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This study aims to empirically test the effects of key characteristics of performance-based contracting (PBC) (i.e. reward/payment scheme, increased supplier autonomy and transfer of responsibilities) on supplier goal commitment.

This study developed a conceptual model applying goal-setting theory (GST), expectancy theory (ET) and job characteristics theory (JCT). Survey data were collected and analyzed using structural equation modeling (SEM) to establish a validated measurement instrument for testing the hypotheses.

The findings revealed that PBC positively affects supplier goal commitment due to its unique characteristics, which translates into improved supplier performance. Furthermore, this study validated the mediating role of goal alignment and felt accountability operating between PBC characteristics and supplier goal commitment.

This study explored the buyer–supplier relationship from the supplier's standpoint. Using a more inclusive data set, future research may involve a dyadic analysis and focus on the effects of the following factors on the supplier goal commitment: relational aspects (e.g. trust and collaboration), the risk transfer from the buyer to the supplier, different incentive schemes and successful PBC implementation factors.

This study presents new, validated insights for contract selection, design and management. It underlines the importance of choosing the proper contract, having the appropriate contract design based on the desired outcomes and effective contract management by exhibiting the psychological/behavioral effect of fundamental PBC characteristics.

PBC represents an active research stream, but its psychological/behavioral implications are understudied. Therefore, this research puts forth a conceptual framework with multiple testable hypotheses illustrating the relationship between PBC and supplier goal commitment.

This study uses Hall's (1976) theory of low/high context culture with theories of interpersonal adaptation (Gudykunst, 1985; Patterson, 1983) to test communication preferences, flexibility, and effectiveness in same‐ and mixed‐culture negotiation. Ninety‐three same‐culture low context (Israel, Germany, Sweden, and U.S.), 101 same‐culture high context (Hong Kong, Japan, Russia, Thailand), and 48 mixed‐culture mixed context (U.S.‐Japan, U.S.‐Hong Kong) dyads negotiated a 1 ½ hour simulation. Transcripts were content coded for direct and indirect integrative sequences and analyzed with hierarchical linear regression. Supporting the theory, results revealed more indirect integrative sequences in high context dyads and more direct integrative sequences in low context and mixed context dyads. Direct integrative sequences predicted joint gains for mixed context dyads.

There is reason to believe that an ethically minded approach to hiring and the development of an ethical context should be associated with incremental decreases in employees’ perceptions of ethical conflict. It is also likely that the selection of ethical employees, and the reduced ethical conflict that follows, are positively related to employees’ positive work attitudes. The purpose of this paper is to test these relationships.

Using a self-report questionnaire, information was collected from 187 employees working for a medium-sized financial services organization with offices located primarily in the Midwestern USA.

Results of structural equation modeling indicated that employees’ perceptions of ethics-related selection were negatively related to perceived ethical conflict, and that reduced ethical conflict and enhanced ethics-related selection were associated with an increased positive work attitude, which was comprised of job satisfaction, an intention to stay, and organizational commitment.

The results cannot prove causal association between the constructs, and the use of one focal firm limits generalizability.

Organizational leaders and HR professionals should develop ethics-based hiring practices to reduce ethical conflict and strengthen a company's ethical context.

This investigation is relevant because strong relationships among ethics-related hiring, ethical conflict, and positive work attitudes would suggest that companies must use ethical selection criteria and maintain an ethical culture/climate that meets or exceeds employees’ expectations about ethics. Furthermore, this study adds to the relatively few published works exploring the relationship between ethical conflict and work attitudes.

A conceptual framework of supply chain volatility (SCV) is developed to help researchers and practitioners converge their discussions and understandings on this vital phenomenon. Sources, dimensions and moderators of SCV are investigated and a conceptual framework is proposed. The paper aims to discuss these issues.

Data triangulation was performed through reviewing 2,789 peer-reviewed articles and conducting a group exercise with 23 practitioners. Consequently, 364 sources were identified. Through a structured synthesis process that built on the Q-methodology with multiple academics, a framework of meta-level sources, dimensions and moderators of SCV was developed. An additional on-site meeting with 17 practitioners was conducted aiming at delineating the dimensions by their effect on SCV.

The authors propose 20 meta-level sources that contribute to five distinct dimensions of SCV, proposing behavior of customers and decision makers as contextual moderating variables. A classification scheme consisting of three descriptive SCV-affecting characteristics is proposed to delineate the dimension’s effect on SCV: relative deviating impact, repetitiveness and influenceability. Results are summarized in 15 propositions.

The paper extends knowledge on SCV and provides a coherent conceptualization of the phenomenon for future research. The proposed framework demands quantitative testing to derive more reliable conclusions.

The framework aims at reducing the gap between research and practice. It helps managers to understand researchers’ discussions and how to derive expedient implications from them.

It is the first study that systematically synthesizes widely spread literature in this field to derive a conceptual framework that seeks to explain SCV in a holistic way.