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The authors propose and test these boundary conditions to the relationship between voluntary collective turnover and unit performance: job and organizational tenure and the time clustering of turnover.

The authors analyze longitudinal data obtained from 231 units of an international clothing retailer in Spain assessed during 36 months.

The authors show that when the remaining workforce has moderate, but not low or high, levels of job and organizational tenure, the negative effect of quits on performance is buffered. Furthermore, their results show that time-clustered voluntary turnover patterns have stronger negative effects on unit performance than turnover patterns spread over time.

The authors extend the collective turnover literature addressing two qualitative properties of the content of voluntary turnover, the experience of the workers that remain in the unit after the turnover events happen and how these events are clustered/dispersed over time.

The purpose of this paper is to make a comparative assessment of the relationship between types of pay plans and several workforce‐level outcomes in 214 organizations. The plans include pay that is skill‐based, job‐based, and market‐based. The types of workforce‐level outcomes include workforce flexibility, attitudes, membership behaviors, and productivity. The paper also assesses the relationship between the success of pay plans and workforce productivity/membership behaviors.

Survey data from 214 organizations are used to test the hypothesized relationships using hierarchical regression analysis and partial least square techniques.

Results support a significant and positive relationship between skill‐based pay plans, workforce flexibility, and workforce attitudes. Skill‐based pay plans, when compared with market‐based pay plans, are found to positively relate to workforce membership behaviors, and workforce attitudes mediate this relationship. Similarly, workforce flexibility mediates the positive relationship between skill‐based plans and workforce productivity. The success of skill‐based plans depends on significant improvements in workforce productivity and membership behaviors. The fit between the pay plan and the facility's climate/culture moderates the relationship between workforce productivity and the pay plan's success.

The results indicate that skill‐based pay plans are superior for achieving several organizational and employee outcomes. The authors discuss the implications of these results for research and practice.

Limited comparative empirical evidence exists on the effects of different types of pay systems on organizational outcomes. The paper seeks to address this gap.

The purpose of this paper is to demonstrate the influence of two different facets of pride – authentic and hubristic – on helping.

Hypotheses were tested combining an experimental vignette study (n=75) with correlational field research (n=184).

Results reveal that hubristic pride is associated with lower levels of intended helping compared with authentic pride when experimentally induced; further, trait hubristic pride is negatively related with helping, whereas trait authentic pride is positively related to helping, while controlling for alternative affective and cognitive explanations.

The use of vignettes and self-reports limits the ecological validity of the results. But when considered in combination, results provide important indications on how helping can be fostered in organizations: by emphasizing successes and the efforts that were necessary to achieve them.

The results highlight the differential effects of discrete emotions in organizations.

High-performance work system (HPWS) has been verified as a promoter of both organizational and individual outcomes. However, this research takes the conflicting view of HPWS to examine the impact of HPWS perception on knowledge hoarding. In addition, competitive climate is proposed to mediate the relationship while HPWS psychological contract breach is hypothesized to moderate the HPWS-knowledge hoarding linkage.

A quantitative research design is adopted with data collected from 367 MBA and PhD students in Vietnam. Partial least square structural equation modeling is used to test the hypotheses.

The perception of HPWS increase knowledge hoarding with competitive climate acting as a partial mediator. HPWS psychological contract breach intensifies the relationship.

The research provides additional evidences to support the dark-side view of HPWS on employees' outcomes. The adoption and implementation of HPWS should be clearly announced to reduce perceptions of mismatch between expectation and reality.

This study is among the first to investigate the association between HPWS and knowledge hoarding. In addition, the mediating role of competitive climate represents a novelty in HPWS research. Finally, the concept of HPWS psychological contract breach has been introduced to the literature.

Literature examining resistant consumer behaviour from an ethical consumption stance has increased over recent years. This paper aims to argue that the conflation between ethical consumer behaviour and “anti‐consumption” practices results in a nihilistic reading and fails to uncover the tensions of those who seek to position themselves as ethical while still participating in the general market.

The study adopts an exploratory approach through semi‐structured in‐depth interviews with a purposive sample of seven ethical consumers.

The analysis reveals the process through which ethical consumption is constructed and defined in relation to the subject position of the “ethical consumer” and their interactions with the dominant market of consumption.

This research is limited to a single country and location and focused on a specific consumer group. Expansion of the research to a wider group would be valuable.

The impact of ethical consumption on the wider field of consumption can be witnessed in the “mainstreaming” of many ethical ideals. This highlights the potential movements of power between various stakeholders that occupy particular spaces of social action.

Understanding the analysis through Bourdieu's concepts of field and the margins created between spaces of consumption, the paper focuses on the theoretical cross‐section of practice between ethical and market‐driven forms of consumption, advancing discussion by exploring how self‐identified “ethical consumers” defined, legitimatised and negotiated their practices in relation to consumption acts and lifestyles.

This paper presents an overview of past and present research projects associated with electronic document delivery. The paper briefly outlines the Follet Report and introduces the UK's Electronics Libraries Programme, including the recently funded Focused Investigation of Document Delivery (FIDDO) project at Loughborough University. Four research areas have been identified as follows: resource sharing projects; network communication projects; electronic scanning projects and electronic document delivery systems. Conclusions highlight the major impact that technological developments are currently having on this area, the need for librarians to reassess their role in the information chain, and the need for delivery systems capable of handling different formats and a wider coverage of material to satisfy requests.

This paper aims to examine how Chief Executive Officer (CEO) power affects firm-level labor productivity.

The authors rely on regression analysis to examine the relation between CEO power and labor productivity.

Following prior research (i.e. the sequential rank order tournament theory), the authors predict that powerful CEOs lead to high labor productivity. They find a significant and positive relationship between CEO power and labor productivity. They further decompose labor productivity into labor efficiency and labor cost components and find a positive (negative) relationship between CEO power and labor efficiency (cost) component, suggesting that more powerful CEOs better manage labor efficiency and control labor cost. The results are also robust to various additional tests.

This study contributes to two streams of research: the CEO power literature in finance and the labor productivity and cost literature in accounting. To the best of the authors’ knowledge, it is the first study that performs a direct empirical test on the relation between CEO power and labor productivity.

Introduces social network analysis techniques to business logistics and transportation. The case study has two specific goals. First, it introduces social network analysis techniques to the business logistics and transportation community as a useful tool with which to study the dynamic flows of communication between members of a social network. Second, it describes a wide variety of techniques and then utilizes them to examine artifacts of scholarly communication ‐ journal citations. In doing so, it tracks the changing communication patterns across two separate time periods to describe the evolution and maturation of the fields of business logistics and transportation. Concludes that over a period of ten years the flow of information between the journals in the area of business logistics and transportation has become more efficient and that journals directly communicate with one another. Also, there is no longer a distinct break between logistics and transportation.