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1 – 10 of 94Jeremiah Coldsmith and Ross Kleinstuber
In recent decades, the use of capital punishment has declined, but in its place, a ‘new death penalty’ has arisen: life without parole (LWOP), which is being used far more…
Abstract
In recent decades, the use of capital punishment has declined, but in its place, a ‘new death penalty’ has arisen: life without parole (LWOP), which is being used far more frequently and for more crimes than capital punishment ever was. Yet, LWOP has received far less scholarly attention than the death penalty. Because of its greater scale, assessing the effects of LWOP on crime has important policy implications and is a better test of extreme penalties. Existing studies of LWOP focus on humanitarian issues and ignore its potentially reciprocal relationship with crime. Therefore, we use available LWOP data to fill these gaps in the literature, using models specifically designed to control for potential reciprocal effects. The results indicate there is no reciprocal causation between LWOP and violent crime and, at best, LWOP’s impact on crime is small, temporary, and, most importantly, no greater than the impact of life with parole.
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Although numerous studies have been conducted to explore the impact of various factors on employees' turnover intention and intention to remain with the organization, the…
Abstract
Purpose
Although numerous studies have been conducted to explore the impact of various factors on employees' turnover intention and intention to remain with the organization, the relationship between these two constructs remains largely unexplored. Considering the significance of these constructs, particularly in the context of the COVID-19 pandemic, the authors aimed to investigate their association within an academic environment using a dynamic modeling approach.
Design/methodology/approach
This study follows a quantitative approach and utilizes a longitudinal survey design. The authors utilized a cross-lagged panel model (CLPM) and employed the parametric efficient partial least squares (PLSe2) methodology to estimate the dynamic model using data gathered from lecturers associated with both public and private universities in Malaysia. In order to offer methodological insights to applied higher education researchers, the authors also compared the results with maximum likelihood (ML) estimation.
Findings
The findings of the authors' study indicate a reciprocal relationship between turnover intention and intention to remain with the organization, with intention to remain with the organization being a stronger predictor. Moreover, situational factors were found to have a greater influence on eliciting turnover intention within academic settings. As anticipated, the use of the PLSe2 methodology resulted in higher R2 values compared to ML estimation, thereby reinforcing the effectiveness of PLS-based methods in explanatory-predictive modeling in applied studies.
Practical implications
The authors' findings suggest prioritizing policies that enhance training and consultation sessions to foster positive attitudes among lecturers. Positive attitudes significantly impact judgment-driven behaviors like turnover intention and intention to remain with the organization. Additionally, improving working environments, which indirectly influence judgment-driven behaviors through factors like affective work events, affect and attitudes, should also be considered.
Originality/value
This study pioneers the examination of the causal relationship between turnover intention and intention to remain with the organization, their stability over time and the association of changes in these variables using a dynamic CLPM in higher education. It introduces the novel application of the cutting-edge PLSe2 methodology in estimating a CLPM, providing valuable insights for researchers in explanatory-predictive modeling.
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Liisa Mäkelä, Samu Kemppinen, Heini Pensar and Hilpi Kangas
This study investigates work and non-work antecedents for the work–life balance (WLB) development of remote employees during the COVID-19 pandemic. Longitudinal data (N = 1,146…
Abstract
This study investigates work and non-work antecedents for the work–life balance (WLB) development of remote employees during the COVID-19 pandemic. Longitudinal data (N = 1,146, T1; N = 737, T2) was collected in May–June 2020 and December 2020 in one multinational company (MNC) in Finland. In data analysis, structural equation modeling (SEM) with a cross-lagged panel model was utilized. The results revealed that during the pandemic, WLB slightly decreased. The quantitative job demands increased and predicted a decreased WLB at T2. Job autonomy decreased but did not have an effect on WLB development or buffer the negative effect of quantitative job demands on WLB. Time saved from commuting was positively related to WLB development, but the number of children living at home and the age of the youngest child had no statistically significant link to WLB development over time (similar finding for men and women). Although care responsibilities from the gender perspective is not the focus of our study, the additional analysis show that WLB at T1 was more challenging for women the more children they had, or the younger the youngest child was. For men, children did not make a difference for their WLB at T1. This finding indicates that WLB has been more challenging for mothers compared to fathers already when our first data had been collected, and the continuance of the pandemic did not change the situation in any direction. This research contributes to the knowledge about work and non-work related demands and resources as antecedents for WLB development during the pandemic. As a practical implication during the pandemic, the authors suggest that employers should follow development for employees’ WLB as a measure of well-being in remote work. In addition, the workload of remote employees should be followed, and time saved from commuting should be preserved as employees’ non-work time and protected from work-related tasks.
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Yuge Dong, Yujie Yang, Lu Zheng and Lirong Long
Mentor secure-base support, characterized as mentor availability, noninterference and encouragement of growth, has important implications for newcomer socialization. Drawing on…
Abstract
Purpose
Mentor secure-base support, characterized as mentor availability, noninterference and encouragement of growth, has important implications for newcomer socialization. Drawing on attachment theory, this paper aims to examine the relationship between mentor secure-base support and newcomers' workplace courage.
Design/methodology/approach
Data were collected at three time points with a new police officer sample (n = 124). A cross-lagged panel design was used to test the hypotheses.
Findings
Mentor secure-base support is causally precedent to newcomers' workplace courage, whereas the reverse relationship from workplace courage to mentor secure-base support was not held.
Practical implications
To help newcomers integrate into their organization and enhance their workplace courage, organizations should actively promote and foster mentoring relationships in which mentors can provide a secure base for mentees.
Originality/value
The authors' findings support that newcomers' workplace courage can be cultivated by mentor secure-base support. It provides insight for organizations to explore workplace courage development for newcomers.
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The authors examine the longitudinal relationship between work satisfaction and life satisfaction, and the moderating role of work ethic.
Abstract
Purpose
The authors examine the longitudinal relationship between work satisfaction and life satisfaction, and the moderating role of work ethic.
Design/methodology/approach
The authors use a nationally representative sample of Dutch working adults (N = 1020; three waves over five years) and take a model comparison approach to identify the longitudinal relationship between work satisfaction and life satisfaction. To test the moderating effects of work ethic, the authors use conditional process analyses.
Findings
The authors find more evidence as to how work satisfaction and life satisfaction are positively and reciprocally linked over time using longitudinal data. More importantly, work ethic strengthens the positive effect of work satisfaction on life satisfaction, but no such moderating role is observed as to the effect from life satisfaction to work satisfaction.
Practical implications
The findings raise awareness that employees' overall happiness in life matters to workplace satisfaction. More importantly, one effective strategy to promote work satisfaction is to design work that nurtures strong work ethic – measures that help employees see more value in their work.
Originality/value
The findings regarding the role of work ethic show that the conservation of resources theory can be an informative lens to understand the work–life satisfaction relationship. For individuals with strong work ethic, work satisfaction constitutes a more salient form of psychological resources benefiting their overall life satisfaction.
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Ramesh Roshan Das Guru, Marcel Paulssen and Arnold Japutra
This study aims to extend research in marketing on two important relational constructs, customer satisfaction and brand attachment, by comparing their long-term effects on…
Abstract
Purpose
This study aims to extend research in marketing on two important relational constructs, customer satisfaction and brand attachment, by comparing their long-term effects on customer behaviors with different levels of performance difficulty in a relatively understudied domain of durable products.
Design/methodology/approach
Using a two-stage quantitative study with US customers from five durable product categories, the authors first explored the hierarchy of customers’ loyalty behaviors based on increasing effort in a pretest study (N = 675). Then, the authors tested the effectiveness of satisfaction and brand attachment for customers’ loyalty behaviors over a nine-month period in a longitudinal study (N = 2,284) with customers from the same product categories.
Findings
Compared to satisfaction, brand attachment emerges as a stronger long-term predictor of customer behaviors. The performance difficulty of customer behaviors positively moderates the impact of brand attachment and negatively moderates the impact of customer satisfaction. Brand attachment is particularly effective in predicting difficult-to-perform customer behaviors, which require customers to expend resources such as time and money. Customer satisfaction is mainly effective for predicting easy-to-perform behaviors, but its long-term impact is significantly lower for easy-to-perform behaviors than brand attachment.
Research limitations/implications
The use of consumer durables in the study and samples from only one country restricts the generalizability of the findings.
Practical implications
The complementary roles of customer satisfaction and brand attachment are highlighted. Only satisfying customers is not enough to engage customers in behaviors that require resources such as money, time and energy for the brand.
Originality/value
A comparative study on the long-term effectiveness of two established relational metrics in explaining different customer behaviors varying in their performance difficulty in an understudied domain of durable products.
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Fabio Monteduro, Giuseppe D'Onza and Riccardo Mussari
Corruption is a major social problem, and scholars have devoted considerable attention to this phenomenon. However, less attention has been paid to how corruption spreads among…
Abstract
Purpose
Corruption is a major social problem, and scholars have devoted considerable attention to this phenomenon. However, less attention has been paid to how corruption spreads among organizations and what factors can make its spread more likely. This study aims to fill the gap by modelling corruption as an interorganizational contagion.
Design/methodology/approach
The authors used social contagion theory to model corruption as an interorganizational contagion, influenced by the susceptibility of organizations and the strength of contagion sources. The study analysed 736 medium and large Italian municipalities over a five-year period, with 3,146 observations (excluding missing data). The authors conducted a longitudinal analysis using panel logistic regression techniques and performed robustness and endogeneity checks through a dynamic panel data model.
Findings
The authors found that municipalities with a higher percentage of corrupt neighbouring municipalities were more likely to experience corruption. The probability of experiencing corruption was also significantly higher for municipalities with weaker organizational resistance to corruption contagion.
Originality/value
Previous studies have not clearly explained the organizational mechanisms behind the spread of corruption at the interorganizational level. The study suggests that corruption contagion at the municipal level occurs via reduced uncertainty in decision-makers and is influenced by the prevalence of corruption locally. The spread can be driven by conscious or unconscious mechanisms. This study challenges the idea that corruption contagion is immediate and inevitable. Organizational resistance to corruption can affect the risk of contagion, highlighting the importance of anti-corruption controls and ethical systems in preventing it.
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Anupriya Singh and Shalini Srivastava
Workplace bullying has appalling fallouts for organizations and employees. While the association between bullying and employees’ exit intentions has been sufficiently established…
Abstract
Purpose
Workplace bullying has appalling fallouts for organizations and employees. While the association between bullying and employees’ exit intentions has been sufficiently established in research, the underlying conditions remain overlooked. Using the affective events and conservation of resources theories as the theoretical lens, the purpose of this study is to probe work alienation and emotional exhaustion as sequential mediators in the association between bullying and employees’ exit intentions.
Design/methodology/approach
A sequential mediation model was examined using three-wave longitudinal data gathered from 406 employees working with hotels situated in tourist destinations of India.
Findings
Work alienation serves as a significant mediator between bullying and emotional exhaustion. More importantly, work alienation and emotional exhaustion emerged as sequential mediators in the association between bullying and exit intentions.
Originality/value
Research on workplace bullying is often cross-sectional, and researchers have called for time-lagged and/or longitudinal examination. While responding to the frequent calls made by researchers to examine underlying conditions, this three-wave longitudinal study advocates for holistic cognizance, i.e., how workplace bullying results in employees’ exit.
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