The Role of Perceived Risk in Engaging Customer and Employees for Value Creation in Services

2021 ◽  
pp. 097226292110225
Author(s):  
Ritu Srivastava ◽  
Diptiman Banerji ◽  
Priyanka Nema ◽  
Shubham Choudhary
Keyword(s):  
Employee Engagement ◽  
Value Creation ◽  
Perceived Risk ◽  
Organizational Outcomes ◽  
Customer Engagement ◽  
Future Research ◽  
Second Phase ◽  
Research Directions ◽  
Marketing Effectiveness ◽  
New Research

Value creation, customer engagement and employee engagement have emerged as important organizational outcomes for continued success. At the turn of the new decade, it is imperative to identify new research directions for these outcomes to improve the marketing effectiveness of organizations while keeping people at the centre of this pursuit. The present study is propelled by this motivation. The study started with the exploration of the relationship of customer and employee engagement in value creation, while limiting the scope to services. The extant literature has not studied the three together. The second phase of the study dwelled on identifying common links among the three to develop a conceptual model that brought the concepts of customer engagement, employee engagement and value creation together. Perceived risk was identified as the underlying phenomenon that connected all three to be part of a social system. A conceptual framework has been proposed for connecting perceived risk to customer engagement and employee engagement that would create value in service organizations. The study identifies future research directions for theory building and practice.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

2021 ◽  
pp. 097226292199986
Author(s):  
Robinson James
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Strong Predictor ◽  
Organizational Outcomes ◽  
Research Strategy ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

Job Apathy

2015 ◽  
Vol 25 (3) ◽  
pp. 484-501 ◽  
Author(s):  
Gordon B. Schmidt ◽  
Guihyun Park ◽  
Jessica Keeney ◽  
Sonia Ghumman
Keyword(s):  
Employee Engagement ◽  
The United States ◽  
Two Dimensions ◽  
Popular Media ◽  
Incremental Validity ◽  
Future Research ◽  
Research Directions ◽  
Personal Initiative ◽  
Future Research Directions ◽  
Practical Implications

Work anecdotes and popular media programs such as Office Space, The Office, and Dilbert suggest that there are a number of workers in the United States who feel a sense of apathy toward their workplace and their job. This article develops these ideas theoretically and provides validity evidence for a scale of job apathy across two studies. Job apathy is defined as a type of selective apathy characterized by diminished motivation and affect toward one’s job. A scale of job apathy was developed and data from a sample of currently or recently employed college students supported two dimensions: apathetic action and apathetic thought. Job apathy was found to be empirically distinct from clinical apathy, negative affectivity, cynicism, and employee engagement. Job apathy was also found to have incremental validity in the prediction of personal initiative, withdrawal, and organizational deviance. Practical implications and future research directions for job apathy are discussed.

Negotiations and the Future of Alliance Studies

2019 ◽  
pp. 169-180
Author(s):  
Paul Poast
Keyword(s):  
Explanatory Variable ◽  
Future Research ◽  
Military Force ◽  
Research Directions ◽  
The Core ◽  
Outside Options ◽  
Treaty Negotiations ◽  
The Future ◽  
New Research ◽  
Defense Cooperation

This concluding chapter summarizes the book's main claims and empirical findings, discussing the implications of these findings as well as directions for future research. At their heart, alliance treaties are about using military force. As such, war planning can be conceptualized as the core of alliance treaty negotiations. Equipped with this premise, the book argued that the key variable determining whether conditions are conducive to agreement is the compatibility of the participants' ideal war plans. These plans must be both operationally and strategically compatible. When war plan compatibility is low, the second key explanatory variable comes into play: the number of negotiation participants that have attractive outside options. The chapter then highlights how the arguments and evidence in the book indicate new research directions in four areas related to alliances: alliance treaty design, alliance reliability, NATO expansion, and the formation of defense cooperation agreements.

Retail Customer Engagement

2019 ◽  
pp. 1-26
Author(s):  
Andrea Moretta Tartaglione ◽  
Giuseppe Granata
Keyword(s):  
Literature Review ◽  
Bibliometric Analysis ◽  
Scientific Community ◽  
State Of The Art ◽  
Customer Engagement ◽  
Future Research ◽  
Research Directions ◽  
Study Results ◽  
Research Findings ◽  
Future Research Directions

Customer engagement is one of the most debated topics in marketing literature. The great interest of the scientific community resulted in a large amount of research on this topic making it difficult for scholars to understand how to really contribute to advance the research. Based on these considerations, this chapter aims to provide an overview of the research findings and trends of previous studies to guide the researcher to the most influential works, results, and issues that need more insights. In particular, this chapter offers a literature review on customer engagement and retail customer engagement using bibliometric analysis and scientific mapping study. Results show the most productive authors, most cited publications, most frequent words, and clusters of related words. The analysis provides a description of the state of the art of retail customer engagement and suggests future research directions.

Artificial Intelligence

2019 ◽  
pp. 13-22
Author(s):  
Steven Walczak
Keyword(s):  
Artificial Intelligence ◽  
Problem Solving ◽  
Future Research ◽  
Human Intelligence ◽  
Research Directions ◽  
Intelligent Machines ◽  
History Of ◽  
Future Research Directions ◽  
New Research

Artificial intelligence is the science of creating intelligent machines. Human intelligence is comprised of numerous pieces of knowledge as well as processes for utilizing this knowledge to solve problems. Artificial intelligence seeks to emulate and surpass human intelligence in problem solving. Current research tends to be focused within narrow, well-defined domains, but new research is looking to expand this to create global intelligence. This chapter seeks to define the various fields that comprise artificial intelligence and look at the history of AI and suggest future research directions.

scholarly journals Multifaceted Role of Job Embeddedness Within Organizations: Development of Sustainable Approach to Reducing Turnover Intention

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093487
Author(s):  
Imran Ahmed Shah ◽  
Tamas Csordas ◽  
Umair Akram ◽  
Amit Yadav ◽  
Hassan Rasool
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Job Embeddedness ◽  
Future Research ◽  
Employee Behavior ◽  
Research Directions ◽  
Mediating Role ◽  
Future Research Directions

This study aims to explore the significance of job embeddedness (JE) theory and practices to reducing employee turnover and then suggest future research directions. It also reviews the systematic development of JE theory and its relationship with different workplace theories. A comprehensive content analysis, including a systematic review of articles published between 2008 and 2018, is conducted to understand the extensive role of JE in the workplace. A total of 108 research papers published in various high-ranking journals are selected for further analysis. To identify the mediating role of JE in the service and manufacturing industry, most of the existing studies focus on turnover intention, organizational commitment, employee engagement, and job satisfaction. However, many other key areas, which can be linked to JE to understand and evaluate the theory of organizational and employee behavior, are ignored in the literature. In this study, a further understanding of JE is suggested to be expanded in accordance with various elements of organization and employee theories, such as job design, job burnout, and role performance. This study contributes to the literature by further expanding JE theory and proposing a comprehensive JE framework that researchers and practitioners can adopt in future research.

Organizational learning and Industry 4.0: findings from a systematic literature review and research agenda

2020 ◽  
Vol 27 (8) ◽  
pp. 2435-2457 ◽  
Author(s):  
Ricardo Belinski ◽  
Adriana M.M. Peixe ◽  
Guilherme F. Frederico ◽  
Jose Arturo Garza-Reyes
Keyword(s):  
Organizational Learning ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Future Research ◽  
Research Directions ◽  
Content Type ◽  
Future Research Directions ◽  
New Research

PurposeIndustry 4.0 has been one of the most topics of interest by researches and practitioners in recent years. Then, researches which bring new insights related to the subjects linked to the Industry 4.0 become relevant to support Industry 4.0's initiatives as well as for the deployment of new research works. Considering “organizational learning” as one of the most crucial subjects in this new context, this article aims to identify dimensions present in the literature regarding the relation between organizational learning and Industry 4.0 seeking to clarify how learning can be understood into the context of the fourth industrial revolution. In addition, future research directions are presented as well.Design/methodology/approachThis study is based on a systematic literature review that covers Industry 4.0 and organizational learning based on publications made from 2012, when the topic of Industry 4.0 was coined in Germany, using data basis Web of Science and Google Scholar. Also, NVivo software was used in order to identify keywords and the respective dimensions and constructs found out on this research.FindingsNine dimensions were identified between organizational learning and Industry 4.0. These include management, Industry 4.0, general industry, technology, sustainability, application, interaction between industry and the academia, education and training and competency and skills. These dimensions may be viewed in three main constructs which are essentially in order to understand and manage learning in Industry 4.0's programs. They are: learning development, Industry 4.0 structure and technology Adoption.Research limitations/implicationsEven though there are relatively few publications that have studied the relationship between organizational learning and Industry 4.0, this article makes a material contribution to both the theory in relation to Industry 4.0 and the theory of learning - for its unprecedented nature, introducing the dimensions comprising this relation as well as possible future research directions encouraging empirical researches.Practical implicationsThis article identifies the thematic dimensions relative to Industry 4.0 and organizational learning. The understanding of this relation has a relevant contribution to professionals acting in the field of organizational learning and Industry 4.0 in the sense of affording an adequate deployment of these elements by organizations.Originality/valueThis article is unique for filling a gap in the academic literature in terms of understanding the relation between organizational learning and Industry 4.0. The article also provides future research directions on learning within the context of Industry 4.0.

scholarly journals Sustainability in Heritage Wood Conservation: Challenges and Directions for Future Research

Forests ◽  
2021 ◽  
Vol 13 (1) ◽  
pp. 18
Author(s):  
Zarah Walsh-Korb
Keyword(s):  
Sustainable Development Goals ◽  
State Of The Art ◽  
Heritage Conservation ◽  
Future Research ◽  
Research Directions ◽  
Current State ◽  
The Future ◽  
Development Goals ◽  
Sustainable Conservation ◽  
New Research

Conserving the world’s cultural and natural heritage is considered a key contributor to achieving the targets set out in the United Nation’s Sustainable Development Goals, yet how much attention do we pay to the methods we use to conserve and protect this heritage? With a specific focus on wooden objects of cultural heritage, this review discusses the current state-of-the-art in heritage conservation in terms of sustainability, sustainable alternatives to currently used consolidants, and new research directions that could lead to more sustainable consolidants in the future. Within each stage a thorough discussion of the synthesis mechanisms and/or extraction protocols, particularly for bio-based resources is provided, evaluating resource usage and environmental impact. This is intended to give the reader a better understanding of the overall sustainability of each different approach and better evaluate consolidant choices for a more sustainable approach. The challenges facing the development of sustainable consolidants and recent research that is likely to lead to highly sustainable new consolidant strategies in the future are also discussed. This review aims to contribute to the ongoing discussion of sustainable conservation and highlight the role that consolidants play in truly sustainable heritage conservation.

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