scholarly journals The Relationship Between Tenure and Outside Director Task Involvement: A Social Identity Perspective

2015 ◽  
Vol 44 (2) ◽  
pp. 445-469 ◽  
Author(s):  
Dennis B. Veltrop ◽  
Eric Molleman ◽  
Reggy Hooghiemstra ◽  
Hans van Ees
Keyword(s):  
Social Identity ◽  
Social Identification ◽  
Curvilinear Relationship ◽  
Outside Directors ◽  
Task Involvement ◽  
Outside Director ◽  
The Individual ◽  
The Relationship ◽  
Level Of Analysis ◽  
Director Task

Drawing from corporate governance research and social identity theory, the authors argue that the relationship between outside directors’ time in office and outside director task involvement is more complex than generally anticipated. By using a unique multisource data set composed of peer ratings provided by fellow outside directors rating a focal director’s task involvement, this study analyzes director task involvement at the individual director level of analysis. The authors propose and empirically demonstrate that outside director tenure has an inverted U-shaped relationship with outside director task involvement that is moderated by a director’s social identification with the organization. As such, the authors demonstrate that social identification with the organization provides a critical contingency for the curvilinear relationship between outside director tenure and outside director task involvement. Findings suggest that outside directors who socially identify with the organization are more likely to grow “stale in the saddle” at lower levels of tenure. These findings provide support for the merit of analyzing outside directors at the individual level of analysis and suggest that a “one-size-fits-all” approach may not be most appropriate in assessing the effects of tenure on outside director functioning.

When history perpetuates stereotypes and narratives: The burden of historical representations on well-being

2021 ◽  
Author(s):  
Raymond Boateng
Keyword(s):  
Social Identity ◽  
Well Being ◽  
Self Esteem ◽  
Social Identification ◽  
Potential Impact ◽  
Historical Representations ◽  
The Relationship ◽  
Harmful Effects

Previous research outlined that historical representations of different groups underlie stereotypes and prejudice. Considering the gap in the literature on historical representations and their potential impact on the well-being of Africans, we hypothesised that historical representations of Africans and perceptions of these representations among Africans (N = 225 in Europe relate to well-being outcomes in that population. Furthermore, we predicted that the relationship between historical representations and well-being is mediated by stereotype confirmation concerns and social identification. Consistent with our predictions, historical representations were associated with poorer well-being. Particularly, historical representations were related to increased anxiety and low self-esteem through their relationship with stereotype confirmation concerns. Social identity mitigated the harmful effects of historical representations on self-esteem. However, social identity did not mediate the association between historical representations and anxiety. Our findings highlight the effects of historical representations on well-being.

scholarly journals Pengaruh Identitas Sosial Dan Co-Creation Terhadap Niat Berperilaku Anggota Komunitas Online VW: Efek Moderasi Nostalgia

2016 ◽  
Vol 6 (2) ◽  
Author(s):  
Badri Munir Sukoco ◽  
Untung Teko TP
Keyword(s):  
Social Identity ◽  
Direct Effect ◽  
Customer Relationship Management ◽  
Indirect Effect ◽  
Behavioral Intentions ◽  
Relationship Management ◽  
Social Identification ◽  
Customer Relationship ◽  
The Relationship ◽  
Academic Implications

Developing relationships with customers through brand community is the recent tool for marketers for customer relationship management (CRM) program. The existence of a community, especially virtual, depends on the members’ participation as well as their recommendation to others. Previous studies indicate that members’ participation and recommendation depends on how deep is their identification toward the community. This article argues that social identification itself is not enough, unless the members engage in co-creation activities by exchanging knowledge with other members (co-consumption) and producers (co-production). Further, this article further argues that the effect of social identity on members’ co-creation and behavioral intentions will be moderated by their nostalgia proneness. We conducted survey among Volkswagen Indonesia CyberCommunity (VICC) members as one of the legendary brand in Indonesia. The results indicate that direct effect of social identity on members’ behavioral intentions is greater than indirect effect through co-creation. The moderating effect of nostalgia proneness is significant on the relationship between social identity and behavioral intentions, in which the effect is larger when members’ identification is low. Managerial and academic implications are further discussed in this paper. 

Corporate governance and turnaround: Evidence from Australia

2020 ◽  
Vol 45 (4) ◽  
pp. 549-578
Author(s):  
Seema Miglani ◽  
Kamran Ahmed ◽  
Darren Henry
Keyword(s):  
Institutional Ownership ◽  
Jel Classification ◽  
Board Independence ◽  
Outside Directors ◽  
Firm Level ◽  
Corporate Turnaround ◽  
Outside Director ◽  
Director Ownership ◽  
The Relationship ◽  
Matched Samples

We examine the relationship between ownership and outside director attributes and corporate turnaround outcomes using matched samples of 99 turnaround and 99 non-turnaround listed Australian firms during the 2004–2015 period. Based on agency theory principles, we propose that key shareholder groups (block ownership, director ownership, institutional ownership) and outside directors are related to firm-level turnaround outcomes, and particularly changes in these attributes across decline to turnaround periods. Our results provide evidence that turnaround and non-turnaround firms differ in terms of their ownership and board composition structures, and that changes in director ownership and the degree of board independence are important in determining the likelihood of turnaround success. JEL Classification: G33, G34, M40

scholarly journals When Servant Leaders Inspire Followers to Become Organizational Citizens? Empirical Evidence From Vietnam

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824401990018 ◽  
Author(s):  
Nguyen Phan Hanh Thao ◽  
Seung-Wan Kang
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Self Efficacy ◽  
Interactive Effects ◽  
Servant Leaders ◽  
Citizenship Behaviors ◽  
Individual Level ◽  
The Individual ◽  
The Relationship ◽  
Level Of Analysis

The purpose of this article is to contribute to the existing servant leadership literature, especially at the individual level of analysis in new settings, by examining the potential joint effects of servant leadership, dyadic duration, and job self-efficacy, with organizational citizenship behaviors (OCBs) as the dependent variable. We, after analyzing survey data from 148 leader–follower dyads collected from an engineering venture, find that dyadic duration is a significant moderator of the relationship between servant leadership and OCB. Furthermore, the moderating effect of dyadic duration on the relationship between servant leadership and OCB depends on job self-efficacy, such that the interaction effect is neutralized when job self-efficacy is high rather than low. The findings about interactive effects can provide useful information that will help to better deploy servant leadership in organizations to create positive follower outcomes.

Citizen-Initiated Contacting of Government Officials and Socioeconomic Status: Determining the Relationship and Accounting for It

1982 ◽  
Vol 76 (1) ◽  
pp. 109-115 ◽  
Author(s):  
Elaine B. Sharp
Keyword(s):  
Socioeconomic Status ◽  
Positive Relationship ◽  
Government Officials ◽  
Individual Level ◽  
Related Data ◽  
Sense Of Efficacy ◽  
The Individual ◽  
Relationship Of ◽  
The Relationship ◽  
Level Of Analysis

The topic of citizen-initiated contacting of government officials has received increasing attention, but research has yielded conflicting findings on the relationship of socioeconomic status to contacting behavior. Various studies find that the two are negatively, positively, parabolically, or negligibly related. Data are presented supporting the claim of a positive relationship, and reasons for the conflicting findings are explored. The need-awareness model, associated with the finding of a parabolic relationship between socioeconomic status and contacting at the aggregate level, is tested at the individual level of analysis. While the importance of the need and awareness factors is affirmed, the overall model is not supported. As with other modes of political participation, sense of efficacy is found to be an important predictor of contracting, but the positive relationship between socioeconomic status and contacting remains when efficacy is controlled.

When history perpetuates stereotypes and narratives: The burden of historical representations on the well-being of Africans living in Europe

2021 ◽  
Author(s):  
Raymond Boateng
Keyword(s):  
Social Identity ◽  
Well Being ◽  
Self Esteem ◽  
Social Identification ◽  
Potential Impact ◽  
Historical Representations ◽  
Mediational Role ◽  
The Relationship ◽  
Harmful Effects

Previous research outlined that historical representations of different groups underlie stereotypes and prejudice. Considering the gap in the literature on historical representations and their potential impact on well-being, this study tested hypotheses concerning historical representations of Africans (N = 225) in Europe in relation to well-being outcomes in that population. Furthermore, the study tested the mediational role of stereotype confirmation concerns and social identification in the relationship between historical representations and well-being. Consistent with the predictions, historical representations were associated with poorer well-being. Particularly, historical representations were related to increased anxiety and low self-esteem through their relationship with stereotype confirmation concerns. Social identity mitigated the harmful effects of historical representations on self-esteem. However social identity did not mediate the relationship between historical representations and anxiety. The findings highlight the effects of historical representations on well-being.

scholarly journals Exploring Dimensions of Corporate Social Performance as a Strategy for Attracting Quality Job Seekers

2019 ◽  
Vol 23 ◽  
Author(s):  
Aretha Mazingi ◽  
Olorunjuwon M Samuel
Keyword(s):  
Corporate Social Performance ◽  
Social Performance ◽  
Cultural Work ◽  
Job Seekers ◽  
Postgraduate Students ◽  
Individual Level ◽  
The Individual ◽  
Corporate Social ◽  
The Relationship ◽  
Level Of Analysis

The main objective of this paper is to explore job seekers’ perception of an organisation’s corporate social performance (CSP) credentials as a plausible consideration in the employment decision-making process as suggested by existing literature. Similarly, the paper provides a contextual extension of previous studies that were conducted in different cultural work environments. The paper developed a conceptual model based on a literature survey in order to achieve its objectives. A survey of 515 final year undergraduate and postgraduate students in a public university in Gauteng, South Africa, was conducted to empirically determine the relationship between various dimensions of CSP in relation to a job seeker’s attractiveness to an organisation. The economic responsibility dimension of CSP was found to have the greatest influence on organisational attractiveness to job seekers. Previous studies used organisational level as the unit of analysis in arriving at conclusions, without corresponding evidence at the individual level of analysis. Our analysis in this study was conducted at an individual level, thus filling an existing gap in the literature. This paper further extends the work of some previous scholars on job pursuit intention. The study is, however, limited by our assumption that all participants would enter the labour market immediately after graduation, without 

scholarly journals Proatividade: influência das condições para a criatividade considerando a mediação da autoeficácia para criar

2020 ◽  
Vol 13 (3) ◽  
pp. 602-624
Author(s):  
Heila Magali da Silva Veiga ◽  
Elaine Rabelo Neiva ◽  
Maria De Fátima Bruno-Faria
Keyword(s):  
Structural Equations ◽  
Mediating Effect ◽  
Convenience Sample ◽  
Individual Level ◽  
Manager Support ◽  
The Individual ◽  
Creative Self ◽  
Favorable Conditions ◽  
The Relationship ◽  
Level Of Analysis

The main goal of this study was to investigate the influence of the perception of favorable (manager support, challenging activities, strategy, coworkers, freedom, and physical environment) and unfavorable conditions (manager inadequate attitude, rules, and lack of time) for creativity upon the criterion variable, proactivity, taking into account the mediating effect of “Creative Self-Efficacy (CSE)”. A convenience sample of 297 participants from different organizations took part in this study and the model proposed was tested through the modeling of structural equations, employing the individual level of analysis. The findings have shown that all the dimensions of the aforementioned variable make a significant contribution to proactivity, with the highest contribution being the manager support. The mediating hypothesis has shown that CSE mediates the relationship between the favorable conditions for creativity (manager support, challenging activities, strategy, and coworkers) and proactivity, indicating that the influence of context in proactivity is maximized by CSE.

scholarly journals How to Think About Social Identity

2018 ◽  
Vol 21 (1) ◽  
pp. 239-257 ◽  
Author(s):  
Michael Kalin ◽  
Nicholas Sambanis
Keyword(s):  
Social Identity ◽  
Social Norms ◽  
Social Group ◽  
Social Identification ◽  
Social Identities ◽  
Mass Mobilization ◽  
Research Areas ◽  
Open Questions ◽  
Identity Based ◽  
The Relationship

What does it mean to identify with a social group? Are individuals’ group attachments tied to material or nonmaterial payoffs? What is the existing evidence for social identification due to nonmaterial payoffs? When do identities matter and for what sorts of behaviors? We highlight findings from several literatures in political science, ranging from voting and redistribution to violence and conflict, focusing on nonmaterial, identity-based motivations for behavior in these domains. Doing so allows us to draw out commonalities across research areas that are often held in isolation from one another and that frequently employ overlapping terminology. We summarize important findings and identify open questions; these questions include what the role played by elites is in shaping mass mobilization around identities and what the relationship is between social identities and social norms.

High-performance work systems and job performance: the mediating role of social identity, social climate and empowerment in Chinese banks

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timothy Bartram ◽  
Brian Cooper ◽  
Fang Lee Cooke ◽  
Jue Wang
Keyword(s):  
Social Identity ◽  
Job Performance ◽  
High Performance ◽  
Psychological Empowerment ◽  
Social Identification ◽  
Social Climate ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
The Relationship

PurposeDespite the utility of social identity and social climate theories in explaining individual and group behaviour within organizations, little research has been conducted on how these approaches interconnect to explain the way high-performance work systems (HPWSs) may increase job performance. This study extends one’s understanding of the human resource management (HRM)–performance relationship by examining the interconnections between these disparate social approaches within the Chinese banking context.Design/methodology/approachDrawing on a sample of 561 employees working across 62 bank branches in China, the authors test four hypotheses: (1) HPWS is positively related to social climate; (2) social climate mediates the relationship between HPWS and social identification; (3) psychological empowerment mediates the relationship between social identification and job performance; and (4) social climate, social identification and psychological empowerment sequentially mediate the relationship between HPWS and job performance. Data were collected over two waves and job (in-role) performance was rated by managers.FindingsThe authors confirm the four hypotheses. Social climate, social identification and psychological empowerment sequentially mediate the relationship between HPWS and job performance.Research limitations/implicationsThis study contains some limitations. First, the authors’ research sites were focussed on one main region in state-owned banks in China. Second, this study examined only one industry with a relatively homogeneous workforce (i.e. relatively young and highly educated employees).Practical implicationsHPWS may translate into individual performance through a supportive social climate in which staff identify themselves with their work team. This suggests that organizations should pay close attention to understanding how their HPWS system can foster a strong social climate to enhance employee identification at the work group level. Second, as the nature of work is becoming increasingly more complex and interdependent, enabling not just individuals but also work groups to function effectively, it is critical for departments and work groups to promote a collective understanding of HRM messages with shared values and goals.Originality/valueThis research contributes towards a more comprehensive understanding of the HRM–performance chain as a complex social process underpinned by social identity theory. The authors demonstrate that social identification and social climate both play an important role in explaining how HPWS positively affects psychological empowerment and subsequent job performance.

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