Employee Turnover in International Brand Hotels in Russia: A Comparison of Nationals and Foreign Nationals

ABSTRACT

This empirical study tests the relations between employee turnover and the organizational dimensions of service climate, comparing nationals and foreign nationals in the international brand Russian hotel industry. This study extends the geographic scope of employee turnover to the undertested Russian context. Responses were analyzed using a partial least squares model. Results show that nationals’ and foreign nationals’ responses to model variables diverge. Job insecurity directly affects the turnover intentions of Russian nationals, while its effect for foreign nationals was indirect through organizational commitment and job satisfaction. Compounded indirect effects of turnover antecedents and service climate dimensions are also examined and discussed.     

Why Create Value for Others? An Exploration of Social Entrepreneurial Motives

Social entrepreneurs create value for and with target communities in need. This paper responds to calls for research addressing social entrepreneurs’ drive to benefit others. We draw from psychology to augment the understanding of motives in entrepreneurship before conducting a phenomenon‐driven, instrumental case study of social entrepreneurs’ motives. We find some emotions, such as entrepreneurial passion and frustration, lead to self‐oriented motives, while sympathy and empathy are precursors for other‐oriented motivations, such as altruism and social justice. This work provides a theoretical platform for future studies in entrepreneurial motivation that addresses the importance of nonfinancial motives and associated rewards for fostering engagement in the sector.     

The job stress–job performance relationship in the social service encounter

• The current study empirically examines job performance by considering perceived customer demands as a new antecedent of job stress (JS) and the mediating role of emotion‐focused coping (EFC) on the relationship of JS and physical consequences (PC), and in‐turn job performance. A mailed survey that solicited 2500 social service providers working in the United States rendered a useable random sample of 533. Regression analyses supported the hypothesized relationships. Findings suggest that emotions play an important role in the quality of the social service encounter evidenced by the mediating role of EFC in the relationship between JS and job performance. The introduction of an intervening variable (i.e., EFC) in the JS–job performance relationship extends affective event theory (AET). The findings offer management new insights into the service encounter by identifying a source of JS that creates barriers to value added benefit creation.

Copyright © 2008 John Wiley & Sons, Ltd.     

Under a cloud of suspicion: trust,distrust, and their interactive effect in interorganizational contracting

Although considerable research has examined the role of trust in interorganizational relationship (IOR) contracting, scholars have devoted less attention to how trust and distrust jointly influence this process. We propose and test a model wherein trust, based on partner reliability, is constrained to the IOR exchange context where it develops and does not generalize to other contexts. Distrust, rooted in value incongruence, more readily generalizes across exchange contexts. Results support these predictions. In addition, our analysis shows that trust and distrust combine such that managers decrease their preferences for highly specific focal‐context contracts only when in‐context trust is high and distrust is low. We discuss how these findings may provide a more nuanced understanding of the relationship between trust‐based and contract‐based IOR governance. Copyright © 2011 John Wiley & Sons, Ltd.     

Consideration of the Role of Guanxi in the Ethical Judgments of Chinese Managers

The importance of personal connections and relationships, or guanxi when doing business with the Chinese is widely acknowledged amongst Western academics and business managers alike. However, aspects of guanxi-related behaviours in the workplace are often misunderstood by Westerners with some going so far as to equate guanxi with forms of corruption. This study extends earlier study of Tan and Snell: 2002, Journal of Business Ethics 41(December), 361–384) in its investigation of the underlying modes of moral reasoning in ethical decisions relating to aspects of guanxi, amongst Hong Kong managers. Managers’ ethical judgements and underlying moral reasoning relating to a series of guanxi-related behaviours were recorded. Content analysis yielded categories that correspond with categories of moral reasoning described in Kohlberg’s (1969, Handbook of Socialization Theory and Research, Rand McNally, Chicago, pp. 347–480) model. As hypothesised, it was found that harsher ethical evaluations of guanxi-related behaviours were positively correlated with the stage of moral reasoning. The most common types of reasoning were those corresponding to Kohlberg’s stages four and five which relate to moral reasoning based on law and order, and on reason rather than emotion. Stage 6, concerned with more universalistic approaches to moral reasoning, was utilised considerably less, consistent with popularly held beliefs of the relativistic nature of Chinese ethics.     

Eclipsing: When Celebrities Overshadow the Brand

This paper applies Gestalt psychology and associative network theory to examine the effect of eclipsing in celebrity endorsement on consumer attitude towards the endorsed brand. Eclipsing occurs when the celebrity overshadows the endorsed brand by dominating in an advertisement and diminishing the associative link between the celebrity and endorsed brand. Three studies take into account match‐up, celebrity attachment, brand familiarity, and the moderating role of eclipsing, through manipulating two levels of eclipsing in advertising: (1) high eclipsing, when the celebrity is the focus, and (2) low eclipsing, when both the celebrity and brand are emphasized. Consumers who have a weak attachment to the celebrity endorser report a more positive brand attitude when they see the celebrity and endorsed brand both emphasized in an advertisement (low eclipsing) than when the celebrity overshadows and dominates the brand (high eclipsing), irrespective of whether consumers perceive the celebrity and brand to match or mismatch. For consumers with strong celebrity attachment, high eclipsing enhances brand attitude, regardless of whether they perceive the celebrity and brand to either match or mismatch. The findings of these studies have significant implications for advertisers and brand managers in the execution of their advertisements featuring endorsements.     

IS THE CAPITAL STRUCTURE LOGIC OF CORPORATE FINANCE APPLICABLE TO INSURERS? REVIEW AND ANALYSIS

Since the financial crisis of 2008, next to banks, insurers have received increasing attention from researchers and regulators because of their crucial role in the financial system. A key point for a stable insurer is its capital structure, i.e. the choice between equity, debt and provisions in financing its operations. Based on earlier work a quickly developing literature has directly applied capital structure theories (in particular trade-off and pecking order) from corporate finance to insurers’ financing choices. Corporate finance concepts used herein however, are developed for industrial firms. In this paper we provide an overview of the literature on the capital structure of insurers, but contribute by systematically clarifying how to account for the specificities of insurers when transferring the trade-off and pecking-order logic from an industrial to an insurer context. This way, we add several new insights on an insurer's choice between equity, financial debt and provisions. In particular, we are able to explain why, as compared to industrial firms, insurers use less financial debt, and why insurers focus so strongly on self-financing. Finally, we identify multiple avenues for future research.     

Divestment: Motives and gains

A follow-up to earlier study, this research demonstrates that the stock market's positive revaluation of divesting firms is unlikely to be due to changes in short-term performance.     

Hiring local managers and employees overseas

Hiring and retaining local employees for an overseas plant or office calls for abandoning ordinary American hiring techniques and assumptions and rethinking the entire process. When hiring a national, whether a manager or lower-level employee, you must be acutely aware of that country's cultural mores. Only then can you best fulfill your organization's goals while simultaneously meeting the needs of the employee.