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Acquired Brain Injury (ABI), an important cause of long-term disability, is associated with increased rates of depression in addition to common cognitive and physical consequences. Past research has linked post-ABI depression to injury severity (e.g., extent of physical or cognitive impairment) and premorbid mood problems. In the general (non-ABI) population, depression is associated with cognitive vulnerabilities that have informed the development of psychological interventions. In this observational study in a heterogeneous sample of individuals with chronic stage ABI, we examine two cognitive vulnerabilities – dysfunctional attitudes (DAs) and autobiographical memory specificity – and explore whether these are linked to depression symptoms and ongoing cognitive difficulties as in the general population. Compared to control participants, individuals with an ABI demonstrated increased endorsement of DAs and reduced specificity of autobiographical memory recall. Within the ABI group, cognitive vulnerability–depression symptom correlations were detected for an explicit measure of DAs, but not for a more implicit DA measure or for autobiographical memory specificity. While individual differences in injury severity and other factors likely obscured subtle relationships between mood and cognitive vulnerabilities, evidence of these vulnerabilities may be relevant to changes in identity and psychological interventions that target low mood in ABI. [ABSTRACT FROM AUTHOR]

Traditional research has suggested that external environmental regulations and internal executive attitude are important factors. However, no in-depth study has yet to be conducted on the interaction between internal and external factors. This study constructs a model of the relationship between the different driving factors of eco-innovation from internal and external perspectives. By analyzing survey data covering 214 enterprises, this study explores the impact of environmental regulations on eco-innovation and further analyzes the moderating effect of the environmental awareness and commitment of top managers. Results show that, first, formal and informal environmental regulations and the environmental awareness and commitment of top managers have significant positive effects on eco-innovation. Second, the environmental awareness of top managers has no significant moderating effect on the relationship between environmental regulations and eco-innovation. Third, the environmental commitment of top managers has a significant positive moderating effect on the relationship between formal environmental regulations and eco-innovation. However, such environmental commitment has no significant moderating effect on the relationship between informal environmental regulations and eco-innovation. Finally, based on the empirical results, this study provides relevant managerial implications and policy suggestions. [ABSTRACT FROM AUTHOR]

The implementation of Human Resource Development (HRD) practices in family firms presents several challenges. In attempting to protect the socioemotional wealth of the firm, family managers might design HRD practices that ignore the well-being of nonfamily employees. Moreover, Human Resource professionals (HRPs) may lack the power to influence HRD practices. We adopt an interpretive single case study of a large Mexican family firm to explore HRPs' role in influencing mutual gains for the firm and its employees through HRD. The findings illustrate HRPs' use of power over meaning to persuade family managers by creating a legitimate rhetoric that tailors HRD practices to foreign subsidiaries, and satisfies both family and nonfamily stakeholders. The paper has implications for the literature on HRD in family firms by drawing on the mutual gains' perspective and the micro-agency of nonfamily executives. [ABSTRACT FROM AUTHOR]

Community schools extend traditional school responsibilities by providing additional resources to support students, families, and communities, and ultimately attempt to change the school institution. Integral to the institutionalization of community schools are community school managers (CSMs) and their institutional work. Drawing from institutional theory, this study uses interview data to explore the deliberate actions taken by CSMs to create institutions, focusing on their efforts to develop their institutional identities and change normative associations. Institutional identities of CSMs were defined by their implementational responsibilities and organizational positioning. While CSMs skillfully identified, provided, and allocated resources within their implementational identity, the organizational identity remained ambiguous, lacking clarity on their organizational position or consistency in the teams on which they served. CSMs struggled to create normative associations that linked the resources they provided to the community school strategy. Moreover, the local leadership structure and principal support significantly and differentially impacted CSMs' institutional work. [ABSTRACT FROM AUTHOR]

"No Blank Check: The Origins and Consequences of Public Antipathy Towards Presidential Power" by Andrew Reeves and Jon Rogowski explores the American public's skepticism towards presidential power. The authors argue that Americans have a deep-seated skepticism about executive authority, which persists regardless of the political alignment of the president in office. They propose a model of the public based on "constitutional veneration" and a belief in checks and balances. The book presents empirical evidence, including polling, survey experiments, and longitudinal panel data, to support their argument. While partisanship does play a role, the authors emphasize that other factors also influence public attitudes towards executive power. [Extracted from the article]

The influence of the owner family on managerial decision-making in family firms is undisputed. However, we know relatively little about how this influence is exerted. Based on upper echelon theory, and in the context of innovation management, we explore the owner family's influence via collaborative dialogue. Quantitative analyses based on 116 family firms, substantiated by 12 qualitative interviews within seven family firms, show that an owner family's collaborative dialogue minimizes the influence of an owner manager's attitude toward risk on TMT innovativeness. On the other hand, the collaborative dialogue strengthens the impact TMT innovativeness has on firm-level innovative capacity. [ABSTRACT FROM AUTHOR]

Ad spending in the Asia-Pacific region is estimated to have reached $210.43 billion in 2018, or 33.5% of worldwide ad spending (McNair [74]). From these two approaches, research studies consider a general set of topics, including ad practices, consumers' perceptions and beliefs, ad content, ad effects, and ad education. Building on prior reviews of advertising research in general (e.g., Yale and Gilly [114]; West [113]), we explore the topics covered in Asian advertising studies with a seven-topic typology, comprising advertising practice, advertising content, advertising effects, consumers' perceptions and beliefs about advertising, topics tangential to advertising (e.g., media uses and consumer behaviors), advertising education, and other. Single-country studies have examined advertising practitioners' perceptions of advertising in general and the perceived benefits of different media, marketing communication activities, or advertising appeals. When ads use foreign models, Chang ([14]) finds that even though Taiwanese consumers perceive ads with Caucasian models as more global and representative of developed countries, they do not like them more than ads featuring Asian models. [Extracted from the article]

This study offers insight into the performance measurement practice of winter destination hotels in Bosnia. The research was conducted through face-to-face interviews with hotel owners, managing directors and managers. In the metrics measurement structure, financial metrics dominate, but hotels use non-financial metrics to a significant extent as well. The results point to the existence of differences in performance measurement of hotels of different income and sales growth. Moreover, the research highlights that managers mostly assess the usefulness of both organizational and operational metrics as above average. Unlike performance measurement, the managers' attitudes differ only with hotels of different sales growth. [ABSTRACT FROM AUTHOR]

Objectives. Previous research indicates that models for risk assessment of pressure equipment have not sufficiently or adequately integrated indicators of human factors and organizational factors. Methods. The goal of this article is to check the differences in attitudes of operators and managers engaged in the area of pressure equipment risk management. A questionnaire was designed and data were then collected from 253 operators and managers working with the same pressure equipment in Serbia. By applying a paired t test, differences in their attitudes were checked for issues described by the constructs of communication (COM), potentially hazardous materials and equipment (PHME), process safety (PS), safety and health at work (SHW), organizational change management (OCM), maintenance/inspection (MI) procedures, human error (HE), trainings and competences of employees for crisis situations (TCECS) and conducting research after accidents (CRAA). Results. It is statistically evident that the coincidence of attitudes accounted for less than 20% of questions. The highest coincidence is shown for PHME and TCECS, where one-half of the dimensions of the given constructs indicate that there are no statistically significant differences. Conclusions. The differences found could be used as an explanation for high-risk levels of pressure equipment exploitation and how they influence it. [ABSTRACT FROM AUTHOR]

Positive service provider attitudes toward evidence-based programs, and evidence-supportive organizational environments are essential for effective implementation in community settings. Few studies have examined whether there are differences in attitudes between managers and providers. This study investigates attitudes toward evidence-based programs across three levels of manager and provider roles in an Australian place-based initiative for children delivered by a heterogenous, multiskilled social services workforce, and investigates whether attitudes are influenced by an evidence-supportive organizational environment. An online survey was conducted between 2018 and 2019, yielding 205 participants: 70 Facilitating Partner managers, 93 Community Partner managers, and 42 direct service providers. Nine attitudes toward evidence-based programs were assessed using multiple linear regression, with an evidence-supportive organizational environment included as a moderating variable. Differences in attitudes were found between the three roles, with direct service providers more likely to be supportive of evidence-based programs compared to Facilitating Partner managers. An evidence-supportive environment was a strong predictor of more positive attitudes, and moderated the effects for Facilitating Partner managers for three measures. This study highlights the importance of positive leadership and supportive organizational environments in social services community settings. Future studies could examine associations between attitudes, organizational environment and effective implementation for this workforce. [ABSTRACT FROM AUTHOR]

This paper examines managerial perceptions of challenges for further food waste reduction within the restaurant industry. Although research gauged underlying drivers for food waste, the attitudes of foodservice managers toward practices and the corresponding operational barriers have received scant academic attention. This qualitative study thematically analyzed data from 14 managers and head chefs in Swiss-German restaurants through semi-structured interviews and compared responses against the model of the food waste hierarchy. For businesses, the paper highlights the importance of increased preventive practices and education of staff and customers. However, multiple inhibiting and enabling factors lie outside the organizations' control, depending on macro and societal contexts. Governmental interventions and facilitating waste collection are necessary, whereas the feasibility of food redistribution is perceived as limited. The study revealed great potential to implement additional practices through increased collaborations with various stakeholders and overall societal sensitization to change consumer behavior and facilitate responsible business practices. [ABSTRACT FROM AUTHOR]

With the increasing pressure to perform and physical and mental strain on employees, health-promoting initiatives are becoming more popular. This study examines factors that influence managers regarding the introduction of workplace health promotion in the Austrian hospitality industry. For the investigation, eleven interviews with hotel managers were conducted. Results show that managers attitude, employer attractiveness, and company needs are reasons for implementing workplace health promotion. High costs, time, and the employee's unwillingness to participate are reasons against it. But in order to keep employees in hospitality industry happy, healthy, and productive, it will be even more important in the future. [ABSTRACT FROM AUTHOR]

Body-worn cameras (BWC) have diffused rapidly throughout policing as a means of promoting transparency and accountability. Yet, whether to release BWC footage to the public remains largely up to the discretion of police executives, and we know little about how they interpret and respond to BWC footage – particularly footage involving critical incidents. We asked a nationally representative sample of police executives (N = 476) how supportive they were of legislation that would mandate releasing BWC footage upon request as public information, and presented them with an experimental vignette about BWC capturing one of their officers fatally shooting an [armed/unarmed] [Black/White] suspect. Results indicated inconsistency in executives' attitudes and decision-making: (1) less than one-third of executives supported such legislation, (2) suspect race and armed/unarmed status shaped how executives felt media would cover the incident and whether they would state publicly that the shooting was justified, and (3) agency size conditioned the effects of armed/unarmed status on executives' perceptions. [ABSTRACT FROM AUTHOR]

Campesino leader Yoni Rivas left his community in the Aguán Valley, approximately eight hours from the capital, and traveled south on Honduras's poorly maintained highways to make it in time to present to president-elect Xiomara Castro's transition commission. (SETH SIDNEY BERRY) Rivas, Banegas, and many others in the room believe in the importance of presenting proposals for serious consideration in Castro's first 100 days in power. [Extracted from the article]

We explored the attitudes toward older workers of African versus Portuguese managers, and how these managers make HRM decisions in scenarios involving younger versus older workers. To make cultural, social, and institutional explanations more robust, we also included two samples of students attending Portuguese universities: one sample comprising African students, the other comprising Portuguese ones. The main findings were: (a) a three-factor model (conscientiousness and performance; social capital and generosity; adaptability) of attitudes toward older workers emerged as satisfactory across the four samples; (b) in comparison with the Portuguese participants, African individuals expressed more positive attitudes toward older workers while, at the same time, discriminated against older workers more; (c) the findings were almost identical for both managers and students. Although African individuals showed more positive attitudes toward older workers than did the Portuguese, they made more discriminatory decisions in the HRM scenarios. We suggest that this contradiction may emerge from dualities characterizing Africa. [ABSTRACT FROM AUTHOR]

The Chinese government has issued a series of new policies to make it easier to industrialize gene-edited crops. However, whether technological advantages will eventually translate into industrial advantages and whether farmers will soon have access to gene-edited varieties partly depends on seed companies' willingness to produce and sell gene-edited varieties to farmers and to invest in developing their own gene-edited varieties. This study utilizes data from a survey of 111 seed companies collected in 2019 before the implementation of new regulations. This study provides empirical evidence on whether gene-edited crops will be available to farmers. The results show that the number of companies conducting research on gene-edited crops is limited, mostly to large companies. Approximately 55% of seed company managers would consider developing and selling gene-edited crops modified by SDN-1 and SDN-2 site-directed nuclease genome editing without external genetic material, whereas 46% support crops modified by SDN-3, which require gene replacement or foreign deoxyribonucleic acid (DNA) insertion and are regulated as genetically modified organisms (GMOs). The regression results show that large companies and companies with well-educated researchers are more likely to support and develop gene-editing technology. Past GM investment experience and collaboration with public institutions in gene-editing research increases the probability of company investment in gene editing R&D. These results suggest that gene-edited cultivars are more likely to be produced and sold to farmers in the future than GMOs, and that gene-edited agricultural products could have a significant market share of the seed market in the future. [ABSTRACT FROM AUTHOR]

I investigate public opinion toward Chinese FDI inflows in advanced economies, comparing attitudes toward such investment with attitudes toward American and European FDI inflows. I am interested in whether concerns with technology transfer (and related job losses) commonly associated with Chinese FDI resonate among the key target audience, namely managers. Accordingly, I expect managers to less strongly support Chinese FDI inflows relative to FDI inflows from advanced economies when they are employed in high R&D industries. I expect both self-interested and socio-tropic motives to drive the split in how managers view Chinese FDI vs. European and American FDI. Because technology transfer occurs in acquisitions, I also expect industry-level exposure to Chinese acquisitions to reinforce the negative joint impact of being a manager and employment in high R&D industries on support for Chinese FDI. Using original survey data from Switzerland, I find robust evidence for my expectations. The findings point to occupational characteristics and the fear of technology transfer as key drivers of opposition to Chinese FDI in advanced economies, and suggest that the demand-side politics of Chinese inward FDI is unique. [ABSTRACT FROM AUTHOR]

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The success of collaborative networks relies on interactions between participants, which involve costs and are uncommon. We argue that participation in interactions is explained by participation attitudes, which, in turn, stem from motivations; and we propose a model that links a wide range of motivations and attitudes. It was tested with a survey that involved 120 public managers who participated in a pro-sustainability network of municipalities in Zaragoza. While the links between motivations and attitudes are complex, it was found that organizational-level internal motivations and managers' identification with the network are more powerful than external rewards for preventing free-rider behaviours. [ABSTRACT FROM AUTHOR]

Perhaps in no other field is the employee–manager relationship as important as in sales. Given the performance-driven nature of the profession, firms seek managers who can optimize individual performance while providing a work environment that leads to satisfied employees. Using data collected from salespeople and sales managers, this study suggests that abusive supervision is one factor which negatively impacts both of these goals. Integrating justice theory within a sales management framework, we advance that abusive sales managers alter perceptions of workplace fairness. In turn, this perceived justice negatively impacts life satisfaction of not only salespeople experiencing the abuse but of managers administering it. Further, an unjust workplace established by an abusive manager can actually have detrimental effects on selling performance. Finally, we uncover normative and continuance commitment as factors that can suppress this negative relationship. If salespeople believe that job is a necessity or either party feels some sense of moral or ethical obligation to their firm, they are able to overlook the abuse, and possibly avoid the ‘double whammy' of negative outcomes associated with it. [ABSTRACT FROM AUTHOR]

This paper reports on the results of a comparative case study of innovation capability in Australian manufacturing companies. Following a review of the salient literature in the field, six case studies were undertaken with organisations having a degree of variance across company size, ownership type and industry sector. All the cases reflected a history of successful innovation and the managers were interviewed about the attributes of innovation and the ways in which sustained innovation was manifested in their organisations. Based on the interview data, a model of innovation capability was developed with a view to identifying attributes common to systematic and sustained innovation. These companies derived competitive advantage from differentiation through their innovation. The implications of the model for manufacturing organisations in general, and their managers in particular, are subsequently discussed. [ABSTRACT FROM PUBLISHER]

Background: Given the importance of Evidence-Based Decision Making (EBDM), this study was conducted to predict EBDM among healthcare managers using the Theory of Planned Behavior (TPB) in Southern Iran. Method: This is a cross-sectional study conducted on all the healthcare managers affiliated with Shiraz University of Medical Sciences, Iran. Data were collected by means of EBDM questionnaire, designed and validated by Imani-Nasab et al. The collected data were analyzed using SPSS-18 through multiple linear regression and structured equation modeling, applying smart PLS Software. Results: The results of multiple linear regression analysis on predicting the behavior in a compound approach, both direct and indirect approaches, indicated that in total, the predicting variables could explain 71% of the factors related to the studied managers' behaviors. Moreover, the present model had a considerable explanation for the variable of 'intention' (R2= 0.48) but a moderate explanation of 'behavior' (R2= 0.22) in the direct approach. Furthermore, the indirect approach indicated a similar fitness for behavior (R2= 0.18) and intention (R2= 0.46) of the studied population. Conclusion: According to the results, healthcare organizations can conduce to developing and supporting the managers' positive attitudes towards using scientific evidence, improving their subjective norm, and identifying facilitators and blockers in order to develop EBDM behavior. [ABSTRACT FROM AUTHOR]

Abstract: Caesarean delivery, often called a C-section, is the delivery of the baby through incisions in the mother's abdomen and uterus. Caesarean deliveries, whether elective or medically necessary, have risen dramatically in recent decades across the globe, more than the recommended 10–15% by WHO. To determine the mean CSR, ascertain the determinants of Caesarean Section and attitudes of managers toward monitoring and evaluation C-Section. It was descriptive and analytical cross-sectional study design, both qualitative and quantitative. 318 respondent mothers who were admitted to Maternity ward or deliver from the said ward were interviewed. Document review guide, interview guides, and semi-structured questionnaires were used. The study found the Average CSR for St. Joseph's Hospital _ Kitovu was 47.6%. Determinants associated or which influenced Caesarean delivery were; Age of respondent less than 20 years (p =.041), not being married (p =.015), educational level of respondents (p =.000), living in urban setting (p =.001), among others. Socio-economic determinants (regular household income, p =.000, and occupation, p =.000) highly influenced caesarean delivery. There were mixed views of the health manager toward regularizing monitoring and evaluation of Caesarean Section Rates (CSR). The Caesarean Section Rate (47.6%) in Private Not-For Profit Healthcare organization is still unacceptably higher WHO recommendation of 10–15%. Therefore, there is stronger need to regularize monitoring and evaluation of CSR. [ABSTRACT FROM AUTHOR]

Introduction: This study aimed to investigate the relationship between managers' attitude toward power distance and the way of dealing with employees in hospitals affiliated with Qazvin University of Medical Sciences, Iran, in 2016. Methods: An analytical, cross-sectional study was conducted among managers of five training hospitals in Qazvin, Iran. A standard questionnaire which had been checked for validity and reliability in similar studies was used to collect research data. Data analysis was done through SPSS20 software using descriptive statistics and regression modeling. Results: Study results revealed that managers' tendency toward power distance had a statistical significant relationship with considering employees' competency, giving them necessary support, and valuing their autonomy (P < 0.05). Linear regression results concluded that a unit of increase in three mentioned dependent variables would relatively lead to 0.22, 0.36, and 0.27 unit of improvement in the way managers deal with subordinates. Conclusion: Fostering a culture of equality and fairness among hospital managers brings about appropriate behaviors toward employees which focus mainly on valuing subordinates' autonomy, considering their qualifications, and giving them necessary support. [ABSTRACT FROM AUTHOR]

The organizational commitment of public employees has repeatedly been found to have positive effects on several outcomes, but we know little about how public managers' work attitudes and leadership affect employees' organizational commitment. This article examines how the relationship between managers' and employees' organizational commitment depends on congruence between manager-intended and employee-perceived transformational leadership. Multilevel data from surveys of 75 principals and 1,470 teachers in Danish secondary education show that principals' and teachers' organizational commitment is positively related when principals are perceived to be transformational leaders and principals' leadership intentions are congruent with the teachers' perceptions. Organizationally committed managers who are not seen as transformational and/or who overrate their leadership relative to employees have a negative impact on employees' organizational commitment. The results imply that public managers' transformational leadership plays a critical role in conveying organizational commitment, but that it is equally important that they are aware of and responsive to their employees' perceptions of leadership. [ABSTRACT FROM AUTHOR]

The purpose of this articleis to investigate the executive selection strategy of an emerging-market (EM) company. The articlebroadens spillover literature by examining corporate capabilities and consumer-perceived brand-evaluations of an EM company who recruits executives from developed-country (DC) incumbents. Three experiments are designed to test the spillover effects in CEO/CTO appointment scenarios. Results show that an EM company's brand evaluation would be boosted when consumers perceive that corporate capabilities are strengthened, and that spillover strength varies from the brand image of the DC company. Selecting an executive from a DC incumbent can trigger consumer reevaluation on the corporate capabilities and the brand of the EM company. On the contrary, such selection decisions in emerging markets not only contribute to firm performance but also serve as market promotion strategies. Finally, it is found that as a performance indicator, consumers' attitudes toward executive appointments indeed correspond to the reality of markets. [ABSTRACT FROM AUTHOR]

This study uses qualitative approach to examine the relationship between corporate social responsibility (CSR) determinants (financial performance, industry specific factors, corporate objective, manager's attitude toward CSR, legal environment, stakeholder requirements and competition), CSR practices and competitive advantage. By using qualitative approach, the researchers have learnt valuable experience in conducting interviews in Vietnam. In-depth interviews with six cases of CSR-oriented firms were conducted to determine the relationship between these factors. The study gained twofold results in terms of valuable experience of qualitative method and its result of building a conceptual framework for academic reference. [ABSTRACT FROM AUTHOR]

The International Standards Organisation's ISO 26000 on social responsibility supports organisations of all types and sizes in their responsibilities towards society and the environment. ISO 26000 recommends that organisations ought to follow its principles on accountability, transparency, ethical behaviours and fair operating practices that safeguard organisations and their stakeholders' interests. Hence, this contribution presents a critical review of ISO 26000's guiding principles. Afterwards, it appraises the business practitioners' attitudes towards social responsibility practices, including organisational governance, human rights, labour practices, the environment, fair operating practices, consumer issues as well as community involvement and development. A principal component analysis has indicated that the executives were primarily committed to resolving grievances and on countering corruption. The results suggested that the respondents believed in social dialogue as they were willing to forge relationships with different stakeholders. Moreover, they were also concerned about environmental responsibility, particularly on mitigating climate change and sustainable consumption. In conclusion, this paper identifies the standard's inherent limitations as it opens up future research avenues to academia. [ABSTRACT FROM AUTHOR]

This paper examines the effect of brand managers' role stress (role ambiguity, role conflict and role overload), perceived performance and satisfaction on the intention to leave. The results revealed that increased role stress is associated with lower levels of perceived job performance and job satisfaction, but its influence on the intention to leave was not significant. In addition, higher levels of perceived job performance and lower levels of satisfaction were generally associated with higher intention to leave. [ABSTRACT FROM AUTHOR]

A growing body of evidence shows an influence of moral philosophies on ethical decision-making. Despite the importance of ethical considerations in sales force selection, the influence of sales managers' ethical evaluations on hiring practices has received scant attention. This study examines sales managers' ideological orientations, ethical evaluations of hypothetical salespeople portrayed in scenarios, and the effect of such evaluations on the intent to hire salespeople. Results of a cluster analysis highlight that four ideology-based segments of sales managers exist, with absolutists dominating the 268 sales executives surveyed. Furthermore, it was found that ideological relativism influences managers' judgments of ethical behavior and hiring intentions, but idealism did not play a role. In turn, ethical judgments of justness, fairness, moral rightness, and acceptability influence hiring intentions. [ABSTRACT FROM AUTHOR]

Sponsorship of sporting and other events has become an increasingly popular marketing communications vehicle. However, little research has investigated how sponsorship participation is beneficial to a firm and its brands. This study explores how managers view the brand-equity-building capabilities of their sponsorship-linked marketing programs over time. In a two-phase survey, fifty managers report on the value of sponsorships in building brand equity. Findings show that leverage, the use of advertising and promotion to support the sponsorship, and active management involvement are significant predictors of both the perceived differentiation of the brand from its competitors and adding financial value to the brand. [ABSTRACT FROM AUTHOR]

The present study examines the relationships of perceptual congruence of management behavior and its effects on salesperson job satisfaction and effort. The data for this study was based on sales manager and salesperson evaluations of one another. In addition, we extend this study to a cross-cultural examination of U.S. and Australian sales forces. The survey findings suggest salesperson leadership perceptual congruence is an important antecedent to job satisfaction and effort. The results also indicate significant differences between Australian and U.S. sales personnel. Implications for research and practice are developed which recognize the importance of perceived differences of leadership perceptual congruence on intrinsic and extrinsic job satisfaction and effort for sales personnel in both countries [ABSTRACT FROM AUTHOR]

The growth of social media in organizations is reshaping internal communication strategy. This article explores the value of internal social media with a focus on employee engagement, which is defined as employees who are connected to the values and mission of the company, feel empowered, bring energy, passion, and discretionary effort to their jobs, and serve as advocates. Interviews were conducted with 27 senior-level internal communication practitioners working for global companies. Practitioners said they use a variety of communication channels, including social media, to drive employee engagement. The findings revealed best practices in using internal social media to engage employees, including providing clear social media policies and employee training; empowering employee social advocates; involving leadership and securing endorsement; social media listening; sharable, relevant, and practical content strategies; and, authenticity and consistency. Future trends and evolvement of internal communication around social media are also discussed. [ABSTRACT FROM AUTHOR]

This study assessed the influence of top management team's green entrepreneurial attitudes on green e-business adoption. A multiple regression analysis was run to a sample of 148 tour operators, from Arusha, Kilimanajaro, Dar es Salaam and Unguja-Zanzibar. Interview responses were analysed using content analysis. The study revealed a positive and significant influence of managerial green entrepreneurial attitude (in terms of green affection, green cognition and green conation) on green eBusiness adoption. While some top management members were very positive towards green eBusiness adoption, several could not attach any value with their competitiveness. Prevalence of green washing was revealed, as an attempt for companies to overcome emerging green market pressures. The study highlights ecological practical business implications, which are in line with the SMEs generic characteristics in order to cultivate a positive green attitude that favours a triple bottom line of economical, social and environmental sustainable development. [ABSTRACT FROM AUTHOR]

This research examines whether it is important if salespeople like their manager. Little is known about the outcomes of manager likeability as perceived by the salesperson. This study introduces manager likeability and investigates its impact on salesperson performance. Drawing on interpersonal attraction and relational identification theory, we show that relational identification is the process by which manager likeability impacts performance. We demonstrate that in addition to driving performance via relational identification, manager likeability strengthens the effect identification has on salesperson performance. Additional analysis indicates that salesperson knowledge mediates the relationship between identification and performance. The study also has managerial implications for the recruiting, training, and development of sales managers. [ABSTRACT FROM AUTHOR]

In line with Institutional Theory, this study introduces the concept of marketing illegitimacy to critically investigate how SME owner/managers perceive the usefulness of marketing principles and practices. The study also investigates the antecedents and consequences of these perceptions. Firstly, the study hypothesizes that negative perceptions about marketing decrease when negative performance increases, entrepreneurs look for any possible solution to achieve their goals. Secondly, the study hypothesizes that a high level of marketing illegitimacy negatively influences SME owner/managers’ willingness to broaden the range of marketing communication activities. Building upon a sample of 78 companies, results confirm the validity and reliability of the measurement instrument and the two hypothesis, thus shedding some light on the underlining mechanisms of the marketing adoption pattern within SMEs. Theoretical and managerial implications of the findings are discussed and future research avenues are suggested. [ABSTRACT FROM AUTHOR]

We extend the literature in relation to daily diary and managers’ wellbeing by unravelling how daily work and family factors influence managers’ wellbeing the following day. Four days’ diary data were collected from 131 managers. Family-work conflict from one day positively influenced job burnout in the following day, while autonomy satisfaction from one-day reduced burnout the following day. Family-work enrichment from one day positively influenced work engagement in the following day, as did needs satisfaction (autonomy, competence, and relatedness) and perceived autonomous support. Furthermore, daily burnout reduced work-life balance and this was fully mediated by daily work-family conflict. In addition, daily engagement increased work-life balance and this was partially mediated by daily work-family enrichment. [ABSTRACT FROM AUTHOR]

Drawing on the Theory of Planned Behavior, this research investigates factors determining managers' intention to innovate contextualized within the situation of a new management practice implementation: telework. Managers' attitude toward telework, their attitude toward ideation and their perception of organizational support for creativity were identified as potential determinants of managers' intentions to innovate in order to implement telework. However, according to the Theory of Planned Behavior, such effects are mediated by attitude toward innovative behaviors and perceived behavioral control. A sample of managers (N = 91) who never implemented telework completed an online questionnaire designed to assess these factors. Results from a path analysis confirmed the predictive model with the exception that attitude toward ideation had a stronger direct effect on attitude toward innovative behaviors than expected. Results are discussed in terms of their extension to the actual creation of innovative behaviors and their generalizability to decontextualized reported intentions to innovate, offering potential avenues for future research. [ABSTRACT FROM AUTHOR]

In recent years, the use and relative effectiveness of fine print messages have been the focus of research attention in the marketing/advertising literature. However, no study has examined those issues specifically from the practitioner's perspective. The authors report the findings of a national survey undertaken to ascertain the opinions of executives (representing the leading advertisers, ad agencies, media firms, and regulatory/self-regulatory bodies) on a variety of issues pertaining to fine print in television advertising. The results indicate that most respondents considered the use of fine print in television advertising an ineffective means of communicating with consumers and that, given the prevalence of the practice, some adjustment to industry and regulatory standards may be in order. The study findings shed light on relevant managerial and regulatory issues facing advertisers and ad agencies, and explain some of the dynamics at work in the marketplace that contribute to the use (or potential misuse) of fine print in television advertising. [ABSTRACT FROM AUTHOR]

With the advent of Deng Xiaoping's "market socialism" and the ambitious objectives set for the development of China's economy, the business environment has changed dramatically in China. As part of this change, advertising is being more heavily relied on as a business tool. This changed environment and the recent emergence of advertising in the country represents a unique opportunity to study the advertising process. This paper discusses the nature of the changes in the economic environment in China and investigates the attitudes and beliefs held by Chinese managers regarding various economic and social aspects of the use of advertising. [ABSTRACT FROM AUTHOR]

Given the growing prominence of end-user computing (EUC), a survey was conducted among the senior information systems executives, from a broad-based cross-section of consumer-goods manufacturing firms, on the patterns of computing within their companies. The results indicated (1) that the definition of end-user computing is expanding considerably within their organizations; (2) that this expansion is blurring the distinction between end-user computing and traditional information systems: and (3) that these developments are, on the whole, successful and are likely to be even, more so in the future. These findings suggest the need for a closer working relationship between information systems professionals and end users, building what might be called a "partnership for success." [ABSTRACT FROM AUTHOR]

The effective management of human resources is an important challenge for MIS executives. Part of the challenge is obtaining and retaining MIS personnel with the skills and knowledge required to support the organization effectively. The purpose of this paper is to provide managers and educators with information on the current and future demand for MIS professionals and with information about the relative importance of specific MIS skills. To address these issues a survey of MIS managers was undertaken in the summer of 1990. The results include projections of demand for ten MIS job types. Also reported are the perceptions of importance of fifty-four skills for systems developers and twenty-six technical specialist skills. A model is proposed for explaining perceptions of skill need. Implications of the results are discussed for businesses, educational institutions, and researchers. [ABSTRACT FROM AUTHOR]

The organizational rank of the senior Information Systems (IS) officer has been suggested to influence the effectiveness of the organizational IS effort. As IS continues to gain increasing recognition as a key organizational system, a study of the various factors that contribute to its effectiveness should be particularly useful. This research explores the relationship between the reporting level of the senior IS executive and two specific aspects of IS, namely, IS organizational role and IS planning. The analysis is based on the responses of IS executives to a survey instrument. Results support the existence of significant linkages between the rank of the IS executive and the IS aspects addressed in the study. This suggests that the reporting level of the IS executive may be a key variable that management should focus on in efforts to increase the effectiveness of their information systems. [ABSTRACT FROM AUTHOR]

A theory of intraorganizational power is discussed and applied to the information services department. This study involved the collection of data from 37 plant managers on their perceptions of the power of information services. The results indicate that plant managers, like their department manager counterparts in an earlier study, considered the information services department to be the least critical for success of five departments. Centralization of decision making was found to be positively related to information services department power. The implications of the study for distributed versus centralized information processing are discussed. [ABSTRACT FROM AUTHOR]

The intangible nature of relationships makes for certain difficulties in analysing both "relationships," themselves and the circumstances in which they might exist Using an adaptation of Bosiot's I Space, it is suggested that relationships may often effectively be the product offered in business-to-business relationships. However, the combination of market forces and the behaviour of managers is identified as the source of the instability of relationships. [ABSTRACT FROM AUTHOR]

This paper compares the perceptions of marketing research executives and industrial respondents regarding factors impacting on industrial mail survey response. Following a review of the different research traditions to the study of mail response rates, a "survey-on-surveys" approach is introduced and used to study the potential impacts of different design and implementation factors on survey response. The results of the study provide empirical evidence on the perceived influence of a wide variety of response-inducing factors in industrial mail surveys, and are used to generate managerial recommendations for the conduct of the latter. Directions for future research are also identified. [ABSTRACT FROM AUTHOR]

There is undoubtedly market change in the 1990s and this is reflected in the views of senior executives. In the present study executives from companies in four different industries across seven of the EC countries were questioned about developments in their industries, including the possible impact of the Single European Market (1992), and the response of their companies in this situation. There is a definite patterning of their answers with regard to industry-wide market developments, the attraction of newer markets, the dynamics of competition, and the implications for management development. [ABSTRACT FROM AUTHOR]

Central to current thinking on what makes companies competitive is the notion that "it's not what you do, it's the way that you do it". The way a task is carried out in a company is itself very much related to the attitudes and opinions of the company's managers. This article focuses on top managers' attitudes to product design and shows which ones are related to superior competitive performance. An examination of the attitudes shows that there are seven basic managerial orientations to design. The most successful orientation is called the "balanced orientation'' and consists of attitudes that underpin a commitment to leading the field technically and making developments market-relevant. [ABSTRACT FROM AUTHOR]

This paper reports a small empirical investigation of the relationship between a selection of pertinent managerial characteristics and different measures of export performance. The results show that certain characteristics are associated with export success, in particular export growth and export profitability. The managerial implications of the findings are outlined and suggestions for future research are made. [ABSTRACT FROM AUTHOR]

McCarthy's mnemonic of the four Ps, by offering a seductive sense of simplicity to students, teachers and practitioners of marketing, has become an article of faith. Among the consequences of this have been a lack of empirical study into what are the key marketing variables and how they are perceived and used by marketing managers, a neglect of process in favour of structure and a neglect of product range considerations. What is needed is a form of analysis developed by sociologists that would focus on the process by which managers construct their own interpretations of marketing realities and develop individual styles of management and decision-taking. [ABSTRACT FROM AUTHOR]