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Open Access
Article
Publication date: 7 August 2017

Joo-Eon Jeon

Researches on the impact brand equity have grown considerably in recent years, as it has been shown to have significant impact on a company’s financial performance. This paper…

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Abstract

Purpose

Researches on the impact brand equity have grown considerably in recent years, as it has been shown to have significant impact on a company’s financial performance. This paper aims to empirically test the relationships between brand concepts and brand equity, while exploring the mediating roles of emotional attachment and customer commitment.

Design/methodology/approach

The research investigates the effect of brand concept on the customer–brand relationship and brand performance. Additionally, it examines how the relationship between brand concept and brand equity is mediated by customer–brand relationships such as emotional attachment and commitment.

Findings

The results empirically demonstrate the important contribution of the three brand concepts to brand equity. The results empirically demonstrate the important contribution of the three-brand concept to customer commitment and to brand equity that has been predicted by prior research.

Originality/value

The main contribution of this study is to demonstrate the effects of the brand concepts related to aesthetic, functional and symbolic benefits on brand equity. From this, brand equity may be viewed as a link in the path of effects that indirectly connects brand concepts with market performance. Brand concept, emotional attachment and customer commitment are relevant constructs underlying brand equity, and commitment and loyalty are key mediating variables in relational exchanges.

Details

Asia Pacific Journal of Innovation and Entrepreneurship, vol. 11 no. 2
Type: Research Article
ISSN: 2071-1395

Keywords

Article
Publication date: 5 July 2022

Wai Ming To and Guihai Huang

This study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's…

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Abstract

Purpose

This study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's gaming industry. Additionally, it investigates whether the Covid-19 outbreak has effects on employees' perceptions and behaviors.

Design/methodology/approach

Data were collected from two surveys using convenience sampling, one involving 260 casino employees in 2019 and another involving 250 employees in 2020 after the outbreak of Covid-19.

Findings

No significant difference was observed between mean scores from respondents in the first and second surveys on job equity, pay equity, perceived organizational support and job satisfaction (p > 0.05). However, significant changes were found in mean scores for three organizational commitment items (negative changes; p < 0.05) and three counterproductive work behavior items (positive changes; p < 0.05). Results of structural equation modeling indicated that job equity and pay equity affected perceived organizational support and job satisfaction while perceived organizational support impacted organizational commitment directly and indirectly through job satisfaction, all with R2 values greater than 0.6. Organizational commitment negatively influenced counterproductive work behavior.

Research limitations/implications

The Covid-19 impact on casino employees' perceptions and behaviors was contingent upon the duration of pandemic.

Originality/value

The study is one of the first empirical studies to integrate social exchange theory and equity theory to organizational commitment in Macao's gaming industry. Job equity and pay equity were found to influence organizational commitment through perceived organizational support and job satisfaction. Additionally, the Covid-19 did not have significant effects on employees' equity, perceived organizational support and job satisfaction perceptions.

Details

Management Decision, vol. 60 no. 9
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 31 December 2007

Robin Adair Erickson and Michael E. Roloff

The purpose of this paper is to focus on three organizational support factors that could potentially improve organizational commitment among downsizing survivors.

Abstract

Purpose

The purpose of this paper is to focus on three organizational support factors that could potentially improve organizational commitment among downsizing survivors.

Design/methodology/approach

Using a sample of 2,751 employees, a secondary analysis of employee survey data examined the hypotheses that customer service orientation (CSO) and equity would moderate the strength of the two‐way interaction between perceived organizational support (POS) and perceived supervisor support (PSS) when predicting organizational commitment among downsizing survivors. In this way, the impact of CSO (H1) or equity (H2) would be stronger when POS and PSS were low. A third hypothesis (H3) examined whether survivors' organizational tenure was positively related to organizational commitment.

Findings

H1 and H2 were partially confirmed, indicating that CSO compensated most when PSS was low and that equity compensated most when POS was low among downsizing survivors. H3 was not confirmed as no positive correlation was found between survivors' increased organizational tenure and organizational commitment.

Research limitations/implications

The sample was drawn from one US organization and, because this was a secondary analysis, established scales could not be used for some constructs. Most of the variance in the exploratory factor analysis was on the first factor, POS.

Practical implications

Organizations should make every attempt to maintain or increase survivors' CSO and equity in order to improve organizational commitment. In addition, organizations cannot necessarily rely on their longer‐tenured employees to stay committed after a downsizing.

Originality/value

The study uncovered two previously unknown findings regarding the importance of CSO and equity to the organizational commitment of survivors.

Details

International Journal of Organizational Analysis, vol. 15 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 21 February 2019

Nnamdi Oguji, Richard Afriyie Owusu and Jorma Larimo

When entering foreign markets, multinationals can acquire part of a foreign firm and can increase or decrease their equity stake over time. However, extant studies have mainly…

Abstract

Purpose

When entering foreign markets, multinationals can acquire part of a foreign firm and can increase or decrease their equity stake over time. However, extant studies have mainly focused on equity stake acquired during initial market entry. The paper aims to discuss this issue.

Design/methodology/approach

This study fills this gap by using the Uppsala model to analyze six cases of international acquisitions of Finnish multinationals in global markets.

Findings

The authors found that firms change their equity stake in partially acquired foreign subsidiaries: when they have learned about the host country and businesses of the partially acquired firms, when they have gained target-specific experience, when they build trust and ensure relationship commitment and finally, when they jointly develop and exploit opportunities.

Originality/value

This study is one of the first to apply the Uppsala model to empirically analyze international acquisitions, thus paving the way for behavioral and process-oriented approaches. The study contributes to knowledge of post-entry strategies of multinationals.

Details

Baltic Journal of Management, vol. 14 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 10 February 2020

Dae Seok Chai, Shinhee Jeong and Baek-Kyoo Joo

The purpose of this study is to examine the effects of developmental opportunities and perceived pay equity-and paternalistic leadership on affective organizational commitment and…

Abstract

Purpose

The purpose of this study is to examine the effects of developmental opportunities and perceived pay equity-and paternalistic leadership on affective organizational commitment and the moderating role of paternalistic leadership at the team level in a Korean context.

Design/methodology/approach

Hierarchical linear modeling with a two-level design was used to analyze data collected from 844 employees and 59 work teams.

Findings

The study identified that developmental opportunities and perceived pay equity were significantly associated with affective organizational commitment. However, paternalistic leadership was not significantly related to affective organizational commitment. The results also showed that the moderation effect of paternalistic leadership on the relationship between pay equity and organizational commitment was non-significant, and paternalistic leadership moderated the relationship between developmental opportunities and organizational commitment. In particular, the relationship of developmental opportunities with organizational commitment became weaker when the supervisor’s paternalistic leadership was stronger.

Research limitations/implications

The results of this study supported the applicability of organizational support theory and previous empirical studies supporting the relationships between human resource (HR) practices and commitment, particularly in the Korean cultural context. The results have several practical implications for employers, mangers and HR practitioners in an East Asian cultural context.

Originality/value

This study extends the body of knowledge in leadership research by investigating the influences of two key factors of HR practices and a Confucianism-based indigenous leadership theory on organizational commitment. More importantly, the results can guide future cross-national or cross-organizational studies exploring the relationships among leadership, organizational culture and organizational effectiveness. This study also offers clearer empirical evidence for why and how developmental opportunities and perceived pay equity need to be enhanced in an East Asian cultural context.

Details

European Journal of Training and Development, vol. 44 no. 4/5
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 13 February 2017

E. Holly Buttner and Kevin B. Lowe

The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived…

1972

Abstract

Purpose

The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color.

Design/methodology/approach

The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses.

Findings

Perceived pay equity directly influenced OC and interacted with scholarly productivity to affect commitment. Highly productive participants who perceived pay equity reported the highest commitment. When pay was seen as inequitable, the most productive scholars reported the lowest commitment. Perceived internal pay equity had an effect, over and above perceived external pay equity on commitment.

Research limitations/implications

The study was conducted in one industry in the USA, so the results should be generalized cautiously. While, the data were single-source and cross-sectional, the findings were consistent with previous research.

Practical implications

Findings may be useful for minority scholars’ supervisors since they have knowledge of the productivity and salaries in the department and can provide a detailed explanation for pay differences to enhance pay equity perceptions, particularly for the most productive scholars.

Originality/value

This study adds to the equity and relative deprivation theory research investigating the effect of perceived pay equity on employee outcomes by examining perceived internal and external pay equity perceptions and productivity on OC. Results suggest that highly productive minority professionals in higher education are particularly sensitive to pay equity.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 36 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 13 September 2021

Anees Ahmad, Swapnarag Swain, Pankaj Kumar Singh, Rambalak Yadav and Gyan Prakash

This study aims to examine the relationship between brand personality and customer-based brand equity (CBBE) by investigating the mediating role of consumer-brand relationship…

Abstract

Purpose

This study aims to examine the relationship between brand personality and customer-based brand equity (CBBE) by investigating the mediating role of consumer-brand relationship (CBR), which is represented through three variables, namely, brand trust, attachment and commitment.

Design/methodology/approach

This study adopts a cross-sectional descriptive research design. It included a mix of symbolic and utilitarian brands, namely, Pepsi and Sprite (soft drinks), Levi’s and Peter England (clothing), Pantene and Head and Shoulders (shampoos) based on their greater familiarity among Indian consumers. Primary data were gathered from 612 respondents through a self-administered online questionnaire survey approach. Structural equation modeling was performed to analyze data and validate the research model.

Findings

The present study establishes both direct, as well as the indirect linkage between brand personality and CBBE. Results also suggest a partial mediating role of the variables representing CBR while linking brand personality to CBBE.

Originality/value

The present study makes two contributions. First, it advances existing literature on brand personality and brand equity by establishing the mediating role of the CBR while linking brand personality to CBBE. Second, it establishes the importance of both the trust and attachment-based commitment mediator model of CBR influencing CBBE, which has not been addressed by prior studies.

Details

Journal of Indian Business Research, vol. 13 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

Article
Publication date: 8 March 2022

Rajesh Anantharaman, Sanjeev Prashar and Sai Vijay Tata

Organizations are being compelled to revamp their loyalty programs due to the increase in digital transactions, customer acquisition costs and competition in the loyalty market…

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Abstract

Purpose

Organizations are being compelled to revamp their loyalty programs due to the increase in digital transactions, customer acquisition costs and competition in the loyalty market. Given the significance of consumer-brand relationships, businesses must quickly identify the relationships that best elicit brand loyalty. Thus, this study seeks to develop a comprehensive model about the consumer-brand relationship that encompasses the following constructs: brand trust, brand satisfaction, brand preference, brand affect, brand equity, brand image, commitment, variety seeking, and relationship length, and their influence on brand loyalty. The study also investigates the impact of the bandwagon effect, in tandem with the aforesaid antecedents.

Design/methodology/approach

A data set comprising 248 consumers in India was used to validate the measures and test the hypotheses. Structural equation modeling was employed to test the hypothesis. The data analysis was carried out on R version 4.0.2.

Findings

The study found that all the selected constructs exert influence on brand loyalty, although commitment, brand equity and brand preference exhibited the strongest impact. The bandwagon effect also demonstrated a strong effect.

Originality/value

This study advances the field's understanding of information processing through a consolidated meta-view of various consumer-brand relationship constructs along with bandwagon effects. Perhaps the most important contribution is shedding light on the influence of bandwagon effects on brand loyalty.

Article
Publication date: 1 February 2002

Chad Perry, Angele Cavaye and Len Coote

Most research about relationships and networks concentrates on social bonds such as trust and commitment. Little research considers technical bonds and how they interact with…

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Abstract

Most research about relationships and networks concentrates on social bonds such as trust and commitment. Little research considers technical bonds and how they interact with social bonds within a relationship. Thus this research investigates how technical bonds of information technology link with social bonds in the relationship between two organisations in a business system, in particular, between a franchisor and franchisees within a franchise system. First, a framework of the structure of a relationship between business alliance partners was synthesised from the business‐to‐business literature. Then Australian franchisors were surveyed about the effects of their investments in information technology upon their franchisor‐franchisee relationship. Structural equation modelling techniques were used to analyse the survey data. The results provided support for the framework, with the franchisor’s increased technical competence from information technology improving the social bonds in a relationship but those bonds being secondary to further technical investment. An implication for managers is that investments in information technology operate through the social bonds within their business.

Details

Journal of Business & Industrial Marketing, vol. 17 no. 1
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 15 November 2018

Jeremiah Holden Kalir

The purpose of this paper is threefold: to describe the equity-oriented design of a publicly accessible and openly networked computer-supported collaborative learning (CSCL…

Abstract

Purpose

The purpose of this paper is threefold: to describe the equity-oriented design of a publicly accessible and openly networked computer-supported collaborative learning (CSCL) initiative that has supported educator discussion about equity topics; to identify design principles for equity-oriented design in open education; and to propose a model for the design of open learning initiatives that are mutually committed to educational equity and educational openness.

Design/methodology/approach

This paper draws from design-based research methodology, specifically design narrative and the worked example. The paper is one response to the need for more “designerly work” in the learning sciences, generally, and more specifically in domains such as CSCL.

Findings

Four design principles are identified that informed the equity-oriented creation and iteration of the Marginal Syllabus, an open CSCL initiative: leveraging the open web, fostering multi-stakeholder partnerships, working with open content and engaging professional learning as an open practice. This paper also advances the open palimpsests model for equity-oriented design in open education. The model integrates design principles to assist CSCL and open education designers and researchers in creating or iterating projects to be more equity-oriented learning opportunities.

Originality/value

This paper’s design narrative identifies Marginal Syllabus design principles and advances the open palimpsests model for equity-oriented design in open education. The design narrative demonstrates how critical perspectives on the relationship between equity and digital technology can encourage collaboration among diverse project stakeholders, attune to the dynamics of power and agency and respond to the worldly needs of partners and participants.

Details

The International Journal of Information and Learning Technology, vol. 35 no. 5
Type: Research Article
ISSN: 2056-4880

Keywords

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