scholarly journals Perceived violations of reward delivery obligations in reward-based crowdfunding: an integrated theoretical framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anthony Macari ◽  
Grace Chun Guo
Keyword(s):  
Psychological Contract ◽  
Design Methodology ◽  
Psychological Contracts ◽  
Theory And Practice ◽  
Content Type ◽  
Reward Delivery ◽  
Solid Foundation ◽  
Conceptual Paper ◽  
Common Observation ◽  
Implementation Stage

PurposeThis conceptual paper focuses on a common observation in the implementation stage of reward-based crowdfunding (RBC) – entrepreneurs' failures and delays in delivery of rewards to investors, which, in turn, may be perceived as violations of reward delivery obligations.Design/methodology/approachDrawing on entrepreneurial personality theory and psychological contract theory, this paper develops propositions and identifies factors related to both entrepreneurs (overconfidence and narcissism) and factors related to investors (types of motivators and psychological contracts) that may explain the perceived violations of reward delivery obligations. Implications for theory and practice are also discussed.FindingsThe theoretical analysis, by wielding two independently developed literatures, has demonstrated that it is important to investigate factors that are related to both investors and entrepreneurs in understanding issues and challenges at different stages of the RBC model. The authors believe that the current analysis provides an integrated understanding and a solid foundation for researchers to further examine these issues by empirically testing these propositions.Originality/valueThe authors examined two previously understudied psychological factors in the context of RBC – entrepreneurial traits, mainly overconfidence and narcissism, and the type of psychological contracts formed between investors and entrepreneurs, both of which, according to McKenny et al. (2017), need greater attention from researchers studying crowdfunding.

scholarly journals Work + learning: unpacking the agglomerated use of pedagogical terms

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lee Fergusson ◽  
Luke van der Laan
Keyword(s):  
Workplace Learning ◽  
Educational Outcomes ◽  
Design Methodology ◽  
Theory And Practice ◽  
Shared Understanding ◽  
Content Type ◽  
Work Related ◽  
Conceptual Paper ◽  
Work Integrated Learning ◽  
Distinguishing Features

PurposeThe association of work and learning has been well established for many years. However, some of the terms used to describe the various pedagogies related to work and learning have been used interchangeably, with many lacking definitional clarity and scope. These include work-related learning (WRL), work-based learning, workplace learning (WPL) and work-integrated learning (WIL). This agglomerating approach to usage has resulted in pedagogical confusion and what some theorists call a “problematization” for the field, resulting in undermining shared understanding and potential benefit. The purpose of this conceptual paper is an attempt to unpack the meaning and application of some of the key pedagogical terms used in the applied field of work + learning theory and practice.Design/methodology/approachConceptual modelling and qualitative descriptions of each pedagogy.FindingsMany of the work + learning pedagogies do overlap and cohere but attempts to create umbrella terms, which apply to all theories and approaches, are misguided; definitional clarity with the different modes of practice is required for sustainable educational outcomes.Originality/valueA proto-theoretical model, along with a breakdown of distinguishing features of each term as well as their source in the published literature, has been developed to improve clarity and aid the future praxis of educators.

Impact of transactional, relational and balanced contract on affective commitment

2020 ◽  
Vol 70 (1) ◽  
pp. 131-149
Author(s):  
Nishant Singh ◽  
Harsha Tyagi ◽  
Umesh Bamel
Keyword(s):  
Organizational Behavior ◽  
Psychological Contract ◽  
Design Methodology ◽  
Affective Commitment ◽  
Meaningful Work ◽  
Psychological Contracts ◽  
Content Type ◽  
Manufacturing Organizations ◽  
The Impact ◽  
The Relationship

PurposeThis paper is aimed at examining the impact of three types of psychological contracts such as transactional, relational and balanced contract on affective commitment by keeping meaningful work (MFW) as a mediator in this relationship.Design/methodology/approachThe data of 355 employees was collected from the large heavy Indian manufacturing organizations. The mediation path was analyzed through SPSS macro computational tool, i.e. PROCESS.FindingsThe result suggests that MFW partially mediates the relationship between all three types of psychological contract and affective commitment.Originality/valueThe study adds value to research in organizational behavior and human psychology by providing new insights on employee-employer relationships, MFW, and commitment.

Pracademia: an answer but not the answer to an enduring question

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Scott Eacott
Keyword(s):  
Educational Leadership ◽  
Design Methodology ◽  
Theory And Practice ◽  
New Approach ◽  
Academic Practice ◽  
Content Type ◽  
Relational Approach ◽  
Work Breaks ◽  
Conceptual Paper ◽  
Knowledge Claims

PurposeThe pracademia movement is gaining increasing traction in education, particularly in educational leadership. Offered as a means to bridge practice and academia, questions remain as to whether it resolves or perpetuates the theory–practice divide. This paper systematically approaches this problem.Design/methodology/approachTheoretically informed by the relational approach, this conceptual paper articulates the preliminaries and underlying assumptions of pracademia before exploring the implications for the field of educational leadership.FindingsHaving established the underlying assumptions, this paper offers three standards – description, explanation and alternative – for assessing knowledge claims in the field that does not default to distinct knowledge worlds (e.g. academic, practice) or categories of knowledge generators (e.g. academics, practitioners, pracademics).Originality/valueThrough a relational approach, this work breaks down the boundaries of theory and practice to offer a new way of thinking about knowledge claims. The new approach is consistent with the intent of bridging theory and practice without the need to assume them to be separate in the first place.

scholarly journals Messing with corporate heads? Psychological contracts and leadership integrity

2014 ◽  
Vol 35 (3) ◽  
pp. 38-46 ◽  
Author(s):  
Sebastian Salicru ◽  
John Chelliah
Keyword(s):  
Ethical Leadership ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Psychological Contracts ◽  
Theory And Practice ◽  
Moral Leadership ◽  
Content Type ◽  
Dependent Variables ◽  
The Impact ◽  
Leadership Approaches

Purpose – The purpose of the paper is to present a model of leadership fulfiling the need of our times: The leadership psychological contract (LPC). In the current socio-economic environment of uncertainty and unprecedented change, both business environments and the community at large are marked by leadership crises. This instability makes an understanding of the relational aspects impacting the relationship between leaders and their constituencies both important and urgent. Now, more than ever before, extraordinary leadership is required. The psychological contract (PC) is recognised as one of the most emergent areas in organisational research. Its contribution to the leadership domain, however, is as yet undiscovered. Design/methodology/approach – This paper addresses this deficiency by integrating contemporary leadership and PC literature. This paper also addresses criticisms raised in the leadership literature in the past 25 years relating to the scarce leadership research conducted at the unit/team level, despite the rhetoric that the main aim of leadership is in the collaborative domain, as well as the impact of leaders on emotional constructs and motivational or ‘extra-role’ behaviours. Findings – The LPC is a predictive model that comprises three dependent variables (fulfillment of expectations, trust and fairness) – which constitute the health of the contract or the leader’s integrity/credibility, and four dependent variables (affective commitment, satisfaction, discretionary effort and innovation), which constitute the ‘consequences of the contract’ or the leader’s impact. The LPC model complements previous models of transformational leadership and leader–member exchange theory and addresses various criticisms and recommendations made in literature. Originality/value – Frameworks such as authentic leadership, ethical leadership, moral leadership, spirituality and leadership each emphasise positive leader – follower relations. Taking into account the LPC and incorporating it into theory and practice should allow researchers to predict leadership effectiveness more completely and effectually than existing positive leadership approaches. The LPC model aims to enhance and refresh the value of effective and ethical leadership approaches that are emerging in response to the current socioeconomic landscape and leadership crises.

Psychological contracts for key employees

2017 ◽  
Vol 25 (4) ◽  
pp. 41-43
Keyword(s):  
Human Capital ◽  
Psychological Contract ◽  
Design Methodology ◽  
Reading Time ◽  
Psychological Contracts ◽  
Effective Management ◽  
Content Type ◽  
Pertinent Information ◽  
Employer Perspective ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings It is often stated that any organization’s most valuable asset is its workforce. Effective management of human capital is therefore crucial if the firm is to prosper. To this end, managers have an important part to play. A key feature of their role is to help entice, develop and retain talent. They additionally act as the company’s agent in establishing the psychological contract (PC) that is sometimes created between the employer and an individual worker. Psychological contracts reflect certain obligations the company makes to an employee. Managers act to facilitate these agreements that often involve both explicit and implicit pledges. Their profound understanding of the employer perspective makes them ideal for this function. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sub-administration: ideologies, myths and metaphors

2018 ◽  
Vol 21 (3) ◽  
pp. 140-149
Author(s):  
David John Farmer
Keyword(s):  
Public Administration ◽  
Business Model ◽  
Organization Theory ◽  
Design Methodology ◽  
Theory And Practice ◽  
American Business ◽  
Content Type ◽  
Post Modernism ◽  
Conceptual Paper ◽  
And Behavior

Purpose The purpose of this paper is to recommend that public administration (PA) theory and practice should become more sensitive to its sub-administration, and to suggest how this can be done. Design/methodology/approach This conceptual paper maintains that this sub-administration includes those ideologies, myths and metaphors that contribute like an unconscious in shaping (and misshaping) governmental policy and administration. Descriptions of the nature of ideologies, myths and metaphors are given, along with some examples of those that are harmful – such as the ideologies of the American Business Model and neo-liberalism. Findings PA should seek to engage and oppose such ideologies, myths and metaphors that are problematic – both those constructed within and without of PA itself. It is recommended that, for such analytical purposes, PA should turn toward post-traditional PA, including the insights of post-modernism and epistemic pluralism. Originality/value The concept of sub-administration is of significant utility both for PA theorists and practitioners in strengthening public administrative performance. The author has offered such and/or similar recommendations in earlier publications, including in the International Journal of Organization Theory and Behavior, 19 (1), 90-102: 2016.

Free will in social and psychological contracts

2016 ◽  
Vol 11 (2) ◽  
pp. 210-216 ◽  
Author(s):  
Denise M. Rousseau
Keyword(s):  
Social Sciences ◽  
Free Will ◽  
Everyday Life ◽  
Design Methodology ◽  
Psychological Contracts ◽  
Social Structures ◽  
Content Type ◽  
Social Contracts ◽  
Conceptual Paper ◽  
Practical Implications

Purpose The purpose of this paper is to examine the scientific standing of the concept of free will and its role and functioning in social and psychological contracts. It updates Rousseau (2012). Design/methodology/approach This is a conceptual paper. Findings Social structures that support the exercise of free will are central to the functioning of both social and psychological contracts. Research limitations/implications The paper contributes to the debate in the natural and social sciences regarding the existence and functioning of free will in everyday life. Practical implications Highlights the importance of the configuration of choices or options people have to promote expression of free will. Social implications Social contracts that support or provide attractive options are key to the expression of free will. Originality/value The paper contributes to the debate in the natural and social sciences regarding the existence and functioning of free will in everyday life.

Effects of early employment experiences on anticipated psychological contracts

2014 ◽  
Vol 43 (4) ◽  
pp. 553-572 ◽  
Author(s):  
Galit Eilam-Shamir ◽  
Erez Yaakobi
Keyword(s):  
Labor Market ◽  
Organizational Performance ◽  
Psychological Contract ◽  
Work Experience ◽  
Job Insecurity ◽  
Psychological Contracts ◽  
Theory And Practice ◽  
Negative Consequences ◽  
New Members ◽  
Content Type

Purpose – The purpose of this paper is to investigate how initial employment experiences of new entrants to the labor market, which results from changes in organizations employment practices affect individuals’ expectations from their future employers (their anticipatory psychological contracts and anticipated job insecurity) and to explore the implications of these effects for theory and practice. Design/methodology/approach – The paper focussed on four common experiences and tested the hypotheses about their effects using data collected by a relatively large survey among mature college students with work experience (n=1,164). Findings – Individuals who had been exposed to the experiences of being laid off, witnessing layoffs and having to accept reductions in pay or status held higher transactional and lower relational expectations from their future employers, in comparison with individuals who had not been exposed to such experiences. They also anticipated a higher level of job insecurity in their future employment. Practical implications – In order to mitigate the potential negative consequences of the phenomenon discovered on employee retention and organizational performance, organizations have to develop and implement specific HR practices to deal with cohorts of new members, who have been exposed to the employment experiences investigated. Of particular importance are orientation and socialization practices that address new recruits’ concerns and expectations, and exposing new members to training and learning experiences that increase their employability outside the organization. Originality/value – This is one of a few studies that documents empirically the (anecdotally based) claims about the effects of changes in the economic environment on individuals’ employment expectations and perhaps the first study to focus specifically on the effects of initial experiences of entrants to the labor market. It extends psychological contract research by focussing on the antecedants and formation of the psychological contract rather than on its consequences and on the anticipatory contract rather than on employees’ current psychological contracts.

The Kaizen Wheel – an integrated philosophical foundation for total continuous improvement

2018 ◽  
Vol 30 (4) ◽  
pp. 409-424 ◽  
Author(s):  
Chen Hua Chung
Keyword(s):  
Conceptual Framework ◽  
Design Methodology ◽  
Empirical Studies ◽  
Philosophical Foundation ◽  
Traditional Values ◽  
Content Type ◽  
Big Picture ◽  
Solid Foundation ◽  
Conceptual Paper ◽  
Practical Implications

Purpose The purpose of this paper is to present an integrated philosophical foundation for Kaizen. Design/methodology/approach The study is based on triangulation (and integration) of six philosophies: the Traditional Values, the Process-Oriented Philosophy, Edification, Completeness, Improving Perfection and True-Mindfulness. In addition, the Power of One integrates these philosophies into one solid foundation for Kaizen. Findings A framework, called The Kaizen Wheel, is created to represent the integrated philosophical foundation for Kaizen. It shows the big picture and the close knit of the six philosophies for facilitating Kaizen. It also suggests that Kaizen can serve as a new philosophical paradigm for the unification of action and knowledge. Research limitations/implications Although empirical contents are implicitly embedded in each of the six philosophies, the paper’s main contribution is to provide a conceptual framework for the integration of Kaizen philosophies. Since this is a conceptual paper, further research and more empirical studies will help facilitate the understanding and practices of Kaizen. Practical implications The Kaizen Wheel provides a big picture of the Kaizen philosophies. It is a useful mechanism for practitioners to review their own values so as to provide guidelines for not only their thoughts and behaviors regarding Kaizen activities, but also the design and implementation of Kaizen programs. Originality/value This is an original paper. It provides a valuable conceptual framework for providing an integrated foundation for Kaizen research and practice.

scholarly journals Millennial cultural consumers: co-creating value through brand communities

2014 ◽  
Vol 4 (1/2) ◽  
pp. 119-135 ◽  
Author(s):  
Sue Vaux Halliday ◽  
Alexandra Astafyeva
Keyword(s):  
Design Methodology ◽  
Knowledge Development ◽  
Brand Community ◽  
Content Type ◽  
Brand Communities ◽  
Art And Culture ◽  
Managerial Implications ◽  
Community Theory ◽  
Conceptual Paper ◽  
Research Propositions

Purpose – The purpose of this paper is to conceptualise millennial cultural consumers (MCCs) to bring together strands of consumer theory with branding theory to consider how to attract and retain younger audiences in arts organisations. Within that the authors single out for attention how “brand community” theory might apply to MCCs. Design/methodology/approach – This paper is a conceptual paper that reviews and comments on concepts relevant to helping arts organisations develop strategies to attract and retain younger consumers in their audiences. Findings – Thoughtful conceptual insights and four research propositions for further work by academics and/or practitioners on Millennials and the art and culture world are derived from this review and commentary. Managerial implications are also drawn out. Originality/value – This paper contributes to the knowledge development of such concepts as value and brand communities. It also provides an explanation of these concepts conncecting academic thought on value with pressing management challenges for arts organisations, suggesting ways to apply brand community thinking to innovatiely conceptualised MCCs.

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