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We examine the influence of the self-assessment and self-enhancement motives on the choice of comparison organizations in two experimental studies. Study 1 shows that: (1) self-assessment generally prevailed over self-enhancement, guiding decision makers to choose organizations that were more similar and had better performance; (2) self-enhancement was more pronounced under conditions of low performance, leading participants to more frequently choose organizations that were less similar and had lower performance; and (3) self-enhancing comparisons inhibited perceptions of failure and the propensity to make changes. Study 2 extends the results of Study 1 by showing that participants were more likely to choose comparison organizations that had lower performance and were less similar when they were in a self-enhancement mindset than when they were in a self-assessment mindset. The combined effects of self-assessment and self-enhancement on the choice of comparison organizations are discussed in relation to the broader organizational literature on learning from performance feedback.

In this chapter, we argue that beyond the self-enhancement motive (i.e., the desire for a positive identity), other identity motives play a significant, yet underspecified role in homogeneous and diverse groups. In particular, we explore how the desire for self-verification, belonging, and distinctiveness offer alternative and, at times, even contradictory explanations for findings typically attributed to self-enhancement. We also consider the ways in which these motives are influenced in homogenous and diverse groups and the effects they have on group processes and performance. Through our examination, we aim to stimulate research on the role of multiple identity motives in homogenous and diverse groups.

By applying conservation-of-resource (COR) theory, the purpose of this paper is to examine the effect of a leader’s destructive behaviors, i.e., abusive supervision, on employee knowledge sharing and the moderating effects of learning goal orientation and self-enhancement motives on the aforementioned relationship.

The hypotheses were tested using regression analysis on data from 245 employees in South Korea.

The results showed that abused employees who experience depleted resources are likely to reduce their level of knowledge sharing, in accordance with COR theory. Furthermore, this research demonstrated that the negative effects of abusive supervision may differ depending on individual factors. Specifically, when an individual employee has low internal motivation or available resources for knowledge sharing (low learning orientation and high self-enhancement motive), the detrimental consequence of abusive supervision on knowledge sharing is worsened.

The research suggests that managers should be aware of the deleterious effects of abusive supervision on knowledge sharing and should invest more time and effort in preventing abusive supervision in the workplace.

Although organizations might invest significant amounts of effort in knowledge sharing, abusive supervision could be a barrier that discourages employees’ knowledge sharing. Yet, the strength of aforementioned relationship is dependent on individual factors. In order to achieve organizational effectiveness through knowledge sharing, the critical role of leaders’ behavior and employees’ characteristics or motivation should not be overlooked.

The purpose of this paper is to examine the effect of self-worth on status consumption, focusing on the mediation of self-enhancement and self-compensation and the moderation of power distance belief (PDB) in the relationship of threats to self-worth and consumer choice.

Experiments are used to collect data. Three studies are designed to test the relationship between self-worth, self-enhancement and self-compensation, PDB and status consumption. In total, 180 MBA students participate Study 1, 186 and 244 undergraduate students participate Studies 2 and 3, respectively. ANOVA and bootstrapping method are adopted to analyze the data by using SPSS version 19.0. Study 1 tests the influence of self-worth on status consumption; Study 2 examines the mediation role of self-enhancement and self-compensation; and Study 3 tests the moderation role of PDB.

Results indicate that situational self-worth perception has dual path effects on status consumption. Both improvements in – and threats to – self-worth have a positive impact on status consumption. Improvements in self-worth affect status consumption through the mediation of self-enhancement motives. Threats to self-worth affect status and non-status consumption through the mediation of the self-compensation motive. In the context of a threat to self-worth, compared with consumers with a low PDB, high-PDB consumers have higher purchase intention for status goods but not non-status goods.

In this study, improvements in – and threats to – self-worth are momentarily manipulated. The authors present one product in each experiment, but what would happen if both status goods and non-status goods were shown to participants? Which one will the authors choose under different self-worth manipulations? And how long can the effects last? These questions should be answered in future research.

This research provides a venue for marketers to introduce and advertise status goods. Marketing practitioners should establish the link between self-worth and status consumption appeals. In the Asia-Pacific markets, Confucian value is important to consumers, and high power distance is important in Confucianism. Thus when developing markets in China, international companies should emphasize Confucian values in the design of advertisements or other promotional items. Further, marketing for status goods should attach importance to the expression of their symbolic meanings.

This study contributes to the literature on self-worth and status consumption. It also explores the dual path of the effect of self-worth on status consumption. The motives of self-enhancement and self-compensation are first proposed and tested to explain the mechanism, which differentiates the study from prior work and gives a more reasonable explanation for status and compensatory consumption. The moderation role of PDB delineates the boundary for the effect of a threat to self-worth on status consumption.

This study aimed to test Early and Ang’s (2003) proposition that self-enhancement hinders successful cross-cultural adjustment. The literature on self-enhancement is reviewed, and the overclaiming technique as an unobtrusive measure of self-enhancement is introduced for use in global mobility contexts.

Using the overclaiming technique, an international-cultural overclaiming test was developed. Expatriates in Singapore stated their familiarity with international-cultural knowledge items, with some of them being foil items, and rated their cross-cultural (general, interaction, work) adjustment. Supervisors rated the expatriates on their work adjustment and performance.

Overclaiming was not related to self-rated cross-cultural adjustment. However, overclaiming was negatively related to supervisor rated work adjustment and performance. Additionally, the results showed that international-cultural knowledge accuracy was positively related to self-rated general adjustment and to supervisor rated work adjustment and performance.

The small sample size with a majority of expatriate teachers from international schools in the sample makes it necessary for the results to be replicated with larger and more varied expatriate samples.

While further validation is needed, this research indicates that the overclaiming technique could be a valuable tool for assessing self-enhancement in candidates for expatriate positions in order to gauge potential cross-cultural (mal)adjustment, as perceived by others.

This study was (likely) the first study that has applied the overclaiming technique in a global mobility context. An international-cultural knowledge overclaiming test is provided to academic researchers for future use.

To advance the theoretical understanding of employees' advocacy on social media, this study aims to propose and test an integrative model that incorporates individual and organizational antecedents. Drawing from the relationship management theory in public relations and online behavior literature, the model specifically examines the collective impacts of the social media-related behavioral motivations of individuals and the quality of employee–organization relationship (EOR) on their positive information-sharing intentions about their company on personal social media.

An online survey was conducted with 419 full-time employees in the USA who use social media.

The results of an online survey with full-time employees in the USA showed that the EOR influenced by symmetrical internal communication significantly increases employees' advocacy intentions and social media-related motivations. Considerable and distinct effects of individuals' positive behavioral motivations on social media (i.e. self-enhancement, altruism, enjoyment) on advocacy intentions are also found.

This study is among the first attempts to test the value of strategic internal communication and relationship management approach in enhancing employee advocacy on the digital environment, social media and their motives of using such channel for benefiting their company.

The purpose of this study is to investigate motives for engaging in electronic word of mouth (eWOM) about organizations on social media sites. This study explores motives for posting positive eWOM and motives for posting negative eWOM. It also investigates whether existing WOM frameworks adequately capture consumers’ motives for spreading eWOM within the context of social media. This study seeks to confirm established motives in literature while also identifying new motives specific to social media.

A qualitative study was conducted using the critical incident technique. In all, 64 positive incidents and 60 negative incidents were analyzed.

This study provides a typology for understanding consumers’ motivations for engaging in positive and negative WOM within the context of social media. Four new motives for sharing eWOM are identified; eight established WOM motives are re-confirmed; and new subcategories for eWOM motives are proposed. The study also finds that further refinement of WOM motives and scales within a social media context is needed.

An integrated conceptual framework of both positive and negative motives is developed to illustrate a more comprehensive model of motives of eWOM within social media. Managerial implications for managing negative eWOM and amplifying positive eWOM are discussed. A limitation is that the study is exploratory in nature.

This study identifies new motives for sharing eWOM, re-labels existing WOM and eWOM motives with more descriptive and comprehensive titles and confirms established WOM and eWOM motives within the context of social media. This study is conducted across multiple firms and industries, leading to more generalizable results.

Sports tourism has gained much attention in recent decades due to its socio-economic and environmental impact on destinations. This study at first examines travel motives that might trigger participation in active sports tourism (AST). Further, it compares these travel motives and their impact on participation intention in AST (between India and Poland).

Data were collected online through a self-administered questionnaire in both countries (N = 273 in India and N = 255 in Poland). Descriptive data were analyzed using SPSS statistics 24, and SPSS AMOS 25 was used for testing the measurement model and multi-group analysis.

The results show that in both countries, participants are motivated mainly by travel exploration, social bonding, and stress relief, which are the primary travel motives commonly associated with tourism. However, the significance of these motives varies across both nations. Interestingly, active sports tourists are not motivated by physical strength, self-enhancement, and social recognition.

The study presents a framework to discuss travel motives in Active Sports Tourism (AST). It also describes the motives that influence Indians and Polish citizens' participation in active sports tourism.

This paper aims to examine the influence of corporate social performance (CSP) on the emotional attachment of consumers to firms. In contrast to past CSR studies, this research seeks to investigate the role of personality variables as moderating factors.

The study tested hypotheses through an experiment using scenarios, addressing corporate social responsibility activities, manipulating domains like environmental protection, treatment of employees, and charitable giving.

The results indicate that CSP influences consumer‐firm emotional attachment and that this attachment constitutes an unrecognized mediational pathway in the CSP‐loyalty link. The results identify the moderating and strengthening role of altruism, need‐for‐activity, and esteem‐enhancement on the CSP‐emotional attachment link. Finally, the study reveals that attributions are likely to moderate the influence of consumer altruism.

Although the CSP record scenarios reflected real corporate social responsibility practices, future studies employing field experiments or consumer surveys exploring the effects of actual corporate social responsibility initiatives would be valuable to enhance the external validity of these results.

The study helps retailers towards improved and more targeted social responsibility investments. Specifically, retailers targeting consumer groups that are high in altruism, high in need for activity, and high in self‐enhancement motives are probably in a more advantageous position when investing in CSR initiatives as a way to build and further deepen emotional attachment, and indirectly consumer loyalty.

Building on the CSR and attachment literatures, the study investigates the extent to which CSP is capable of influencing customer loyalty through emotion‐laden processes. Furthermore, in contrast to previous CSR studies, this study is one of the first to directly investigate whether consumer differences influence consumer reactions to CSR. Specifically, this study finds that differences in consumers' personality traits may affect the effectiveness of CSR initiatives.

Consumer–brand relationship literature has seen a recent surge of work on the concept of brand hate. Considering that hate is not easily acknowledged, it is challenging to uncover the psychological mechanisms that underpin its development. Using the concept of “self” as over-arching theory, this study aims to uncover consumers’ psychological triggers for hating a brand by providing contextualized perspectives from the informants.

The authors use an interpretive approach focused on exploring the role of self in explaining the development of brand hate. Data is collected through 25 in-depth interviews and inductively analysed using the NVivo 12.

The findings of the study align with the motivational perspective of hate discussed in psychology literature. Six psychological strategies (coping, moral consciousness, ego defense, self-esteem protection, power reinstatement, and self-concept strengthening) cater to three motives of the self (self-preservation, self-defense, and self-enhancement).

The current study uses an interdisciplinary approach and draws perspectives from psychology, sociology and interpersonal relationship theories to study consumer brand hate. It uncovers the subconscious mechanisms that lead to the germination of brand hate and provides answers to unexplained and missing pieces in the existing literature. In particular, it offers a detailed perspective on how self-related motives can explain the psychology of brand hate.