Reconsidering social capital: a latent class approach

Social capital has proven to be a useful concept, but has not been well-measured in the economics literature. We motivate and demonstrate the application of latent class models to measure social capital, based on the idea that social capital is an unobservable multidimensional construct. We explain and show the construction of latent classes that measure an individual’s social capital using data from the General Social Survey. Our method generates meaningfully different conclusions about the accumulation of social capital than those obtained by previous research. We present evidence that higher income influences social capital accumulation because of a higher opportunity cost of time. We also find evidence of complementarities in social capital accumulation within an individual’s peer group. Finally, we show that community heterogeneity influences the likelihood that individuals adhere to certain social norms independent of their propensity to participate in voluntary organizations.     

Why do employees hold their vested stocks while they can sell them?

We proposed an integrated model of risk-balancing arguments and the emergence of psychological ownership to investigate employees' propensity of holding awarded stocks under a broad-based stock incentive plan. Analysis was conducted using a sample of 391 employees of a semiconductor foundry located in Taiwan. The results provided strong indication that psychological ownership motivation contribute to explain employees' willingness to hold vested stocks from broad-based stock plans. This study provide stimulating insight into the psychological mechanisms through which the individual's risk-aversion and wealth effects influence employees' intentions to hold vested stocks and further extends our understanding on how broad-based stock plans can develop an employees sense of ownership.     

Social support at the workplace,motivation to transfer and training transfer: a multilevel indirect effects model

Supervisor support, peer support and transfer motivation have been identified as important predictors of training transfer. Transfer motivation is thought to mediate the support–training transfer relationship. Especially after team training interventions that include all team members (i.e. whole‐team training), individual perception of these factors might be shared among team members. However, an integration of the team level in the training transfer process is rare, yet still needed. Analyzing 194 employees from 34 teams in the context of whole‐team training interventions, we found similar relationships and processes at both levels of analysis: social support enhances transfer motivation at the individual and team levels. Furthermore, motivation to transfer increases training transfer and serves as a connecting mechanism in the social support–training transfer link. The results underline the importance of: (1) considering multiple levels in theories and research about the training transfer process; and (2) ensuring the practice of individual‐directed support and a shared, supportive climate within teams.     

Validation of a Fashion Brand Image Scale Capturing Cognitive,Sensory, and Affective Associations: Testing Its Role in an Extended Brand Equity Model

This research validated a new 16‐item brand image scale that captures cognitive, sensory, and affective dimensions (i.e., mystery, sensuality, intimacy) of tangible and intangible attributes of fashion brands. Three studies were conducted to develop a holistic, yet parsimonious, fashion brand image measure. The initial subthemes of brand image and representative items were based on a review of scholarly literature and industry‐based information and on interview findings. Reliability and validity of the new scale were confirmed using data from 218 college students and a national sample of 2,373 respondents. Convergent and discriminant validity were supported through confirmatory factor analysis. Nomological validity was supported through testing a structural model containing the three brand image dimensions, Roberts’ ( 2005 ) lovemarks experience, and brand equity variables. The new brand image scale is different from existing scales because it incorporates Roberts’ industry‐based perspective, including more comprehensive sensory and affective dimensions than found in past brand image scales. This study provides support for Roberts' lovemarks model and the contributors to brand equity, which has implications for theory and for marketing firms that endeavor to build an effective fashion brand image.