User acceptance of complex electronic market mechanisms: Role of information feedback

This paper broadens the scope of evaluating the design of economic mechanisms that is traditionally done solely from an economic perspective. We introduce and demonstrate the application of acceptability to evaluate complex economic mechanisms. In particular, we apply our approach to the evaluation of continuous combinatorial auctions, which represent a complex, sophisticated market mechanism that has not been generally available in the online marketplace but has the potential to enhance the economic efficiency of trade for assets with interdependent values. Such auctions are being increasingly used in industry, e.g., to procure logistical services. Intuitively, acceptance and usage of a complex mechanism can be fostered by a design that provides information and tools that meet the users’ task demands. Based on prior research and an analysis of the auction tasks, we discuss practical and innovative information feedback schemes for reducing the cognitive burden of formulating bids in combinatorial auctions. Then, we use constructs from the technology acceptance model (TAM) – which have been consistently shown to be key determinants of technology acceptance in the extant literature – to compare the acceptability of the mechanism under three different information regimes. In addition, we borrow constructs from marketing theory to assess the potential growth in adoption of the mechanism. We compare user perceptions of the three alternative designs in a laboratory experiment with over 130 subjects. Our study constitutes a complementary and novel approach in evaluating the design of complex economic mechanisms. Results indicate a higher adoption and usage potential of the mechanism with advanced information feedback, supporting the potential of combinatorial auctions as a user-acceptable market mechanism with appropriate feedback.     

High‐performance work systems and creativity implementation: the role of psychological capital and psychological safety

Unimplemented creative ideas are potentially wasted opportunities for organisations. Although it is largely understood how to encourage creativity among employees, how to ensure this creativity is implemented remains underexplored. The objective of the current study is to identify the underlying mechanisms that explain the relationship between high‐performance work systems and creativity implementation. Drawing from the job demands–resources model, we explore a model of psychological capital and psychological safety as mediators in the relationship between high‐performance work systems and creativity implementation. Based on 505 employee survey responses, the findings show support for the mediating relationships, highlighting the importance of psychological mechanisms. The study has important implications for HRM, uncovering how people management practices can encourage creativity implementation in the workplace.     

Founder attachment style and its effects on socioemotional wealth objectives and HR system design

In this paper, we draw on attachment theory from the family science literature to develop theoretical propositions that explain variability in one of the most distinguishing features of family firms – its socioemotional wealth (SEW) preservation objectives. Three different attachment styles of founders (avoidant, anxious, secure) are argued to have an imprinting effect on the family firm regarding the relative emphasis that is placed on the preservation of a particular SEW objective (maintenance of control, dynastic perpetuation, reputation) and in turn the HR strategy it chooses to enact (compliance, commitment, collaborative). Avoidant founders are shown to emphasize control as an SEW goal leading them to choose a compliance HR strategy, while anxious founders emphasize dynastic perpetuation that fits well with a commitment HR strategy. Lastly, secure founders are shown to place a priority on reputation, which a collaborative HR strategy helps to reinforce. Contingencies for these relationships are discussed as well as the implications of our model for theory, practice and research.     

Antecedents of organizational identification in multinational corporations: fostering psychological attachment to the local subsidiary and the global organization

This article reports the results of an empirical case study of the antecedents of organizational identification among local managers in a multinational corporation (MNC). Organizational identification, which refers to an individual's psychological attachment to the organization, has gained increasing attention because of its assumed link with behaviour associated with enhanced organizational performance. Yet little work has been done on what fosters organizational identification, particularly within the context of a MNC. Moreover, there is empirical evidence showing that managerial employees of MNCs draw a distinction between their local subsidiary and the global organization as manifest in separate group identifications. This suggests that there may be differential sets of antecedents of identification with the local subsidiary and with the global organization. The results of the present study indicate that there are different sets of factors that promote identification with the local and global levels of the organization. The results further show a complementarity of causal variables; identification with the local subsidiary is fostered primarily by factors which pertain to the local company context, while identification with the global organization is fostered primarily by factors which pertain to the MNC as a global entity.     

Leader-member exchange,employee performance,and work outcomes: an empirical study in the Chinese context

In this study, we employed the multidimensional view of LMX (LMX-MDM) to develop a model that captured different antecedents and outcomes of task and contextual performance. We tested this model with a sample drawn from subjects from the People's Republic of China. The results indicated that the affect dimension of LMX-MDM was positively associated with task performance and contextual performance. The contribution dimension of LMX-MDM was positively related to the job dedication dimension of contextual performance. Supervisory ratings of the task performance and the interpersonal facilitation dimension of contextual performance predicted the promotability of subordinates, and task performance influenced subordinates' intention to quit. Limitations and future research are discussed.     

Gaining from disorder: Making the case for antifragility in purchasing and supply chain management

The purchasing and supply chain management (P&SCM) discipline assumes that supply chains are fragile systems, hence taking a “negative” approach toward disorder. Building on Taleb’s concept of antifragility—the ability to gain from disorder rather than avoiding it—, we challenge this traditional assumption. The COVID-19 pandemic has revealed that some companies were indeed able to gain from disorder, whereas some of those that focused too much on robustness and resilience lost ground. Building robust and resilient supply chains may no longer be enough to thrive in today’s highly volatile business world. This article sparks a new debate by introducing antifragility to the P&SCM literature and provides new directions for future research.     

Gaining sustainable development by green supply chain innovation: Perspectives of specific investments and stakeholder engagement

Despite general attention has been given to sustainable development and green innovation, little empirical effort has been made to explore the factors influencing green innovation performance in the context of supply chain relationships, especially in emerging countries like China. To address this research gap, from the perspectives of specific investments, we examine the role of specific investments in relation to the outcome of green supply chain innovation. Drawing on knowledge management theory, we propose that knowledge transfer plays a mediating role underlying the relationship. On the basis of the stakeholder involvement theory, we argue that partner social responsibility plays moderating roles not only in specific investments—green supply chain innovation performance link—but also in the link of knowledge transfer and performance. We tested the proposed relationships with a sample consisted of 331 questionnaires and validated responses from 187 high‐tech firms in China. The results generally support the proposed hypotheses, and the integrative model—moderated mediation—is also supported. As such, this study contributes to understand about how specific investments affect the performance of green supply chain innovation, providing new insights on stakeholder involvement and knowledge transfer in green supply chain innovation management.     

Rethinking determinants of ICT acceptance: Towards an integrated and comprehensive overview

In the contemporary ICT environment, we are confronted with a growing number of failing innovations. New technological innovations often fail because too much attention is still given to (technical) product-related features without taking into account the most important parameters of user acceptance. In addition, suppliers of ICT products often lack accurate insight into the distinguished profiles of their (potential) target audience. In this article theoretical considerations and empirical results on this matter are highlighted. First of all, an approach is proposed in which more traditional and often scattered vision(s) on adoption determinants are broadened into an integrated framework. The approach provides a stronger base for better targeting of (new) users of technologies. Secondly, the authors elaborate on this by rethinking these determinants with regard to later adopters. Later adopters (or even non-adopters/users) are often ignored in technology acceptance research. However, especially for policy purposes, the understanding of why people do not adopt or do not use ICT is strongly relevant in the light of the development of an inclusive information society. Both approaches are illustrated by case studies starting from a common list of nineteen ICT appropriation determinants. This framework enables to better profile both earlier and later adopters as well as it allows to formulate recommendations how to bring innovations in the market. Summarizing, this contribution offers an integrated approach on technology acceptance research by bridging the gap between a market and a policy-oriented point of view.     

Multisource feedback: Lessons learned and implications for practice

Organizations around the world are using multisource, or 360‐degree, feed‐back. Although many HR practitioners embrace it as an important mecha‐nism for leadership development, organizations must attend to and address several issues in order to maximize the utility of multisource feedback (MSF). We discuss current research findings and highlight issues for managers to consider both before starting a multisource feedback process and after the feedback is given, plus we review potential outcomes of the process. We also describe lessons learned from an intensive three‐year investigation of an MSF implementation in two organizations. © 2007 Wiley Periodicals, Inc.     

US‐style contingent fees and UK‐style conditional fees: agency problems and the supply of legal services

Under contingent fees, the attorney gets a share of the judgment; under conditional fees, the lawyer gets an upscale premium if the case is won which is, however, unrelated to the adjudicated amount. We compare conditional and contingent fees in a principal–agent framework where the lawyer chooses unobservable effort after she has observed the amount at stake. Contingent fees provide better incentives than conditional fees independently of whether upfront payments are restricted to be non‐negative or not. Under contingent fees, the attorney uses her information about what is at stake more efficiently. Copyright © 2006 John Wiley & Sons, Ltd.     

Getting the most from MBA internships: Promoting intern learning and job acceptance

MBA internships are commonly used for training and recruiting management talent. Yet, research overlooks what makes them effective. A longitudinal study investigates the relationships that goal clarity, autonomy, and prior experience have with MBA intern learning and job acceptance intentions. Results show learning partially mediates the relationship of goal clarity to job acceptance intentions, and that less experienced MBA interns learn more under conditions of high goal clarity and low autonomy (i.e., when their roles are more structured). We discuss how role structures and learning can inform effective training and recruiting of interns, and management of short‐term workers in general. © 2010 Wiley Periodicals, Inc.     

A decade of change: Managers' attachment to their organizations and their jobs

In this study geographically mobile managers in 1978 were compared to mobile managers in 1989 and significant changes were found in career patterns and attachment to the organization and the job. The managers in 1989 were changing jobs and relocating more frequently than were the 1978 managers. They were also less satisfied with their companies. Job involvement and job satisfaction, however, were higher among the 1989 managers than among the 1978 managers. Retrospectively, the 1989 managers thought they were less loyal to their companies than they had been five years previously. Managers' attachment to their organizations may be tied to challenging jobs that provide career development opportunities; those organizations unwilling or unable to provide such jobs may experience higher managerial turnover.     

Sustainability and ideology-infused psychological contracts: An organizational- and employee-level perspective

In this paper we explore sustainability-based ideology-infused psychological contracts (IPCs) from both organizational and individual-level perspectives. Better knowledge about how and when IPCs operate and the role of the organization's human resource management in that process is beneficial to firms that wish to capitalize on the positive outcomes resulting from IPCs while avoiding the creation of ideological obligations that they are unable or unwilling to meet (Rousseau & McLean Parks, 1993; Thompson & Bunderson, 2003). Organizations may show they care, through sustainable HRM strategies, and encourage ideological currency exchange in order to recruit and retain quality employees, increase organizational commitment, increase citizenship behaviors, strengthen identity, increase job satisfaction, and maintain a positive public perception and reputation. On the other hand, if an organization fails to fulfill an IPC it may lead to negative behaviors and consequences. We extended our arguments beyond the individual-level focus common to psychological contract theory, to include firm-level context. In doing so, we explain how an organization's efforts towards being more sustainable can connect employees to the organization through their IPCs, and moreover, through their IPCs, employees can connect to corporate goals. Finally, we advance current theory by exploring the underlying motivations that drive organizations and individuals to develop IPCs.     

The relationship of leader psychological capital and follower psychological capital,job engagement and job performance: a multilevel mediating perspective

Building on the body of positive organizational behavior research, this study examines the relationships between leader psychological capital, follower psychological capital, job engagement and job performance (task performance and contextual performance). Data were collected in three phases from multiple sources involving 60 leaders and 319 followers from a large telecom company in Taiwan. Hierarchical linear modeling results revealed that leaders' psychological capital was positively related to their job engagement through the mediation of followers' psychological capital. Furthermore, the results indicated that job engagement mediates the relationship between followers' psychological capital and their job performance (task performance and contextual performance). We discuss the implications and limitations of these findings and directions for future research.     

The role of post-use trust in the acceptance of a technology: Drivers and consequences

The aim of this paper is to shed light on the role of trust in the acceptance of a technology once the firm has already used it (post-use trust). First, we examine the drivers which encourage the firm to trust in a technology and, second, we study the consequences of trust in terms of firm performance and intentions to continue to use the technology. The drivers involve (1) perceptions experienced by the firm during the employment of the technology, (2) the influence of the firm's trading partners and (3) the importance of the IT manager's attitude towards the technology. The study focuses on the acceptance of e-invoicing in Spain and the sample consists of 100 early adopter firms who have perceptions and knowledge about this technology. Our findings clarify the relationship between trust and technology acceptance and have important implications about trust-building structures that could improve the application of technologies that are in the early stages of implementation.