Author Archive

Congratulations to Seigyoung Auh of Journal of Service Research!

October 20, 2014

_KKL9867We are delighted to congratulate Seigyoung Auh, winner of Journal of Service Research‘s Best Reviewer Award! Dr. Auh, kindly provided us with some information on his work:

Seigyoung’s research interests are in the areas of knowledge sharing/transfer in sales teams, frontline service employee extra role behavior, salesperson customer orientation diversity, sales team learning and conflict, service climate, service innovation, and service leadership.

His work has been published in journals such as Journal of Retailing, Journal of the Academy of Marketing Science, Journal of Service Research, Journal of Consumer Psychology, Sloan02JSR13_Covers.indd Management Review, International Journal of Research in Marketing, Marketing Letters, Journal of Personal Selling & Sales Management, Industrial Marketing Management, and Journal of Business Research, among others. Seigyoung has worked as a marketing scientist before entering academia where he has taught in Australia, Canada, and Korea, before joining Thunderbird.

He is currently the Associate Editor at Journal of International Marketing and European Journal of Marketing. He is also on the editorial boards of several journals including Journal of Service Research, International Journal of Advertising, Journal of Business Research, among others.

More information on this award can be found by clicking here.

In honor of this award, you can read the latest issue of Journal of Service Research free for the next 30 days! Click here to access the Table of Contents. Want to know about all the latest news and research from Journal of Service Research? Click here to sign up for e-alerts!

Video: Sarah Miller McCune and Daniel Kahneman Discuss Social and Behavioral Sciences

October 16, 2014

Are social and behavioral sciences receiving the respect they deserve in the US today? SAGE Founder and executive chairman Sara Miller McCune and Nobel Laureate Daniel Kahneman sat down to discuss this as well as the importance of interdisciplinary work in the sciences, how social science can enrich the development of public and social policy in the economic and political turmoil in world today, and the possibility of behavioral sciences in the White House. The pair also discussed Kahneman’s acceptance of the inaugural SAGE-CASBS Award. You can view their conversation below:

The second SAGE-CASBS Award will be presented at the 2014 Behavioral & Social Science Summit, run by the Center for Advanced Study in the Behavioral Sciences (CASBS) at Stanford University on November 8, 2014. For more information on the summit, click here.

A version of this post originally appeared on the SAGE Connection blog.

Journal of Service Research Invites Research on Health Service

October 15, 2014

medical-doctor-1314903-m Journal of Service Research is now accepting research for the upcoming special section entitled “Health Service Research: A Multidisciplinary Perspective,” which will publish in November of 2016! Editor Mary Jo Bitner will be joined by guest co-editors Tracey S. Danaher of Monash University, Australia and Andrew S. Gallan of DePaul University, USA for this section.

Scholars from both within and outside of business disciplines including marketing, management, information technology, economics, anthropology, design, education policy, health and public administration, psychology, public policy, social work, sociology and other related disciplines are invited to submit papers that examine the relationship between service and health care. All approaches (empirical, analytical, or conceptual) that create or extend theory in health service are welcome.

  • Examples of topics include, but are not limited to:
  • Service Innovation, Design, and Quality in Health Care Delivery
  • The Impact of Servicescapes in Health Services02JSR13_Covers.indd
  • New Service Models of Delivering Health Care
  • Front Line Employees and Service Provision in Health Care
  • A Network View of Health Care Services
  • Innovative Measurement and Metrics in Health Care Services
  • The Role of New Technologies in Providing Health Care Services (Electronic Medical Records, Health Information Technology, etc.)
  • Understanding the Patient Experience
  • Consumer Behavior in Health Services
  • Value Cocreation, Participation, and Engagement in Health Care Services
  • Methodological Breakthroughs in Health Service Research

Manuscripts are due May 15, 2015. For more information on this call, including how to submit, click here. Want news and notices like this from Journal of Service Research? Click here to sign up for e-alerts!

William J. Baumol on Social Responsibility

October 13, 2014

BAS_v50_72ppiRGB_powerpointRecently named by Thomson Reuters as one of the scholars predicted to be 2014 Nobel Laureate, William J. Baumol has led an active career as an American economic scholar. Dr. Baumol, now in his early nineties, is Harold Price Professor of Entrepreneurship and Academic Director of the Berkley Center for Entrepreneurship and Innovation at New York University, as well as Senior Economist and Professor Emeritus at Princeton University. He is the author of over 45 books. He recently wrote an article which appeared in Business and Society entitled “On the Appropriate Social Responsibilities of Successful Entrepreneurs.”

The abstract:

This article offers proposed guidelines intended to protect the public interest in relationship to the advocated social responsibilities of successful entrepreneurs. The author argues that the most effective approach, then, is not preaching about obligations but, rather, establishing financial incentives for doing well by doing good. One example is the U.S. patent system. Another is a redesigned tax system that uses imposts to make socially damaging activities expensive, while reducing the financial burden on virtuous behavior.

Click here to read “On the Appropriate Social Responsibilities of Successful Entrepreneurs” from Business and Society! Don’t forget to sign up for e-alerts and get all the latest news and research from Business and Society sent directly to your inbox!

Book Review: Will China Democratize?

October 10, 2014

bookChina_0In the shadow of the 25 year anniversary of the Tiananmen square crackdown, the recent Hong Kong protests have generated interest in how China will respond. Could China ever adopt a democratic government?

Andrew J. Nathan, Larry Diamond, and Marc F. Plattner. Will China Democratize? Baltimore, MD: The Johns Hopkins University Press, 2013. 311pp. $29.96.

You can read the recent review by Peter F. Eder of the World Future Society in the March 2014 edition of World Future Review:

Juntao Wang, describing what he calls a “gray transformation,” agrees with several other optimistic authors, including Harry Harding and Cheng Li, that democracy will [most likely?] evolve non-violently. Competition among divergent social interests and political factions will produce incremental progress toward strengthening civil society, place checks and balances among governmental agencies, and expand accountability as the standard of legitimacy. These authors all believe that changes that have already taken place are moving China toward a significant transition away from being a totalitarian state.

WFR_72ppiRGB_powerpointOther essayists are less optimistic. Andrew Nathan calls China’s system “resilient authoritarianism.” This view emphasizes the ruling party’s ability to carry out an orderly leadership succession, the increasingly meritocratic nature of political advancement within the CCP, and the creation of institutional safety valves for venting social discontent. A network of bureaucrats and entrepreneurs creates a bulkhead that contains changes unfavorable to the party.

Contributors such as Arthur Waldron, Gongxin Xiao, Bruce Gilley, and Minxin Pei offer complimentary views. Collectively they argue that, over time, internal power struggles, corruption, and burdensome authoritarianism will lead to inevitable but not predictable events and that a crisis will open the way to democracy.

You can read the rest of the review from World Future Review by clicking here. Want to read all the latest reviews and research from World Future Review? Click here to sign up for e-alerts!

Stewart Clegg on Relationships in Organizations

October 8, 2014

valentines-day-theme-1-1413274-mStewart Clegg, widely acknowledged as one of the most significant contemporary theorists of power relations, recently collaborated with Miguel Pina e Cunha, Arménio Rego, and Joana Story on their article “Powers of Romance: The Liminal Challenges of Managing Organizational Intimacy” from Journal of Management Inquiry.

The abstract:

Problematic organizational relationships have recently been at the core of highly visible media coverage. Most analyses of sexual relations in organizations have been, however, JMI_72ppiRGB_powerpointsimplistic and unidimensional, and have placed insufficient systematic emphasis on the role of governmentality in the social construction of organizational romance. In this article, we proceed in two theoretical steps. First, we elaborate a typology of organizational romance that covers different manifestations of this nuanced process. We think of these as organizational strategies of governmentality. Second, we elaborate and identify liminal cases that fall into the interstices of the four predominant ways of managing sexual relationships in organizations. We think of these as vases of liquid love and life that evade the border controls of regulation by governmentality. Finally, we relate these issues to debates about the nature of the civilizational process and suggest hypotheses for future research.

You can read “Powers of Romance: The Liminal Challenges of Managing Organizational Intimacy” from Journal of Management Inquiry for free by clicking here. Want to know about all the latest research like this from Journal of Management Inquiry? Click here to sign up for e-alerts!

Advances in Developing Human Resources Seeks Editor-in-Chief!

October 7, 2014

pencil-1269186-mAdvances in Developing Human Resources is currently welcoming applications for the position of Editor-in-Chief!

Published quarterly, each issue of Advances in Developing Human Resources is devoted to a different topic central to the development of human resources. The journal has covered subjects as wide-ranging and vital as performance improvement, action learning, on-the-job training, informal learning, work-life balance, career development and human resource development, leadership, and the philosophical foundations of HRD practice.

The term of office is three years, beginning in July 2015. A stipend is provided.

Desired qualifications for the position include:

  • A strong record of scholarly contribution to human resource development, reflected ADHR_72ppiRGB_powerpointin publication in scholarly journals and presentations at professional conferences
  • Experience as an editor, associate or assistant editor, or editorial review board member
  • Familiarity with Advances in Developing Human Resources – its mission and the audience it serves
  • A demonstrated ability to lead an editorial team, editorial board, and authors and reviewers
  • Excellent project management and organizational skills to ensure publication deadlines are met and quality is maintained
  • Evidence of support and commitment from the applicant’s institution – particularly in terms of release time and administrative support

Applications should include the following:

  • A letter of application that addresses how the candidate meets the desired qualifications
  • A current curriculum vita
  • A letter of institutional support (e.g., dean and/or provost)

The successful applicant will have an advanced degree in HRD or related field and be currently working in an HRD role in education, business, government, and/or community sectors. Demonstrated experience with the editorial process (as editor, associate editor or editorial board member) is preferred.

Please send completed applications to Kim McDonald by December 15, 2014.

All application materials and questions can be directed to:

Kimberly McDonald, Ed.D.
Editor-in-Chief, Advances in Developing Human Resources
Indiana-Purdue University Fort Wayne
Fort Wayne, IN 46805 click here.
Phone: 260-481-6418

More information about the journal can be found by clicking here. To view the Table of Contents of the most current issue of Advances in Developing Human Resources click here.

Want to be notified of all the latest news like this from Advances in Developing Human Resources? Click here to sign up for e-alerts!

Sign Up for Free Trial Month for SAGE Journals and SAGE Research Methods!

October 6, 2014

lonely-mouse-97152-mWe are excited to announce that for the entire month of October, you can get free access to both SAGE Journals and SAGE Research Methods! These award-winning tools and resources are designed to offer extensive research features, comprehensive access to robust scholarly content, and customization tools that allow researchers to refine and focus their research.

SJ_160x140SAGE Journals  is one of the largest and most powerful collections of social sciences, business, humanities, science, technical, and medical content in the world! It offers over 1.3 million scholarly articles for inquisitive minds to peruse from more than 750 journals.

SRM-Free-Trial-2014SAGE Research Methods is an award-winning tool designed to help researchers, faculty, and students create research projects and understand the methods behind them. This invaluable tool links together more than 770 research methods terms from an unprecedented variety of content—including books, journals, and reference resources.

This comprehensive offer is available to anyone with an active interest in learning! It’s only available until October 31, 2014 so click here to sign up today!

Book Review: The American Non-Dilemma: Racial Inequality without Racism

October 3, 2014

51pmw4BPGfL._SY344_BO1,204,203,200_The weather is getting cooler and it’s the perfect time to cozy up with a good book.

Nancy DiTomaso : The American Non-Dilemma: Racial Inequality without Racism. New York: Russell Sage Foundation, 2013. 432 pp. $42.50, paper.

You can read Standford University Professor Brian Lowery’s review from Administrative Science Quarterly‘s OnlineFirst section:

When I was in college, an organization of primarily young white men would periodically hold a bake sale. The point of these sales wasn’t to raise funds but to call attention to what the group saw as discrimination against whites on college campuses. The prices for their baked goods were meant to reflect this racial inequality. While I don’t remember the exact prices, here is an ASQ_v59n3_Sept2014_cover.inddapproximation: whites = $1.00, Asians = $.50, blacks and Latinos = free. I doubt they sold many cookies, but they did express their belief that whites were unfairly treated on college campuses. While most of their dismay was directed toward affirmative action policies, in my short conversations with members of this group, their concerns were not limited to affirmative action. They thought ethnic minorities were getting special treatment while whites were getting the short end of the stick. By just about any objective measure, whites were better off than most ethnic minorities. But not only did these racial inequalities not cause these particular whites moral angst, they also felt that whites were aggrieved.

DiTomaso’s book suggests that the lack of concern about ethnic minorities’ disadvantages, which allows for events like the bake sale, is commonplace. Whites are surprisingly unconcerned about racial inequality, at least when understood as minority disadvantage. She suggests that whites are not bothered by racial inequality because they do not believe they contribute to its existence. The vast majority of whites believe that racism is wrong—that people shouldn’t be mistreated simply because of their ethnic backgrounds. Unless they see themselves as racist, this belief allows whites to see themselves as blameless. DiTomaso does not share this perspective. She proposes that even if no whites are racist, it would be an error to conclude that whites do not contribute to racial inequality.

Click here to read the rest of the review from Administrative Science Quarterly. Like what you read? Sign up from e-alerts for all the latest news and research from Administrative Science Quarterly!

How Do Employees’ Perceptions of Workplace Fairness Affect Organizational Commitment?

October 2, 2014

[We're pleased to welcome M. Ángeles López-Cabarcos of Universidad de Santiago de Compostela in Spain. She collaborated with Ana Isabel Machado-Lopes-Sampaio-de Pinho and Paula Vázquez-Rodríguez on their article "The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry," which was recently published in Cornell Hospitality Quarterly.]

  • What inspired you to be interested in this topic?

Employees’ identification with and involvement in their organization is very important in cqx covercompetitive environments like the hospitality industry, which is characterized as a service-oriented industry with high employee turnover. Because in the hotel industry it is necessary to adapt to customer’s needs, it is important to analyze the role that each employee plays in delivering the service. This is especially necessary considering that the employee is the first-hand representation for the customer of the organization’s vision. To achieve a higher level of service, managers need committed employees that promote the organization’s values, while providing a high-level of service quality, which in turn brings positive results for the organization. For this reason, research on employees´ organizational commitment is quite pertinent to aid the hotel industry in maximizing quality results. Furthermore, it is crucial that researchers identify specific variables that increase employee commitment in organizations. This is particularly important for the Portuguese hotel industry, as the hypothesized model has not been examined in this specific context.

  • Were there findings that were surprising to you?

The special characteristics of the context can explain the results obtained: i) rewards and the justification and explanation of managerial decisions are not the only factors that influence the commitment of hospitality-industry employees; ii) if hospitality-industry employees are satisfied with their jobs, they are likely to develop affective and normative commitment; (iii) rewards received and the quality of interpersonal relationships can influence job satisfaction; (iv) in order to achieve employee commitment, managers should make a special effort to explain all the procedures and systems used to their employees and ensure that they are satisfied with their jobs; and v) job satisfaction is a key variable when it comes to obtaining employees with affective and normative commitment, also, rewards and interpersonal relationships are significant variables that result in satisfied employees.

  • How do you see this study influencing future research and/or practice?

Firstly, this study tries to make a contribution to the “increasingly crowded conceptual marketplace” (Pfeffer 1993), replicating some hypotheses supported in previous studies, and testing hypotheses supported previously but not in the context of the hospitality industry to shed light on relationships that have mixed findings in the literature. According to Davis (2010), this study is a “quasi-experiment” and the organizational results “need not be general, predictive or precise to be useful” (p. 33). The value of the present research lies in its substantive importance for the functioning of the Portuguese hotel industry rather than for its contribution to theory.

On the other hand, the hotel industry cannot aspire to high competitive levels of quality in service if its employees are not committed to it. Therefore, when employees are committed to their work, they can focus their energies on customer service and are more willing to help and cooperate. Hence, the major challenge of human resource management lies in studying, creating, and implementing appropriate management tools through which employees develop commitment to organizational objectives and integrate them into their own. So, future lines of research in hotel industry context should analyze the role of several control variables, other variables related to organizational commitment, as well as other possible moderators thereof. Other studies could be carried out in other geographical areas in order to offer more generalizable results across different regions.

Click here to read “The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry” for free from Cornell Hospitality Quarterly. Want to know when the latest research is available from Cornell Hospitality Quarterly? Click here to sign up for e-alerts!

MALCM. Ángeles López Cabarcos, Ph.D. Business Administration by Santiago de Compostela University (Spain). Professor at Faculty of Business Administration (Santiago de Compostela University) and UOC. Her research interests focus on organizational behaviour, labour climate, human research management, and bullying at work.

Ana Isabel Machado-Lopes-Sampaio-de Pinho, Ph.D. Business Administration by Santiago de Compostela University (Spain). Professor at Instituto Superior da Maia (ISMAI) do Porto (Portugal). Her research interests focus on organizational behaviour, labour climate, human research management, and bullying at work.

PVRPaula Vázquez Rodríguez, Ph.D. Business Administration by Santiago de Compostela University (Spain). Professor at Faculty of Business Administration (Santiago de Compostela University). Her research interests focus on organizational behaviour, labour climate, human research management, and bullying at work.


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