Scholars have long debated the merits of advocacy-based research versus research considered from the quest for objective truth. Building upon reflections from multiple sources, a set of 11 brief reflections on three posed questions are presented. Tsang concludes our discussion with additional insights on how moving beyond the "interestingness" advocacy will be beneficial to the continued professional development of the management discipline.

Advantageously, smaller regional wineries need to differentiate themselves, but also need to build partnerships with their local competitors in order to develop regional brand identity. Wineries will form geographical strategic groups to create a common identity and communicate with buyers through digital storytelling. Regional wineries that perform this strategy have the advantage of collectively drawing customers into the region before attempting to distinguish themselves individually. This paper is to conceptually demonstrate the benefits of strategic groups and how they operate via digital storytelling methods. Oftentimes, regional winery groups can craft a collective identity that provides benefits, such as mutual trust and reputation. More importantly, the collective identity is done as a strategic group to reinforce authenticity to the individual wineries’ digital storytelling, to connect with buyers. Through a strategic group lens, we attempt to understand how collective winery groups use digital storytelling to create authenticity and enhance individual efforts. We investigate these efforts via regional wine collectives to understand authenticity development through digital storytelling. We introduce examples of wineries utilizing digital storytelling within their regions as a justification to study these concepts in the winery business. A call to empirically investigate winery strategic groups at a regional level is presented.

Purpose The main purpose of this study was to examine which job resources are most valuable for research productivity, depending on varying teaching demands. Design/methodology/approach Data was collected from 324 management faculty at research, balanced and teaching (i.e. respectively low-, moderate- and high-teaching demands) public universities in the United States. Findings Results showed that no single job resource predicted research productivity across all three types of schools. At research schools (i.e. low-teaching demands), productivity was positively associated with job resources including summer compensation, level of protection for untenured faculty and number of research assistant hours, while negatively associated with travel funding. At balanced schools (i.e. moderate-teaching demands), research output was positively associated with time allocated to research, grant money, travel funding and conference attendance, while negatively associated with amount of consulting hours. At teaching schools (i.e. high-teaching demands), the only significant resource was time allocated to research. Practical implications This paper can help management faculty and business school leaders understand what resources are most appropriate given the teaching demands associated with the specific institution, and by further helping these institutions attract and retain the best possible faculty. Originality/value This study extends prior work on academic research performance by identifying resources that can help faculty publish given different levels of teaching demands. This is important as teaching demands tend to be relatively stable within an institution, while they can vary greatly across types of institutions.

Teaching students how to teach during business management PhD programmes is often neglected by administrators and graduate professors. I believe that if a doctoral programme is to increase in strength, as well as properly prepare graduate students for academic positions, this type of neglect needs to be addressed. As such, I propose a call to action that will allow doctoral students to gain the necessary skills needed in order to more successfully learn to teach.

In academia, no single task comprehensively defines what it means to be a successful professor. To varying degrees, based on the mission or focus of the school, faculty must demonstrate competence and achievement in research, teaching, and service. In this study, we collected data from 467 research active management faculty at public universities in the United States in order to examine the research productivity of management faculty at research, balanced, and teaching universities. We found that positive correlates of research productivity, irrespective of the type of school, include salary, time allocated to research, amount of professional service, number of research assistant hours, and tenure difficulty, and whereas negative correlates include age and ratio of junior faculty. When decomposing these findings by school type, we found that no single variable was significant across all three categories. At research schools, productivity is positively associated with rank, summer compensation, amount of professional service, tenure difficulty, and level of protection for untenured faculty, and negatively with age and travel funding. At balanced schools, positive correlates include time allocated to research, grant money, travel funding and conference attendance, and whereas negative correlates include rank and amount of consulting hours. At teaching schools, positive correlates include time allocated to research and tenure difficulty. Finally, we also explored institutional characteristics that are common among management scholars at each of the three types of institution.

Much is still unknown regarding the reasons that drive consumer consumption intentions for low‐calorie snacks. This research investigates the impact of individuals with low vs. high dietary restraint inferences of low‐calorie snacks on their subsequent consumption intentions. We conducted a between‐subjects experiment in which we asked participants to indicate their consumption intentions and their hedonic and utilitarian value perceptions for more (almonds) vs. less (goldfish crackers) healthy 99‐calorie snacks. In addition, we measured participants' level of dietary restraint. Results suggest that consumers with high vs. low dietary restraint levels do prefer low‐calorie snacks for different reasons. Hedonic value perceptions explain consumers with low dietary restraint preference for the less healthy snack, while utilitarian value perceptions explain consumers with high dietary restraint preference for the healthier snack. We conclude with a discussion on the managerial and policy implications of our findings.

Behavioral reactions of individuals in the workplace to stressful situations has been a popular area of social and organizational studies, yet to further and extend prior research, we investigate whether core self-evaluation (CSE) moderates the relationship between job insecurity and deviant workplace behavior. Data collected from 135 employed graduate students indicate that there were opposing reactions to job insecurity for employees who were high in core self-evaluation as compared with employees who were low in core self-evaluation. Our results indicate that as a typical person demonstrated more CSE, his or her perceived relationship between job insecurity and deviant workplace behavior became stronger, indicating that that individuals high in CSE report committing more workplace deviance when faced with job insecurity, while individuals low in CSE report committing less workplace deviance when faced with job insecurity.

Biology, during the last decade in particular, is making substantial headway into our social theories of business and behavior. While the social sciences rush to keep up with the advancement of knowledge, we highlight the need for an ethics discussion to also keep pace. Although the implications to theory are important, our focus is on how new knowledge has the capacity to alter the formulation and practice of business policy, which we believe is potentially profound. Furthermore, the ethicality of a set of issues can depend heavily on one's perspective, and differing views may not always be compatible. With this in mind, we discuss the ways in which one area of emerging biological knowledge—behavioral genetics—invites a rethinking of the nuances of four long-standing topic areas of business ethics surrounding personnel selection; and we do so from two perspectives—that of the employer and of the job seeker. The four ethical topics are (a) the static (mostly) nature of genetic information that is out of an individual's control, (b) faking and lying during selection processes, (c) privacy, and (d) stigmatization of minority groups.

Smaller snack package variants are ubiquitous in the food marketplace. Although it is assumed that consumers intend to consume less because snacks are placed into smaller packages, consumer intentions are never measured. This research examines dietary-restrained consumers' consumption intentions of smaller snack package variants found in the marketplace described by snack type (i.e. less healthy, more healthy - as per Guiding Stars (R) food labelling system) and front-of-package calorie labelling (99 calories, 100 calories). We conducted an online experiment wherein 203 participants were exposed to the aforementioned snack package variants and their consumption intentions were subsequently measured. A regression analysis revealed that consumers who are highly dietary restrained intend to consume more when (a) the snack is relatively healthier and (b) it includes 99-calorie front-of-package labelling. We discuss the idea that dietary-restrained consumers are not likely to view smaller packaged snacks as portion control devices, but rather, as a means to eat more of a healthier food.

Self-efficacy has become a significant topic of investigation in both the psychological and organizational literatures. While psychology scholars typically insist efficacy beliefs should be treated as being domain specific, management scholars regularly treat efficacy beliefs as being generalized. The current study examines the relationships between generalized self-efficacy, domain-specific (i.e., work) self-efficacy, and two work-related outcome variables: leadermember exchange and learning. It was hypothesized that work self-efficacy beliefs would fully mediate the relationships that may exist between generalized self-efficacy beliefs and the work-related outcomes under investigation. Data was obtained from state government employees (n=133) located in the Southeastern United States, and structural equation modeling supported this hypothesis. Practical and research implications are discussed.

This chapter explores sexual harassment and discrimination in the workplace. Sexual harassments are all too common in the workplace. Jokes with sexual content, whistling at a woman in a skirt, and soliciting favors of a sexual nature are just a handful of instances where one employee is inappropriately exercising power over another employee. Like sexual harassment, it is not uncommon for job discrimination to occur within an organization. For example, while it may be an unlawful employment practice, employers undoubtedly continue to consider certain protected demographics (such as gender and race) when making personnel decisions. In relation to these cases, social power—the ability of a person to influence or change the behavior of another—can be leveraged in order to perpetrate sexual harassment and engage in discriminatory practices.

Given the prevalence of technology in the workplace, an understanding of employees' attitudes towards technology is essential. Such attitudes have been linked to such important issues as the successful implementation of new technologies in the workplace, employee intent to use technology, and the actual usage of technology by employees. As a result of the rapidly aging workforce, and because age has been linked to computer use and comfort, it is important to examine the relationship that may exist between age and attitudes towards technology. This study examines age as a moderator of 612 employees' attitudes towards technology in relation to work motivation intrinsic and extrinsic and overall job satisfaction. Further, given the technological socialisation of the Generation X Gen X versus the Baby Boomers, our sample comprised these two demographics. Hierarchical moderated multiple regression indicates age moderates the relationship between attitude towards technology and intrinsic motivation, extrinsic motivation, and to a lesser extent, overall job satisfaction. In each instance, older employees exhibit the strongest relationships with the outcome variables when possessing a high attitude towards technology. In contrast, older employees exhibit the weakest relationships when possessing a low attitude towards technology. These results are supportive of the moderating effect of age on attitude towards technology. Lastly, implications and directions for future research are discussed.

PurposeIt has been known for some time that job stress has a wide‐ranging, negative impact on employees. It has also been known that providing employees with autonomy and/or control over their work environment reduces the deleterious consequences of job stress. The purpose of this study is to examine whether control in the form of flex‐time (i.e. allowing employees to create their own work schedules) moderates the impact of stress on intrinsic and extrinsic motivation among Russian, Canadian, and Israeli Arab employees (n=933).Design/methodology/approachArchival data that was obtained from employees (n=933) residing in three different nations was analysed via hierarchical moderated multiple regression.FindingsIn relation to extrinsic motivation, a significant interaction was observed between job stress, flex‐time, and country of residence. Although flex‐time and country of residence were significant predictors of intrinsic motivation, no significant interactions were observed.Originality/valueThis is one of few papers to examine flex‐time from an international perspective. In terms of value, human resource managers are made aware that the impacts of flex‐time on employees' motivation depends, in part, on the nation in which they are employed.

Digital sound rendering is the procedure for taking an analog electrical audio signal and sampling it into digital data, storing and retrieving that data, and resynthesizing a smoothed analog audio signal from the digital data. The sound rendering field has developed rapidly with the rest of the multimedia industry, benefiting from contributions worldwide. However, typical of many parts of the information revolution, it suffers from conflicting and ill-defined terms. Therefore, a simplified, comprehensive, integrative model of sound rendering is proposed to standardize and clarify the vocabulary used in the field of sound rendering.