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Although voice endorsement is essential for individuals, teams and organizational performance, leaders who consider followers' voice to be threatening are reluctant to implement followers' ideas. The authors, taking note of this phenomenon, investigate why leaders who feel a threat from followers' voice exhibit voice rejection at the workplace and when this detrimental tendency can be diminished. Thus, based on the self-defense tendency as per self-affirmation theory, the authors argue that those leaders who experience threat triggered by followers' voice, justify voice rejection through the self-defense tactics: message derogation and source derogation. In addition, the authors also propose that a leader's positive (negative) affect experienced before voice exposure may decrease (increase) self-defense and voice rejection.

To test the authors’ moderated mediation model, they conducted two independent vignette studies (N = 269; N = 208). The purpose of the first vignette study was to test the simple mediation (i.e. the direct and indirect effects), whereas the second study aimed to test the moderated mediation model.

In Study 1, the authors found that the leader's perceived threat to competence provoked by followers' voice was positively related to voice rejection, and the relationship was partially mediated by message derogation and source derogation. In line with this, in Study 2, the authors tested the moderated mediation model and replicated the findings of Study 1. They found that the effects of leader's perceived threat to competence on voice rejection through self-defense tactics are weaker (stronger) at the high (low) values of a leader's positive affect. In contrast, the effects of a leader's perceived threat to competence on voice rejection through self-defense tactics are stronger (weaker) at the high (low) values of a leader's negative affect.

This study suggests that leaders who experience a threat to competence instigated by employee voice are more likely to think that ideas proposed by employees are non-constructive and employees who suggest those ideas are not credible, and these appraisals have a direct influence on voice rejection. However, if leaders are in a good mood vs. bad mood, they will be less likely to think negatively about employees and their ideas even when they experience psychological threats. The findings highlight several avenues for future researchers to extend the literature on employee voice management and leadership coaching by providing theoretical and managerial implications.

The final effectiveness of employee voice largely depends on voice endorsement. This study aims to review, assess, analyze and synthesize the emerging literature on voice endorsement by focusing on its antecedents to promote future research from a comprehensive perspective.

Based on an integrative review of the literature, the authors conducted a content analysis of 53 peer-reviewed journal articles.

Building on the Shannon–Weaver communication model, this paper summarizes that factors influencing voice endorsement can be classified into five prominent aspects: voicer, voiced idea, contextual factors and noises, voice channel (medium) and voice receiver.

This research holds important implications for practice, providing practical guidelines for employees to speak up, for leaders to endorse voice and for organizations to maintain sustainable development by making full use of employee voice.

This review enriches voice endorsement research by introducing a communication framework to synthesize its antecedents and extends the application of the communication model in organization research. Additionally, the authors offer directions for future research.

The purpose of this study is to explore how and when an employee's belief in their voice self-efficacy leads to promotive and prohibitive voice behavior. By banking on social cognitive theory, this study examines perceived influence at work as a mediator and managerial openness as a moderator in the link between voice self-efficacy and the two forms of voice.

This study's data come from 285 Indian information technology (IT) employees by adopting a cross-sectional survey design. The effect of moderator and mediator is examined by employing structural equation modeling in AMOS 22.

The results reveal that perceived influence at work partially mediates the positive link between voice self-efficacy and the two forms of voice behaviors. The test of moderation also exposes that prohibitive voice is more contingent on managerial openness as compared to promotive voice.

This is one of the initial studies to explore perceived influence at work as a mediator in the association between voice self-efficacy and employee voice behavior. The treatment of voice as a bidimensional construct in this study discloses the difference between the two forms, contributing to the voice literature and inviting further research.

The purpose of this paper is to gather research-stories, that is, the stories of the researcher themselves. The authors gather stories that situate researchers in their social, political, personal and professional contexts to learn about being a researcher in a University at this particular historical moment.

The authors’ stories began with the naive question – “What is it like to be a researcher in a University right now?”. The authors asked this question of Julie White’s (2012) “disposable academics” (p. 50); short-term and casualised staff with insecure teaching or research contracts. They asked White’s (2012, p. 48) “academic infantry” the mid-career researchers who have felt the labour intensification of recent times. They also asked senior academics, established professors with established research histories and the security (they hope) of a steady track record and a list of external grants.

The answers were not simple. They were stories of the pragmatics of managing the new academic scene; maintaining a research passion despite the pressures of new managerialism’s focus on certain forms of efficiency, external accountability and monitoring; resolving the apparent losses of autonomy, academic freedom, support, security and academic dignity. The authors heard emotional and vulnerable stories, stories of personal investment and emotionally and physically risky and dangerous encounters. The authors learnt something of the complex business of negotiating personal and professional subjectivities.

The authors heard emotional and vulnerable stories, stories of personal investment and emotionally and physically risky and dangerous encounters. They learnt something of the complex business of negotiating personal and professional subjectivities.

The purpose of this study is to integrate Green technology, Lean and Six Sigma methodology under the umbrella of Green Lean Six Sigma (GLSS). Further, the study also proposes an eight facet GLSS framework for small and medium enterprises (SMEs) to enhance organizational sustainability.

In this study, GLSS integration has been proposed based on intangible features like barriers, challenges, toolsets, etc. Moreover, the GLSS framework has been realized based on Six Sigma well-known define, measure, analyze, improve and control (DMAIC) approach.

It has been found that lack of customer involvement, financial constraints and ignorance towards Kaizen are the most pre-eminent barriers for GLSS execution. Further, it has been found that most frequently used GLSS tools are the 5S, environmental value stream mapping (EVSM) and life cycle assessment (LCA). The proposed GLSS framework encompasses systematic application of different GLSS tools that lead improved organization sustainability.

The present study will facilitate industrial managers to incorporate the GLSS approach in their business process through systematic understanding of key elements related to this sustainable approach. This study further prompts practitioner to incorporate GLSS in industry through systematic adoption of the proposed framework for improved environmental performance.

This work provides detailed knowledge for the researchers and academicians by dispensing awareness into integral measures and framework. GLSS toolsets dispensed in this work augments academicians and researchers to make decision which tools to be used at distinct phases of GLSS project execution.

The present study is the first of its kind that provides integral measures and GLSS framework for SMEs.

The aim of this paper is to conceptualise the influences of extreme negative emotional response towards luxury brands as expressed in brand hate.

The paper uses examples obtained from a critical incidents approach to interviews with a small sample of German and British luxury consumers. Informants were asked to identify extremely positive and then extremely negative incidents which affected their perceptions of luxury brands. This critical incidents approach allowed for a clearer focus on the negative incidents and allowed identification of common themes that may be related to extreme negative affect.

The evaluation of negative incidents which the informants named suggest that country of origin, consumer dissatisfaction with service, and negative stereotypes of luxury brand users are potential antecedents of brand hate within the luxury sector. Some types of advertising might heighten the latter effect. Consumers' perceptions of corporate social performance did not seem to be a strong source of brand hate, yet the respondents stressed the significance of luxury brands to act responsibly. Thus, it is important for luxury brands to avoid potential dissonance in the way consumers perceive them.

This primarily conceptual paper uses examples from Germany and the UK. Therefore, it is recommended to continue with studies in other countries, including emerging economies, to identify potential cross‐cultural differences. Furthermore, it would be interesting to ascertain which factors are the most significant in evoking extreme negative brand affect.

The core reputation of the luxury brand is a common theme which is identified as a driving force of brand hate. Brand practitioners therefore need to consider how to build a strong positive reputation in order to withstand the immediate and long‐term consequences of brand hate.

The need to investigate antecedents of extreme negative affect as manifested in brand hate reflects a gap in extant literature on luxury brand management. Therefore, the authors contend that their conceptualization of antecedents of affect will have important theoretical and practical implications within the field of luxury brand management.

Reports on the work of the National Physical Laboratory in evaluating commercial biometric authentification systems.

Reviews the results of the first round of testing, completed in 2000, and describes the new equipment to be used in the second round.

Various biometric features are being used for the unique identification of individual people, but so far the iris seems to be the most stable and is most successfully encoded for rapid and accurate recognition. Many biometric systems have an adjustable threshold controlling the trade‐off between security and user‐friendliness. By combining biometric features, for example, the geometry and texture of the face, the accuracy may be improved.

Reports on the standardization of test procedures for evaluating biometric devices, and the availability of objective evaluation results for different types of equipment.

This study aims to develop customer trust through information quality, customer awareness, and perceived value. This study is motivated by the hustle and bustle occurred as the result of the socialization of MyPertamina, a digital payment service for subsidized fuel customers in 11 areas of 4 provinces in Indonesia. The hustle and bustle can be viewed as customer distrust of MyPertamina. However, customer trust is a business success key. Is MyPertamina a solution or problem maker for customers to buy subsidized fuel?

The design of this study is survey. Primary data are collected through questionnaires sent to subsidized fuel customers in the socialization areas of MyPertamina. The data are processed using SPSS and Amos programs.

PV, IQ and CA, respectively, can develop CT on MyPertamina. Although the PV cannot strengthen the effect of CA on CT, the construct can strengthen the effect of IQ on CT.

Indonesian Government via Pertamina, a state-owned enterprise, must develop CT through IQ, CA and PV to succeed the application of MyPertamina.

This study develops IQ, CA and PV based on technology acceptance model and theory of reasoned action to develop CT on MyPertamina.