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This chapter reports on a longitudinal quasi-experimental field study within an organizational design of a global consumer products manufacturer moving toward high-performance work systems (HPWSs) in North America by integrating business centers and self-directed work teams (SDWTs) coupled with 13 other action-levers within an integrated and bundled high-performance organizations (HPOs) re-design. The results of this organizational design effort are assessed using different types and levels of organizational outcomes (hard record data, behavioral, and attitudinal measures) along a 5-year temporal dimension punctuated by multiple time periods (baseline, during, and after). The organization, which was “built to change” (Lawler & Worley, 2006), in this research had already highly superior or “exemplar” (Collins, 2001) levels of organizational performance. Consequently, the real research question becomes: “What effect does state of the art organizational design and development have on an exemplar organization?” The study also calls into question the field's ability to truly assess exemplar organizations with existing measures of organizational change and development.

This chapter presents empirical evidence on the effects of attributional retraining (AR), a motivation-enhancing treatment that can offset maladaptive explanatory mind-sets arising from adverse learning experiences. The evidence shows that AR is effective for assisting college students to adapt to competitive and challenging achievement settings.

This chapter describes the characteristics of AR protocols and details three primary advances in studying AR efficacy in terms of achievement performance, psychosocial outcomes, and processes that mediate AR-performance linkages. The psychological mechanisms that underpin AR effects on motivation and performance are outlined from the perspective of Weiner’s (1974, 1986, 2012) attribution theory.

Laboratory and field studies show that AR treatments are potent interventions that have short-term and long-lasting psychosocial, motivation, and performance benefits in achievement settings. Students who participate in AR programs are better off than their no-AR counterparts not just in their cognitive and affective prospects, but they also outperform their no-AR peers in class tests, course grades, and grade-point-averages, and are more persistent in terms of course credits and graduation rates.

This paper contributes to the emerging literature on treatment interventions in achievement settings by documenting key advances in the development of AR protocols and by identifying the next steps critical to moving the literature forward. Further progress in understanding AR efficacy will rest on examining the analysis of complex attributional thinking, the mediation of AR treatment effects, and the boundary conditions that moderate AR treatment efficacy.

Providing satisfying shopping experiences is a major goal in retail management because satisfaction guides re-patronage behavior. The purpose of this paper is to demonstrate that the visual complexity of an environment’s interior design (i.e. the overall amount of visual information in an environment) influences the shopping experience by impairing customers’ information processing and self-regulation resources.

Two quasi-experimental field studies were conducted in two different cultural contexts (i.e. Germany and Singapore) to enhance the external validity and robustness of the findings.

Both studies provide evidence that an environment’s visual complexity impairs the shopping experience. Study 1 shows that visual complexity places a perceptual load on customers which mediates the complexity-experience relationship. Study 2 replicates this finding in a different setting and extends it by showing that load relates to lower self-control, which in turn, mars the experience. Furthermore, the negative effect of complexity on the experience is more pronounced with shoppers pursuing utilitarian rather than hedonic shopping goals.

The findings in a supermarket context may not transfer to environments in which the visual design is an important component of the value proposition and where shopping goals are largely hedonic in nature.

The findings advance theory by showing that it is perceptual load and its outcome, reduced perceived self-control, which are largely responsible for the negative effect of visual complexity on the shopping experience. This finding should encourage managers to proactively manage and reduce the complexity of their service environments.

This study is the first to show how the visual complexity of a retail environment influences a customer’s shopping experience. It offers novel insights into the underlying mechanism of perceptual load and self-control as process mediators of visual complexity on the shopping experience.

Transformational leadership has been shown to have a positive impact on a host of employee level and organizational performance indicators. However, little research has sought to understand some of the antecedents of this style of leadership. The purpose of this paper is to examine the link between having a post-secondary education and perceptions of transformational leadership.

Data were collected from two surveys issued in a mid-sized energy company located on the eastern seaboard of North America. One-way ANOVA comparing employees’ perceptions of transformational leadership exhibited by their supervisors that either did or did not have a post-graduate degree demonstrated a strong, positive relationship between the attainment of a Master’s degree and perceived levels of transformational leadership qualities.

The findings of this quasi-experimental field study demonstrated a strong, positive relationship between the attainment of a Master’s degree and perceived levels of transformational leadership qualities.

This study is the first of its kind to demonstrate that more educated managers are generally perceived to be more transformational in their leadership style.

Employee recognition programs are ubiquitous, and recognition is a multibillion-dollar industry. Yet, very little research has tested the utility of recognition-based interventions. The purpose of this paper was to examine the impact of managerial training for employee recognition on the occurrence of recognition and unit-level performance.

The design was a quasi-experimental field study of branches within a financial services company. Differences between a recognition training group and a no-training control group were examined using objective unit-level performance and recognition data before and after the training intervention.

Results indicated that the training program led to more recognition and improved unit performance compared to control.

The sample size was small, but the research demonstrates that managerial recognition training is effective.

This research establishes the effectiveness of recognition training and describes its effects on important business outcomes, supporting the notion that recognition programs may be a worthwhile investment for organizations.

This study is one of the first to demonstrate the benefit of training managers on effective recognition practices on recognition behavior and unit performance.

This paper aims to contribute to the growing body of research which demonstrates corporate social responsibility (CSR) initiatives can be linked to individual-level outcomes, such as employee engagement, using a quasi-experimental field study to provide initial evidence of a casual effect for such programs.

The authors examined whether participating in an international corporate-sponsored volunteer program increased employee engagement by comparing a sample of employees, matched on their pre-trip engagement scores and other demographic variables, with employees who did not volunteer in the program and comparing the differences in this employee engagement after completing the volunteer experience.

Using an exact matching technique, the authors were able to isolate the influence of the volunteer program on employee engagement and demonstrate that the program was associated with increased employee engagement after the program ended.

This study provides additional, and stronger, support on the CSR and employee engagement relationship through isolating the causal influence of the volunteer program on engagement. Thus, it provides additional justification for the use of, and financial investment in, such programs by organizations.

Human resource management (HRM) practices are implemented to improve outcomes, such as reducing turnover, absenteeism, and improving performance. Using social exchange theory (SET), the purpose of this paper is to examine one HRM practice that has received less attention by researchers: employer-sponsored childcare assistance programs.

Study 1 – a field study compared three groups of hospital employees’ (n=148) attitudes and behaviors using MANCOVA/ANOVA over two time periods. Study 2 – using a field study, on-site and voucher childcare assistance programs were evaluated in terms of the cost to the organization and the relationship to attitudinal variables.

Study 1 – results indicated that employee performance was higher and absenteeism lower for employees using the on-site childcare center than employees using an off-site center or with no children. Although the attitudinal results did not align with hypotheses, they were not inconsistent with SET. Study 2 – results indicate that childcare assistance programs may be a beneficial HRM practice for organizations to implement.

One limitation of Study 1 is the small sample size. Future research should continue to examine how employee benefits like childcare programs affect employees, as well as examine how such benefits differentially employees who value and do not value the benefits. In Study 2, although the authors randomly selected the sample of on-site and voucher programs, the health care facilities self-selected themselves to participate in the program and selected the type of childcare program, a potential source of bias. Future research should examine childcare assistance programs and their impact on work-family balance and strain-based conflict in a wider variety of samples.

Implications for research and practice: Both studies offer researchers a “next step” in the evaluation of childcare assistance research. Additionally, these studies are of practical value to administrators/researchers in organizations who may be considering vouchers or on-site programs as they relate such programs to organizational outcomes.

The first study is one of the few studies on this topic to use a field design with two time points and with multiple behaviors and attitudes. The second study provides a descriptive comparison of two types of childcare assistance programs, a comparison made by few studies to date.

This study aims to draw on goal contagion theory to examine how organizations shape the pro-environmental behavior of their employees. It extends the scope of analysis beyond organizational boundaries and illustrates the external effects of organizational practices that support societal change. The fundamental research question is whether perceived environmental management practices strengthen employees’ public sphere pro-environmental behavior.

To test the research hypothesis, the authors combined survey and quasi-experimental evidence from two independent field studies. Both studies were carried out in the tourist industry in Germany. In the first study, the authors used a cross-sectional research design with data from 206 employees to examine whether perceived environmental management practices are positively associated with employees’ public sphere pro-environmental behavior. For causal inference, the authors conducted a second study involving a natural pretest-posttest quasi-experiment with a treatment and control group.

The results of the cross-sectional study revealed that perceived environmental management practices are positively associated with employees’ public sphere pro-environmental behavior. The findings of the natural quasi-experiment confirmed the hypothesized causation and minimized the probability of alternative explanations.

The study has important implications for policymakers, since the support and acceptance of public policies is a prerequisite for the realization of collective political action. By highlighting the potential of organizational practices to strengthen employees’ public sphere pro-environmental behavior, this research illustrates how rules and regulations that oblige firms to intensify their environmental protection practices might not only reduce the ecological footprint of organizations but also help cultivate societal acceptance of and support for environmental protection.

This study illustrates how employees that align their normative goals in accordance with the implicit goals of organizational practices can become agents for corresponding societal changes. This perspective highlights the integration of structure and agency and underscores the idea that societal change works across macro-, meso- and micro-social levels.

To the best of the authors’ knowledge, the investigation is the first that examines the relationship between perceived environmental management practices and employees’ public sphere pro-environmental behavior. Herewith, it sheds light on a thus far overlooked mechanism for how organizations stimulate societal change.

Research shows a recycling behavior gap where end consumers are positive towards recycling but do not act in accordance with their intentions. Such a gap creates challenges for reverse logistics systems. The purpose of this paper is to investigate how adaptations in reverse logistics systems towards end consumers-turned-suppliers can improve recycling behavior.

A framework with three propositions is developed and evaluated empirically using a two-group dependent post-test quasi-experimental design. The empirical setting is recycling of household waste. Three interventions are evaluated as: (1) the social norms nudge, (2) the distance nudge and (3) the availability nudge.

The results show that nudging improved recycling action behavior for the experimental group. Control group behavior remained constant.

This paper suggests that the end-consumer’s role as suppliers needs to be included more actively into reverse logistics systems for products to enter the preferred loops of recycling in the circular economy.

A new field of climate psychology is used to explain challenges in reverse logistics systems and nudging is demonstrated as a tool with which to deal with them. The study also shows how quasi-experiments can be applied in logistics research.

This paper aims to offer a theoretical foundation for a testable framework of executive coaching effectiveness and to share key findings from the research study in executive coaching effectiveness based on the theoretical framework.

This article draws on the results from a quasi-experimental field study of four firms whose primary professional services focused on executive coaching.

Practical implications and learning lessons for the three constituents: the coachee, the coach and the organization.

The research can assist individuals and organizations in making informed decisions about designing, implementing and measuring executive coaching programs, thus building the profession of coaching.