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Repeat tourists are invaluable to tourist destinations. However, their perceptions and reactions toward unfavorable destination changes remain underexplored. This paper aims to answer two important and unresolved questions: how do repeat tourists react to perceived unfavorable changes? and what are the main unfavorable destination changes for repeat tourists?

This research builds on the strategic memory protection theory. This paper consists of two studies (a quantitative one and a qualitative one) conducted in China. The quantitative study proposed and tested a structural equation model linking perceived unfavorable changes, tainted memories, revisit satisfaction and destination loyalty. Data were collected via a questionnaire distributed on an online survey platform with 416 valid responses. The qualitative study was conducted to determine the unfavorable destination changes that repeat tourists perceive. Ninety-five valid responses were used for analysis.

This research empirically shows that perceived unfavorable changes diminish repeat tourists’ destination loyalty by tainting their initial memories and reducing revisit satisfaction. This full mediation confirms the importance of personal memories and psychology in tourism experiences. This research further uncovers two main types of unfavorable destination changes: destination mismanagement (i.e. overcommercialization, insufficient facilities, poor destination management, excessive prices and a decline in service qualities) and negative environmental changes (overtouristification, changes to natural and social environments and changes in tourist sites and activities).

This research adds to the destination loyalty literature by unveiling actual repeat tourists’ revisit perceptions and psychological processes toward unfavorable destination changes. This research also identifies the typical unfavorable changes perceived by repeat tourists.

重游游客对旅游目的地来说极其重要。然而, 他们对不利的目的地变化的看法和反应仍未得到充分探讨。本研究旨在回答两个重要且未解决的问题：重游游客如何对感知到的不利变化做出反应？ 对重游游客来说, 不利的目的地变化主要有哪些？

本研究以策略性记忆保护理论为理论基础, 包括两项在中国开展的研究（一项定量研究和一项定性研究）。定量研究提出并验证了一个将感知的不利变化、记忆破坏、重游满意度和目的地忠诚度相关联的结构方程模型。定量研究数据通过在线问卷平台收集, 共有 416份有效数据。定性研究的开展旨在确定重游游客所感知的不利目的地变化的类型, 共有95份有效访谈数据用于定性分析。

本研究通过实证分析表明, 感知到的不利变化会破坏重游游客最初的记忆和降低重游满意度, 进而降低了他们的目的地忠诚度。这种完全中介效应证实了个人记忆和心理在旅游体验中的重要性。本研究进一步揭示了两种主要的目的地不利变化类型：目的地管理不善（即过度商业化、设施不足、目的地管理缺位、价格过高、服务质量下降）和负面环境变化（过度旅游化、自然和社会环境变化、旅游景点和活动变化）。

本研究通过揭示真实的重游游客的重游感知和对不利目的地变化的心理过程, 丰富了目的地忠诚度研究的文献, 同时还总结了重游游客所感知的典型的不利的目的地变化的类型。

Los turistas que repiten son muy valiosos para los destinos turísticos. Sin embargo, sus percepciones y reacciones ante los cambios desfavorables en el destino han sido poco exploradas. Esta investigación tiene como objetivo responder dos preguntas importantes y no resueltas: ¿Cómo reaccionan los turistas que repiten un destino ante los cambios desfavorables percibidos? ¿Cuáles son los principales cambios desfavorables en el destino para los turistas que repiten?

Esta investigación se fundamenta en la teoría de la protección estratégica de la memoria. Consta de dos estudios (uno cuantitativo y otro cualitativo) realizados en China. El estudio cuantitativo propuso y evaluó un modelo de ecuación estructural que vincula los cambios desfavorables percibidos, los recuerdos contaminados, la satisfacción de la revisita y la lealtad al destino. Los datos se recopilaron a través de un cuestionario distribuido en una plataforma de encuestas en línea con 416 respuestas válidas. El estudio cualitativo se realizó para determinar los cambios desfavorables en el destino que perciben los turistas. Se utilizaron noventa y cinco respuestas válidas para el análisis.

Esta investigación demuestra empíricamente que los cambios desfavorables percibidos disminuyen la lealtad de los turistas que repiten un destino, al empañar sus recuerdos iniciales y reducir la satisfacción de la revisita. Esta mediación total confirma la importancia de los recuerdos personales y la psicología en las experiencias turísticas. Esta investigación descubre, además, dos tipos principales de cambios desfavorables en el destino: mala gestión del destino (es decir, comercialización excesiva, instalaciones insuficientes, mala administración, precios excesivos y disminución de la calidad del servicio) y cambios ambientales negativos (turistificación excesiva, cambios en los entornos naturales y sociales, y cambios en los sitios y actividades turísticas).

Esta investigación contribuye a la literatura sobre la lealtad al destino, al desvelar las percepciones de los turistas que repiten visita, y sus procesos psicológicos hacia los cambios desfavorables en los destinos. También identifica los cambios desfavorables típicos percibidos por los turistas que vuelven a un destino.

Given the suggested importance of collaborative capital to team and organizational performance, it is important that we develop a better understanding of potential processes by which it is developed in organizations. This chapter represents an attempt to explore one such process by examining why and how individuals contribute to the creation and maintenance of collaborative capital in the organizations for which they work. Drawing on social exchange theory and the norm of reciprocity, it is argued that individuals’ perceived social exchange relationship quality with their coworkers will predict their contributions to collaborative capital. Results of a preliminary empirical examination supporting this prediction are shared and suggestions for future research are offered.

Previous research indicates that unfavorable feedback, even unfavorable feedback provided for developmental purposes only, is not perceived as useful, results in negative reactions and is not associated with a recipient's willingness to change his or her behavior. This study examined the extent to which contextual variables mitigate these unwanted effects of developmental unfavorable feedback. Results indicate that employees are more motivated to improve their job performance based on unfavorable feedback when the feedback source is perceived to be credible, the feedback is of high quality and the feedback is delivered in a considerate manner.

Fishman (1956) has suggested that since stereotypes serve group relations functions, changes in stereotypy should follow changes in target groups, subject groups, or in the relationships between subjects and targets. To investigate this we examine the stereotypes and self‐images of Chicanos and Anglos, drawn from three time periods around the social ferment of the 1960s and the development of the Chicano movement: 1963, 1967–8 and 1971. We expect that the images both Anglos and Chicanos have of Chicanos will improve, while the images both have of Anglos will deteriorate. Several measures of stereotypy indicate such a change. In the earliest sample, Chicanos are perceived negatively, and Anglos are perceived positively, by members of both groups. By the last period Anglos are perceived less favourably and Chicanos are perceived more favourably. While the actual images of the two groups vary, the overall valance of the images converges toward a theoretical “neutral” point. We discuss whether this convergence will be maintained.

The purpose of this paper is to examine factors affecting the relationship between annual changes in the amount of corporate foundation giving and changes in corporate reputation. The factors investigated included the existing corporate reputation and the economic conditions.

Published data were obtained for 77 US corporations during both an upward and downward economic trend. Data for corporate foundation giving were obtained from IRS tax records while data on corporate reputation were obtained from the Reputation Institute’s RepTrak scores.

Linear mixed model analyses demonstrated that a firm’s prior reputation moderates the relationship between corporate philanthropy and changes in corporate reputation during a downward trend. That is, changes in corporate charitable giving and corporate reputation covaried positively for firms with an existing favorable reputation. However, for firms with an unfavorable reputation, there was an inverse relationship between changes in corporate giving and corporate reputation. The interaction between the variables was prevalent only during an economic downturn.

The findings provide firms with relevant information on conditions that affect how changes in charitable giving are likely to impact corporate reputation.

This study is the first to look at the effects of annual changes in corporate charitable giving on corporate reputation and adds to the research literature by demonstrating the complexity of the relationship by identifying two key factors that should be taken into considerations when developing annual budgets for charitable giving.

Budget decision-makers are forced at times to assign budgets that deviate substantially from budget participants’ requests. In these instances, budget participants likely interpret their budgetary involvement as lacking influence and perhaps as pseudo-participative. This experimental study examined two situational factors that may affect perceptions of pseudo-participation: budget favorability (receiving a much better or much worse budget than requested) and disclosure of budget intention (the decision-maker discloses or does not disclose a preliminary budget before the budget decision, with the final budget exactly matching the preliminary budget). As hypothesized, budget participants had a self-serving tendency to discount pseudo-participation as the cause of low influence when they received a favorable budget. However, contrary to a hypothesized effect, budget participants did not have a self-serving tendency to inflate pseudo-participation as the cause of low influence when they received an unfavorable budget. Instead, they formed strong, unbiased pseudo-participation perceptions. Also contrary to a hypothesized effect, the budget decision-maker's disclosure of an intended budget, which should have provided clear indications of an insincere request for budget input, did not increase perceptions of pseudo-participation. Budget outcomes that indicate low influence may evoke such strong perceptions of pseudo-participation as to override other information that suggests pseudo-participation.

Staff facing organizational change often experience negative emotions when they anticipate or encounter injustice and these can lead to turnover, absenteeism, decreased productivity and resistance to change. The aims of this study were to identify the nature of the emotions reported by respondents and explore how they were triggered by perceptions of different forms of injustice: distributive, procedural, interpersonal and informational. A series of interviews with those playing different roles in change initiatives, at various hierarchical levels and in a range of organizations, demonstrates the corrosive effects of perceived injustice and the attendant negative emotions such as anger, frustration, anxiety and guilt. These emotions tended to be more intense for those experiencing change and somewhat subdued for those leading and managing it. The findings contribute to research into organizational change by presenting insights into the affective elements of four types of injustice that have seldom been explored in previous qualitative studies.

This study aims to explore the role of brand personality traits in explaining how different levels of brand favorability evoke affect from and forge connections to consumers.

The authors used a quantitative approach consisting of within-subjects (Study 1) and between-subjects (Study 2) experimental designs. Mediation analyses were tested using OLS regression with the MEMORE and PROCESS macros.

Findings suggest increases in brand excitement and sincerity to be related to differences in positive affect evoked by favorable and unfavorable brands; decreases in brand sincerity to be related to differences in negative affect between favorable and unfavorable brands (Study 1); brand competence and excitement to be related to the relationship between brand favorability and self-brand connection; and brand competence and excitement to best distinguish favorable brands from unfavorable brands (Study 2).

These results support the importance of brand personality traits that are considered to be universally positive and provide managers with an initial roadmap for which brand personality traits should be prioritized when communicating with consumers.

We investigate the social and legal blame that investors assign to auditors following unfavorable outcomes using the precision of accounting guidance described as principles-based (i.e., less-precise) or rules-based (i.e., more precise), and why investors assign blame at differing levels. We also examine how the precision of accounting guidance is related to perceptions of auditors’ ethical characteristics. We posit that blame assigned to auditors differs based on auditors’ perceived decision-making control. Results indicate a significant association between the precision of accounting guidance and social blame, and a positive association between social blame and legal blame under standards described as less-precise. Investors are also more likely to make negative evaluations of the auditor’s ethical characteristics under less-precise accounting following an unfavorable outcome, which helps explain the association between social and legal blame. Our findings suggest that auditors could face additional blame as a result of a trend toward less-precise accounting guidance, with investors being more likely to question the auditors’ ethical characteristics following unfavorable outcomes.

As employers are purportedly becoming more receptive to tattoos, the question arises whether tattooed employees are nonetheless subject to unfavorable treatment. In this light, the purpose of this paper is to examine the impact of different tattoo characteristics on four outcomes: annual earnings, fair interpersonal treatment from supervisors, perceived discrimination and perceived overqualification. The specific tattoo characteristics were tattoo number, visibility and content.

Survey data from a sample of 162 tattooed hospitality employees were obtained from a Qualtrics research panel and analyzed using regression.

The results demonstrated that employees with a greater degree of dark tattoo content (content of a more threatening and intimidating nature) received less favorable treatment, as demonstrated by significant relationships with fair interpersonal treatment, perceived discrimination and perceived overqualification. Tattoo number was related to increased perceived discrimination and perceived overqualification. At the same time, tattoo number was related to increased annual earnings, signaling a benefit.

Measures of tattoo characteristics and workplace outcomes were collected in a single survey. An analysis of data collected at different points would potentially provide a more definitive test of cause and effect.

On one front, organizations should establish grooming policies that specify what is acceptable with respect to tattoos. To help minimize personality-related tattoo stereotypes from influencing hiring decisions, organizations could use personality assessments to make the hiring process more objective. Moreover, diversity training could address tattoo-related stereotypes, bias and prejudice.

Even though prior studies have demonstrated that tattooed people are viewed as less suitable for employment, research focused on the relationship between tattoos and actual discrimination has been limited. The results from this study highlight that employees with tattoos may still be subject to maltreatment, despite the mainstreaming of tattoos.