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1 – 10 of over 5000Zoleikha Abbasi, Jon Billsberry and Mathew Todres
The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to…
Abstract
Purpose
The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes.
Design/methodology/approach
This is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs.
Findings
Integrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes.
Originality/value
Previous conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.
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Philipp Schäpers, Leon Windscheid, Jens Mazei, Meinald T. Thielsch and Guido Hertel
How diversity in management boards affects employer attractiveness has yet to be fully clarified. This paper aims to contrast the two main theoretical rationales – similarity…
Abstract
Purpose
How diversity in management boards affects employer attractiveness has yet to be fully clarified. This paper aims to contrast the two main theoretical rationales – similarity attraction and diversity attraction – and examines whether potential employees are more attracted to an organization with a homogenous board (in terms of gender and ethnicity) or to an organization with a diverse board.
Design/methodology/approach
Participants (N = 629) were simultaneously presented with two pictures of management boards, whereby the gender and ethnic composition of the boards were manipulated. Moreover, to examine whether social desirability influences the ratings of an organization’s attractiveness, survey anonymity was varied using an indirect questioning technique.
Findings
The findings supported the diversity attraction rationale: organizations with gender-balanced, multicultural boards were seen as more attractive than organizations with monolithic boards. However, this effect seemed to be influenced – at least partially – by social desirability.
Research limitations/implications
Additional research is needed to examine the extents to which people care about the degree of similarity between themselves and a management board.
Practical implications
The findings illustrate board composition as an employer branding strategy. Specifically, the results indicate that an organization can benefit from a diverse management board when this information is communicated to applicants.
Social implications
People’s attitudes toward organizations with diverse boards seem – in part – to be rooted in their motivation to comply with social norms.
Originality/value
Theoretical accounts (similarity attraction theory vs diversity attraction) lead to somewhat contradicting predictions, and the available empirical evidence was rather indirect and correlational. This study provides a controlled empirical investigation contrasting the two contradicting predictions.
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Buyers (renters) and sellers (hosts) on peer-to-peer (P2P) room-sharing websites make purchasing/selling decisions based on each other’s demographic information published in the…
Abstract
Purpose
Buyers (renters) and sellers (hosts) on peer-to-peer (P2P) room-sharing websites make purchasing/selling decisions based on each other’s demographic information published in the cyber marketplace. Nevertheless, how this reciprocal selection based on the similarities between renters and hosts may lead to a successful P2P transaction of such services has not yet been discussed. Building on the similarity–attraction paradigm, this study assessed the similarity effects between renters and hosts on the likelihood of a P2P room-sharing transaction.
Design/methodology/approach
A logistical regression model was employed in analysis, using a large-scale, granular online observational data set collected from Xiaozhu.com, a primary home-sharing platform in China.
Findings
Renter–host similarities in age and education significantly affect the likelihood of a P2P room-sharing transaction. As the number of listings managed by a host increases, the effect of age similarity decreases. While a renter’s experience with a room-sharing website negatively moderates the similarity effect of age, it is a factor positively moderating the similarity effect of education.
Research limitations/implications
Other possible host–renter similarities were not analyzed due to the limitation of the data source. The reciprocal selection process for room-sharing services was acknowledged by integrating buyers’ and sellers’ data into one analysis.
Practical implications
Implications are advanced for the stakeholders of room-sharing business, including entrepreneurs running a room-sharing website, operators of short-term residential rentals and hoteliers.
Originality/value
This study represents a first attempt to research the buyer–seller similarity effects on the likelihood of a P2P transaction in sharing economy.
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Facilitating members' continual participation in a community is crucial for ensuring the community's long-term survival. However, knowledge regarding whether member similarity is…
Abstract
Purpose
Facilitating members' continual participation in a community is crucial for ensuring the community's long-term survival. However, knowledge regarding whether member similarity is related to member participation and the mechanism underlying this relationship is limited. Drawing on similarity–attraction, social exchange and social identity theories, this study explored the influences of different facets of similarity (i.e. value, personality and goal similarity) on group norm conformity, group identity and social participation.
Design/methodology/approach
Data were collected from 444 Taiwanese members of social networking sites (SNSs), and structural equation modeling was employed to examine the hypothesized relationships.
Findings
The results revealed that value similarity directly affected group norm conformity but did not directly affect group identity; personality similarity influenced group identity but not group norm conformity. Goal similarity had positive influences on group norm conformity and group identity. Moreover, group norm conformity had direct and positive influences on group identity and social participation; group identity also had a positive influence on social participation.
Originality/value
On the basis of the aforementioned findings, this study contributes to the understanding of factors facilitating SNS members' participation from the perspective of similarity. These findings can serve as a reference for SNS administrators to facilitate social participation by emphasizing member similarity.
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Cynthia L. Gramm, John F. Schnell and Elizabeth W. Weatherly
This study's purpose is to investigate the antecedents of an employee's remedy‐seeking behavioral intentions in response to wrongful dismissal.
Abstract
Purpose
This study's purpose is to investigate the antecedents of an employee's remedy‐seeking behavioral intentions in response to wrongful dismissal.
Design/methodology/approach
Hypotheses generated by two paradigms are tested, the similarity‐attraction and the similarity‐betrayal paradigms, using Tobit regression and data from a scenario‐based survey of employees.
Findings
Consistent with the similarity‐attraction paradigm, the management team's racial and deep‐level similarity to the employee both were negatively related to the employee's propensity to consult a lawyer. Consistent with the similarity‐betrayal paradigm, the employee's propensity to consult a lawyer increased with the supervisor's deep‐level similarity to the employee; among men, the propensity to complain to regulatory agencies increased with the management team's gender similarity and the propensity to not seek a remedy declined with the supervisor's gender similarity.
Research limitations/implications
Limitations of the study include the use a single‐source, cross‐sectional, convenience sample; the small size and heterogeneity of the non‐white sub‐sample; and the limited number of control variables. Future research should explore whether the findings are robust when tested using alternative types of data; alternative wrongful dismissal scenarios; a more extensive set of controls for organizational, job, and personal characteristics; and larger, more diverse sub‐samples of non‐whites.
Practical implications
Organizations should manage dismissals in a manner that encourages employees to favor internal remedy‐seeking over external remedy‐seeking options.
Originality/value
This study is the first to investigate the antecedents of a wrongfully dismissed employee's propensity to engage in internal as well as external remedy‐seeking and to explore the effects of management's similarity to the employee on the employee's remedy‐seeking actions.
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Xavier Parent-Rocheleau, Kathleen Bentein, Gilles Simard and Michel Tremblay
This study sought to test two competing sets of hypotheses derived from two different theoretical perspectives regarding (1) the effects of leader–follower similarity and…
Abstract
Purpose
This study sought to test two competing sets of hypotheses derived from two different theoretical perspectives regarding (1) the effects of leader–follower similarity and dissimilarity in psychological resilience on the follower's absenteeism in times of organizational crisis and (2) the moderating effect of relational demography (gender and age similarity) in these relationships.
Design/methodology/approach
Polynomial regression and response surface analysis were performed using data from 510 followers and 149 supervisors in a financial firm in Canada.
Findings
The results overall support the similarity–attraction perspective, but not the resource complementarity perspective. Dissimilarity in resilience was predictive of followers' absenteeism, and similarity in surface-level conditions (gender and age) attenuates the relational burdens triggered by resilience discrepancy.
Practical implications
The findings reiterate the importance of developing employees' resilience, while shedding light on the importance for managers of being aware of their potential misalignment with subordinates resilience.
Originality/value
The results (1) suggest that it is the actual (di)similarity with the leader, rather than leader's degree of resilience, that shapes followers' absenteeism and (2) add nuance to the resilience literature.
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Cynthia L. Gramm and John F. Schnell
We investigate the effects of management-employee similarity on mistreated employees’ propensities to engage in legal and organizational claiming, to quit, and to not seek a…
Abstract
Purpose
We investigate the effects of management-employee similarity on mistreated employees’ propensities to engage in legal and organizational claiming, to quit, and to not seek a remedy in ongoing employment relationships.
Methodology/approach
We test hypotheses generated by the similarity-attraction and similarity-betrayal paradigms using Tobit regression and data from vignette-based employee surveys.
Findings
Mistreated employees with same-sex supervisors are more likely to initiate legal claims and to quit than those with opposite-sex supervisors, but less likely to initiate legal claims and to quit when they have a same-race supervisor than when they have a different-race supervisor. The effects of management-employee similarity on mistreated employees’ remedy-seeking responses exhibit asymmetries by gender and by race. The presence of same-race supervisors or other managers appears to diminish the greater reluctance of nonwhite employees, compared to white employees, to use organizational claiming mechanisms.
Originality/value
We know of no prior published research that has investigated the determinants of employees’ propensities to engage in multiple forms of remedy seeking, as well as the propensity to not seek a remedy, in response to plausibly illegal mistreatment not involving dismissal.
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Philip K.F. Law and Desmond C.Y. Yuen
This study aims to examine the potential factors influencing the hiring decisions of experienced auditors in public accounting practices in Hong Kong.
Abstract
Purpose
This study aims to examine the potential factors influencing the hiring decisions of experienced auditors in public accounting practices in Hong Kong.
Design/methodology/approach
Multinomial logistic regression is used to analyze the survey data, which is the first time such an approach has been used in the literature. A total of 337 interview rating forms are collected in actual employment interviews from two Big 4 firms. Graves and Powell's hiring model is adapted to this Hong Kong study. Interpersonal attraction theory is employed to assist in analyzing the results.
Findings
The results indicate that subjective qualifications have the highest explanatory power. Big 4 recruiters regard subjective qualifications as important considerations in the evaluation of experienced auditors. Interpersonal attraction is the second most important factor. These findings are consistent with the theory of interpersonal attraction. Perceived similarity and objective qualifications are also perceived as significant factors. Physical attractiveness, dress effect and gender are not found to be factors influencing the hiring decisions, in contrast to the findings of earlier literature in the USA.
Originality/value
These findings indicate that recruiters would look for attributes other than those primarily based on objective qualifications. Job relevant skills, knowledge and demonstrated initiatives are important. The accounting profession could conduct more training programs for auditors to improve and demonstrate their “soft skills” in the interview process so as to enhance their chances of employment, particularly during a recessionary environment.
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Lior Oren, Aharon Tziner, Gil Sharoni, Iafit Amor and Pini Alon
This study aims to investigate the associations between organizational citizenship behaviors (OCBs), leader‐member exchange (LMX), perceived organizational justice, and similarity…
Abstract
Purpose
This study aims to investigate the associations between organizational citizenship behaviors (OCBs), leader‐member exchange (LMX), perceived organizational justice, and similarity between subordinate and supervisor on the Big Five personality traits.
Design/methodology/approach
A research questionnaire was administered to 120 blue‐collar workers in a large industrial company in Israel. A structural equation model was conducted to test the proposed relations and mediating hypotheses.
Findings
OCBs were found to be related to LMX and organizational justice. In addition, LMX was found to mediate the relationship between organizational justice and OCBs. Contrary to expectations, a negative correlation was found between personality similarity and LMX.
Practical implications
Organizations may facilitate OCBs by improving LMX relationships and organizational justice. Supervisors should be encouraged to form high‐quality LMX relationships with dissimilar subordinates.
Originality/value
The study emphasizes the importance of LMX and organizational justice as motivational bases for OCBs. Among blue‐collar workers, LMX seems to be based on social exchange or reciprocity rather than attraction or personality similarity.
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Eunjoo Jin and Matthew S. Eastin
AI-driven product recommendation chatbots have markedly reduced operating costs and increased sales for marketers. However, previous literature has paid little attention to the…
Abstract
Purpose
AI-driven product recommendation chatbots have markedly reduced operating costs and increased sales for marketers. However, previous literature has paid little attention to the effects of the personality of e-commerce chatbots. This study aimed to examine the ways that the interplay between the chatbot's and the user's personality can increase favorable product attitudes and future intentions to use the chatbot. Based on prior literature, we specifically focused on the degree of extroversion of both chatbot and user.
Design/methodology/approach
A total of 291 individuals participated in this study. Two different versions of chatbot were created for this study (i.e. extroversion: high vs. low). Participants self-reported their degree of extroversion. The PROCESS macro Model 1 and Model 7 with the Johnson–Neyman technique were employed to test the hypotheses.
Findings
The results showed that the high extroversion chatbot elicited greater user satisfactions and perceptions of chatbot friendliness among users with a high level of extroversion. On the contrary, the low extroversion chatbot resulted in greater user satisfactions and perceived chatbot friendliness among users with a low level of extroversion. This study further found that user satisfactions and perceived chatbot friendliness mediated the effects of the chatbot on greater intentions to use the chatbot and more favorable product attitudes.
Originality/value
By showing the effects of matching the personality of the chatbot and user, this study revealed that similarity-attraction effects also apply to human–chatbot interaction in e-commerce. Future studies would benefit by investigating the similarity-attraction effects in different characteristics, such as appearance, opinion and preference. This study also provides useful information for e-commerce marketers and chatbot UX/UI designers.
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