Arthur Lefebvre, Milena M. Parent, Marijke Taks, Michael L. Naraine, Benoit Séguin and Russell Hoye
This paper aims to explore the potential configurations of governance, brand governance and social media strategies leading to effective organizational performance.
Abstract
Purpose
This paper aims to explore the potential configurations of governance, brand governance and social media strategies leading to effective organizational performance.
Design/methodology/approach
A fuzzy-set Qualitative Comparative Analysis including 28 Canadian national sport organizations (NSOs) and six conditions highlighted two sufficient configurations for effective organizational performance, defined as either budget per capita or athlete numbers.
Findings
Although no single component of governance, brand governance, or social media strategy is necessary to succeed overall, brand reputation and the strategic use of social media to communicate NSO identity were common to both identified configurations. Accountability was important for effective organizational performance in terms of budget per capita, while transparency was more important for higher athlete numbers. Thus, condition specificity is paramount in non-profit organizations that often have multiple objectives.
Originality/value
This study provides substantial theoretical and managerial implications, including the need to integrate brand governance and social media in non-profit organizations' overall governance activities.
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Brian R. Dineen, Greet Van Hoye, Filip Lievens and Lindsay Mechem Rosokha
Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable unparalleled…
Abstract
Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable unparalleled advances in how current and prospective employees receive and process information about organizations. Once the domain of internal organizational public relations and human resources (HR) teams, most employment branding has moved beyond organizations’ control. This chapter provides a conceptual framework pertaining to third party employment branding, defined as communications, claims, or status-based classifications generated by parties outside of direct company control that shape, enhance, and differentiate organizations’ images as favorable or unfavorable employers. Specifically, the authors first theorize about the underlying mechanisms by which third party employment branding might signal prospective and current employees. Second, the authors develop a framework whereby we comprehensively review third party employment branding sources, thus identifying the different ways that third party employment branding might manifest. Third, using prototypical examples, the authors link the various signaling mechanisms to the various third party employment branding sources identified. Finally, the authors propose an ambitious future research agenda that considers not only the positive aspects of third party employment branding but also potential “dark sides.” Thus, the authors view this chapter as contributing to the broader employment branding literature, which should enhance scholarly endeavors to study it and practitioner efforts to leverage it.
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Drawing on in-depth interviews and observations in Denmark and the United States, this chapter compares discourses and experiences of young unemployed professionals engaged in…
Abstract
Drawing on in-depth interviews and observations in Denmark and the United States, this chapter compares discourses and experiences of young unemployed professionals engaged in networking. Common across both sites is the kind of emotional labor perceived to be required for effective networking, with workers frequently drawing on romantic dating as a key metaphor. However, engagement in such emotional labor is more intense and pervasive for American jobseekers, while Danish jobseekers express greater concern about potential exploitation of the other party, corruption, and pressure to conform to norms of marketability. The chapter discusses possible links among networking experiences, hiring practices and political-economic contexts in the United States and Denmark.
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Christopher Schlembach and Susanne Kaiser
The present chapter puts one perspective center stage and looks at the relationship between TSC and its manifestation in individuals. More specifically, we are concerned with the…
Abstract
The present chapter puts one perspective center stage and looks at the relationship between TSC and its manifestation in individuals. More specifically, we are concerned with the relationship between processes of attitude formation and attitude change. The concept of attitudes is one out of several psychological constructs which are known to have mediating influence on actual behavior. Thus, it is a possible starting point to positively influence behavior in road traffic toward higher levels of (commitment to) safety. Understanding how safety culture is internalized by individuals and how it shapes safe conduct shall be theoretically described and practically exemplified to show how this approach can become useful and relevant for practitioners in the field of road safety.
The argument is developed in three parts. In the first part, Herbert Kelman’s (1958) conceptual scheme of three stages of attitude change is presented in which the levels of compliance, identification, and internalization of values are distinguished. In the second part, it is argued that these different levels of value integration correspond with three different kinds of psychological theories which address the relationship between attitudes and deliberately conducted behavior (action). It is a well-known fact in the science of human action that there is no direct relationship between attitudes, decision making, and action. Using Kelman’s three levels of value internalization as a scheme of reference, the conditions under which persons act in line with their attitudes can be conceptualized more precisely. From a normative point of view, it is argued that persons who align their actions and attitudes with reference to socially appreciated values are said to be elaborated. They orient their conduct by an ethos of safety to which they feel committed and they are able to interact in mindful ways. We discuss some of the basic constructs at each level and underpin their importance with reference to behavioral change toward higher levels of safety with empirical findings that have been published. In a third part, we present our findings in a summarizing table and suggest a list of factors and themes which mainly correspond to one of the three stages of attitudinal change and value internalization. Finally, we outline some examples of how traffic safety interventions can be conceptualized at these different levels.
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Diane Lawong, Gerald R. Ferris, Wayne Hochwarter and Liam Maher
Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose…
Abstract
Purpose
Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputation to influence applicant attraction in the recruitment process? Specifically, the authors hypothesized that for recruiters high in political skill, as organization reputation increases, applicant attraction to the organization increases. Alternatively, for recruiters low in political skill, as organization reputation increases, there is no change in applicant attraction to the organization.
Design/methodology/approach
Three studies were conducted to create the experimental manipulation materials, pilot test them and then conduct tests of the hypotheses. Study 1 created and tested the content validity of the recruiter political skill script. Study 2 reported on the effectiveness of the recruiter political skill experimental manipulation, whereby a male actor was hired to play the part of a recruiter high in political skill and one low in political skill. Finally, Study 3 was the primary hypothesis testing investigation.
Findings
Results from a 2×2 between-subjects experimental study (N=576) supported the hypotheses. Specifically, high recruiter political skill and favorable organization reputation each demonstrated significant main effects on applicant attraction to the organization. Additionally, the authors hypothesized, and confirmed, a significant organization reputation × recruiter political skill interaction. Specifically, findings demonstrated that increases in organization reputation resulted in increased applicant attraction to the organization for those exposed to a recruiter high in political skill. However, the effect was not for a recruiter low in political skill.
Research limitations/implications
Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from gathering multiple sources of data. In addition, no experimental research to date exists, examining political skill in a laboratory context. This finding has important implications for the growing research base on political skill in organizations.
Practical implications
First impressions are lasting impressions, and it is very costly to organizations when recruiters lose good candidates due to the failure to make a memorable and favorable impression. This paper supports the use of political skill in the recruitment process and highlights its capability to influence and attract job applicants to organizations successfully.
Originality/value
Despite its scientific and practical appeal, the causal effects of political skill on important work outcomes in an experimental setting have not been formally investigated. As the first experimental investigation of political skill, the authors can see more clearly and precisely what political skill behaviors of recruiters tend to influence applicant attraction to organizations in the recruitment process.
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Alfredo David Varea Calero, José M. Ramírez-Hurtado, Francisco Rejón-Guardia and Juan M. Berbel-Pineda
This study aims to analyse the influence of football fans' involvement on sponsor brand equity and their purchase intention toward the sponsoring brand. To achieve this, we…
Abstract
Purpose
This study aims to analyse the influence of football fans' involvement on sponsor brand equity and their purchase intention toward the sponsoring brand. To achieve this, we specified a structural model examining the relationships between engagement, brand equity and fans’ purchase intentions.
Design/methodology/approach
The data for this study were collected using a structured questionnaire. Three football teams from the city of Quito (Ecuador) that compete in the first division of Ecuadorian professional football were considered. For data collection, both personal interviews and a web link were used. The personal interviews were carried out directly with the fans of the three teams in the vicinity of the stadiums, prior to matches of the Ecuadorian League.
Findings
The study concluded that a greater involvement of fans with a football club positively influences both the valuation of the sponsoring brand and the intention to purchase the product and/or service of the sponsoring brand.
Practical implications
This work contributes to the literature on brand equity. On the one hand, from the companies’ perspective, it is important for brand managers to realise that football fans constitute an especially significant section of the public to strengthen the brand and even to buy the products of the sponsoring brand. On the other hand, from the point of view of the clubs, it should be borne in mind that the involvement of the fans with the clubs constitutes a major factor in strengthening the sponsoring brands.
Originality/value
Most of the research in the literature has studied purchase intention towards the club brand but not towards the sponsoring brand. The research, which is applied to the football industry, conceptually extends the customer-based brand equity (CBBE) model by including the perspective of football fans’ involvement with their clubs.