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The purpose of this study is to examine how – if any – does message framing moderates the previously documented positive effect of organizational identification on unethical pro-organizational behavior (UPB).

The authors used vignette methodology to manipulate message framing and organizational identification in a 2 × 2 between-subjects experimental design to test research hypotheses. In total, 332 undergraduate students in the senior year of banking and management participated in the experiment. Two-way analysis of variance was used for data analyses.

Message framing is found to moderate the effect of organizational identification on UPB. Organizational identification posed a stronger effect on intentions to engage UPB when a supervisor announces a critical situation by using a positively framed message than (s)he frames it negatively.

Using undergraduate students as subjects is an important limitation to external validity and generalizability of the findings. More realistic field experiments can be conducted by using real employees and factual firms in future studies.

Managers should be careful when using over-motivating language to employees on critical issues. Under intense stress, a managerial message over-emphasizing “gain” can prompt highly identified employees to conduct misbehavior.

Unethical behavior brings negative consequences for organizations, even if it is conducted for the benefit of the organization. To prevent any tendency toward UPB, management communication must clearly highlight the delicate boundary between being attached to the organization and going beyond the rules for the organizational goals.

The study findings shed more light on the relationship between organizational identification and UPB, allowing us to see that the relationship is not always linear. In addition to over-identification, reciprocity and neutralization processes, the framing may be another explanation to varying effect of organizational identification on UPB. Supervisors’ communication style can influence employee behavior in controversial issues linked to UPB.

This paper aims to analyze value co-creation (VCC) in new product development from consumer’s perspective. It offers a holistic approach to consumers’ VCC behavior with its before (drivers) and after (consequences) stages.

Three consecutive studies are carried out to test the hypotheses examining the antecedents and results of co-creation behavior, as well as the behavior itself in a new headphones design context. The experimental data have been collected from 934 university students within a period of six months.

Findings suggest that extraversion and openness to experience increase consumers’ willingness to participate in VCC. Celebrity endorsers and product category involvement also affect this tendency. When consumers display co-creation behavior, they intend to purchase the product to be co-created. However, they are especially keen to buy this co-created product when their contributions are embodied in it.

Previous studies focus on intentions, lacking a detailed analysis of actual VCC behavior. By shedding light on co-creation behavior with its before and after stages, this paper contributes to co-creation literature with a field experiment. Consumers’ co-creation behavior has been observed in the context of new product development, which is mostly occupied by business to business research. Therefore, the results also add to research on new product development in business to consumer contexts.

This study examines the interaction between sales control systems and firm level strategic orientations and their joint effects on company performance in B2B context. Independent and joint effects of market orientation (MO), innovation orientation (IO) and sales control systems (SCS) on firm performance were analyzed.

A quantitative research methodology is adopted to compile firm-level primary data from manufacturing companies located in an organized industrial zone. Research data were collected by face-to-face surveys from 302 sales professionals. The research model and hypotheses were tested by using partial least squares (PLS) structural equation modeling (SEM) with Smart PLS 3.0.

In addition to confirming the positive effects of MO and IO on performance, data analyses revealed that SCS exert an indirect effect on company performance which is fully mediated by MO.

The research was limited to a developing country context and research data was collected from a convenient sample of B2B companies by a cross-sectional study. Cross-cultural and longitudinal studies may provide additional insights. Firm level strategic orientations and sales control systems must be examined together in an integrated way to explore their effects on company performance. The individual effects of these structures on business performance may manifest differently when they come together.

Results indicate that the sales control system setup is critical for the implementation of a market-oriented strategy. This study highlights the importance of setting a compatible sales control system to achieve organizational goals in accordance with the strategic orientations which affect the success of particular organizational strategies.

Although the current literature identifies the independent and joint effects of market orientation and innovation orientation on company performance, empirical studies probing the interaction of sales control systems with these constructs is very scarce. Understanding how sales control systems relate to strategic orientations will help design a more effective sales organization and improve company performance. This study contributes to the literature by promoting additional insights by linking sales control systems with market orientation, innovation orientation and company performance.

There are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.

This research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)

There are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.

This study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.

Practically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.

In social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.

The originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

Crowdfunding has become a significant way of funding independent film. However, undertaking a campaign can be time consuming and risky. The purpose of this paper is to understand the predictors likely to produce a film campaign that meets its funding goal.

This study analyses 100 creative crowdfunding campaigns within the film and video category on crowdfunding website Kickstarter. Campaigns were analysed in relation to a number of variables, followed by a discriminant analysis to highlight the main predictors of crowdfunding success.

This study finds key predictors of crowdfunding success and investigates differences between successful and failed crowdfunding campaigns. The attributes of these predictors lead us to question the long-term ability of crowdfunding to aid companies poorer in terms of time, financial and personnel resources, and therefore arguably in the greatest need of crowdfunding platforms.

The findings provide insight to practitioners considering the crowdfunding approach and offers knowledge and recommendations so as to avoid what can be naïve and costly mistakes. The findings highlight that crowdfunding should not be considered lightly and can be a considerable investment of resources to be successful.

The analysis of crowdfunding campaigns provides details on the significant predictors of crowdfunding success particularly relevant to creative campaigns. The findings provide a critique of previous claims about the benefit of crowdfunding for creative SMEs.