Brand image and equity: the mediating role of brand equity drivers and moderating effects of product type and word of mouth

In today’s competitive landscape, organizations are progressively searching for valuable practices to create strong consumer-based brand equity. Managers must remain vigilant and receptive to factors that influence brand equity. Accordingly, this paper addresses this issue. Specifically, the paper empirically investigates the mediating roles of three drivers of brand equity in the brand image—consumer-based brand equity relationship and explores the moderating roles of product type and word of mouth (WOM) on the linkages between brand image and brand equity. In order to understand these relationships, a questionnaire survey was administered among brand consumers, yielding a total of 321 responses. Confirmatory factor analysis and Cronbach’s alpha were utilized to estimate the validity and reliability of the measures. Structural equation modeling with maximum likelihood estimation was employed to test the hypotheses. The authors find that brand image positively affects brand attachment, brand attitude, and brand awareness. Brand attachment and attitude positively influence consumer-based brand equity. The findings show that brand attachment and brand attitude partially mediate the relationship between brand image and brand equity. Product type and WOM have a significant moderating effect on the relationships among brand image, drivers of brand equity, and brand equity. The authors discuss the limitations of the study and provide future research directions.     

The moderating effects of value similarity and company philosophy on the climate-commitment relationship

The present study examines the moderating effects of two components of culture (value similarity and company philosophy) on the relationship between organizational climate and commitment. Moderator regression analyses reveal that value similarity has a direct effect on levels of commitment but does not moderate the climate-commitment relationship. In contrast, company philosophy is found to affect commitment directly but also to moderate the relationship between the reward and consideration dimensions of climate and organizational commitment. The results provide support for a culture-based explanation of commitment and offer some insights into the linkage between climate and organizational culture.     

Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of perceived dynamic work environment

Based on construal level theory and trait activation theory, we examined the effect of consideration of future consequences (CFC) on transformational leadership behavior and leadership effectiveness, as well as the potential moderating effects of perceived dynamic work environment in the relationship. The results showed that: (a) CFC is positively related to both transformational leadership and leadership effectiveness; (b) perceived dynamic work environment moderates the relationship between CFC and transformational leadership—specifically, the effect of CFC on transformational leadership is stronger under low perceived dynamic work environment; and (c) the effect of CFC on leader effectiveness is fully mediated by transformational leadership behavior under low versus high perceived dynamic work environment. Limitations and future research directions are also discussed.     

Personal development plans supporting employee learning and perceived performance: the moderating role of self-directedness

Due to developments in the current dynamic business environment which is more global and competitive than ever, employees’ lifelong learning and the way organizations support their continuous development are pivotal. Many organizations introduce personal development plans (PDPs) to support employees’ learning, however, not always taking into account their personal characteristics. This study had a twofold purpose as it was designed to explore on the one hand the relationship between PDPs in the workplace with employee’s undertaking of learning activities and perceived performance, and on the other hand the possible moderating role of employee self-directedness on this relationship. For this study, data collected by means of a questionnaire at two different organizations were used, one organization foregoing profit and one non-profit activity. The results indicated significant positive relations between the individual supporting factor ‘employee learning and reflection’ and the undertaking of learning activities and perceived performance and between employee self-directedness and the undertaking of learning activities and perceived performance. The same accounted for the moderating effect of employee self-directedness on the interaction between learning and reflection and perceived performance. Some findings were surprising, nevertheless resulted in valuable insights and implications for practice.     

Internationalization and performance: The moderating effects of organizational learning

By proposing a conceptual outline for a general model that explains the internationalization–performance link, we test the moderating effects of organizational learning on the relationship between internationalization and performance empirically. Integrating two distinct literature streams from the organizational learning perspective and the resource-based view, we present an integrated, multidimensional framework for analyzing multinational enterprises’ (MNEs’) resources, internationalization, and organizational learning, as well as their associated impact on firm performance. Specifically, using a sample of 110 American MNEs, we find that while certain MNE resources motivate and precede internationalization, social and market learning (whereas technological learning does not) moderates the relationship between internationalization and performance. These findings extend prior research by establishing the importance of the relationships among MNE resources, internationalization, organizational learning, and firm performance.     

Product innovation input and outcome: moderating effects of the innovation process

In this research, we propose and examine the proposition that product innovation process is a moderator in the “innovation input–outcome” relationship. Innovation input involves R&D spending in relation to sales or R&D intensity. Innovation outcome involves innovation frequency or the number of new products developed and marketed. Innovation process involves the level of integration in organizational mechanisms: functional coordination, tool arrangement, and external relationship. Data from 45 medical and surgical device makers suggest that functional integration is a significant moderator in the innovation input–outcome relationship. External integration has only main effects whereas tool integration has neither main nor interaction effects on innovation frequency. Results could, however, be industry and sample specific. We discuss the implications of these findings for product innovation theory and research.     

Supplier integration and firm performance: the moderating effects of internal integration and trust

This study proposes and empirically tests a model of the moderating effects of internal integration and trust on the impacts of information, process and strategic integration with suppliers on firm performance using structural equation modelling and data collected from 261 manufacturing firms in Vietnam. The results show that all three types of supplier integration positively associate with firm performance. Internal integration enhances the impact of process integration with suppliers on firm performance, but does not moderate the impacts of information and strategic integration with suppliers. Internal trust has insignificant, positive and negative influences on the effects of information, process and strategic integration with suppliers on firm performance. The findings show that internal integration and trust play different roles in moderating the positive effects of information, process and strategic integration with suppliers on firm performance, which elucidates a possible reason for previous mixed findings on the relationship between supplier integration and firm performance.     

品牌、价格和原产地如何影响消费者的购买选择

运用联合分析方法探讨了品牌、价格和原产地在消费者购买决策中的相对影响. 两组消 费者,一组主要依据品牌影响力做购买选择,另一组则依据产品价格做购买决定. 对于后一组 消费者,更高而不是更低的价格具有更大的效用,表明价格被他们作为指示产品品质高低的线 索. 对两组消费者在个人背景和产品知识方面的差异作了比较,对研究结果的营销含义进行了 讨论.     

新创企业高管团队的团队过程与战略决策绩效 ——认知的调节作用

新创企业的成败很大程度上取决于战略决策绩效,具有决策权力的高管团队在创业情境下的认知和行为过程对战略决策绩效具有重要影响。本文结合创业研究和高管团队研究的现有成果,以122家新创企业为研究对象,从内部团队过程和外部团队过程两个维度考察高管团队的团队过程对战略决策绩效的影响,并从认知的视角分析新创企业高管团队认知需要和认知能力对团队过程与决策绩效关系的调节作用。研究结果表明,新创企业高管团队的内部团队过程和外部团队过程与决策的质量和满意度均有显著的正相关关系,且认知需要和认知能力对这种关系具有调节作用,在认知需要和认知能力较高的情况下,内、外部团队过程对决策质量和满意度的正向影响更强。     

State fragility and informal entrepreneurship: The moderating effects of human capital under varying temporal orientations

This study examines the linkage between state fragility and informal entrepreneurship and the moderating effects of human capital on this linkage under varying temporal orientations. Using data on 429 observations from 62 countries for the 2006–2017 period, we find a positive linkage between state fragility and informal entrepreneurship. Moreover, both human capital and long-term orientation weaken the linkage, while the moderating role of human capital is weaker in long-term-oriented countries. This study advances our knowledge of the implications of state fragility for entrepreneurship and the antecedents of informal entrepreneurship. It also assists in illustrating the wide variation in the level of informal entrepreneurship across countries, thereby contributing to the comparative international entrepreneurship literature.     

Job demands and work-related psychological responses among Malaysian technical workers: The moderating effects of self-efficacy

Abstract

Job design has long been found to affect the work-related psychological responses of employees, such as psychological strain, job satisfaction, and turnover intentions, but scholars have begun to question whether established theoretical relations regarding job design continue to hold given the enormous changes in the nature of work during the past two decades. It is also increasingly recognized that individual differences affect work behaviours in substantial ways, but few studies on work design have investigated these differences. We addressed these concerns with a two-wave longitudinal study among 245 technical workers at a telecommunications company in Malaysia, a country that has a collectivist culture and a high power distance between managers and subordinates. We examined the moderating effects of job control and self-efficacy on the relationships between job demands and employee responses. The results failed to support the job demands-control model, as job control variables did not moderate the impact of demands on employee work-related psychological responses. However, self-efficacy moderated their impact on psychological strain (although not on job satisfaction or turnover intentions). Our findings provide insight into the moderating effect of self-efficacy, and suggest that practitioners interested in reducing psychological strain should consider making efforts to increase self-efficacy among employees.     

Modeling knowledge sharing and team performance in technology industry: the main and moderating effects of happiness

Review of Managerial Science - This study complements previous literature by bridging activity theory and the broaden-and-build theory to examine how happiness (as an intrinsic driver) and...     

Antecendents and effects of decision comprehensiveness: The role of decision quality and perceived uncertainty

On the basis of a sample of 184 top executives, we investigated the roles of decision quality and perceived uncertainty in the relationship between decision comprehensiveness and performance. Our results show that decision quality mediates a large proportion of the comprehensiveness–performance relationship and may thus provide a more proximate outcome measure of the effect of comprehensiveness. In addition, we found that perceived uncertainty directly affects the level of comprehensiveness in organizations rather than moderating its effect on performance as conceptualized by previous research. Based on the integration of behavioral and information processing theories we suggest that more process-oriented measures such as decision quality and perceived uncertainty may overcome conflicting empirical results in the field.     

Unravelling the relationship between role overload and organizational citizenship behaviour: A test of mediating and moderating effects

Building on the conservation of resources theory and self-determination theory, the present study develops and tests a moderated mediation model of organizational citizenship behaviour, in which a) emotional exhaustion serves as a mediating mechanism linking role overload with organizational citizenship behaviour, and b) supervisor autonomy support moderates the relationship between role overload and organizational citizenship behaviour through emotional exhaustion. Results of a time-lagged study of 144 workers from various Canadian organizations provided support for the hypothesized model: supervisor autonomy support buffered a negative effect of role overload on emotional exhaustion and, indirectly, organizational citizenship behaviour. This research sheds light on the intervening variables that may explain the relationship between challenge stressors and extra-role behaviours. It also provides information on managerial practices that may protect employees’ optimal functioning against an excessive workload.     

Organizational innovation climate and individual innovative behavior: exploring the moderating effects of psychological ownership and psychological empowerment

Review of Managerial Science - The present study proposes that psychological ownership for the organization and psychological empowerment are important determinants of individual innovative...     

Customer incivility and employee well-being: testing the moderating effects of meaning,perspective taking and transformational leadership

This study investigated factors that influence the relationship between experiencing customer incivility and the psychological well-being of employees in the service industry (N?=?215). Using the cognitive appraisal theory of stress, we identified and tested three factors that may buffer employees from the negative effects of customer incivility: finding meaning in work, perspective taking, and transformational leadership of supervisors. Transformational leadership was found to moderate the relationship between customer incivility and employee well-being. Meaning and perspective taking did not moderate the relationship between customer incivility and employee well-being, but did have a positive association with employee well-being. These findings contribute to the literature on customer incivility and suggest that organization-based resources that influence both primary and secondary appraisal, such as transformational leadership, are useful in buffering the harmful employee outcomes related to customer incivility.     

Organizational and supervisory justice effects on experienced threat during change: The moderating role of leader in-group representativeness

We explore the complex interplay between organizational justice and supervisory justice when predicting group members' threat perceptions in a context of organizational change. Based on the assumptions of relational models of procedural justice and prior research done in the multifoci justice framework, we hypothesize that the extent to which a supervisor is seen to embody and represent key in-group attributes will moderate the interaction between the supervisor's own interactional justice and the overall organizational procedural justice. Specifically, organizational justice is expected to decrease employees' feelings of threat particularly when the supervisor treats group members fairly and is perceived to be in-group representative rather than non-representative. We found support for this hypothesis across two studies, a cross-sectional survey and a scenario experiment. The findings confirm the particularly powerful role that an in-group representative leader's interactional fairness has in managing group members' responses to fundamental organizational processes. The implications for further research and practice are discussed.     

Emotional reactions to daily workload: The moderating role of attachment orientations

Attachment theory provides compelling theoretical grounds to expect that attachment orientations, i.e. attachment anxiety and avoidance, influence our emotional reactions to job stressors. In spite of that fact, the role of attachment orientations in attenuating or exacerbating emotional reactions to job stressors has been ignored by organisational researchers so far. The main purpose of our diary study, therefore, was to analyse, whether attachment anxiety and avoidance moderate our daily emotional reactions to daily workload. Additional main effects of attachment orientations on daily emotional experiences were also analysed. Multilevel analyses of diary data from 340 participants revealed moderator effects of attachment avoidance. In detail, global and co-worker-specific avoidance interacted with workload in predicting negative emotions. Regarding positive emotions, co-worker-specific avoidance interacted with workload. In addition, global attachment anxiety and avoidance were positively related to negative emotional experiences at work. The negative relationship between co-worker-specific avoidance and positive emotional experiences at work was significant by trend. Taken together, current findings demonstrate attachment orientations’ contribution to our understanding of interindividual differences in daily emotional reactions to daily job stressors, and in daily work-related emotions. In sum, they suggest highly avoidant employees as a risk group in the working population.     

Improving innovation performance through environmental practices in the fashion industry: the moderating effect of internationalisation and the influence of collaboration

In recent years, the scientific literature on supply chain management has increasingly debated on environmental sustainability as well as collaboration, presenting these issues as an important source of innovation along the supply chain. By combining literature streams on environmental sustainability, supply chain collaboration and innovation at the supply chain level, this paper aims to analyse whether the adoption of environmental sustainability practices and collaboration along the supply chain implies better innovation performance, in terms of differentiation from the competitors for higher quality, product or process. The paper also investigates whether the internationalisation, in terms of both production and distribution activities, negatively moderates this relationship. The study focuses on the fashion industry, and a survey of major Italian fashion companies was conducted. The main results of the research clearly show the positive impact of these practices on innovation performance. The paper also proves the existence of a moderating effect exerted by internationalisation on the relationship between environmental sustainability and innovation performance.