Visegrad economies’ active implication in a “new” EU: A new regional economic approach

The EU faces maybe to the greatest challenges in its history. The paper deals with the idea of analysing the sub‐regional organisation Visegrad Group Visegrad 4 (V4) and its role in the new EU‐27 before and after Brexit. For realisation of this scope, six representative economic indicators are taken into consideration. The data analysis procedure covers latest 10 years meaning 2010–19. In order to support the analysis in the paper, first objective has the building a hypothetic optimal database which has to cover the above six indicators related to EU‐28 and V4. Second objective is relate to the performances quantification of each EU and V4’s economy based on a separately analyse. Final and the major objective is that V4 is able to face to the new global and regional challenges. The analysis in the paper is based on two new models. First of them is a regional development radiography model based on a hexagon diagram. The second is a regional evolution model based on a matrix approach. Both proposed models have distinct hypotheses, which are finally valid by the analysis. The paper puts into discussion five objectives and succeeds in achieving them. The main conclusion of the paper is that V4 is and will continue to be a growth pole for the EU economy. It would be supported by the EU in order to implement policies able to manage better employment.     

Staying in “the works of living”: How older adults employ marketplace resources to age successfully

Despite being a large and rapidly growing consumer population, limited marketing research examines how older adult consumers pursue marketplace well-being in the face of the challenges posed by aging. Using depth interviews and drawing on literatures from both marketing and gerontology, we develop a model that bridges disparate perspectives of older adults in the marketing literature, exploring how older consumers navigate the tensions between successful aging and vulnerability as they seek to maximize their quality of life in the marketplace. From this analysis, we present a more nuanced portrait of how older adults pursue well-being across consumption domains to fulfill their aspirations and maintain their independence, as well as identify ways that marketers and public policymakers can assist in those pursuits.     

Uncovering emotions and insights evoked by paper currency

Despite the pervasiveness of paper currency in market exchanges, consumer research has focused only on its effects based on denomination and physical appearance. Previous work noted that the physical appearance of paper currency elicits emotions such as disgust and pride. However, no other research to date has uncovered additional emotions elicited by bills. The purpose of this study is twofold: (1) to uncover the series of emotions elicited by paper currency and (2) to expose additional insights. Consumer narratives were collected using the critical incident technique. Both elicited emotions and insights were identified and classified according to existing classifications of emotions and money insights in the literature. Our study revealed a unique set of emotions and insights not previously classified in prior research. Implications for practice and directions for future work are noted.     

Examining the Boundaries of Ethical Leadership: The Harmful Effect of Co-worker Social Undermining on Disengagement and Employee Attitudes

In recent years, scholars have sought to investigate the impact that ethical leaders can have within organisations. Yet, only a few theoretical perspectives have been adopted to explain how ethical leaders influence subordinate outcomes. This study therefore draws on social rules theory (SRT) to extend our understanding of the mechanisms linking ethical leadership to employee attitudes. We argue that ethical leaders reduce disengagement, which in turn promotes higher levels of job satisfaction and organisational commitment, as well as lower turnover intentions. Co-worker social undermining is examined as a moderator of the relationship between ethical leadership and disengagement, as we suggest that it is difficult for ethical leaders to be effective when co-worker undermining prevails. To test the proposed model, questionnaires were administered to 460 nurses in Romanian hospital settings over three time points separated by two-week intervals and the hypotheses were tested using generalised multilevel structural equation modeling (GSEM) with STATA. The findings revealed that ethical leadership has a beneficial effect on employee attitudes by reducing disengagement. However, the relationship between ethical leadership and disengagement was moderated by co-worker social undermining, such that when undermining was higher, the significance of the mediated relationships disappeared. These results suggest that while ethical leaders can promote positive employee attitudes, their effectiveness is reduced in situations where co-worker undermining exists.

     

Push and pull factors and Hispanic self-employment in the USA

This study examines the main push and pull factors driving Hispanic self-employment in the USA by modeling the self-employment decision as a function of sectoral earnings differences, country of origin, and other factors. Findings indicate that a main reason Hispanics engage in self-employment is they can earn more working for themselves than in wage/salary work. Immigrants appear to be pushed into self-employment as a result of limited opportunities in the wage work sector. Although low relative earnings in wage/salary work could push workers with limited English proficiency into self-employment, our findings indicate barriers to this. Results suggest that workers pulled into self-employment are those with more work experience and a college degree. Workers who originate from Southern South America and Colombia have relatively high self-employment rates, while Mexico-origin workers have relatively low self-employment rates. We also uncover differences across Hispanic origin groups in terms of the influence of gender, education, and personal wealth on self-employment participation.     

Do Perceptions of Ethical Conduct Matter During Organizational Change? Ethical Leadership and Employee Involvement

Ethical leadership matters in the context of organizational change due to the need for followers to trust the integrity of their leaders. Yet, there have been no studies investigating ethical leadership and organizational change. To fill this gap, we introduce a model of the moderating role of involvement in change. Organizational change and involvement in change are proposed as context-level moderators in the relationships of ethical leadership and work-related attitudes and performance. We employ a sample of 199 supervisor–subordinate pairs from a wide variety of organizations. Results support a three-way interaction (ethical leadership, organizational change, and involvement in change) for performance and OCBs. Our results have important implications for organizational change since ethical leadership appears to complement follower involvement when change is happening.     

Does exposure to dogs (cows) increase the preference for Puma (the colour white)? Not always

Recently, Berger, & Fitzsimons (2008) showed that conceptual fluency effects could spread to concepts sharing a second-level relation (e.g., priming “dog” can activate “cat,” which can increase the evaluation of the brand Puma). In three laboratory studies we found weak evidence for the above priming effects on related concepts. However, in a population sample, we did find evidence that repeated exposure to a prime is associated with preference for related brands and products.     

Sponsorship portfolio as a brand-image creation strategy

The meanings held by events are sometimes transferable to a brand through sponsorship. The perceived sponsor-property fit affects brand evaluations. This research hypothesizes that in the case of a sponsorship portfolio, the source of image transfer can be composite, and brand image association may depend on the perceived fit between sponsorships. Building on theories of social cognition and categorization, this research proposes two dimensions of fit: sponsorship category relatedness and event personality fit. Two experiments show that categorical relatedness between sponsorships not only leads to the creation of a unified brand personality for the sponsor, but also enhances brand meaning consistency and clarity. Central category-related traits cue a category membership framework that integrates sponsorships in the portfolio. Under conditions of category ambiguity, the impact of event personality fit emerges. Interestingly, the findings suggest that sponsored properties having a “spiky” brand personality (having both high and low performance on dimensions) may communicate most clearly in a portfolio.     

Volunteer farmer-trainer motivations in East Africa: practical implications for enhancing farmer-to-farmer extension

Farmer-to-farmer extension (FFE) has received considerable interest in developing countries due to a decline in government extension services. There are, however, questions as to how FFE can be improved to enhance effectiveness and sustainability of the approach. One area that may hold the key is to understand volunteer farmer-trainer (VFT) motivations. Informal and formal interviews were held with VFTs in a smallholder dairy development project in Kenya, Uganda and Rwanda. Data were collected on the reasons why VFTs became trainers and why they continue to train. Findings of the study showed that VFTs were motivated by a combination of intrinsic and extrinsic factors. These factors are not static; they change over time. Gaining knowledge and skills as well as altruism were found to be the most important motivating factors for becoming trainers in the three countries. However, a few years after becoming trainers, income earned from selling inputs and specialized services associated with training was an important motivating factor to VFTs in Kenya. In Uganda gaining knowledge and skills remained the most important whereas in Rwanda, a new motivation, increased demand for training, was the most important reason for continuing to train. These findings point to the fact that the general reasons that motivate VFTs irrespective of context are similar; however, the importance attached to motivations is context specific. These motivations can provide insights into which incentives can be enhanced to improve effectiveness and sustainability of FFE.     

Gender and Labor Attachment: Do Within‐Firms’ Relative Wages Matter?

This article addresses the issue of gender differences in labor attachment by testing for the role of intrafirm wage comparison. It makes use of a measure of firms' relative wages. The results indicate that once the forward-looking behavior of workers is taken into account, women are actually more attached employees than men. Women's attachment is also more affected by equity considerations. The analysis makes use of a dataset on short-tenure Italian workers.