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This research examines the linkage between commitment (organizational and job), motivation (intrinsic and extrinsic), and work outcomes (effort and propensity to leave) using the Korean sample. With its focus on the relative impact of loyalty‐based commitment and incentive‐based motivation on work outcome behavior, this study highlights Confucian culture and expectancy theory. Using survey data, support was found for all the hypotheses except the paths from job involvement to effort. In particular, organizational commitment was found to have the highest influence on effort and propensity to leave, presenting empirical support for the eminence of loyalty as a motivational tool in a collectivistic work culture. Managerial implications and future research are discussed.

Presents an initial inquiry into the role of competitive environmental scanning in the internationalization process. Explores specifically the relationship between dimensions of competitive environmental scanning and measures of export market involvement and success. Finds that the results provide strong support for the contention that scanning capabilities must be developed for firms to pursue strategies that will result in a higher degree of export involvement and export success.

This paper proposes a hegemonic power hypothesis to examine the determinants of CEO compensation by drawing on insights from the field of international relations. It then reports results of an empirical test of this hypothesis. The results indicate a limited support for the hegemonic power hypothesis, indicating the importance of a cross‐disciplinary perspective in studying the determinants of CEO compensation.

In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope, efficacy, resiliency and optimism) and to feature the inclusion of authenticity, an often overlooked construct, among sport employees.

This conceptual paper is designed to create an expanded sport employee psychological capital construct, labeled A-HERO, and a subsequent theoretical model to improve their well-being.

In detailing a conceptual model of A-HERO for well-being, the model includes and explains the relationships among sport employee antecedents (i.e. sport employee identification, pride and passion), an organizational contextual variable (person–organization fit), and an important employee and organizational outcome (i.e. employee well-being) in contemporary sport organizations.

A-HERO offers a necessary first step for future theoretical research and empirical applications to improve sport employees’ well-being.

By elucidating the role of authenticity at work with traditional psychological capital constructs in the current sport industry, this paper stimulates sport business and management scholars to validate empirically the A-HERO construct and examine proposed relationships for an improved prediction of sport employees’ well-being.

In spite of the rise of social media influencers observed in the 2010s, the direction and future of influencers are ambiguous. This popular yet overused marketing tool has shown certain problems and limitations such as a decrease in perceived authenticity and market saturation. Additionally, the outbreak of COVD-19 has amplified the significance of these factors and made many companies and influencers reconsider their involvement in influencer marketing. Within this context, this paper aims to explore whether influencers were impacted by diminishing perceived authenticity, market saturation or the prolonged pandemic. Also, the authors aim to investigate influencers’ perception of the future of influencer marketing post-pandemic.

To gain insight into trends in influencer marketing from the influencer’s perspective, this paper uses qualitative research in the form of interviews with influencers and industry professionals.

The findings highlight the importance of perceived authenticity for success in influencer marketing. Most interviewees indicated that they had noticed a boom in social media influencer marketing before the pandemic, yet provided mixed views regarding the market during the pandemic. Several believe that influencers will continue to be relevant in the increasingly digital world (e.g. increasing digital marketing spend and e-commerce), whereas an expectation of new digital platforms and innovations was also observed. In the long term, saturation and decreased effectiveness were predicted by several interviewees.

This under-researched topic is of relevance especially to consumer goods companies, as social media marketing and influencer marketing are currently highly effective and popular tools. To refine marketing strategies designed around influencers, understanding the limitations, in the context of COVID-19, is crucial.

The purpose of this study is to examine how consumer personality trait impulsiveness influences trustworthiness evaluations of online-offers with different trust-assuring and trust-reducing elements by measuring the brain activity of consumers. Shoppers with high degrees of impulsiveness are referred to as hedonic shoppers, and those with low degrees are referred to as prudent consumers.

To investigate the differences between neural processes in the brains of hedonic and prudent shoppers during the trustworthiness evaluation of online-offers, the present study used functional magnetic resonance imaging (fMRI) and region-of-interest analysis to correlate neural activity patterns with behavioral measures of the study participants.

Drawing upon literature reviews on the neural correlates of both trust in online settings and consumer impulsiveness and using an experimental design that links behavioral and fMRI data, the study shows that consumer impulsiveness can exert a significant influence on the evaluation of online-offers. With regard to brain activation, both groups (hedonic and prudent shoppers) exhibit similar neural activation tendencies, but differences exist in the magnitude of activation patterns in brain regions that are closely related to trust and impulsiveness such as the dorsal striatum, anterior cingulate, the dorsolateral prefrontal cortex and the insula cortex.

The data provide evidence that consumers within the hedonic group evaluate online-offers differently with regard to their trustworthiness compared to the prudent group, and that these differences in evaluation are rooted in neural activation differences in the shoppers’ brains.

Marketers need to be made aware of the fact that neurological insights can be used for market segmentation, because consumers’ decision-making processes help explain behavioral outcomes (here, trustworthiness evaluations of online-offers). In addition, consumers can learn from an advanced understanding of their brain functions during decision-making and their relation to personal traits such as impulsiveness.

Considering the importance of trust in online shopping, as well as the fact that personality traits such as impulsiveness influence the purchase process to a high degree, this study is the first to systematically investigate the interplay of online trustworthiness perceptions and differences in consumer impulsiveness with neuroscientific methods.

Negotiation is crucial to business alliances, but this process can become more complicated if there are language barriers and differences in cultural values, customs, and lifestyles, such as Western businesses negotiating in the People’s Republic of China (PRC). Previous studies have presented models of the Chinese negotiating process but these are primarily from the US. This study examines the negotiating experiences of selected New Zealand investors who have had experiences negotiating either Foreign Direct Investment (FDI) or short‐term sales agreements in the PRC to create two conceptual models. The results provide some interesting insights for doing business in China.

The purpose of this paper is to explore how flourishing is achieved among sport employees working at intercollegiate sport organizations in the USA. To do so, a model is constructed that examines the impact of pride and path-goal leadership on job engagement and then flourishing. The model is grounded in the Human Resource Development (HRD) paradigm to extend the literature on positive performance outcomes in sport organizations.

Quantitative methods were used to analyze the data. Altogether, 282 useable surveys were completed by sport employees working in intercollegiate athletics departments. The hypotheses were examined with structural equation modeling to provide robust calculations of the relationships within the model.

The findings of this study demonstrated that both path-goal leadership and pride enabled job engagement, which in turn supported flourishing among intercollegiate athletics employees (e.g. equipment, marketing or facility/event positions). Job engagement is positioned as an important variable as it linked path-goal leadership and pride with flourishing.

This study examined mechanisms (i.e. path-goal leadership, pride) to enhance intercollegiate athletics employees' personal resources (i.e. job engagement, flourishing) through the HRD paradigm. The HRD framework posits that improved employee functioning leads to a superior organizational performance and has yet to be assessed within intercollegiate athletics. The findings add to the HRD literature by focusing on employees' workplace experiences and generating pathways to improved job engagement and the subsequent influence on intercollegiate athletics employees' ability to flourish, which is also understudied.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.