Huai-Liang Liang and Ping-I Lin
Enterprises must select the best optimal endorser-product fit in order to maximize the limited budget available for endorsements. Previous studies have determined that the…
Abstract
Purpose
Enterprises must select the best optimal endorser-product fit in order to maximize the limited budget available for endorsements. Previous studies have determined that the influence of athlete endorsers is greater than is that of celebrity endorsers on consumer attitudes toward sport products. However, different endorsers may possess different levels of influence on products. The paper aims to discuss these issues.
Design/methodology/approach
This study developed two field experiments to investigate the influence of endorser-product fits on consumer purchase intentions. Participants in Study 1 were 295 individuals (220 male consumers, 75 female consumers, M age=32 yr) in the two Baseball Stadiums in Taiwan. Participants in Study 2 were 317 EMBA students (204 men, 113 women, M age=34 yr) at a certain university in Taiwan.
Findings
The results determined no significant moderating effect of celebrity endorser-product fit and purchase intention, whereas athlete endorser-product fit enhanced consumers’ purchase intentions in low product involvement scenarios. In high product involvement scenarios, a moderating relationship between endorser-product fit and purchase intentions was observed. These findings can provide a reference regarding endorsers and product patterns for enterprises to maximize the value of endorsers.
Originality/value
Using the multiple endorser-product patterns, this study provides useful findings in terms of the perceived value of endorser-product and purchase intention. The results of this study can help enterprises to choose the most suitable endorser when they are subject to budget constraints. Detailed descriptions of the expected results and discussion are reported in the text.
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This paper aims to examine the potential mechanisms through which regulatory focus influences employee work-related outcomes. The effects of a dual model of regulatory focus on…
Abstract
Purpose
This paper aims to examine the potential mechanisms through which regulatory focus influences employee work-related outcomes. The effects of a dual model of regulatory focus on job satisfaction and turnover intention were investigated through psychological contracts.
Design/methodology/approach
The data of a survey of 370 recruits (306 male newcomers and 64 female newcomers) in a Taiwanese military recruitment center provided significant support for the hypothesized dual model.
Findings
The results revealed that regulatory focus was positively related to either job satisfaction or turnover intention. A relational contract mediated the relationship between promotion focus and job satisfaction, whereas a transactional contract mediated prevention focus and turnover intention.
Research limitations/implications
The study results may not apply to other sectors because data were collected only at a military unit in Taiwan. Using Taiwanese military personnel may limit the generalization of the results to those unemployed in civilian samples or those in other countries. Samples from different countries are important to establish whether the results from the study apply to other situations. To the best of our knowledge, this is the first regulatory focus theory (RFT)-based study to report on the regulatory focus of newcomers as mediating the relationship between purposeful and work-related outcomes.
Practical implications
Previous research has found that individuals with a different goal orientation may adopt different behaviors that result in different performance levels. The results here imply that newcomers with transactional contracts have intentions to leave their organizations and perceive their relationships with their organizations according to rational choice theory.
Originality/value
Newcomers' distinctive self-regulatory systems and focus on meeting either nurturance or security needs were determined to get different outcomes following organizational entry. The results demonstrated that promotion-focused newcomers were satisfied with the military, whereas prevention-focused newcomers intended to leave within their first 18 weeks.
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Huai-Liang Liang and Tsung-Kai Yeh
Employee voice is seen as a double-edged behavior in organizations. This study considers individuals’ evaluations of various features of their work situations. In particular…
Abstract
Purpose
Employee voice is seen as a double-edged behavior in organizations. This study considers individuals’ evaluations of various features of their work situations. In particular, leader–member exchange (LMX) mediates the influence of voice behavior on workplace bullying and employee job satisfaction. The purpose of this paper is to examine a model in which employee voice positively affects workplace bullying and job satisfaction through LMX.
Design/methodology/approach
A total of 447 employer–employee dyads from a large manufacturing company and public organizations in Taiwan were surveyed. Two-wave data demonstrated a significant positive relationship between employee voice and its outcomes, mediated by LMX relationship.
Findings
The results reveal significant relationships between voice behavior and workplace bullying and between employee voice and job satisfaction. Additionally, LMX is an important mechanism in the relationships between employee voice and workplace bullying and employee voice and job satisfaction.
Research limitations/implications
Although this study obtained data from employer–employee dyads, practical constraints prevented complete consideration of issues in the work domain, such as colleagues, which might influence employees’ job satisfaction and workplace bullying.
Practical implications
Employee voice refers to an employee providing challenging advice to contribute to the success of an organization. Voicing employees who speak up to change the status quo and challenge the current circumstances in an organization may become the target of bullying. Therefore, it is suggested that leaders should address the advice offered by employees and provide suitable support when employee voice benefits the company.
Originality/value
The findings have implications for the understanding of employees’ conditions and its associations with social issues in the workplace.
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Shao-Huai Liang, Hsuan-Chu Lin and Hui-Yu Hsiao
The purpose of this study is to investigate whether financial institutions, which are highly regulated entities, experience fewer sanctions and have lower penalties (mandatory and…
Abstract
Purpose
The purpose of this study is to investigate whether financial institutions, which are highly regulated entities, experience fewer sanctions and have lower penalties (mandatory and regulatory) if they have better corporate governance performance (voluntary).
Design/methodology/approach
This study uses unique corporate governance data endorsed by the authorities and sanction information for financial institutions in Taiwan from 2014 to 2020 to examine whether regulatory compliance is associated with corporate governance for financial institutions. This study also examines the moderating effects of shareholding concentration, governmental shareholding and foreign institution shareholding on this relationship.
Findings
The positive association between compliance and governance is found. In addition, partial results show that the positive relationship is less profound when the shareholder concentration is higher and more profound when government shareholdings are higher.
Originality/value
The findings of this study support the premise that a well-structured, non-mandatory corporate governance evaluation mechanism, that is actively established and monitored by the appropriate authorities, may influence the compliance performance of financial institutions which is mandatory and minimum social requirements.
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Hsuan-Chu Lin, Shao-Huai Liang, She-Chih Chiu and Chieh-Yuan Chen
The purpose of this paper is to empirically test the predictions in Titman (1984) and Berk et al. (2010) which indicate that firms with higher leverage will pay chief executive…
Abstract
Purpose
The purpose of this paper is to empirically test the predictions in Titman (1984) and Berk et al. (2010) which indicate that firms with higher leverage will pay chief executive officer (CEO) and employee more. In addition, this paper examines whether financial distressed firms utilize leverage as a bargaining tool to reduce labor costs.
Design/methodology/approach
This paper conducts ordinary least squares regression analysis to investigate: CEO compensation which represents critical employees and lower-level employee compensation which represents less critical employees. Empirical data consist of US publicly held companies during the period between 2006 and 2013.
Findings
This paper finds that firms with higher levels of leverage tend to compensate employees for their human capital risk and that financially distressed firms consider leverage a bargaining tool by which to depress labor costs, which leads to lower employee compensation as compared to that of financially healthy firms.
Research limitations/implications
This paper highlights the importance of keeping balance between human capital and labor costs. In the case that human capital risk might not be fully compensated by firms facing financial distress, vicious cycle could occur because a failure of considering human capital might invite unrecoverable consequence. This could be done in future research.
Originality/value
This paper has three contributions. First, this paper supports the Titman (1984) and Berk et al. (2010) by empirically documenting that high-leveraged firms compensate their employees for potential human capital risk. Second, this paper adds to the literature by empirically providing that human capital risk might not be fully compensated if the firms are facing financial distress. Finally, this paper contributes to the authorities by showing that employees’ interests may be sacrificed if the firm is under financial distress.