Search results

1 – 10 of over 6000
Article
Publication date: 4 October 2022

Shih Yung Chou, Bo Han and Charles Ramser

This study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and…

Abstract

Purpose

This study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and discretionary workplace behaviors.

Design/methodology/approach

A total of 668 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. The hypothesized model was tested using a latent growth curve modeling via EQS 6.4 for Windows.

Findings

This study finds the following results. First, benevolent employees who experience higher initial work-related boredom report positive inequity. Second, entitled employees who experience higher initial work-related boredom and a perceived lack of external stimulation report negative inequity. Third, increases in work-related boredom and a perceived lack of external stimulation result in a faster increase in entitled employees' perceived negative inequity. Fourth, entitled employees who perceive higher negative inequity at the initial measurement period report higher interpersonal deviance. Finally, increases in entitled employees' perceived negative inequity result in a faster increase in interpersonal deviance.

Originality/value

This study highlights how employees may assess their effort and rewards when experiencing boredom. This study also offers some practical recommendations that help human resource managers manage boredom in the organization effectively.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 6 May 2014

Mercedes Villanueva-Flores, Ramón Valle-Cabrera and Mar Bornay-Barrachina

Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development…

2315

Abstract

Purpose

Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction.

Design/methodology/approach

Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities.

Findings

The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied.

Originality/value

An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.

Details

Career Development International, vol. 19 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 9 September 2022

Shih Yung Chou and Charles Ramser

Utilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and…

Abstract

Purpose

Utilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and organizational citizenship behaviors (OCBs) over time.

Design/methodology/approach

A total of 689 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. A latent growth curve modeling approach using EQS 6.4 for Windows was employed to test the hypothesized model.

Findings

Results illustrate that individuals with higher levels of narcissism perceive higher levels of perceived negative inequity and then form higher levels of self-enhancement motivation, which prompt more OCB directed toward the organization (OCBO) than OCB directed toward individuals (OCBI). When perceived negative inequity increases over time, narcissists experience a faster increase in self-enhancement motivation, which also leads to a faster increase in OCBO compared to the increase in OCBI.

Originality/value

Theoretically, this study provides theoretical and empirical insights into understanding the process through which narcissists' OCBs are motivated. Practically, this study offers several practical recommendations that help managers manage OCBs effectively in the organization.

Details

Personnel Review, vol. 52 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 January 2002

David R Goodwin and Ross G Bloore

This paper examines the impact of perceived inequity on knowledge transfer within an accounting environment. It hypothesizes that when perceived inequity exists, knowledge…

Abstract

This paper examines the impact of perceived inequity on knowledge transfer within an accounting environment. It hypothesizes that when perceived inequity exists, knowledge transfer, in the form of budgetary communication, is likely to be impeded. Lowered budgetary communication then has negative consequences including higher levels of role ambiguity and lower job satisfaction and performance. Other behavioral responses to perceived inequity include Type A behavior. These issues are examined using survey data collected in Malaysia. Analysis using Partial Least Squares (PLS) supports the study hypotheses. The paper concludes with a discussion of the implications of the findings for management and identifies a number of ideas for future research.

Details

Asian Review of Accounting, vol. 10 no. 1
Type: Research Article
ISSN: 1321-7348

Article
Publication date: 1 January 2001

Kyung‐Ho Cho and Seok‐Hwan Lee

This study argues that the literature on public‐private distinction has failed to distinguish among different types of organizational culture found in the public sector, while…

Abstract

This study argues that the literature on public‐private distinction has failed to distinguish among different types of organizational culture found in the public sector, while recognizing other important differences. Drawing upon a distinctive bureaucratic culture in South Korea, this study seeks to examine Korean public and private managers' perceptual and attitudinal differences associated with their levels of organizational commitment. Influenced by Confucian values and experience with past military regimes, Korean public managers score higher on their perceived job prestige and perceived centralization than do their counterparts in the private sector. No significant differences are found in the dimensions of commitment to stay, job satisfaction, and perceived inequity between the two sectors. This study also reveals that one of the powerful antecedents of organizational commitment in the Korean public sector is the job prestige perceived by public managers. Finally, implications are discussed.

Details

The International Journal of Organizational Analysis, vol. 9 no. 1
Type: Research Article
ISSN: 1055-3185

Article
Publication date: 25 October 2021

Shanta Banik, Yongqiang Gao and Fazlul K. Rabbanee

Status demotion in hierarchical loyalty programs (HLPs) has received considerable academic attention. However, little is known about whether status demotion engenders two widely…

Abstract

Purpose

Status demotion in hierarchical loyalty programs (HLPs) has received considerable academic attention. However, little is known about whether status demotion engenders two widely recognised behavioural intentions: revenge and avoidance. This study aims to make up this gap by examining the effects of status demotion on customers’ revenge and avoidance intentions. The underlying mechanism and boundary conditions of these effects are also explored.

Design/methodology/approach

Two studies were conducted to test the hypotheses. Study 1 was conducted using a structured survey from 347 active HLP members/customers of Chinese airlines. Study 2 used an online experiment amongst 268 active HLP airline customers in Australia. Partial least squares-based structural equation modelling and Hayes’ (2013) PROCESS macro were used for data analysis.

Findings

The results of Study 1 show that status demotion increases customers’ revenge and avoidance intentions simultaneously. Meanwhile, these effects are more significant for demoted customers with an external locus of causality than those with an internal locus of causality and demoted customers with higher entitlement tend to possess more revenge intentions than avoidance intentions. Study 2 further identified perceived inequity as a mechanism, which links status demotion to revenge and avoidance intentions of demoted customers.

Research limitations/implications

This study examines demoted customers’ revenge and avoidance intentions amongst Chinese and Australian airline travellers. Future research may focus on actual behaviour and test the current study’s model in cross-cultural and cross-industry settings.

Practical implications

Managers should deal with demotion decisions carefully as the failure to manage outraged customers may weaken customer-company relationships.

Originality/value

This study extends the existing literature on relationship marketing and HLPs by offering a better understanding of how and under what conditions status demotion elicits customers’ intentions for revenge and avoidance.

Book part
Publication date: 7 June 2010

Rosalind M. Chow, Brian S. Lowery and Eric D. Knowles

Purpose – All modern societies are marked by unequal relationships between dominant and subordinate groups. Given that dominant group members often have the resources to determine…

Abstract

Purpose – All modern societies are marked by unequal relationships between dominant and subordinate groups. Given that dominant group members often have the resources to determine if and how inequities might be dealt with, it is important to know when and how dominant group members will respond to inequity.

Approach – In this chapter, we present a new framework for how individuals experience inequality: the inequality-framing model. According to the model, individuals distinguish between inequities of advantage and inequities of disadvantage, which is predicted to lead to different experiences of inequity. We then review prior literature that indicates that perceptions of ingroup advantage and outgroup disadvantage can influence when and how dominant group members will respond to inequity. We specifically investigate hierarchy-attenuating responses to inequity, such as support for affirmative action policies, and hierarchy-enhancing responses, such as denial of inequity, disidentification from the group, the motivated construal of inequity, and the motivated use of colorblind ideology.

Research and practical implications – The model suggests that researchers and practitioners alike would do well to pay attention not only to the magnitude of inequity, but also to the way in which it is described. Importantly, dominant group members are more likely to have the power over how inequalities are discussed, which has ramifications for their experience of and willingness to remedy inequity.

Originality – This chapter provides an overview of research indicating that how inequity is described – advantage or disadvantage – can have implications for how dominant group members experience and respond to inequity.

Details

Fairness and Groups
Type: Book
ISBN: 978-0-85724-162-7

Article
Publication date: 9 November 2022

Talai Osmonbekov, Cristian Chelariu and Anita Whiting

The purpose of this study is to examine the effects of relationship digitization benefits on reseller profit. The authors hypothesized two pathways by which the digitization…

Abstract

Purpose

The purpose of this study is to examine the effects of relationship digitization benefits on reseller profit. The authors hypothesized two pathways by which the digitization benefits improve reseller profitability: direct and indirect. The direct pathway is via enhancing the reseller’s digital resources and capabilities and the indirect pathway is by improving the relationship with a focal manufacturer by reducing inequity and enhancing interorganizational trust.

Design/methodology/approach

The authors use the survey methodology to attempt to understand the interorganizational dynamics of digitization. The authors survey more than 200 resellers in the computer and computer components industry.

Findings

Overall, the pattern of results generally supports the framework for direct and indirect effects of digitization benefits on the bottom line of the reseller, as well as the idea of examining the benefits structure components of benefit magnitude and benefit asymmetry. Sales benefit magnitude improves reseller profit directly, as enhanced digital resources result in a more efficient and effective reseller salesforce. The indirect effects flow through to profitability via inequity and trust.

Originality/value

The authors are not aware of any prior research that uses the asymmetry and magnitude framework to approach the digitization phenomenon.

Details

Journal of Business & Industrial Marketing, vol. 38 no. 9
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 28 August 2019

Arunima Krishna and Soojin Kim

The purpose of this paper is to explore the impact of presidential tweeting about corporations on publics’ perceptions of and behavioral intentions toward those corporations…

Abstract

Purpose

The purpose of this paper is to explore the impact of presidential tweeting about corporations on publics’ perceptions of and behavioral intentions toward those corporations. Specifically, the authors examined publics’ intentions to boycott or buycott (Friedman, 1996) Nordstrom, four months after President Trump’s tweet denouncing the company’s decision to discontinue his daughter’s clothing line.

Design/methodology/approach

An online survey was conducted among 517 American citizens using Qualtrics panels in June 2017. Respondents were compensated for their participation.

Findings

The authors found strong associations between perceived moral inequity and boycott intentions, and perceived business/economic nature of corporate action and buycott intentions. Furthermore, demographic characteristics associated with both types of perceptions were also examined. Younger, more educated respondents tended to accept Nordstrom’s actions as being routine business decisions, whereas conservative participants saw Nordstrom’s actions as being morally iniquitous.

Originality/value

This study is one of the first to explore the impact of presidential tweeting, albeit indirectly, on publics’ perceptions and intentions toward corporations who form the subjects of said tweets. Practitioners may utilize these findings to provide guidance to corporations who may be at the receiving end of presidential tweeting.

Details

Corporate Communications: An International Journal, vol. 24 no. 4
Type: Research Article
ISSN: 1356-3289

Keywords

Article
Publication date: 4 September 2023

Yves Van Vaerenbergh, Annelies Costers and Anja Van den Broeck

The optimal level of customer participation is an important factor in service design. However, researchers know little about the impact of customer participation for their…

Abstract

Purpose

The optimal level of customer participation is an important factor in service design. However, researchers know little about the impact of customer participation for their willingness to pay and hence organizations’ financial outcomes. This paper examines the impact of customer participation in a pay-what-you-want (PWYW) pricing system, allowing customers to pay any price they want for a product or service.

Design/methodology/approach

This paper reports the results of three experiments, in which the authors manipulated the level of customer participation (Study 1: Low versus high, Study 2: Medium versus high, Study 3: Low versus medium versus high) and measured customers' PWYW payments (Studies 1–3), customer satisfaction (Studies 1–3), perceived equity (Study 3) and perceived enjoyment (Study 3). Studies 1 and 3 were scenario-based experiments, while study 2 was a field experiment. Study 3 was preregistered.

Findings

The results support a direct effect of customer participation in service production on customer PWYW payments, yet only when comparing low to high levels of customer participation. High levels of customer participation lead to a decrease in perceived equity and an increase in perceived enjoyment, which in turn spilled over to customer PWYW payments through customer satisfaction.

Originality/value

This research provides causal evidence at the individual level of analysis for the relationship between customer participation in service production and financial results. The paper also provides insights into its underlying mechanisms.

Details

Journal of Service Theory and Practice, vol. 33 no. 6
Type: Research Article
ISSN: 2055-6225

Keywords

1 – 10 of over 6000