Aron M. Levin, Fred Beasley and Richard L. Gilson
This research examined fans' purchase intentions towards the sponsor of a NASCAR (National Association for Stock Car Auto Racing) event and towards the previous sponsor. The study…
Abstract
This research examined fans' purchase intentions towards the sponsor of a NASCAR (National Association for Stock Car Auto Racing) event and towards the previous sponsor. The study shows that fans are more likely to purchase from the current sponsor and less likely to purchase from the previous sponsor. Fan identification and perceived group norms were significant predictors of purchase intentions towards the current sponsor, but only perceived group norms predicted purchase intentions towards the ex-sponsor. Additionally, perceived group norms partially mediated the relationship between fan identification and purchase intention.
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Jiaying Li, Hong Wu, Zhaohua Deng, Richard David Evans, Ziying Hong and Shan Liu
Online medical teams (MTs), involving collaboration between remote healthcare workers, can provide comprehensive and rapid healthcare to patients. The growth in MTs is continuing…
Abstract
Purpose
Online medical teams (MTs), involving collaboration between remote healthcare workers, can provide comprehensive and rapid healthcare to patients. The growth in MTs is continuing, with popularity growing among doctors and patients, but some MTs disband, which could break the continuity of healthcare services provided. We aim to address this pressing issue by exploring the effects of team diversity and leadership types on team status (i.e. team disbandment (TD)). This paper systematically investigates the influences of team diversity, including separation, variety and disparity diversity and the effects of leadership types, including strong, equal and weak types.
Design/methodology/approach
A data set consisting 1,071 online MTs was collected from the Good Doctor website, a leading Chinese online health community (OHC), on January 10, 2018. The data captured included 206 teams which disbanded after 3 months collaboration. Logistic regression and maximum likelihood estimation (MLE) were used to examine their effects.
Findings
The results show that variety diversity, related to departments, positively affects TD, but disparity diversity, referring to clinician titles, negatively affects TD. Separation diversity, in terms of team member attitudes, exerts a negligible influence on disbandment. Although strong and equal leadership types negatively influence TD, they are seen to strengthen the positive effect of variety diversity, suggesting stable structure combinations of strong or equal-type leadership and low department diversity, as well as the match of weak-type leadership and high department diversity.
Originality/value
This paper extends the current understanding of virtual teams and OHCs by examining the role of leadership types and team diversity, and their influencing role on team status. The pairwise combinations are obtained to effectively reduce the disbandment probability of medical teams operating in OHCs, which could help platform managers, team founders and those connected with MTs deal with the team-disbandment crisis, providing both theoretical and practical implications to healthcare providers and researchers alike.
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OCCASIONALLY some writer is inspired to make the declaration that reference work as understood in America does not exist in Great Britain, or, even more definitely, is not known…
Abstract
OCCASIONALLY some writer is inspired to make the declaration that reference work as understood in America does not exist in Great Britain, or, even more definitely, is not known there. We rejoice at any advance our American friends make, but our enthusiasts for American methods must not undervalue the homeland. In the pages that follow some aspects of reference work receive attention, and the inference to be drawn may be that, if we have not specialized this department of work to the extent that transatlantic libraries have done, if in some smaller places it hardly exists “as the community's study, archive department and bureau of information,” yet in our larger cities and in many lesser places much work is done.
This paper aims to depict the pivotal roles played by Mary Parker Follett and Mary Barnett Gilson, as they uniquely contributed to early management thought, theory, and practice…
Abstract
Purpose
This paper aims to depict the pivotal roles played by Mary Parker Follett and Mary Barnett Gilson, as they uniquely contributed to early management thought, theory, and practice through “spirituality” despite the chauvinism of their day.
Design/methodology/approach
Synthesizing articles from history journals, writings about the figures of interest, annals, published works by the figures themselves, and other resources; this paper illustrates how the input of Follett and Gilson made distinctive and valuable contributions to the management field.
Findings
This research concludes that Follett and Gilson, although from the mid‐nineteenth to mid‐twentieth century, when men were dominant in any arena relating to management, were responsive to their “spiritual” insight despite its contrariness to the credence of their day. Consequently, they initiated an understanding that significantly impacted management theory and practice. Their perceptive revelations also led to changing mindsets and actions that influenced the wellbeing of organizations, as well as their employees.
Originality/value
During this era, although not widely publicized, the “weaker” sex did make its mark. This is the first paper to examine, from a “spiritual” viewpoint, the contributions of these members of the “weaker” sex to management history.
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Cherina Tucker, Brigit Olsen and Richard Todd Hale
The purpose of this study is to investigate virtual team (VT) member’s perception of trust and commitment when using computer-mediated communication (CMC).
Abstract
Purpose
The purpose of this study is to investigate virtual team (VT) member’s perception of trust and commitment when using computer-mediated communication (CMC).
Design/methodology/approach
A nonexperimental quantitative research methodology was used to survey full-time employees in education, health care and telecommunications industries. Participants were on VTs using CMC. A factorial, between groups, multivariate analysis of variance was used to examine whether the mean scores of trust and commitment, as dependent variables, significantly differed between VT members across industries, that make up one of the independent variables (type of industry) using different CMC with the CMC methods being the second independent variable.
Findings
When the variable of type of industry was held constant, CMC resulted in statistically significant differences in the mean scores of the linear variate of trust and commitment. However, when the variable of CMC was held constant, type of industry did not result in a statistically significant difference in the mean scores of the linear variate of trust and commitment. Additionally, the interaction of the variables CMC and type of industry resulted in a statistically significant difference in the mean scores of the linear variate of trust and commitment.
Originality/value
Findings suggest organizations should adopt best practices to maximize benefits of the visual component of VT communication. This study provides evidence to support a potential relationship between trust and visual CMC. Findings aid organizational leaders in evaluating communication tools, specifically for complex tasks requiring trust among members.
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The aim of this publication is to list the catalogues of the Department of Manuscripts which are in regular use. Catalogues which have been superseded by later publications are…
Abstract
The aim of this publication is to list the catalogues of the Department of Manuscripts which are in regular use. Catalogues which have been superseded by later publications are not normally included, since whatever their historical or bibliographical interest they are no longer everyday working tools. To save space in cross‐reference, the catalogues, etc., here listed have been numbered serially in Clarendon type, thus: 31. This numeration has no other significance.
Saba S. Colakoglu, Niclas Erhardt, Stephanie Pougnet-Rozan and Carlos Martin-Rios
Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given…
Abstract
Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given the non-linear, causally ambiguous, and intangible nature of all innovation-related phenomena, management scholars have been trying to uncover factors that contribute to creativity and innovation from multiple lenses ranging from organizational behavior at the micro-level to strategic management at the macro-level. Along with important and insightful developments in these research streams that evolved independently from one another, human resource management (HRM) research – especially from a strategic perspective – has only recently started to contribute to a better understanding of both creativity and innovation. The goal of this chapter is to review the contributions of strategic HRM research to an improved understanding of creativity at the individual-level and innovation at the firm-level. In organizing this review, the authors rely on the open innovation funnel as a metaphor to review research on both HRM practices and HRM systems that contribute to creativity and innovation. In the last section, the authors focus on more recent developments in HRM research that focus on ambidexterity – as a way for HRM to simultaneously facilitate exploration and exploitation. This chapter concludes with a discussion of future research directions.
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Sheng Wang, David B. Greenberger, Raymond A. Noe and Jinyan Fan
This chapter discusses how attachment theory, a theory that provides insight into the processes through which psychological and emotional bonds are developed in relationships, can…
Abstract
This chapter discusses how attachment theory, a theory that provides insight into the processes through which psychological and emotional bonds are developed in relationships, can be useful for understanding mentoring relationships. We develop a conceptual model emphasizing how attachment-related constructs and their relationships with mentors’ and protégés’ behaviors and emotions influence each phase of a mentoring relationship. Recognizing reciprocity in the mentoring process, the model also explains how the interpersonal dynamics of the mentor–protégé relationship influence the benefits gained by both partners. Propositions for future research on mentoring relationships are provided. We contend that examining mentoring through the lens of attachment theory can increase our understanding of the underlying factors or mechanisms that determine individuals’ involvement in mentoring relationships and differentiate successful from unsuccessful mentoring relationships. The research and practical implications are discussed.
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Elizabeth H. Gorman and Fiona M. Kay
In elite professional firms, minorities are actively recruited but struggle to move upward. The authors argue that initiatives aimed at general skill development can have…
Abstract
In elite professional firms, minorities are actively recruited but struggle to move upward. The authors argue that initiatives aimed at general skill development can have unintended consequences for firm diversity. Specifically, the authors contend that approaches that win partner support through motivational significance and interpretive clarity provide a more effective avenue to skill development for minorities, who have less access than White peers to informal developmental opportunities. The authors also argue that a longer “partnership track,” which imposes a time limit on skill development, will benefit minority professionals. Using data on 601 offices of large US law firms in 1996 and 2005, the authors investigate the effects of five developmental initiatives and partnership track length on the representation of African-Americans, Latinxs, and Asian-Americans among partners. Observed effects are consistent with expectations, but patterns vary across racial-ethnic groups.
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Richard McBain and Ann Parkinson
We explore the role of workplace friendships as a lens for understanding the emotional element and relational context for personal engagement (Kahn, 1990). The review of…
Abstract
We explore the role of workplace friendships as a lens for understanding the emotional element and relational context for personal engagement (Kahn, 1990). The review of engagement theory differentiates personal engagement, recognizing the role of emotions play in enabling individuals’ “preferred selves.” Workplace relationships and friendship provide a conceptual discussion of individuals in social and workplace roles in engagement, drawing on friendship, emotion, attachment theories, particularly Kahn’s work. A case study drawn from recent research illustrates our discussion before concluding with ideas for the development of a future research agenda in answer to recent calls for work on the social context of engagement.