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Drawing from moral exclusion theory, this study aims to examine a moderated mediation model for the relationship between perceived overqualification (POQ) and knowledge-hiding behavior directly and via perceived dissimilarity.

Using the convenience-sampling technique, time-lagged (three waves) data were gathered from 595 employees working in different hotels and event management firms. Hayes’ PROCESS macro was used to test the moderated mediation model.

Results showed that perceived dissimilarity among coworkers mediated the result of POQ on knowledge-hiding behavior. In addition, interpersonal disliking moderated the indirect effect in a way that this effect was strong when interpersonal liking was low.

Findings suggest that organizations should make the overqualified realize that they can also learn from their coworkers whom they perceive as less qualified. In this, the feelings of dissimilarity and disliking can be minimized that in turn may decrease the intention to hide knowledge.

The present study offers a new perspective for identifying the nexus between POQ and knowledge-hiding behavior by drawing upon moral exclusion theory and examining the mediating role of perceived deep-level dissimilarity.

After war, societies can undergo change that extends justice to formerly excluded groups. Using theories of moral exclusion and moral inclusion as a lens, this chapter examines societal change in two consecutive periods after the American Civil War (1861–1865): Reconstruction and Jim Crow. Focusing on the well being of black Americans in the American South, this chapter examines Reconstruction's inclusionary gains and setbacks. It then describes challenges faced by black Americans during Jim Crow, a period of white supremacy and violence, and factors associated with Jim Crow's decline. Applying social psychological theory to these historical periods offers insight into the dynamics of inclusionary and exclusionary change.

This paper aims to highlight the social dynamics associated with the interaction between temporary and permanent organizational members in non-work-related situations. This view contrasts with previous studies which predominantly focus on work-related situations. Inspired by Goffman's dramaturgical metaphor, a perspective which emphasizes the influence of social regions on group membership as well as the ritual foundation of everyday social interactions is developed.

This paper’s methodological foundation is a constructivist grounded theory study of 15 undergraduate nursing students' experiences as temporary members during their clinical placements.

Temporary members arrive at their new organization with an expectation of attending non-work-related situations on similar terms as permanent members. However, they do not expect to be treated as new colleagues. They experience being excluded and ignored, which makes them feel humiliated, denied recognition and deprived of their dignity.

Illuminating social dynamics related to backstage access provides valuable insights to studies of the relationship between temporary and permanent organizational members. Furthermore, redirecting the analytical focus from social dynamics associated with work-related situations to non-work-related ones provides new perspectives on moral exclusion by emphasizing the ritual foundation and its close connection to moral concepts such as dignity and recognition.

Outer space has been described as a liminal landscape. As such, it appears to have an intricate connection to the concept of the monster, which is a powerful metaphor that reflects and demarcates the culture that constructs it. In this vein, the scientific search for extraterrestrial life has been previously argued to possess characteristics of monstrosity. Consequently, the object of this search, that is, alien life, also bears the mark of the monster, as it can effortlessly tap into the particular leitmotifs of the monstrous that are largely constant across cultures, despite the situatedness of the monster. This foreshadows a risk of monsterization of the parties involved in a future discovery of extraterrestrial life, that is, the monsterization of both the humans and the extraterrestrial life. In turn, this can adversely affect moral appraisals in future encounters with extraterrestrial life by rendering theoretical ethical approaches ineffective, as monsters are not only always outside the moral order but essentially defy and transgress it. Grounded on the intertwinement of moral imagination and anticipation and drawing on the inherent educational power of monsters, this chapter offers a theoretical exploration and a practical intervention in the form of a novel futures literacy workshop to help pre-emptively decrease the potential for the monsterization of humans and extraterrestrial life in the case of a future discovery. This contribution is in line with pragmatist ethics and is envisioned as a preparatory, complementary pedagogical approach to the traditional teaching of ethical theories and applied ethics to university students.

The purpose of this paper is to examine how consumer ethnocentrism (CET) and cosmopolitanism (COS) may affect Asian consumers’ perceptions of out-group countries and their products, doing so by examining similar vs dissimilar countries across countries of origin. Given the strong inter-country rivalries that exist among Asian countries, the authors propose two alternative hypotheses, drawing from social identity theory and realistic group conflict theory.

To test the hypotheses, the authors examine consumer perceptions of both Western countries (dissimilar out-groups) and Asian countries (similar out-groups) within China (Study 1). In addition, the authors investigate how CET and COS affect consumer perceptions of Asian countries in Japan and in non-Asian dissimilar countries, and compare the effects between the two regions (Study 2).

The findings indicate that CET shows greater negative effects on perceptions of a country and its products, when the country is from a similar out-group than when it is from a dissimilar one. On the other hand, COS showed equally strong positive effects among consumers for both similar and dissimilar out-group countries.

The results suggest that Asian consumers feel a sense of intergroup rivalry with other Asian countries, and, as a result, exhibit a greater degree of ethnocentric biases toward these countries and their products than they do toward Western countries and products. Also, the results suggest that COS may transcend national differences and inter-country rivalries in consumer consumption tendencies.

The study examines inter-country similarities as a moderator of CET and COS effects, which has not been extensively researched in the past. In addition, the study discusses the concept of intergroup rivalry among neighboring countries and examines how it affects consumer perceptions of out-group countries and their products in Asia, where strong inter-country rivalries exist.

This study aims to discuss the antecedent roles that corporate social responsibility and consumer complaints perform in consumer brand hate and anti-branding activities.

The reasons for the existence of anti-brand websites and how they operate in dynamically changing digital platforms are discussed with a literature review and data analysis.

The findings of this study reveal that there is a direct link between consumer dissatisfaction and brand hate, and that there is a partially mediating impact by customer dissatisfaction and corporate social responsibility on consumer brand hate.

This study is the first-of-its-kind investigation of the relationships that might exist among corporate social responsibility, consumer complaints and dissatisfaction, consumer anti-branding and brand hate with macro-level indicators. The study is the first of its kind to test macro-level brand hate measures with a set of longitudinal analyses.

Brands are increasingly committing to improving diversity, equity and inclusion (DEI) within their marketing practices. One way that brands can show their commitment to DEI is by offering inclusive product lines. This paper aims to examine the strategic implications of offering inclusive product lines by investigating consumer perceptions of product lines with more (versus fewer) options as well as product lines that cater primarily to minority (versus majority) consumers.

This research uses three online experiments and one secondary data set to test the hypotheses across two consumption contexts (makeup and clothing).

Consumers perceive product lines with more options and a distribution of options that skews toward minority (versus majority) consumers to be more inclusive and moral, which leads to more favorable attitudes toward the brand. In addition, consumers perceive product lines with balanced options to be as inclusive and moral as those with minority-skewed options.

This research provides practitioners with valuable insights on how to increase favorable consumer perceptions of their brands’ DEI strategies.

This paper contributes to the emerging literature on brand inclusivity in the marketplace. Specifically, it sheds light on why brands have been criticized for launching product lines that, ostensibly, include many options but may not go far enough to address marketplace inequalities that disadvantage underrepresented consumers.

Consumer–brand relationship literature has seen a recent surge of work on the concept of brand hate. Considering that hate is not easily acknowledged, it is challenging to uncover the psychological mechanisms that underpin its development. Using the concept of “self” as over-arching theory, this study aims to uncover consumers’ psychological triggers for hating a brand by providing contextualized perspectives from the informants.

The authors use an interpretive approach focused on exploring the role of self in explaining the development of brand hate. Data is collected through 25 in-depth interviews and inductively analysed using the NVivo 12.

The findings of the study align with the motivational perspective of hate discussed in psychology literature. Six psychological strategies (coping, moral consciousness, ego defense, self-esteem protection, power reinstatement, and self-concept strengthening) cater to three motives of the self (self-preservation, self-defense, and self-enhancement).

The current study uses an interdisciplinary approach and draws perspectives from psychology, sociology and interpersonal relationship theories to study consumer brand hate. It uncovers the subconscious mechanisms that lead to the germination of brand hate and provides answers to unexplained and missing pieces in the existing literature. In particular, it offers a detailed perspective on how self-related motives can explain the psychology of brand hate.

Previous research on narcissism and leadership seldom takes into account the leader–subordinate dyadic relationship and ignores the role of subordinate. Drawing on the contextual reinforcement model of narcissism, the purpose of this study is to explore the joint effects of both leaders’ and their subordinates’ narcissism on the former’s effectiveness through the latter’s perceived relationship conflict with them (RCWL).

Self-report data were collected from 315 full-time employees using a three-wave survey. Polynomial regression and response surface analysis were used to test the hypotheses.

The results of this study reveal that although RCWL is higher when leaders’ narcissism is higher along both congruence and incongruence line, RCWL is lower when leaders’ narcissism exceeds that of their subordinates than it falls short of subordinates’ narcissism when both leader’s and subordinate’s narcissism are low. Furthermore, the results of this study also demonstrate that leader–subordinate (in)congruence in narcissism has an indirect influence on the leaders’ effectiveness because of the resulting relationship conflict, and that the response surface of the total effect of joint narcissism on leader effectiveness possesses a convex surface, which demonstrates that leader effectiveness is lower at the median point when compared to the low- and high-level congruence points.

This study not only contributes to fit theory, vertical relational conflict and research on narcissistic leader by simultaneously investigating both leaders’ and subordinates’ narcissism and their joint influence on leader–subordinate relational conflict and leaders’ effectiveness but also offers several practical recommendations for companies to enhance leaders’ effectiveness.