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1 – 10 of over 8000A comprehensive operational framework is proposed to explain young consumers’ (i.e. generations Y and Z) engagement with brands on social media sites (SMSs). This paper aims to…
Abstract
Purpose
A comprehensive operational framework is proposed to explain young consumers’ (i.e. generations Y and Z) engagement with brands on social media sites (SMSs). This paper aims to synthesize two motivational theories: uses and gratifications (U&G) theory and the technology acceptance model (TAM).
Design/methodology/approach
A selective literature review was conducted to examine recent publications related to young consumers’ brand-driven engagement behavior on SMSs in which either TAM or U&G theory was applied. A three-stage method was used: an initial search was followed by vertical and horizontal searches and then a targeted search of scholarly publications. At each stage, the university’s library databases and Google Scholar were searched for relevant, mainly peer-reviewed articles, using appropriate filters and keywords. The articles’ references and the studies that cited those articles were added to the initially identified research pool (vertical search), coupled with publications of a similar nature based on keywords (horizontal search). The final stage, the targeted search, involved identifying and adding specific articles (e.g. literature reviews and integrated models).
Findings
After a review of a significant number of U&G and TAM studies, similarities and differences of the two theories were identified, and an integrated operational framework was developed. Based on empirical findings of existing U&G and TAM studies, testable propositions were presented.
Research limitations/implications
The proposed hybrid model and the associated propositions provide a research opportunity to empirically examine how young consumers’ motivational (i.e. motivating and demotivating) drivers, normative influence, perceived value and attitudes (toward brand content and engagement) predict intention or actual brand-related behavior on SMSs.
Practical implications
Much of current research indicates that generations Y and Z (“digital natives”) spend considerably more time on SMSs than any of the older generations (“digital immigrants”). Thus, brands that aim to target this cohort need to develop successful engagement strategies (e.g. gamification and influencer marketing) on current and emerging SMSs. The suggested conceptualization provides guidelines for companies to effectively use such communication strategies to motivate young people to engage with their brands on sites such as Twitter, Instagram and Facebook.
Originality/value
A review of TAM research indicates that it lacks rich motivating/demotivating constructs, and thus borrows from other theories to complement this weakness. An examination of U&G frameworks, particularity Ducoffe (1996)-based models, indicates that these frameworks mainly test engagement with social media advertising but seldom other types of brand-driven engagement on SMSs. In addition, many U&G studies focus less than TAM studies do on outcome variables such as behavioral intentions and behavior. Thus, the authors propose a synthesized U&G and TAM framework that mitigates both theories’ weaknesses and builds on their strengths, enriching the growing research on brand-driven engagement behavior via SMSs.
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Melissa Wong, Elliroma Gardiner, Whitney Lang and Leah Coulon
The purpose of this research is to examine whether personality and motivational driver differences exist across three generations of working Australians: Baby Boomers, Gen Xs, and…
Abstract
Purpose
The purpose of this research is to examine whether personality and motivational driver differences exist across three generations of working Australians: Baby Boomers, Gen Xs, and Gen Ys.
Design/methodology/approach
Using the Occupational Personality Questionnaire and the Motivation Questionnaire, the study examined cross‐sectional differences in personality and motivational drivers across three generations.
Findings
The results are not supportive of the generational stereotypes that have been pervasive in the management literature and the media. Specifically, few meaningful differences were found between the three generations. Moreover, even when differences have been observed, these have related more to age than generation.
Research limitations/implications
One of the key limitations is the use of cross‐sectional data. To further explore this issue, it would be interesting to undertake a longitudinal study to assess personality preferences and motivational drivers of the different generations, when the participants are at the same age or the same point in their career.
Practical implications
The research emphasizes the importance of managing individuals by focusing on individual differences rather than relying on generational stereotypes, which may not be as prevalent as the existing literature suggests.
Originality/value
Managers and HR professionals may find the lack of differences across generations interesting and refreshing, in contrast with the popular management literature.
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Christopher R. Moberg and Megan Leasher
Although salesperson motivation has been widely researched within the USA, the purpose of this paper is to examine similarities and differences in salesperson motivation in…
Abstract
Purpose
Although salesperson motivation has been widely researched within the USA, the purpose of this paper is to examine similarities and differences in salesperson motivation in different countries and cultures.
Design/methodology/approach
Hypotheses of differences in motivation dimensions between Eastern and Western sales forces are proposed based on previous cross‐cultural and motivation research. An archival assessment database with data from over 120,000 salespeople is used to examine the hypotheses.
Findings
Salespeople from Western cultures are more motivated by the needs for achievement, relationships, and power than salespeople from Eastern cultures. The results for the relationship hypothesis were unexpected.
Research limitations/implications
The study provides an important first step to conduct more research on global sales force motivation.
Originality/value
Identifying or confirming the salesperson motivations that exist in other countries will provide critical insight to sales managers as they recruit and develop a global sales force operating in multiple markets. Recruiting a sales force with motivations consistent with the cultural norms of a foreign market could lead to a significant competitive advantage.
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Ling Hooi Lee and Zulhamri Abdullah
Organizational reputation has come to the forefront amidst today’s increasingly competitive business environment. While the perspectives of external stakeholders continue to…
Abstract
Purpose
Organizational reputation has come to the forefront amidst today’s increasingly competitive business environment. While the perspectives of external stakeholders continue to generate research attention among reputation scholars, perceptions of internal stakeholders like employees deserve similar or more focus due to their ability to sway external organizational reputation. Thoroughly understanding organizational variables that precede internal reputation perceptions among employees and the ensuing consequences enables effective reputation management measures. This study aims to develop a comprehensive framework that outlines the antecedents and consequences of the internal reputation concept.
Design/methodology/approach
The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 review protocol was applied. Around 24 journal articles were drawn from the Web of Science and Scopus databases and analyzed using qualitative content analysis.
Findings
The review revealed 31 constructs related to the internal reputation concept, which were categorized into seven main themes, and a comprehensive framework was developed. Future research recommendations include the need to expand the study’s parameters, adopt a different research method and target varied contexts to achieve a more exhaustive systematic literature review on internal reputation.
Research limitations/implications
This study attempts to contribute to the understanding of the internal reputation concept, theories and reputation management practices through its findings.
Originality/value
This paper provides the first known systematic literature review of the internal reputation concept, which could provide practical guidance to professionals in internal reputation management and academic guidance for future research in internal reputation.
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LauraAnn Migliore, Kevin Bottomley and Bridget Arena
Technology is changing more rapidly than most companies can implement it. This chapter presents a digitized Human Resource Development (dHRD) Framework Model that organizational…
Abstract
Technology is changing more rapidly than most companies can implement it. This chapter presents a digitized Human Resource Development (dHRD) Framework Model that organizational leaders can use to meet the needs of current and future workforces via avatar-mediated learning in 3D virtual learning environments (VLEs). The dHRD Framework Model leverages 3D VLE technology as a tool to engage employees and achieve strategic objectives in an efficient and cost-effective manner for managing people. The dHRD Framework Model can inform practice and advance employee engagement outcomes for effective HR decision-making, which includes legal and ethical considerations for mitigating risks in the 3D VLE. The Theory of Gamification, including psychological theories, provides the lens to explain dynamic learning and relationship building using the dHRD Framework Model to engage employees in the 3D VLE.
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Angeli Gawlik, Martin Boss and Jens Kleinert
Although the health hazards of truck drivers are well known, only few studies address the health status of this occupational group. The purpose of this empirical research paper is…
Abstract
Purpose
Although the health hazards of truck drivers are well known, only few studies address the health status of this occupational group. The purpose of this empirical research paper is to evaluate the effects of motivational and volitional coaching on workplace physical activity (WPA) with the provision of a vehicle-integrated fitness device.
Design/methodology/approach
Intervention group 1 and intervention group 2 received motivational coaching to improve behavioral internalization. Intervention group 2 received additional volitional coaching to increase physical activity (PA)-related self-efficacy. The control group received only the vehicle-integrated fitness device to perform WPA, as did both intervention groups. Internalization and PA-related self-efficacy were collected four times. WPA was assessed weekly.
Findings
All 140 participating truck drivers were consistently physically active for an average of 85 min (SD = 85.2 min) during motivational coaching, 76 min (SD = 65.0 min) during volitional coaching and 71.0 min (SD = 63.5 min) during follow-up, with no differences found between groups. Variance analyses for repeated measures revealed no intervention effects on WPA, internalization and self-efficacy, and internalization and self-efficacy did not prove to be mediators of increased WPA.
Originality/value
The primary goal of increasing WPA of all participants was achieved, but the present form of coaching cannot be confirmed as a successful strategy. Nevertheless, the results are valuable and could be an impetus for further research on WPA promotion in truck drivers as the creation of an opportunity with the vehicle-integrated fitness device alone led to an increased WPA.
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Hasnan Baber, V. Deepa, Hamzah Elrehail, Marc Poulin and Faizan Ashraf Mir
As learning at the workplace is predominantly self-motivated, this study is aimed to identify and categorize the motivational drivers for working professionals to pursue…
Abstract
Purpose
As learning at the workplace is predominantly self-motivated, this study is aimed to identify and categorize the motivational drivers for working professionals to pursue self-directed learning (SDL) at the workplace.
Design/methodology/approach
A total of 23 variables were identified as drivers for working professionals to initiate, pursue and sustain self-directed learning at the workplace through literature review, interviews and focused group discussions with senior leaders from the industry. The participants were a mix of senior professionals responsible for leading large teams in their organizations and those appointed as people development leaders in their respective organizations. A questionnaire was developed based on the identified drivers and administered online. Around 315 working professionals were surveyed. Structural equation modelling and confirmatory factor analysis (CFA) methods were used to verify the scale and assess its validity and reliability.
Findings
The results suggested that SDL motivational drivers for working professionals can be categorized into two broad categories, namely extrinsic (14 drivers) and intrinsic (9 drivers). Further, extrinsic drivers were subdivided into three categories: job expectations (6 drivers), negative consequence (2 drivers) and positive reinforcement (6 drivers) based on the initial exploratory and subsequent confirmatory analysis. The results suggest that job expectations and positive reinforcement positively influence the intrinsic motivation of an individual to pursue SDL and negative consequences negatively impact the intrinsic motivation.
Practical implications
The findings from the study will be useful for human resource practitioners, managers and e-Learning companies to draw strategies for building an SDL culture. It also supports the advancement of research in adult education and learning in the workplace.
Originality/value
A new scale to measure motivation for SDL by employees at the workplace is proposed. There are no scales available to measure employee motivation for pursuing SDL at the workplace to the best of our knowledge.
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Rikard Larsson, Kenneth R. Brousseau, Katarina Kling and Patrick L. Sweet
The purpose of the present paper is to offer a career concept and culture framework for measuring and managing the alignment between people, strategy and culture and especially…
Abstract
Purpose
The purpose of the present paper is to offer a career concept and culture framework for measuring and managing the alignment between people, strategy and culture and especially the motivational capital as the fit between people's motives and the organization's reward and appraisal systems.
Design/methodology/approach
A survey of 312 respondents in a multinational manufacturing firm using two questionnaires about their individual career concepts, motives, and their views about the organizational strategy and culture.
Findings
The results suggest that the career‐ and culture‐based motivational capital is positively associated with how effective the people view the strategy, how well‐functioning the structure is experienced, how relevant the performance appraisal is considered, how satisfied the people feel, and how long they stay in the organization.
Research limitations/implications
Future research should add more multi‐item‐dependent variables, use more translated questionnaires into the respondents' own languages, and study more organizations in different industries to make further use of the career concept and culture model's ability to capture the fit between different persons and their organizations and the importance of this alignment.
Practical implications
Career and organizational development can improve the fit between individual career concepts and motives as well as organizational career culture and thereby contribute in several ways to higher performance, such as greater motivation, more positive views of the organization, and higher retention.
Originality/value
The paper provides a unique approach to understand and manage the alignment of different persons, HR systems, and organizational culture with greater precision.
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This study examines the motivational processes of charged behavior and collective efficacy driving interdependence and agency in new product development (NPD) teams and the…
Abstract
Purpose
This study examines the motivational processes of charged behavior and collective efficacy driving interdependence and agency in new product development (NPD) teams and the moderating impact of team risk-taking propensity as affective, cognitive and behavioral social processes support team innovation.
Design/methodology/approach
Data were collected from 92 NPD teams engaged in B2C and B2B product and service development. Mediating and moderating effects are examined using partial least squares structural equation modeling, referencing social cognitive and collective agency theories as the research framework.
Findings
The analysis validates collective self-efficacy and charged behavior as interdependent motivational–affective processes that align cognitive resources and govern team effort toward innovativeness. Teams' risk-taking propensity regulates behavior, and collective efficacy facilitates self-regulated motivational engagement. Charged behavior cultivates the emotional contagion, team identification, cohesion and adaptation required for team functioning. Team potency fosters cohesiveness, while team learning improves adaptability along the innovation journey. The resulting theory asserts that motivational drivers enhance the interplay between cognitive and behavioral processes.
Practical implications
Managers should consider NPD teams as social systems with a capacity for collective agency nurtured through interdependence, which requires collective efficacy and shared competencies to generate motivational purpose and innovativeness. Managers must remain mindful of teams' risk tolerance as regulating the impact of motivational factors on innovativeness.
Originality/value
This study contributes to research on the motivational–affective drivers of NPD charged behavior and collective efficacy as complementary to cognitive and behavioral processes sustaining team innovativeness.
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Fei Hui Lim, Nurhidayah Bahar, Siti Norida Wahab and Muhammad Iskandar Hamzah
This paper aims to investigate the motivational drivers for knowledge sharing (KS) through the application of mobile social networking (MSN) and their influence on employee…
Abstract
Purpose
This paper aims to investigate the motivational drivers for knowledge sharing (KS) through the application of mobile social networking (MSN) and their influence on employee productivity in the Malaysian construction industry.
Design/methodology/approach
The data was collected by distributing a self-administered questionnaire among employees working in the construction industry. A total of 250 questionnaires were collected and analysed using partial least squares structural equation modeling. This study used a variety of analysis methodologies including correlation analysis, reliability and validity testing, as well as a structural model in evaluating the relationships between KS, motivational factors and influence on productivity.
Findings
The empirical results of this study reveal that utilitarian motivation is positively related to internal and external KS. Similarly, internal and external KS have a positive influence on productivity, while internal and external hedonic motivation does not show any significant relationship with productivity.
Research limitations/implications
Considering the paucity of evidence regarding the determinants of KS motivational drives on employee productivity in the Malaysian construction industry, this study enriches the social cognitive theory-based literature on KS.
Practical implications
This study provides some insights to the players in the construction industry in implementing the most appropriate KS promotion strategies that could potentially influence employee productivity. Organisations in the construction industry that place great emphasis on utilitarian motivation including competency, reward and incentives are more likely to have a better influence on KS and, in turn, positively impact employee productivity.
Originality/value
This study meaningfully contributes to enhancing the understanding of the motivational drivers for sharing knowledge on MSN and its influence on productivity. The findings of this study potentially assist construction practitioners in developing a holistic blueprint for managing their KS towards improving the overall productivity of their employees.
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