Search results

The purpose of this paper is to investigate the role of product and customer dimensions in the contribution of brand experience to the formation of true brand loyalty. The dimensions included are brand credibility, affective commitment and involvement. Synthesising past studies, the researcher proposes brand credibility and affective commitment to mediate the relationship between brand experience and true brand loyalty. Furthermore, the researcher investigates the variation in hierarchical pattern, i.e. brand experience-brand credibility affective commitment-true brand loyalty, under different levels of involvement.

The variations in hierarchy were compared by design. The authors investigated the variations in hierarchy on the basis of products which belong to different level of involvement, on the basis of individual differences in involvement, and on the basis of the interaction of product involvement and subject involvement. Multi-group invariance tests in SEM were used to explore model variations.

The hierarchy-of-effect model was found to vary based on the level of product involvement, subject involvement and interaction involvement. Three patterns of hierarchy have been observed: the first pattern was observed in high-high groups (both product involvement and subject involvement were high), the second pattern was observed in low-low groups (both product and subject involvements were low) and the third pattern among high-low or low-high groups.

The variation observed highlights the need to segment the market by interaction involvement. This would be useful for managers engaged in building sustainable consumer-brand relationships.

This study considered the interaction of product approach and subject approach in defining involvement which is rarely attempted in research. The study also integrates the variations in the role of customer dimensions, namely involvement, brand credibility and affective commitment with the relationship between the central constructs brand experience and true brand loyalty. The variations observed are among a socio-economically homogeneous sample of respondents.

Defines the concept of corporate culture and shows how it affects organizations (both positively and negatively). Corporations that have been successful in establishing and fostering positive cultures are profiled. The authors find that an effective culture must be aligned with employee values and be consistent with the environment in which the organization operates. While it is best to establish a positive culture with which employees can identify during an organization’s infancy, it is possible to change an existing culture. Such change is best accomplished by modeling desired behavior at all levels of management and by planning events that foster frequent interaction among cross‐functional employees. Concludes that a positive culture can provide a significant competitive advantage.

This study examines levels of effectiveness as well as preferences in styles of resolving conflict among three ethnic‐racial groups (Asian, Mexican‐American, Mexican, Chicano and White) and between men and women. The goal was to test two hypotheses with respect to handling interpersonal conflict. First, Whites would show a greater preference for assertive modes of behaviour while Mexican‐Americans, Mexicans, Chicanos and Asians would favour non‐assertive modes of behaviour. Second, that men would demonstrate more assertive behaviours while women would be likely to demonstrate more non‐assertive behaviours. Data were collected from 282 Economics students (55 per cent male, 45 per cent female; 44 per cent Asian, 41 per cent White (non‐Hispanic), 15 per cent Mexican‐American, Mexican, Chicano). Both hypotheses were supported. Implications of these results and suggestions for future research are discussed.

The purpose of this paper is to assess the current state of implementation of lean production practices in China as compared to the USA. Moreover, an institutional‐theoretic framework is developed that explores the interplay among economic, socio‐cultural and regulative forces that may shape the adoption process of lean production practices in China.

The paper draws its conclusions from an analysis of survey data from samples of Chinese and US manufacturing executives. Lean production implementation is measured via a survey instrument, and the data are analyzed via regression analysis.

The results suggest that the degree of implementation of lean production in China is equal to, if not greater than lean production implementation in the USA. While the results are fairly consistent across industries, they vary across different lean production practice bundles. In light of these findings, an institutional theory perspective is adopted to develop further insight into the potential drivers of and barriers to lean production implementation in China. It is argued that, while several economic factors function as enablers for the implementation of these practices, various social processes and cultural traits in China still hinder the full adoption of lean production.

Larger‐scale empirical studies are required for further hypothesis testing and enhanced validity. In particular, the explicit measurement of institutional forces and the statistical analysis of their effects on lean production adoption are recommended for future research.

This is the first study to systematically compare the adoption of lean practices in China and the USA. The analyses and discussions provide a basis for further theory building and hypothesis testing research. In addition, the insights offered in this study may help firms gain a better understanding of the unique opportunities and challenges associated with adoption of lean production in China.

States that the use of work teams is becoming more and more prominent in organizations today, and that these work teams are empowered to formulate and solve an organization’s problems and thus involve the naturally occurring dynamic of conflict. Explains that conflict is perceived as negative but with positive qualities that are beneficial to the organization. Focuses on the dynamic of conflicts; its effect on work teams’ decision‐making process; and the types of conflict, A‐type and C‐type, and their effects on the decision‐making process of work teams. Finds that C‐type conflict focuses members’ discussion of differences on issues related to the task at hand; fosters creativity, open and honest communication; and utilizes members’ skills and abilities. Claims that this creates a desirable environment for C‐type conflict to exist and impact the decision‐making process. Presents an eight‐step technique through which C‐type conflict can be managed noting that, as the use of work teams increases, the effectiveness of those teams will come into question. Argues that the ability to understand the different types of conflict and to manage it successfully will give work teams the competitive edge.

Title VII of the Civil Rights Act of 1964 mandates equal employment opportunity by providing that: It shall be an unlawful employment practice for an employer to fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, colour, religion, sex, or national origin.

The purpose of this paper is to examine the history of the Conferences on Historical Analysis & Research in Marketing (CHARM) from their inception in 1983 through 2007 focusing on the influence of Stanley C. Hollander, who co‐founded the CHARM conference and whose drive and determination fueled its growth for the first 20 years.

This study uses traditional historical narrative based on personal interviews, archival research, and content analysis of CHARM Proceedings.

The history of CHARM is described and Hollander's role in developing the conference is highlighted.

There is no written history of CHARM. This story is a major part of Hollander's legacy.

The study reported in this article investigates whether or not consumers from Turkey and New Zealand attach similar levels of importance to various information sources in their purchase decisions and whether they are similar (dissimilar) in their opinions on advertisement in various media. Customers surveyed in Istanbul and Wellington serve as the database. Study results and their implications are discussed.

There are many different views and opinions held about the value of training. Some people, of course, reach the top without any formal training whatsoever and expect others to do the same. This is all well and good if, presumably, you are able to train yourself. Most need the support of formally organized training courses or continuous learning, working on the assumption that there are always things to learn. It does not matter how old or experienced you are, there will always be a gap in your knowledge that requires attention. Beware the people who know it all as they will be the ones who have the blind spots and just cannot see trouble ahead. If these people are at the top of the organization and just happened to be in the right place at the right time, which could happen if an organization has been particluarly successful, then this could have disastrous consequences on the business. Business means change, and if you cannot cope or are not prepared to accept or adapt to this change, the end result is inevitable.

According to the US Bureau of Labor Statistics, the service industry is responsible for over three‐fourths of all employment and is expected to account for all net job growth during the next decade. As this industry grows in size and economic importance, companies are rediscovering the value of those who deliver the service. As a result, experts believe survival for these businesses in the 1990s depends on creative approaches to finding, training, and retaining the best customer‐contact workers. While, unfortunately, most companies still view them as mindless robots, a few have managed to realize their importance and have made headway in encouraging them through conscientious management programmes. Their suggestions and examples can be a lesson to all.