Search results
1 – 10 of over 52000Alan J. Dubinsky and Thomas N. Ingram
Given the limited empirical work investigating personalcharacteristics of industrial sales people as related to their rewardvalences and the limitation of measuring valences at a…
Abstract
Given the limited empirical work investigating personal characteristics of industrial sales people as related to their reward valences and the limitation of measuring valences at a single level, previous research is extended by examining the relationships between industrial sales people′s personal characteristics and their valences for multiple levels of various rewards. A conceptual framework is presented, previous studies reviewed, hypotheses offered, the methodology explained, and the results and implications of the study discussed.
Details
Keywords
Lisa M. Dilks, Tucker S. McGrimmon and Shane R. Thye
To determine the role of status information conveyance in a negative reward allocation setting.
Abstract
Purpose
To determine the role of status information conveyance in a negative reward allocation setting.
Methodology
Using previously published experimental data, we test the relative effects of status information conveyed by expressive and indicative status cues on the allocation of a negative reward. Further, we construct an alternative graph theoretic model of expectation advantage which is also tested to determine its model fit relative to the classic model of Reward Expectations Theory.
Findings
Results provide strong support for the conclusion that status information conveyed by expressive status cues influences reward allocations more than information conveyed by indicative cues. We also find evidence that our alternative graph theoretic model of expectation advantage improves model fit.
Originality
This research is the first to test the relative impact of expressive versus indicative status cues on the allocation of negative rewards and shows that status characteristics can have differential impacts on these allocations contingent on how characteristics are conveyed. Furthermore, the research suggests a graph theoretic model that allows for this differentiation based on information conveyance and provides empirical support for its structure in a negative reward allocation environment.
Research limitations
Future research is required to validate the results in positive reward situations.
Social implications
The results show that an individual’s expectations are altered by varying the manner in which status information is presented, thereby influencing the construction and maintenance of status hierarchies and the inequalities those structures generate. Thus, this research has implications for any group or evaluative task where status processes are relevant.
Details
Keywords
This study investigates how reward type (single vs. plural), reward characteristic (utilitarian vs. hedonic) and product involvement (high vs. low) affect the design of reward…
Abstract
Purpose
This study investigates how reward type (single vs. plural), reward characteristic (utilitarian vs. hedonic) and product involvement (high vs. low) affect the design of reward programs.
Design/methodology/approach
A 2 ✕ 2 ✕ 2 fractional factorial experimental design is constructed to explore the main factors influencing the effectiveness of reward programs on a sample of 436 Chinese customers.
Findings
The results indicate that reward type is an important determinant of customers' preference toward reward programs. Plural rewards are preferable to a single reward when the alternatives provide the same benefits, particularly in the low level of product involvement. In the high level of product involvement, reward characteristic has a significant effect on customers' preference. Hedonic rewards are more effective in building a program's value than utilitarian rewards. Moreover, reward characteristic interacts with reward type, positively impacting customers' preference toward reward programs.
Originality/value
This study suggests that managers should consider the effects of reward type, reward characteristic and product involvement to formulate attractive reward programs for sustainable business in China.
Details
Keywords
Si Hyun Kim, M. Fernanda Wagstaff and Giacomo Laffranchini
Drawing from job characteristic theory and person-environment fit theory, the authors examine the relationship between job characteristics needs-supplies fit/misfit and affective…
Abstract
Purpose
Drawing from job characteristic theory and person-environment fit theory, the authors examine the relationship between job characteristics needs-supplies fit/misfit and affective organizational commitment across countries and how humane orientation moderates this relationship.
Design/methodology/approach
To test the authors’ hypotheses, the authors conducted a number of multilevel polynomial regressions with three-dimensional surface analyses on a sample of 19,049 employees from 24 countries drawn from the International Social Survey Program (ISSP) 2005.
Findings
Results indicate that job characteristics needs-supplies fit is positively related to affective organizational commitment, while job characteristics needs-supplies misfit is negatively related to affective organizational commitment. In addition, results reveal that humane orientation is relevant to increasing affective organizational commitment when external rewards job characteristics needs are higher than external rewards job characteristics supplies.
Originality/value
These results weaken the universality of job characteristics and call for a departure from a one-size-fits-all approach to human resources.
Details
Keywords
The purpose of this paper is to examine antecedents of employee quality commitment at two Korean auto firms.
Abstract
Purpose
The purpose of this paper is to examine antecedents of employee quality commitment at two Korean auto firms.
Design/methodology/approach
Data were collected from 644 employees at two auto plants; 331 at the high lean plant and 313 at the low lean plant. Hierarchical regression analyses were employed.
Findings
This research showed that intrinsic rewards factors were significant determinants of quality commitment in the high lean plant sample, whereas those relating to extrinsic rewards were major antecedents in the low lean plant sample. The study finds that the tested antecedents to quality commitment differ in relative importance at different stages of lean production implementation.
Research limitations/implications
Since data were collected from 644 employees at two Korean firms, the results may need to be modified before being generalized for other national contexts.
Practical implications
The results suggest that the relative importance of the antecedent variables of employee quality commitment changes as lean implementation progresses, shifting in the general direction of rewards intrinsic to the job itself. Managers sensitive to the dynamic nature of the antecedents to employee quality commitment will be the most effective in fostering it.
Originality/value
This paper examines antecedents of employee quality commitment at two Korean auto plants, and offers practical implications for managers starting for the effective fostering of employee quality commitment in terms of different stages of lean production implementation.
Details
Keywords
Christine Barnet‐Verzat and François‐Charles Wolff
The purpose of this paper is to assess the relevance of the glass ceiling effect, according to which the gender log wage gap accelerates in the upper tail of the wage…
Abstract
Purpose
The purpose of this paper is to assess the relevance of the glass ceiling effect, according to which the gender log wage gap accelerates in the upper tail of the wage distribution, at the firm level.
Design/methodology/approach
The empirical analysis is based on a sample of 4,654 employees, working in a French private company from the Defence and Aerospace sector. Quantile wage regressions were used to study whether a glass ceiling effect exits at the firm level. The difference between the male and female wage distributions is also decomposed into two components, one due to differences in labour market characteristics between men and women and one due to differences in rewards to these individual characteristics.
Findings
It was found that the gender wage gap measured through OLS is quite low, less than 8 per cent when controlling for age, experience, qualification and location. It remains rather flat along the wage distribution, a result which casts doubt on the glass ceiling theory. The gender gap is mainly due to differences in labour market characteristics rather than to differences in the rewards of these characteristics, especially among executives. Finally, women face a lower probability of reaching higher hierarchical positions within the firm.
Research limitations/implications
Taking into account firm effects matters when measuring the magnitude of the gender wage throughout the wage gap distribution.
Originality/value
This paper presents original estimates of the gender wage gap with an unusual, firm‐based sample of workers.
Details
Keywords
The purpose of this paper, drawing as it does on earlier research, is to provide the context for a discussion on the use of rewards and recognition programmes in knowledge aware…
Abstract
Purpose
The purpose of this paper, drawing as it does on earlier research, is to provide the context for a discussion on the use of rewards and recognition programmes in knowledge aware organisations.
Design/methodology/approach
The paper shows that knowledge sharing is the fundamental requirement of a knowledge‐based organisation. Some of the greatest challenges for organisations moving down the knowledge management path stem from well‐established practices of hoarding knowledge, practices which, in the past, have been well rewarded. Employees' motivation was to hoard knowledge because of the competitive advantage that this would give them. The challenge now is to develop an organisational culture where sharing knowledge is the norm. In seeking ways to foster this culture managers are implementing incentive programmes in the belief that employees will be motivated to share their knowledge across the organisation. Some organisations are investing large amounts of organisational resources towards this end. This paper uses the results of the earlier research to provide a context for an examination of the use of rewards and recognition programmes in the knowledge aware organisation.
Findings
The paper finds that reward and recognition programmes can positively affect motivation, performance and interest within an organisation. While a little more problematic, team‐based incentives, if designed appropriately, can also encourage and support a range of positive outcomes. But research has yet to reveal whether programmes of this type will influence employees to share their knowledge and learning. Neither is there any research‐based evidence to show that these activities do provide the expected or hoped for return on the, sometimes, large amounts of money that organisations invest in them.
Research limitations/implications
While there is a strong history of research into the impact of rewards on aspects of employee behaviour including motivation and performance, no research to date has investigated the impact on knowledge sharing.
Practical implications
The paper suggests that managers who are relying on rewards and recognition programmes as part of their strategies for cultural change need to support research programmes so that they can be confident that the large amounts of resources they are investing for this purpose will bring the return they think.
Originality/value
This paper provides the context for a discussion. It shows that while organisations are investing in reward and recognition programmes, research on the value of such programmes as factors that motivate knowledge sharing has not been explored empirically.
Details
Keywords
Qi Wang, Yan Sun, Ji Zhu and Xiaohang Zhang
The purpose of this paper is to research the effect of uncertain rewards on the recommendation intention in referral reward programs (RRPs) and investigate the interaction of tie…
Abstract
Purpose
The purpose of this paper is to research the effect of uncertain rewards on the recommendation intention in referral reward programs (RRPs) and investigate the interaction of tie strength and reward type on the recommendation intention.
Design/methodology/approach
The research adopts a quantitative exploratory approach through the use of experiments. Study 1 adopted a 2×2 between-participants design ((reward type: certain reward vs uncertain reward)×(tie strength: strong tie vs weak tie)). Respectively, by manipulating uncertain probabilities and expected value, Studies 2 and 3 further explore the effect of uncertain rewards and tie strength on customers’ referral intention.
Findings
This paper finds the following: compared to certain rewards, customers’ referral intention under uncertain rewards is higher and positive experience has a mediating effect between reward type and recommendation intention; when only the recommender is rewarded, the tie strength between the recommender and the receiver moderates the effect of reward type on the recommendation intention; for strong ties, customers’ recommendation intention is higher in uncertain reward condition, but for weak ties, customers’ willingness to recommend is almost the same in both reward types; when both the recommender and the receiver are rewarded, although certain rewards have a higher expected value than uncertain and random rewards, for strong ties, the participants have a higher referral intention under random rewards than that under uncertain rewards, which have a higher referral willingness than that under certain rewards. Additionally, for weak ties, the reverse is true.
Originality/value
The research has both theoretical implications for research on uncertain rewards and tie strength and practical implications for marketing managers designing and implementing RRPs.
Details
Keywords
– The purpose of the paper is to analyse how the male-female pay gap in China varies across the pay distribution and to provide evidence on the factors that influence that gap.
Abstract
Purpose
The purpose of the paper is to analyse how the male-female pay gap in China varies across the pay distribution and to provide evidence on the factors that influence that gap.
Design/methodology/approach
The authors use the Recentered Influence Function modification of quantile regressions to estimate how the male-female pay gap varies across the pay distribution. The authors also decompose the pay gaps at different quantiles of the pay distribution into differences in endowments of wage determining characteristics and differences in the returns for the same characteristics. The analysis is based on data from the Life Histories and Social Change in Contemporary China survey.
Findings
The authors find evidence of a sticky floor (large pay gaps at the bottom of the pay distribution) and some limited and weaker evidence of a glass ceiling (large pay gaps at the top of the distribution). This pattern prevails based on the overall pay gap as well as on the adjusted or net gap that reflects differences in the pay that males and females receive when they have the same pay determining characteristics. The pattern largely reflects the coefficients or unexplained differences across the pay distribution. Factors influencing the pay gap and how they vary across the pay distribution are discussed. The variation highlights considerable heterogeneity in the Chinese labour market with respect to how pay is determined and different characteristics are rewarded, implying that the conventional Blinder-Oaxaca decompositions that focus only on the mean of the distribution can mask important differences across the full pay distribution.
Social implications
At the bottom of the pay distribution most of the lower pay of females reflects their lower returns to job tenure, experience and a greater negative effect of family responsibilities on females’ wages, and to a lesser extent their lower level of education, less likelihood of being CPP members and their concentration in lower paying occupations. At the top of the pay distribution most of their lower pay reflects their lower returns on education, job tenure and work experience, and to a lesser extent their lower levels of experience and lower likelihood of being in managerial and leadership positions.
Originality/value
The paper systematically examines the male-female pay gap and its determinants throughout the pay distribution in China, highlighting that the conventional Blinder-Oaxaca decompositions that focus only on the mean of the distribution can mask important differences across the full pay distribution and not capture the considerable heterogeneity in that labour market.
Details
Keywords
Shadab Khalil, Pubali Chatterjee and Julian Ming-Sung Cheng
This study aims to investigate the effect of color temperature on consumption. Color is one of the most powerful elements of sensory marketing. However, how warm and cool colors…
Abstract
Purpose
This study aims to investigate the effect of color temperature on consumption. Color is one of the most powerful elements of sensory marketing. However, how warm and cool colors drive consumer indulgence and interact with other visual cues is minimally understood.
Design/methodology/approach
This research conducts six experiments to investigate the effect of eight warm and cool colors and the effect of warm/cool color’s interaction with reflectance on indulgent consumption/use in various retail environments.
Findings
Studies 1a and 1b support the contrasting effects of warm vs cool colors on consumers’ indulgent consumption. Studies 2a and 2b establish the serial mediating role of arousal and self-reward focus in the color-indulgence relationship. Study 3a demonstrates the interactive effect of warm (vs cool) colors and glossy (vs matte) reflectance on consumer indulgence, and Study 3b confirms how glossy (vs matte) reflectance moderates the serial mediating effect of arousal and self-reward focus in the color-indulgence relationship.
Research limitations/implications
This research contributes to the growing stream of research on the visual aspect of sensory marketing, especially color, and advances the theoretical knowledge of how color could be used effectively to influence consumer indulgence.
Practical implications
This research provides actionable managerial implications on the effective use of warm and cool colors and glossy and matte reflectance to influence consumer indulgence.
Originality/value
This research advances the theoretical and empirical knowledge of color’s interaction with other visual sensory cues and the underlying psychological processes shaping consumer indulgence.
Details