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This paper aims to empirically analyze the extent to which advertising reception among consumers with a migration background (German-Turks) is influenced by a person’s strength of national identifications with his/her country-of-origin (COO) and with his/her country-of-residence (COR). The focus is on Turkey-sensitive advertisements (ads) of telecommunication service suppliers in Germany because such communication measures are quite common and about three million German-Turks constitute an economically important group.

Measures of COO and COR identification as well as of three ad reception criteria were obtained in a survey of 291 German-Turks and analyzed via moderated regression models.

Strength of COO identification was a significantly positive predictor of the frequency with which participants remembered Turkey-sensitive ads for telecommunication services. Additionally, COO identification related significantly to two criteria that capture facets of attitudes toward such ads. By contrast, COR identification acted partly as a moderator which attenuated links between respondents’ COO identification and two ad reception measures. Nevertheless, German-Turks with a strong COR identification (i.e. “accultured” consumers) were still receptive to Turkey-sensitive telecommunication services ads even if their self-image was simultaneously strongly dependent on their COO. “Alienated” German-Turks who identify neither with their COO nor with their COR were least responsive to ethnic ads.

The research indicates that marketing practitioners should not use uniform communication measures to address migrant consumers with a specific COO but segment this target group further by simultaneously considering their members’ COO and COR identifications.

The contribution of this paper results from the simultaneous inclusion of both COO and COR identifications as factors explaining differences in reactions to communication measures among migrant consumers which share the same COO. Furthermore, the scarcity of empirical work on reactions of German-Turks to ethnomarketing is reduced.

The purpose of the study is to address the gap in understanding how the brand influences sales outcomes by focusing one’s attention on the salesperson perceptions of the brand and the salesperson brand selling confidence.

The study uses a cross-section survey of professional salespeople. SmartPLS was used to estimate the measurement model and test the hypothesized path relationships.

The study’s results indicate that salespeople who believe in the strength of the brands they represent are more likely to identify with the brand, are more confident in selling the brand and, overall, tend to perform better, have higher job satisfaction and are more committed to their companies.

This paper contributes to the sales literature by further exploring the relationship between the brand and sales function in the firm. This area has recently received academic attention but has not yet considered the mediating processes that connect the two areas. This study identifies perceptions of brand strength and brand selling confidence as mechanisms that mediate the impact of brand on sales outcomes.

The purpose of this paper is to investigate student corporate brand identification towards three closely‐linked corporate brands: a UK university, a leading UK business school and an overseas collaborative partner institute in Asia.

The paper uses a theory‐building case study within the phenomenological/qualitative research tradition.

The strength of student identification with a corporate brand is predicated on awareness, knowledge and experience of a brand. The data revealed three types of corporate brand identification. This reflected different modes of student affiliation with the three institutional brands. These student relationships were categorised as follows: brand member (a contractual/legal corporate brand relationship); brand supporter (a trusting corporate brand relationship); and brand owner (a proprietorial corporate brand relationship). In explaining the above, the above states are viewed in terms of a corporate brand identification management hierarchy which reflects different approaches to the management of corporate brands. These are categorised as legalisation, realisation and, finally, (brand) actualisation. Senior managers should strive for brand actualisation.

The insights from a single, exploratory, case study might not be generalisable.

The paper conceptualises that a bureaucratic/product approach to corporate brand management is more likely to result in low brand identification (legalisation); that a diplomatic/communications management approach is more likely to result in moderate brand identification (realisation) and, finally, that a custodial/brand values and promise management approach is more likely to result in high brand identification (brand actualisation). These categorisations can have a utility in ascertaining the effectiveness and philosophical underpinnings of corporate brand management.

The paper examines multiple student identification (towards a university, business school and a non degree‐awarding overseas institute).

The purpose of this study is to demonstrate how the values in action (VIA) character strengths model can be applied as a resource to support people in addiction recovery. The purpose of this is to appreciate the positive outcomes seen in other areas of research, applied to addiction recovery. To achieve this, a character strengths intervention has been designed and delivered as a case study. The objective of the intervention is to identify some of the strengths described by an individual in their account of recovery, ascertain their signature strengths through validated assessment and, based on the exploration of this information, support the individual in a reflective exercise to consider how their character strengths have positively affected their recovery to date and the effect this new knowledge could have on their ongoing recovery.

The VIA character strengths model has identified 24 positive qualities that are present in the human condition. In this case study, the VIA model is used to identify strengths from a first-hand account of the recovery process; the VIA character strengths survey is used to ascertain the signature strengths of the participant who is also the author of the account. Information from the strengths identification and VIA survey is explored, and a follow-up e-interview is conducted using questions designed to encourage the participant to reflect on the use of strengths in their present and ongoing recovery.

This case study shows that the VIA model of character strengths can be applied in addiction recovery to help people appreciate how they have used their character strengths in the recovery process, what their signature strengths are and how they can be used with good effect to improve their well-being and future recovery.

In this work, a new broad-spectrum approach using the VIA model of character strengths has been proposed to help people in addiction recovery use their own resources to improve their function, well-being and thus recovery.

Since its introduction by Chari, Kehoe, and McGrattan (2007), Business Cycle Accounting (BCA) exercises have become widespread. Much attention has been devoted to the results of such exercises and to methodological departures from the baseline methodology. Little attention has been paid to identification issues within these classes of models. In this chapter, the authors investigate whether such issues are of concern in the original methodology and in an extension proposed by Šustek (2011) called Monetary Business Cycle Accounting. The authors resort to two types of identification tests in population. One concerns strict identification as theorized by Komunjer and Ng (2011) while the other deals both with strict and weak identification as in Iskrev (2010). Most importantly, the authors explore the extent to which these weak identification problems affect the main economic takeaways and find that the identification deficiencies are not relevant for the standard BCA model. Finally, the authors compute some statistics of interest to practitioners of the BCA methodology.

The purpose of this paper is to examine the relationship between employees’ perceptions of organizational identification, job satisfaction and organizational commitment. The study also investigates the influence of organizational commitment and organizational identification on job satisfaction.

The theoretical framework of the positive relationships between job satisfaction and identification, commitment and job satisfaction, and commitment and identification was explored. A total of 578 bank employees engaged in this study. This research used a survey design and was conducted in Ankara in Turkey. Participants completed organizational identification, job satisfaction and commitment scales. Step wise regression analysis was used to assess the strength of the research hypotheses.

All of the measurement instruments had acceptable reliabilities. The correlations observed were generally consistent with the expectations of the researcher. The results of the study indicate that organizational commitment and organizational identification are inversely related to job satisfaction. Furthermore, the study found that the effect of commitment on job satisfaction was stronger than the effect of identification on job satisfaction.

The study's cross‐sectional design limited the researcher's capacity to draw conclusions about the casual direction of the observed relationship. One other limitation is that it covered only one city in Turkey with 578 employees. Whether the present study's findings generalize to other populations in different organizational settings or cultures is unknown.

The paper makes a useful contribution to the current knowledge base by examining the effects of identification and commitment on job satisfaction of bank employees in a developing country.

Focusing on the individual unit of analysis, we explore how workplace identification can explain why individuals engage in unethical behavior that benefits an organization (unethical pro-organizational behavior; UPB). Social identity theory (SIT) stipulates that we want membership within high status organizations and, at extreme levels, may put the organization’s needs above all else. In taking a holistic approach to identification, we investigated how a strong occupational identification can mitigate this desire to unethically help an organization; occupations are a separate identity source and contain codes of conduct that guide ethical behavior. Utilizing a sample of 236 accountants and financial professionals, results indicated that organizational identification and occupational identification alone did not significantly predict UPB, however, the interaction of these identities did. More specifically, organizational identification significantly positively predicted UPB only when occupational identification was extremely low in strength. This effect was found after controlling for relevant personality and cognitive mechanisms related to unethical behavior. Implications for a multidimensional identification view of unethical behavior are discussed.

Understanding of antecedence of organizational identification (OID) will help managements to improve the efficiency of organizations by enabling employees to perform their roles and responsibilities with total commitment. Many micro-level factors have been found to influence OID. The present study aims to examine the role of organizational culture (OC) which encompasses all micro-level factors and the moderating role of organizational learning (OL) which is a framework either to totally submit to or redefine the tenets of different cultural orientations adopted by organizations.

Four cultural types, namely clan, ad hocracy, hierarchy and market, were treated as independent variables; two learning styles, namely single loop (SLL) and double loop (DLL) learning styles, were included as moderator variables and four OID dimensions, namely positive identification, ambivalent identification, neutral identification and disidentification, were treated as dependent variables of a path analysis model. Three hundred and seventy-eight employees of ten private sector insurance companies located in south India were included as subjects and data on three questionnaires were collected. Best fitting path models one for each dependent variables, which had conceptual and practical relevance, were retained.

Adhocracy and hierarchy cultures show direct positive impact on positive identification and show direct negative impact on other three modes of identification. Clan culture shows a weak tendency towards positive identification and does not influence other three modes. Market culture shows no impact on positive identification but influences other modes. DLL and SLL learning both in isolation and in combination moderate the relationships to cultural orientations and various modes of OID.

This study highlights the importance of OC and OL in developing OID among the employees. The insights drawn from the findings can be used to build comprehensive model of OID.

The purpose of this article is to set out the ways in which pharmaceutical company Boehringer Ingelheim embedded a strengths-based approach to the assessment and development of field-based staff during a period of structural and culture change. It provides an overview of how strengths-based methodologies were implemented and embedded through this period. It offers a case study example of how Capp partnered with Boehringer Ingelheim to deliver and cascade its assessment and development solutions. It also provides early evaluation data.

Boehringer Ingelheim introduced strengths through recruitment and development. It built on Capp's strengths methodology and Realise2 tool and model. To aid implementation, cross functional teams were also set up to cascade knowledge and skills across the organizational system.

The initial findings from this program include quantitative and qualitative data from candidates and assessors demonstrating their positive perception of the assessment and development process.

This article provides case study material, client learning and tips for how other organizations could introduce strengths-based solutions into similar culture change, team and personal development projects.

Boehringer Ingelheim is one of the first UK based organizations explicitly to take a strengths-based approach to aid culture change.

The purpose of this paper is to address the concept of linkage research and propose the addition of social identity theory as an important consideration in managing employee‐customer interactions and customer satisfaction.

Following the creation of a conceptual model, this study used an employee questionnaire based on the incorporation of service climate (SERV*OR) and employee identification factors. A total of 314 individual surveys were collected from four hotels in Australia. Hierarchical regression analysis was conducted to determine the effects that demographic factors, service climate and different levels of employee identification would have on predictions of customer satisfaction.

Service climate factors most closely linked to customer‐centric organizational practices were the significant predictors of customer satisfaction perceptions, as was employee identification at the superordinate (company) level.

The framework proposed and the findings of this study provided management with useful information about the important role of service climate and the way in which managers can capitalize on employee identification to enhance organizational practices, which can flow on to customer outcomes.

There is limited previous literature that attempts to incorporate social identity theory as a valuable dimension in the management of employee‐customer interaction.