This contribution proceeds in four steps. First, a theoretical background on privacy, trust and public value is given and the relevant literatures are briefly re-2
Organizational public value and organizational reputation are different concepts stemming from independent research traditions. Nevertheless, the constructs share several similarities, which make a systematic comparison and investigation of their relationship a promising and necessary endeavor. In this paper, we compare the two constructs along seven dimensions, with special attention to the micro-level of individual psychology. Several similarities regarding strategic relevance, locus of control, measurement unit, process dynamics, and axiological nature exist. As we will see, the constructs differ significantly with respect to the basis of evaluation and their dominant logic. We draw on a recent micro-foundation of public value to elaborate on these differences and develop propositions about how the constructs are related. Public value applies a holistic basis of evaluation covering all basic values and collective frames of reference, while reputation is more adaptive. Moreover, public value follows a logic of contribution (to a collective), while reputation follows a logic of recognition (by a collective). The two constructs should not be taken as similar or used interchangeably. However, both fields can benefit from a joint theoretical basis and micro-foundation, as well as from connected research programs. Practitioners should consider both constructs in connection.
Purpose
This paper aims to develop and empirically test a framework on how personal values and sustainability conceptions affect students’ sustainability management orientation (SMO). An understanding of this connection gives insight into the question whether students are likely to engage in sustainable business practices in their future work.
Design/methodology/approach
A cross-sectional and comparative research design is used, using survey data of business students from Germany, Indonesia and the USA (N = 475). The proposed mediation models are tested by bootstrap procedures using Hayes’s (2013) PROCESS macro for SPSS.
Findings
Self-transcendence values translate into more nuanced sustainability conceptions since individuals with self-transcendence values are more likely to conceptualize sustainability beyond their own (narrow) self-interests. In turn, the stronger individuals’ sustainability conceptions, the higher the likelihood that they prefer sustainable management practices in their future professional working field.
Research limitations/implications
Implications arise for researchers to investigate the engagement of future managers with different personal value types in sustainability practices and to gain insights into values and sustainability conceptions as a learning outcome. Limitations of this research – for instance, arising from potential common method bias – are discussed.
Practical implications
The findings point to the need to (re-)design appointment processes for management positions in a way that allows taking into account individuals’ personal values and sustainability conceptions. This research may also help firms and higher education institutions to empower their workforce/students to develop more integrated perspectives on sustainability challenges as well as teaching methods that address students’ effective learning outcomes, e.g. their values.
Originality/value
The paper offers a new framework and a cross-country perspective on psychological antecedents of individuals’ SMO as an important prerequisite for responsible behavior in the business context.
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