City Residents’ Perception of MICE City Brand Orientation and Their Brand Citizenship Behavior: A Case Study of Busan,South Korea

City branding is an important strategic asset in publicizing a city's values for building a competitive global city. Brand orientation plays a vital role in understanding the identity of the city as branded by city authorities. However, successful city branding needs to be built upon consensus on the identity and core values of the city between city authorities and internal stakeholders. The engagement of internal stakeholders is an essential determinant for creating a consistent city brand in the long term. The purpose of this study is to examine the relationships among brand orientation, brand commitment, brand citizenship behavior, and brand pride among city residents. The findings of this study extend the brand orientation model suggested by Hankinson [2012. The measurement of brand orientation, its performance impact, and the role of leadership in the context of destination branding: An exploratory study. Journal of Marketing Management, 28(7–8), 974–999.] and provide empirical evidence for the tourism literature on brand orientation in the context of a city brand. A self-administered survey of residents (N?=?240) was conducted at the Busan Exhibition and Convention Center (BEXCO), Busan, South Korea. The results for Hankinson's brand orientation model reveal that, among five dimensions, the brand reality is the most important brand orientation influencing the resident's brand commitment, followed by brand partnership, brand culture, and brand departmental coordination. In addition, the results of this study indicated that brand citizenship behavior was determined by brand commitment and led to brand pride. A utilization of the brand orientation can influence brand citizenship behavior through brand commitment, and brand citizenship behavior enhanced brand pride.     

Ethical Context, Organizational Commitment, and Person-Organization Fit

The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and companies should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment.     

Heterogeneity of deal proneness: Value-mining,price-mining,and encounters

This study uncovers the heterogeneity of deal proneness in relation to the cost of deal shopping (e.g., time and effort) and shopping capital (i.e., skills and expertise in shopping). The possession of shopping capital determines the cost of deal shopping and how consumers take advantage of deals. Findings of in-depth interviews include: (1) different types of deal shopping—value-mining, price-mining, and encounters, (2) strategies of deal-prone consumers with a high level of shopping capital—creating shortcuts, prospective thinking, and engineering deals, and (3) the sources of deal gratification that result from different goals of deal-prone behaviors.     

Ethics Training and Businesspersons’ Perceptions of Organizational Ethics

Ethics training is commonly cited as a primary method for increasing employees ethical decision making and conduct. However, little is known about how the presence of ethics training can enhance other components of an organization's ethical environment such as employees perception of company ethical values. Using a national sample of 313 business professionals employed in the United States, the relationship between ethics training and perceived organizational ethics was explored. The results of the analysis provide significant statistical support for the notion that businesspersons employed in organizations that have formalized ethics training programs have more positive perceptions of their companies ethical context than do individuals employed in organizations that do not. The analysis also indicated that job satisfaction was related to employees attitudes about their ethical context. The managerial implications of the results are outlined, along with the limitations of the study and recommendations for future research.     

Corporate charitable contributions: business award winners' giving behaviors

We investigate corporate giving behaviors of prestigious business award winners in Korea. In particular, we examine whether firms strategically use corporate giving to enhance corporate reputation. We find that (1) award winners generally make more charitable contributions than nonwinners prior to winning awards and maintain significant charitable contributions after winning awards; (2) multiple award winners make even more charitable contributions than single‐award winners; and (3) an increase in charitable contributions does not raise the probability of winning awards in the year after the increase. The results suggest that CEOs of award‐winning firms do not use corporate giving opportunistically to enhance their status and reputation. Rather, significant charitable contributions by award winners may be indicative of a sound business strategy to maximize long‐term firm value.     

Nine to Five: Skepticism of Women’s Employment and Ethical Reasoning

Previous work suggests that gender attitudes are associated with different individual and organizational factors. At the same time, ethics research suggests that many of these same variables can influence ethical reasoning in companies. In this study, we sought to combine these streams of research to investigate whether individual skepticism of women’s employment is related to ethical reasoning in a gender-based ethical situation. The results of the hierarchical regression analysis indicated that skepticism of women’s employment was negatively related to the recognition that the gender-based dilemma involved an ethical problem, and that skepticism was also negatively related to judgments that the situation was unethical. These findings imply that companies should advance policies that increase tolerance for women’s employment, such as diversity training codes of conduct, and ethics training.