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Research on customer-perceived relationship value (CPRV) in business-to-business (B2B) markets has flourished over the past two decades. This paper aims to meta-analytically take stock of this research stream. It creates a comprehensive overview of the theoretical bases of CPRV research and establishes CPRV in its nomological network. The latter includes relationship benefits and sacrifices, offer quality, trust, switching costs, satisfaction, commitment, loyalty and salience of alternatives. Meaningful boundary conditions of the links to and from CPRV emerge from this research.

To locate suitable primary studies for inclusion in this meta-analysis, a comprehensive literature search was performed. Selection criteria ensured that only suitable B2B samples were included. Meta-analytical random and mixed-effects models were performed on a sample of k = 83 independent data sets from 94 primary publications, with a total n = 22,305.

All constructs are strongly related to CPRV in the expected direction, except for switching costs and salience of alternatives with a moderate relationship and relationship sacrifices with a non-significant mean association. Firm type (manufacturing, non-manufacturing), key informant role (purchaser, non-purchaser), supplier offering type (goods, services) and measurement approach (reflective, formative) function as boundary conditions in the moderation analysis.

This study is one of the very rare meta-analyses that draws exclusively from B2B marketing primary studies. It summarizes and solidifies the current theoretical and empirical knowledge on CPRV in business markets. The novel inclusion of boundary conditions offers additional insight over primary studies and makes for interesting new research directions.

The dynamic employee engagement framework visually delineates employee engagement from its antecedents and responds to the debates regarding how employee engagement is positioned within the academic literature.

A narrative literature review was conducted.

The new framework visually demonstrates the impact of contextual changes on employee engagement. Additionally, it positions employee engagement as a psychological state (psychological presence) and as a behaviour.

The new framework promotes the study of behavioural engagement when the incorporation of context and/or multiple voices is required. Accordingly, studying behavioural engagement may help scholars understand more about the dynamics of employee engagement within and across different settings, reduce the reliance on self-reported studies and help bridge the employee engagement academic and practitioner discourses.

Human resource management/development practitioners and line managers may use the new structured framework in several ways to help them foster employee engagement.

The new framework extends five integrated employee engagement models by incorporating the macro and micro external context, and repositioning trust and feedback. In doing so, it more accurately conveys diagrammatically the dynamic nature of employee engagement following significant contextual changes. It also visually separates out the antecedents to employee engagement thus respecting construct boundaries and positions employee engagement as a multi-dimensional construct comprised of psychological state (psychological presence) and behavioural engagement. Building on this, we also argue that double-loop learning is an example of behavioural engagement.

The purpose of this paper is to engage with the issue of construct clarity in corporate communications research giving particular attention to corporate branding and identity whereby a critique of existing alignment models provides a basis for a shift in the debate geared towards an alternative approach.

The commentary offers a discussion of a particular challenge to theory development around the clarity and specification of key constructs such as corporate identity and corporate brands. This leads to an elaboration of existing models of corporate branding and identity management and the subsequent suggestion for a shift towards alternative analytical interpretive models that are not premised on ontological assumptions of a conduit model of communication and objectivist assumptions of alignment and consistency. Shifting the debate in this direction has significant implications for research as well as practice.

There is a need to move away from sender‐dominated conduit models of communication and towards a constitutive model. This emphasizes the constitutive character of communication thus giving credence to the role of language and framing in the processes and products of organizational branding and identity. It also considers the relational or social process in the ascriptions of identity.

The paper proposes a new approach to corporate branding and identity and highlights the need for a more integrated understanding of the role of communication in the creation and promotion of these brands and identities.

The purpose of this paper is to advocate the use of processual rather than the common variance‐theoretic approaches to the study of groups and organizational processes. There is a proliferation of paradigms and a lack of cumulation in organization science. This paper argues that this is due to the adoption of an inappropriate philosophy. Early on, the field adopted the variance‐theoretic approach instead of a process‐theoretic approach. The dominant paradigm is not one of theory, but one of method.

The paper systematically undermines the basis for variance‐theoretic approaches to the study of groups and organizational phenomena, followed by a discussion of how and why processual approaches provide remedies.

As group and organizational phenomena are inherently processual in nature, it makes more sense to study them with processual methods.

The argument for the solution offered in this article is based on one concept of a group and organizational process. Other types of process models are not excluded.

It is possible that the continued use of variance‐theoretical approaches is a form of professional misconduct leading to paradigm proliferation instead of progress.

This paper provides an original analysis of both variance‐theoretic and processual approaches to the study of group and organizational processes.

The purpose of this paper is to analyze the factors influencing the behaviors of government officials during the implementation of open government data (OGD). By identifying and understanding the key factors that determine government officials' adoption of OGD in China, this study can create a valuable reference for other countries and their decision-making regarding government implementation of OGD.

This research collected data by in-depth interviews with government officials in Chinese OGD departments. Through these interviews, the authors consulted 15 administrators from departments that are responsible for the information tasks in Beijing and other cities on their opinions about OGD. The authors also interviewed senior executives from information technology (IT) companies, as well as open data policy scholars from big data alliance and research institutions.

This paper provides insights about how to promote government officials in OGD implementation, including (1) strengthen social supervision for the environment, through developing and publishing OGD technology roadmaps, then attracting the public to actively participate in the implementing of OGD; (2) establish an OGD assessment mechanism for government officials, with bonus motivations, position promotion incentives, as well as spiritual incentives via regional or sector rankings; (3) alleviate the risks of officials' OGD decisions in actual practice, using the institution construction of OGD to guide its direction and strengthen security protection.

This paper fulfils an identified need to study how government officials' behavior can be motivated on OGD implementation.

Currently, in the literature, words such as “corporate image”, “projected image”, “construed image”, “reputation”, “organizational identity”, and “organizational culture” are often confused and superimposed. This creates a conceptual mismatch that leads to results that are hard to compare. Moreover, this leads to difficulty in individuating the correct tools to investigate these constructs. Part of this confusion is due to the lack of a framework shared by different literatures. The aim of this paper is firstly to propose a reasoned review of the literatures related to these constructs. Secondly, the authors propose a new framework and a standard terminology, in which reputation is the wider construct that includes and relates to the others.

The authors performed an extensive and multidisciplinary review in the 12 most used databases within corporate communication, organizational psychology, marketing, organizational studies, management, and business. A semiotic and relational approach was implemented as modus operandi.

The paper builds on the previous literature, clarifying labels and constructs and identifying a standard terminology to which future studies can refer in order to facilitate a multidisciplinary dialog along different disciplines.

To the authors' knowledge, this is the first review to take into consideration all of the seven constructs together and relate them within one framework. Moreover, it uses a novel approach in seeing “reputation” as an umbrella construct under which all the other constructs are grouped and included.

This paper aims to contend that four significant ideas must be comprehended, and their connection and interaction understood if successful marketing to the 4 to 5 billion undeserved bottom of the pyramid (BOP) people in the world, by multinational firms is to be realized. These ideas are: the bottom of the pyramid (BOP) market itself; share of the heart versus consumer animosity; the nature and influence of global “umbrella” brands and responsible marketing as a guiding principle for all firms including those focusing on the BOP. Each of these ideas, in and of itself, represents an important dimension in today's global business environment, but taken together they offer a clearer understanding of how companies, particularly multinational companies, can do well (profit) and do good (improve humanity).

The paper briefly overviews the BOP literature, highlighting those parts most relevant to this work; expands upon the notion of “share of heart” and its twin components consumer affinity and consumer animosity; delineates the nature and impact of global “umbrella” brands in BOP marketing; synopsizes the notion of “responsible marketing” in the BOP context, and proposes a conceptual scheme of how these ideas are connected, how they interact in today's business world, and how they can lead to ongoing business success.

Mutlinational firms (MNFs) wishing to successfully pursue BOP markets need to blend their understanding of BOP uniqueness, with a clear understanding of the other three concepts, namely share of heart, gobal umbrella brands and responsible marketing. Tapping the potential of the BOP requires not only radicallly lowered priced products but also consumers with higher income. Marketers must address both parts of the problem since acting on either in isolation will not be effective.

Global umbrella brands of the rich world (BrandAmerica, EuroBrand, BrandNippon, etc.) must also play a part in successful BOP marketing. The future of such global umbrella brands lies to a great degree with BOP markets as these markets are still growing, and thus represent and will continue to represent either enormous partners or enormous rivals. MNFs that truly understand the nature, scope and potential of BOP markets, and act in concert to market responsibly to consumers in such markets, will not only garner the needed share of heart related to long‐term success in such markets, but will see their own global umbrella brand continue to thrive and prosper in the ever evolving global market arena.

The purpose of this paper is to find out what added value does the stakeholder performance concept bring with respect to that of corporate social performance. To better understand the developments of these concepts, the authors resort to Gallie’s theory (1956) of essentially contested concepts, the life-cycle model of Hirsch and Levin’s (1999) umbrella concepts. Reconciling these two theoretical frameworks allows us to introduce the competing category notion consisting of a dominant and a dominated-type concepts. Through a historical and synchronic literature examination, CSP is shown to have characteristics of the dominant type, thanks to its more diffuse character. On the other hand, the stakeholder performance would relate to the dominated type, though it provides better operationalization possibilities.

To better understand the developments of these concepts, Gallie’s theory (1956) of essentially contested concepts, the life cycle model of Hirsch and Levin’s (1999) umbrella concepts are used.

CSP has characteristics of the dominant type, thanks to its more diffuse character. On the other hand, the stakeholder performance relates to the dominated type, though it provides better operationalization.

CSP as a dominant type and stakeholder performance is a dominated type.

We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the totality of outside-work forces which keep an individual bound to his/her current geographical area and argue that this construct includes important factors which do not fall under the umbrella of “community embeddedness.” Moreover, we propose that these outside-work forces may embed individuals in their jobs either directly or indirectly (through the perceived or expressed preferences of spouses, children, and extended family). This paper identifies the key components of OJTE, addresses the measurement of OTJE, explains the relationships between job embeddedness and OTJE (and their respective components), highlights how OTJE can either amplify or counteract the effects of job embeddedness, and illustrates the direct and indirect effects of OTJE on both work-related and personal outcomes.