Motivation Opportunity Ability Research Articles

How does environmental cooperation with customers affect financial performance? A motivation-opportunity-ability perspective

ABSTRACT With the increase in customisation, environmental cooperation with customers (ECC) has become essential for firms to meet the green requirements of customers. Drawing on motivation-opportunity-ability (MOA) theory, this study postulates that ECC provides an opportunity to improve financial performance, and the extent to which this opportunity is realized depends on firms’ green motivation and information technology competency. Based on data from 136 firms in China, we employ the ordinary least squares regression analysis to test the proposed hypotheses. The results show that ECC is positively related to financial performance. Further, green motivation strengthens the positive impact of ECC on financial performance. Moreover, information technology competency strengthens the positive influence of green motivation on the relationship between ECC and financial performance. Finally, we discuss the implications for theory and practice.

A contingency approach to HRM and firm innovation: The role of national cultures

AbstractCompanies adopt various HRM practices to enhance employees' abilities, motivations, and opportunities to foster innovation. Are these practices universally effective or culturally contingent? In this study, we draw on the Ability‐Motivation‐Opportunity (AMO) model and examine the effectiveness of three representative practices using a dataset of 304 companies from 13 countries or regions. We find that HRM practices need to fit in a supplementary/complementary way with national cultures to facilitate firm innovation: 1. cross‐functional training (i.e., an ability‐enhancing practice) is more effective in collectivistic rather than individualistic cultures (supplementary fit); 2. financial rewards for innovation (i.e., a motivation‐enhancing practice) are more effective in masculine rather than feminine cultures (supplementary fit); and 3. employee participation (i.e., an opportunity‐enhancing practice) is more effective in high rather than low power distance cultures (complementary fit). By building on the notion of supplementary/complementary fit, these findings extend our knowledge of the AMO model in the context of HRM and innovation management with a cultural contingency perspective.

Eating Choices-The Roles of Motivation and Health Literacy: A Cross-Sectional Study.

Food choices are determined by intrinsic and extrinsic product characteristics, biological and physiological features, psychological factors, and situational and socio-cultural factors. Self-determination theory offers the explanation of health behavior change identifying motivations located along a continuum of autonomy. Another approach to the motivations guiding health behaviors, including food choices, relies on distinguishing thematic categories. Health motivations seem to be an obvious determinant of health behaviors, but final decisions regarding health are also the effect of other types of motivations such as economic, cultural, or emotional. The role of marketing pressure in modern society is perceived to be an important source of motivation for purchasing food and other products. The Motivation–Opportunity–Ability (MOA) framework was initially proposed in order to explain the processing of brand information from advertisements and was later expanded to other areas, including health and nutritional behaviors. The aim of this study was the analysis of determinants of food choices. We have developed a common regression model including six categories of motivations addressed by the Eating Motivations Scale and three health literacy types corresponding with element of ability from the MOA framework, adjusted for socio-demographic factors, health status, and the use of the Internet and TV. The analysis was performed on data from a computer-assisted web-based interviewing (CAWI) survey among 2008 adult Internet users completed in May 2022. The uni- and multivariate linear regression models were developed with the Index of Unhealthy Food Choices (IUFC), calculated based on the responses to items asking about the frequency of the consumption of twelve food categories. Univariate modeling revealed that IUFC is significantly associated with health, food, and e-health literacies and with five out of six eating motivations. However, the multivariate regression model yielded significant associations only for eating motivations but not for the three literacy scores. Health motivation was negatively associated with IUFC (B, standard error (SE): 0.83, 0.07; 95% confidence interval (95% CI): 0.98–0.69), but positively with emotional (B, SE: 0.22, 0.04; 95% CI: 0.14–0.3), economic (B, SE: 0.41, 0.08; 95% CI: 0.25–0.56), and marketing (B, SE: 0.62, 0.08; 95% CI: 0.47–0.78) motivations. Our findings suggest that motivations guiding food choices may prevail over the element of ‘ability’ distinguished in the frameworks and models that explain people’s behaviors, including behaviors relating to health. Thus, it is essential to emphasize development of appropriate motivations and not only to provide knowledge and skills. Furthermore, one should also remember motivations other than health motivations when searching for the determinants of health behaviors.

A world of opportunity: A top-down influence of emotional intelligence-related contextual factors on employee engagement and exhaustion.

Despite continuing interest in the impact of employees’ emotional intelligence (EI) in explaining for their engagement and emotional exhaustion, there are still large gaps in our understanding of the role played by contextual EI-related factors, such as an EI-related organizational culture and supervisors’ emotionally intelligent behavior (EIB). This two-study research approaches EI from a macro-level perspective, attempting to address three objectives: (1) to develop and define a theoretical concept of EI-supportive organizational culture, (2) to develop and validate measures of organizations’ EI-related values and practices, and (3) to investigate their top-down effect on employee engagement and exhaustion, via supervisor EI-related behavior. In the first study, we conceptualize and develop measures of perceived EI-related organizational values and human resource management (HRM) practices, as separate yet related dimensions of organizations’ EI-related culture, and test their validity. In the second study, we build on the job demands-resources (JD-R) theory and Ability-Motivation-Opportunity (AMO) framework to develop and test a model of the process links between perceived EI-related values and HRM practices and employee engagement and exhaustion, using a large sample of employees across industries in the USA workforce (N = 12,375). In line with our hypotheses, the findings suggest that EI-supportive HRM practices have a top-down effect on employee engagement and exhaustion via supervisor EIB, whereas low regard for emotions values has a top-down effect on employee exhaustion via supervisor emotional misbehavior. Results are discussed in the context of the JD-R theory, AMO framework, and the EI literature.

Food waste in time of COVID-19: The heterogeneous effects on consumer groups in Italy and the Netherlands

Since COVID-19 outbreak, States adopted different combinations of measures to restrain its spread that affected individual behaviors and the already fragile local and global food systems. The aim of this research is to contribute to the scientific debate around food systems sustainability through the analysis of behavioral shifts in household food waste drivers, specifically occurring during the recent global pandemic. A survey was developed based on an extended version of the Motivation-Opportunity-Ability (MOA) approach. A representative sample of 3000 respondents in Italy and in the Netherlands (1500 per country) completed this survey in May 2020, while lockdown to mitigate the first wave of COVID-19 outbreak was active in both countries. A cluster analysis based on individual food-waste- related behaviors identified four homogenous groups of consumers in the Italian sample and five in the Dutch sample. The comparative analysis of these groups led to the identification of several communalities in behavioral patterns, both within and between the two countries. Results suggest that in both countries, self-reported quantities of household food waste actually decreased, with a stronger reduction reported by Italian consumers. The MOA approach allowed to explain this perceived reduction as largely depending on the increase of opportunity to dedicate more time - to food-related activities as compared to the pre-COVID-19 period, with positive consequences on food management ability. These findings assist in drafting recommendations for tailored interventions to reduce the amount of domestic food waste and preserve positive behaviors emerged during lockdown, that could be continued in the absence of crisis.

Ability-Motivation-Opportunity Framework

This study consists of the AMO (ability-motivation-opportunity) framework to develop HPWS, interrelating these dimensions to each other and investigating their effects on employee-level organizational outcomes for better performance, productivity, and satisfaction. The mediating and moderating effects of three widely applied leadership styles (i.e., transformational, transactional, and laissez-faire) and how collectively and separately the AMO framework and leadership styles create synergistic effects on organizational outcomes are considered. Quantitative research approach is employed with survey data from 152 mid-career-level professionals from Karachi, Pakistan. Two-stage PLS-SEM technique is used. The results implicate the strong relation between AMO framework, HRM practices, and organizational outcomes.

Importance of Top Management Commitment to Organizational Citizenship Behaviour towards the Environment, Green Training and Environmental Performance in Pakistani Industries

This research examines the interplay of green training, organisational citizenship behaviour toward the environment, top management commitment, and environmental performance in four different industrial units in Pakistan. These units have been implementing environmentally friendly policies and conforming their environmental activities to the regulatory framework of Pakistan’s National Environment Quality Standards in a sustainable manner. In particular, this research aims to ascertain how green training affects organisational citizenship behaviour toward the environment, and to evaluate the impact of top management commitment to environmental performance and green training. According to hypothesis testing results based on 222 key informants randomly recruited from the industry, green training positively relates to civic organisational behaviour toward the environment. In addition, top management commitment is entirely related to environmental performance. In contrast, green training is also positively associated with top management commitment. This study supports the ability motivation opportunity and resource-based view theories by demonstrating that top management commitment is a key factor in encouraging environmental performance and promoting green training that leads to organisational citizenship behaviour toward the environment. This study has several limitations, as the cross-sectional data were only from the manufacturing sector in Pakistan. The researchers strongly suggest that future studies use mixed-method research to understand the phenomenon better. Future researchers could conduct comparative research by using the current instrument in the service sector. Finally, future researchers could use multilevel modelling and potential moderators and mediators to constructively re-examine the model tested in this study by incorporating new variables accordingly.

Promoting electronic customer-to-customer interaction: evidence from social commerce sites

ABSTRACT Social commerce facilitates communication among customers worldwide and promotes electronic customer-to-customer interaction (eCCI). Considerable research has been undertaken on consumer behaviour, but the understanding of the factors that drive eCCI is limited, particularly in the social commerce context. This limitation arises from a lack of theoretical frameworks to account for such behaviour. By using motivation–opportunity–ability (MOA) theory, this study aims to observe how MOA theory constructs (intrinsic motivation, perceived self-efficacy and tie strength with other customers) integrate and impact eCCI. A survey method is utilised to collect data, and structural equation modelling is used with 359 customers from social commerce sites in China. Results demonstrate that eCCI behaviour is strongly determined by intrinsic motivation, perceived self-efficacy and tie strength with other customers. Among these factors, intrinsic motivation partially mediates the association between perceived self-efficacy and eCCI. Moreover, tie strength with other customers moderates the relationship between intrinsic motivation and eCCI. Overall, this study introduces a new way of assessing eCCI and reports eCCI behaviour as a new and dynamic approach to explore how its outcomes can be enhanced in social commerce marketing. Such outcomes may help social commerce and service providers in delivering their services.

Attracting casino visitors through social media: transition from online to offline environment

通过社交媒体吸引赌场游客：从线上到线下环境的转变研究目的本研究利用跨界理论来检验赌场酒店客人的重游意图从赌场社交媒体网站到赌场属性的转变, 并受到动机-机会-能力模型的影响。研究设计/方法/途径在定量方法下, 选择了 20 家运营官方社交媒体网站的赌场, 采用配额抽样方法, 为每个赌场分配 20 名受访者。使用结构模型来探索假设的关系。研究发现结果表明, 能力和机会对于增强社交媒体重访意图至关重要。他们还揭示了赌场和目的地的重访意图可以随着社交媒体重访意图的增加而提高。实践意义这项研究对虚拟和物理环境之间的边界关系提供了全新的视角, 并说明了一种可以将赌场伪装成休闲和娱乐场所的方法, 以增强其通过社交媒体吸引游客的竞争力。研究原创性这项研究为在线和离线行为之间的联系提供了新的证据, 即社交媒体如何转变为有形的旅行倾向。

Why joint learning is not enough: the role of motivation and opportunity for customer responsiveness in the international supply chain partnerships

PurposeDrawing on the theoretical model of ability–motivation–opportunity (AMO), the author conceptualizes joint learning as the ability, relational capital as motivation and co-production as an opportunity. The purpose of the study is to explore whether joint learning, relational capital and co-production, representing the constituents of the AMO, can enhance customer responsiveness.Design/methodology/approachThe authors explore three possible configurations of the AMO framework, the additive model (primary effect), the combination model (two-way interactions) and the multiplicative model (a three-way interaction). The model is empirically tested by collecting primary data from 149 manufacturers in the information technology industry from Taiwan. In addition, hierarchical regression analysis was performed to test hypotheses.FindingsThe findings indicate strong support for the additive model, suggesting that joint learning, relational capital and co-production can enhance customer responsiveness, respectively. Also, the results of this study show strong support for the multiplicative model, indicating that the relationship between joint learning and customer responsiveness is positively significant only when both relational capital and co-production are high.Practical implicationsSuppliers can use the findings from this study to develop their joint learning and understand how joint learning in a buyer–supplier relationship enhances customer responsiveness. Specifically, this study guides firms that seek to understand relational capital and co-production seem to support the effectiveness of joint learning.Originality/valueThis study suggests that although joint learning enhances the ability to engage in customer responsiveness, the suppliers need adequate motivation and opportunity to exploit this ability entirely.

Underdog Environmental Expectations and Environmental Organizational Citizenship Behavior in the Hotel Industry: Mediation of Desire to Prove Others Wrong and Individual Green Values as a Moderator.

Discretionary environmental behaviors are usually encouraged beyond a formal reward system, but environmental skeptics, from managers or co-workers, place underdog expectations on the importance of organizational citizenship behaviors for workplace environments. Building on the leadership substitution theory, the social exchange theory (SET), and the ability-motivation-opportunity (AMO) theory, in the current study, we explore the relationships between underdog environmental expectations and organizational citizenship behaviors for the environment (OCBE), with the mediating effects of desire to prove others wrong and the moderating effect of green values. A total of 246 hotel employees participated, and the obtained data were analyzed by structural equation modeling with partial least squares (PLS). The results assert that underdog environmental expectations are able to reduce OCBE. The results also demonstrate that green values and the desire to prove others wrong lessen the negative effect of underdog environmental expectations on OCBE. In addition, we discuss the theoretical and practical implications regarding the application of these findings to the tourism and hospitality industries.

Impact of Trainer-Trainee Interaction on Trainee Learning in a Work-Related Training Context

In order to sustain a competitive advantage, organizations invest their time, effort, and resources to develop their workforce through training. It is argued that training leads to the learning of the workforce and thus, contributes to the human capital of the organization. The literature on learning during training has focused mostly on either the trainees’ characteristics or the trainer’s characteristics. For example, prior research demonstrated that trainees’ ability and motivation are crucial for the effectiveness of training. On the other hand, trainers’ ability was found to facilitate trainees’ learning. Though studies have noted that the characteristics of both the trainee and the trainer are important predictors of trainees’ learning, studies linking the characteristics of both the trainer and the trainee on trainees’ learning are relatively scarce. This is important as training is a dyadic process. The present study is based on the ‘Ability Motivation Opportunity’ framework, the ‘Attribution Model of Training’ which highlighted the importance of ability, and motivation in ensuring training effectiveness. In the present study, we examined the influence of ability, and motivation of both the trainer and the trainee on trainees’ learning in a training program. The study was conducted among the employees of a large public sector organization that is spread across the country and is in the process of transformation from an age-old traditional organization to a technologically advanced organization. For the success of this digital transformation, training of its employees on technological skills assumes a very crucial role. 1458 trainees (village branch heads) and 94 trainers participated in our study. We captured respondents’ ability, and motivation as our main study variables, and personality traits, beliefs, degree of choice, degree of familiarity, peer-interaction, and demographics as control variables. The findings of the study supported our hypotheses. Implications of the study were discussed.

Complexity of Ability-Motivation-Academic Performance Relationship: Revisiting AMO Model

Drawing from the overarching ability-motivation-opportunity (AMO) model, this study is an effort to extend the AMO literature by exploring the sparsely researched combinative effect of ability and motivation dimensions on academic performance. Furthermore, we offer a novel operationalization of ability as a combination of objective, subjective, and perceptual measures. Additionally, the variations in the impact of ability over performance based on the work experience of an individual were also investigated. The data was collected from 220 students over a period of nine months of the first academic year of the postgraduate program in a management institute. We argue that while individuals with a certain amount of ability secure good scores in academics, motivation significantly helps those individuals whose abilities are comparatively low. We also argue that an individual’s work experience would act as a complement for ability.

HRM Practices in Sustainability Reports of the World’s Most Sustainable Corporations

This study investigates the bundles of sustainable human resource management (HRM) practices the most sustainable companies report having, the goals of those bundles, and how HR-related goals are measured. Drawing on ability–motivation–opportunity (AMO) and sustainable HRM theory, we predict that bundles of HRM practices are more important than single HRM practices in sustainable HRM. The sustainability reports of the most sustainable companies (N=40) indicate that the bundles of sustainable HRM practices target health and well-being, employee development, employee engagement, and diversity and inclusion. All the main goals include multiple different metrics, which aim for sustainability in HRM. Our findings also show that sustainability reporting regarding HRM is relatively homogeneous. The findings offer important contributions to research on the sustainable reporting practices of the world’s largest companies by focusing more deeply on HRM aspects in reporting and HRM bundles targeting sustainable goals.

Knowledge-intensive HRM Systems, Team Reflexivity, Team Knowledge Sharing, and Team Performance

Understanding how to effectively stimulate performance potential of knowledge-intensive teams (KIT) through targeted human resource management (HRM) systems is critical to enhancing organizational knowledge-based competitiveness. This study builds on ability-motivation-opportunity (AMO) framework to investigate the effect of knowledge-intensive HRM systems (KIHRS) on KIT performance. Furthermore, team adaptability theory is employed to conceptualise duel effects of team reflection and adaptability which on the one hand forms a facilitating underlying mechanism, whereas on the other hand at the same time, can create a boundary condition that undermines the effect of KIHRS on KIT performance. This study draws on a multi-time (3 times), multi-source (3 sources) data set consisting of 397 knowledge workers from 123 teams in 74 organizations in Pakistan. The multilevel results reveal that KIHRS are positively related to KIT performance, not only directly, but also indirectly through a simultaneous as well as sequential mediating mechanism of team reflexivity and knowledge sharing. Impression management climate however is found to negatively moderate the mediated effects of KIHRS on KIT performance. Theoretical and practical implications of the findings are presented accordingly.

Reflective thinking, ambiguity tolerance, and knowledge sharing: application of the motivation-opportunity-ability framework

PurposeThe purpose of this study is to apply the motivation–opportunity–ability (MOA) framework to investigate the relationships between ambiguity tolerance (AT), reflective thinking (RT) and performance in a complex task to predict knowledge-sharing intent.Design/methodology/approachIn this study, 190 subjects performed a complex scheduling task in which they were randomly assigned to either participate in RT or not.FindingsResults show that factors of the MOA framework positively predicted knowledge-sharing intent. In addition, RT significantly increased intention to share for individuals with low performance or with low AT.Research limitations/implicationsMore research is needed to determine relationships between complex task performance and knowledge sharing, and the role of learning strategies, particularly self-directed ones such as RT. Future studies may use a larger sample size for more complex analysis.Practical implicationsRT may be used to create a sustainable and low-cost method of increasing knowledge sharing in complex tasks, without which those with low AT or low performance may not have participated.Originality/valueThe study supports the importance of contextual influences and points to how organizations can use RT in addition to individual motivation and ability to encourage knowledge sharing.

Konsep AMO Dalam Penerapan Ghrm Mewujudkan Digitalisasi Kesehatan Di Lingkungan Smart City

In the dynamic and growing society, the digitalization process has been a must thing to do in every aspects. Particularly in life necessities like health that is one of the essential parts in a Smart City ecosystem. The need to transform into Society 5.0 and the pandemic condition are factors that influence the needs for ‘multiple product in one touch service’ app that emphasizes on integrated Healthcare based on Green Human Resources Management (GHRM). The purpose of this research is to see the effect of GHRM concept’s effectivity has on the implementation of healthcare digitalized agregation at Indonesia from the viewpoint of AMO (Ability – Motivation – Opportunity) theory, from the health consultation, pharmacy serevices, to medication, as well as looking for applied effective and efficient digital-based solutions. The research method is mixed between primary and secondary data, both are qualitative-based. The result is to give a solution that the need for GHRM is a crucial matter for giving value to consumers. And so, it takes an integrated healthcare app named InDimensia Mobile App (Integrated Digital Medicine for Smart City) with features that are needed by society and also can be the answer to face the cllanges from Society 5.0 and Smart City. This healthcare app will be an effective and efficient solution for modern society in order to prepare themselves to face the transformation to Society 5.0.

FOSTERING ENVIRONMENTAL PERFORMANCE BY ADOPTING GREEN HR PRACTICES: THE MEDIATING ROLE OF ENVIRONMENTAL CONCERN

Integration of eco-friendly practices with Human Resource practices in organization is gaining worldwide attention to capture sustainable growth. The goal of this study is to examine the impact of green HR practices on environmental performance adopted by the food and beverage industry of Lahore to gain long-term growth. Quantitative study is conducted and data is collected through a questionnaire (153) from HR employees working in the food and beverage industry of Lahore through random sampling. A structural equation model (SEM) is used. The Ability Motivation Opportunity theory provides theoretical support to this study. This study elucidates that green job description (β= 0.22), green training (β= 0.39), and green performance management and appraisal (β= 0.26) have a positive and significant effect on environmental performance. Environmental concern partially mediates the relationship between green HR practices and EP. The findings of this research are helpful for the stakeholders of the food and beverage industry in particular and human resource divisions in general in guiding them on how they can get a competitive advantage and can fulfill their urge to gain green certification by adopting green HR practices that will ultimately enhance company environmental performance. The limitation of this study is that data is collected only from food and beverage firms based in Lahore, Pakistan. Therefore, researchers are suggested to further investigating these variables with some other factors in same sectors. Keywords: Green HR practices; Sustainable growth; Environmental performance; Environmental concern

Relationship of green human resource management with environmental performance: mediating effect of green organizational culture

PurposeEnvironment concerns and climate changes have led organizations to reorient their processes with a focus toward sustainability. Organizations recognize that incorporating greening in HR practices has the potential to address environmental concerns. The present study aims to focus on investigating the relationship between green human resource management (GHRM) practices and environmental performance (EP). It is premised that the adoption of green human resource practices facilitates the development of a green organizational culture (GOC) that helps the organization to gain strategic business advantage with respect to the competitors. The literature suggests that the adoption of green human resource practices among organizations is at a nascent stage. The present study focusses on understanding the mediating role of three dimensions of GOC, that is, degree, diffusion and depth in the relationship between green human resource practices and EP that has not been addressed in the empirical literature.Design/methodology/approachThe present study developed a model consisting of GHRM practices as an independent variable, the three dimensions of culture (degree, diffusion and depth) as mediators, and EP as the dependent variable. The study followed a quantitative exploratory research approach. The sample consisted of 278 employees from private and public sector organizations located in India. The hypothesized model was analyzed using structural equation modeling (SEM).FindingsThe study found the green human resource practices to be significantly related with EP of the organization. Results of parallel mediation confirmed that the “degree” dimension of GOC played a significant mediating role in the relationship between green human resource practices and EP of the organization. The other two dimensions of GOC, diffusion and depth, did not have a significant mediating role in this relationship. The findings of the study have been explained in the context of social identity theory, resource based view and ability–motivation–opportunity theory.Practical implicationsThe study provides practical insights for researchers and managers who seek to adopt sustainability objectives in the organization. The findings have the potential to encourage human resource managers to adopt green human resource management practices toward promoting a culture of greening in the organization. The importance of developing and measuring EP targets for industry leadership is also emphasized.Originality/valueThe originality of the study lies in classifying and understanding GOC in terms of three dimensions, that is, degree, diffusion and depth, following the model proposed by Harris and Crane (2002). The three dimensions help in assessing the current level of GOC. This assessment promotes the judicious application of resources by the organization and adopts green practices to foster the organizational EP.

Knowledge transfer of Chinese self-initiated repatriates: Exploring the returnee and company perspectives

Repatriates’ knowledge is mostly under-used in companies, necessitating systematic research to identify factors that facilitate successful knowledge transfer (KT). However, despite significant differences between two groups of repatriates (company-assigned and self-initiated), research on KT has focused only on the former. Drawing on the organizational embeddedness perspective and the ability-motivation-opportunity (AMO) framework, we take a multi-angled view to explore the KT of self-initiated repatriates (SIRs). We conduct two qualitative studies in China to investigate the perspectives of both SIRs and HR professionals. The results suggest that organizational embeddedness influences the ability, motivation, and opportunity of SIRs to apply and share knowledge. We also find that companies do not implement SIR-targeted HR practices to manage their KT due to the low perceived value of SIRs’ knowledge. Our findings highlight the importance of mutual effort from both sides to enhance the embeddedness of SIRs and their KT.