Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions

Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom‐line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job‐pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other‐group orientation moderates the relationship between perceived organizational value of diversity and job‐pursuit intentions. In a follow‐up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other‐group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other‐group orientation.     

The destination image gap – visitors' and residents' perceptions of place: evidence from Waiheke Island,New Zealand

This paper reports results derived from a survey of 2229 residents of, and 2151 visitors to the island of Waiheke, New Zealand. The study finds there was a close similarity of place image held by both visitors and residents. The paper examines the proposal that where congruency exists between visitor and resident image of place, there may be less negative perceptions of visitor impact on the part of residents. Both qualitative and quantitative data were collected and analysed, the former involving the use of CatPac?, a neural network program for analysing textual data. Little support was found for the contention that place images shared by residents and tourists would increase tolerance of tourists on the part of residents.     

Smooth and Sticky Adjustment: A Comparative Analysis of the US and UK

This paper adopts the methodology of the microeconometric labor literature to analyze a common assertion from trade economists that reallocation within sectors is less costly than between sectors. Findings are compared across two countries (the UK and US) which have experienced very different recent aggregate unemployment experiences. Workers previously employed in "declining" sectors are more mobile than those employed in 'expanding' sectors in both countries, and individuals are more likely to switch sector the longer they are unemployed. A plausible explanation for this is that individuals initially attempt to find jobs that complement their general and specific skills in order to accrue the associated rewards, and move sector only as this prospect diminishes. This would seem to accord with the 'smooth adjustment hypothesis' which proposes that intraindustry adjustments are less costly than interindustry ones.     

Online Engagement and the Role of Digital Influencers in Product Endorsement on Instagram

Abstract

The article aims to analyze the forms of engagement generated from the endorsement of products by digital influencers on Instagram, considering the characteristics of their online posts. A qualitative approach was used to investigate digital influencers’ posts based on semiotic image analysis and the critical incidents technique. The results reinforced that digital platforms enable distinct forms of engagement by establishing new configurations that affect relationship marketing and promotion strategies. In particular, on Instagram, the development of engagement can involve four participants who play different social roles, expanding the process of value co-creation.     

逆境中奋进的安捷伦

“商业环境十分艰苦,要想恢复安捷伦的财政健康,我们还有很多事情要做。但是我们不应该忽视已经取得的进步。” ——巴恩荷特     

Performance Appraisal Systems: Determinants and Change

Using establishment data from the Australian Workplace Industrial Relations Survey, this paper estimates the determinants of performance appraisal systems. The results indicate that performance appraisal is associated with workers having shorter expected tenure and greater influence over productivity. We argue these results reflect those circumstances in which the net benefits of performance appraisal are likely to be greatest. The results also show that complementary human resource management practices, such as formal training and incentive pay, are associated with an increased likelihood of performance appraisal, but that union density is associated with a reduced likelihood of performance appraisal.     

Adolescent brand consciousness and product placements: awareness,liking and perceived effects on self and others

Product placements in entertainment media are increasing, particularly in content targeted to adolescents. This marketing communication tactic is examined in the context of media socialization and individual differences in brand consciousness. The relative influence of commercial media (TV, radio, movies, online) and perceived peer and parent brand consciousness on US adolescent brand consciousness is assessed, as well as differences in how low and high brand‐conscious adolescents view product placements. Awareness, liking and perceived effects of product placements on self and others (third‐person perception) were measured. Results of hierarchical multiple regression analyses show that movies and perceived parent and peer brand consciousness were positively related to adolescent brand consciousness. Those adolescents considered to be highly brand‐conscious were also those who were most aware of and favourable towards product placements. All adolescents demonstrated third‐person perception of media effects in that they considered others to be more influenced by product placements than themselves, with peers influenced more than friends. Highly brand‐conscious teens perceived the greatest effects of product placements on their own and others’ buying behaviours, yet low brand‐conscious teens revealed the largest gap in perceptions of impact on self vs. peers. The results are discussed in view of media effects; ramifications for marketers and public policy makers are also appraised.     

Organizational change cynicism: The role of employee involvement

Organizational change efforts can bring about a range of outcomes: some intended, such as organizational survival and profitability, and some unintended, such as heightened levels of organizational change cynicism (OCC) among employees. This article focuses on processes for managing OCC: we examine the role of information sharing and involvement in decision making as ways to lessen employee reports of OCC. While both of these strategies have the potential to be effective, they rest on a significant assumption—namely, that employees will enthusiastically embrace any opportunities to become involved. In this research, we investigate this assumption through an analysis of the relationship between an employee's willingness to become involved (”active orientation”) on employee reports of their OCC. We find, using data from 1,214 public‐sector employees, that an active orientation toward involvement plays a significant role as a moderator in reducing employee reports of OCC. The findings suggest that HR practitioners concerned about OCC should encourage their line managers to adopt a participatory style of management (information sharing, involvement in decision making), especially in those workplaces where employees are more likely to embrace the opportunities for involvement. © 2008 Wiley Periodicals, Inc.