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This study aims to explore the effects of expertise diversity on project efficiency and creativity in health-care project teams.

This study analyzes hierarchical linear models using multi-source data from 50 project teams in a large health-care organization in the USA. This data set includes self-reported survey responses from 274 team members and human resource information for all 515 members across the 50 teams. Expertise diversity is operationalized by professional diversity and positional diversity reflecting two dimensions, domain and level, of the concept of expertise.

This study reveals that professional diversity is negatively related to project efficiency and project creativity, whereas positional diversity is positively related to project efficiency.

Successfully managing a project team of experts within a limited time frame is a challenge for organizations. This study advances the understanding of the double-edged sword effect of expertise diversity on project teams, focusing on professional and positional diversity. It provides important insights for human resource development in terms of the composition of project teams regarding members’ expertise.

The study aims to investigate factors impacting consumers’ intention to adopt collaborative consumption (CC, hereafter) services. It extends the existing knowledge of CC services by testing and validating the moderating role of coercive power and the mediating role of attitude.

Applying random sampling, the data was collected through the mall intercept method across four cities in India and was analyzed using partial least square-structural equation modeling and artificial neural network to test the proposed hypotheses. A follow-up qualitative study consisting of 15 in-depth structured interviews helped validate the results of the quantitative research.

Results of the conducted survey revealed that a sense of community, reason-based trust and enjoyment positively impact consumers’ attitudes toward CC services. Attitude positively impacts intention and shows a partial mediating influence on the relationship between motivations and intentions. Furthermore, the results revealed the moderation of the perceived coercive power of the service provider. The results of the follow-up qualitative study validated the results of the quantitative research.

Managers of CC firms must understand the relative importance of intrinsic and extrinsic motivations in formulating the attitudes of consumers and intentions toward CC services. CC managers should acknowledge the influence of the consumer’s perceived coercive power of service providers and consumer’s reason-based trust.

To the best of the authors knowledge, the current research is the first of its kind. It has justifiably and logically applied self-determination theory and a slippery slope framework in a single context. By testing the moderating impact of coercive power, the research extends the existing literature on CC and the applicability of coercive power in CC. The present study extends the knowledge regarding the consumer’s perception of reason-based trust and the perceived coercive power of service providers in CC.

This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.

In this systematic research, the predominant factors of employer branding are identified through Pareto analysis; using structured questionnaire information and data collected from 423 employees. The number of items and dimensions was reduced by conducting exploratory factor analysis (EFA) and validated extracted dimensions using confirmatory factor analysis (CFA) using statistical software (SPSS-21). The designed scale was verified by applying relevant statistical techniques, including a multicollinearity test, construct validity, content validity, divergent validity, convergent validity and reliability test. Structural equation modeling (SEM) was performed using AMOS, to explore the interrelationship between the dimensions of the scale.

Considering the perception of existing employees, seven factors along with 24 items scale were designed and developed to measure the employer branding. The identified seven factors are; career development opportunities; compensation and benefits; corporate social responsibility; training and development; work environment; organizational culture; and work-life balance. The proposed model explains a total variance of 70.35% and the model fit indices are within the acceptable range, validity and statistical reliability are established for seven dimensions of employer branding.

Employer branding is studied from existing employee perspective by collecting responses from the employees of the IT sector only.

This validated scale is valuable for practitioners and academicians. The proposed dimensions in the scale may help practitioners explore the impact on the outcomes of organizations such as employee commitment, employee retention, employee satisfaction and total productivity. This novel instrument helps to measure employees' perception of their employers. Further, the authors identify the gaps and accordingly plan strategies to attract and retain the talented workforce.

The authors believe that this novel measuring instrument is comprehensive and the first of its kind. Employer branding has been modeled using SEM analysis by considering the perceptions of the present employees.

The purpose of this paper is twofold. First, most of the previous studies have primarily studied the cognitive dissonance outcomes of a single organization’s employees and have used a quantitative approach to study cognitive dissonance. This study attempts to improve this shortcoming and explores the cognitive dissonance in employees of different workplaces. Furthermore, multiple previous related studies focused on a specific stage rather than the whole process of cognitive dissonance. Current study tends to explain the process by systematically postulating the antecedents and conflicts faced by employees that cause cognitive dissonance and effect their personal and professional lives.

Semi-structured interviews were used to collect data from two samples, i.e. France and Pakistan. A total of 30 interviews were performed to collect data about employees’ work environments and dissonant situations. Gioia’s methodology of two-order thematic analyses was used, and multiple themes were produced that were embedded in the context of cognitive dissonance.

The qualitative study revealed that the employees exposed to cognitive dissonance suffered in both professional and individual lives in different manners (physically and mentally).

This study contributes significantly to cognitive dissonance theory by highlighting the powerful urge for dissonance reduction during dissonant experiences. It also emphasizes the detrimental influence of work contextual factors, such as unfairness and injustice on employee positivity. This study suggests that researching dissonance reduction strategies can be a valuable resource for effective organizational interventions. By promoting a workplace where employees, stakeholders and organizational agents can cooperate and communicate effectively in decision-making processes.

In the current paper, the authors considered improving the cognitive dissonance theory, primarily conceptual inadequacies and its connection with work ethics. As a better comprehension of the methodological perspectives is imperative to future hypothetical advancement, the authors proposed some approaches to address these deficiencies.

This paper aims to examine adaptation in buyer–seller relationships in a time of crisis and to explore what consequences adaptation has for the actors involved. The authors are particularly interested in examining how suppliers and public buyers adapt in turbulent situations where public policy opens for interaction in a mode represented by studies in the industrial marketing and purchasing research approach. The COVID-19 pandemic represents such a unique research setting, as it opens up insights into how buyers and suppliers had to adapt in a matter of days in response to rapid and turbulent changes in their business environment. In this paper, the authors seek insights into the following research questions: What role do the actors’ interpretation of the situation play in the adaptation process? How do adaptation processes unfold in a time of national crisis? What are the actor and relationship-specific outcomes from adaptation in such a situation?

To answer these questions, the authors present data from an exploratory case study of intra- and interfirm adaptation processes between public buyers and private suppliers in the health-care sector during the COVID-19 pandemic. The pandemic opened for access to a unique data from personal interviews and secondary data, from public reports and newspaper/media coverage at intervals during the outbreak and at the aftermath of the pandemic.

The authors find that the actors’ interpretation of the situation and their motivation to engage in adaptations play an important role in the adaptation processes. In particular, a normative commitment based on a moral duty to contribute to dealing with the turbulent situation of society is found to be a main driver. In these situations, shared sensemaking and alignment of mental models help to mobilise actors, resources and activities into new interaction patterns. At the same time, mutual affective commitment between the buyer and suppliers is not significant over time, thus constraining and eventually terminating the adaptation processes.

This study contributes to the understanding of interaction between public buyers and suppliers during turbulent situations. Changes in the adaptation context opens for extensive interaction, thus enabling actors to combine and exploit resources of value, but temporary adaptations do not create long-term effects on the ability to develop buyer–supplier interaction in public markets.

Active supporters and the organisations they form are crucial stakeholders for football clubs. Previous literature has noted the increasing interest and positive outcomes associated with corporate social responsibility initiatives within sport organisations, which fans perceive and include employee wellbeing. Whilst scholars have explored various stakeholders’ perceptions of athlete wellbeing, an opportunity exists to understand how active supporters perceive athlete wellbeing programmes. Thus, the purpose of the current research was to explore the perceptions of A-League Men’s active supporters regarding an athlete wellbeing programme.

Informed by stakeholder theory, active supporters of the A-League provided their perceptions of the Player Development Programme (PDP) – the athlete wellbeing programme associated with professional football in Australia. Data were collected through open-ended questions within an online survey and analysed through inductive thematic analysis.

Three themes were generated that answer the research question: impactful and beneficial; worthy of more attention and promotion and limited understanding. These themes underscore the positive impact of the wellbeing programme on both the club and its athletes whilst highlighting the necessity for increased programme visibility within the club and the broader community.

The current study’s findings contribute to the sport management literature by exploring active supporters’ perceptions of an athlete wellbeing programme in football. Since athlete wellbeing is essential for active supporters, including wellbeing initiatives within the club’s corporate social responsibility initiatives could produce positive marketing and sponsorship outcomes for clubs.