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The purpose of this study is to examine the differences in preferred work-related attributes across generational cohorts. Specific focus is given to investigating whether millennials have different preferences than previous generations.

This study uses cross-sectional survey data of 300 employees of a large firm in the southwest USA. Conjoint analysis is used to collect employee responses that are then subjected to analysis of variance (ANOVA).

The results of this study demonstrate that employees from different generations have significantly different preferences on four work-related attributes: job security, potential for advancement, work/life balance and company leadership.

This study extends the generational cohort theory by employing psychological contract theory to discover and explain significant differences in preferences for varying work-related attributes for different generations. Like much cross-sectional research, these findings have to be validated and generalized.

Firms can use the results of this study to help understand how different generations value different work-related attributes, thus helping improve employee satisfaction and retention.

The originality of this research lies in its very unique approach, conjoint analysis, to be one of the first studies to test empirically the preferences for work-related attributes across generational cohorts. It lays the foundation for future research to expand upon while also giving practicing managers a useful tool to understand the needs of their employees.

The purpose of this paper is to use a longitudinal analysis of the zone of tolerance to reconcile the growing divide between the acceptance of the theoretical model and the lack of empirical support for it.

A combination of simple linear regression and piece‐wise regression is used on a data set of 699 observations of a training program from the telecommunications industry.

This study demonstrates that the zone of tolerance model is a significantly better predictor of changes in customer satisfaction than the traditional linear model. Furthermore, the study supports early zone of tolerance propositions regarding the effect of negative quality perceptions.

The findings of this study resolve the apparent disconnect between the acceptance of the zone of tolerance theory and the lack of empirical research support for it.

By demonstrating that customers are willing to accept some heterogeneity in service delivery, this research demonstrates to practicing managers that they do not need to micro‐manage service delivery. Furthermore, by validating an early zone of tolerance proposition regarding the relative magnitude of the effect of poor service quality, this research shows the importance of preventing service failures.

This research is the first to use a longitudinal methodology to investigate a growing research stream, namely, the zone of tolerance theory. This unique methodology allows us to explain the apparent divide between the conceptual theory and previous academic research.

This research investigates the relationship between e-learning service quality dimensions, student e-learning satisfaction, commitment and behaviour towards finance courses in higher education institutes of Pakistan.

Due to specific study objectives, the authors gathered sample data of 359 university students who were enrolled in the traditional learning system and shifted to the e-learning environment. The study employed partial least squares-structural equation modelling (PLS-SEM) based approach using Smart PLS version 3.0.

The results indicated that out of four e-learning service quality dimensions, three dimensions (system quality, course material and instructor quality, information technology (IT) and support service quality) positively impacted student e-learning satisfaction. The other dimension of e-learning service quality (course website quality) showed a positive but insignificant effect on e-learning satisfaction. Additionally, e-learning satisfaction was positively related to e-learning commitment, which, in turn, has a positive and significant influence on student e-learning behaviour towards finance courses.

Overall, the study’s findings provide useful policy implications for higher education institutes, particularly in the coronavirus disease 2019 (COVID-19) pandemic.

Information was obtained in interviews with Richard Nagel in Winter/Spring 2022. This information was supplemented by material from secondary sources. The only information that was disguised were the real names for Bob Crater, Tim Landy, Jane Tolley and Mary Nagel.

The case was classroom tested in Summer 2022. The responses from students helped to shape the writing of the case.

Richard Nagel, the owner of the RE/MAX Elite real estate agency in Monmouth Beach, New Jersey, has just learned that one of his agents, Tim Landy, quit and left the industry. Tim was a young real estate agent and Richard had spent considerable time training him. Tim was motivated and he worked hard to prospect for business, but he showed that he was experiencing difficulty closing on his sales. Richard decided to recommend that Tim work with another agent, Bob Crater, as Bob was an experienced salesman but was not doing the up-front prospecting that Tim was doing. Richard suggested two different strategies to the two agents – a pairing up arrangement and peer-to-peer learning. The outcome that Richard envisioned was that both of the struggling salesmen would benefit from either of these strategies, but Bob refused to collaborate.

Tim’s quitting was characteristic of an ongoing problem with employee retention that Richard had been experiencing as a manager in recent years. This problem caused Richard to think about how he recruited his real estate agents, how he developed them through coaching and how he motivated them so that they would stay happy in their job and not leave. He recognized the importance of thoroughly examining his retention strategy within the next 12 months so that he could better manage the problem and strengthen the productivity of his real estate agency.

The case is intended for an undergraduate course in human resources management, as it deals directly with recruiting, coaching and retaining employees.

Physician satisfaction (PHS) in the pharmaceutical business is a major issue that has created serious concerns for pharmaceutical companies and medical practitioners. The purpose of this paper is to explore the mediation effect of physician perceived value (PPV) on the relationship between marketing mix strategy (MMS) and PHS in the pharmaceutical industry in Yemen.

A non-probability purposive sample of 500 physicians was surveyed by using a self-administered questionnaire. Out of the 500 questionnaires, only 192 surveys were returned. Consequently, only 170 questionnaires were usable for the final analysis, with a 34 percent usable response rate. Several statistical techniques were performed including reliability, factor analysis, multiple regressions analysis, and hierarchical regressions to examine the mediation effect of the PPV.

The results showed that MMS elements, namely, product, price, promotion, and place, significantly contributed to PHS. The results also indicated that MMS elements, namely, price, place, and promotion, significantly contributed to PPV, whereas product showed an insignificant contribution. The PPV significantly contributed to PHS. Hierarchical regression results indicated that PPV partially mediated the relationship among MMS elements, namely, price, place, promotion, and PHS. Product variable was excluded in hierarchical analyses because the variable was insignificant to PPV.

This paper is the first to deal with perceived value as a mediating variable between elements of MMS (4Ps) for drug product and PHS in the context pharmaceutical business.