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Poland appears to be an attractive consumer market, based on strong demand for consumer products during the past several years. However, this may not be the case for Western marketers, because of the influence of strong feelings of national pride on behavior of Polish consumers. Measures of consumer ethnocentrism may provide Western marketers with the information necessary to target consumers who do not allow nationalistic feelings to influence product quality evaluation and purchase behavior. Also, the necessity of the product to consumers may provide marketers with clues on which products will be accepted in the Polish marketplace. The purpose of this study is to learn, for various consumer products, whether Polish consumers’ perceptions of product quality differ based on consumer ethnocentric tendency, product necessity, and country of origin. A repeated measures ANOVA test provides empirical evidence that perceived quality differs by necessity, by product, by country, and consumer ethnocentrism influences quality perceptions of Polish consumers.

Examines met expectations of retail trainees within a job context framework that consists of five job characteristics. The job characteristics of autonomy, skill variety, task significance, task identity, and feedback from others have been linked to job outcomes such as job satisfaction. Results indicated that for each job characteristic, expectations were higher initially than actually experienced one year later. Three of the five characteristics (feedback, autonomy, and skill variety) were important in predicting job satisfaction. Demographic variables of gender and work experience yielded significant differences of met expectations for two job characteristics.

Success of retail firms is dependent on a motivated workforce, yet little is known about what job characteristics motivate employees from former command economies. Investigates 11 valent job motivators for Russian and Polish retail sales staff and their expectations of receiving these rewards. Retail sales managers rated the importance of these motivators to their employees. Data were collected in two Russian and two Polish cities. The most important motivators to Russian and Polish sales employees are pay and friendliness of co‐workers. In most cases, managers’ perceptions of job motivators were similar to their employees. The expectation of receiving incentives were measured and results show both Russian and Polish employees had significantly lower expectations of receiving all 11 job motivators relative to the importance they attached to them.

The Syrian civil war that forced hundreds of thousands of Syrian women and children into Jordan as refugees dramatically increased the number of child labourers in that country. The current investigation aims to establish a body of knowledge on the issues surrounding child labour in Jordan by providing an exploratory diagnosis of the phenomenon. The purpose of this paper is to explore verbal and physical abusive practices towards working children and investigate whether there are differences between the treatment of domestic and Syrian refugee child labourers.

The research design is quantitative; however, we use a qualitative technique to support and expand the research findings. Data were collected from 124 Jordanian and Syrian working children over a seven-month period in 2013.

The results reveal that it is poverty that forces Jordanian children into work while Syrian children are driven by the need for asylum. Of the abusive practices directed towards working children, verbal abuse is the most common. Older children, children from unstable families and those who work long hours are more vulnerable to this form of abuse, while children from unstable family structures and who work long hours are more likely to experience physically abuse. The results reveal that Syrian children are paid much less, are less verbally abused, had better schooling and perceive working conditions more positively than do their Jordanian counterparts.

Limitations of this research arise from the size the sample.

The current study aims to raise awareness about the importance of preventing abusive practices towards local and refugee children working in Jordan.

To the best of the authors’ knowledge, very little is known about refugee child labour and how it might differ from domestic child labour.

The purpose of this study is to investigate interns’ supervisory support expectations, psychological contract obligations, job satisfaction, perception of advancement opportunities and affective organisational commitment in an attempt to gain a better understanding of how these variables influence interns’ conversion intentions.

This study focuses on college juniors and seniors who were enrolled in retail/service programs at one of three major US universities, and successfully completed a retail/service internship. An online survey was used to assess the influence of interns’ psychological contract expectations regarding employer obligations, supervisory support expectations, job satisfaction, perception of advancement opportunities, and affective organisational commitment on interns’ conversion intentions (intent to accept an offer for full‐time employment).

Findings indicate that employers can establish a foundation for intern retention by fulfilling obligations, both implicitly and explicitly. Furthermore, to ensure continued success of their interns, retailers should rely on supervisors and/or mentors to provide guidance, support and feedback.

Research is limited to students who completed a retail/service internship during 2008.

Results provide practical implications to aid in internship program development, assist in interns’ educational and professional development, and enhance the likelihood of successful conversion of interns to employees for retail/service businesses.

This paper is based on actual feedback from interns. Findings will assist retailers in identifying how they can differentiate their internship programs from their competitors’, and how they can increase internship conversion rates. Additionally, the paper identifies salient factors that motivate interns to accept an offer for full‐time employment from their internship company.

The purpose of this paper is to investigate e‐tail store attributes that develop customers' positive perceptions of e‐tail store image, and determines whether or not they develop a sense of loyalty to an e‐tailer.

Acknowledging the importance of customer retention, this paper is designed to examine e‐customer loyalty intentions toward the e‐tailer. To understand the concept of loyalty toward an e‐tailer, this study focuses on the importance of the final stage of the customer decision‐making process: post‐purchase evaluation. This paper develops a model that describes the extent to which e‐tail store image (derived from a set of e‐tail store attributes) indicates patronage intentions and finally predicts customer loyalty. We use the structural equation modeling to test the model and hypotheses.

Results in this paper indicate that e‐tail store image is derived from e‐merchandise, e‐service, and e‐shopping atmosphere attributes, all of which support the way consumers shop. A favorable e‐tail store image positively influences e‐patronage intentions, which thus leads to e‐loyalty.

The research in this paper provides a conceptual model that will help e‐retailers better articulate how and why consumers may be e‐loyal shoppers. Second, the research identifies attributes, unique to online shopping that serve as the basis for conceptualizing e‐tail image as a second order factor.

The purpose of this paper is to empirically assess the link between worker loyalty and expected rewards, with special attention to reward desirability.

Using employee-employer matched data collected from over 10,880 employees in nearly 670 workplaces in six culturally and economically diverse former socialist countries, the authors investigate the link between worker loyalty and expected rewards, taking into account reward desirability. Worker loyalty is measured using a composite of four variables related to participant’s commitment to staying at his/her organization. The authors employ both OLS and fractional logit regression analysis, clustering at the firm level, and restricting the pooled sample to include only those participants who responded to all questions used in this analysis. In the basic model, the authors include expected rewards, with an extensive set of worker and workplace controls; in the extended model, the authors add reward desirability and the corresponding interaction variables.

Using pooled data, the authors find that loyalty is positively correlated with expected rewards, and most strongly linked to the intrinsic reward chance to accomplish something worthwhile. When reward desirability is taken into account, consequences of unmet expectations emerge, and the relative importance of respectful and friendly co-workers diminishes. Neither generational nor life-cycle differences in loyalty are evident.

Due to financial constraints, country samples included in the pooled data are not nationally representative; nor are workplace samples representative. Personal contacts of local project coordinators and the snowballing technique used to expand the number of participating workplaces, as well as the requirement that participants be able to read the survey instrument, may contribute to selection bias. As such, the findings should be viewed as taking a preliminary or exploratory step toward developing a more global perspective of factors influencing worker loyalty and performance until longitudinal and nationally representative data become available.

The findings indicate a positive link between loyalty and expected rewards, and when reward desirability is included, the loyalty consequences associated with unmet expectations. While rewards identified as highly desired (bonus, job security, friendly co-workers) are positively linked to loyalty, the strongest link is associated with chance to accomplish something worthwhile. Promoting worker loyalty is linked to offering programs to develop more skills and more job autonomy among those employees who desire it, as well as meeting expectations related to promotion.

Unlike existing studies, the authors pool data from multiple countries and control for a wide variety of worker and workplace characteristics in the analysis of the loyalty-reward structure link.

Despite unanimous agreement in the existing literature that morale influences employee performance, no well‐defined measure of morale exists. In Russia, identifying the factors that contribute to employee morale is particularly important since firms face difficult financial challenges imposed by the decade‐long economic and political transition that began in January 1992. The study aims to develop a robust measure of morale and focuses on the factors that influence morale among Russian workers.

Survey data were collected from Russian employees at two different points in time, 1995 and 2002, in five Russian cities (Moscow, St. Petersburg, Taganrog, Rostov and Azov). The study used regression analysis to assess the influence of expected rewards on employee morale.

The paper finds that among the workers participating in the study, expectation of receiving a desired reward contributes to high morale, with expected monetary rewards having a higher influence that expected non‐monetary rewards, but praise for a job well done and a feeling of accomplishment also contribute positively to employee morale. There is a significant correlation between positive attitudes toward work and morale, and a positive correlation between performance assessment and morale. Demographic characteristics (age and gender) have no discernable influence on morale when controls are included for work experience.

Data are cross‐sectional rather than longitudinal and sampling is purposive rather than random.

The research suggests that if companies are not financially able to provide monetary rewards, managers can focus on developing a work environment that is friendly and fosters mutual respect. Managers have control over praise and it costs nothing to praise employees for a “job well done.”

No study to date has examined Russian worker morale nor tested morale measures developed in developed market economies on Russian workers. The study develops three reliable measures of morale.

The transition from higher education to employment is a major life change for many college seniors (currently, the Generation Y cohort). The purpose of this paper is to enhance the understanding of Generation Y and to present new insights regarding Gen Y's retail career expectations, perceptions of retail careers, future psychological contract/entitlement perceptions of retail careers, and career exploration of the US retailing industry.

Utilizing quantitative research methods via an on‐line survey, the authors examined 193 Gen Y college seniors' retail career perceptions and expectations, and explored the influence these factors have on future psychological contract/entitlement perceptions of employer‐employee obligations and retail career exploration from nine US universities.

College seniors' pre‐entry retail job expectations, perceptions of retail careers, and future psychological contract/entitlement perceptions of employee obligations were significant predictors of career exploration; college seniors' preconceived notions of retail careers, combined with what they feel they would owe their future employer, are instrumental in determining retail career exploration decisions.

Findings suggest directions for university faculty, academic advisors, and industry practitioners on facilitating college seniors' transitions from higher education to the world of work by suggesting recruitment strategies that can attract, retain and motivate Gen Y.

The findings provide useful criteria for organizational development strategies to assist with the transition from higher education to the workforce and may also improve the success of recruiting Gen Y employees. In addition, the conceptualization of psychological contracts (i.e. entitlement perceptions) differentiates this study from prior psychological contract research.

Investigates ethnocentric tendencies of Polish and Russian consumers and whether tendencies vary by country, demographic characteristics and store type (formerly state owned or private). Examines whether ethnocentrism affects product selection decisions. Poles are significantly more ethnocentric than Russians. Ethnocentric Poles are older, more likely to be female, less educated, and have lower incomes than less ethnocentric consumers. For Russians, the more ethnocentric consumers are less educated. Degree of ethnocentrism is not related to purchase intention for Poles but is related for Russians. Consumers who shop at formerly state‐owned stores are significantly more ethnocentric than private store shoppers for both countries.