Search results

The purpose of this paper is twofold: to identify, evaluate and structure the research that focusses on omni-channel retailing from the perspective of logistics and supply chain management; and to reveal the intellectual foundation of omni-channel retailing research.

The paper applies a multi-method approach by conducting a content-analysis-based literature review of 70 academic papers. Based on the reference lists of these papers, the authors performed a citation and co-citation analysis based on the 34 most frequently cited papers. This analysis included multidimensional scaling, a cluster analysis and factor analysis.

The study reveals the limited consideration of logistics and supply chain management literature in the foundation of the omni-channel retailing research. Further, the authors see a dominance of empirical research as compared to conceptual and analytical research. Overall, there is a focus on the Western retail context in this research field. The intellectual foundation is embedded in the marketing discipline and can be characterised as lacking a robust theoretical foundation.

The contribution of this research is identifying, evaluating and structuring the literature of omni-channel research and providing an overview of the state of the art of this research area considering its interdisciplinary nature. This paper thus supports researchers looking to holistically comprehend, prioritise and use the underpinning literature central to the phenomena of omni-channel retailing. For practitioners and academics alike, the findings can trigger and support future research and an evolving understanding of omni-channel retailing.

Workplace incivility has become a global issue; therefore, this study aims to investigate how spiritual leadership can help employees to overcome uncivil behaviors in the workplace. Specifically, the authors explored the mediating mechanism between spiritual leadership and workplace incivility through workplace spirituality. The authors further examined how negative personalities (i.e. Machiavellianism, psychopathy and narcissism) moderate workplace spirituality and workplace incivility.

This study collected data from 369 employees working in the banking sector on a convenience basis. The authors applied structural equation modeling for hypotheses testing.

The authors noted that spiritual leaders help employees to reduce uncivil workplace behaviors and employees’ perception of workplace spirituality intervenes the same. The authors further identified that the negative association between workplace spirituality and workplace incivility is moderated by the dark triad (Machiavellianism, psychopathy and narcissism) such that individuals high in Machiavellianism, psychopathy and narcissism weaken this negative association.

The cross-sectional design may restrict causality. However, our findings not only contribute to social cognitive theory but also suggest management includes civility intervention as an essential part of organizations’ training and development.

This study not only highlighted the role of spiritual leadership and workplace spirituality toward workplace incivility but also shed light on how negative personalities can ignore workplace spirituality to exhibit uncivil behavior.

This research aims to investigate relationship between workplace spirituality and employees' knowledge-hiding as mediated by organizational identification.

In this research, a time-lagged design is employed and multi-source data are collected through self-administered questionnaires. A sample of 305 focal respondents and 1,048 of the respondents' peers is used to test the hypotheses using AMOS (analysis of moment structures) 24.0.

The results reveal that two dimensions of workplace spirituality – meaningful work and values alignment –play significant roles in reducing knowledge-hiding in terms of workplace spirituality's three dimensions of evasive hiding, rationalized hiding and “playing dumb.” However, contrary to expectations, a sense of community has significant positive effects on the dimensions of knowledge-hiding. The study also reveals that organizational identification significantly mediates the relationships between the dimensions of workplace spirituality and those of knowledge-hiding.

This pioneer study introduces workplace spirituality (which differs from religious spirituality) and the significance of workplace spirituality in the workplace in the religious and conservative society of Pakistan. This study uses the lens of social identity theory (SIT) to establish for the first-time organizational identity as a mediating mechanism between workplace spirituality and knowledge-hiding to offer new insights for theory and practice.

In his recent book Critique of Information, Scott Lash claims that contemporary times can better be understood as the information age rather than as postmodernism, the risk society, late capitalism, consumer society, etc. “Information society is, first, preferable to postmodernism”, he states, “in that the former says what the society principle is rather than saying merely what it comes after. Second, postmodernism deals largely with disorder, fragmentation, irrationality, whilst the notion of information accounts for both the (new) order and disorder that we experience.” He goes on to delineate the great difference that he sees between narrative and discourse, on the one hand, and information as it is presented by the media on the other. “Unlike, say, narrative or discourse or painting, the information in the papers comes in very short messages. It is compressed. Literally compressed. Narrative as in the novel works from a beginning, middle and end. The subjective intentions of the protagonist are the motor of the plot, the events follow from one an other as causes and effects. Discourse ‐ as in philosophic or social scientific texts ‐ is comprised of conceptual frameworks, of serious speech acts, of propositional logic, of speech acts backed up by legitimating arguments. Information is none of these.”. In fact, Lash suggests that, “the primary qualities of information are flow, disembeddedness, spatial compression, temporal compression, real‐time relations.” He ends his interpretation of our contemporary society with the conclusion that “informational knowledge is increasingly displacing narrative and discursive knowledge”.

Innovative modern technologies are utilised in the hospitality and tourist industry to attract prospective consumers. Travel vlogs have emerged as a type of visual travel blog which includes information regarding tourist destinations, accommodation, cuisine, touristic activities, mode of accessibility, etc. The current study aims to investigate the influence of vlogger credibility on triggering the tourist intention to visit an eco-tourism destination.

The present study is a quantitative study, and it was conducted by surveying 218 respondents. A structured, close-ended and self-administrated questionnaire was used to collect data from the respondents.

The findings indicated that vlogger trustworthiness, expertise and attractiveness significantly impact Bangladeshi tourists' intention towards visiting an eco-tourist destination.

The present study has several theoretical and practical contributions. Theoretically, the research framework illustrated how the vloggers' trustworthiness, expertise and attractiveness on Bangladeshi tourists' visit intention to eco-tourist destinations. Practically, tourism industry practitioners, particularly destination marketers, will get benefit from the present study.

While extant literature is replete with studies on actual diversity, research on perceived diversity is scant. The authors examine perceived diversity as an underlying mechanism explaining the effect of actual diversity on affect-related outcome (employee well-being).

In total, 617 full-time employees from large organizations representing varied industries in India have participated in the survey-based study. The authors used PROCESS macro for mediation analysis.

An index estimating actual surface-level diversity was found to correlate significantly with perceived surface-level diversity. Perceived diversity was found to significantly impact employee well-being, thereby, demonstrating its mediating role in the link between actual diversity and well-being.

Beyond the underlying processes of diversity, effects such as diversity perceptions, contextual factors conditioning diversity effects need exploration.

Investigation of both actual and perceived diversity improves the explanation of diversity effects. Besides compositional mix, managers must tap on employee perceived differences to understand and leverage diversity and its effects.

Besides contributing to the emerging interest in empirical examination of perceived diversity on employee outcomes, this study develops an index to estimate actual surface-level diversity.

Literature highlights diversity to facilitate cognitive outcomes; nevertheless, there is limited scholarly attention on affective diversity effects. The purpose of this paper is to examine the impact of perceived diversity on employee well-being (EWB) and contend different types of diversity to yield differential impact. Further, the authors explore how nature of employee work can moderate these relationships.

With 311 full-time employees representing large manufacturing organizations in India, the authors test the hypothesized relationships using PROCESS macro.

Results indicate perception of surface and knowledge diversity having a significant positive impact on EWB. Further, the authors found nature of employee work to moderate the link between knowledge diversity and well-being such that perception of knowledge diversity under complex tasks enhanced well-being; no impact of work complexity was observed on the link between surface diversity and well-being.

Perceived diversity is malleable lending itself to longitudinal work in this field. Besides nature of work, future research may explore other key contextual factors in diversity dynamics.

Contrary to the longstanding theories such as social categorization/similarity attraction, the authors found surface diversity to positively influence EWB. This indicates firms’ effective diversity management strategies in creating inclusive workplace. Further, the authors draw implications around team design and workforce composition.

While the scholarly attention to perceived diversity is gradually growing, in a first, the authors empirically examine the impact of diversity perceptions on employee affect in the context of Indian manufacturing firms.

While literature cites several distinct studies on workforce diversity and employee well-being (EWB), attention to their combined significance has been limited. Extant work highlights cognitive outcomes of diversity, while its impact on affect-related outcomes is underexplored. The purpose of this paper is to examine how employee perceptions of diversity (based on surface and/or knowledge attributes) influence their well-being and how perception of inclusion mediates this relationship.

In total, 248 full-time employees from large organizations across varied industries in India have participated in this survey-based study.

Structural equation modeling results indicate surface and knowledge diversity to significantly impact EWB. Surface diversity adversely affected well-being, while knowledge diversity had favorable impact. Besides, inclusion was found to be a significant mediator between knowledge diversity and well-being but not between surface diversity and well-being.

Present study explores the diversity–well-being link through the lens of perceived inclusion. Future research should consider contextual factors that will influence these relationships.

Managerial nudging can enhance employee self-control, intrinsic motivation and well-being. Further, managers should note how knowledge diversity aids in well-being toward constructive cross-functional synergy building.

Study conceptualizes diversity from Indian social and employment perspectives, while incorporating inclusion as a contextual factor currently under-researched empirically in the Indian context. Further, the authors contribute to the limited literature on affect-related effects of diversity.