The effects of rewards on psychological health in the workplace: Underlying mechanisms

The effort‐reward imbalance (ERI) model in the workplace (Siegrist, 1996) suggests that inequity of rewards contributes to a degradation of mental health through a process of devaluation. The objective of our study is to test this hypothesis empirically. Data were collected from 659 agents in three call centres located in the province of Quebec. A bootstrap mediation test show that perceived inequity with respect to rewards (recognition, promotion, job security) affects the level of psychological distress through the perception of being valued by the organization. Perceived inequity affects mental health because it signals to workers the extent to which they are valued by their organization. Our correlational study provides evidence of the internal validity of the ERI model. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd.     

Generational Differences in the Importance,Availability, and Influence of Work Values: A Public Service Perspective

This study uses a sample of 832 Canadian public servants to test a theoretically derived framework which hypothesizes that generational cohort: (1) predicts the importance public servants place on intrinsic and extrinsic work values, (2) predicts the perceived availability of such rewards in public service workplaces, and (3) impacts the relationship between perceived availability of important rewards, organizational commitment, and job satisfaction. Our study adds to the limited body of research on generational cohort and work values in the public service. Generational cohort had little impact on the importance of work values, but did predict perceived availability of work‐rewards and the relationship between perceived availability of important rewards, organizational commitment, and job satisfaction. Findings could help public service organizations' recruitment and retention efforts. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

Organizing a precarious black box: An actor‐network account of the Atlantic Schools of Business, 1980–2006

There is a growing use of actor‐network theory (ANT) throughout management and organization studies. While earlier ANT research used ethnography to “follow the actors” in the production of organization/knowledge, more recent studies use archival sources to examine developments over time. We extend the latter approach using qualitative social network analysis (SNA) and apply this to a case study of the Atlantic Schools of Business (ASB). Our contribution is two‐fold: first, through an examination of actors in the ASB networking processes over 26 years, we demonstrate how the seemingly stable surface of an organization can hide the precariousness of organizing; second, we reveal the potential fusion of ANT with SNA as a method for dealing with large qualitative datasets over long periods of time. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.     

Getting From ‘Me’ to ‘We’: Role Clarity,Team Process,and the Transition From Individual Knowledge to Shared Mental Models in Employee Dyads

Shared mental models are crucial for team functioning; however, little research to date has focussed on uncovering the predictors of shared mental models. The present study investigates the effect of role clarity on shared mental models by means of its indirect effects via team process. Two hundred and two undergraduate students participated in a dyadic firefighting simulation in which their role clarity, team process, and mental model similarity were measured. Analyses conducted at the dyadic level suggest that role clarity predicts mental model similarity via its effects on team process. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

“Work is my passion”: The different affective,behavioural, and cognitive consequences of harmonious and obsessive passion toward work

This study applies the dualistic model of passion (Vallerand et al., 2003) to the work setting and examines the relationships between harmonious passion (characterized by a strong but controllable desire to engage in an activity), obsessive passion (characterized by an internal pressure to carry out an activity), and optimal functioning outcomes at work. Harmonious passion associated positively with: mental health; three elements of flow (i.e., concentration, control, and autotelic experience); vitality, and affective commitment. These relationships were partly mediated by satisfaction of the basic psychological needs of autonomy, competence, and relatedness. In contrast, obsessive passion directly and negatively predicted mental health and weakly but positively predicted autotelic experience. Theoretical and applied implications are discussed. Copyright ©2010 ASAC. Published by John Wiley & Sons, Ltd.     

The Moderating Role of Strategic Integration in Performance Improvement Through Purchasing Social Responsibility in Thailand

This research aims to understand the performance of purchasing social responsibility (PSR) through moderating effect of purchasing strategic integration. The results show that PSR directly influences purchasing performance, while the relationship between PSR and purchasing performance is partially mediated by organizational learning. Moreover, strategic integration negatively moderates the relationship between PSR and purchasing performance. This study suggests that the adoption of PSR affects the operations of both buyers and suppliers in a supply chain that further encourage organizational learning and increases purchasing efficiency. The results also show that organizations may realize this effect of PSR practices but may focus on other purchasing practices, which affects purchasing performance. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

Business Forecasting of Double‐trend Time Series: An Improved PLS‐based Time‐varying Weight Combination Approach

Business forecasting with double‐trend time series (long‐term trends and seasonal volatility) has been challenging due to its complexity. Neither a single time series model nor a fixed‐weight combination approach can fully capture the comprehensive information. We address this issue by proposing an improved partial least squares (PLS) based time‐varying weight combination approach. The proposed method can handle the relations both between the single models involved and between single models and time ordering with time‐varying weights. The test on 20 simulated datasets demonstrates the better and more robust performance of the method. We also apply it to three real datasets. The results show that our approach represents a significant improvement over the existing methods in terms of data fitness and prediction accuracy. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd.     

ROBUST UTILITY MAXIMIZATION WITH LÉVY PROCESSES

We study a robust portfolio optimization problem under model uncertainty for an investor with logarithmic or power utility. The uncertainty is specified by a set of possible Lévy triplets, that is, possible instantaneous drift, volatility, and jump characteristics of the price process. We show that an optimal investment strategy exists and compute it in semi‐closed form. Moreover, we provide a saddle point analysis describing a worst‐case model.     

The Direct and Indirect Effects of Self‐Efficacy on Salespeople's Emotional Exhaustion and Work‐Family Conflict: A Study Using the Job Demands‐Resources Model

This study integrates Social Cognitive Theory with the Job Demands‐Resources Model to examine self‐efficacy in relation to emotional exhaustion and work‐family conflict (WFC) in a sample of 192 employees. The results obtained through structural equation analysis show: a negative association between self‐efficacy and both work overload and emotional exhaustion; a positive relationship between work overload and both emotional exhaustion and WFC; that work overload mediates the relation between self‐efficacy and both emotional exhaustion and WFC; that role ambiguity moderates the relation of self‐efficacy with work overload; and that tenure in the sales territory moderates the relation of work overload with WFC. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.     

A multilevel perspective on the relationship between interpersonal justice and negative feedback‐seeking behaviour

Drawing on social information processing theory, this study uses a multilevel design to integrate the literature on organizational justice with the literature on feedback‐seeking behaviour. Results from a laboratory study with data involving 690 employees showed that individual‐level interpersonal justice was related to employee negative feedback‐seeking behaviour (NFSB) via the mediation of trust in the supervisor. Multilevel analysis of the follow‐up field study with data involving 390 employees from 46 teams confirmed the findings of the laboratory study and indicated that team‐level interpersonal justice was associated with NFSB through a supportive climate. Also, team‐level supervisor support climate was positively related to individual‐level trust in the supervisor. The paper discusses managerial implications of these findings and suggests directions for future research. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

THE NUMÉRAIRE PROPERTY AND LONG‐TERM GROWTH OPTIMALITY FOR DRAWDOWN‐CONSTRAINED INVESTMENTS

We consider the portfolio choice problem for a long‐run investor in a general continuous semimartingale model. We combine the decision criterion of pathwise growth optimality with a flexible specification of attitude toward risk, encoded by a linear drawdown constraint imposed on admissible wealth processes. We define the constrained numéraire property through the notion of expected relative return and prove that drawdown‐constrained numéraire portfolio exists and is unique, but may depend on the investment horizon. However, when sampled at the times of its maximum and asymptotically as the time‐horizon becomes distant, the drawdown‐constrained numéraire portfolio is given explicitly through a model‐independent transformation of the unconstrained numéraire portfolio. The asymptotically growth‐optimal strategy is obtained as limit of numéraire strategies on finite horizons.     

Loyalty program rewards and their impact on perceived justice,customer satisfaction,and repatronize intentions

This study examines three types of rewards in a retail loyalty program context (under-reward, equity-reward, and over-reward) and their impact on perceived distributive justice, customer satisfaction, and repatronize intentions. The results from a between-subjects experiment showed that equity-reward produced higher levels of perceived distributive justice than both under-reward and over-reward. Moreover, equity-reward and over-reward produced higher levels of both customer satisfaction and repatronize intentions than did under-reward. Yet there were no differences in satisfaction and repatronize intentions for equity-reward and over-reward. These outcomes suggest that loyalty programs have the potential of not boosting members' loyalty, at the same time as they may reduce loyalty among non-members.     

What does employee ownership effectiveness look like? The case of a Canadian‐based firm

Drawing on agency theory, we explore how 30 employees defined ownership effectiveness in a 100 % employee‐owned Canadian‐based firm. Using a qualitative case‐study, remarkable similarities were found in the factors employees themselves believed contributed most to ownership effectiveness. Despite differences in job roles, employees emphasized confidence in the ownership program, participative decision‐making, ownership identity, and their organization as a family unit. In light of these findings, we discuss how a broader conceptualization of employee ownership effectiveness can be applied for a more comprehensive understanding of how such programs may develop and manifest. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

Servir les clients avec le sourire: Source d'épuisement ou de performance chez les employés de centres d'appels?

This study examines the relationships between emotional labour (surface acting, deep acting, and natural expression of positive emotions) and emotional exhaustion and service performance among 215 call centre employees. Of the hypotheses concerning the relation between the three emotional regulation strategies to emotional exhaustion and to service performance, only natural expression of positive emotion is significantly related to both consequences. Results also suggest that neuroticism moderates the link between deep acting and emotional exhaustion: employees with low levels of neuroticism seem more emotionally exhausted when they use deep acting. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

The pertinence of new public management in a developing country: The healthcare system in Morocco

Morocco has reformed its health systems according to the New Public Management (NPM) model. Despite several positive results of the refo, our account and analysis of events related to the reform, as a chronological narrative from 2002 to 2012, along with findings of a qualitative study and semi‐structured interviews reveal organizational dysfunction alongside an increase in managerial problems. The Moroccan case is symptomatic of situations in many developing countries. It raises questions about the relevance of NMP in these countries and about the institutional prerequisites for successful public reforms in particular. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

The Role of Social Integration in Service Satisfaction:

This study examines the process through which social integration contributes to service satisfaction in a nonprofit service setting. The model proposed in this study provides a context for understanding how traditional dimensions of service quality operate through social mechanisms to influence satisfaction. The model, which is based on social cognitive theory, suggests that: (1) perceptions of social support and the voice one has in an organization are important elements in determining service satisfaction; (2) the service recipient's perceptions of one's ability to function in the service organization setting (i.e., self-efficacy) is a critical element in a causal chain leading to service satisfaction; and (3) both social support and voice are determined by ''traditional'' service quality elements. Evidence in support of this model is provided through a telephone survey of church members.     

Innovativeness and business relationships in women‐owned firms: The role of gender stereotypes

This paper investigates the relationship between business contacts and innovativeness in women‐owned firms and how women entrepreneurs’ perception of gender stereotypes affects this relationship. Data were collected through a survey of 107 women entrepreneurs in Spain. The results show that maintaining close contacts with managers/entrepreneurs in different industries and with customers is significant in explaining innovativeness in women‐owned firms. The stronger the women entrepreneurs’ perception of stereotypes that deviate from the masculine profile of the entrepreneur, the stronger the influence of these two types of close contact on innovativeness. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.     

The Use of Electronic Brokerage Systems in China: A Modified e‐Commerce Model

I applied the DeLone and McLean (2004) information systems success model to the use of electronic brokerage systems in China. Several modifications to the model are proposed, including the addition of specific measures of customer perceptions concerning both the perceived costs and benefits of using such systems. Structural equation modelling revealed that the DeLone and McLean (2004) model is not a good representation of those who use electronic brokerage systems for cross‐national transactions, but that the modified model is a good fit for all customers. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd.     

Narratives of irony and failure in ethnographic work

Organizational ethnography is one of the most valued approaches to qualitative studies of organizations. Much attention has been given to the development of the research process, of which the researcher's identity is an integral part. However, we believe that the analysis of research failures has been much less developed in the discourse of ethnographic methods for the study of organizations. Therefore, we have explored some of the “slips” in ethnographic work, as described in accounts of fellow organizational anthropologists. As the study is qualitative, we have adopted a narrative research method. We have divided the “slips” (i.e., errors) into four categories important for the ethnographer's identity: (a) one's role; (b) one's project, (c) one's relation to “the Other”; and (d) the social context of the slip. Copyright © 2010 ASAC. Published by John Wiley & Sons, Ltd.     

Network centrality,organizational innovation,and performance: A meta‐analysis

Based on samples from 40 studies encompassing 15,860 organizations, we use meta‐analysis methods to examine the relationships between network centrality, organizational innovation, and performance, and to predict the influence of organization size, institutional environment, and industry on these relationships. Results show that network centrality positively influences both organizational innovation and performance. In addition, findings indicate that the impact of network centrality on organizational innovation is stronger for small organizations while that on organizational performance is stronger for large organizations. The influence of network centrality on overall organizational innovation/performance is stronger for organizations in developed institutional environments as well as in knowledge‐intensive industries. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.