Search results

As organizations increasingly engage with consumers over mobile devices, there is a growing need to understand how consumers react to impression management over platforms with limited textual content. The purpose of this paper is to empirically assess how different impression management tactics can be used in mobile media to enhance consumer perception-attitude-intentions toward a corporate brand.

We surveyed 670 consumers and estimate structural equation models and repeated-measures ANOVAs to determine how short passages employing alternate impression management tactics influence consumers’ perceptions, attitudes and purchase intentions.

Results reveal that each impressions management tactic (i.e. ingratiation, intimidation, organizational promotion, supplication and exemplification) influences consumer perceptions, attitudes and intentions. The authors compare differences in how the impressions management tactics influence each stage of the perception-attitude-intentions model and find evidence that initial differences in perceptions favoring ingratiation and exemplification appeals become magnified for purchase intentions.

Recent calls for research focus on an understanding of how consumers process information on reduced-content platforms of small-screened mobile devices. These results provide empirical evidence of the use of impression management and the difference between five impression management tactics on enhancing consumer perception-attitude-intentions model.

The results of this study will provide marketers with insights to optimize communications and corporate brands with consumers over mobile media.

This paper adds to the nascent yet vital literature on mobile marketing by focusing on how impression management tactics influence perceptions, attitudes and intentions through the short message characteristic of mobile platforms. The authors develop a framework for how corporate brand management can strategically use impressions management tactics in this novel domain.

The purpose of this paper is to investigate the influence of entrepreneurs’ social competence (SC) on small and medium-sized enterprise (SME) performance.

Primary data of 250 manufacturing SMEs were collected through a survey method. The influence of SC on performance was tested using structural equation modelling (SEM).

Overall, the findings suggest that SC dimensions have a positive influence on SME performance in terms of nonfinancial perspective. More clearly, the findings show that out of five dimensions of SC, which include social adaptability, social perception, social expressiveness, persuasiveness and impression management; social perception, persuasiveness and impression management have direct effect on customer perspective; persuasiveness, social expressiveness and social adaptability have a direct influence on internal business processes and social adaptability, social perception, impression management and social expressiveness are directly related with learning and growth. Contrary to expectations though, social perception and social adaptability were significantly and negatively associated with internal business processes and customer perspective, respectively, while there was no significant correlation between social expressiveness, persuasiveness and impression management with customer perspective, business processes and learning and growth in that order.

The current study affirms that SMEs managed by entrepreneurs and managers who possess high levels of SC, may have a better performance compared to those operated by entrepreneurs with low levels of SC. This justifies a need for SME entrepreneurs and managers to work hard to improve their SC capabilities.

This study is pertinent and unique because, it extensively examines each of the five dimensions of SC in relation to nonfinancial indicators of SME performance. Besides, the study also provides additional evidence of the impact of SC on SME performance by suggesting that entrepreneurs who are socially competent are more likely to own highly successful ventures.

This paper aims to investigate the consumer responses associated with crises in the hotel industry. More precisely, the current research explores the factors that affect consumer attitudes (i.e. impressions, perceived social responsibility, and future purchases) during a hotel crisis.

An experiment was conducted relying on four factors: the hotel's reputation, the extent of the crisis, external effects from regulatory agencies, and press and organisational response. Respondents were randomly assigned to 36 treatment groups (three levels of crisis extent×two levels of hotel corporate reputation×two levels of external effects×three levels of hotel response). Scenarios were developed, each describing one of the 36 treatments.

The results revealed that reputation, external effects and organisational response significantly influenced consumers. Specifically, consumers were more likely to have a positive impression of a hotel in crisis, to perceive the hotel as being more socially responsible, and to revisit the hotel when it was highly reputed, accepted responsibility, and was viewed favourably by the media. The extent of the crisis was found to be an insignificant factor.

Hotel managers could incorporate the results of this study into their crisis management plans. As consumer attitudes are explored, the hotel might begin to achieve more effective crisis management strategies.

There is a lack of research investigating hotel crisis management from the customer's perspective. By adopting effective crisis management practices, hotel managers could reduce the negative outcomes of crises such as fires.

The purpose of this paper is to critically review the extant western literature on political skill and impression management in human resource management and organisational behaviour and applies an inductive approach to explore an equal Chinese concept of office politics in the People’s Republic of China (PRC).

An empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique.

Data collected from 173 employees supported this model and indicated the existence of 14 clusters of behaviours that characterise political skill, impression management and the overlap between the two. Extending impression management theory, the authors found that individual players’ political skill drives the dynamics of Chinese office politics and may help a subordinate gain a favourable image with superiors and serve as the overlap between individual political skill and impression management from the Chinese perspective.

The authors used a grounded theory approach to report the construct of a Chinese concept of office politics in the PRC, which is much similar to the western concept of political skill in organisation. Compared with western political skill literature, this study found both universal and cultural-specific phenomena on political perspective in Chinese organisations.

Organizational crises are complex events for researchers to assess. However, research in this domain remains fragmented, and advanced empirical techniques remain underutilized. In this chapter, we offer an integrated approach to assessing crises. We first specify a behavioral process model of crisis management comprised of three stages: interpretations, responses, and outcomes. Within each stage, we identify areas of opportunity and provide methodological recommendations that enhance our understanding of crises and crisis management. We also provide recommendations that could be applied across stages of the model. Taken together, we present a framework by which researchers can more effectively measure and analyze critical crisis dimensions.

This paper aims to examine the psychological consequences of a customer engagement initiative through referral reward programs (RRPs) in online versus offline environments.

The authors conducted a qualitative study followed by a scenario-based experimental study.

The authors show that recommenders’ concern about how they are viewed by recommendation recipients (i.e. their metaperception) mediates the effects of incentives on referral likelihood in both offline and online environments. However, metaperception has a stronger effect offline where recommenders show higher impression management concerns compared to online. Furthermore, tie-strength and communication environment moderate the effect of incentives on metaperception. When referrals are made to weak-ties, incentives decrease metaperception favorability offline more than online. For strong-ties, this effect is lower, and it is similar in offline and online environments.

The study focused on an online versus offline dyadic communication and did not consider the differences among social media. Furthermore, the authors did not consider how other forms of positive metaperception, like being seen as helpful or knowledgeable, could be increased in an online incentivized referral context. It is possible that a recommender thinks others see him as more helpful or knowledgeable online because a lot more useful information and other resources could be offered here compared to offline communications.

The authors recommend managers to design both online and offline RRPs that minimize metaperception concerns; target strong ties in any communication environment as metaperception concerns are low; and target weak ties online where metaperception concerns are muted.

This work is the first to examine how recommenders’ psychological responses differ offline and online.

This paper aims to specifically analyze the interrelationships of employee political skill and personal reputation with both workplace and non-workplace outcomes. The study further focuses on performance and career development as workplace outcomes and entrepreneurial intentions as a non-workplace outcome, while analyzing employee political skill and personal reputation.

The study uses a survey method, where multi-source data were collected in a time-lagged fashion from the employees working in the textile sector in an under-researched emerging economy setting of Pakistan.

The findings establish that political skill is a significant predictor of employee job performance, career development and entrepreneurial intentions. Moreover, the mediating role of personal reputation was confirmed for the proposed relationships. Hence, the findings highlight the contributory role of personal reputation in the enhancement of workplace and non-workplace outcomes, such as entrepreneurial intentions linked to political skill.

Despite some limitations, this paper offers theoretical implications both for political skill and indirect reciprocity literature. A vital theoretical contribution is extended by studying the mediating role of personal reputation in the main relationships analyzed in this paper. The scope of indirect reciprocity is expanded by identifying personal reputation as a vital mechanism for indirect reciprocity.

Organizations should focus on developing political skill amongst their employees, as these skills are salient for amassing a favorable reputation, that eventually leads to performance, career growth and development of entrepreneurial intentions. Organizations should put in place careful selection and coaching and mentoring programs that equip employees with such skills that eventually lead toward the alignment of employees’ personal goals and organizational goals. Employees, then, could focus on priming both organizational and personal goals.

This paper is one of the pioneering studies that specifically link employee political skill with job performance, career development and entrepreneurial intentions, especially in the relatively volatile and under-researched context of Pakistan. Another novelty of this research is the investigation of personal reputation as a psychological mechanism underlying the primary relationships proposed in this research.

Corporate elites are increasingly held responsible for issues of sustainability including working conditions and workers’ rights in global production networks. We still know relatively little about how they respond to concrete stakeholder initiatives aiming to restrict corporate voluntarism through transnational regulation. In this paper we report comparative findings on corporate legitimation strategies in response to requests by labor representatives to sign Global Framework Agreements (GFAs). These agreements are intended to hold multinational corporations (MNCs) accountable for the implementation of core labor standards across their supply chains. We propose to broaden management-focused analyses of corporate legitimation strategies by applying a field-oriented perspective that considers the embeddedness of management in a broader web of strategic activity and variable opportunity structures. Our findings suggest that legitimation strategies are developed dynamically along with the rules, positions, and understandings developing around specific regulatory issues in sequences of interactions between elites and challenging groups.

The purpose of this paper is to explore the historical origins of consumer well‐being as well as the factors that shaped its evolution.

The paper presents a review of original publications that highlight classic views of consumer well‐being, including schools of thought on functionalism, management, buyer‐behavior, macromarketing, and consumer activism.

There has been a tendency to understand consumer well‐being as a function of economic‐based choice, where a “more‐is‐better” ideology has motivated much of the extant literature on the topic.

Integrating literature from the twentieth century demonstrates that perspectives on consumer well‐being have been influenced by forces beyond the classic economic model. The paper speculates that incorporating more community‐oriented and contextually‐bound criteria into the understanding of consumer well‐being may yield new research insights.

The purpose of this research is to analyze the perceptions of stakeholders – more specifically, socially responsible investment (SRI) practitioners – of the quality of sustainability reports using the Global Reporting Initiative (GRI) framework.

This paper is based on 33 semi-structured interviews carried out with different stakeholders and experts (e.g. consultants, fund managers, analysts, consultants) in the field of SRI in Canada.

The perceptions of SRI practitioners shed more light on the elastic and uncertain application of the GRI principles in determining the quality of sustainability reports. Their perceptions tend to support the argument that sustainability reports reflect the impression management strategies used by companies to highlight the positive aspects of their sustainability performance and to obfuscate negative outcomes.

First, undertake empirical research on stakeholders’ perceptions – which have been largely overlooked – of the quality of sustainability reports. Second, shed new light on the impression management strategies used in sustainability reporting. Third, show the reflexivity and the degree of skepticism of practitioners with regard to the reliability of information on sustainability performance.