How to enhance solvers’ continuance intention in crowdsourcing contest

2019 ◽  
Vol 44 (1) ◽  
pp. 238-257 ◽  
Author(s):  
Meng-Meng Wang ◽  
Jian-Jun Wang ◽  
Wan-Ning Zhang
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Least Squares Method ◽  
Mediating Effect ◽  
Continuance Intention ◽  
Content Type ◽  
Fairness Perception ◽  
Underlying Mechanisms ◽  
Partial Least Squares Method ◽  
Crowdsourcing Contest

Purpose The purpose of this paper is to explore the underlying mechanisms through which interactivity and fairness perception impart influence on solvers’ continuance intention in crowdsourcing contest settings. Design/methodology/approach On basis of self-determination theory and social exchange theory, this study focuses on the mediating roles of motivation and platform trust to explain the underlying influence processes of interactivity and fairness perception on continuance intention. A sample of 306 solvers was obtained from an online crowdsourcing platform through two separated surveys. The hypotheses were tested using the partial least squares method and bias-corrected bootstrapping method. Findings The empirical results indicate that motivation and platform trust together fully mediate the effect of interactivity on continuance intention, and the effect of fairness perception on continuance intention is also fully mediated by motivation and platform trust. While motivation is found to have a stronger mediating effect than platform trust does. Originality/value This study contributes to the crowdsourcing research by figuring out the pathway through which interactivity and fairness perception influence solvers’ continuance intention.

What makes users willing or hesitant to use Fintech?: the moderating effect of user type

2018 ◽  
Vol 118 (3) ◽  
pp. 541-569 ◽  
Author(s):  
Hyun-Sun Ryu
Keyword(s):  
Least Squares Method ◽  
Original Data ◽  
The Novel ◽  
Continuance Intention ◽  
Content Type ◽  
Factors Affecting ◽  
Proposed Model ◽  
Negative Effect ◽  
Partial Least Squares Method ◽  
Benefit And Risk

Purpose The purpose of this paper is to better understand why people are willing or hesitant to use Financial technology (Fintech) as well as to determine whether the effect of perceived benefits and risks of continuance intention differs depending on user types. Design/methodology/approach Original data were collected via a survey of 243 participants with Fintech usage experience. The partial least squares method was used to test the proposed model. Findings The results reveal that legal risk had the most negative effect on the Fintech continuance intention, while convenience had the strongest positive effect. Differences in specific benefit and risk impacts are found between early and late adopters. Originality/value This empirical study contributes to the novel understanding of the benefit and risk factors affecting the Fintech continuance intention.

Instrumental ties or expressive ties? Impact mechanism of supervisor–subordinate ties based on enterprise social media on employee performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Changyu Wang ◽  
Tianyu Yuan ◽  
Jiaojiao Feng
Keyword(s):  
Social Media ◽  
Job Performance ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Employee Performance ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Positive Role ◽  
Content Type ◽  
Enterprise Social Media

PurposeThe purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.Design/methodology/approachDrawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.FindingsThe results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.Originality/valueOur findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.

How vendor capabilities impact IT outsourcing performance

2019 ◽  
Vol 32 (2) ◽  
pp. 325-344 ◽  
Author(s):  
Meng-Meng Wang ◽  
Jian-Jun Wang
Keyword(s):  
Indirect Effect ◽  
Least Squares Method ◽  
It Outsourcing ◽  
Learning Capability ◽  
Content Type ◽  
Positive Effects ◽  
Moderated Mediation Model ◽  
Underlying Mechanisms ◽  
Internal Integration ◽  
Partial Least Squares Method

Purpose The purpose of this paper is to explore the underlying mechanisms through which integration capability and learning capability influence IT outsourcing performance from vendor’s perspective. Design/methodology/approach This paper develops a moderated mediation model to explain the underlying influence processes of integration capability and learning capability on vendor’s performance. A sample of 237 vendor firms was obtained from China through two separated surveys. The hypotheses were tested with the partial least squares method and bias-corrected bootstrapping method. Findings The empirical results indicate that external integration capability (EIC) mediates the effect of internal integration capability (IIC) on vendor outsourcing performance, and the relationship between EIC and vendor performance is positively moderated by learning capability, while learning capability has a negative moderating effect on the link between IIC and vendor performance. Further, the conditional indirect effect is suggested. The indirect effect of IIC on vendor performance through EIC becomes non-significant when learning capability is low. Originality/value This study highlights the counterintuitive notion that learning capability may not always have uniformly positive effects and figure out the mechanism through which integration capability and learning capability can effectively improve IT outsourcing performance.

The role of relational norms in linking inter-partner learning and IT co-sourcing performance

2019 ◽  
Vol 33 (1) ◽  
pp. 230-250
Author(s):  
Shu-Mei Hsu ◽  
Tzu-Chuan Chou ◽  
Gwo-Guang Lee ◽  
Ren Zong Kuo
Keyword(s):  
Social Exchange ◽  
Strategic Alliances ◽  
Least Squares Method ◽  
Exchange Process ◽  
Mediating Effect ◽  
Content Type ◽  
Relational Norms ◽  
Collaborative Behavior ◽  
Common Goals ◽  
Process Perspective

PurposeThe purpose of this paper is to identify the antecedent factors that foster and sustain the development of relational norms from a social exchange process perspective and articulates the mediating effect of relational norms on the relationship between inter-partner learning (IL) and IT co-sourcing performance.Design/methodology/approachA total of 197 usable questionnaires were returned from 1,000 Taiwan enterprises. Results from a partial least squares method supported the hypothesis that relational norms serve as dependent variable (to IL) and independent (mediating) variable (to IT co-sourcing performance).FindingsThe empirical results show that IL positively effects partnership identity and collaboration, while both significantly mediate the effects of IL on IT co-sourcing performance.Research limitations/implicationsThe research implications confirm that the relational norms which IT co-sourcing parties must include both attitudes and behavior simultaneously, and that IT co-sourcing will not produce good performance without both parties developing shared attitudes and collaborative behavior.Practical implicationsRelational norms can play a critical mediation role to help ensure that both parties reach their common goals successfully and prevent the risk of their effort to cooperate together falling apart. Therefore, project managers have to take account of the importance of relational norms on inter-organizational cooperation or strategic alliances.Originality/valueThis study creates opportunities for further cross-disciplinary studies of inter-firm co-sourcing project especially with regard to relational norms and knowledge sharing.

Perceived human resource management and presenteeism

2019 ◽  
Vol 11 (2) ◽  
pp. 110-130 ◽  
Author(s):  
Amlan Haque ◽  
Mario Fernando ◽  
Peter Caputi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Full Time ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.Design/methodology/approachUsing social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.FindingsThe results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.Practical implicationsThis paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.Social implicationsForm the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.Originality/valueThis paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.

Individual and managerial predictors of the different forms of employee voice

2019 ◽  
Vol 38 (7) ◽  
pp. 582-603 ◽  
Author(s):  
Ela Unler ◽  
Sibel Caliskan
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Employee Voice ◽  
Voice Behavior ◽  
Content Type ◽  
Speak Up ◽  
Management Attitude

Purpose Analysis of employee voice has focused on the reasons and managerial issues regarding the available environment to speak up. The purpose of this paper is to understand the effect of management attitude on employee voice with the mediating effect of individual’s perceived psychological safety (PPS). Besides, the role of job satisfaction (JS) and being individualist/collectivist as moderators over the effect of psychological safety on employee voice are analyzed. Design/methodology/approach The authors constructed a framework based on Maynes and Podsakoff’s (2014) view that identifies four different types of voice behavior (supportive, constructive, defensive and destructive). In total, 286 questionnaires were collected from employees working in telecommunication industry. Findings Based on analysis, positive management attitude facilitates supportive and constructive voice (CV) and reduces destructive voice (DESV). PPS mediates the relationship with management attitude and DESV. JS level facilitates supportive CV and reduces DESV. Collectivism level of employees moderates PPS and DESV. Path analysis results showed a similar model for mediation effect of safety, and showed a better model fit and explanation for trust mediation between LMX and supportive, constructive and DESV. Supported assumptions would be discussed-based social exchange theory and signaling theory. Research limitations/implications The sample is relatively small which limits the external validity of the findings. Practical implications Results revealed the managerial attitude over employee voice through perceived work environment (psychological safety) and trust. Originality/value This study is one of the first that integrates not only constructive but also DESV into the model.

Effects of developmental HR practices on management innovation: a scenario experiment study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jie Huang ◽  
Chunyong Tang ◽  
Ting Deng
Keyword(s):  
Social Exchange ◽  
Resource Availability ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Mediating Effect ◽  
Management Innovation ◽  
Content Type ◽  
Hr Practices ◽  
Moderating Role

Purpose This research aims to examine the influence of developmental human resources (HR) practices on management innovation. Drawing on social exchange theory, this paper analyzes the mediating role of responsibility for change and the moderating role of resource availability. Design/methodology/approach The authors conducted a scenario experiment using a sample of 329 part-time MBA students from various Chinese companies in Southwest China, using analysis of variance and regression to examine the hypotheses. Findings The results find a positive relationship between developmental HR practices and management innovation and responsibility for change mediates this relationship. Moreover, it examines the moderating role of resource availability. Resource availability positively moderates the correlation between responsibility for change and management innovation and moderates the mediation effect of responsibility for change on the correlation between developmental HR practices and management innovation. Practical implications Organizations should enhance the actual use of developmental HR practices to ensure the provision of appropriate training and development opportunities for all levels of employees in a fair and equal environment. It is better to take up an individual approach when offering these practices. Organizations should provide enough resources for employees, such as financial, spatial and temporal, and ensure the fair distribution of these resources. Organizations should cultivate the responsibility for change of middle-senior managers who can serve as role models for subordinates. Originality/value This study broadens the research on developmental HR practices, confirming that it has a positive impact on management innovation. It also provides more insight into the “black box” of developmental HR practices affecting management innovation, namely, the mediating effect of responsibility for change. This study shows that resources are critical to understanding how developmental HR practices can contribute to management innovation through responsibility for change. Using social exchange theory, the research deduces the conditional indirect effect of the model and uses a scenario experiment method to conclude causality.

scholarly journals Leader Machiavellianism and follower silence

2019 ◽  
Vol 28 (3) ◽  
pp. 323-342
Author(s):  
Hakan Erkutlu ◽  
Jamel Chafra
Keyword(s):  
Higher Education ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Interpersonal Relationship ◽  
Psychological Distance ◽  
Mediating Effect ◽  
Content Type ◽  
Relational Identification ◽  
The Relationship

Purpose Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between leader Machiavellianism and employee’s quiescent silence. Specifically, the authors take a relational approach by introducing employee’s relational identification as the mediator. The moderating role of psychological distance in the relationship between leader Machiavellianism and quiescent silence is also considered. Design/methodology/approach Data were collected from nine universities in Turkey. The sample included 793 randomly chosen faculty members along with their department chairs. Hierarchical multiple regression analysis was conducted to test the proposed model. Findings The results of this study supported the positive effect of leader Machiavellianism on employee’s quiescent silence as well as the mediating effect of employee’s relational identification. Moreover, when the level of psychological distance is low, the relationship between leader Machiavellianism and quiescent silence is strong, whereas the effect is weak when the level of psychological distance is high. Practical implications The findings of this study suggest that educational administrators in the higher education should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce workplace silence. Moreover, they should pay more attention to the buffering role of psychological distance for those subordinates with high distrust and showing silence. Originality/value This study contributes to the literature on organizational silence by revealing the relational mechanism between leader Machiavellianism and employee quiescent silence. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust, increasing leader–employee relationship and reducing workplace silence.

Not all experiential consumers are created equals: the interplay of customer equity drivers on brand loyalty

2020 ◽  
Vol 54 (9) ◽  
pp. 2257-2286
Author(s):  
Pham Hung Cuong ◽  
Oanh Dinh Yen Nguyen ◽  
Liem Viet Ngo ◽  
Nguyen Phong Nguyen
Keyword(s):  
Social Exchange ◽  
Brand Equity ◽  
Brand Loyalty ◽  
Social Exchange Theory ◽  
Mediating Effect ◽  
Customer Equity ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Relationship Equity ◽  
Value Equity

Purpose This study aims to use social exchange theory and the principle of reciprocity in proposing a theoretical model to examine the essential but unexplored unique roles of individual customer equity drivers (CEDs) and their contribution to brand loyalty. This study identifies a reciprocity pathway in that brand equity, which mediates the linkage between relationship equity and brand loyalty. This study further posits that the linkage between relationship equity and brand equity is contingent on value equity. The authors then incorporate value equity as a moderator upon which the interrelationships among CEDs and brand loyalty may vary. Design/methodology/approach A sample consisted of 2,268 shoppers in a metropolitan city in Vietnam. Findings Relationship equity significantly determines brand loyalty through the moderating effect of value equity and the mediating effect of brand equity. Interestingly, these relationships are diverse across different experiential types of consumers. Research limitations/implications This study contributes to a better understanding of why and when value equity, brand equity and relationship equity trigger brand loyalty. Brand equity and value equity are the two underlying mechanisms that establish a moderated mediation model between CEDs and brand loyalty. The findings of this study show that experiential consumers are not created equals. The strength of the relationships between CEDs and brand loyalty differ among the five clusters of experiential consumers. Practical implications This study reveals the critical relationships between the three components of customer equity in the supermarket industry. The findings provide concrete direction for managers and marketers to be more effective in allocating resources, tailoring their marketing strategies and, accordingly, promoting brand loyalty of different types of consumers. Originality/value This study reveals the underlying modus operandi that explains the reciprocity effects of CEDs and the contingency role of brand experience on the CEDs–loyalty link. This study shows that brand equity fosters and sustains the reciprocity generated when consumers perceive a high level of relationship equity, serving as a mediator between relationship equity and brand loyalty. Importantly, value equity is an important moderator for strengthening this reciprocity effect. Furthermore, this study identifies a typology of experience-focussed consumers and shows that the CEDs–loyalty link significantly varies by these types of experiential appeal that characterise the consumers.

Consumer software piracy in virtual communities

2015 ◽  
Vol 25 (2) ◽  
pp. 317-334 ◽  
Author(s):  
Chia-ping Yu ◽  
Mei-Lien Young ◽  
Bao-Chang Ju
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Virtual Communities ◽  
Least Squares Method ◽  
Virtual Community ◽  
Software Piracy ◽  
Content Type ◽  
Consumer Marketing ◽  
Partial Least Squares Method ◽  
Sharing Behavior

Purpose – In consumer marketing literature, the ethical/moral components of consumer behavior have been recognized as important factors in individuals’ involvement in software piracy. However, there remains unanswered the question of which specific components are being referred to and how they explain consumer software piracy in the virtual knowledge-sharing community. This question is particularly unaddressed for those consumers who take the risks associated with piracy believing their acts to be taking from the haves (software producers) and giving to the have-nots. The paper aims to discuss this issue. Design/methodology/approach – In this research, the authors propose a synergistic model that adopts the perspective of heroism and social exchange, and test it with the data collected from a virtual community. To test the proposed research model, the authors investigated 489 subjects and examined the hypotheses by applying the partial least squares method. Findings – The findings show that the heroism construct has significant influence on sharing behavior in relation to cost factors, but not to benefit factors. Heroism stands out as the major construct in explaining sharing behavior. Thus, the research shows that the consumer software piracy present in the virtual knowledge-sharing community is a social behavior of exchange. Originality/value – Methodologically, the study proposes a new model for researchers and practitioners to understand consumer software piracy in the virtual community. Managerially, software producers should take it into consideration when formulating their product-pricing strategy, to ensure that software producers and the young can both win in the “buy or steal” war.

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