Linking young individuals' capital to investment intentions: Comparing two cultural backgrounds

By integrating the Entrepreneurial Intentionality Model and the Theory of Planned Behaviour, we explored the effects of human, social and financial capital on young individuals' investment intentions in two groups (97 English and 97 Greeks). Results indicated that human capital is directly and indirectly related to investment intentions via, first, subjective norms and, consequently, personal attitudes and perceived behavioural control, while social capital is only indirectly related to investment intentions via perceived behavioural control. In the individualistic group (English), human capital related directly and positively with investment intentions while social capital related indirectly to investment intentions via its positive relationship to subjective norms. With regard to participants from a collectivistic background (Greeks), human capital related indirectly to investment intentions via, first, subjective norms and, consequently, personal attitudes and perceived behavioural control, while social capital related directly and indirectly to investment intentions via perceived behavioural control. Financial capital was only negatively related to investment intentions in the total and Greek sample.     

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

Leadership decision-making: A behavioral reasoning theory analysis

Behavioral reasoning theory proposes that context-specific reasons are critical in decision-making, intention formation, and behavior. Reasons are especially important for leaders because of their frequent need to justify their decisions to others. Past behavioral intention theories, such as the theory of planned behavior, have not accounted for the impact of reasons on decision-making processes. Moreover, behavioral reasoning theory hypothesizes that reasons not only influence leaders' attitudes, subjective norms, and perceived control to act, they also directly influence leaders' intentions to act (through explicit or implicit processes). We tested theoretical propositions in a special case of executives' decisions to employ youth workforces (N = 283). Results demonstrated support for the theory, including its predictive validity over the theory of planned behavior. Regarding theoretical extensions for future research, the theory suggests that leaders' decisions could benefit from a careful analysis of their attitudinal, normative, and control perceptions as well as an explicit consideration of their specific behavioral reasons that are grounded in relevant fact, objective evidence, and empirical research. Finally, the possible link between leaders' justifiable reasoning and followers' perceived procedural justice and satisfaction is discussed.     

Personnel turnover in health care organizations: Test of a predictive model based on work assessments by employees

It is predicted that institutions in Dutch intramural health care will be increasingly confronted with problems in personnel supply. Instead of making great efforts to keep the inflow of new personnel on the desired level, control of turnover is an alternative solution. In this paper, an explanatory model is constructed, based on previous theories and research findings. It is hypothesized that the more employees have positive attitudes concerning their work and work situation, the greater their satisfaction and commitment and hence the less their intention to leave and the lower actual turnover. This model was tested using a large scale employee questionnaire. The instrument turned out to be reliable (internal consistencies above .70). The questionnaire was administered in eight institutions in four health care sectors (n = 1456). Results indicate that attitudes about work content and personnel management are relevant in predicting intention to leave. All in all, 8 work-related aspects predicted 21% of intention to leave. Aspects with the most predictive value were career guidance, work safety, responsibilities and job discretion. Furthermore, general satisfaction was shown to play an intermediary role in predicting intention to leave. It is concluded that improvements in work content and personnel management can reduce intention to leave and hence the demand for new personnel.     

Personnel turnover in health care organizations: Test of a predictive model based on work assessments by employees

Abstract

It is predicted that institutions in Dutch intramural health care will be increasingly confronted with problems in personnel supply. Instead of making great efforts to keep the inflow of new personnel on the desired level, control of turnover is an alternative solution. In this paper, an explanatory model is constructed, based on previous theories and research findings. It is hypothesized that the more employees have positive attitudes concerning their work and work situation, the greater their satisfaction and commitment and hence the less their intention to leave and the lower actual turnover. This model was tested using a large scale employee questionnaire. The instrument turned out to be reliable (internal consistencies above .70). The questionnaire was administered in eight institutions in four health care sectors (n = 1456). Results indicate that attitudes about work content and personnel management are relevant in predicting intention to leave. All in all, 8 work-related aspects predicted 21% of intention to leave. Aspects with the most predictive value were career guidance, work safety, responsibilities and job discretion. Furthermore, general satisfaction was shown to play an intermediary role in predicting intention to leave. It is concluded that improvements in work content and personnel management can reduce intention to leave and hence the demand for new personnel.     

内外控人格特质的研究及其在管理中的应用

内外控人格特质是个体对其行为及行为所产生的后果强化后的信念。内外控人格特质的不同不但影响个体对工作的态度,还影响着个体对组织的承诺感及满意度,从而影响到员工工作绩效和离职意图。通过对影响内外控人格特质的因素进行归纳,对目前常用的测量内外控人格特质的量表进行分类,并对内外控人格特质在管理中的应用进行分析的基础上,对国内外内外控人格特质的研究现状进行了较全面的概述,并在此基础上提出了5个方面的研究方向。     

Acceptance of automation manufacturing technology in China: an examination of perceived norm and organizational efficacy

Abstract

With a shift to more automation technology, social acceptance of technology plays an important role in the manufacturing sector. To what extent this occurs, and affects the adoption of technology, has been less researched, but is important in deciding how such technology is introduced, and the nature of the shift from labour-intensive manufacturing to automation. This research applies the revised technology acceptance model (TAM) to examine the impact of social and individual antecedents on the acceptance of automation manufacturing technology. Survey data are collected from 258 Chinese manufacturers. Results suggest that perceived norms significantly affect organizational intention to use automation manufacturing technology both directly and via perceived usefulness; organizational efficacy explains the intention to use via mediating effect of perceived usefulness and perceived ease of use. This research is one of the first extending and applying TAM from individuals to organizations.     

人格特质、组织承诺与离职意图关系的实证研究

通过对中国联通安徽分公司131名雇员进行实证分析,考察了个人属性、内外控型人格特质、组织承诺与雇员离职意图的关系。结果发现组织承诺、内外控人格特质对离职意图有显著影响,个人属性中除婚否外,其他属性对离职意图也有显著影响。推测组织承诺将极有可能是个人属性与离职意图间的中介变量,并且对内外控人格特质与离职意图之间的关系具有调节作用。     

The Sources of Belief in Personal Capability: Antecedents of Self-Efficacy in Private Adaptation to Flood Risk

Self-efficacy is one of the strongest and most consistent drivers of private flood mitigation behavior; however, the factors influencing self-efficacy in the context of flooding remain unclear. The present study examines three potential antecedents of self-efficacy: personal and vicarious experiences of floods or building-related events, social norms for private flood preparedness, and personal competencies such as technical abilities and social skills. While controlling for other drivers in a protection motivation theory (PMT) framework, these antecedents are tested as precursors of self-efficacy and intentions to improve flood resilience. Structural equation modeling is applied to conduct mediation analyses with survey data of 381 flood-prone households in Austria. Contrary to theoretical expectations, personal and vicarious experiences do not predict self-efficacy, presumably because rare flood events and changing hazard characteristics do not facilitate generalizable performance accomplishments. Social norms strongly and consistently influence self-efficacy, especially for actions observable by others, and also directly influence protective responses. Personal competencies increase self-efficacy and support protective action, particularly with regard to preventive and structural measures. The strength and direction of the antecedents of self-efficacy as well as of other PMT determinants vary between general and specific protective responses. This study provides important insights for risk managers, suggesting that interventions involving social norms and personal competencies can be effective in stimulating self-efficacy and, in turn, private flood mitigation. Interventions and research should clearly differentiate between general intention and the implementation of specific measures, and should address cumulative, synergistic, or tradeoff interrelations between multiple measures.     

A Case Study of Gender Differences in Job Satisfaction Subsequent to Implementation of an Employment Equity Programme

In this research case study, the competing hypothesis of socialization, structural and social role theories were derived and used to explore and compare the job attitudes and satisfaction of women and men in a Canadian insurance company subsequent to voluntary implementation of an employment equity programme. Gender comparisons of both managerial and clerical employees on individual facets of satisfaction indicated the most support for social role theory, some support for structural theory and the least support for socialization theory. These findings indicate that managerial women and men tend to derive work satisfaction from similar sources. The variation in facet results cautions against global conclusions about gender and job satisfaction. Unanticipated consequences such as a 'backlash' (Faludi, 1991) of managerial men and a 'glass escalator' (Williams, 1992) for clerical men were also suggested by the findings in this case. A key implication is the potential benefit to both organizations and managerial women from steps taken to level the structural playing field.     

Examining Consumer Behavior Toward Genetically Modified (GM) Food in Britain

This study examined behavior toward genetically modified (GM) food in a British community-based sample. We used an equivalent gain task in which participants actually received the options they chose to encourage truthful responding. In conjunction with this, theory of planned behavior (TPB) components were evaluated so as to examine the relative importance of behavioral influences in this domain. Here, the TPB was extended to include additional components to measure self-identity, moral norms, and emotional involvement. Results indicated that the monetary amounts participants accepted in preference to GM food were significantly lower than those accepted in preference to non-GM food. However, the vast majority of participants were indifferent between GM and non-GM food options. All TPB components significantly predicted behavioral intentions to try GM food, with attitudes toward GM being the strongest predictor. Self-identity and emotional involvement were also found to be significant predictors of behavioral intentions but moral norms were not. In addition, behavioral intentions significantly predicted behavior; however, PBC did not. An additional measure of participants' propensity to respond in a socially desirable manner indicated that our results were not influenced by self-presentation issues, giving confidence to our findings. Overall, it appears that the majority of participants (74.5%) would purchase GM food at some price.     

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles,work engagement,and turnover intention

Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention.     

关系品质对服务补救效果的调节作用

在关于服务补救的文献中,许多研究过于强调服务补救属性本身对补救后顾客态度和行为意向的影响。其实,它们不仅仅取决于类似于特定服务补救属性的感觉要素,还取决于类似于关系品质这样的知觉要素。为了揭示知觉要素对服务补救效果的重要性,本文以关系品质作为调节变量来考察它对服务补救过程中顾客的态度标识参数和行为意向的影响,发现关系品质对于服务补救效果确实存在着积极的调节作用,并根据这一发现提出了相应的营销建议。最后,文章给出了本研究的局限和未来的研究方向。     

Professional women: are distress and disease inevitable?

The unique sources of stress for professional women are discrimination, stereotyping, the marriage/work interface, and social isolation. The behavioral, physiological, and psychological consequences of mismanaged stress are examined and four preventive stress management moderators specifically for professional women suggested. These moderators that influence the stress-strain relationships are a mentor, locus of control, self-confidence, and self-awareness. Finally, a three-point research agenda is outlined for extending understanding of stress among professional women.     

Are there Gender Differences in the Ethics Judgments of Marketing Managers?

This study found that moral reasoning predicts intention to act in an ethical dilemma, but that this behavior is not modified by gender differences. Fishbein and Ajzen’s Reasoned Action model was used to predict intention to act in ethical dilemmas, while the Kohlberg and Gilligan paradigms of moral reasoning were introduced as exogenous variables. The theory of reasoned action model was found to be a good predictor of intention as hypothesized. Suggestions for further research are included. This revised version was published online in July 2006 with corrections to the Cover Date.     

NORMS MAKE PREFERENCES SOCIAL

We explore the idea that prosocial behavior in experimental games is driven by social norms imported into the laboratory. Under this view, differences in behavior across subjects is driven by heterogeneity in sensitivity to social norms. We introduce an incentivized method of eliciting individual norm‐sensitivity, and we show how it relates to play in public goods, trust, dictator, and ultimatum games. We show how our observations can be rationalized in a stylized model of norm‐dependent preferences under reasonable assumptions about the nature of social norms. Then we directly elicit norms in these games to test the robustness of our interpretation.     

The impact of leader personality on new product development teamwork and performance: The moderating role of uncertainty

We examined the affect of leader personality on new product development (NPD) project performance under differing conditions of uncertainty. Our model posits teamwork as a mediating variable between leader personality and NPD performance. We hypothesized that the personality variable of openness would have a stronger influence on teamwork and NPD performance when uncertainty was high, and that the personality variables of extraversion, conscientiousness and stability would have a stronger indirect influence on NPD performance through teamwork when uncertainty was low. We used structural equation modeling to test two models of the influence of personality. In our study of 143 development projects, we support the importance of teamwork as a process variable linking leader personality to NPD performance and confirm that the effects of leader personality on these criteria depend on the level of uncertainty operating in NPD projects, thus substantiating all our hypotheses. Recommendations to re-consider hiring criteria and training for NPD project leaders are provided.     

团队成员交换、社会因素策略与新员工社会化

团队工作方式在组织中日益普遍,团队成员成为影响新员工社会化的重要因素。探讨团队成员交换对新员工社会化结果的影响及其作用机制,尤其是社会因素策略这一组织社会化策略在其中的中介作用,选取201个入职时间在一年半以内的销售人员为调查样本,运用结构方程模型路径分析方法对研究模型进行检验。研究结果表明,团队成员交换对新员工社会化结果产生显著影响;新员工感知的社会因素策略在团队成员交换与任务掌握、角色清晰、工作满意度之间起部分中介作用,在团队成员交换与离职倾向之间起完全中介作用。这表明高质量的团队成员交换关系可以促进新员工感知更多来自组织的正向社会支持以及组织内部人的角色模范作用,最终帮助他们成功社会化。     

Treason or Reason? Psychoanalytical Insights on Whistleblowing

This paper critically examines and reviews the dominant and mainstream perspectives and literature on whistleblowing and offers a new approach to understanding this complex phenomenon using a psychoanalytical lens. Almost all studies on whistleblowing perceive it as an ethical, moral or altruistic act on the part of the whistleblower and overlook the whistleblower's subjectivity in question. This paper offers an in‐depth review of the literature to explore this and addresses the emergent but nascent discourses on whistleblower's subjectivity, offering an alternative perspective suggesting that not all whistleblowers may be prompted by moral compulsion or desire to speak truth to power. It suggests that underlying emotional and unconscious dynamics such as narcissism, in particular narcissistic rage, disillusionment and a sense of betrayal, can be possible factors in deciding to ‘blow the whistle’. Furthermore, the concept of psychological defences and defence mechanisms is discussed in depth and is used to illustrate the dynamics above. In doing so, this paper draws upon extant literatures to challenge and shift existing paradigms on normative whistleblowing literature, offering novel and significant theoretical contributions and an alternative strategic platform for new directions in research and practice.