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This study examines the relationship between trust, the investment model and logistics performance and the importance of commitment between companies in the supply chain. Furthermore, it analyzes satisfaction, quality of alternatives, investment size and commitment level, which are the constituent factors of the investment model, and reviews trust and logistics performance to ascertain their causal relationship.

The authors examined employees working in supply chain-related departments in Korean companies and further conducted an online survey for a month in January 2022 through the survey agency Entrust Survey, through which the authors distributed a total of 4,082 questionnaires and collected and used a total of 300 questionnaires for statistical analysis. The authors then validated the hypotheses using SPSS 18.0 and AMOS 18.0 using the structural equation modeling method.

The results showed that trust significantly and positively affects satisfaction levels in the relationship between companies in the supply chain. Trust can lower uncertainty in the transaction process between companies.

In this study, the investment model, which has been predominantly observed in the field of family psychology, was applied to business studies. In addition, the investment model was extended to enable its application to supply chain management research, thereby offering a distinctive research model from preceding studies.

The purpose of this paper is to examine the key determinants of brand commitment in sports products based on the investment model and seeks to predict consumers’ repurchase intention.

Data from a survey questionnaire (n = 247) were analysed primarily using structural equation modelling techniques.

The results support the investment model’s hypothesis that brand commitment is weakened by the quality of alternative options but strengthened by consumers’ satisfaction with and investment in the brand. Moreover, brand commitment had a positive influence on consumers’ repurchase intention.

Using the investment model of commitment processes, the study provides useful information on consumer-brand relationships and repurchase intention.

The purpose of this paper is to explore the relationships between relationship commitment, cooperative behavior and alliance performance in agricultural supply chains. By investigating dyadic relationships between companies and their contract farmers (hereafter denoted by C+F), this study aims to investigate how relationship commitment influences cooperative behavior and how such behavior further influences alliance performance in C+F agricultural supply chains in China.

Based on data collected from 202 companies and 462 farmers in China, this study uses the structural equation modeling approach to test the conceptual model and related hypotheses.

For both companies and contract farmers, normative relationship commitment is a necessity for economically and socially cooperative behavior (i.e. specific investment and communication, respectively), while instrumental relationship commitment has no relationship with specific investment. Only socially cooperative behavior (communication) can improve alliance performance, while economically cooperative behavior (specific investment) has no relationship with alliance performance. For companies, instrumental relationship commitment reduces communication, but specific investment increases communication. For farmers, both instrumental relationship commitment and specific investment have no relationship with communication.

This study contributes to the literature on supply chain management by adopting a bilateral perspective and examining relationships among relationship commitment, cooperative behavior and alliance performance in the C+F context. It provides agricultural companies and contract farmers with valuable guidance to use relationship commitment and cooperative behavior to improve alliance performance in agricultural supply chains in China.

Given its importance in the brand management of service firms, the present research initiative primarily concerns the investigation of the formation process of consumer-brand relationships in the service industry. By considering a chain of effects’ model, this paper aims to integrate two brand commitment paradigm’s perspectives with service evaluation theory, representing the attitudinal and behavioral aspects of the relationship building process, to better explain the way consumers relate to a service brand. The proposed conceptual model is tested in the context of mobile broadband internet services.

A survey of 573 customers of mobile internet services was conducted using a structured questionnaire with established scales. Data were analyzed with partial least squares structural equation modeling.

The results indicated that brand loyalty is determined by relationship commitment, which, in turn, is influenced by the consumer-brand relationship components – trust, satisfaction, investment size and quality of alternatives – as well as by the service brand’s perceived value. Finally, the relationship quality components of the brand, trust and satisfaction to a large extent, and investment size to a lesser extent, mediate the relationships between service brand evaluation and brand commitment.

The sample is industry-specific, and this may affect generalizability of findings. Also, the cross-sectional design adopted does not reflect temporal changes.

From a practical point of view, the findings suggest that providers can improve their loyalty figures through the establishment of strong consumer-brand relationships as a result of the development and delivery of high quality, valuable services and other relationship-building tactics that support the consumer-brand binding.

Although there are previous studies that extend either the relationship investment model or the commitment-trust theory with the service evaluation theory, the proposed model is the first to combine the previous three research streams into one causal chain model, to explain the development and flow of events in the consumer-brand relationship process toward brand loyalty.

Without the stability of tenure, adjunct faculty have few barriers to leave their position. The purpose of this article is to understand the variables that predict commitment among adjunct instructors.

This paper statistically analyzed data from a survey completed by adjunct instructors at two 4-year universities. The survey included scales on commitment, satisfaction, investments, alternatives and the psychological concepts of grit and self-efficacy. In addition, a qualitative analysis was conducted on supplemental open-ended questions that allowed participants to describe the basis of their commitment.

Satisfaction and investments were the main predictors of commitment and those together accounted for just over 50 percent of the variance. Grit and self-efficacy did not correlate with commitment, but did correlate with satisfaction and investments.

Given the predictive power of satisfaction to explain commitment, understanding the specific rewards and costs experienced by this population can give administrators ideas for making the part-time position more appealing. Similarly, given the predictive power of investments, administrators might consider identifying avenues for adjunct faculty to contribute to the department and university in a meaningful and rewarding way.

Universities are increasingly dependent on adjunct instructors, so it is worthwhile to understand the experience of such faculty. This is best done through research, rather than relying on assumptions, stereotype or anecdotes.

Numerous companies have launched branded applications to foster consumer–brand relationships. Due to fierce competition among branded apps, the retention rate is quite low. The facilitation of behavioural outcomes through branded apps is a highly relevant research area. This paper investigates the drivers of behavioural outcomes in the context of branded apps from an investment model perspective.

This work examines various branded apps primarily used by consumers in disparate product categories, namely, Target, Walmart, Under Armour, Nike, Pandora, Spotify, Starbucks, Burger King, Disney and Netflix. Four hundred and one valid online questionnaires were obtained and partial least squares structural equation modelling was used for data analysis.

The results obtained extend the investment model to the context of branded apps and show that app investment size and app satisfaction facilitate brand relationship commitment, successively enhancing app continuance intention, brand purchase intention and app word-of-mouth (WOM) intention. Furthermore, app confidence benefits and self-enhancement benefits facilitate app satisfaction, while app social benefits and special treatment benefits facilitate app investment size.

The present work applies an investment model to various branded apps to show how relationship components facilitate behavioural outcomes. We contribute to the literature by identifying four types of app relational benefits as drivers of relationship components in the context of branded apps.

The paper is practitioner-focused with a manager-as-coach applying experiential learning to aid an employee's learning and improve performance as well as helping to build employee commitment to both the job and organization. Reciprocity is intended as the learning and commitment of both the employee and manager are enhanced.

As a conceptual, not empirical, paper, the present study aimed at guiding manager behavior the methodology aims to examine the areas of manager-as-coach, efficacy of coaching, theoretical grounding of employee commitment and experiential learning processes. Study and coordination of information in these areas provided support for a detailed action plan for practical application.

It is possible to create a research results–driven practical guide/action plan for managers. The guide incorporates manager skills and commitment theory (investment) along with an experiential learning approach aimed at improving employee growth and building commitment.

There is clear evidence in empirical research that employee commitment positively relates to work performance, job engagement and job retention. This paper applies investment theory to build commitment as it is based on actual inputs and efforts of the employee.

There is very little research currently available that directly addresses manager-as-coach deliberately working to increase or build employee commitment to job, organization or the manager her/himself. This essay aims directly at how commitment may be enhanced.

The purpose of this paper is to contribute to the existing knowledge about joint ventures (JV) by modeling the interactional strength of fit between JV partners. The paper integrates different constructs from three theoretical perspectives most widely used in JV studies – trust and commitment from the relational perspective; opportunism and specific investments from the transaction cost perspective; and assesses the moderating role of fit from the contingency perspective.

Quantitative data from JVs were collected using the survey method. Relationships in the moderated mediation model were tested using complex sets of hierarchical regression steps.

Relational intentions of partners influence specific investments between the partners. The two together drive JV performance and their impact is moderated by the extent of fit between the partners. Thus, it is concluded that the strength of fit, as perceived by partners, influences the role of other constructs from the relational, transactional and contingency perspectives, which together can help us understand performance of JVs better.

An assessment of longitudinal view of the relational variables and subsequent performance can be captured in future. This research assesses fit based on compatibility, which assesses similarity as well as complementarity, primarily by way of harmony in different aspects. Future research could differentiate complementarity from similarity to further assess the impact of fit.

The relational behavior of JV partners, or their rational approaches to resource seeking, will be optimally effective only when the fit between partner characteristics is high. While the relational or transactional approaches can evolve in JVs, the partners should assess the extent of fit before getting into a JV relationship.

The research presents a holistic framework that draws from various theoretical perspectives. The results establish that contrary to its peripheral treatment in the literature, fit plays an important role and can modify the influence relational variables and specific investments can have on the performance of JVs.

The purpose of this paper is to integrate broaden theoretical perspectives in the investigation of the key antecedents of consumers’ continuous review contribution behavior on restaurant guide online opinion platforms (OOPs). Integrating both rational and relational theoretical perspectives with an extension of the investment model, a research model was proposed to explain what factors influence consumers’ intention to continuously contribute electronic WOM (eWOM) on OOPs.

The research model was empirically tested with an online survey study of 438 eWOM contributors from a leading Chinese restaurant guide OOP, Dianping.com.

The results indicated that satisfaction, affective commitment, and continuance commitment were key determinants of consumers’ continuance intention to contribute eWOM on the platform. Satisfaction was driven by concern for other consumers, social benefits, platform assistance, and venting negative feelings. Quality of alternatives and investment size significantly affected continuance commitment.

The selection of respondents is bound to the China area within a particular OOP, although the chosen OOP is a leading one in China. In addition, this study focuses on the perspective of commitment, but some social factors are neglected.

This paper provides an integrated theoretical framework to explore the factors determining consumers’ continuance intention to contribute restaurant reviews on OOPs. From both rational and relational theoretical perspectives, the proposed model reveals the factors that encourage consumers to continue contributing eWOM on OOPs.

Although social exchange theory has long been used to explain employees’ positive work attitudes in response to perceived investment in employee development (PIED), few studies have examined this theoretical mechanism by introducing a direct measure of social exchange between employees and their personified organization. Furthermore, most studies have focused solely on one type of exchange (i.e. social exchange) and have ignored another type of exchange characterized as economic exchange. The purpose of this paper is therefore to uncover the process by which PIED affects employees’ attitudes, including affective organizational commitment and job satisfaction, by examining the mediating roles of both social and economic exchanges.

To test the hypothesized mediating model, this study conducted a three-phase, time-lagged questionnaire survey and collected data from 545 full-time employees. The model was tested based on structural equation modeling with a bootstrap test of indirect effects.

In line with social exchange theory, the findings showed that social exchange perceptions positively mediated the relationships between PIED and affective commitment/job satisfaction, whereas economic exchange perceptions negatively mediated them. Additionally, social and economic exchange perceptions were found to partially mediate the relationship between PIED and affective commitment but fully mediate the relationship between PIED and job satisfaction.

These results suggest that employers would benefit from investing in employee development, provided workers see the training investment as the employer’s side of social exchange, which in turn leads to increased affective commitment and job satisfaction. When employers do not achieve the expected returns from the training investment, they should check not only hard data (e.g. training attendance rate, hours of training, etc.) but also soft data (e.g. employees’ perceptions of training investment, social exchange, etc.) by conducting employee surveys and communicating with line managers.

The main contribution of this study is that it provides important empirical support for social exchange theory in the context of organizational training investment and employees’ attitudinal outcomes, by directly testing the positive mediating role of social exchange and the negative role of economic exchange.