Understanding purchase intention towards Chinese products: Role of ethnocentrism,animosity, status and self-esteem

The Indian market has got flooded with Chinese goods that pose a great threat to indigenous businesses. Despite increase in bilateral trade, the relationship between India and China continues to be marred with suspicion, animosity and distrust. Therefore, it becomes meaningful to understand how the consumers distinguish between domestic and Chinese goods. The study examines the relationship between ethnocentrism, customer animosity, social status and personal self-esteem and their impact on purchase intention towards Chinese imports. The results indicate that the attitudes and behaviour of consumers in an emerging nation differ greatly from their counterparts in developed nations. Contrary to expectations, the relationship between ethnocentrism and customer animosity is not significant. Personal self-esteem and customer animosity impact the purchase intentions of Indians while ethnocentrism and social status do not have any such influence. The study seeks to expand the existing literature on purchase intention of foreign products and also help the marketers design their marketing mix strategies.     

What Does It Mean to Act With Integrity?

This exploratory study was aimed at understanding more about theconcept of integrity, first, and second, to identify whatintegrity looked like in practice. The sample consisted of over300 high school students who completed a college entrance essayabout acting with integrity as part of their college application. Their responses were content analyzed along a number ofdimensions. Results revealed, in the first place, some confusionabout the concept of integrity. The focus of acting withintegrity was most often directed to one's own behaviors ratherthan the behaviors of other people but, in this regard, theactions typically assumed a leadership responsibility (in apersonal rather than organizational context). Self-esteem wasone very important reinforcing outcome of such actions.     

Linking resources to career satisfaction through work–family enrichment

Using the work–family enrichment (WFE) model and social exchange theory as the theoretical underpinnings, our study investigates WFE as a mediator of the effects of material resources (i.e. salary, job security) as well as psychological resources (i.e. self-esteem) on career satisfaction. Our study gathered data from frontline employees (FLEs) in small- and medium-sized hotels in Delhi, the capital city of India, and gauged the aforementioned relationships through partial least squares structural equation modelling. The results suggest that FLEs’ satisfaction with salary and job security needs fosters WFE that in turn gives rise to satisfaction with their career in the organisation. The results also suggest that FLEs’ satisfaction with esteem needs stimulates WFE that in turn engenders career satisfaction. We discuss theoretical and practical implications of the empirical findings in the paper.     

包容型领导对员工建言行为的双重作用机制研究

基于资源保存理论,文章从个体层面和团队层面分别探讨了包容型领导对员工建言行为的影响。来自6个城市105个团队领导和329名员工的配对调查数据结果显示,包容型领导能显著正向影响员工建言行为。在团队层面,包容型领导有助于团队关怀型伦理氛围的形成,团队关怀型伦理氛围直接正向影响员工建言行为,关怀型伦理氛围在包容型领导和员工建言行为之间起到中介作用。同时在个体层面,包容型领导有助于促进员工组织自尊的形成,组织自尊直接正向影响员工建言行为,组织自尊在包容型领导和员工建言行为之间起到中介作用。     

Leader knowledge hiding and employee change-oriented voice: A dual mediation process

Extending the literature on “leader knowledge hiding” to employee work behavior, we present the first empirical investigation of how and when “leader knowledge hiding” impacts “employee change-oriented voice”. We test the mediated effects of “leader-based self-esteem” and “leader-based trust” on the relationship between “leader knowledge hiding” and “employee change-oriented voice” by integrating the theoretical frameworks provided by the theories of self-consistency and social exchange. We also invoke social role theory and propose leader gender as the boundary condition for these mediating effects. Two field studies are conducted using multi-source (leader-employee dyads) data from various tourism and hospitality organizations. This study uncovers the dual mediation process of “leader-based self-esteem” and “leader-based trust” in transferring the negative consequences of “leader knowledge hiding” to “employee change-oriented voice” and presents evidence for the effect of “leader gender” as a boundary condition.     

辱虐管理对员工建言行为影响:组织自尊和个性控制点的作用

文章通过问卷调查和上下级之间的配对样本,探讨上级的辱虐管理对下级员工建言行为的影响及机制,尤其是研究组织自尊在其中的中介作用及员工个性控制点的调节作用.实证结果表明:辱虐管理对员工抑制性建言行为和促进性建言行为均有显著的负向影响,组织自尊在两者之间起到了完全中介的作用;员工个性控制点对辱虐管理和员工组织自尊之间的关系具有显著的调节作用,也就是说员工个性控制点水平越高(越内控),辱虐管理对组织自尊的负面影响就越小;当员工的个性控制点水平越低(越外控),辱虐管理对组织自尊的负面影响就越大.     

Influences on the perceived value of medical travel: the moderating roles of risk attitude,self-esteem and word-of-mouth

This study aims to discover the influential factors and critical moderators that can enhance the perceived value that international tourists feel towards medical travel. A total of 259 international tourists were surveyed using questionnaires. The results were analysed using structural equation modelling, and the findings are as follows. Firstly, hospital elements, such as service quality, hospital credibility and hospital image, all influence the perceived value of medical travel. Moreover, the results also confirmed the positive moderating effects of personal-factors (risk attitude and self-esteem) and an external factor (word-of-mouth), which can increase the influences of these hospital elements on the perceived value of medical travel.     

领导－部属交换、领导自尊与组织公民行为——来自中国大陆的实证数据

已有文献主要集中于领导一部属交换与员工组织公民行为的关系研究,而对两者之间的中介变量的研究却很少。本文通过问卷调查和分析200对中国大陆民营企业的领导者及员工的配对样本,试图研究领导一部属交换对员工组织公民行为的影响机制,尤其是领导自尊在其中的中介作用。研究结果表明,领导一部属交换与员工的组织公民行为显著正相关,领导自尊在两者之间起完全中介作用。     

美国全纳教育对学习障碍学生自尊的影响:研究进展及政策建议

美国大多数的学习障碍学生目前在全纳教育环境中接受教育,全纳教育对学习障碍学生的自尊会产生深刻影响.文章介绍了美国学者在这方面的研究,并提供一些全纳教育协助学习障碍学生提升自尊的建议,期望能给中国教育工作者在设计全纳教育课程和推动全纳教育政策时提供一些参考和帮助.     

组织自尊对员工创新行为的影响研究——基于知识共享的中介效应分析

文章以2．58名研发人员为调研对象,研究了组织自尊通过知识共享的中介作用对员工创新行为的影响机理。研究结果表明：组织自尊显著影响员工创新行为,且知识共享的两个维度知识贡献和知识收集在组织自尊对员工创新行为的影响关系中起到部分中介作用。