The Experts below are selected from a list of 5484 Experts worldwide ranked by ideXlab platform
Balasubramani Ramaseshan - One of the best experts on this subject based on the ideXlab platform.
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effects of realistic job information and interviewer affect on Retail Employee turnover
2015Co-Authors: Balasubramani RamaseshanAbstract:Employee turnover has been one of the major concerns of Retailers for a very long time. When the costs of recruitment and training are taken into consideration, the impact of Employee turnover on the Retail organization is considerable. Perhaps even more significant, however, are the opportunity costs of having hired the wrong person while allowing a better applicant to slip through the selection net.
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Retail Employee turnover
Journal of Retailing and Consumer Services, 1997Co-Authors: Balasubramani RamaseshanAbstract:Abstract In contrast to the majority of studies relating to Employee turnover reported in the marketing literature in general and Retailing in particular, which have essentially been from the point of view of the organization selecting a person for a Retail position, this study is an attempt to understand Retail Employee turnover from the perspective of an individual applicant selecting an organization. The study is aimed at providing insights into the effects that realistic job information and interviewer credibility may have on the Retail firm's capacity to retain its Employees. The important conclusion suggested by this study is that accurate, relevant and detailed job information play a significant role in reducing Retail Employees' decision to leave the job. The findings of the study also suggest that general interviewer affect by itself does not contribute to reducing Retail Employees' decision to quit the job. Implications for Retail management would seem to be that greater attention must be given to providing realistic information concerning the Retail job to potential recruits, rather than attempting to gloss over the less attractive attributes of the employment. If this is done, good recruits might be less likely to leave, and those who should not have been attracted to the position in the first place, will be less likely to be appointed.
Todd J Arnold - One of the best experts on this subject based on the ideXlab platform.
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the influence of a Retail store manager in developing frontline Employee brand relationship service performance and customer loyalty
Journal of Business Research, 2021Co-Authors: Jin Ho Jung, Jay Jaewon Yoo, Todd J ArnoldAbstract:Abstract Retail managers are critical to the effective performance of a firm given their key role of implementing Retailer strategy through the behaviors and attitudes that are instilled within frontline Employees. Yet, empirical work in Retailing rarely attempts to incorporate perspectives of both the store manager and frontline Employee, as well as integrating customer-focused outcomes. In this study, based upon predictions of social exchange theory, we present empirical results that provide an integrative view of how leader-member exchange quality influences the development of a frontline Employee’s brand relationship, which ultimately influences Retail Employee performance and customer loyalty/brand equity. The strength of the observed empirical relationships is influenced by contextual factors, including manager brand knowledge and the extent to which strategic information is disseminated among Employees. Both theoretical and managerial implications are discussed.
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the effects of polychronic orientation upon Retail Employee satisfaction and turnover
Journal of Retailing, 2006Co-Authors: Aaron D Arndt, Todd J Arnold, Timothy D LandryAbstract:Abstract Keeping front-line Retail Employees satisfied, and subsequently reducing their turnover, is important in Retail management. This study introduces polychronic-orientation, or an Employee's preference for switching between multiple tasks within the same time-block, as an Employee trait with important implications for Retail Employee turnover. It demonstrates empirically that a polychronic-orientation has both direct (Employee fit) and indirect (through fairness perceptions) effects on Retail Employee satisfaction. Moreover, by exploring these effects across career stages, polychronicity is revealed to be a stable and enduring trait but one whose impact is magnified in early stages of the Retail career. Implications for hiring and Employee education are derived.
Ainsworth Anthony Bailey - One of the best experts on this subject based on the ideXlab platform.
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internal marketing Retail Employee commitment and Employee response to Retail theft an exploration
2016Co-Authors: Ainsworth Anthony Bailey, Aditya MishraAbstract:Inventory shrinkage, the financial loss to Retailers attributable to a combination of Employee theft, vendor fraud, shoplifting, and administrative errors, continues to be a major concern for US Retailers. Of particular interest to this study is that portion of these losses that is attributable to Retail Employees, as, in the US, the bulk of shrinkage in the Retail sector is attributable to this source. A National Retail Foundation Security 2011 report indicated that, of the $34.5 billion losses owing to shrinkage, 43.9 % was attributable to Employee theft. Consequently, Retailers have tried different strategies to stem this problem, among them encouraging Employees to report shrinkage. The thesis in this study is that the nature of the relationship that Employees have with Retailers will influence the likelihood of their cooperation in this endeavor. This relationship will be based on internal marketing, which should lead to Retail job satisfaction and Employee commitment.
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Retail Employee theft a theory of planned behavior perspective
International Journal of Retail & Distribution Management, 2006Co-Authors: Ainsworth Anthony BaileyAbstract:Purpose – One area of concern for Retailers is the impact of Employee theft on Retailing profit margins and operations. It is possible that the application of the theory of planned behavior (TPB) to the Employee theft could shine some light on the problem and possibly offer some assistance to Retailers. The purpose of this paper is to apply TPB to this phenomenon.Design/methodology/approach – A model and series of propositions are developed. The propositions are open to empirical verification and can form the basis for a research stream on Retail Employee theft.Findings – The model incorporates certain individual difference factors that are likely to influence intentions to engage in Retail theft. The model proposes that variables such as organizational commitment and an Employee's moral norm are likely to have an impact on Retail theft.Research limitations/implications – The propositions stemming from the model have to be tested empirically. The model incorporates certain individual difference factors th...
Lindsay E Sears - One of the best experts on this subject based on the ideXlab platform.
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labor unions and safety climate perceived union safety values and Retail Employee safety outcomes
Accident Analysis & Prevention, 2010Co-Authors: Robert R Sinclair, James E Martin, Lindsay E SearsAbstract:Although trade unions have long been recognized as a critical advocate for Employee safety and health, safety climate research has not paid much attention to the role unions play in workplace safety. We proposed a multiple constituency model of workplace safety which focused on three central safety stakeholders: top management, ones' immediate supervisor, and the labor union. Safety climate research focuses on management and supervisors as key stakeholders, but has not considered whether Employee perceptions about the priority their union places on safety contributes contribute to safety outcomes. We addressed this gap in the literature by investigating unionized Retail Employee (N=535) perceptions about the extent to which their top management, immediate supervisors, and union valued safety. Confirmatory factor analyses demonstrated that perceived union safety values could be distinguished from measures of safety training, workplace hazards, top management safety values, and supervisor values. Structural equation analyses indicated that union safety values influenced safety outcomes through its association with higher safety motivation, showing a similar effect as that of supervisor safety values. These findings highlight the need for further attention to union-focused measures related to workplace safety as well as further study of Retail Employees in general. We discuss the practical implications of our findings and identify several directions for future safety research.
Jin Ho Jung - One of the best experts on this subject based on the ideXlab platform.
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the influence of a Retail store manager in developing frontline Employee brand relationship service performance and customer loyalty
Journal of Business Research, 2021Co-Authors: Jin Ho Jung, Jay Jaewon Yoo, Todd J ArnoldAbstract:Abstract Retail managers are critical to the effective performance of a firm given their key role of implementing Retailer strategy through the behaviors and attitudes that are instilled within frontline Employees. Yet, empirical work in Retailing rarely attempts to incorporate perspectives of both the store manager and frontline Employee, as well as integrating customer-focused outcomes. In this study, based upon predictions of social exchange theory, we present empirical results that provide an integrative view of how leader-member exchange quality influences the development of a frontline Employee’s brand relationship, which ultimately influences Retail Employee performance and customer loyalty/brand equity. The strength of the observed empirical relationships is influenced by contextual factors, including manager brand knowledge and the extent to which strategic information is disseminated among Employees. Both theoretical and managerial implications are discussed.