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With the rise of social media, online tipping has developed markedly in recent years. Drawing on emotional accounting, this research examined the effects of pride-tagged money (PTM) and surprise-tagged money (STM) on online tipping. It examined the mediating role of self-inflation and the moderating role of the perceived importance of money in the proposed relationship.

Five experimental studies were conducted to test the hypotheses using ANOVA, SmartPLS3 and bootstrap analyses.

The results reveal that pride-tagged (vs surprise-tagged) money leads to higher self-inflation, which leads to an increased willingness to engage in online tipping. It illustrates that when the perceived importance of money is low, PTM results in a higher willingness to engage in online tipping than STM. However, when the perceived importance of money is high, the effect of PTM (vs STM) on the willingness to conduct online tipping is attenuated, and no significant difference exists in the willingness to engage in online tipping between people with PTM and those with STM. In addition, it shows that PTM (vs STM) leads to a higher amount of online tipping, and self-inflation mediates the proposed relationship.

Practically, web-based marketing managers should design programs (e.g. content that encourages users to feel pride in their achievements) that cause users to emotionally tag their money with pride as a means of increasing their willingness to engage in online tipping and to increase the amount of such tipping.

To the best of the authors’ knowledge, this study provides the first evidence of how different sources of money influence online tipping.

The purpose of this paper is to examine the impact of pay diversity between groups, for example, across competing workplace teams.

In Study I, 60 future managers from Newcastle, Australia, were paid either $1 or $2 to work on an identical intrinsically motivating task, either on an individual basis or as members of pay‐diverse groups. In Study II, with 84 future managers in Darwin, Australia, the $1/$2 group pay dichotomy was made more realistic, by positioning the pay either at the bottom ($1) or top ($2) rungs of a pay ladder, or embedding it within a wider pay scale ($1 at a first, and $2 at the second tertile).

In Study I, between individually paid workers, both below‐ and above‐average payment were linked to low intrinsic motivation, whereas between groups, those in the higher pay bracket remained more motivated compared to their lower‐paid group counterparts. In Study II, when pay was polarised, intrinsic motivation was higher in the higher‐paid compared to lower‐paid groups; but when pay was embedded, this comparative advantage dissipated.

Taken together, Studies I and II suggest that pay diversity across groups will de‐motivate both lower‐ and higher‐paid groups, except perhaps when a group tops the pay ladder.

The main goal of this study was to determine whether coachees assigned to complete an after-event review (AER) to prepare for each coaching session would experience greater development in their leadership flexibility than participants assigned to a group experiencing process-oriented coaching without AERs.

Data were obtained using a quasi-experimental design with multi-source and longitudinal data, including 46 coachees and 103 external raters.

The AER was associated with greater improvement in leadership flexibility (forcing-enabling duality). In contrast, participants who did not use AER had lower leadership flexibility as assessed by external respondents. Leadership flexibility was associated with team performance and vitality.

Results show that during this process, clients' ownership of their development plan is reinforced, as is their capacity to internalize this process of reflection once the coaching is finished, thus allowing the development to continue beyond the approach.

These results are among the first to suggest that a specific structured facilitation process used by coaches may be more effective in the development of coachees than regular process-oriented coaching.

The purpose of this paper is to develop and test a structural model of the factors that explain the level of perceived relationship effectiveness between marketing managers and sales managers.

The model integrates trust‐based and power/influence/interdependence‐based models of relationship effectiveness. The data were collected from 113 sales managers in the UK and Australia. Confirmatory factor analysis was used to test the validity of the measures, while AMOS Version 4 was employed to estimate the model using structural equation modelling with observed variables.

The study found, on average, that the perceived level of relationship effectiveness between sales managers and marketing managers is surprisingly high. The findings clearly demonstrate the potency of interpersonal trust (both cognition‐based and affect‐based) in building effective cross‐functional relationships (CFRs) and also show how interdependence affects both dimensions of trust and the marketing manager's level of manifest influence. In addition, the findings indicate that, when marketing managers have greater manifest influence, the CFR is more effective. Importantly, evidence is provided regarding the consequences of marketing managers using the two influence tactics of legalistic pleas and threats, in terms of their effects on trust and manifest influence. Finally, insights are given about the sequencing of these two influence tactics and how the power of the marketing unit indirectly affects relationship effectiveness.

This is one of the very few studies to use a large empirical survey to examine the marketing and sales dyad.

This study examines Egyptian managers' perceptions of their hospitals' preparation for crisis management. A total of 259 participants completed a 24‐item Strategic Preparation for Crisis Management (SPCM) instrument. The instrument was found to be valid and reliable in a non‐Western context. The study detected a positive relationship between long‐term strategy and crisis readiness. A significant statistical relationship was also found between external strategic orientation and crisis readiness. Finally, organizational complexity was found to be significantly and negatively associated with perceived crisis readiness.

The purpose of this paper is to invite managers and practitioners to reflect on the meaning and implications of the concept of zero for individual and organizational spiritual growth.

Building on spirituality and complexity literatures, this paper stimulates non‐traditional thinking in organizational change and leadership. The paper uses the concept of zero as a creative metaphor for organizational development.

The paper introduces a systemic, unified, multidimensional, holistic, complex, chaotic and dynamic paradigm for organizations based on spirituality: paradigm zero. Zero represents paradox, transcendence, interconnectedness, balance, modesty, creativity, inspiration, and the essence and mystery of human existence.

This paper invites managers to consider a futurist perspective called zero‐centered thinking that enables creativity and reflection in the middle of complexity.

This paper builds on cutting edge spirituality and complexity concepts to enable new thinking for twenty‐first century managers and professionals. Zero philosophy provides organizations a new trans‐disciplinary paradigm based on spirituality, complexity, chaos, systems sciences, quantum physics, emergence, and Sufism.

Highlights some of the major conceptual and methodological issues involved in organisational buying behaviour. Aims to avoid pitfalls involved in the utilisation of research regarding specified issues — at the same time stimulating research aimed at the resolution of these issues. Reviews the current status of organisational buying behaviour, follows this by identifying five potential groups of users of information on organisational buying behaviour. Goes on to focus on the conceptual and methodological issues involved in organisational buying research. Suggests new research directions which, if implemented, could help advance the relevance and quality of organisational buying research. States that academic studies, directly concerned with a better understanding of organisational buying behaviour can be classified as falling into one of three areas the: buying centre (least studied area); organisational buying centre and process; or factors affecting the organisational buying centre and process. Purports that these three concepts can provide the basis for organising much of the diverse research efforts in organisational buying behaviour and goes on to illustrate findings from each of these areas and discusses them in depth.

This study aims to identify and classify the range of antecedents of counterproductive knowledge behavior (CKB) to provide a better understanding of their implications for addressing CKB.

The study includes three studies. Using meta-analysis (Study 1) and meta-synthesis (Study 2), the authors reviewed extant primary quantitative and qualitative studies to aggregate information on the antecedents of CKB identified to date. In Study 3, these antecedents were modeled schematically by using the matrix of cross-impact multiplications (MICMAC) analysis.

The meta-analysis and meta-synthesis (Studies 1 and 2) yielded 28 antecedents of CKB. These were categorized into five groups of characteristics, relating to the workplace, leadership, interpersonal, individual differences and knowledge. Then, in Study 3, the antecedents were categorized according to their interrelatedness and strength of effects (using four quadrants comprising autonomous, dependence, driving and linkage factors).

This study takes an integrative approach to the CKB literature, both by aggregating underlying constructs (knowledge hoarding, hiding, etc.) and in aggregating quantitative and qualitative literature. This prevents silos and integrates knowledge across a range of CKB studies. Besides, the authors reveal the relative role of antecedents by modeling them.

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.