Culture,leadership and motivation in two Commonwealth Caribbean countries: One look at the African Diaspora

Little is known of Caribbean people's views on their culture or of their beliefs regarding leadership and motivation. This study reports the results of a Delphi Technique with people in leadership positions and focus groups. Across groups, responses were relatively consistent: ethnicity and culture are described as influenced by religion, and Christianity in particular; African roots and country of origin are important; effective leaders are charismatic, visionary, results oriented, and they motivate others, lead by example, and develop vision and goals. Leaders believe motivation comes from making a difference for others. Nonleaders believe leaders are influenced by financial rewards and self‐fulfilment; nonleaders are motivated primarily by financial rewards. The results are generally similar to Western beliefs, but some interesting differences are identified. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

Leadership effectiveness and motivation in Africa and the African Diaspora (LEAD): An introduction

The LEAD research project was developed in order to broaden management research in areas such as Africa. This special issue brings together the early findings of the research team. The present article reviews the literature and discusses the importance of understanding organizational leadership and motivation in under researched areas of the world. We explain the use of both emic (Delphi Technique and focus groups) and etic (large scale survey) research and describe the LEAD project and methodology in detail. Here we advocate the use of emic and etic research, and also consider the practical realities of using such approaches. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

Self-Efficacy as an Intrapersonal Predictor for Internal Whistleblowing: A US and Canada Examination

Examining intrapersonal factors theorized to influence ethics reporting decisions, the relation of self-efficacy as a predictor of propensity for internal whistleblowing is investigated within a US and Canadian multi-regional context. Over 900 professionals from a total of nine regions in Canada and the US participated. Self-efficacy was found to influence participant reported propensity for internal whistleblowing consistently in both the US and Canada. Seasoned participants with greater management and work experience demonstrated higher levels of self-efficacy while gender was also found to be influential to self-efficacy. These individual traits, although related to self-efficacy, did not directly relate to propensities for internal whistleblowing. The findings demonstrate that self-efficacy could represent an important individual trait for examining whistleblowing issues. Internal whistleblowing is becoming an important organizational consideration in many areas of North America, yet there is relatively little research on the topic. Organizations seeking effective internal reporting systems should consider the influence of self-efficacy along with its potential reporting influence. By empirically testing an under-examined component of theory related to internal whistleblowing, this effort contributes to management literature, extending the knowledge beyond a US context, and provides recommendation for managing individual bias with internal reporting systems. Brent R. MacNab is a faculty member in the discipline of International Business with the University of Sydney. Brent’s research interests focus on examination of cross-cultural and intra-cultural phenomena as related to management and human interaction issues like cultural intelligence, ethics management and workplace motivation. He has received two Fulbright Awards (Canada, 2002 and NAFTA focus 2003) for examination of his research in Canada, the U.S. and Mexico. In addition to faculty duties Brent also acts as a consultant to organizations examining issues related to cultural training and ethics management. Reginald Worthley is a faculty member with the University of Hawai'i at Manoa where he teaches coursework in applied quantitative analysis. He specializes in survey research on various cross-cultural issues. Recent studies include a web survey quantifying motivational drivers in the Japanese workplace, a comparative longitudinal study of managerial values in six countries and a NAFTA study of cultural identity as related to defined areas of ethics management.     

Rewards that undermine customer loyalty? A motivational approach to loyalty programs

Guided by the framework of self‐determination theory (SDT), this study examined the effects of external rewards on undermining customers’ intrinsic motivation to engage in a retail loyalty program. Two experiments revealed that participants who received a salient, controlling reward (i.e., a promise of reward with an explicit requirement and deadline, without options of choice) reported lower intrinsic motivation to use the loyalty program than participants who received a nonsalient, autonomy‐supportive reward (i.e., a promise of reward with a less explicit requirement and no deadline, with options of choice). However, the undermined intrinsic motivation of those who received the salient, controlling reward was enhanced when they were given verbal feedback acknowledging their potential negative feelings associated with using the loyalty program. These findings provide important practical implications for designing a more effective loyalty program.     

Restaurant Marketing Strategies in the United States and Canada

ABSTRACT

This study investigates the similarities and differences in the marketing strategies implemented by family restaurants in Canada and the United States to meet the needs of their customers. A census of 101 restaurants in three contiguous regions of Quebec, Ontario and Northern New York was visited. Systematic observations using a detailed grid of variables were compiled for each establishment. More similarities than differences were found, indicating that similar marketing strategies could be used successfully by restaurants in the United States and Canada.     

Cross-Cultural Retailing Research

Abstract

Relatively little is known about consumer perceptions of retailers in Central and Eastern Europe. What store attributes do consumers in these markets emphasize? Do these attributes reflect the culture of the region? These questions are addressed in the case of Estonia. However our main objective is to contrast the Estonian situation with that of a typical Western country, Canada. Two key shopping experience constructs are selected, namely merchandise selection and the interactivity between the store and the consumer. To make the comparison meaningful we have chosen a single retail category, namely discount or low-price department stores. In both countries there were two stores that dominated their respective market, so this facilitates the collection of consumer perceptions. Structural equation modeling using AMOS software has been used to test the equivalence of the constructs across cultures. Our main findings are that (1) both merchandise selection and store-customer interaction are valid constructs across both countries, (2) that the factor patterns have configural invariance or equivalence for each construct across the two cultures and (3) that the factor patterns do not have weak factor invariance across the cultures. In short, we conclude that there are major differences in consumer's discount store shopping experiences across the two cultures.     

差序式领导对知识型员工建设性越轨行为的影响机制研究

建设性越轨行为是员工在亲社会动机驱动下所表现的角色外行为,现已成为组织管理学界日益关注的重要问题,而差序式领导作为中国特有的领导风格之一,到底会促进还是抑制员工建设性越轨行为的结论不一。文章基于我国文化情景,以16家企业的394名知识型员工作为调研样本,构建差序式领导对建设性越轨行为影响的关系模型,鉴于员工动机和行为结果是由个体感知和组织环境刺激交互效应所导致,故引入个体层次的内生动机、内部人身份感知以及组织层次的团队动机氛围分别作为中介变量和调节变量。实证结果表明,差序式领导对建设性越轨行为具有显著正向影响,内生动机对该影响途径具有完全中介效应;差序式领导与建设性越轨行为的关系均受到内部人身份感知、精熟动机氛围的正向调节效应,受到绩效动机氛围的负向调节效应,且各部分调节效应均被内生动机所中介。研究结论揭示了差序式领导对知识型员工建设性越轨行为的影响机理,对指导组织管理者如何科学对待员工建设性越轨行为提供了理论指导和实践指引。     

Black urban consumers’ status consumption of clothing brands in the emerging South African market

Status concerns are noteworthy within a modern society as it is a key feature of individuals’ social reputation. Engaging in this form of thinking results in particular patterns of consumption within consumer groups. In South Africa, Black urban consumers have newfound spending power and social mobility. This study investigated motivators of Black urban consumers’ status consumption across different demographic variables (age, income and profession) in the South African (SA) emerging market. A survey research design was used to provide insights into the relationship of normative receptiveness (value expressive and utilitarian influences) and high self‐monitoring as status consumption motivators of clothing brand consumption. The sample consisted of 246 Black urban consumers between the ages of 24 and 36, residing in Gauteng, South Africa and currently working in professional positions. The results of the study indicated that when purchasing clothing Black urban consumers are motivated by factors related to status consumption. This study found no significant differences between age and gender variables in terms of status consumption. In terms of profession, all three motivational factors were significant. They proved to be very aware of the image that they communicate and how they are seen by others indicating that they are motivated especially by value expressiveness, utilitarian influences and high self‐monitoring aspects across various professions.     

Unintended effects of incentivizing consumers to recommend a favorite brand

Marketers often use incentives such as coupons, rewards or special membership discounts in order to motivate consumers to purchase or recommend a particular brand. This practice is based on the underlying assumption that an increase in incentives will lead to an increase in consumer response – an idea which has been at the core of traditional economic thinking for decades. Some psychologists have claimed, however, that under specific conditions an increase in incentives can reduce (rather than increase) one's willingness to perform the behavior which is being incentivized. If materialized, the possibility that extrinsic incentives may diminish consumer willingness to recommend a favorite brand could have important theoretical and practical consequences in the context of word-of-mouth or buzz marketing. This study tests that possibility in the context of an experiment about Apple computers, a favorite brand among US college students. Participants were asked to recommend the brand to a friend (1) in absence of any monetary reward and (2) for a small monetary incentive. Students who were promised a small monetary reward experienced a decrease in intrinsic motivation and wrote shorter recommendations than those who were not promised any incentives. Data also suggest that the quality of the recommendation may decrease when incentives are offered. The results are discussed in line of their possible theoretical and practical significance.     

Does educational gamification improve students’ motivation? If so,which game elements work best?

Educational gamification is a growing field. The authors answer the following important questions: (a) To what degree does educational gamification, in general, increase students' perceived motivation in learning? (b) To what degree do specific game elements impact perceived motivation in learning? and (c) Are the benefits of gamification limited to or enhanced in participants with specific demographic characteristics? A survey of organizational behavior students' perceptions (n?=?124) investigated how participating in a gamified course motivated students overall and examined the individual effect of specific game elements. Of the participants, 67.7% reported that the gamified course was more or much more motivating than a traditional course. Correlational data indicated that being a member of any measured demographic (e.g., gender, age, student status) was not a barrier to finding gamification motivating.     

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

This study focuses on comparison of perceptions of ethical business cultures in large business organizations from four largest emerging economies, commonly referred to as the BRICs (Brazil, Russia, India, and China), and from the US. The data were collected from more than 13,000 managers and employees of business organizations in five countries. The study found significant differences among BRIC countries, with respondents from India and Brazil providing more favorable assessments of ethical cultures of their organizations than respondents from China and Russia. Overall, highest mean scores were provided by respondents from India, the US, and Brazil. There were significant similarities in ratings between the US and Brazil.     

Perceived Value of Mexican vs. US Products in Mexico,Venezuela and the United States

Abstract

With the advent of NAFTA and the liberalization of Latin American markets, Mexican firms have gained new strategic options, many of which revolve around exporting regionally or to the United States and Canada. The studies explore consumer reactions to Mexican products. The first study compares value perceptions of a cross-national sample of Mexican, US and Venezuelan respondents toward US and Mexican products. It also explores the moderating effects of product content and financial risk on value differentials. The second study, limited to Mexican and Venezuelan respondents, looks for evidence of a home country bias. While the strategy implications for Mexican products differ according to a product's level of content and financial risk, the studies indicate that inter-regional trade is a viable possibility.     

销售人员有效激励方式的探索性研究

本文以激励理论为指导、以问卷调查的方式为手段、以南昌零售销售员为样本，探索了有效激励销售人员的激励方式组合，指出在对销售人员进行激励时要将经济性激励与非经济性激励相结合，分清其需要的主次，针对个体差异实行差异化激励，并随时代、环境的变化进行动态化激励，以满足其个性化需要。     

Motivation,opportunity, and ability: Understanding new habits and changes adopted for weight management

As obesity rates continue to rise, both effective prevention and treatment programs are urgently required. Combating obesity requires weight management programs that are accessible and scalable to large numbers of people. There is growing evidence that commercial programs, which combine behavior change techniques with the key motivators for changing habits, are effective as the first line in helping people adopt healthier dietary and activity patterns. In particular, digital programs have the potential to provide a service to large numbers of people, be widely accessible and cost effective for the individual. However, to date, digital programs have been relatively under‐utilized and under‐evaluated. There is little published evidence on the performance of programs on a large scale, outside of partnerships with primary care, where participants self‐refer and pay a nominal fee. The purpose of the following study was to examine the interrelated effect of motivation, opportunity, and ability on the behavioral outcomes of a digital commercial weight management program. To address this aim, a thematic content analysis of participants' qualitative responses to habits learned and changes adopted was conducted. Findings reveal that habits learned and changes adopted as a result of participating in the program influence not only weight loss outcomes but other health and well‐being outcomes as well.     

Employee age and voluntary development activity

It is known that older workers undertake less formal training than younger ones, but little information is available about age-patterns in voluntary development activities undertaken in an employee’s own time. In a study of 1798 manufacturing workers, age and ten other factors were examined in relation to four types of activity: participation in a tuition refund scheme, learning in an employee development programme, attendance at an employee development centre, and use of a personal development record. Significant age- differences were found, and key influential factors were identified as older workers’ lower educational qualifications (representing both cognitive and affective differences) and their more limited learning motivation (linked to lower learning confidence and greater perceived time constraints). However, older individuals who had previously undertaken each form of development were as positive about that previous activity as were younger participants. Possible interventions to increase voluntary development at older ages include rewards for participation, enhancement of basic skills, pretraining in appropriate learning strategies, sequential exposure to graded learning demands, and steps to change organisational stereotypes of older staff.     

Career Motivation,Mentoring Readiness,and Participation in Workplace Mentoring Programs: A Cross-Cultural Study

In this study, the author examined participation in workplace mentoring programs in two cultural (individualistic and collectivistic) contexts. Data were collected from two samples (United States = 83; Ghana = 132) of workers (from 80 organizations) at managerial development workshops. Analysis of variance showed differences in willingness to participate and intention to participate in mentoring programs. Hierarchical linear regression results also showed interactive effects of culture on participation and mentoring readiness as well as participation and career motivation. The findings show criterion validity for the mentoring readiness construct, which is important for selection of participants for mentoring programs.     

领导排斥对员工亲组织非伦理行为的影响：自我提升动机的中介作用

基于自我提升理论，从自我提升动机和马基雅维利主义视角出发，探讨了领导排斥对员工亲组织非伦理行为的作用机制。通过对两阶段收集的451份问卷进行数据分析，结果发现：领导排斥对员工亲组织非伦理行为具有显著正向影响；员工自我提升动机在领导排斥与员工亲组织非伦理行为关系中起中介作用；员工马基雅维利主义调节了其自我提升动机与亲组织非伦理行为间的关系，即员工马基雅维利主义水平越高，其自我提升动机对亲组织非伦理行为的正向影响越强；员工马基雅维利主义正向调节员工自我提升动机在领导排斥与亲组织非伦理行为间的中介作用，即员工马基雅维利主义水平越高，其自我提升动机的中介作用越强。研究结论不仅拓展了领导排斥理论的研究，也为管理者正确认识领导排斥、管理员工遭受领导排斥后的认知与行为提供了新思路。     

Turning Good Citizens into Even Better Ones: The Impact of Program Characteristics and Motivations on Service Learning Outcomes

ABSTRACT

It has been suggested that motivations of an individual and the quality of a service-learning program can affect service-learning outcomes such as being a concerned citizen of the community. Previous studies have examined these issues using measures of actual behavior after the program and program characteristics. This article uses a longitudinal research design with measures of intended behavior and perceptions of the program to examine the relative effects of program characteristics and motivations to volunteer on participants' future intentions to be active citizens. The results indicate that motivations and program perceptions work in concert to influence the service-learning outcomes. Intrinsic motivation was found to be the strongest predictor of the outcomes.