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Purpose In response to the call for deeper investigation of abusive supervision (Martinko et al., 2013), the purpose of this paper is to examine perceived supervisor competence and perceived employee mobility (an individual’s perception of his/her ability to obtain new employment) to better understand contextual and individual factors that potentially influence the degree of harmful supervisory behaviors experienced by employees. Design/methodology/approach Responses from 749 survey participants were analyzed to determine the impact of perceived supervisor competence and perceived employee mobility on perceptions of abusive supervisory conduct. A bootstrapping-based mediation analysis (Hayes, 2012) was used to test for mediation by the variables of interest. Findings The authors found that perceived supervisor competence is associated with weakened perceptions of abusive supervision, and that this relationship is partially mediated by respondents’ perceived occupational mobility. Research limitations/implications The data are cross-sectional and were collected with a self-report questionnaire and compiled utilizing student-enumerators. The sample was also regional in scope and lacked information that would indicate if respondents were also supervisors. Practical implications These results imply that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater individual employee perceived mobility. Human resource (HR) professionals can implement practices to decrease the likelihood of abusive supervisory conduct by ensuring that supervisors are competent in their jobs, facilitating a coaching/mentoring process between supervisors and subordinates and establishing/maintaining an effective developmental performance feedback process for supervisors. Social implications Since perceived supervisor competence is one element of reducing abusive conduct, while also enhancing subordinate perceived mobility, selection and training efforts should focus on hiring and preparing individuals to be effective work supervisors. Enhancing worker capabilities and marketability may result in greater perceived occupational mobility and reduced perceptions of abuse by supervisors. Originality/value These results lend support to the argument that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater perceived mobility among employees. Organizations may benefit through lowered employee turnover, employees may enjoy more harmonious, supportive relationships with their supervisors and HR staff may benefit by having competent supervisors who do not generate employee complaints and intentions to quit.

Research on information communication technologies (ICT) for entrepreneurship development is burgeoning, yet our understanding of the use of ICT in support of grassroots innovation remains unclear. This paper examines the moderating role of the use of ICT on the relationship between grassroots innovation (GRI) and entrepreneurial success (ES). The study involved 400 grassroots entrepreneurs selected from three states in India, and the moderating effect of the use of ICT was analysed using moderated structural equation modelling. The results revealed that the use of ICT partially moderates the relationship between the new learning practices and economic benefits. It also partially moderates the relationship between local solution and economic benefits, but it fully moderates the relationship between networking capabilities and economic benefits, where the relationship is stronger when the use of ICT is high. Furthermore, the study found that the use of ICT does not moderate the relationship between new learning practice and non-economic benefits, relationship between local solution and non-economic benefits and relationship between networking capabilities and non-economic benefits.

<span style="font-family: Times New Roman; font-size: small;"> </span><p style="margin: 0in 0.5in 0pt; text-align: justify; mso-pagination: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">The sales literature has examined many characteristics of highly successful salespeople but as yet has not evaluated the concept of mavenness in the context of sales.<span style="mso-spacerun: yes;"> </span>Mavens are persons who have a passionate desire to freely share their expertise and knowledge for the benefit of others.<span style="mso-spacerun: yes;"> </span>This paper develops a three-factor measure of mavenness that measures levels of expertise, passion and the desire to share knowledge, and tests if higher levels of mavenness are associated with superior salesperson performance.<span style="mso-spacerun: yes;"> </span>The scale was administered to a sample of 122 salespersons in a large insurance company.<span style="mso-spacerun: yes;"> </span>Data on salesperson performance as well as other control variables were collected from archival records.<span style="mso-spacerun: yes;"> </span>Confirmatory factor analysis provided satisfactory support for the scale.<span style="mso-spacerun: yes;"> </span>Mavenness and the control variables were regressed on salesperson performance.<span style="mso-spacerun: yes;"> </span>All three factors of mavenness were highly significant.<span style="mso-spacerun: yes;"> </span>Sales managers can improve the selection and training of their sales force by using the scale to find candidates with high levels of mavenness.<span style="mso-spacerun: yes;"> </span>Although the concept of mavenness is not new, no attempt to measure this trait has been made previously.<span style="mso-spacerun: yes;"> </span>Furthermore, this trait has not before been tested to see if high levels of mavenness are associated with superior salesperson performance.<span style="mso-spacerun: yes;"> </span></span></span></p><span style="font-family: Times New Roman; font-size: small;"> </span>

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