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“It’s more delicious because I like you”: commercial food influencers’ follower satisfaction, retention and repurchase intention
PurposeThis paper aims to investigate how commercial influencers retain their followers and successfully persuade them to consider purchasing newly recommended products and services within the food industry. We explored the impact of followers’ purchase satisfaction upon their repurchase intention for newly promoted food products and services, directly and by the mediating roles of followers’ affective commitment and loyalty toward commercial food influencers.Design/methodology/approachOur conceptual model design was supported by the tricomponent attitude model, which helps explain followers’ emotional attachment to the influencers. We validated the proposed model using a sample of 200 followers of renowned commercial food influencers in Iran. We used partial least squares structural equation modeling for data analysis, with the assistance of Warp PLS (version 8.0) software.FindingsWe found that followers’ purchase satisfaction exerts a positive influence upon their repurchase intention, both directly and through the mediating roles of affective commitment and loyalty toward commercial food influencers.Practical implicationsThis study elucidates the role of followers’ satisfaction with their previous purchases in influencing their intention to buy newly recommended products. There is a multiplicity of important implications for restauranteur’s business models, as this marketing approach rewards a digital equivalent of a strong customer relationship and an honest, high-quality product. Our results also suggest that food influencers can operate effectively in the affiliate marketing sphere by operating and sustaining enduring relationships.Originality/valueThis work addresses how the influencer–follower relationship, followers’ purchase satisfaction and emotional attachment toward influencers, shape both follower retention and future repurchase intentions. This is from the perspective of the tricomponent attitude model within the food industry.
Journal Article
How leaders’ perceived emotional labor leads to followers’ job performance
PurposePrevious research has focused mainly on the antecedents and consequences of service employees’ emotional labor during the enactment of service roles, with little attention having been paid to how perceptions of leaders’ emotional labor are related to followers’ job outcomes. The purpose of this paper is to propose a model in which followers’ perceptions of the uses of emotional labor by leaders toward customers influence followers’ job performance in their service encounters.Design/methodology/approachWorking with a sample of 268 medical service employees in South Korea, structural equation modeling was employed to test the research hypotheses.FindingsThe results indicate that perceptions of leaders’ deep acting toward customers are positively related to followers’ perceptions of authentic leadership. Second, followers’ perceptions of authentic leadership are positively associated with their identification with and trust in their leaders. Finally, followers’ identification with and trust in their leaders is positively related to their job performance.Research limitations/implicationsThe research shows that leaders’ use of deep acting toward customers has a positive effect on followers’ job outcomes. Thus, service firms should consider training programs, mindfulness and policy changes regarding display rules at the organizational level so that service employees are encouraged to use deep acting with customers by empathizing with the customers’ needs, while regulating their inner feelings.Originality/valueThe current study broadens the conceptual work and empirical studies in the emotional labor literature related to the service sector by presenting a fundamental mechanism for the effect of perceptions of leaders’ use of emotional labor toward customers on service employees’ job performance. This study is the first to provide an empirical test of how leaders’ emotional labor is related to followers’ job performance.
Journal Article
Individual-level personality influences social foraging and collective behaviour in wild birds
There is increasing evidence that animal groups can maintain coordinated behaviour and make collective decisions based on simple interaction rules. Effective collective action may be further facilitated by individual variation within groups, particularly through leader–follower polymorphisms. Recent studies have suggested that individual-level personality traits influence the degree to which individuals use social information, are attracted to conspecifics, or act as leaders/followers. However, evidence is equivocal and largely limited to laboratory studies. We use an automated data-collection system to conduct an experiment testing the relationship between personality and collective decision-making in the wild. First, we report that foraging flocks of great tits (Parus major) show strikingly synchronous behaviour. A predictive model of collective decision-making replicates patterns well, suggesting simple interaction rules are sufficient to explain the observed social behaviour. Second, within groups, individuals with more reactive personalities behave more collectively, moving to within-flock areas of higher density. By contrast, proactive individuals tend to move to and feed at spatial periphery of flocks. Finally, comparing alternative simulations of flocking with empirical data, we demonstrate that variation in personality promotes within-patch movement while maintaining group cohesion. Our results illustrate the importance of incorporating individual variability in models of social behaviour.
Journal Article
A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence
The purpose of the present study is to examine the effects of team level Corporate Social Responsibility (CSR) promotion climate on work happiness of team members. Furthermore, we investigate the mediating role of organizational identification at individual level and the moderating role of leader–follower value congruence at the team level in the relationship between CSR promotion climate and work happiness, thus overcoming the limitations of previous studies which mainly focused on a unitary level of analysis. To this end, a multilevel analysis was used, dealing with team- and individual-level relationships; the sample comprises 70 teams and 336 employees from 23 Korean firms. Our empirical analysis revealed that a team CSR promotion climate positively influenced team members’ happiness at work and organization identification. Furthermore, organization identification partially mediated the relationship between team CSR promotion climate and happiness at the workplace. By interacting with team CSR promotion climate, leader–followers value congruence positively regulated the influence of team CSR promotion climate on happiness at work. In this process, for a group with high leader–follower value congruence, the team CSR promotion climate strengthens team members’ happiness at the workplace. The study utilizes a multilevel analysis method to simultaneously verify team- and individual-level elements positively affecting team members’ happiness at work. Through this method, it confirmed that CSR promotion climate and team organization identification positively influence happiness at work. The theoretical and practical implications are presented, and directions for future research with limitations of the study are discussed.
Journal Article
Employee perceptions of responses to toxic leadership in the modern workplace: a Q methodological study
PurposeThe purpose of this study is to explain why people respond to toxic leadership in different ways. The toxic triangle was applied as a lens and extended followership by investigating unsusceptible followers and susceptible followers.Design/methodology/approachThis study employed Q methodology to illustrate the subjective viewpoints of 31 employees. Participants sorted 41 statements ranging from “most uncharacteristic” to “most characteristic” according to their beliefs using a forced distribution. We used qualitative data from the survey and follow-up interviews to document participant motivations.FindingsFindings from this Q study demonstrated three distinct perceptions of responses to toxic leadership: Suffer in Silence (Perspective 1), Confront and Advocate (Perspective 2) and Quiet yet Concerned (Perspective 3). This study found that Perspectives 1 and 3 helped to explain differences in susceptible followership, whereas Perspective 2 helped to explain unsusceptible followership. Our research supports the need for organizations to provide safe whistleblowing channels for reporting unethical behavior by adopting clear policies for handling unethical behaviors and sharing those policies with all constituents within the organization.Practical implicationsOur research supports the need for organizations to provide safe whistleblowing channels for reporting unethical behavior by adopting clear policies for handling unethical behaviors and sharing those policies with all constituents within the organization.Originality/valueOur study adds to the developing literature on followership by building a conceptual framework for response types that better explains the motivation and subsequent actions of susceptible and unsusceptible followers. This framework helps us identify new ways to combat toxic leadership by providing a more nuanced view of how employees perceive and respond to toxic leadership.
Journal Article
The Relationship between Social Media and the Increase in Mental Health Problems
Social media has become an indispensable aspect of young people’s digital interactions, as they use it mostly for entertainment and communication purposes. Consequently, it has the potential to have both positive and negative effects on them. Deterioration in mental health is one of the side effects stemming from social media overuse. This study investigates the relationship between social media and the increase in mental health problems in Saudi Arabia. The population considered for analysis includes young people from Saudi Arabia, with a sample size of 385. A closed-ended survey questionnaire was used to collect data on different social media features and criteria. Using the Analytical Hierarchical Process (AHP), the researcher analyzed data to compare the effect of different social media features on mental health. The social media features included in this paper are private chats and calls, group chats and calls, browsing posts, games, media sharing, adverts, likes/comments/followers, and pages. The researcher adopted entertainment, information, social interaction, privacy, esteem, and communication as the criteria in the AHP process. Among these criteria, the study found that entertainment was the most significant, while privacy was the least significant. Findings suggested that likes, comments, and followers were the biggest contributors to poor mental health (total utility = 56.24). The least effective feature was ‘games’ (total utility = 2.56). The researcher recommends that social media users be cautious when interacting with social media features, especially likes, comments, followers, media, and posts, because of their significant effect on mental health.
Journal Article
How to engage and attract virtual influencers’ followers: a new non-human approach in the age of influencer marketing
PurposeThe purpose of this study is to identify the process of virtual influencer stickiness in the age of influencer marketing, which has received little attention in the literature. This is essential because the research creates a theoretical model of follower loyalty/stickiness to virtual influencer techniques from the standpoint of influencer marketing, which has a substantial effect on the evolution of the global marketing world.Design/methodology/approachIn 2022, 302 people who currently follow an Instafamous virtual influencer took part in an Instagram self-administered online survey.FindingsThe findings show that both expertise and trustworthiness have a positive and significant influence on parasocial interaction, which in turn has a significant influence on virtual engagement and stickiness.Originality/valueThis research will specifically assist international readers in understanding how to harness and increase the efficiency and efficacy of interactive marketing strategies and methods to engage and retain followers of Instafamous virtual influencer. Moreover, the findings will be beneficial to opinion leaders, brand managers, company investors, entrepreneurs and service designers.HighlightsThe study pioneers a holistic virtual follower stickiness mechanism that comprises the role of source credibility, parasocial interaction, informational influence and virtual follower’s engagement and their interrelationship to each other.This study is based on parasocial interaction theory and source credibility theory to understand the relationship between virtual followers and influencers stickiness process at social media platforms.In addition, the study examined the subsequent effects of sources of credibility components on parasocial interaction; as well as, on virtual follower engagement and stickiness.This study also categorized and examined the moderating effects exerted by the genres of informative influence of virtual influencer.
Journal Article
Destructive Leadership: A Critique of Leader-Centric Perspectives and Toward a More Holistic Definition
Over the last 25 years, there has been an increasing fascination with the \"dark\" side of leadership. The term \"destructive leadership\" has been used as an overarching expression to describe various \"bad\" leader behaviors believed to be associated with harmful consequences for followers and organizations. Yet, there is a general consensus and appreciation in the broader leadership literature that leadership represents much more than the behaviors of those in positions of influence. It is a dynamic, cocreational process between leaders, followers, and environments, the product of which contributes to group and organizational outcomes. In this paper, we argue that, despite this more holistic recognition of leadership processes within the broader leadership literature, current conceptualizations and analyses of destructive leadership continue to focus too heavily on behaviors and characteristics of \"bad\" leaders. In our view, to achieve a more balanced understanding of destructive leadership, it is important to adopt more integrative approaches that are based in the contemporary leadership discourse and that recognize flawed or toxic leaders, susceptible followers, and conducive environments as interdependent elements of a broader destructive leadership process. To this end, we offer a critique of the destructive leadership literature, propose a broader definition of destructive leadership, and highlight gaps in our understanding of leaders, followers, and environments in contributing to destructive leadership processes. Finally, we conclude by discussing strategies for examining destructive leadership in a broader, more holistic fashion.
Journal Article
Rahmah among Muslim Leaders: The Case of Waqf Institutions
This study aims to expand the existing research on empathic leadership and its impact on management effectiveness within Waqf institutions in Malaysia. This aim was achieved by including the concept of Rahmah in the analysis. Empathetic leadership exemplifies the manner in which the behaviours and emotional states of followers are impacted by the leaders' comprehension and provision of support. Data analysis was conducted via the Statistical Package for the Social Sciences (SPSS). Well-structured interviews were used to collect the opinions of the individuals entrusted with managing Waqf properties. Given the uneven distribution of Waqf employees across Malaysia, the study population was stratified into clusters based on the states. This practice ensured the suitability and sufficiency of the sample size obtained from each cluster, specifically referring to the states. The results indicated that Islamic leaders in Waqf organisations exhibit a notable degree of empathy, as seen by the mean score of 5.23 and standard deviation of 1.09, in the management of their personnel. Based on the findings, this study posits that the concept of Rahmah may have broader applicability outside the third government sector (TSO), encompassing many organisational practices. It also argues that the presence of a strong leader is crucial for the development of any organisation and is not limited to TSOs, such as Waqf institutions.
Journal Article