Implementing the Marketing Concept One Employee at a Time: Pinpointing Beliefs about Customer Focus as a Lever for Organizational Renewal

This paper revisits the literature on organizational culture to motivate new theorizing about implementation of the marketing concept. We propose an individual-level construct, conceived as an alternative to the SBU-level conceptions featured in current theorizing about market orientation, and ground it in the organizational cognition perspective on culture. Our alternative construct—customer focus—is defined as an individual's beliefs about the value of direct customer contact for achieving desired performance outcomes in his or her own job. A measure for the construct is presented and its predictive validity is demonstrated with respect to individuals' interactions with customers. As a parsimonious and functionally-unbounded construct, customer focus can motivate theory development through identification of its unique antecedents and consequences. A preliminary nomological network is offered to suggest avenues for future research and indicate the potential role of customer focus in effecting organizational change and vitality.     

Standing by Your Organization: The Impact of Organizational Identification and Abusive Supervision on Followers’ Perceived Cohesion and Tendency to Gossip

Abusive supervision has been shown to have significant negative consequences for employees’ well-being, attitudes, and behavior. However, despite the devastating impact, it might well be that employees do not always react negatively toward a leader’s abusive behavior. In the present study, we show that employees’ organizational identification and abusive supervision interact for employees’ perceived cohesion with their work group and their tendency to gossip about their leader. Employees confronted with a highly abusive supervisor had a stronger perceived cohesion and engaged in less gossiping behavior when they identified more strongly with their organization. Our findings illustrate that organizational identification functions as a buffer for those confronted with an abusive supervisor.     

BOOK REVIEWSS

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Eichengreen, Barry, and Lindert, Peter H. (Eds.), The International Debt Crisis in Historical Perspective, Cambridge, MA: MIT Press, 1989, 282 pages.

Cohen, Richard, World Trade and Payments Cycles: The Advance and Retreat of the Postwar Order, New York: Praeger Publishers, 1989, xxiii + 229 pages.

Schaffer, Matt, Winning the Countertrade War: New Export Strategies for America, New York: John Wiley and Sons, 1989, xvii + 226 pages.

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Gill, William J., Trade Wars Against America: A History of United States Trade and Monetary Policy, New York: Praeger, 1990, xvi + 325 pages.

Destler, I. M., and C. Randall Henning, Dollar Politics: Exchange Rate Policy-making in the United States, Washington, DC: Institute for International Economics, 1989, xi + 174 pages.

Schott, Jeffrey J. (Ed.), Completing the Uruguay Round, Washington, DC: Institute for International Economics, 1990, x + 223 pages.     

Institutional distance among country influences and environmental performance standardization in multinational enterprises

This research compares and contrasts the findings in Aguilera-Caracuel et al. (2013) with the outcomes of applying fuzzy-set qualitative comparative analysis (fsQCA) — a methodological strategy that gathers quantitative and qualitative information to explain complexity at the case level and generality across cases. Using the same sample of 128 multinational enterprises (MNEs) with headquarters and subsidiaries based in the USA, Canada, France, and Spain, we identify a set of relevant configurations of causes and conditions to explain environmental performance standardization. By avoiding separate treatments for each variable, which is typical in multiple regression analysis (MRA), we overcome prior limitations and propose a new way of understanding this phenomenon. In summary, our results significantly reinforce and complement the previous results.     

Ethical Dilemmas in Performance Measurement

In this article we discuss the ethical dilemmas facing performance evaluators and the "evaluatees" whose performances are measured in a business context. The concepts of role morality and common morality are used to develop a framework of behaviors that are normally seen as the moral responsibilities of these actors. This framework is used to analyze, based on four empirical situations, why the implementation of a performance measurement system has not been as effective as expected. It was concluded that, in these four cases, unethical behavior (i.e. deviations from the ethical behaviors identified in the framework) provided, at least to some extent, an explanation for the lower than expected effectiveness of the performance measurement procedures. At the end of the paper we present an agenda for further research through which the framework could be further developed and systematically applied to a broader set of cases.     

Elderly women's clothing: acquisition,fit and alterations of ready-to-wear garments

The major objective of this research was to determine the clothing needs of elderly women. An interview schedule was developed to elicit information about specific clothing needs, including acquisition, fitting problems and garment alterations. Data were obtained from 150 women residing in northern Colorado. The subjects were grouped into three age categories: 30–64, 65–74, and 75 and over. Findings indicated that most women purchased ready-to-wear garments which sometimes required alterations. The most frequent alteration needed was shortening the skirt length. It was noted that with increasing age, women became less aware of needed alterations for proper fit. Elderly women did not perceive a need for garment alterations if they thought the garment was attractive and felt comfortable.     

Out of control or right on the money? Funder self-efficacy and crowd bias in equity crowdfunding

Our findings extend the entrepreneurship literature by highlighting the mechanism through which self-efficacy can hinder rather than enhance performance in entrepreneurial settings. Using two complementary experimental studies and a third quasi-experimental field study on equity crowdfunding decisions, we demonstrate that self-efficacy is negatively related to decision-making performance. This relationship is mediated by reduced searching effort. Our research also indicates that high self-efficacy funders tend to exhibit a “crowd bias” whereby they over-weight the opinions of the crowd, increasing the likelihood that they will fund poor quality ventures when such ventures are favored by the crowd. We introduce the term crowd bias and explore its effects, establishing that social indicators in the form of crowd cues can exasperate the negative effects of self-efficacy.