How store managers can empower their teams to engage in constructive deviance: Theory development through a multiple case study

In this paper, we explore how leaders enable constructive deviance in teams they manage. We report on a qualitative field study of two hierarchical layers of store management in 17 supermarket store teams. We focus on the emergence of constructive deviance – better ways of creating value by departing from common ways of working – and how store leaders can enable this behavior. Our inductive analysis from the multiple case data suggests that store management can enable constructive deviance by combining empowering leadership behaviors with adequate levels of contingent reward and monitoring behaviors. These findings allow us to develop new hypotheses about the linkages between constructive deviance, psychological empowerment, and leadership. We detail implications for store management and we describe several future research opportunities on the concept of constructive deviance, its enablement through empowering leadership, and the relationship between organizational norms and constructive deviance.     

When and how the psychologically entitled employees hide more knowledge?

The purpose of this study is to examine how psychological entitlement is associated with knowledge hiding behaviors and why some individuals, unlike others, indulge in more knowledge hiding behaviors because of entitlement tendency. Using a time lag study design, we collected data from 241 participants from hospitality sector of Pakistan. The results indicate that psychological entitlement is positively associated with knowledge hiding behaviors and this relationship is mediated by abusive supervision perceptions. Our results also show that hostile attribution bias strengthens the positive impact of psychological entitlement on abusive supervision perceptions. Moreover, the indirect effect of psychological entitlement on knowledge hiding behavior via abusive supervision perceptions is stronger for employees with high levels of hostile attribution bias than employees with low levels of hostile attribution bias.     

Look but Don’t Touch! The Impact of Active Interpersonal Haptic Blocking on Compensatory Touch and Purchase Behavior

This research investigates situations in which frontline employees deliberately restrict customers’ access to touch products on display (active interpersonal haptic blocking), and how this understudied form of sensory blocking may increase customers’ downstream purchasing. While previous research examines the benefits of increased product touch, we temporarily block touch for specific products in display areas and then investigate the subsequent impact on customer behavior. Through four studies, including a retail field experiment, we find that when an employee asks a customer not to touch a product on display, this initiates a serial mediation process which: (1) engenders feelings of psychological reactance that result in (2) increased compensatory touching of subsequently encountered products to counterbalance a loss of sensory freedom, and (3) increased spending and purchasing once the customer leaves the reactance-inducing encounter. Effects are moderated by socioeconomic status (SES) and need for touch (NFT) whereby psychological reactance was significantly stronger for high SES customers with a moderate or high NFT when actively blocked. Results also demonstrate that active interpersonal haptic blocking does not result in more negative attitudes toward retailers, thus retailers might consider implementing this counterintuitive practice to encourage downstream sales.     

Drivers of work engagement: An examination of core self-evaluations and psychological climate among hotel employees

Many practitioners consider employee engagement a new human resource practice through which business can cope with uncertain and turbulent industry conditions. However, the hospitality academic community is still in need of finding predictors of employee engagement. The purpose of this study was to provide theory-based empirical evidence on whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational work environment (i.e., psychological climate) affect employee engagement. Kahn's theory of three psychological conditions and Demerouti and her associates’ job demands–resources model were used for theoretical frameworks. Data were collected from 394 hotel line-employees and managers in the United States. Results of hierarchical multiple regression analyses revealed that core self-evaluations and four components of psychological climate (i.e., customer orientation of the management, managerial support for service, internal service, and information-sharing communication) were positively associated with employee engagement. Managerial implications for human resource practice and future research directions are provided.     

Shattered but smiling: Human resource management and the wellbeing of hotel employees during COVID-19

The purpose of this paper is to explore the human resource management (HRM) practices adopted by hotels during COVID-19 and to examine the impact of COVID-19 on the wellbeing of hotel employees using qualitative thematic analysis. This study presents HRM practices that organizations can use to effectively manage employees in uncertain times. There is compelling evidence that employee-centered HRM practices strongly impact employee wellbeing. This paper integrates the insights from an HRM framework for wellbeing using a job demands-resources model. The paper identifies themes that confirm and extend existing theories and models of wellbeing. The findings are important for policy makers by offering guidance for managing people effectively during tough times.     

Feelings of ownership and volunteering: Examining psychological ownership as a volunteering motivation for nonprofit service organisations

Given many nonprofit service organisations rely on volunteers to provide valued services to their communities, examining the factors that impact the retention and recruitment of volunteers is of central importance for the success and longevity of many community-based services. Psychological ownership is a phenomenon whereby objects that are not physically or legally possessed can be the target of ownership feelings. While such psychological ownership has been examined in the paid-employment literature as an antecedent for prosocial behaviours, there has been no examination of psychological ownership within the volunteering literature. As such, this paper examines the role of psychological ownership as a factor in volunteer retention for predominantly community-based nonprofit service organisations by examining how the sense of ownership over the nonprofit service provider affects volunteering attitudes and intentions. Alongside ownership, previous volunteering behaviours, and time pressures are also examined as contributing factors. Results indicate that volunteering does increase ownership perceptions, and those ownership perceptions have positive outcomes for volunteering behaviours. However, time pressure is a significant moderator of these relationships and different volunteering behaviours can be observed for high and low time-pressured volunteers.     

The impact of the challenge and hindrance stress on hotel employees interpersonal citizenship behaviors: Psychological capital as a moderator

This study investigates the relationships between challenge and hindrance stressors and hotel employees’ interpersonal citizenship behaviors (ICB). The study also tests the moderating role of hotel employees’ psychological capital (PsyCap) on the aforementioned relationships. Data were collected from 213 U.S. hotel frontline employees. The results showed that both challenge and hindrance stress had a negative relationship with ICB. PsyCap was found to moderate both relationships. Implications for hospitality researchers and industry practitioners are discussed along with the limitations and suggested avenues for future research.     

Measurement of Variables Involved in the Design of a Training Study: Practical Experience Undertaken in a Sports Organisation

This article describes the process for preparing a survey, which will be used to measure relevant variables, which are involved in a study of training needs in a Spanish sports organisation. The variables which have been considered are: problems and difficulties in carrying work of specific positions; “strong points” in carrying out this work; usefulness of the training received in facing and solving the above-mentioned problems and difficulties; usefulness of the training received in acquiring and strengthening these “strong points” in carrying out work; opinion and suggestions with respect to future training. Due to the applied nature of the study, a data collection methodology was designed which was based on interviews and group discussions with a representative sample of workers. Finally, the predictive capacity of perception, which workers have, of their motivation at work was clearly shown in order to then identify different attitude and conduct patterns.     

中国股市反应偏差的投资者心态模型

在行为金融学理论中,投资者心态模型将投资者的心理偏差当作反应偏差的源泉,但这些投资者心态模型对于发展时间较短、具有区别于成熟市场的独特市场制度和社会环境的中国股票市场而言,存在适用度问题。分析中国股票市场投资者普遍的投机心理等要素,运用改进了的HS模型,根据股票市场的习惯,分别对一个牛市周期和熊市周期进行验证得出,投机心理支配下的机构投资者和个人投资者的相互作用是导致反应偏差的主要原因。     

我创新因为我是主人翁:心理所有权对创新行为影响机制的被调节中介研究

以华南地区40个制造型企业的529名员工为样本,通过构建被调节的中介模型,分析心理所有权对创新行为的影响以及该影响的具体作用机理。研究发现:心理所有权对创新行为存在显著正向影响;义务感知在心理所有权对创新行为的影响过程中具有显著中介作用;工作压力在义务感知对创新行为的影响过程中具有显著负向调节作用;工作压力对整个中介模型具有显著负向调节作用。