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The purposes of this study are to demonstrate the conditional effect of functional fit and image fit on consumer brand attitude through the altruistic attributions and identify the criteria for choosing a perfect social cause for managers.

Based on the existing research, a conceptual model is proposed, explained the moderating effect of social cause affinity on the indirect influence of functional fit and image fit on consumer brand attitude via altruistic attributions; these relationships were assessed through a bootstrap procedure. The model was estimated with a sample of 240 subjects. Two newly created, printed corporate social responsibility (CSR) information served as the basic stimulus of this article.

The main conclusions are as follows: first, social cause affinity moderates the effect of functional fit and image fit on altruistic attributions, and the combination of image fit and social cause affinity both on high levels can more easily lead to the emergence of suspicion of company's altruistic motives, contrary to functional fit. Second, contingent on social cause affinity, CSR fit has an indirect relationship with consumer brand attitude mediated by altruistic attribution. More specifically, the indirect effect will be more positive for functional fit with higher levels of social cause affinity, but for image fit with low levels of affinity.

The experiment relied on fictitious corporate name. Most of the responders were students from Changchun. This may reduce the generalizability of the results.

Besides functional fit and image fit, social cause affinity should be treated as a key criterion to choose social cause.

This work analyses and compares the indirect effect of functional fit and image fit on consumer brand attitude through altruistic attributions. The findings give some enlightenment on solutions to contradictions in existing research.

This paper aims to investigate the paradox of whether prestigious goods help or inhibit a consumer’s social affinity. The goal of this research is to explore whether pursuit of prestigious goods increases consumers’ social affinity or decreases their social affinity, and, more importantly, to understand the mechanisms that drive this process.

Three laboratory experimental studies and a social network study are conducted to show that consumers hold inconsistent beliefs about the social implication of prestigious goods.

In Study 1, the authors showed that prestigious goods evoked stronger social affinity for the self than for the other. In Study 2, the authors showed that people evaluated themselves high in social affinity when they brought a prestigious wine to a party compared to when they brought a cheaper, generic wine, but evaluated others low in social affinity when they brought the same prestigious wine. In Study 3, the authors showed the mediating effects of social image and boastfulness on social affinity. Study 4 utilizes social network study to further validate previous findings in a field setting.

For high-end retailers, the authors suggest framing their promotional messages to explicitly highlight how owning prestigious goods will benefit them (i.e. social image). It is important that these retail managers (and salespeople alike) make it more salient on how their prestigious goods socially benefit the consumer (the self). Thus, it is important to get consumers to think about how a prestigious item looks on them and not on others. However, marketers must be prudent when constructing these messages, as the link between prestigious consumption and network development is merely perceptual.

The findings demonstrate that consuming prestigious goods increases social affinity via positive social image for the self. When evaluating others, the authors demonstrate that consuming prestigious goods decreases social affinity via boastfulness. In sum, owning prestigious items may seem beneficial socially to the self, but people have negative perceptions (boastfulness) of those who own the same prestigious goods. Hence, there seems to be a discrepancy in how the authors evaluate themselves versus how they evaluate others with the same prestigious goods.

The study aims to examine the validity of the gender affinity effect on social media throughout election campaigns.

This paper examines the role of gender in political discourse, using citizens' conversations on Facebook in the days leading up to Israel's 2021 elections as its case study. The analysis measured the engagement generated by male and female politicians in citizens' publicly open Facebook discussions (N = 1875) using a trend-tracking software. The analysis uses t-tests to examine differences in engagement between conversations about male versus female politicians and between posts written by male versus female authors. In addition, a two-way ANOVA analysis was conducted in an attempt to understand the shared impact of both the politicians' gender and posts authors' gender on the posts' engagement.

The study reveals that although more posts discuss male politicians, posts dealing with female politicians expressed significantly more support towards those politicians. The analysis also highlights that women tend to write more supportive posts and that most of their posts deal with female politicians. Furthermore, interaction effect analysis revealed that women's posts about female politicians generate more engagement in terms of likes, comments and number of participants than posts written by women that deal with male politicians.

The findings should encourage women politicians to run their campaigns via social media.

The study presents the first social media analysis for gender affinity effect and highlights the importance of the effect in online political communication studies.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2022-0199

The purpose of this research is to explore the relationship between the positive and negative psychological states of work (i.e. engagement and burnout, respectively) and their effects on an individual’s mental and physical health. This study analyzes their separate and joint manifestations. In total, 2,094 nurses were segmented into quadrants that represent a 50/50 median split on both engagement and burnout. The four resulting quadrants were then examined in a series of analyses including logistic regression and ANOVA.

This is a cross-sectional study based on a very large survey (> 2,000 people) in Spain. Data were collected from nurses in collaboration with the official nurses corporations in half a dozen provinces in Spain. Data were analyzed in stages which included zero-item correlations and ANOVA to determine their independence and suitability for predicting states of engagement and burnout. This was followed by a series of binary logistic regression analyses.

The findings suggested that engagement and burnout were generally inversely related (67 per cent of the sample) which is the conventional wisdom in this regard, but 33 per cent of the sample manifested concurrently at either extreme. Burnout was chiefly driven by work demands, as both quadrants of low burnout had lower demands and both quadrants of high burnout had higher demands. Engagement was primarily driven by resources and affinity. Social support acted independently (perhaps as a moderator) by aligning with states of burnout. Worker health was primarily driven by burnout, wherein both states of low burnout exhibited better health and both states of high burnout exhibited poorer health.

Much of the current research on this topic considers engagement and burnout to be linear dimensions and focuses on building structural models of the precise relationships between variables. That approach is to be encouraged, but there is also a need to jointly deconstruct dimensions and relationships in a tactile manner that can inform future structural models. The secondary benefit of this approach is that these findings can be submitted directly to managers to provide an easily understood approach for assessments and interventions.

Companies are increasingly incorporating support for social causes in advertising to improve brand image and increase sales, but it is unclear how these behaviours influence purchase intentions. This paper aims to analyse this relationship from a strategic perspective to assess whether the degree of fit of any of the five strategic dimensions that Zdravkovic et al. (2010) propose influence purchase intentions synergistically.

This study includes two stages: a qualitative stage to build brand–cause relationships and a quantitative study of one of these relationships to examine which fit dimensions are involved and whether they generate synergy in purchase intentions.

Results demonstrate that adjustment to two of the five dimensions is sufficient to influence emotional responses positively.

This study presents limitations, as it has been developed using a particular sample of university students.

These analyses provide tools for managers to verify which types of strategic fit operate in this relationship and facilitate co-branding planning to achieve financial goals.

The analysis provides tools for managers to verify which types of strategic fit operate in this relationship and facilitate co-branding planning to achieve financial goals.

An understanding of consumer behaviour helps companies in catering more effectively to the needs and wants of their target markets. This better understanding of the consumer can lead to significant increases in a company's sales within a given market segment, and therefore can lead to increased profits (Dhalla and Mahatoo 1976). Accordingly, understanding the factors which contribute to consumer purchases and consumer satisfaction are among the most important functions a market researcher may perform (Vecchio 1991). Once manufacturers understand the characteristics of their particular target market segment, more effective promotion can be devised (Piirto 1990).

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Companies with IT at their heart are inevitably quick out of the blocks when it comes to embracing social media and Iyer et al.'s article paints a convincing picture of a firm who know precisely what they are doing. By contrast, Ainger's piece shows us that for the sector, social media usage is very much work in progress. While some initiatives will doubtless have “legs”, others may fall by the wayside. Koo et al. have produced some highly complex and exhaustive research. An article whose very title is difficult to absorb is not going to make for reading, and the findings are unremarkable but there is some interest in their use of media richness theory in relation to the research.

The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.

This paper aims to understand what it takes for an organization to transform itself into a great and healthy place to work. A comprehensive fivefold framework has been used to assess employees’ practices in the organization under study. This framework focuses on five aspects of a human being where he/she may like to satisfy his needs, i.e. physical, intellectual, social, emotional and spiritual. Organizations need to design various programs to address employees’ needs at these five dimensions to get their best and for making an organization a healthy and desired place to work at.

For collecting data for this study, a triangular approach peculiar to a survey research was adopted, i.e. the use of questionnaires, interviews and documented evidence. SPSS was used to analyze the data. Results from survey were supplemented with gaps identified through desk study. Confirmatory factor analysis was carried out to check the validity of the instrument.

A wider role of the human resources department is being envisaged by proposing to set up a separate “people management office”, which will be responsible for project people management and developing a “CONDUCIVE” culture. Further, innovative recommendations are proposed for making an organization a great place to work in.

This study has several important implications for the practitioners. First, this study developed a comprehensive five-fold framework, which focuses on five aspects or levels or dimensions of a human being, i.e. physical, intellectual, emotional, social and spiritual. A person would have needs corresponding to each of these levels. This framework can be used to study employees’ practices in the organizations on these five crucial dimensions. Organizations can design various programs to address employee needs around these five dimensions to get their best and for making an organization a healthy and desired place to work. Second, the “CONDUCIVE” model proposed in this study for developing conducive culture adds a novel insight to the growing body of literature in this area. This model can be used by human resources managers to have better employee engagement, which in turn will make their organization a healthy workplace.

This paper makes use of a comprehensive five-fold framework developed by the author to study employees’ practices in the organizations on five dimensions. It is proposed to develop a “CONDUCIVE” culture, a model developed by the author with a number of activities. This model will enhance the employee engagement in an organization, which eventually will make the organization a healthy place to work in. As suggested, organizations can set up a people management office as well to harness people power.

El presente artículo aspira a entender como una empresa puede convertirse en un gran lugar de trabajo. Se emplea un modelo de cinco factores para valorar las prácticas de gestión de personas en la empresa estudiada. El modelo considera cinco factores que los individuos pueden considerar a la hora de satisfacer sus necesidades: físicos, intelectuales, emocionales, sociales y espirituales. Las empresas necesitan diseñar diferentes programas para evaluar las necesidades de los empleados en estas cinco dimensiones para extraer lo mejor de ellos y desarrollar una organización saludable y en la que deseen trabajar.

Combina información de cuestionarios, entrevistas orales y evidencia documental. Los datos se analizan mediante SPSS. Los resultados del análisis de encuestas se complementaron con información proveniente del análisis de la empresa. Se utilizó el análisis factorial confirmatorio para contrastar la validez de los instrumentos.

Se plantea un papel más amplio de los departamentos de RRHH proponiendo la creación de una oficina de gestión de personas (PMO) que sería responsable de la gestión de proyectos de personas (PPM) y de desarrollar una cultura “conducente”. Además se realizan recomendaciones innovadoras para hacer de la empresa un gran lugar de trabajo.

El estudio tiene importantes implicaciones prácticas. Primero, desarrolla un nuevo modelo de cinco factores que los individuos pueden considerar a la hora de satisfacer sus necesidades: físicos, intelectuales, emocionales, sociales y espirituales. Una persona puede tener necesidades en cada uno de estos niveles. Este modelo se puede emplear para estudiar las prácticas organizativas para con los empleados en estas cinco dimensiones clave. Las organizaciones pueden diseñar varios programas para analizar las necesidades en estas cinco dimensiones y generar un mejor lugar de trabajo. Segundo, el modelo “conducente” propuesto añade nuevas pistas a la creciente investigación en esta área. El modelo puede emplearse por parte de los gerentes de RRHH para conseguir un mayor compromiso por parte de los empleados y hacer de la empresa un gran lugar de trabajo.

El artículo presenta un modelo de cinco factores desarrollado por el autor para estudiar las prácticas de gestión de personas. Se propone desarrollar una cultura “conducente” que generaría un mayor compromiso de los empleados que a su vez haría a la empresa un mejor lugar de trabajo. Las empresas pueden crear oficinas de gestión de personas para aprovechar el poder de las personas.

Palabras clave Lugar de trabajo, Gestión de personas, Cultura organizativa

Artículo de investigación

Este artigo é um esforço para entender o que é necessário para uma empresa se transformar em um lugar saudável e ótimo para trabalhar. Um marco de referência de cinco fatores foi usado para avaliar as práticas dos funcionários na empresa estudada. Este marco de referência centra-se em cinco aspectos do ser humano, onde ele/ela pode satisfazer suas necessidades; física, intelectual, emocional, social e espiritual. As empresas precisam projetar vários programas para atender às necessidades dos funcionários nessas cinco dimensões, a fim de obter o melhor deles e tornar a empresa um local saudável e desejado para trabalhar.

Para a coleta de dados, se adotou uma abordagem triangular, ou seja, questionários, entrevistas e evidências documentadas. Os dados foram analisados com SPSS. Os resultados da pesquisa foram complementados com lacunas identificadas através da análise da empresa. A análise fatorial confirmatória foi utilizada para verificar a validade do instrumento.

Um papel mais amplo do departamento de RH está sendo planejado, propondo a criação de um “Escritório de Gestão de Pessoas” (PMO) separado, que será responsável pelo Gerenciamento de Pessoas do Projeto (PPM) e pelo desenvolvimento de uma cultura “CONDUTIVA”. Além disso, recomendações inovadoras são propostas para tornar a empresa um ótimo lugar para se trabalhar.

Este estudo tem várias implicações práticas importantes. Em primeiro lugar, este estudo desenvolveu um amplo marco de referência com cinco fatores que se centra em cinco aspectos ou níveis ou dimensões do ser humano, ou seja, físico, intelectual, emocional, social e espiritual. Uma pessoa teria necessidades correspondentes a cada um desses níveis. Essa estrutura pode ser usada para estudar as práticas dos funcionários nas empresas nessas cinco dimensões cruciais. As empresas podem projetar vários programas para atender às necessidades dos funcionários nessas cinco dimensões, a fim de obter o melhor desempenho e tornar a empresa um local saudável e desejado para trabalhar. Em segundo lugar, o modelo “CONDUCENTE” proposto neste estudo para o desenvolvimento da cultura condutiva, acrescenta uma visão inovadora a crescente literatura nessa área. Esse modelo pode ser usado pelos gerentes de RH para obter um melhor engajamento dos funcionários, o que, por sua vez, tornará sua empresa um local de trabalho saudável.

Este artigo usa de um amplo marco de referência de cinco fatores desenvolvido pelo autor para estudar as práticas dos funcionários nas empresas em cinco dimensões. Propõe-se desenvolver uma cultura “CONDUTIVA”, um modelo desenvolvido pelo autor com uma série de atividades. Este modelo de desenvolvimento da cultura condutiva levará ao engajamento dos funcionários, o que tornará a empresa um ótimo lugar para se trabalhar. Como sugerido, as empresas podem configurar o Escritório de Gestão de Pessoas (PMO) para aproveitar o poder das pessoas.

Palavras-chave Local de Trabalho, Gestão de Pessoas, Cultura Organizacional

Artigo de pesquisa

The rise of non-governmental organisations (NGOs) during the last decades has made the volunteer a key element. Motivation and satisfaction have been indicated as predictive indices of their retention. The purpose of this paper is twofold. On the one hand, it seeks to better understand the motivations of the volunteers, addressing the effects of such motivations. On the other hand, it analyses whether the intensity of such antecedents and effects differs depending on the type of NGO with which they work: generalist vs specialist.

A study with 847 volunteers from different types of NGOs was done using structural modelling methodology and multi-sample analysis.

The type of NGO moderates the relationship between the satisfaction of the volunteer and the intention to recommend.

Given that in specialist NGOs the impact of satisfaction on the intention to recommend is significantly stronger than in generalist NGOs, making sure that volunteers are satisfied becomes a priority in this type of NGO. In this regard, satisfaction studies among volunteers could be conducted periodically to detect crisis situations and implement improvement actions to recover satisfaction in the occupied position.

First, to date, the motivations of the volunteer have been investigated from different disciplines, the self-determination theory (SDT) being an important motivational theory widely used in areas such as social, education and sports psychology. However, there is little research from a marketing approach to understand the background of the motivations of volunteers under this conceptual framework provided by the SDT. Second, there is also a scarcity of literature linking the motivations of a volunteer with the emotions they may feel, ultimately achieving consolidated lasting links with the NGO in which they are integrated. Third, most research on volunteering to date has focused on differentiating volunteers from non-volunteers and understanding the reasons for volunteering. However, the presence of studies on the differences in the motivation of the same according to the type of NGO with which they collaborate has been scarce.

The study aimed to understand the significance of how employee personhood and the act of speaking up is shaped by factors such as employees' professional status, length of employment within their hospital sites, age, gender and their ongoing exposure to unprofessional behaviours.

Responses to a survey by 4,851 staff across seven sites within a hospital network in Australia were analysed to interrogate whether speaking up by hospital employees is influenced by employees' symbolic capital and situated subjecthood (SS). The authors utilised a Bourdieusian lens to interrogate the relationship between the symbolic capital afforded to employees as a function of their professional, personal and psycho-social resources and their self-reported capacity to speak up.

The findings indicate that employee speaking up behaviours appear to be influenced profoundly by whether they feel empowered or disempowered by ongoing and pre-existing personal and interpersonal factors such as their functional roles, work-based peer and supervisory support and ongoing exposure to discriminatory behaviours.

The findings from this interdisciplinary study provide empirical insights around why culture change interventions within healthcare organisations may be successful in certain contexts for certain staff groups and fail within others.