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The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly interest in the topic has diminished over the past 20 years. Fortunately, a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements. In this chapter we seek to review the literature on work design and develop a framework that integrates both job and team design research. We begin by briefly reviewing the history of work design in order to provide needed historical context and illustrate the evolution of job and team design. We then define work design, particularly as it relates to incorporating job and team design elements and transitioning from a view of jobs to one of roles. Following this, we identify a comprehensive set of work design outcomes that provide the basis for understanding the impact that different work characteristics can have on individuals and teams. We then offer an extended discussion of our integrative model of work design, which includes three sources of work characteristics (task, social, and contextual) and the worker characteristics implied by these characteristics. Having defined the range of work and worker characteristics, we then discuss some of the fit and composition issues that arise when designing work, as well as discuss the mechanisms through which the work characteristics have their impact on outcomes. Finally, we discuss research into informal forms of work design.

In this paper, we review the literature on hierarchical team decision making — teams in which a formal leader makes decisions based upon the input from a staff or subordinates or other informed parties. We structure our review around the Multilevel Theory of team decision making (Hollenbeck et al., 1995), integrating the disparate works within this literature. We then provide recommendations to practitioners interested in building, maintaining, and maximizing the effectiveness of hierarchical teams. Finally, we conclude by addressing weaknesses of the literature to date and avenues for future research.

Susan Brodt (PhD, Stanford University) is E. Marie Shantz associate professor of organizational behavior and associate professor of psychology at Queen's University. Her research examines aspects of effective work relationships and how psychological and organizational processes help or hinder their development. She is currently studying the dynamics of interpersonal trust – trust building, violation, and repair – and how factors external to a work relationship (e.g., personal blogs) can facilitate trust development and repair. Her work has been published in numerous scholarly as well as practitioner-oriented journals. Susan has served on Editorial Review Boards of several scholarly journals and has held leadership positions in both the Academy of Management (Program and Division Chair, Conflict Management Division) and the International Association for Conflict Management (Program Chair, Board of Directors). She is also an experienced executive educator and consultant on such topics as negotiation, executive leadership, interpersonal trust, and managing global teams.

Looks at social movements, including gay ones, and Laud Humphrey’s work in this field. Mentions the homophile movement and its effect on the plight of homosexuals in America. Highlights the works of Edward Sagarin, as a key opponent of “deviants” or gays, with many works and also statements attributed to him. Outlines, in depth, some of the featured proponents and their published ideas for and against.

Purpose – We build a theoretical lens that draws on an emerging theory of positive work relationships to examine whether constructive emotional expressions in work relationships influence changes in individuals' affective commitment to their organization.

Design/methodology/approach – Using longitudinal data collected from full-time employees, we employed a latent-difference-score (LDS) approach to examine whether changes in emotional carrying capacity could account for changes in organizational commitment.

Findings – The findings support this hypothesis and suggest a new perspective on the ways in which a change in relationship capacity may create changes in people's commitment to an organization.

Research limitations – The main limitation concerns the use of self-report, albeit time-lagged, data.

Practical implications – Developing higher levels of employee affective commitment is a key challenge for many organizations. Our study can help managers in recognizing the importance of building a relational space in which employees are able to express emotions frequently and openly, as well as engaging with other employees in listening to their emotional experiences and responding in a constructive manner.

Originality/value – This study contributes to an emergent body of literature that adopts a positive psychology lens to the study of employee experiences at work, by investigating the capacity to express emotions in general and its influence on people's affective commitment to the organization.

Introduces the reader to Laud Humphreys and his contribution to sociology and the study of sexuality, in the view of Steven Schact, Professor of Sociology at Plattsburgh State University, USA and editor of this special issue of IJSSP. Goes on to show Laud Humphrey’s works and their effect on the psyche of the “breastplate of righteousness”, with regard to criticism of homosexual casual sex in public places.

This case is used in Darden's required first-year course, “Strategic Thinking and Action.”

In 2015, Steve and Heidi Crandall, the founders of Devils Backbone Brewing, LLC (DBB), were looking back on eight years of unanticipated success and significant growth. DBB had created a destination, a brand, and beer that drew people from all over, and it was the largest craft brewery in its region. The entire community, not just loyal beer drinkers, had supported DBB. In addition to funding and zoning accommodations, so many local residents had built their own economic lives around what had been their “little brewery that could.”

But the success had brought challenges, specifically in terms of growth. DBB was consistently not meeting demand in its existing markets and was receiving complaints about out-of-stocks. The Crandalls and their team had to figure out how to grow with, or preferably ahead of, demand for DBB's product. Should DBB build further capacity despite an already exhausted line of credit? Should it employ a contract brewer despite the local authenticity concerns such a move might stir up? Or should it just keep trying to manage business within its existing footprint, comfortably serving its loyal customer base?

The increasing importance and proliferation of text data provide a unique opportunity and novel lens to study human communication across a myriad of business and marketing applications. For example, consumers compare and review products online, individuals interact with their voice assistants to search, shop, and express their needs, investors seek to extract signals from firms' press releases to improve their investment decisions, and firms analyze sales call transcripts to increase customer satisfaction and conversions. However, extracting meaningful information from unstructured text data is a nontrivial task. In this chapter, we review established natural language processing (NLP) methods for traditional tasks (e.g., LDA for topic modeling and lexicons for sentiment analysis and writing style extraction) and provide an outlook into the future of NLP in marketing, covering recent embedding-based approaches, pretrained language models, and transfer learning for novel tasks such as automated text generation and multi-modal representation learning. These emerging approaches allow the field to improve its ability to perform certain tasks that we have been using for more than a decade (e.g., text classification). But more importantly, they unlock entirely new types of tasks that bring about novel research opportunities (e.g., text summarization, and generative question answering). We conclude with a roadmap and research agenda for promising NLP applications in marketing and provide supplementary code examples to help interested scholars to explore opportunities related to NLP in marketing.

This chapter explores the nature of the cultural context that frames value creation and provides insight to the way in which value is collaboratively created, or co-created, in markets.

We develop a conceptual framework and research propositions for studying the co-creation of value-in-cultural-context through the intersection of consumer culture theory (CCT) and service-dominant (S-D) logic and the integration of a practice-theoretic approach for value co-creation.

The integration of CCT, S-D logic, and practice theory provides a conceptual framework for studying the co-creation of value among multiple stakeholders and the (re)formation of markets.

Drawing on this framework, marketers can contribute to the co-creation of new markets by influencing changes in cultural contexts – practices, norms, meanings, and resources – that frame value co-creation and exchange.

This chapter explores the integration of CCT and S-D logic by focusing on value co-creation and applying a practice approach to further weave together these distinct research areas. In addition, the proposed framework elaborates the conceptualization of value-in-context to consider the cultural context that influences and is influenced by the co-creation of value.