Rosalind Searle, Karen V. Renaud and Lisa van der Werff
Adverse cyber events, like death and taxes, have become inevitable. They are an increasingly common feature of organisational life. Their aftermaths are a critical and…
Abstract
Purpose
Adverse cyber events, like death and taxes, have become inevitable. They are an increasingly common feature of organisational life. Their aftermaths are a critical and under-examined context and dynamic space within which to examine trust. In this paper, we address this deficit.
Design/methodology/approach
Drawing on pertinent theory and reports of empirical studies, we outline the basis of two alternative subsequent trajectories, drawing out the relationships between trust, vulnerability and emotion, both positive and negative, in the aftermath of an adverse cyber event.
Findings
We combine stage theory and social information processing theories to delineate the dynamics of trust processes and their multilevel trajectories during adverse cyber event aftermaths. We consider two response trajectories to chart the way vulnerability arises at different levels within these social systems to create self-reinforcing trust and distrust spirals. These ripple out to impact multiple levels of the organisation by either amplifying or relieving vulnerability.
Research limitations/implications
The way adverse cyber events aftermaths are managed has immediate and long-term consequences for organisational stakeholders. Actions impact resilience and the ability to preserve the social fabric of the organisations. Subsequent trajectories can be “negative” or “positive”. The “negative” trajectory is characterised by efforts to identify and punish the employee whose actions facilitated the adverse events, i.e. the “who”. Public scapegoating might follow thereby amplifying perceived vulnerability and reducing trust across the board. By contrast, the “positive” trajectory relieves perceived vulnerability by focusing on, and correcting, situational causatives. Here, the focus is on the “what” and “why” of the event.
Practical implications
We raise the importance of responding in a constructive way to adverse cyber events.
Originality/value
The aftermaths of cyber attacks in organisations are a critical, neglected context. We explore the interplay between trust and vulnerability and its implications for management “best practice”.
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David O'Donoghue and Lisa van der Werff
This study set out to investigate the role of self-determination and accountability in the relationship between empowering leadership, motivation and performance.
Abstract
Purpose
This study set out to investigate the role of self-determination and accountability in the relationship between empowering leadership, motivation and performance.
Design/methodology/approach
Data were collected from 172 participants working in an international software development organization. Hypotheses were tested in PROCESS using the Preacher and Hayes (2008) bootstrapping method.
Findings
Results indicate that empowering leadership played a significant role satisfying basic psychological needs. As expected, the satisfaction of needs is related to autonomous motivation. Crucially, perceived accountability was also positively related to autonomous motivation.
Research limitations/implications
The cross-sectional design of this study limits the ability to rule out the possibility of reverse causation.
Practical implications
The results suggest that traditional management practices such as accountability can be successfully utilized in conjunction with self-determination theory without undermining autonomous motivation. This study highlights two key opportunities for human resources (HR) professionals. Specifically, by equipping managers with the skills to display empowering leadership behaviors, and by communicating organizational values and individual job meaning to enhance identified forms of motivation, HR can fully realize the benefits of autonomous employee motivation.
Originality/value
This paper offers valuable insight into how leaders can balance the satisfaction of basic psychological needs with accountability to influence autonomous motivation in employees. The model presented demonstrates the potential of empowering leadership in achieving this balance and highlights the importance of identified motivation as a powerful correlate of work performance.
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Ngoc S. Duong, Trevor N. Fry, Alexander M. DeChurch, Lisa A. Steelman and Jessica L. Wildman
The current study heeds prior calls to test the hypothesis that perceptions of inclusion mediate the relationship between inclusive practices and employee outcomes.
Abstract
Purpose
The current study heeds prior calls to test the hypothesis that perceptions of inclusion mediate the relationship between inclusive practices and employee outcomes.
Design/methodology/approach
Using responses from 3,367 employees drawn from three time-separated surveys administered between 2020 and 2022 within a large retail fashion chain, structural equation modeling (SEM) was conducted to examine the mediating role of perceptions of inclusion connecting inclusion’s antecedents and outcomes. Exploratory multigroup SEM and relative weights analysis was conducted to examine the relative contribution of each antecedent of perceptions of inclusion across racial/ethnic groups.
Findings
We identified manager support, career support, organizational support, transparency, and employee recognition as antecedents of perceptions of inclusion, as well as work engagement, organizational commitment, and intent to stay as outcomes of perceptions of inclusion. Recognition indirectly relates to employee outcomes via perceptions of inclusion, but we did not find evidence of mediation for the other antecedents. Exploratory analyses suggest that career support and employee recognition are the most predictive antecedents of perceptions of inclusion overall. However, there are racial/ethnic group differences regarding which inclusive practices most contribute to perceptions of inclusion.
Originality/value
Results uncover several directions for future research and suggest that to truly make employees feel both included and unique at work, organizations should focus on supporting employees' career development goals and recognizing their valuable contributions.
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This study aims to identify the decision-making process involved in the purchase of organic wine from consumer values to attitudes to behavioural intention towards organic wine…
Abstract
Purpose
This study aims to identify the decision-making process involved in the purchase of organic wine from consumer values to attitudes to behavioural intention towards organic wine via the value–attitude–behaviour (VAB) model. Involvement in wine is also taken into consideration.
Design/methodology/approach
The data were collected using a snowball sampling method and a closed-ended questionnaire. A total of 209 responses were analysed. Linear regression and PROCESS Macro on SPSS were used to perform data analysis.
Findings
Both biospheric-altruistic values and egoistic values are positively associated with attitudes towards organic wine. Attitude is found to mediate the relationship between biospheric-altruistic/egoistic values and behavioural intention. Egoistic values are found to significantly predict behavioural intention in the organic wine purchase context. Involvement was found to moderate the relationship between egoistic values and attitudinal loyalty.
Originality/value
This study identifies the decision-making hierarchy from consumer values to attitudes to behavioural intention, theoretically confirming the robustness of the VAB model in the organic wine consumption context. It also makes a practical contribution by indicating the marketing emphasis of organic wine and segmenting potential consumers according to their values and levels of wine involvement.
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Iain Davies, Caroline J. Oates, Caroline Tynan, Marylyn Carrigan, Katherine Casey, Teresa Heath, Claudia E. Henninger, Maria Lichrou, Pierre McDonagh, Seonaidh McDonald, Sally McKechnie, Fraser McLeay, Lisa O'Malley and Victoria Wells
Seeking ways towards a sustainable future is the most dominant socio-political challenge of our time. Marketing should have a crucial role to play in leading research and impact…
Abstract
Purpose
Seeking ways towards a sustainable future is the most dominant socio-political challenge of our time. Marketing should have a crucial role to play in leading research and impact in sustainability, yet it is limited by relying on cognitive behavioural theories rooted in the 1970s, which have proved to have little bearing on actual behaviour. This paper aims to interrogate why marketing is failing to address the challenge of sustainability and identify alternative approaches.
Design/methodology/approach
The constraint in theoretical development contextualises the problem, followed by a focus on four key themes to promote theory development: developing sustainable people; models of alternative consumption; building towards sustainable marketplaces; and theoretical domains for the future. These themes were developed and refined during the 2018 Academy of Marketing workshop on seeking sustainable futures. MacInnis’s (2011) framework for conceptual contributions in marketing provides the narrative thread and structure.
Findings
The current state of play is explicated, combining the four themes and MacInnis’s framework to identify the failures and gaps in extant approaches to the field.
Research limitations/implications
This paper sets a new research agenda for the marketing discipline in quest for sustainable futures in marketing and consumer research.
Practical implications
Approaches are proposed which will allow the transformation of the dominant socio-economic systems towards a model capable of promoting a sustainable future.
Originality/value
The paper provides thought leadership in marketing and sustainability as befits the special issue, by moving beyond the description of the problem to making a conceptual contribution and setting a research agenda for the future.