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This study aims to explore how individual-level and organizational-level factors interact to influence pay information (PI) seeking and PI sharing preferences in PI conversations (i.e. the face-to-face communications context). The authors examine how an individual’s judgment of their pay relative to others – or pay equity perception – affects their PI seeking and PI sharing preferences and how those relationships are affected by organizationally created pay transparency policies and pay transparency practices.

Using a 2 × 2 × 2 experimental design on the MTurk platform, the authors used a scenario-based prompt method to manipulate employee perceptions of pay equity and organizational pay transparency and tested those effects on employee pay disclosure preferences. The authors consider both pay policy and pay practice dimensions of pay transparency and both PI seeking and PI sharing dimensions of pay disclosure preferences. The final sample had 597 participants.

The authors find employees’ pay equity perceptions are negatively related to PI seeking behaviors and are even more so when organizations have restrictive pay transparency policies. Also, both pay transparency policy and pay transparency practice increase PI sharing preferences.

The authors provide insight into how individual perceptions drive pay disclosure motivations and the role of organizational policy and practice in influencing pay disclosure preferences within PI conversations. The authors provide insight into the antecedents that shape pay disclosure preferences, which lead to a both PI conversations among coworkers and an increase in one’s pay understanding. This study shows the contextual nature of PI seeking and PI sharing preferences, which are a motivational antecedent to pay-related sensemaking behaviors.

The purpose of this paper is to examine the impact of sergeants’ less lethal force policy perceptions on subordinate officers’ policy perceptions. Sergeants are a critical level of supervision in police departments with respect to policy administration, particularly in regard to the use of force. Little empirical research, however, has been conducted on either officer policy perceptions or this aspect of the supervisory role.

Surveys of 765 patrol officers and 146 patrol sergeants served as the data source. Multilevel modeling procedures were used to test for supervisory influences on officer force policy perceptions while controlling for relevant officer-level variables. Additional analyses were conducted to examine potential moderating effects for this sergeant-officer attitudinal relationship.

Findings revealed that sergeant policy perceptions, views of top management, and their level of support had a significant impact on officers’ force policy perceptions. Furthermore, post hoc analyses revealed that sergeant support moderated the sergeant-officer force policy perception relationship.

The results indicate that officers’ force policy perceptions are associated with the attitudinal dispositions of sergeants. Future work could expand the focus on administrative attitudinal outcomes beyond less lethal force policies as well as other perceptions of the work environment.

For police leaders, the findings illustrate the need to pay attention to mid-management levels and the organizational climate, as negative orientations can impact additional domains (i.e. policies and procedures) and other organizational members (i.e. subordinates).

The study adds to the limited body of research on two accountability mechanisms of departments: administrative rulemaking and frontline supervision.

Different organisations have developed policies and programmes to prevent workplace injuries and facilitate return to work. Few multiple workplace studies have examined workers’ perceptions of these policies and programmes. The purpose of this paper is to compare workers’ perception and experience of workplace policies and practices on injury prevention, people-oriented work culture, and return to work.

This study recruited 118 workers from three healthcare facilities through an online and paper survey.

Work-related musculoskeletal injury was experienced by 46 per cent of the workers, with low back injuries being most prevalent. There were significant differences in perception of policies and practices for injury prevention among occupational groups, and between workers who have had previous workplace injury experience and those without past injury.

Selection bias is possible because of voluntary participation. A larger sample could give stronger statistical power.

The perception of workplace policies can vary depending on workers’ occupational and injury status. Organisational managers need to pay attention to the diversity among workers when designing and implementing injury prevention and return to work policies.

Risks for workplace injuries are related to multiple factors, including workplace policies and practices on health and safety. Workers’ understanding and response to the policies, programmes, and practices can determine injury outcomes.

No previous study has reported on workers’ perceptions of workplace policies and practices for injury prevention and return in Manitoba healthcare sector.

The General Data Protection Regulation (GDPR) introduces significant data protection obligations on all organizations within the European Union (EU) and those transacting with EU citizens. This paper presents the GDPR privacy label and uses two empirical studies to examine the effectiveness of this approach in influencing consumers' privacy perceptions and related behavioral intentions.

The paper tests the efficacy of two GDPR privacy label designs, a consent-based label and a static label. Study 1 examines the effects of each label on perceptions of risk, control and privacy. Study 2 investigates the influence of consumers' privacy perceptions on perceived trustworthiness and willingness to interact with the organization.

The findings support the potential of GDPR privacy labels for positively influencing perceptions of risk, control, privacy and trustworthiness and enhancing consumers' willingness to transact and disclose data to online organizations.

The findings are useful for organizations required to comply with the GDPR and present a solution to requirements for transparent communications and explicit consent.

This study examines and demonstrates the efficacy of visualized privacy policies in impacting consumer privacy perceptions and behavioral intentions.

The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation.

This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories.

The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice.

The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated.

This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

The purpose of this paper is to verify and extend the application of the policy acceptance model (PAM) in the field of green behavior. Under the PAM framework, the authors develop and empirically examine on how employee perception of corporate green policy (perceived ease of use and perceived usefulness) increases the acceptance of corporate green policy, which further leads to two types of employee green behavior. The authors also test the moderating roles of moral reflectiveness and performance orientation on these relationships.

The authors collected complete survey data from 223 work professionals in this study. Multiple regression method was used to test the hypotheses.

The results showed that there were significant positive impacts of two types of employee perceptions of corporate green policy (perceived ease of use and perceived usefulness) on their attitudes toward corporate green policy. Second, this study reported positive relationships between employees’ attitudes toward corporate green policy and their two types of green behavior. Finally, supplemental analyses supported moderated mediation models, that is, moral reflectiveness and performance orientation, respectively, and moderated indirect effects of employee perceptions on green behaviors through attitude toward corporate green policy.

The data came from a narrow demographic population, which restricts the generalizability of the findings and also raises questions about the specificity of green behaviors manifest in different industries. Besides, this study used cross-sectional, self-reported data, which limits our ability to draw causal conclusions.

Companies can shape employee perceptions regarding the usefulness and ease of corporate green policy to induce and consolidate employees’ task-related and proactive green behaviors.

This research will help companies to pay more attention to employees’ reflections and attitudes toward green policies, thus effectively promoting employees’ green behavior in the workplace. These actions will further promote the green development of the economy and society.

The authors extend the PAM framework to the area of green behavior. The PAM is applied to a more micro level of corporate green policy. Further, this paper points out that employees’ instrumental value (performance orientation) and moral trait (moral reflectiveness) moderate the impact of employees’ policy perceptions on their green behaviors.

Justice perceptions describe an individual's evaluation of whether decisions or actions are fair or unfair. These perceptions are important because they affect individual attitudes and behaviors in different situations. Family firms develop and implement governance policies and structures (i.e., governance systems) to diminish the problems that can arise from the overlap between the business, the family, and the ownership systems of a firm. Governance systems help family firms have a clear structure of accountability and a clear understanding of the rights and responsibilities that family and non-family members have toward the family enterprise. Research on governance to date has focused on the practices and policies that exist and their effects on the family firm. However, in the governance context, individual perceptions are important because they are likely to affect the attitudes that family and other members have toward the family enterprise and the likelihood that they will follow the different policies when they are implemented. This chapter takes a receiver perspective to explain how individuals create justice perceptions based on governance mechanisms and the effects of these perceptions. The goal is to understand how we can use this information when developing governance practices in family firms.

The purpose of this paper is to define the way of influence of national culture on the performance of entrepreneurship. As a possible channel of this influence, the perceptions of public policy by entrepreneurs have been analysed.

The data were collected from a survey conducted in 2014-2015, which consist of 207 surveyed entrepreneurs from Slovakia and 197 from Ukraine. The author analyses the perception of government policy in the field of entrepreneurship, institutional and personal trust and personal characteristics of respondents.

The main finding is that the coherence of formal and informal institutions in the representations of entrepreneurs affects the performance of their business. Perceptions of government actions seems to be endogenous to unobservable national culture. Entrepreneurs’ trust was found to be important in countries with different institutional environment.

Based on these findings, it would be possible to improve the stimulation of government policies for business by taking into account the most important types of policies for business performance in the definite institutional environment.

This is the first study in examining the exact mechanisms of the national culture’s influence on business development through entrepreneurs’ perceptions.

While remanufactured products represent an increasingly researched phenomenon in the literature, not much is known about consumers' understanding and acceptance of such products. This study explores this issue in the context of the theory of perceived risk (TPR), investigating return policy leniency and distribution channel choice as potential factors to foster remanufactured products' sales.

This research utilizes an experimental design composed of a pre-test and a scenario-based main experiment to explore how return policy leniency might mitigate consumers' perceived risk and how their related purchase intention differs across two types of retail distribution channel structures (i.e. brick-and-mortar vs. online).

The investigation into the efficacy of return policy leniency within two retail distribution channel settings (i.e. brick-and-mortar vs. online) illustrates that providing a lenient return policy is an effective “cue” in increasing consumer purchase intention for remanufactured products. While prior literature has established that consumers value return policy leniency for new products, the authors provide empirical evidence that this preference also applies to remanufactured products. Notably, that return policy preference holds true in both channel settings (i.e. brick-and-mortar vs. online) under consideration. Additionally, and contrary to the authors’ predictions, consumers perceived remanufactured products sold via both channel settings as equally risky, thus highlighting that both are appropriate distribution channels for remanufactured products. Finally, while research on new products provides some initial guidance on consumer perceptions of quality and risk, the study provides empirical evidence into the difference of perceived risk with regard to new versus remanufactured products.

By employing the TPR, this research explored the role played by two supply chain management related factors (returns policy and channel structure) in reducing consumer's perceived risk and increasing purchase intention. In doing so, this study answers the call for more consumer-based supply chain management research in a controlled experimental research setting.

This study aims to introduce a new instrument to assess the perception of the university community after the Climate Emergency Declaration (CED) and its application at the Universidad de Salamanca (USAL) in Spain. This CED includes a comprehensive program to reduce the carbon footprint and the introduction of the education for sustainable development in the curriculum. This study aims to understand the gap between perception and reality in the program's implementation and verify whether the student organization's initial push translates into higher approval ratings.

The authors conducted a cross-sectional analytical study. In this research, the authors used a sample of 731 people from the USAL community (67% students, 20% academics and the rest administrative and service staff).

The findings revealed that PhD students are the group with the highest perception of the policies implemented by the university to fight climate change, even higher than academics. In addition, the perception of the food, energy and sustainable mobility aspects of the program are good predictors: of the knowledge of the indicators and of the policy dimensions within the CED.

The university community perception survey for a CED process provides a gateway into the gaps between perception, expectations and reality. Moreover, it is helpful to engage its members in action plans to fight climate change and its impacts.