scholarly journals Unintended Effects of Advertising: An Updated Qualitative Review

2020 ◽  
Vol 8 ◽  
pp. 1-16
Author(s):  
Jie Xu ◽  
Keyword(s):  
Job Performance ◽  
Time Lapse ◽  
Strategic Communication ◽  
Theory And Practice ◽  
Levels Of Analysis ◽  
Future Research ◽  
Unintended Effects ◽  
Systematic Effort ◽  
Content Specificity ◽  
Thematic Review

Like most strategic communication efforts, advertising produces both intended and unintended effects. However, there has been little systematic effort to synthesizing the unintended effects of advertising. This paper attempt to fill the gap in the literature. A thematic review was conducted to review the dimensions, types, and theories concerning the unintended effects of advertising. Variations of unintended effects in valence, levels of analysis, time lapse, content specificity, and audience types were discerned, on the basis of which a typology of nine unintended effects was proposed, including confusion, materialism, idealization, stereotypes, boomerang, violence, creativity, job performance and economic growth. The implications and directions for future research were discussed. It is hoped that the conceptual dimensions and types of unintended effects presented in this paper will serve as an evolving framework for endeavors to enhancing the theory and practice of advertising.

scholarly journals Contextual and Task Performance: Do Demographic and Organizational variables matter?

2019 ◽  
Vol 13 (2) ◽  
pp. 30-42 ◽  
Author(s):  
Namrita Kalia ◽  
Bhawana Bhardwaj
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Research Work ◽  
Hotel Industry ◽  
Theory And Practice ◽  
Future Research ◽  
Content Type ◽  
Organizational Variables ◽  
Hotel Employees ◽  
And Task

Purpose Improving employee’s performance has always remained an area of concern in the hospitality industry where employees’ performance is related to customers’ satisfaction. The inadequacy of research work on demographics and organization variables’ influence on contextual and task performance has led to present research. Thus, the purpose of this study is to identify role of demographic and organizational variables in affecting contextual and task performance of hotel employees. Design/methodology/approach Data was collected from a sample of 350 hotel employees. The research is based on primary data and a structured questionnaire. Findings Task performance of employees increases with the age but contextual performance improves up to 40-50 years and then remains constant. Low salaries and job insecurity affected the performance of employees. A change of designation alone, without a corresponding increase in pay, did not enhance the performance of the employees. The type and size of the organization significantly affect job performance. Research limitations/implications The study is a contribution to the theory and practice of employee management and improving employee’s performance. Factors affecting contextual and task performance have been identified. Future research can be conducted based on this study. Practical implications The study has highlighted the significant effect of demographic variables, organizational variables on contextual and task performance of hotel employees. The hotel industry plays an important role in economic development of a country. The study is practically helpful for hotel industry to understand what demographical and organizational variables can be considered to enhance employee’s performance. Originality/value Previous literature has lacked in identifying factors, which can affect the contextual and task performance of hotel employees. The paper is contributing to the existing body of knowledge related to employees’ performance. The managers of hotel industry can use outcome of this research to improve job performance of the employees. Findings open new avenues for future research.

scholarly journals Linking Pay Level to Interactional Justice as a Determinant of Personal Outcomes

2009 ◽  
Author(s):  
Azman Ismail ◽  
Mohd Noor Mohd Shariff
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Human Resource Development ◽  
Interactional Justice ◽  
Theory And Practice ◽  
Mediating Effect ◽  
Future Research ◽  
Job Commitment ◽  
Development Literature ◽  
The Relationship

Human resource development literature highlights that pay level is a crucial compensation design issue. The ability of the management to properly design the level of pay according to external and internal organisational factors may have a significant impact on personal outcomes, i.e. job satisfaction, job commitment, and job performance. More importantly, a thorough review of such relationships revealed that effect of pay level on personal outcomes is indirectly affected by feelings of interactional justice. Although the nature of this relationship is interesting, little is known about the influence of interactional justice in compensation programme models. Therefore, this study was conducted to measure the mediating effect of interactional justice in the relationship between pay level and personal outcomes. A survey research method was used to gather 917 usable questionnaires from employees who have worked in Malaysian institutions of higher learning. The outcomes of stepwise regression analysis showed three important findings: firstly, the relationship between interactional justice and pay level would increase job satisfaction. Secondly, the relationship between interactional justice and pay level would increase job commitment. Third, relationship between interactional justice and pay level would increase job performance. This result confirmed that interactional justice does act as a full mediating variable in the pay system model of the organisation sample. In addition, the implications of this study on compensation theory and practice, conceptual and methodological limitations, and directions for future research are discussed.  

What Can We Learn About Research on Parental Involvement in School? Bibliometric and Thematic Analyses of Academic Journals

2021 ◽  
pp. 004208592110179
Author(s):  
Audrey Addi-Raccah ◽  
Paola Dusi ◽  
Noa Seeberger Tamir
Keyword(s):  
Parental Involvement ◽  
Knowledge Base ◽  
Bibliometric Analysis ◽  
Future Research ◽  
Journal Articles ◽  
Academic Journals ◽  
Thematic Review

We present an empirical overview of current research in the area of parental involvement (PI) based on a bibliometric analysis of 544 articles published between 2014 and 2018, and a thematic review of 39 of the Q1-journal articles in the sample, which contributed to a more detailed illustration of the knowledge base of PI research. The findings reveal an ongoing increase in the intensity of research in five distinct foci. The research is shown to be largely urban- and US-centric and dominated by diverse psychological and sociological perspectives. Implications and avenues for future research have been suggested.

scholarly journals An fMRI investigation of the relations between Extraversion, internalizing psychopathology, and neural activation following reward receipt in the Human Connectome Project sample

2020 ◽  
Vol 3 ◽  
Author(s):  
Courtland S. Hyatt ◽  
Emily S. Hallowell ◽  
Max M. Owens ◽  
Brandon M. Weiss ◽  
Lawrence H. Sweet ◽  
...  
Keyword(s):  
Personality Traits ◽  
Personality Trait ◽  
Factor Model ◽  
Five Factor Model ◽  
Effect Sizes ◽  
Levels Of Analysis ◽  
Future Research ◽  
Neural Activation ◽  
Internalizing Psychopathology ◽  
Human Connectome Project

Abstract Quantitative models of psychopathology (i.e., HiTOP) propose that personality and psychopathology are intertwined, such that the various processes that characterize personality traits may be useful in describing and predicting manifestations of psychopathology. In the current study, we used data from the Human Connectome Project (N = 1050) to investigate neural activation following receipt of a reward during an fMRI task as one shared mechanism that may be related to the personality trait Extraversion (specifically its sub-component Agentic Extraversion) and internalizing psychopathology. We also conducted exploratory analyses on the links between neural activation following reward receipt and the other Five-Factor Model personality traits, as well as separate analyses by gender. No significant relations (p < .005) were observed between any personality trait or index of psychopathology and neural activation following reward receipt, and most effect sizes were null to very small in nature (i.e., r < |.05|). We conclude by discussing the appropriate interpretation of these null findings, and provide suggestions for future research that spans psychological and neurobiological levels of analysis.

Multiple foci of commitment and employee silence: A role theory perspective

2021 ◽  
pp. 239700222199255
Author(s):  
Si Qian ◽  
Bert Schreurs ◽  
IM “Jim” Jawahar
Keyword(s):  
Role Theory ◽  
Career Commitment ◽  
Moderated Mediation ◽  
Theory And Practice ◽  
Future Research ◽  
Working Adults ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Employee Silence ◽  
Role Conceptualization

Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framework of role theory, we investigated the mediating role of voice role conceptualization in the relationship between multiple foci of commitment and employee silence and whether this mediation was moderated by perceptions of organizational politics. Data collected from 437 working adults from United States and China were used to test our moderated mediation model. Results indicated support for mediation and moderated mediation for the team commitment and silence relationship through its impact on voice role conceptualization, controlling for career commitment, and organizational commitment. We discuss implications of results for theory and practice, and offer suggestions for future research.

scholarly journals Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

2021 ◽  
Vol 13 (9) ◽  
pp. 5104
Author(s):  
Aram Eslamlou ◽  
Osman M. Karatepe ◽  
Mehmet Mithat Uner
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Job Embeddedness ◽  
Performance Outcomes ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Creative Performance ◽  
The Impact

An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.

Microbrook, Mesobrook, Macrobrook

2019 ◽  
Vol 2 (4) ◽  
pp. 245-253 ◽  
Author(s):  
Sebastian Jilke ◽  
Asmus Leth Olsen ◽  
William Resh ◽  
Saba Siddiki
Keyword(s):  
Problem Solving ◽  
Public Administration ◽  
Theory And Practice ◽  
Levels Of Analysis ◽  
Explicit Characterization ◽  
Methodological Perspective ◽  
Level Of Analysis ◽  
Effective Problem

Abstract This article assesses the field of public administration from a conceptual and methodological perspective. We urge public administration scholars to resolve the ambiguities that mire our scholarship due to the inadequate treatment of levels of analysis in our research. Overall, we encourage methodological accountability through a more explicit characterization of one’s research by the level of analysis to which it relates. We argue that this particular form of accountability is critical for effective problem solving for advancing theory and practice.

Concluding Thoughts and Challenges

2011 ◽  
Vol 25 (3) ◽  
pp. 569-575 ◽  
Author(s):  
Michael J. Palenchar
Keyword(s):  
Public Relations ◽  
Strategic Communication ◽  
Theory And Practice ◽  
Issues Management ◽  
Special Issue ◽  
Organizational Rhetoric ◽  
Management Communication ◽  
Stakeholder Interests ◽  
Self Interest ◽  
Socially Relevant

This special issue of Management Communication Quarterly mines the rhetorical heritage to explore the challenges facing those who engage in and critique external organizational rhetoric, setting its sights on helping organizations make society a better place to live. Toward this end, rhetoric focuses on strategic communication influences that at their best result from or foster collaborative decisions and cocreated meaning that align stakeholder interests. This special issue demonstrates the eclectic and complex theories, applied contexts, and ongoing arguments needed to weave the fabric of external organizational communication. Over the years, Robert Heath and others have been advocates for drawing judiciously on the rhetorical heritage as guiding foundation for issues management and public relations activities. Rather than merely acknowledge the pragmatic or utilitarian role of discourse, this analysis also aspires to understand and champion its application to socially relevant ends. In that quest, several themes stand out: (a) In theory and practice external organizational rhetoric weighs self-interest against others’ enlightened interests and choices; (b) organizations as modern rhetors engage in discourse that is context relevant and judged by the quality of engagement and the ends achieved thereby; and (c) in theory and practice external organizational rhetoric weighs relationship between language that is never neutral and the power advanced for narrow or shared interests.

Central government patronage, donor aid, and budget performance in local government: testing a mediation effect

2016 ◽  
Vol 28 (2) ◽  
pp. 139-170 ◽  
Author(s):  
Paul Onyango-Delewa
Keyword(s):  
Local Government ◽  
Fiscal Federalism ◽  
Central Government ◽  
Research Direction ◽  
Theory And Practice ◽  
Mediation Effect ◽  
Future Research ◽  
Future Research Direction ◽  
Mixed Methods Design ◽  
Donor Agencies

Drawing on network and fiscal federalism theories, we investigated central government patronage and donor aid as antecedents of budget performance in local government (LG). A mixed methods design with data collected from 18 LGs, two ministries, and four donor agencies in Uganda was employed. Results revealed that both central government patronage and donor aid predict budget performance. Moreover, autonomy does not mediate the interactions as initially hypothesized. Implications for theory and practice are discussed and future research direction is provided.

The Oxford Handbook of Organizational Change and Innovation

2021 ◽  
Keyword(s):  
Organizational Change ◽  
Social Economic ◽  
Organization Change ◽  
Theory And Practice ◽  
Organizational Characteristics ◽  
Future Research ◽  
Processes Of Change ◽  
Population Demographics ◽  
Sequence Of Events ◽  
Stakeholder Needs

Organizational change and innovation are central and enduring issues in management theory and practice. The need to understand processes of organization change and innovation has never been greater in order to respond to dramatic changes in population demographics, technology, stakeholder needs, competitive survival, and social, economic, environmental, health, and sustainability concerns. These concerns call for a better understanding of managing organization change and innovation. Why and what organizations change is generally well known; how organizations change is the central focus of this handbook. It focuses on processes of change, or the sequence of events in which organizational characteristics and activities change and develop over time, and the factors that influence these processes, with the organization as the central unit of analysis. Across the diverse and wide-ranging contributions, three central questions evolve: what is the nature of change and process; what are the key concepts and models for understanding organization change and innovation; and how we should study change and innovation. This handbook presents critical evolving scholarship and explores its implications for future research and practice on organizational change and innovation.

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