Search results

Points out that numerous studies have attempted to understand the behavior of television viewers. Gone are the days when the entire family gathered around the television, paying rapt attention to the programming. Suggests that the television as “family hearth” has been replaced, as viewers are more aptly characterized as “nomadic”, wandering from channel to channel, from room to room, and from activity to activity. Reports on an in‐depth study of the activities, patterns of behavior, locations of viewing, and attitudes of everyday consumers toward television in the 1990s. Multiple observational methods were used, ranging from unobtrusive observation of viewing, sketches made by viewers of their television viewing location, and focus group interviews. Findings suggest that advertising not only competes with other television shows for the consumer′s attention, but also competes with a multitude of activities, interruptions, and even other televisions within the same or adjacent rooms. Such findings pose a much more complex picture of “cutting the clutter” than that which is traditionally assumed; suggests managerial implications and recommendations for further understanding the complexities of viewer behaviors.

Market mavenism and opinion leadership are two important consumer influential concepts in marketing communication literature. The purpose of this paper is to explore two overarching research questions. First, can we separate market mavenism from opinion leadership in China? The answer to this question would solve an important issue of targeting in marketing communication. Second, if market mavenism is indeed distinctive from opinion leadership, are market mavenism and opinion leadership determined by same or different factors in China? The answer of this question would help determine how to reach each type of consumer influential and add knowledge to market segmentation.

An online survey was conducted to test the hypotheses. In total, 316 Chinese respondents completed this survey.

The results were illuminating: market mavenism and opinion leadership were indeed distinctive yet related concepts in China. Monochronicity, altruism, price-value consciousness, and income significantly influenced market mavenism after controlling for all other variables while monochronicity, price-value consciousness, and age significantly predicted opinion leadership after controlling for all other variables.

This study provides a richer picture of market mavenism and opinion leadership in the Chinese market.

This study helps scholars and professionals efficiently and effectively reach each type of consumer influential.

Temporal dimensions of work is about how individuals perceive the concept of “time”. Time is the critical success factor in any organisation. This article focuses on the theme time, diversity and team performance with an attempt to emphasise that time acts as a mediator between the group and its performance in organisations. The question addressed in this paper is whether the different temporal dimensions of the diverse work force affects the team performance. The study also attempts to understand the impact of task meaningfulness, performance norms and organizational temporal orientations on the team performance in diverse work force.

Despite the deployment of state-of-the-art methodologies for project management, employee turnover in projects remains high. Such turnover has significant costs in terms of replacing personnel, potential deadline overruns and financial expenditure. Employee turnover in project contexts may stem from time-related issues associated with multiple parallel projects and short deadlines. Using person–environment fit and time congruence theories, this research examines the relationship between employee turnover intentions and individual–organizational (I–O) polychronicity fit, which captures the degree of match between individuals’ and organizational preferences for focusing on multiple tasks simultaneously.

Survey data were collected from 309 software project employees in Pakistan. Hypotheses were tested using polynomial regressions and response surface modeling.

I–O polychronicity fit is related to turnover intentions. Turnover intentions are lower when I–O polychronicity fit occurs on the lower end of the polychronicity continuum, whereas turnover intentions are higher when fit is observed on the higher end of the polychronicity continuum. The relationship between I–O polychronicity fit and turnover intentions is significantly explained by exhaustion and perceptions of work overload.

The study’s insights provide recommendations for organizations to optimally manage multitasking to help retain project employees.

These findings extend our understanding of the underlying mechanisms between I–O polychronicity fit and turnover intentions. Furthermore, this research expounds on how employee exhaustion and perceptions of work overload explain the relationship between I–O polychronicity fit and turnover intentions.

The introduction to Volume 17 of Research in the Sociology of Work: Workplace Temporalities, reviews prior literature and issues in the studies of time at work. It provides a brief summary of the chapters in this volume and addresses some of the major themes, particularly those with which sociologists might be unfamiliar, since this volume is, quite deliberately, interdisciplinary. The chapters in this volume demonstrate the complexities of workplace temporalities in the new economy and suggest that incorporating inquiry about time will inform understanding not only of the contemporary workplace, but also of social life more broadly.

This study aims to investigate the relationship between employee polychronicity and employee creativity. This study also explores the mediating role of employee resilience in the relationship between employee polychronicity and employee creativity.

This study was based on a quantitative research design, and a survey instrument was used to collect data from doctors and nurses. Ordinary least squares (OLS) regression and four-step Baron and Kenney (1986) approaches were used to check the impact of nurses’ polychronicity on creativity through resilience.

Results proved that employee polychronicity positively influences employee creativity. The finding indicates that employee resilience acts as a mediator in the relationship between employee polychronicity and employee creativity.

The worth of this study rests on the deeper understanding of the employee polychronicity–employee creativity link in the health-care sector. Moreover, by bringing to the fore employee resilience as a mediator of the polychronicity–creativity relationship, this study provided a new vantage point to explore the intricacies concerned with the relationships between polychronicity, resilience and creativity.

The empirical, cross-national study reported here examines how time orientations influence attitudes toward advertising in two emerging Asian economies with very different background and time orientation, namely Macau and Georgia. The paper aims to discuss these issues.

Questionnaire was used as an instrument to conduct a survey for the study. The questionnaire design was adapted from Rojas-Méndez et al. study. The two samples were collected through either a drop-off-and-pick-up method or street-intercept interview.

Georgians are found to be more past oriented and had had more suspicious feelings about advertising whereas Macau data indicated more future-orientation was the most dominant dimensions and they had better dispositions towards advertising.

With the findings, managers of different time orientation markets can consider one more factor to strike for the optimal balance in placing their promotional budget between pull and push strategy, and between above-the-line and below-the-line activities when executing the pull strategy.

Government of different time orientation can be more informed of the effectiveness of using advertising to communicate with its citizens in its culture.

Studies on how time orientation relates to attitudes toward advertising are few and such relationship appears to be never compared within two Asian countries with very different background and time orientation.

This article analyzes the relationships between different conceptions of time, socioeconomic development and cultural values.

We focus on three major aspects of time, namely, 1) duration, 2) orientation and 3) tempo. Furthermore, we draw on modernization theory to distinguish between agrarian/traditional and industrial/modern societies and their respective cultural values.

Analyses indicate that agrarian/traditional societies with cultural values such as collectivism, survival, religiosity and hierarchical structures are marked by subjective/cyclical/inaccurate, past-oriented and slow-paced conceptions of time. In contrast, industrial/modern societies with cultural values such as individualism, self-expression, secularism and egalitarianism are marked by objective/linear/accurate, future-oriented and accelerated conceptions of time.

This paper introduces an original conceptualization of the three dimensions of time – duration, orientation and tempo – previously overlooked in the literature. Additionally, it provides an in-depth and comprehensive analysis of the relationships between time, culture and socioeconomic development.

The purpose of this study is to unite research in cultural intelligence (CQ), core confidence and multitasking to examine how these characteristics interplay in the perceptions of global leadership effectiveness.

The sample comprised 149 employees, mostly managers from 21 countries with 18 native languages spoken who had global leadership experience while working fulltime for international organizations. Relationships were examined using the hierarchical linear regression of survey data.

Support is found for core confidence moderating the relationship between CQ and other-rated and self-rated perceptions of global leadership effectiveness such that the relationship is stronger when leader core confidence is high. Moreover, support is found for CQ and core confidence having positive relationships with self-rated perceptions of global leadership effectiveness, and the study found a positive relationship between CQ and multitasking.

The relationships studied provide practitioners with information to supplement the employee selection process for global leaders. The ability to assess current or future employees and hedge organizational risk in assignment to global leadership positions could have a significant impact.

This study contributes to the literature by investigating individual characteristics contributing to the perceptions of global leadership effectiveness. Because perceptions are often acted on as if reality and globalization in our personal and work lives is expansive, understanding these relationships is important.