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Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and other positive organizational outcomes. Less research has addressed the processes that shape individual efficacy levels. This article explores the role of emotional intelligence and causal reasoning patterns in the development of self‐efficacy beliefs. A research model is forwarded along with associated propositions. Lastly, the implications, limitations, and future research directions of this research are discussed.

The purpose of this paper is to examine the relationship between cultural intelligence (CQ) and specific self‐efficacy (SSE), and the effect of training on CQ and SSE.

Pre and post‐test surveys were administered to 110 US government contracting trainees, in four separate training settings, to measure the effects of training on mean CQ and SSE scores. Two administrations included pre and post‐test surveys. One was designed as a post‐test only, while the fourth was taken from 25 contracting officers in a recurring training setting. Statistical analyses were performed through the use of t‐tests to measure the significance of the change in means across training classes.

It was found that training using a lecture format significantly improved mean levels of CQ on the cognitive and behavioral dimensions, while less significantly improving motivational CQ. SSE scores from pre‐ to post‐training were also only marginally improved. An additional finding showed significant positive correlations between CQ and SSE, but only in post‐ training samples.

These findings indicate that managers can use cultural training as an effective tool to increase the cognitive and behavioral dimensions of their employees' CQ, helping employees to be more effective in overseas assignments. In addition, improving employees' SSE on a task to be performed in a cross‐cultural situation may help to improve levels of CQ, and thus cross‐cultural performance.

The paper demonstrates the link between SSE and CQ, and shows that CQ and SSE can be improved through training. The relationship among these variables had not been empirically tested in past research, especially involving samples of public sector employees.

This study aims to examine how contractual mechanisms, trust and ethical levels impact opportunism in marketing channel relationships between manufacturers and distributors. Because the type of interactions, short-term or transaction-based vs long-term or relation-based, may also affect the level of opportunism, the study includes two scenarios to assess the impact of interaction type.

Survey data from 145 distributors were collected with 69 being transaction-based and 75 being relation-based interactions.

The sole use for transaction-based and relation-based interactions is not a significant deterrent for opportunistic behavior by a distributor. Ethical level is negatively related to opportunism in transaction-based interactions, perhaps because of calculative commitment. Trust positively moderates the relationship between contractual enforcement and opportunism in transaction-based interactions. Under relation-based interactions, the opposite occurs as trust reduces contractual enforcement efforts, and thus, opportunism is reduced as well. Ethical level negatively moderates the relationship between contractual enforcement and opportunism in transactional and relational based interactions.

Researchers have called for a more holistic approach to better understand phenomena. This study addressed that call by being the first to include contracts, trust, ethical level and opportunism within the context of the transaction and relation-based interactions between a manufacturer and a distributor. Contractual enforcement is not a significant deterrent of opportunism for transactional or relational interactions. Trust is negatively related to opportunism only in transaction-based interactions; perhaps, the threshold for acting opportunistically may be lower because of the short-term nature of the interaction. The ethical level is negatively related to opportunism in transaction and relational interactions.

As other worldwide sourcing industries the retail sector is also prone to various forms of corruption. In particular large retail chains doing business in developing countries are often faced with corrupt bureaucracy and struggle with dubious administrative processes. On the other hand the purchasing divisions of large retailers decide upon million dollar deals with their suppliers which may tempt manufacturers to pay bribes for winning the deal. While such forms of corruption may be found also for other businesses there are other practices which may be recognized as corruption which are typical in the retail sector. One of the most controversial discussions concerns the practice of so-called slotting fees which are charged to manufacturers as a contribution to the handling costs of the retailer. Since such fees are negotiated in secrecy and not broken down by categories of expenditure they are often seen as a bribery-like payment demanded for getting contracts or staying in business. In the following chapter we will analyze these practices from an economic perspective. We will provide some empirical findings on how such payments are assessed in practice and conclude with some ethical considerations concerning the practice and the effects of slotting fees.

For the crews and assets of the European Union’s (EU’s) Joint Operations available today, but a vast area in the Mediterranean Sea to monitor, detection of small boats and rafts in distress can take up to several days or even fail at all. This study aims to outline how an energy-autonomous swarm of Unmanned Aerial System can help to increase the monitored sea area while minimizing human resource demand.

A concept for an unattended swarm of solar powered, unmanned hydroplanes is proposed. A swarm operations concept, vehicle conceptual design and an initial vehicle sizing method is derived. A microscopic, multi-agent-based simulation model is developed. System characteristics and surveillance performance is investigated in this delimited environment number of vehicles scale. Parameter variations in insolation, overcast and system design are used to predict system characteristics. The results are finally used for a scale-up study on a macroscopic level.

Miniaturization of subsystems is found to be essential for energy balance, whereas power consumption of subsystems is identified to define minimum vehicle size. Seasonal variations of solar insolation are observed to dominate the available energy budget. Thus, swarm density and activity adaption to solar energy supply is found to be a key element to maintain continuous aerial surveillance.

This research was conducted extra-occupationally. Resources were limited to the available range of literature, computational power number and time budget.

A proposal for a probable concept of operations, as well as vehicle preliminary design for an unmanned energy-autonomous, multi-vehicle system for maritime surveillance tasks, are presented and discussed. Indications on path planning, communication link and vehicle interaction scheme selection are given. Vehicle design drivers are identified and optimization of parameters with significant impact on the swarm system is shown.

The proposed system can help to accelerate the detection of ships in distress, increasing the effectiveness of life-saving rescue missions.

For continuous surveillance of expanded mission theatres by small-sized vehicles of limited endurance, a novel, collaborative swarming approach applying in situ resource utilization is explored.

The purpose of this paper is to provide a conceptual model of behavior in the franchise network from the perspective of quality management.

Based on the review of the literature, the development of a theoretical scale for measuring quality in franchise systems in the short term (i.e. transactional quality) and in the long term (i.e. relationship quality) is proposed.

Two dimensions of transactional quality are identified from the franchisee perspective: contents and assistance. The dimensions of transactional quality from the franchisor's point of view refer to two aspects: formality and identify. The relationship quality identifies variables such as trust between cooperation partners, mutual commitment, and relationalism.

The proposed model is a theoretical model; an additional step is to validate empirically the dimensions of the model.

The main practical implication is that the contract does not completely reflect the actual conduct of franchisor‐franchisee relationships. It is necessary to harmonize the transactional or contractual perspective with the relationship view.

The franchise system has assumed great importance as a pattern for the expansion of services and, just like any other organization, needs to preserve the quality of the business concept to achieve overall success. On that basis, this paper aims to contribute to quality management in franchise networks and proposes a dual model for measuring quality: transactional and relational quality.

Given the conflicting attitudes that people have toward those who report wrongdoing and a lack of empirical research specifically examining subsequent hiring, it is an open question as to whether accounting professionals would want to work with former whistleblowers. The authors examine this question using an experimental design, in which participants evaluate an employment candidate before and after the person discloses having been a whistleblower. Four manipulations of whistleblowing are used in both a within-subjects and a between-subjects manipulation. The authors’ results demonstrate that accounting professionals’ intentions to recommend a candidate for hire decrease after they are informed that a strong candidate has a whistleblowing past. A candidate is viewed most negatively, however, when discovering malfeasance and electing not to blow the whistle internally. Moreover, when the whistle is blown internally and the superior takes no action, the candidate who remained silent and chose not to continue to push the issue is viewed more negatively than the candidate who proceeded to blow the whistle externally. Although a candidate having a whistleblowing past appears to pose a cautionary signal in the interview process, participants reacted more harshly when the candidate failed to act or lacked the durable moral courage to see the matter through to completion.

The purpose of this paper is to offer a theoretical framework of whistleblowing that gives due recognition to the emotional and reflexive processes that underpin it. Modes of anger are integrated into the model based on a reading of Geddes and Callister (2007), and developed by Lindebaum and Geddes (2016) work on moral anger.

The model is derived by interrogation of the extant literature on whistleblowing with due recognition accorded to emotional and reflexive dimensions that have been underrepresented in previous research. The model was tested by a qualitative study that uses memoir analysis to interrogate a board level whistle-blower’s account of the complex, traumatic and like-changing nature of his experience.

The paper identifies key stages in whistle-blower thinking before, during and subsequent to a decision to expose corporate wrongdoing. It demonstrates how emotional and reflexive processes influence a whistle-blower’s mode of anger expression, and how different perspectives by the whistle-blower and the focal organisation may view this expression as moral or deviant anger.

The complexity of the whistleblowing process, together with possible alternative perspectives of it, makes identifying every influencing variable extremely challenging. Also, reliance on a whistle-blower’s own account of his experience means that recall may be partial or self-serving. The model can be used to analyse other whistle-blower accounts of their experience, and further confirm its applicability.

This is the first application of memoir analysis to a whistle-blower’s account of his experience that relates modes of anger expression to stages in the whistleblowing episode. It addresses a significant imbalance in whistleblowing research that hitherto has emphasised rationality in whistle-blower decision making and downplayed the influence of reflexivity and emotion.