What Drives Product Return Behavior in E-Commerce? The Moderating Effect of Cultural Values

2016 ◽  
Vol 2016 (1) ◽  
pp. 12657
Author(s):  
Jingnan Zhu ◽  
Malte Hans ◽  
Anna-Christina Fredershausen
2009 ◽  
Vol 73 (3) ◽  
pp. 35-51 ◽  
Author(s):  
J. Andrew Petersen ◽  
V. Kumar

The firm–customer exchange process consists of three key parts: (1) firm-initiated marketing communications, (2) customer buying behavior, and (3) customer product return behavior. To date, the literature in marketing has largely focused on how marketing communications affect customer buying behavior and, to some extent, how past buying behavior affects a firm's decisions to initiate future marketing communications. However, the literature on product returns is sparse, especially in relation to analyzing individual customer product return behavior. Although the magnitude of the value of product returns is known to be high ($100 billion per year), how it affects customer buying behavior is not known because of a lack of data availability and understanding of the role of product returns in the firm–customer exchange process. Given that product returns are considered a hassle for a firm's supply chain management and a drain on overall profitability, it is important to study product return behavior. Thus, the authors empirically demonstrate the role of product returns in the exchange process by determining the exchange process factors that help explain product return behavior and the consequences of product returns on future customer and firm behavior. In addition, the authors demonstrate that product returns are inevitable but by no means evil.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fenika Wulani ◽  
Marliana Junaedi

PurposeThis study investigates the relationship between passive leadership and deviant behaviors targeted to supervisors (supervisor-directed deviance) and coworkers (interpersonal deviance), and the moderating effect power distance and collectivism have on these relationships.Design/methodology/approachThis study uses a survey questionnaire. Respondents were 310 non-managerial employees working in various industries in Surabaya, Indonesia. This study uses partial least squares structural equation modeling (PLS-SEM) to examine hypotheses.FindingsThis study indicates that passive leadership has a positive relationship with supervisor-directed deviance, but not with interpersonal deviance. Moreover, power distance moderates these relationships. Additionally, the findings show that collectivism moderates the relationship between passive leadership and interpersonal deviance, but not with supervisor-directed deviance.Practical implicationsManagers need to be aware of the roles and responsibilities of their positions and understand their subordinates' expectations, specifically related to their cultural values.Originality/valueFew studies have investigated the relationship between passive leadership and deviant behaviors, especially those directed at supervisors and coworkers. Also, there is little study that explored the role of cultural values in these relationships. The present study provides new insight regarding the moderating role power distance and collectivism have in the relationship between passive leadership and deviant behaviors.


Author(s):  
Youngkeun Choi

Researchers generally believe that organizational control can deter employees' information security deviant behaviors. However, these relationships are not always observed. Based on the cognitive appraisal theory, this study extends the content domain of information security research by examining the moderating effect of power distance orientation, a kind of cultural value, on these relationships. In the results, first, the severity of penalty and the certainty of detection decreases employees' computer abuse. Second, employee power distance orientation moderates the relationships of the severity of penalty with employee computer abuse, such that the negative relationships are stronger for employees with higher power distance orientation. The findings suggest the deterrent function of cultural values employees hold in organizational behavior.


2013 ◽  
Vol 3 (4) ◽  
pp. 1
Author(s):  
Younes Daryoush ◽  
Abu Daud Silong ◽  
Zohara Omar ◽  
Jamilah Othman

A main point of this study was that successful workplace learning is depended on workplace environment and its relationship with job performance will be improved in certain organizational culture values and practices. We hypothesized that the relationship between formal, informal and incidental workplace learning with task and contextual performance would be higher in result-oriented cultures. These two hypotheses were supported. We further hypothesized and found support that workplace learning and task performance relationships are stronger in combined outcome- and innovation-oriented cultures. Our results indicate that these two cultural values complement each other in facilitating positive outcomes for workplace learning.


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