R. Venkatesakumar, Sudhakar Vijayakumar, S. Riasudeen, S. Madhavan and B. Rajeswari
The star rating summarises the review content and conveys the message faster than other review components. Star ratings influence helpfulness of the reviews, and extreme reviews…
Abstract
Purpose
The star rating summarises the review content and conveys the message faster than other review components. Star ratings influence helpfulness of the reviews, and extreme reviews are considered as less helpful in the decision process. However, literature has rarely addressed variations in star ratings across product categories and variations between two online retailers. In this paper, the authors have compared the distribution of star ratings across 11 products and among the retailers.
Design/methodology/approach
Online reviews for 11 product categories have collected, and the authors compared the distribution of star ratings across 11 products and retailers. Correspondence analysis has been applied to show the association between star ratings and product categories for the e-retail firms.
Findings
The Amazon site contains proportionately more number of 1-star rated reviews than Flipkart. In Amazon reviews, few product categories are closely associated with 1-star and 2-star reviews, whereas no product categories are closely associated with 1-star and 2-star reviews in Flipkart reviews. The results indicate two distinct communication strategies followed by the firms in managing online consumer reviews.
Research limitations/implications
The authors did not analyse data across demographic details because of access restriction policies of the websites.
Practical implications
Understanding the distribution of review characteristics will improve the consumer’s decision-making ability and using online review content judiciously.
Social implications
This study’s results show significant insights on online retailing by providing cues in using shopping sites and online review characteristics of two prominent retailers.
Originality/value
This paper has brought out a distinct distribution pattern of online review between Amazon and Flipkart. Amazon allows a higher degree of negative contents, whereas Flipkart allows more number of positive reviews.
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Arunkumar Dubey, Arup Varma and S. Riasudeen
The purpose of this study is to explore the mediation of organizational identification (OI) in the relationship between employees’ psychological capital (PsyCap) and their…
Abstract
Purpose
The purpose of this study is to explore the mediation of organizational identification (OI) in the relationship between employees’ psychological capital (PsyCap) and their engagement in organizational-oriented citizenship behaviors (OCBO). We examine the proposed theoretical model through the lens of the job demand and resources (JD-R) model and social identity theory (SIT), focusing specifically on the healthcare setting.
Design/methodology/approach
Employing a structured questionnaire, responses were collected from 240 healthcare professionals working in multinational pharmacovigilance firms in select Tier-I Indian cities using purposive sampling. Model testing constituted performing statistical analyses using partial least squares-structural equation modelling (PLS-SEM) in the R environment, an open-source software.
Findings
Results revealed a significant positive association between PsyCap and OCBO. In addition, we found that OI mediated the relationship between PsyCap and OCBO. This suggests that practitioners can stimulate extra-role performance in employees through enhancing PsyCap and fostering psychological oneness with the organization.
Research limitations/implications
The research emphasizes the significant role of employees’ personal resources, manifested in the form of PsyCap, in having a bearing on their attitudes and feelings towards the organization. We explore the under-researched latent mechanism of the PsyCap and OCBO relationship through employees’ social identification process.
Originality/value
In this research, we uncover the underlying mechanism of PsyCap and OCBO association by highlighting the latent role of OI on a unique set of healthcare professionals.
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B. Rajeswari, S. Madhavan, Ramakrishnan Venkatesakumar and S. Riasudeen
This study aims to compare online review characteristics, review length and review sentiment score between “organic” and “regular” food products. In addition, variations in the…
Abstract
Purpose
This study aims to compare online review characteristics, review length and review sentiment score between “organic” and “regular” food products. In addition, variations in the consumer sentiment scores across the review lengths are studied.
Design/methodology/approach
This study fits into the descriptive research design. From Amazon’s website, the consumer product reviews are scrapped. Using the text analytical package “sentiment” in R-Studio, we computed the sentiment scores and counted the number of words in each review. The mean sentiment scores and mean review length are compared for regular and organic products using one-way ANOVA. Sentiment score variation across review length and product class is studied through factorial ANOVA. Sample reviews of ghee and honey are used to test the hypotheses.
Findings
The review length shows a significant difference between the regular and organic products. The mean number of words in the regular products reviews is significantly lower than the mean number of words in the organic product reviews. The regular products’ mean sentiment score is significantly lower than the mean sentiment score of organic products. The mean sentiment scores are not consistent between ghee and honey. Sentiment scores are better for organic honey and regular ghee products. For regular ghee products, longer reviews result in lower sentiment scores. For regular and organic versions of honey, longer reviews are associated with better sentiment scores.
Research limitations/implications
This study did not include the helpfulness of a review and the demographic data of the reviewers.
Practical implications
Sentiment scores’ variations across the regular and organic and product categories such as ghee and honey give a comprehensive feedback to the firms. It also indirectly communicates a brand’s evaluation by the consumers and the performance feedback for an upward extension like the organic category.
Social implications
Studies on organic category give feedback for environment-friendly products and consumer attitude shift towards safer products.
Originality/value
Very limited studies have reported the upward line extensions. The authors study the upward line extension organic and associated sentiment scores variation. The role of review length and its systematic influence on the sentiment scores, variations in the review due to the product nature (organic/regular) are unique contributions of this study.
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Adam J. Vanhove and Mitchel N. Herian
The relationship between team cohesion and individual well-being is clear. Being part of a highly cohesive team is likely to contribute to the well-being of individual team…
Abstract
The relationship between team cohesion and individual well-being is clear. Being part of a highly cohesive team is likely to contribute to the well-being of individual team members. A multidirectional relationship is likely as individual well-being is also likely to contribute to team cohesion. This chapter examines such critical relationships in the context of team performance. To do so, we draw on the dominant literatures related to these concepts, focusing on two specific types of team cohesion – social cohesion and task cohesion – and two specific types of well-being – subjective well-being (SWB) and psychological well-being (PWB). We contend that social cohesion and SWB are likely to be strongly related, while task cohesion and PWB are likely to share a strong relationship. Therefore, the chapter focuses on the evidence regarding the transactional relationship between social team cohesion and SWB, and transactional relationship between task team cohesion and PWB. Of course, we also recognize the close relationships between social and task cohesion, and between SWB and PWB. We consider the practical implications of studying the relationships between these concepts and put forth a number of recommendations for future research in this area.
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Junaid Aftab, Huma Sarwar, Nabila Abid, Muhammad Ishtiaq Ishaq and Fahad Aftab
The severity of global competition and vast hostile challenges is compelling the information and communications technology (ICT) industry to focus on internal organizational…
Abstract
Purpose
The severity of global competition and vast hostile challenges is compelling the information and communications technology (ICT) industry to focus on internal organizational factors to excel in performance. This study investigates the influence of shared responsibility, perceived identifiability and workplace spirituality on employees’ performance through work engagement. In addition, the moderating influence of work orientation on the relationships between shared responsibility, perceived identifiability and workplace spirituality with employee performance was also investigated.
Design/methodology/approach
Time-lagged and multisource data were acquired from 267 followers and their 69 immediate supervisors/managers of ICT firms. Structural equation modeling was employed to analyze the data.
Findings
The findings reveal that the impact of shared responsibilities, perceived identifiability and workplace spirituality on performance (e.g. extra-role and in-role) is mediated by work engagement. Additionally, the positive association of perceived identifiability and workplace spirituality with work engagement is more pronounced when work orientation is high, indicating a positive moderation of work orientation.
Originality/value
This is among the initial studies that examine the impact of shared responsibility, perceived identifiability and workplace spirituality on overall employee performance through work engagement. The moderation of work orientation in these proposed relationships has not been previously examined. This study suggests novel theoretical and managerial implications for the ICT industry based on the results.
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Rosa Rodrigues, Ana Junça-Silva, Cláudia Lopes and Diogo Espírito-Santo
This study relied on the affective events theory to test the mediating role of the ratio of emotions in the relationship between employees' perceived leadership effectiveness and…
Abstract
Purpose
This study relied on the affective events theory to test the mediating role of the ratio of emotions in the relationship between employees' perceived leadership effectiveness and their well-being at work.
Design/methodology/approach
A quantitative methodology was used, based on a deductive approach of a transversal nature. Data were collected from a convenience sample consisting of 255 working adults.
Findings
Structural equation modeling results demonstrated that perceived leadership effectiveness positively influenced well-being and the ratio of emotions, showing that when employees perceived their leader as effective, they tended to experience more positive emotions and less negative ones (as indicated by a positive ratio). Furthermore, the results supported the hypothesis that perceived leadership effectiveness influenced well-being through increases in the ratio of emotions.
Research limitations/implications
The nature of the sample makes it impossible to generalize the results. Also, the fact that the questionnaires were self-reported may have biased the results because only the employees' perception of the variables under study was known.
Practical implications
This study highlights the fact that perceived leadership effectiveness can be seen as an affective event that triggers positive and negative emotional responses at work, which, in turn, will have an impact on employee well-being.
Originality/value
An effective leadership style has been shown to be pivotal in reducing the prevalence of negative emotions within a team. When leaders foster a welcoming work environment where team members enjoy their roles, it often results in heightened positive emotions and overall well-being.
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Reema Nayyar, Pratyush Yadav, Rupashree Baral, Mahima Raina and Lalatendu Kesari Jena
This study aims to explore the emergence of workplace spirituality (WPS) in Indian organisations through a systematic literature review by unwrapping the past, present and future…
Abstract
Purpose
This study aims to explore the emergence of workplace spirituality (WPS) in Indian organisations through a systematic literature review by unwrapping the past, present and future state of WPS research in the Indian context. The data was covered for 15 years (2008–2023) and spread across 116 studies screened from Scopus, Web of Science and EBSCO.
Design/methodology/approach
Theory-context-characteristics-methods (TCCM) framework analysis and topic modelling (bidirectional encoder representations from transformers [BERT] analysis) techniques were adopted for a systematic exploration of theoretical underpinnings, contextual relevance, characteristic features and methodological rigour within the domain of WPS and analysis of the literature’s emerging trends and thematic patterns, respectively.
Findings
Using the TCCM framework, this study analysed the dominant theories applied in WPS literature within the Indian context, including social exchange theory and self-determination theory. In addition, this review highlights the key industries, variables and methodologies that have been the focus of prior research. Using BERT, this study clustered the textual data and identified three thematic patterns in the literature. By analysing past and current studies, this study identified potential gaps that future research could address, as guided by the TCCM framework.
Originality/value
To the best of the authors’ knowledge, this is one of the initial literature reviews focused on country-level studies adopting two techniques to bring more rigour: TCCM and BERT analysis.
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Junaid Aftab, Huma Sarwar, Alina Kiran, Muhammad Imran Qureshi, Muhammad Ishtiaq Ishaq, Sadaf Ambreen and Arqam Javed Kayani
In the 21st century, spirituality is becoming an interesting phenomenon in the workplace and has been discussed by academicians, researchers, and practitioners alike. This growing…
Abstract
Purpose
In the 21st century, spirituality is becoming an interesting phenomenon in the workplace and has been discussed by academicians, researchers, and practitioners alike. This growing knowledge offers important insights and calls for conceptual and empirical studies on workplace spirituality. Accordingly, the current research aims to examine how ethical leadership (EL) helps to foster workplace spirituality and job satisfaction (JS) in the information technology (IT) industry. Additionally, it investigates the mediating role of workplace spirituality and moderating role of self-efficacy (SE) in the relationship between EL and JS.
Design/methodology/approach
Using a cross-sectional design, the data were collected from 268 employees in the IT industry and analyzed on SmartPLS 3.2 using structural equation modeling.
Findings
The findings indicated that EL promotes a sense of spirituality and increases JS. Additionally, results suggested that workplace spirituality partially mediates, and SE moderates the relationship between EL and JS.
Practical implications
The results suggest that the top executives should work on identifying and developing ethical qualities to promote a sense of meaningfulness (workplace spirituality) and increase JS.
Originality/value
The research provides an important contribution to the academic literature by exploring the role of EL in fostering spirituality among employees and the moderation of SE on the relationship between EL and JS in the services industry.
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Genuine Narzary and Sasmita Palo
The present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.
Abstract
Purpose
The present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.
Design/methodology/approach
The study was conducted using standardised questionnaires. Responses were gathered from 178 auxiliary nurse and midwives working in primary health care centres in Chirang and Kokrajhar districts of Assam. Census method of data collection was adopted. The mediating–moderating effect of job satisfaction was assessed using the structural equation modelling.
Findings
Structural equation modelling result shows that structural empowerment has significant and positive effect on job satisfaction (0.68) and organisational citizenship behaviour (0.37). Job satisfaction has significant and positive effect on organisational citizenship behaviour (0.39). Job satisfaction significantly mediates-moderates (0.23) between structural empowerment and organisational citizenship behaviour.
Research limitations/implications
Given the only female auxiliary nurse and midwives and comparatively small sample obtained in this study, no attempt should be made to generalise these findings to other nurses or organisations. All data were obtained through a self-report survey, presenting a possibility for common method bias.
Practical implications
Promoting structural empowerment may help medical officer (supervisor) to increase auxiliary nurse and midwives’ level of job satisfaction and promote organisational citizenship behaviour.
Originality/value
This is the first study conducted on the mediating–moderating effect of job satisfaction on the relationship between structural empowerment and organisational citizenship behaviour among auxiliary nurse and midwives workings in rural and semi-urban areas in Assam (India).
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The purpose of this study is to examine the effects of shared transformational leadership and its components on team viability and team satisfaction through the mediating…
Abstract
Purpose
The purpose of this study is to examine the effects of shared transformational leadership and its components on team viability and team satisfaction through the mediating processes of workplace spirituality and team trust, the emergent states of team processes.
Design/methodology/approach
This study is based on software project teams working in India’s information technology sector. The study adopts a cross-sectional research design to investigate the relationships between the study’s constructs.
Findings
This study shows varying effects of the components of shared transformational leadership on team viability and team satisfaction. The study has shown empirical evidence for the mediating role of workplace spirituality in the relationship between shared transformational leadership components and team effectiveness components. This study reveals the intervening roles of workplace spirituality and team trust in the relationship between shared transformational leadership as a unidimensional construct and team viability and effectiveness.
Research limitations/implications
Team rewards and team autonomy can cultivate a sense of community and trust among team members. Team trust facilitates autonomy, and workplace spirituality helps develop connectedness among team members.
Originality/value
This study has contributed to the research discourse on team effectiveness by demonstrating that workplace spirituality and team trust act as mediators in the relationship between shared transformational leadership and team effectiveness. This study has shown the relative strength of the effects of the components of shared transformational leadership on workplace spirituality, team viability and team satisfaction.