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This study aims to examine the relationship between organizational justice and employee retaliation. By incorporating psychological contract violation (PCV) as a mediating variable, this study uncovers the underlying psychological pathways through which perceptions of unfairness lead to employees’ decisions to retaliate. Furthermore, this study examines individual power distance orientation as a moderating factor, offering insights into how cultural values influence individual perceptions of and reactions to perceived injustice.

Through a two-wave survey design, the authors screened for full-time employees through Qualtrics. The authors have used confirmatory factor analysis to examine the measurement model fit. In addition, the authors have performed regression-based path analysis using Mplus to test their hypotheses.

This study has found that PCV fully mediates the impact of organizational justice on employee retention. The results also revealed two distinct mechanisms through which power distance orientation affects individual reactions to perceived unfairness. Specifically, it was also found that cognitive and motivational effects occur simultaneously yet in the opposite direction, such that power distance orientation weakens the impact of procedural justice on PCV but exacerbates the relationship between PCV and retaliation directed at supervisors and coworkers.

The analysis of the mediating role of PCV enables the authors to tease apart the cognitive and motivational impacts of power distance orientation, shedding light on existing mixed empirical findings. In addition, this study advances the understanding of psychological contract development by illustrating the impact of cultural orientation, such that it not only aligns individuals’ expectations with prevailing cultural norms but also influences the significance attributed to these expectations. Lastly, the study contributes to cross-cultural research on organizational justice and retaliation by showing individual perceptions of and reactions to lack of justice depending on cultural orientations.

Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.

Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.

In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.

This paper aims to examine whether the pro-environmental engagement (PEE) of firms in response to the environmental expectations of stakeholders increases firm market power and whether the level of stakeholder PEE can counterbalance this effect.

This study draws on stakeholder theory and the co-production paradigm. The stakeholder perspective provides a theoretical basis for the increase in market power of organizations that improve their PEE, while co-production paradigm provides a theoretical foundation for the negative impact of stakeholder PEE on market power. The empirical evidence is derived from waste management services in Italy. The authors use a stochastic frontier approach to determine firm market power indices in relation to firm and stakeholder PEE.

The results confirm that market power increases when stakeholder expectations are met, while stakeholder commitment (mainly service recipients) challenges this effect. Furthermore, the findings suggest the existence of a self-reinforcing mechanism, as organizational efforts tend to keep pace with the empowerment of service recipients.

The originality of the study lies in the use of market power as a performance parameter, which has the advantage of being directly related to the acquisition of monopoly rents. In this context, the sustainability efforts of firms have strategic valence, as they allow them to approach a monopolistic condition, while the co-production efforts of service recipients can mitigate this socially undesirable outcome.

This study explores the incorporation of prosocial compensation in service recoveries by allowing customers to cocreate the process through compensation choice, explains the underlying mechanism driving these results and identifies a boundary condition for these effects.

Three scenario-based experimental studies are conducted to test the proposed hypotheses.

Incorporating cocreation in a service recovery featuring prosocial compensation can outperform purely financial compensation (i.e. monetary-only) if the customer is given a choice. Moreover, pride is higher for customers who choose prosocial compensation (i.e. donations) as part of a service recovery. These findings are contingent on the firm’s reputation, namely, its corporate social responsibility (CSR) authenticity, such that companies with high (vs low) CSR authenticity perceptions benefit more in terms of enhanced pride given cocreated prosocial recoveries.

Drawing on service-dominant logic and social exchange theory, the findings of this research suggest that incorporating prosocial compensation, an element of CSR, as part of a cocreated service recovery strategy can enhance pride and repurchase intent.

This research demonstrates instances where prosocial compensation can outperform monetary-only compensation, leading to higher repurchase intent, highlighting conditions for this to occur and offering prescriptions for managers to implement these strategies in service recoveries.

Cocreating service recoveries with prosocial compensation, like donations, boosts customer pride and strengthens relationships. Firms with authentic CSR perceptions benefit most, addressing customers’ emotional and economic needs while enhancing community goodwill.

This work uniquely explores the effect of cocreated recoveries using prosocial compensation on pride and repurchase intent.

Sport is acknowledged for fostering positive competencies, behaviours and attitudes contributing to individuals' social and physical well-being and development. However, recent research suggests that athletes may face adverse effects on their health, safety and well-being due to violence against them. Numerous studies highlight that athletes across various sports endure physical, sexual and emotional violence. Given the pervasive nature and severity of such violence, understanding athletes' widespread tolerance for these experiences is crucial. This chapter employs figurational sociology to analyse violence against athletes, specifically exploring how violence and abuse in sport tends to become normalised. By placing a strong emphasis on the interdependence of individuals and their actions within social networks, figurational sociology highlights how abuse in sport is influenced by the relationships and interactions between athletes, coaches and other actors, such as medical staff, peers and parents. Moreover, through the analysis of dynamic power relations across various actors and the role of habitus, this sociological perspective offers valuable insights into the dynamics of abuse in sport.

The need to match highly variable demand for healthcare services with existing capacity has been a significant health system challenge experienced by the COVID-19 pandemic. Despite mounting research on various COVID-19 responses in the recent literature, there has not been a structured review examining key determinants of health system volume flexibility. The focus of the present research is to review recent literature based on a conceptual framework developed based on the volume flexibility literature on COVID-19. The review also provides a meaningful way to guide practice and future research in the area.

A literature review was performed guided by the theoretical frameworks developed in the previous volume of flexibility literature. Selected research papers were reviewed and analyzed to identify key determinants of health system volume flexibility.

Seven determinants of health system volume flexibility under three domains (demand management, capacity management, and performance) included demand management strategies, integration, capacity management strategies, workforce management, technology, quality of disease outcomes, and health system knowledge.

The research provides both health systems researchers as well as practitioners with a foundational conceptual framework and knowledge related to health system volume flexibility. In addition, this research identifies future research areas to expand knowledge relevant to health system volume flexibility.

The use of the concept of “agency,” in the sense of action that is to some extent free of “structural” constraints, has enjoyed enormous and growing popularity in the sociological literature over the past several decades. In a previous paper, we examined the range of theoretical rationales offered by sociologists for the inclusion of the notion of “agency” in sociological explanations. Having found these rationales seriously wanting, in this paper we attempt to determine empirically what role “agency” actually plays in the recent sociological literature. We examine a random sample of 147 articles in sociology journals that use the concept of “agency” with the aim of identifying the ways in which the term is used and what function the concept serves in the sociological explanations offered. We identify four principal (often overlapping) uses of “agency”: (1) purely descriptive; (2) as a synonym for “power”; (3) as a way to identify resistance to “structural” pressures; and (4) as a way to describe intelligible human actions. We find that in none of these cases the notion of “agency” adds anything of analytical or explanatory value. These different uses have one thing in common, however: they all tend to use the term “agency” in a strongly normative sense to mark the actions the authors approve of. We conclude that “agency” seems to serve the purpose of registering the authors' moral or political preferences under the guise of a seemingly analytical concept.

This chapter delineates the competitive behavior among different categories of business schools, focusing on their pursuit and maintenance of prestige, which is a central mission for most academic institutions. Prestige is crucial in the business school context due to uncertainties about value differences between institutions. Theoretically, competition arises when business schools with conflicting objectives vie for favor from a governing third party. Practically, competition involves acquiring resources, attracting talent, securing funding, gaining accreditations, improving rankings, and achieving media visibility. This competitive behavior spans multiple levels and extends beyond tangible actions to include rhetoric and communication. Globalized institutional competition has shifted universities' focus from local contexts to achieving high ranks in the international hierarchy, transforming the nature and purpose of competition in academia.

Creativity plays a crucial role in interpersonal conflict within organizations, yet little research has explored its antecedents in this context. This study aims to investigate power and gender as the main determinants of creativity in interpersonal conflict within organizational contexts.

Two studies were conducted. The first study involved 226 employees from various organizations (M_age = 39.39, SD = 10.39), whereas the second study used a conflict simulation with 160 participants (M_age = 36.90, SD = 10.45) forming dyads. Both studies investigated the impact of relative power (i.e. having more power than the other person) on creativity in conflict, with a focus on the moderating role of gender. Study 2 also manipulated contextual creativity, which served as an additional moderator in this relationship.

Results largely supported our hypotheses, indicating a positive relationship between relative power and creativity in conflict. Importantly, this relationship was stronger among women. Study 2 further focused on the distinct dimensions of creativity, highlighting differences between idea originality and effectiveness.

The findings hold practical significance for organizational leaders and conflict resolution practitioners, and they further underscore the importance of considering gender dynamics in conflict resolution processes within organizations.

This research contributes novel insights into the understanding of creativity within organizational conflicts, emphasizing the interplay between relative power, gender and creativity. Additionally, the exploration of different dimensions of creativity (i.e. originality and effectiveness) adds depth to existing literature in this area.