The influence of ethical climate on marketing employees' job attitudes and behaviors

In this study, two data sets were used to test the validity of the Babin, Boles, and Robin (Babin BJ, Boles JS, Robin DP. Representing the perceived ethical work climate among marketing employees. J Acad Mark Sci 2000;28(3):345-358.) measure of ethical work climate and its relationship with role stress, pay satisfaction, supervisor satisfaction, organizational commitment, performance, and turnover. The results indicated that ethical work climate is a multidimensional construct and that its dimensions influence marketing employees' job attitudes and job behaviors. Facets of job satisfaction and organizational commitment mediated the relationship between ethical work climate and turnover intentions and turnover.     

Perceived corporate social responsibility and job satisfaction in grocery retail: A comparison between low- and high-productivity stores

The relationship between corporate social responsibility (CSR) and job satisfaction is underexplored in the retail sector. We aim to fill this gap by unpacking these constructs to analyse their interrelationships. Moreover, conceptualising productivity as a contextual factor able to generate multiple stressors for retail employees, we compare the CSR-job satisfaction relationship between low- and high-productivity stores. We argue that CSR strategies effectively contribute to maintaining high job satisfaction in both retail contexts. Working on a sample of 708 grocery retail chain employees, we apply structural equation modelling and multigroup regressions to test our hypotheses. The results show that CSR positively influences job satisfaction. In detail, internal CSR benefits job satisfaction more than external CSR. CSR strategies effectively work to strengthen job satisfaction even in high-productivity stores. These findings contribute to the debate about the employees’ job satisfaction management in busyness and high-productive retail contexts.     

The role of the seven dimensions of job satisfaction in salesperson's attitudes and behaviors

To date, the majority of studies on job satisfaction use either a global measure or the JDI measure. To extend current research, this study uses the seven dimensions of job satisfaction as described by Churchill et al. [Churchill, G.A., Ford, N.M., Walker, O.C. Measuring the job satisfaction of industrial salesmen. J Mark Res 1974; 11 (3): 254-260.] to explore the relationship between job satisfaction, emotional exhaustion, organizational commitment and propensity to leave. Findings suggest that: 1) emotional exhaustion only relates to certain dimensions of job satisfaction and 2) job satisfaction dimensions related to organizational commitment and propensity to leave are not necessarily the same. Overall, this research provides an argument for the use of the seven dimension job satisfaction scale, as opposed to global measures or the JDI measure.     

Sales employees’ polychronicity and sales-service ambidexterity: Mediation of work engagement and moderation of store manager support

Sales employees are encountered with increasing job demands and volatile changes in the retail environment. In particular, the adoption of smart technologies in the retail sector has pressurized sales employees to be versatile and agile in the new marketplace. In this sense, performing multiple tasks within a limited time frame has become an important quality required for sales employees. Grounded in the job demands-resources model, we proposed that sales employees’ individualized resource (i.e., polychronicity) would be positively related to their sales-service ambidexterity though work engagement. We further posited that an organizational resource (i.e., store manager support) synergistically interacted with polychronicity to predict work engagement and subsequent sales–service ambidexterity. To test propositions, we collected multilevel data from 292 sales employees in 43 home-furnishing stores in India. Results demonstrated that the positive association among work engagement, polychronicity, and sales–service ambidexterity was more pronounced when store manager support was high than when it was low. These findings offer implications to overcome challenges faced by retail stores by indicating factors predicting sales–service ambidexterity in retail.     

Customer deviance in retailing: Managers’ emotional support and employees’ affective wellbeing

Retail employees are increasingly under pressure as they are confronted with the dark side of customer behaviour: Customer deviance (NCD). Consequently, retailers face difficulties retaining employees in the job leading to workforce shortage in the industry as more and more retail workers leave their jobs. While some academic research displays the impact of NCD in retail, it leaves its effects on employees, their intentions to leave the job, including the mitigating factor of managerial support structures unexplored. Applying the job demands-resources model, this research fills this gap by investigating NCD in store-based retail, by identifying a series of employees' responses in correspondence with such behaviours and by revealing various support factors as moderators of NCD's effects on employees. Structural equation modelling of data obtained from surveying 108 retail employees in stores confirms the mediation of emotional exhaustion, affective ill-being and job (dis-)satisfaction, in the context of employees facing NCD and their leaving intention. The research raises awareness for emotional care in the form of managerial strategies targeting emotions, the supervisor's role and trust-enhancing mechanisms in retail care management, in order to attenuate NCD's negative effects on retail employees.     

Does gender moderate the effects of role stress in frontline service jobs?

By focusing on gender differences in structural relationships rather than differences in levels of constructs, this study extends Babin and Boles' [Babin B. J., Boles J. S. Employee behavior in a service environment: a model and test of potential differences between men and women. Journal of Marketing 1998;62:77–91.] research examining the effects of role stress on customer-contact employees' various job outcomes to a new context (frontline bank employees in the Turkish Republic of Northern Cyprus). Results indicate that gender has a moderating role on the relationships between role ambiguity and self-efficacy, and role conflict and job satisfaction. Cultural norms may play a role in the way gender moderates these relationships.     

Work-family conflict and organizational citizenship behavior: the role of job satisfaction and decision authority

Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513–524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964)and the job demand-control model (Karasek, Adm Sci Q 24:285–308, 1979), this studyuncovers the theoretical mechanism that explains the relationship between workfamily conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees’ decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees’ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees’ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.     

Role Stressors and Retail Performance: The Role of Perceived Competitive Climate

Cognitive appraisal theory is used to investigate the influence of perceived competitive climate in the retail store upon the relationship between three role stressors (i.e., role ambiguity, role conflict, and family-work conflict) and job efficacy, job satisfaction, and the self- and supervisor-rated performance of retail professionals. Results indicate that the effect of role ambiguity on job efficacy is moderated by perceived competitive climate, such that the harmful effect of role ambiguity is lessened when competitive climate is high, thus highlighting a potential benefit of stress reduction through an increase in perceptions of competitive climate. In addition, the influence of job satisfaction on supervisor ratings of performance is moderated by perceived competitive climate, such that higher levels of job satisfaction result in improved supervisor ratings when the competitive climate is perceived to be high.     

Why the self-employed are happier: Evidence from 25 European countries

Using survey data from 25 European countries, we can show that in most of the countries the self-employed are more satisfied with their jobs than employees. This paper aims to discuss the reasons why this is the case. The results show that part of the differences in job satisfaction between employees and self-employed individuals are due to creativity and autonomy in self-employment. This suggests that our results are in line with procedural utility theory ( and ). In other words, especially self-employed individuals seem to derive utility from the way outcomes are achieved.     

Guanxi with Supervisor and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction

This study aims to explore the role of informal leader–member interactions in managing counterproductive work behavior (CWB) in a non-Western context. We propose that under the Chinese background, guanxi with supervisor increases employees’ job satisfaction, which further reduces their CWB. Partial least square structural equation modeling with a sample of 272 Chinese employees confirms this mediating effect of job satisfaction. However, we also find that job satisfaction passes the effect of guanxi with supervisor on to CWB targeting people, but not to CWB targeting the organization. Implications for research on CWB and guanxi with supervisor are discussed.     

Reinventing the branch: An empirical assessment of banking strategies to environmental differentiation

The present study investigates the effects of two atmospheric differentiation strategies currently used by banks: co-locating with a hedonic business vs. refurbishing through an upscale environment. We assessed the potential moderating effects of congruency between the retail environment and the type of services. Using a Structural Equation Model based on 300 bank visit intercepts, we found significant differences between modern branch concepts and the traditional one in their influence on customers’ retail experience. More specifically, the type of atmospheric strategy moderates the relationship between retail environment and customers’ affect and the relationship between affect and approach behavior. Also, the mediating role of the employees and financial services evaluation varies depending on the branch environment. We conclude that a modern, mildly arousing and pleasure-oriented retail environment is the most suited at maximizing customers approach behavior. Adverse effects from a highly-arousing environment are discussed in the light of the financial services context. Theoretical and managerial implications along with avenues for future research are proposed.     

Error management culture and turnover intent among food and beverage employees in deluxe hotels: the mediating effect of job satisfaction

This study aimed to investigate interrelationships among organizational error management culture (EMC), job satisfaction, and turnover intent among food and beverage in a deluxe hotel. This study also investigated the mediating effects of employees’ job satisfaction on the relationships between organizational EMC and turnover intent. A total of 321 food and beverage employees in South Korea participated in the study using a self-administered questionnaire. Confirmatory factor analysis and structural equation modeling were used to examine the hypothesized relationships between the constructs. The results showed a positive relationship between organizational EMC and employee job satisfaction. An employees’ job satisfaction reduces his or her turnover intent. Another important finding of this study was that job satisfaction appears to play a mediating role between organizational EMC and turnover intent. These findings have important implications for controlling and facilitating EMC in the hotel industry. This study implies that active EMC can be an important variable that can effectively manage turnover intent. It is important to build a system that can facilitate communication in the case of error occurrence and prevent the recurrence of the same error by sharing experience of and knowledge about errors. Moreover, a system that can instantly respond to and analyze an error situation should be developed and implemented. It is important to systematically manage errors as part of a firm’s culture through the appropriate use of EMC. Thus, it might be useful to identify and prioritize EMC specifically in the hotel industry, which could lead to higher job satisfaction, lower turnover intent, and higher profitability.     

Leader-member exchange and employee work outcomes in Chinese firms: the mediating role of job satisfaction

This study investigates the mediating role of job satisfaction in the relationships between leader-member exchange (LMX) and employee work outcomes in Chinese firms, namely, organizational commitment and intention to leave. Based on the data collected from the four manufacturing firms based in China, the hierarchical regression analyses strongly support our theoretical predication that job satisfaction fully mediates the relationships between LMX and employees’ organizational commitment and intention to leave. The theoretical and practical implications of these findings are discussed.     

The Impact of Caring Climate,Job Satisfaction,and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance.     

An exploratory study on factors contributing to job dissatisfaction of retail employees in India

The study aimed to explore factors contributing to job dissatisfaction among frontend retail employees in India. It broadly contributes to the problem of talent retention and employee turnover which is one of the biggest challenges of the Indian retail industry. The study adopted mixed-method approach to inductively identify the contextual factors leading to job dissatisfaction. Qualitative data were analyzed using grounded theory approach followed by a survey based quantitative study, using exploratory factor analysis, confirmatory factor analysis and structural equation modeling to validate the qualitative findings. Qualitative study revealed seven factors-customer aggression, abusive supervision, perceived job image, perceived unethical climate, lack of autonomy, work exhaustion and inter-role conflicts contributing to job dissatisfaction. Findings of quantitative study showed all factors except lack of autonomy were significantly related to job dissatisfaction. Theoretical contributions, managerial implication, limitations, and scope for future work are discussed.     

Retail entrepreneurs’ exit intentions: Influence and mediations of personality and job-related factors

In this study we investigate retail entrepreneurs' exit intentions by focusing on their job satisfaction, job-related stress, customer orientation, and dispositional optimism. We develop and test four hypotheses with structural equation modelling on a sample of 365 retail entrepreneurs. Our results indicate that dispositional optimism is a substantial driver of retail entrepreneurs’ customer orientation and job satisfaction. Dispositional optimism also decreases their job-related stress. We also find that both customer orientation and job-related stress mediate the relationship between dispositional optimism and job satisfaction prior to exit intentions. Finally, we found that job satisfaction has a mediating effect on the relationship between job-related stress and exit intentions.     

关于员工心理报酬问题的调查——以我国民营零售企业销售人员为例

现代企业在管理员工的过程中,不仅要给予员工适当的经济报酬,还必须重视员工的心理需求,只有如此才能提高员工的工作满意度.文章通过调查研究发现,民营零售企业中的销售人员和管理者对于心理报酬概念模糊,现行薪酬制度有待完善,心理报酬制度在企业中尚未普及,在应用中存在很多问题.而且,很多销售人员工作满意度很低,因自身心理报酬未被满足而离职的销售人员不在少数.为更好地满足员工需求,提高员工工作满意度,发掘员工内在潜力,激发员工工作热情,企业应转变观念,重视心理报酬的重要作用;让员工了解心理报酬的含义、构成、重要性,参与心理报酬制度制定过程;应采取得力措施帮助员工缓解压力,使员工保持身心健康和积极的工作状态;应优化工作环境,建立和谐的人际关系;应重视激励设计,让激励真正发挥作用.     

Fashion involvement and experiential value: Gen Y retail apparel patronage

Despite Generation Y (Gen Y) consumers' significant role as a decision maker in the market, it is increasingly challenging for retailers to understand these consumers’ behavior and psychology. To enhance an in-depth understanding of Gen Y consumers, this study examined the effect of fashion involvement (FI) and perceived experiential value (EV) on Gen Y consumers’ retail apparel patronage behavior. Based on a survey method, data were collected from USA and Taiwan Gen Y samples. The structural equation modelling technique was used to analyze 413 useable surveys. Results indicate EV directly influences retail patronage, while FI indirectly affects retail patronage through EV. Analysis further reveals two dimensions of FI; cognitive involvement and affective involvement. Cognitive involvement has a moderate direct, negative effect on escapism value, and weak, negative effect on utilitarian value, while affective involvement has a moderate direct, positive effect on aesthetic value and weak, positive effect on escapism value. This study theoretically contributes to understanding how consumer involvement affects perceived experiential shopping value. Findings also provide strategic ideas for apparel retailers in creating shopping environments that resonate with Gen Y customers, which ultimately leads these customers to be loyal to their brands and stores.     

Issues of employment portfolios in Japanese retail businesses

Abstract

The employment portfolio of Japanese retail businesses is composed of regular employees and part-time workers. Even though part-time workers are assigned to significant jobs, their wages tend to be lower than those of regular employees. However, the job satisfaction and motivation of part-time workers are not low. This article aims to consider why part-time workers have a positive attitude toward their jobs. Data were collected from part-time workers of retail businesses (n?=?1133). The specific focus is on two groups: part-time workers compared to regular employees and part-time workers compared to other part-time workers. Results showed that the group compared to part-time workers had more positive job attitude than others. From the point of view of social comparison, the job attitude of part-time workers may differ depending on the choice of who they compare themselves against. The implications of the findings and directions for future research are discussed.     

企业中层管理者情绪劳动的对策研究

社会竞争日益激烈,导致企业员工的情绪波动、工作压力越来越大。中层管理者是企业的中坚和脊梁,其情绪波动,工作压力以及工作满意度对企业的绩效、关键人才保留和长期发展至关重要。作者首先分析企业中层管理者的作用和特点,然后通过问卷的方式调查企业中层管理者情绪劳动、工作压力、工作满意度及离职倾向的程度,并深入探讨情绪劳动与后三者之间的关系。