More than money: establishing the importance of a sense of purpose for salespeople

Good, Valerie; Hughes, Douglas E.; Wang, Hao

doi:10.1007/s11747-021-00795-x

Cited by 37 publications

(30 citation statements)

References 114 publications

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“…Our results revealed that the job design has the highest effect on the work engagement behavior, whereas the effect of the wage management dimension is the least. These results are parallel with the previous studies on HRM's (a classic form of HRM rather than GHRM) effect on work engagement, in the points that job design is very effective on work engagement and acts as a motivator (Letona-Ibañez et al, 2021;Shang, 2022), but wage management has a rather minor effect (Londa and Permatasari, 2021;Good et al, 2022) since wage is considered as a hygiene factor rather than a motivator.…”

Section: Discussionsupporting

confidence: 86%

Green human resources management: A novel tool to boost work engagement

Baykal

Bayraktar²

2022

Front. Psychol.

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Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization.

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Section: Discussionsupporting

confidence: 86%

Green human resources management: A novel tool to boost work engagement

Baykal

Bayraktar²

2022

Front. Psychol.

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“…The present article also supports the idea that Gen Zers will be increasingly interested in making a difference and contributing to society through their work, especially in marketing-related roles (e.g., Good, Hughes, and Wang 2022). At the same time, many firms will need to sharpen their ability to address grand challenges if they want to remain profitable (Chandy et al 2021; De Ruyter et al 2021).…”

Section: Discussionsupporting

confidence: 80%

Bridging Who They Are with Who They Thought They’d Be: The Effects of Gen Zers’ Subjective Well-Being on Their Boycott Responses to Online and Offline Unethical Situations

Tuan¹,

Visentin²,

Domenico³

2023

Journal of Interactive Marketing

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This research investigates the role of subjective well-being in Gen Zers’ response to unethical situations that are encountered online versus offline. It empirically supports a model that incorporates moral reasoning effects and the aftermath of learning about the situation in either a first-person or third-person perspective. The findings suggest that Gen Zers are eager to show their values and participate in boycotts when facing an unethical situation. Subjective well-being plays an important role in activating versus inhibiting boycott behaviors as a response to unethical situations encountered both online and offline. Counterintuitively, Gen Zers are less likely to show support for a boycott when scoring high on well-being, since they are not willing to signal their commitment to gain social legitimacy. In fact, when coping with unethical situations, they are eager to display their true values and to enact the boycott rather than merely show support for it.

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“…In business research, scholarly interest in resilience arose a little over a decade ago mainly in two areas: employee and organizational resilience (Trim and Lee, 2008), as well as consumer and marketplace resilience (Koos et al , 2017). In the workplace, resilience of salespersons (Good et al , 2021; Bande et al , 2015), front line employees (Al-Hawari et al , 2020) and organizations (Lengnick-Hall et al , 2011) have been examined. In the domain of marketplace, scholars have examined resilience in individual consumers (Bhattacharyya and Belk, 2019), retail and service systems (Teller et al , 2016) and markets (Koos et al , 2017).…”

Section: Human Resilience In Organizations and The Marketplacementioning

confidence: 99%

Promoting social resilience in service communities: a molecular biology perspective

Tang

2022

JSM

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Purpose This research aims to examine pathways for providers to facilitate social resilience in service communities to promote collective well-being and engagement. Design/methodology/approach Using abductive and metaphorical analysis, this study develops insights leveraging: the transdisciplinary field of molecular biology where 150 years of research demonstrates how cells build resilience through clustering together in a hostile environment; and case data collected with nonprofit service communities to help ground and elaborate upon the metaphorical analogues of cellular concepts. Findings This analysis uncovers the emergent processes of communal protection, communal adaptation and communal training within customer-to-customer service interactions. Findings identify novel drivers, such as the sharing of vulnerability markers and pre-training for community stressors, as well as pathways through which social resilience within service communities promotes habitual and transformative value, as well as collective well-being. Practical implications Service leaders can build upon the ideas in this research to understand the nature of social resilience and to intentionally design communal experiences and interactions that promote greater well-being and brand engagement. Originality/value The recent COVID-19 pandemic, along with the UN Development Goal for building a more resilient society, highlights the acute needs for a deeper understanding of social resilience. However, resilience-related research in marketing primarily focuses on individual-level coping. This research provides a deeper understanding of the drivers and outcomes of social resilience in service communities and offers a catalyst for future research on the topic.

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More than money: establishing the importance of a sense of purpose for salespeople

Cited by 37 publications

References 114 publications

Green human resources management: A novel tool to boost work engagement

Green human resources management: A novel tool to boost work engagement

Bridging Who They Are with Who They Thought They’d Be: The Effects of Gen Zers’ Subjective Well-Being on Their Boycott Responses to Online and Offline Unethical Situations

Promoting social resilience in service communities: a molecular biology perspective

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