Camilla M. Holmvall, Sonya Stevens and Natasha Chestnut
Employees are affected by the interpersonal treatment received from leaders (i.e. interactional justice), especially when being informed of negative outcomes (Brockner, 2010)…
Abstract
Purpose
Employees are affected by the interpersonal treatment received from leaders (i.e. interactional justice), especially when being informed of negative outcomes (Brockner, 2010). Although respectful treatment may be expected from leaders generally, little is known about when leaders are more likely to display interactional justice and whether less interactional justice might be acceptable under certain circumstances. Drawing on reciprocity theory (e.g. Gouldner, 1960), and leader–member exchange (LMX) theory (e.g. Gerstner and Day, 1997), the purpose of this paper is to test the hypothesis that employees who are disrespectful and inconsiderate toward their supervisors (i.e. who are themselves interactionally unjust) would and should receive less interactional justice when being informed of a negative outcome.
Design/methodology/approach
The authors conducted three experimental studies (Ns=87, 47 and 114), in the context of leaders communicating a layoff decision to their subordinates.
Findings
The results supported the predictions albeit the effect of subordinate interactional justice on supervisor justice was modest, yet consistent, across studies.
Research limitations/implications
The findings are consistent with reciprocity theory and the LMX literature and suggest that leader actions when communicating bad news are dependent on employee conduct. Limitations of the studies include a primary reliance on students as participants and the measurement of behavioral intentions rather than behavior.
Originality/value
The studies are among the first to examine interactional injustice perpetrated by subordinates toward their leaders, and its impact on leader behavior when delivering negative outcomes. There is a paucity of literature understanding the causes of leader fairness behavior, in addition to a consideration of unfairness from perpetrators of lower positional power.
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Amir Zaib Abbasi, Natasha Ayaz, Sana Kanwal, Mousa Albashrawi and Nadine Khair
TikTok social media app has become one of the most popular forms of leisure and entertainment activities, but how hedonic consumption experiences (comprising fantasy, escapism…
Abstract
Purpose
TikTok social media app has become one of the most popular forms of leisure and entertainment activities, but how hedonic consumption experiences (comprising fantasy, escapism, enjoyment, role projection, sensory, arousal and emotional involvement) of the TikTok app determine users' intention to use the app and its resulting impact on the actual usage behavior remains limited in the information systems literature, especially featuring the hedonic consumption perspective in entertainment industry.
Design/methodology/approach
This study employs uses & gratification theory to answer the “why” via predicting the role of hedonic consumption experiences that serve as gratifications to trigger technology acceptance behavior (especially, in form of users' behavioral intention to use the TikTok app and its further impact on usage behavior). This study utilizes the partial least squares-structural equation modeling approach to perform data analyses on 258 TikTok app users.
Findings
Our results provide a strong support such that users' playful consumption experiences (i.e. escapism, role projection, arousal, sensory experience and enjoyment) positively influence their intention to use the TikTok app and its resultant effect on users' actual usage of the app. In contrast, fantasy and emotional involvement fail to influence users' intention to use the TikTok app.
Originality/value
To the best of our knowledge, our investigation is one of the first studies to apply the hedonic consumption experiences as potential gratifications that derive users' intention and its subsequent influence on the actual usage of the TikTok app. Our study results would assist marketing and brand managers to redefine approaches and tactics to create effective strategies that implement essential determinants to increase behavioral intention among entertainment service providers.
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Online database revenues up 28% Amidon/Litman, a consulting and research firm out of New Jersey, has released a report that states online revenues for 1988 were $1.03 billion for…
Abstract
Online database revenues up 28% Amidon/Litman, a consulting and research firm out of New Jersey, has released a report that states online revenues for 1988 were $1.03 billion for eight business‐to‐business markets. This represents a 28% growth rate over 1987, according to the report Vertical Information Markets & Company Profiles: A Dance Card. It contains lists of interesting information products and players suitable for acquisition, joint venture and product development.
Balkrushna Potdar, Tony Garry, John Guthrie and Juergen Gnoth
The purpose of this paper is to explore how interactional justice within a retail context may influence employee organizational commitment and how this may evoke guardianship…
Abstract
Purpose
The purpose of this paper is to explore how interactional justice within a retail context may influence employee organizational commitment and how this may evoke guardianship behaviors that manifest in shoplifting prevention.
Design/methodology/approach
This research uses a phenomenological approach conducting semi-structured in-depth interviews with 26 shop-floor employees of two major national supermarket chains in New Zealand.
Findings
The findings suggest that interactional justice in the workplace is important in shaping organizational commitment amongst employees. Additionally, heightened organizational commitment may have a significant effect on employee propensity to engage in shoplifting prevention/guardianship behavior. A conceptual model is developed based on these findings.
Practical implications
Retail managers may promote and exercise interactional justice practices with employees to improve their organizational commitment and consequential shoplifting prevention/guardianship behaviors.
Originality/value
The contribution of this paper is threefold. First, and from a theoretical perspective, it offers both a conceptual foundation and empirical-based evaluation of interactional justice and its effect on organizational commitment and, specifically, on guardianship/shoplifting prevention behaviors. Second, and from a pragmatic perspective, the conceptual model derived from this research may assist retailers in developing interactional justice strategies that encourage organizational commitment of employees that consequently leads to employees’ guardianship/shoplifting prevention behaviors. Finally, it explores significance and role of employee perceptions of interactional justice, employee workplace attachment and organizational commitment within the context of retail crime prevention.