path analysis to assess the variables' interrelationships.

Ultimately, lack of responsiveness is positively related to GIA, GIA is negatively related to information‐seeking behavior, and TIA is negatively related to consumers' on‐line purchasing of goods and services.

The student sample used in this study prevents us from making broad‐based generalizations. While students represent a large base of internet users and have been presented as a viable population to study in investigations for both academic audiences and marketing practitioners, future research will continue to benefit from more diverse samples of internet users.

This study offers hospitality professionals a better understanding of the elements that inhibit or encourage on‐line information seeking and purchasing behaviors.

This paper further defines the socio‐demographic factors that inhibit consumers from using the internet as both an information‐sharing tool and purchasing medium.

People decide what is good or bad, or what they should or should not do, based on the values they cherish. Someone's values create the feeling that something is important for him or her, and then motivate him or her to take action. Therefore, personal values are important psychological aspects that serve as predictors of many types of human behaviour. The use of values to evaluate, to predict or to assess behavioural choices and their outcomes has received increasing attention in psychology in recent years. An important psychological insight is that similarities between personal values and values provided by the context (e.g., not only values cherished by the people who are close to us but also values embedded in the brands that are relevant for us or in the communication messages we are confronted with) have an impact on subjective well-being. This psychological insight makes values relevant for other domains as well. This chapter explores the use of values in communication, and introduces mechanisms through which values can be used to stimulate communication effectiveness.

The purpose of this article is to develop a cross-level, theoretical model describing the process by which interpersonal helping becomes conspicuous, as well as the process by which interpersonal helping subsequently prospers or becomes eradicated in the organization.

A theoretical analysis was performed by drawing upon various management-related theories.

We propose that organizational crises foster the emergence of interpersonal helping. Additionally, the positive relationship between organizational crises and interpersonal helping is stronger (or weaker) when individuals possess higher levels of other-oriented (or self-oriented) motives. Furthermore, we propose that a sympathetic climate at the unit level and employee job crafting at the individual level result in the prosperity of interpersonal helping, whereas interpersonal helping is eradicated by a sarcastic atmosphere at the unit level and citizenship pressure at the individual level.

Theoretically, we advance the literature by providing future research with a theoretical base for understanding interpersonal helping from a temporal and cross-level perspective. Practically, this article offers some managerial recommendations that help managers nurture interpersonal helping in organizations effectively.

Building upon studies of social psychology and information system literature, this study aims to propose and empirically test a research model that incorporates interpersonal motives (sociability and status) and hedonic motive (perceived enjoyment), and the three processes of social influence: compliance, identification and internalisation, to explain one's intention to use social network (SN) web sites.

The data were obtained from an online survey of 274 SN web site users. Structural equation modelling analysis was used to validate the proposed model.

The results indicate that social influence affects intention directly through the compliance process. Social influence, when exerted through the identification and internalization processes, affects intention indirectly via the two interpersonal motives (sociability and status) and perceived enjoyment. The two interpersonal motives affect intention indirectly via perceived enjoyment.

This study advances theory by examining how the social influence processes affect one's behavioural intention via the interpersonal and hedonic motives.

These findings help online SNs to devise strategies to attract and retain users.

This study provides evidence that social influence processes are also operative in one's adoption of information technology in non‐work settings. It also shows that people have two interpersonal motives in mind when they develop an online relationship with others.

The purpose of this paper is to examine the influence of satisfaction from romantic relationships on social media usage, with computer-mediated communication (CMC) motives and self-disclosure dimensions acting as mediators of the relationship.

The data were collected from 420 individuals active on social media. Data were analysed with confirmatory factor analysis, Pearson correlation, hierarchical multiple regression and mediation analysis based on Baron and Kenny’s (1986) conditions.

The result from a cross-sectional survey of 420 individuals reveals how relationship satisfaction leads to the use of six social media channels directly and indirectly through five dimensions of CMC motives and four dimensions of self-disclosure. Out of 54 possible mediations, 17 were found to be significant.

The present study fulfils the need to identify how satisfaction in a romantic relationship impacts self-disclosure and social media selection and usage.

In the workplace, forgiveness can increase positive interactions between the victim and offender in the aftermath of a conflict. As an important intrapersonal factor in an organization, a victim’s power motives may shape one’s forgiveness. However, previous research shows inconsistent results because it only considers explicit power motives while ignoring the possible contingent role of implicit power motives in influencing forgiveness. This paper aims to consider both implicit and explicit power motives and aims to examine their joint effect on interpersonal forgiveness in the workplace conflict.

Polynomial regressions with response surface analysis were conducted with 415 Amazon Mechanical Turk users. Implicit power motives were measured by using a modified picture story exercise technique, whereas explicit power motives were measured via self-response scales.

First, congruence in power motives was associated with higher empathy and forgiveness than incongruence. In addition, high-implicit/high explicit power motives led to higher level of empathy and forgiveness than low-implicit/low-explicit power motives. Furthermore, directional power motive incongruence had an additive effect on forgiveness, such that discrepantly low-implicit/high-explicit power motives were more detrimental to empathy and forgiveness than discrepantly high-implicit/low-explicit power motives. Finally, empathy underlies the combined effect of implicit and explicit power motives on forgiveness.

The findings suggest that in a workplace conflict, managers should consider an employee’s explicit and implicit motives. To build the harmony group work climate, managers can improve intrapersonal implicit–explicit power motive congruence by providing developmental support and training focusing on self-enhancement and self-affirmation with the low-explicit-powerful employees. Further, to promote forgiveness in a conflict, organizations can use empathy-based exercise and provide team building activities to increase employees’ empathy and perspective-taking toward others.

By integrating implicit–explicit framework, this paper conciliates previous studies investigating the relationship between power and forgiveness by proposing that the two types of power motives, implicit and explicit power motives, jointly influences a victim’s forgiving tendency. This study serves as a meaningful touchstone for future research to consider both implicit and explicit power motives into the organizational conflict framework.

This experiment examined the effects of motivational orientation (prosocial versus egoistic) on interpersonal trust, negotiation behavior, amount of impasses, and joint outcomes in three‐person negotiations. Students participated in a joint venture negotiation, in which motivational orientation was manipulated by allocating individual incentives (egoistic motive) vs. team incentives (prosocial motive). Results indicated that prosocially motivated negotiators achieved more integrative agreements and fewer impasses, and reported higher trust, more problem solving, and less contending behavior than egoistically motivated negotiators. Hierarchical regression suggested that the finding that prosocial groups achieved higher joint outcomes can be explained by higher levels of trust, more problem solving behavior, and less contending behavior in prosocial groups.