Ashley M. Thomas, Christopher L. Newman, Stacey R. Finkelstein, Yoon-Na Cho and Allyn Cascio
Retailers are continuously seeking to improve upon the in-store shopping experience for their customers. The present research aims to examine consumers’ responses to one such…
Abstract
Purpose
Retailers are continuously seeking to improve upon the in-store shopping experience for their customers. The present research aims to examine consumers’ responses to one such initiative – the shopper solution – that, despite its growing marketplace prominence, remains largely unexamined in academic literature.
Design/methodology/approach
Two studies employed a 2(shopper solution: present vs. absent) between-subjects design. MANOVA and regression analyses were used to test hypothesized relationships.
Findings
Findings across two studies reveal that the presence (vs absence) of solutions positively influenced shoppers’ perceptions of shopping convenience, as well as their purchase intentions. These favorable effects also extended to the provider in higher word-of-mouth and loyalty intentions. Shopping convenience was identified as the mechanism underlying the impact of solutions, while “smart shopper” self-perceptions were shown to moderate these mediating effects.
Practical implications
Shopper solutions represent a low-cost, in-store marketing tactic that enhances shopping convenience. They are easy to implement, result in little to no overhead costs and can benefit both shoppers and retailers.
Originality/value
To the best of the authors’ knowledge, this research represents the first academic examination of the impact of shopper solutions. The authors identify key mediating and moderating influences of the effects of solutions.
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Crystal L. Owen, Robert F. Scherer, Michael Z. Sincoff and Mark Cordano
The objective of the current study was to determine if stereotypical perceptions of women as managers existed among men and women in two different cultural settings, the U.S. and…
Abstract
The objective of the current study was to determine if stereotypical perceptions of women as managers existed among men and women in two different cultural settings, the U.S. and Chile. Using the Women as Managers Scale (WAMS), 412 participants from the U.S. and Chile responded to questions about their perceptions of women performing managerial roles and tasks. Gender and culture effects were identified at both the multivariate and univariate levels.1 The results showed that male subjects in both cultures had more stereotypical and negative perceptions of women as managers than did female subjects, and the U.S. participants (both male and female) had more positive and less stereotypical perceptions of women as managers than the Chilean participants. Implications for research and practice in cross‐cultural and international management are discussed.
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Evaluation of an individual's qualifications and performance is an integral part of entering and progressing through the ranks of most organizations. Yet, there are indications…
Abstract
Evaluation of an individual's qualifications and performance is an integral part of entering and progressing through the ranks of most organizations. Yet, there are indications that women in management are hampered by sex bias in evaluation situations (e.g., Heilman, 1984; Schein, 1973; Terborg, & Ilgen, 1975; Walsh, Weinberg, and Fairfield, 1987). Therefore, sex bias may be adversely affecting the personnel decision‐making processes and procedures that are often critical for establishing and maintaining a career in management.
Patricia A. Greenfield, Ronald J. Karren and Lawrence S. Zacharias
Every employer, unless he or she has no pool of applicants orpotential applicants to choose from, engages in hiring choices. Whilethe hiring process may vary, both from one…
Abstract
Every employer, unless he or she has no pool of applicants or potential applicants to choose from, engages in hiring choices. While the hiring process may vary, both from one employer to another and from one job to another, some form of screening occurs. In recent years, students of management have noted the proliferation of screening practices in the hiring process, especially in bringing new technologies such as medical and drug testing procedures. Testing and other screening practices, while wide‐ranging both with respect to their ends and means, have raised consistent patterns of concern among job‐seekers, public policy makers and managers themselves. In this monograph a variety of methods of screening and issues of public policy raised by screening procedures are discussed. An overview of United States law regulating the screening process is provided, together with future directions in the area of screening in the US.
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Emilija Djurdjevic and Anthony R. Wheeler
The current chapter focuses on environmental and organizational factors that affect the performance appraisal context, performance evaluations, and rating accuracy. Drawing on the…
Abstract
The current chapter focuses on environmental and organizational factors that affect the performance appraisal context, performance evaluations, and rating accuracy. Drawing on the extant literature and focusing on current organizational practices, we propose a dynamic multi-level model of performance rating that takes these distal factors into consideration. In doing so, we also provide propositions explicating causal linkages between these distal factors, more proximal performance appraisal factors, and ultimately the accuracy of performance ratings. Furthermore, we identify current and emerging directions in performance appraisal research and practice. The implications of the current and emerging trends are then discussed in the context of our proposed model.
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N. Muthukumar, K. Ganesh, Sanjay Mohapatra, K. Tamizhjyothi, R. M. Nachiappan and M. Bharati
Cecil A. L. Pearson and Lynette Tang Yin Hui
This study assessed the relevance of Vroom’s expectancy motivational framework in a cross-cultural context. Differences in attitudes for task investment, preferences for work…
Abstract
This study assessed the relevance of Vroom’s expectancy motivational framework in a cross-cultural context. Differences in attitudes for task investment, preferences for work related achievements, and the reward potential of outcomes was assessedwith Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom’s framework. The study findings are discussed in terms of the implications they have for the necessary organizational development with Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom's framework. The study findings are discussed in terms of the implications they have for the necessary organizational development of businesses in the competitive Asia-Pacific region.
Mary Bambacas and Margaret Patrickson
The purpose of this paper is to ascertain to what extent organisations specifically use communication skills as a key criterion in their selection and subsequent development of…
Abstract
Purpose
The purpose of this paper is to ascertain to what extent organisations specifically use communication skills as a key criterion in their selection and subsequent development of managerial staff.
Design/methodology/approach
The paper presents empirical findings from semi‐structured qualitative interviews conducted with senior HR managers in large to medium sized organisations in Southern Australia.
Findings
This study suggests that HR practitioners regard communication skills as subsumed under a generic idea of leadership. There were no specific programs reported that explicitly targeted communication skills.
Practical implications
The findings contribute to knowledge concerning the nature of communication skills for managerial staff such as, interpersonal, verbal, written and listening skills. Further, time needs to be allocated to the audit of training in the development of communication skills so that HR professionals are clear on the action that needs to be taken.
Originality/value
The paper will be of value to researchers, HR practitioners and consultants in the management development field. The paper's main finding is that despite repeated claims that communication skills are important for successful managerial performance, HR managers only assess these informally during managerial selection and rarely target these skills in training staff for managerial positions. It is recommended that HR staff need to review these practices towards a more targeted communication skills appraisal that would measure the extent to which these skills are already apparent at selection and develop further following additional training.
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This article outlines some of the signs indicating bullying in the workplace as a problem within contemporary organisations. Moreover, using evidence from recent Australian Court…
Abstract
This article outlines some of the signs indicating bullying in the workplace as a problem within contemporary organisations. Moreover, using evidence from recent Australian Court cases, the article mentions some of the costs organisations may be faced with if they fail to address the problem. Having identified the problem, the article then suggests some solutions including legislative change and development of more co‐operative workplaces. Such workplaces would deal with the problem in a problem solving, rather than punitive, framework. Development of people’s emotional intelligence skills is suggested as one way to help address the problem within such a framework.