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The purpose of this paper is to investigate how small-town residents’ perceptions of a minor league sport team’s socially responsible initiatives (SRI) influence several psychological responses to SRI, including feelings of gratitude, subjective well-being, place attachment and community pride.

A cross-sectional, survey-based research design was employed to empirically assess the effects of SRI on positive psychological responses in the context of a minor league sport team located in a rural community. The data set used in this study included a convenience sample of 307 small-town residents.

Residents of the rural community did perceive and feel grateful for their minor league sport team’s SRI. Grateful residents experienced higher levels of subjective well-being (happiness, pleasure and satisfaction) as well as enhanced community pride and attachment due to the local sport team’s altruistic and prosocial behaviors.

This study’s findings shed light on a critical function and benefit of a minor league sport team in rural communities. Emotionally valued prosocial efforts enhance the well-being of residents in rural communities. Thus, a reasonable course of action for local community leaders and public-sector organizations is to invest in and create partnership opportunities with their local minor league sport teams. Such efforts can turn sport teams into leverageable assets that can help promote healthy and sustainable communities for current residents as well as future generations.

A contribution of this study is the integration of the broaden-and-build theory of positive emotions to better understand how gratitude mediates the relationship between SRI and beneficial community-focused outcomes such as pride, attachment and well-being.

The primary purpose of this study was to generate a composite sport fan equity index (SFEI) for use in estimating the asset value of an individual fan to a sport organization. The index was developed by applying a simple additive weighting (SAW) method.

A cross-sectional survey-based research was carried out to validate key components of sport fan equity (SFE) and formulate the SFEI on the basis of the NCAA Division I collegiate sport context. These objectives were satisfied through a twofold process involving first-order confirmatory factor analysis intended to assess the validity of SFE measurement scales and SAW designed to produce the composite SFEI.

The developed index indicated that the average SFE of focal sport fans of Division I collegiate sport was 54.8 and that the overall SFE of such contributors ranged from 20.4 (the lowest score) to 94.6 (the highest score). The SFEI serves as a single, summary score and an essential gauge for sport marketers to use when assessing profitable fans and tracking/comparing them over time.

This research contributes to the sport marketing literature through its application of SAW in an initial effort to produce an easily understandable index that determines the asset value of sport fans and serves as an imperative criterion for overall sport team valuation from the sport consumer side. Specifically, the SFEI can function as a standard numeric measure that enables sport marketers to identify fans from whom sport organizations can generate considerable profits, segment these devotees systematically, and tailor marketing strategies to each fan base.

In sports consumer behaviour literature only a small amount of variance in attendance is explained by motives. One possible explanation for this is the existence of a third factor which moderates this relationship between the motives and attendance. Individuals who strongly identify with a sports team demonstrate distinctly different behavioural patterns from weakly identified individuals. Identification may, therefore, serve as a moderator. Accordingly, two hypotheses are generated: (a) the relationship between motives and attendance intention ranges from weak to moderate; and (b) the overarching construct of Identification (Team Identification) moderates the influence of motives on attendance intention. Participants were 207 United States of America National Collegiate Athletic Association (NCAA) Division IA student-subjects. Instrumentation includes measures of motivation, points of attachment and attendance intention. Through hierarchical Confirmatory Factor Analysis, regression analyses and latent variable scores approach, the results largely support both hypotheses.

This research aims to utilize Social Identity Theory to examine the role of identification on two forms of extra‐role behaviors, namely, organizational citizenship behaviors (OCB) and prosocial behaviors.

This study examined college students' reports of their identification with the university, organizational citizenship behaviors, and prosocial behaviors.

Results indicate that individuals who are highly identified with their organization are more likely to perform OCB, whereas individuals who are highly identified with their community are more likely to participate in prosocial behaviors. In addition, the relationship between organizational identification and prosocial behavior was found to be fully mediated by community identification.

The authors suggest that scholars take care when operationalizing OCB with actual behaviors that surpass task performance; these should differ from attitudes and common courtesy. Limitations include having constructs measured by the same source which can lead to common method variance.

Organizational identification may be an important factor when determining which individual will be willing to go the extra mile for the organization. Organizations may want to recruit, hire, and retain individuals who will identify with the organization as these individuals are more likely to go above and beyond task performance.

This study examined these two forms of extra‐role behavior simultaneously in order to better understand these behaviors as they occur.

Political skill has emerged as a concept of interest within the information systems literature to explain individual performance outcomes. The purpose of this paper is to adapt political skill to technology-mediated contexts. Specifically, the authors seek to understand political skill's role in shaping microtask workers' opportunity recognition when utilizing online communities in microtask work environments.

The authors tested their research model using a survey of 348 Amazon Mechanical Turk (MTurk) workers who participate in microtask-related online communities. MTurk is a large, popular microtasking platform used by thousands of microtask workers daily, with several online communities supporting microtask workers.

Technology-based political skill plays a critical role in shaping the resources microtasking workers rely upon from online communities, including opportunity recognition and knowledge sharing. The ability to develop opportunity recognition positively impacts a microtask worker's ability to leverage online communities for microtask worker performance. Tenure in the community acts as a moderator within the model.

The present study makes several contributions. First, the authors adapt political skill to an online community to account for how microtask workers understand a community's socio-technical environment. Second, the authors demonstrate the antecedent role of political skill for opportunity recognition and knowledge sharing. Third, the authors provide empirical validation of the link between online communities and microtask worker performance.

Joan undertook the ground-breaking project originally reported in the 1958 pamphlet, Management and Technology, not at one of Britain's great universities, but at the unfashionable address of the South East Essex Technical College (then in the county of Essex but now part of the London Borough of Barking and Dagenham). The Human Relations Research Unit had been set up at the college, which is now part of the University of East London, in 1953 with support from a number of agencies including funding ultimately derived from the Marshall Plan. Its express purpose was to enhance the performance of industry and commerce through the application of social science. Those readers familiar with the area will know that, at the time, it was economically and culturally dominated by the Ford assembly plant in nearby Dagenham, but it was also home to a diverse range of small- and medium-sized industrial workshops that were typical of the pre-war Greater London economy (Woodward, 1965; Massey & Meegan, 1982). It was into this diverse industrial milieu that Joan and her research team ventured (Fig. 1), completing their main study in 1958.

This study examines how managers' human capital, time spent with employees and employees' human capital can influence employees' career advancement. While research tends to find a positive relationship between human capital and career advancement, less attention is paid the effect of managers' human capital on employee careers. A combination of human capital and social capital theories is used to develop hypotheses.

A five-year sample of American football players selected in the National Football League (NFL) draft is used to test the hypotheses. Archival data for human capital, social capital and career success measures are used, and OLS regression analyses test the hypotheses.

The authors find employees with higher levels of human capital experience greater career advancement. Managers' human capital moderates this relationship and the length of time worked together by the employee–manager dyad. The relationship between employees' human capital and career advancement is strengthened when managers have high levels of human capital.

The results of this study indicate that individuals with higher levels of human capital and social capital have greater career success. When individuals have higher levels of human capital it is important for them to determine how long they should work for a particular manager before advancing in their careers. Individuals with higher levels of human capital may need lees time working for a manager than those with lower levels of human capital before advancing in their careers.

This study contributes to careers and human resource management research by examining the moderating impact that manager human capital and time employees spend with a manager have on the relationship between employee human capital and employee career advancement.

The purpose of this paper is to provide meaningful information about sponsorship management in state-owned enterprises.

Qualitative and quantitative data from Germany are analyzed in a case study approach using fuzzy-set qualitative comparative analysis (Fs/QCA)—an analytic method relevant for describing configurational patterns of causal factors.

The case study of sponsorships from state-owned enterprises in Germany reveals four alternative configurations of top-management support, sponsee prominence, standardized processes, and sponsorship leverage explaining sponsor satisfaction.

The paper combines two underrepresented but important aspects of sponsorship research, i.e. sponsorship management in state-owned enterprises, in an empirical study. Further, present study adds to sponsorship literature by pointing to fuzzy-set Fs/QCA as a relatively novel method that can capture the phenomenon of complex causality.

The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment process.

In total, 498 participants watched a videoed simulation of a recruitment interview and completed a questionnaire. Three-way analysis of variance (ANOVA) was used to test the interaction and main effect hypotheses.

Applicant reactions were more favorable with a friendly recruiter. The more favorable the verifiable job attribute information (JAI), the more favorable the applicant reactions were to the employment opportunity. Compared to applicants who received negative or no non-verifiable JAI, applicants who received positive or mixed non-verifiable JAI were more attracted to the recruiter, perceived the employment opportunity as more desirable, and were more willing to pursue the employment opportunity. Reactions were most favorable in the positive non-verifiable JAI condition, less favorable in the mixed condition, and least favorable in the negative condition. Surprisingly, the “no information” mean was above the negative information condition.

This fully crossed 2 × 3 × 4 experiment simultaneously examined 2 levels of recruiter friendliness, 3 levels of verifiable job attributes and 4 levels of non-verifiable job attributes. The five dependent variables were attraction to the recruiter, attraction to the employment opportunity, willingness to pursue the employment opportunity, the perceived probability of receiving a job offer and the number of positive inferences made about unknown organizational characteristics. Previous research examining the effects of employment inducements and job attributes were conducted in field settings where it is difficult to control the amount and favorability of JAI applicants receive.