Meng H. Hsu, Chao M. Chiu and Teresa L. Ju
This study examines motivational factors influencing one's intention to continue using WWW applications. Social cognitive theory is adapted and integrated with expectancy…
Abstract
This study examines motivational factors influencing one's intention to continue using WWW applications. Social cognitive theory is adapted and integrated with expectancy disconfirmation theory and empirical findings from prior studies about continued use of information systems. Research hypotheses derived from this model are empirically validated using the responses to a survey on WWW usage, collected from 235 users. Results suggest that users’ continuance intention is determined by their satisfaction with prior use, internet self‐efficacy, and outcome expectations. Outcome expectation, in turn, is influenced by their satisfaction with prior use and prior perceived confirmation. This study draws attention to the substantial differences between acceptance and continuance. Implications for practice and further research are considered.
Details
Keywords
Pamsy P. Hui, Jeanne Ho-Ying Fu and Yuk-yue Tong
Interorganizational collaboration has been a major source of exploratory innovation. Despite much research, the authors’ understanding about how partner cultural distance is…
Abstract
Purpose
Interorganizational collaboration has been a major source of exploratory innovation. Despite much research, the authors’ understanding about how partner cultural distance is harnessed for exploratory innovation is limited. The authors’ conceptual framework aims to address this gap by explaining the social-psychological processes between perceived partner cultural distance and exploratory innovation.
Design/methodology/approach
Drawing on research in organizational learning and culture mixing, the authors propose a multilevel model with two parallel processes – cultural brokering and cultural defense. If managers are engaged in the former and are protected from the latter, then the partnership will produce more exploratory innovation. Cultural brokering is encouraged by prompting a learning mindset, while cultural defense is preempted by dampening social categorization across organizational boundaries.
Findings
Cultural brokering can be encouraged by building operational-level managers' (OLMs') collaborative strength through developing a learning orientation, allowing them delivery for exploration, cultivating mutual trust with partners. Cultural defense can be preempted by protecting OLMs from intergroup anxieties through providing organizational support to the OLMs, bridging social categorization faultlines and setting shared collaborative goals. Whether an alliance can unleash its potential depends on not just how cultural brokering is enabled but also how cultural defense is curtailed.
Originality/value
This paper takes a microfoundational approach and considers micro-level processes in a partnership. Furthermore, the model takes the operational managers' perspective and defines culture at the organizational level. All these differences allow us to provide a nuanced picture of how diverse partnerships can be harnessed for exploratory innovation through a few easily-implementable measures.
Details
Keywords
Eun Kyung Lee, Ariel C. Avgar, Won-Woo Park and Daejeong Choi
The purpose of this paper is to explore the dual effects of task conflict on team creativity and the role of team-focused transformational leadership (TFL) as a key contingency in…
Abstract
Purpose
The purpose of this paper is to explore the dual effects of task conflict on team creativity and the role of team-focused transformational leadership (TFL) as a key contingency in the task conflict–team creativity relationship.
Design/methodology/approach
Data were collected from 325 teams across ten large companies in South Korea. The study tested the hypothesized moderated mediation model using an SPSS macro (PROCESS, Hayes, 2008).
Findings
Results showed that task conflict is directly and positively related to team creativity and is negatively and indirectly related to team creativity via relationship conflict. Furthermore, the study found that team-focused TFL moderates all paths through which task conflict affects team creativity. Specifically, team-focused TFL enhances the positive direct effect of task conflict and alleviates the negative indirect effects of task conflict on team creativity.
Research limitations/implications
Although this study could not test the causal chains of the proposed relationships owing to a cross-sectional nature of data, the present research provides theoretical implications for the conflict, leadership and team creativity literatures. The study highlights the role of transformational leadership in the process through which team conflict is managed so as to increase team creativity.
Practical implications
To capitalize on the creativity-related benefits associated with task conflict, managers will need to pay attention to the role they can play and their leadership that emphasizes collective goals and identity. Managers and team leaders are also expected to intervene in conflict situations to minimize the harmful effect of task conflict that may take place owing to the association between task conflict and relationship conflict.
Social implications
The findings will have implications for any social contexts where people work together toward common goals. In such contexts, the study emphasizes the role of leadership in teams to use the creative potential associated with different opinions and values regarding what and how work to be completed.
Originality/value
The study’s examination of the dual paths through which task conflict affects team creativity brings insights into why the impact of task conflict on team creativity has been inconsistent or unclear in past research. This paper also articulates a leader’s role in teams in relation to managing team conflict to increase team creativity.
Details
Keywords
Carlos J. Torelli, Sharon Shavitt, Young Ik Cho, Allyson L. Holbrook, Timothy P. Johnson and Saul Weiner
The purpose of this paper is to investigate cultural variations in the qualities that White Americans and Hispanic Americans believe power-holders should embody, and the…
Abstract
Purpose
The purpose of this paper is to investigate cultural variations in the qualities that White Americans and Hispanic Americans believe power-holders should embody, and the situations in which these norms influence consumer satisfaction.
Design/methodology/approach
Two experimental studies (n1=130 and n2=121) and one field study (n=241) were conducted with White American and Hispanic participants. Results were analysed using ANOVA and regression.
Findings
White Americans are predisposed to apply to power-holders injunctive norms of treating others justly and equitably, whereas Hispanics are predisposed to apply injunctive norms of treating others compassionately. These cultural variations in the use of injunctive norms were more evident in business or service contexts in which power was made salient, and emerged in the norms more likely to be endorsed by White American and Hispanic participants (Study 1), their approval of hypothetical negotiators who treated suppliers equitably or compassionately (Study 2), and their evaluations of powerful service providers in a real-life, on-going and consequential interaction (Study 3).
Research limitations/implications
This research suggests key implications for our theoretical understanding of the role of social norms in carrying cultural patterns, as well as for cross-cultural theories of consumer satisfaction with service providers.
Practical implications
Marketers should pay attention to signals of fairness (compassion) in their services, as perceptions of fairness (compassion) by White American (Hispanic) consumers can boost satisfaction ratings. This is particularly important in service encounters that might be characterized by power differentials, such as those in health care and financial services.
Originality/value
As consumer markets grow more culturally diverse, it is important for marketers to understand how distinct notions of power impact the attitudes and behaviors of consumers from different cultures. This research investigates the implications of distinct power concepts for multi-cultural consumers’ evaluations of service providers, an important and under-researched area with implications for global service management.
Details
Keywords
Chao-Min Chiu, Hsin-Yi Huang, Hsiang-Lan Cheng and Jack Shih-Chieh Hsu
The purpose of this paper is to examine the complex relationships between common bond attachment, common identity attachment, self-esteem and virtual community citizenship…
Abstract
Purpose
The purpose of this paper is to examine the complex relationships between common bond attachment, common identity attachment, self-esteem and virtual community citizenship behavior (VCCB). This study identifies two broad categories of VCCB: citizenship behaviors directed toward benefitting other individuals (VCCBI) and citizenship behaviors directed toward benefitting the virtual community (VCCBC).
Design/methodology/approach
The authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 388 valid responses.
Findings
The results indicate that common bond attachment and common identity attachment have a significant effect on self-esteem, which, in turn, has a significant effect on VCCBI and VCCBC. The results also indicate that common bond attachment has a significant effect on VCCBI, and that common identity attachment has a significant effect on VCCBC.
Originality/value
This study contributes to a better understanding of VCCBs through common identity and common-bond theory, social identity theory and the stimulus-organism-response framework.
Details
Keywords
Andre Anugerah Pekerti and David Clinton Thomas
The purpose of this paper is to extend current conceptualizations of multicultural individuals by mapping the underlying elements of knowledge, identification, commitment and…
Abstract
Purpose
The purpose of this paper is to extend current conceptualizations of multicultural individuals by mapping the underlying elements of knowledge, identification, commitment and internalization as components of multicultural identity. It aims to extend discussions of how multicultural individuals manage their multiculturality.
Design/methodology/approach
The paper draws primarily on extant works on multicultural individuals and identity. The paper reviews a number of concepts relevant to multicultural identity to introduce the existence of a population called n-Culturals who represent a complex type that exists on one extreme of a continuum of multicultural identity. The paper derives a theory of n-Culturalism which represents a more nuanced theory of the multicultural identity.
Findings
n-Culturals recognizes that elements of multicultural identity exist within individuals to a greater or lesser extent and that their combination results in a comprehensive understanding of the entire range of multicultural identities. n-Culturalism extends current views that multicultural individuals maintain multiple saliences of their identities rather than switching modes to manage their multiculturality.
Research limitations/implications
The conceptual nature of the paper implies that there are no existing empirical data apart from anecdotal examples; at the same time this fact provides ample opportunities to test the theory.
Practical implications
First, the findings provides an understanding of multiple cultural influences on acculturative stress and on performance across a range of domains as well as measuring multicultural identity. Second, by understanding the way in which n-Culturals develop the authors may gain valuable insights in modeling this process.
Originality/value
The paper develops a new theory of approaching the challenges faced by multicultural individuals, that is, how to manage their multiculturality. The theory goes beyond current views of switching modes or suppression, and suggests maintaining and balancing multiple identities.
Details
Keywords
Jack Shih-Chieh Hsu, Chao-Min Chiu, Yu-Ting Chang-Chien and Kingzoo Tang
Social media fatigue (SMF) has been widely recognized; however, previous studies have included various concepts into a single fatigue construct. Fatigue has typically been…
Abstract
Purpose
Social media fatigue (SMF) has been widely recognized; however, previous studies have included various concepts into a single fatigue construct. Fatigue has typically been explored from the stressor-strain-outcome (SSO) or stimulus-organism-response (SOR) perspectives. To further investigate SMF, the authors split it into the two constructs of exhaustion and disinterest. Furthermore, the authors introduced the concept of emotional labor and identified rules that may affect surface and deep acting strategies.
Design/methodology/approach
The authors designed and conducted a survey to collect data from social networking platform users.
Findings
Results from 364 users of social networking platforms supported most of the authors' hypotheses. First, most of the display rules affect the choice of deep or surface acting. Second, both types of acting lead to exhaustion, but only surface acting leads to disinterest. Third, discontinuance intention is affected by both types of fatigue.
Originality/value
This study contributes to SMF research by adding more antecedents (deep and surface acting) based on the emotional labor perspective and showing the impacts of communication rules on emotional labor. In addition, this study also distinguishes disinterest-style fatigue from exhaustion.
Details
Keywords
Fabiola H. Gerpott, Ming Ming Chiu and Nale Lehmann-Willenbrock
During team meetings, expressing negativity about other team members’ ideas and contributions – that is, negative disagreements – can derail team processes and harm team…
Abstract
During team meetings, expressing negativity about other team members’ ideas and contributions – that is, negative disagreements – can derail team processes and harm team productivity. If team members want to improve their meetings and reduce negativity, which aspects are relevant starting points? This chapter discusses the complexity of this question by considering the interplay of team attributes, individual characteristics, and verbal interaction dynamics that may evoke negative disagreements in meetings. To this end, this chapter relies on existing behavioral and survey data of 259 employees nested in 43 team meetings that were analyzed using statistical discourse analysis. The results of this analysis highlight several potential starting points for reducing negativity in workplace meetings. First, we discovered that team attributes matter, as teams with a lower overall level of job satisfaction were more likely to experience negative disagreements during their meetings. Second, at the individual level, we found a significant gender effect such that women were more likely than men to start negative disagreements. Third, individual team members reporting lower organizational trust were more likely to start negative disagreements. Finally, counter to previous work on interaction dynamics during meetings, we could not identify specific verbal behaviors that triggered negative disagreements. In terms of practical implications, we discuss how managers can increase organizational trust and job satisfaction (e.g., through ensuring justice and improving job design) in order to encourage more positive meeting interactions.