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It is generally believed that supervisors would deter employee unethical behavior. However, drawing from social exchange theory and the theory of moral disengagement, we posit that supervisors are more willing to tolerate employee unethical behavior through moral disengagement when the perpetrator is a high performing employee.

Study 1, which measured employee unethical behavior in a specific group of doctors through a time-lagged survey, and Study 2, which manipulated employee unethical behavior with a diverse sample by a vignette-based experiment, provided convergent support for our hypothesized 1st-stage moderated mediation model. Hierarchical regression, bootstrapping and ANOVA are used to test our hypotheses.

Although supervisors generally showed a low social acceptance of an employee who engaged in unethical behavior, they were more likely to socially accept the perpetrator through moral disengagement when the employee was a high rather than a low performer.

Given that supervisor's tolerance of employee unethical behavior may be more dangerous than employee unethical behavior itself, organizations should set up an ethics committee to handle top managers' unethical behavior and consider morality equally important with performance in management practice.

The current research extends research on the interpersonal consequences of employee unethical behavior, explains how moral disengagement promotes social acceptance and identifies the moderating effect of job performance in the process.

This paper aims to use the theory of planned behavior to evaluate factors that influence openness to participating in a victim-offender conference (VOC).

Consistent with theory of planned behavior recommendations, the study uses a vignette-based design to assess participation openness as willingness to participate in a VOC if they were victims of a property crime. It evaluates the goodness of fit of a hypothesized structural model of participation openness to the data and the utility of a theory of planned behavior model as opposed to simply an outcome-driven model.

Findings from a hierarchical linear regression illustrate that a theory of planned behavior model explains a greater percentage of participation willingness than does an outcome-driven model. Analysis using structural equation modeling suggests that participation openness is largely a function of subjective norms, anticipated affect and anticipated outcomes.

Limitations spring largely from sampling method and research design. Research implications pertain to the utility of theory of planned behavior in expanding research of VOC participation openness to include not only outcomes but also relational and contextual factors.

The manuscript identifies several implications for training facilitators, talking with prospective VOC participants and advocating for restorative justice programs.

Use of the theory of planned behavior as a lens for understanding openness to VOC participation gives researchers and practitioners a wider and more nuanced understanding of why people would generally be willing to participate in a VOC if they were the victim of an offense.

The purpose of this research is to examine how a change in team dynamics impacts an individual's motivation to engage in helping behavior and operational performance.

An online vignette experiment and a hybrid discrete event and agent-based simulation model are used.

Study findings demonstrate how a non-core worker's perception of team dynamics influence engagement in helping behavior and system performance.

This study provides a further understanding on how team members react to changes in team processes. This study theorizes on how an individual team member responds to fairness concerns. This study also advances our understanding of the critical importance of helping behavior in a retail logistics setting. This research illustrates how the theory of strategic core and procedural justice literature can be adopted to explain team dynamics in supply chain management.

The present research aims to identify critical antecedents of willingness to pay (WTP) for traditional bundles (those comprising only goods or services) in an emerging market context. Further, it differentiates the relative importance of the determinants of customers' WTP according to the bundle type.

Data were collected from Indian customers. The paper uses conjoint analysis with an orthogonal design. The experimental conditions were manipulated using vignettes.

The results indicated that purchase autonomy was considered the most important driver for customer's WTP in the case of traditional bundles. Quality variability, overall bundle quality and complementarity followed autonomy in the order of importance. Moreover, the interaction effects of autonomy and complementarity with bundle type significantly influenced the customer's WTP. Customers had a higher WTP for services bundle in high autonomy and goods bundle in high complementarity situations.

Retailers should allow customers to buy either the entire bundle or its components separately, irrespective of the type of traditional bundle. They should try to make bundles whose perceived quality varies significantly in the target customers. Retailers should try to keep complementary components in the goods-only bundle.

The present study extends the relationship of the WTP with its antecedents to traditional bundles. Earlier studies have only studied these relationships for hybrid (combination of goods and services) bundles. With the current study results, retailers can bundle traditional bundles (goods only and services only).

We investigate the effects of management-employee similarity on mistreated employees’ propensities to engage in legal and organizational claiming, to quit, and to not seek a remedy in ongoing employment relationships.

We test hypotheses generated by the similarity-attraction and similarity-betrayal paradigms using Tobit regression and data from vignette-based employee surveys.

Mistreated employees with same-sex supervisors are more likely to initiate legal claims and to quit than those with opposite-sex supervisors, but less likely to initiate legal claims and to quit when they have a same-race supervisor than when they have a different-race supervisor. The effects of management-employee similarity on mistreated employees’ remedy-seeking responses exhibit asymmetries by gender and by race. The presence of same-race supervisors or other managers appears to diminish the greater reluctance of nonwhite employees, compared to white employees, to use organizational claiming mechanisms.

We know of no prior published research that has investigated the determinants of employees’ propensities to engage in multiple forms of remedy seeking, as well as the propensity to not seek a remedy, in response to plausibly illegal mistreatment not involving dismissal.

Despite the increasing prominence of value co-creation (VCC) in extant research, the area of customer co-creation is in its infancy and many aspects are not well-understood. This paper aims to important work from the individual psychology literature with the concept of VCC and offers empirical evidence to untested theoretical claims regarding the role of the individual in VCC.

The investigation begins with reviews of the literature of individual psychology and VCC to compare the concepts they use to explain the role of the individual in co-creation. The results of the theoretical development are empirically derived using a multiple vignette-based study to examine relationships between individual characteristics and the activity of VCC.

The authors find a positive effect of a customer’s prosocial orientation, perspective taking and involvement on VCC. However, a customer’s extraversion does not affect the degree of VCC. The desire-to-participate mediates these relationships.

This study offers a foundation for some of the central claims about VCC and encourages a precise understanding of the impact of individual customer psychology in value co-creation with firms. Implications for the service-dominant logic of marketing and core work in psychology are discussed.

Managers seeking to design co-creative ecosystems need to know about the individuals they are co-creating with. In this research, the authors clearly exemplify how managers can use in practice a theoretical understanding of individuals to better direct the activity of VCC.

This paper provides both new theoretical knowledge from the parallel literature review and exciting empirical results from the authors’ investigation into phenomenological claims regarding VCC.

Service robots are taking over the organizational frontline. Despite a recent surge in studies on this topic, extant works are predominantly conceptual in nature. The purpose of this paper is to provide valuable empirical insights by building on the attribution theory.

Two vignette-based experimental studies were employed. Data were collected from US respondents who were randomly assigned to scenarios focusing on a hotel’s reception service and restaurant’s waiter service.

Results indicate that respondents make stronger attributions of responsibility for the service performance toward humans than toward robots, especially when a service failure occurs. Customers thus attribute responsibility to the firm rather than the frontline robot. Interestingly, the perceived stability of the performance is greater when the service is conducted by a robot than by an employee. This implies that customers expect employees to shape up after a poor service encounter but expect little improvement in robots’ performance over time.

Robots are perceived to be more representative of a firm than employees. To avoid harmful customer attributions, service providers should clearly communicate to customers that frontline robots pack sophisticated analytical, rather than simple mechanical, artificial intelligence technology that explicitly learns from service failures.

Customer responses to frontline robots have remained largely unexplored. This paper is the first to explore the attributions that customers make when they experience robots in the frontline.

This study aims to develop an understanding of how customers of a physical retail store valuate receiving location-based mobile phone messages when they are in proximity of the store. It proposes and tests a model relating two benefits (personalization and location congruency) and two sacrifices (privacy concern and intrusiveness) to message value perceptions and store visit attitudes.

The study uses a vignette-based survey to collect data from a sample of 1,225 customers of a fashion retailer. The postulated research model is estimated using SmartPLS 3.0 with the consistent-PLS algorithm and further validated via a post-hoc test.

The empirical testing confirms the predictive validity and robustness of the model and reveals that location congruency and intrusiveness are the location-based message characteristics with the strongest effects on message value and store visit attitude.

The paper adds to the underexplored field of store entry research and extends previous location-based messaging studies by integrating personalization, location congruency, privacy concern and intrusiveness into one validated model.

Obsessive-compulsive disorder (OCD) is a serious mental health condition that is frequently misdiagnosed and left untreated for extended periods. A contributing factor may be the lack of awareness regarding OCD’s heterogeneous symptom presentations in nonpsychiatric medical providers (MPs). Nonpsychiatric MPs are often consulted by those with OCD and are thus in a key position to first identify the symptoms in a person. Thus, the purpose of this study is to assess nonpsychiatric MPs’ ability to recognize varying symptom presentations of OCD.

The current study examined OCD recognition rates in 105 nonpsychiatric MPs practicing on Guam – a rural island community with limited mental health resources. Participants were randomly assigned to read one of six vignettes describing a common obsessional theme within OCD (i.e. contamination, symmetry, religion, homosexuality, pedophilia or aggression) and asked to provide their diagnostic impressions.

Over half of participating MPs (58.1%) did not recognize the condition in the vignettes as OCD. As groups, vignettes describing taboo obsessions were significantly less likely to be recognized as OCD than those describing contamination and symmetry obsessions. Overall, results reveal that MPs are largely unaware of the diversity of OCD symptoms.

Few studies have examined nonpsychiatric MPs’ awareness of varying OCD symptom presentations, and to the best of the authors’ knowledge, no studies to date have been conducted on MPs practicing in rural settings. The findings of this study can inform training programs for MPs to help decrease OCD misdiagnoses in medical settings.

The purpose of this replication study is to identify relevant individual and contextual factors influencing learning from errors at work and to determine if the predictors for learning activities are the same for the domains of nursing and retail banking.

A cross-sectional replication study was carried out in retail banking departments of a German bank. In a pre-study, interviews were conducted with experts (N = 4) of retail banking. The pre-study was necessary to develop vignettes describing authentic examples of error situations which were part of the questionnaire. The questionnaire was filled out by 178 employees.

Results indicate that the estimation of an error as relevant for learning positively predicts bankers’ engagement in social learning activities. The tendency to cover up an error predicts bankers’ engagement negatively. There are also indirect effects of error strain and the perception of a safe social team climate on the engagement in social learning.

This paper contributes to the generalization of results by transferring and testing a model of learning from errors in a domain different from the previous domains where this topic was investigated.