Studies of e-collaboration from a game-theoretical perspective are practically nonexistent. This article contributes to filling this gap by focusing on the strategic interaction between players as they decide whether and how much to collaborate with each other. We use evolutionary game theory to make predictions about a two-person e-collaboration game. More specifically, we extend the traditional Prisoners’Dilemma and Snowdrift game theory notions to discrete-strategy e-collaboration games, by explicitly including social punishments into the players’ payoff functions. We also introduce continuous-strategy e-collaboration games with both complete and incomplete information. Finally, we provide two generic dynamic programming models for e-collaboration games with media selection.

Keywords: e-Collaboration; Collaboration effort; Media selection; Evolutionary game theory; Social punishment

Abstract: Organizational citizenship behaviors (OCBs) are typically defined as discretionary behaviors that contribute to the effective functioning of organizations. Prior research has generally focused on instances in which employees willingly engage in such behaviors; however, because OCBs are often informally encouraged and rewarded, workers may experience pressure to be “good soldiers” within their organizations. Using a sample of 245 employees, our findings indicate that citizenship pressure is related to increased levels of OCB, particularly among unmarried and less conscientious employees. However, there appear to be negative consequences to citizenship performed under pressure, even when controlling for other job demands, such as role overload and hours worked. In particular, citizenship pressure is associated with work-family conflict, work-leisure conflict, and job stress. Implications of this study and some directions for future research are also discussed.
Key words: Organizational citizenship Behavior, Job Stress, Work-family Conflict, Citizenship Pressure

The present study proposed and tested Ajzen’s Theory of Planned Behavior (TPB) model to explain the formation of hotel customers’ intentions to visit a green hotel. The findings showed the TPB model has a good fit to the data and better predictive power for intention than the Theory of a Reasoned Action model. Based on theoretical support and suggested modification indices, a refined TPB model was developed. Consistent with the theory, the results of a structural equation analysis revealed that attitude, subjective norm, and perceived behavioral control significantly affected intention to stay at a green hotel. Further investigation indicated the paths between these predictors and intention did not significantly differ between customers who actively practice eco-friendly activities and those who are not often engaged in environmentally conscious behaviors in their everyday lives. Implications and suggestions for future research are discussed.

The purpose of this paper is to determine whether the presentation medium of corporate social and environmental web site disclosure has an impact on user trust in such disclosure, and to examine the effect of media richness on user perception about corporate social and environmental responsibility. The paper's methodology is a three-by-two between-subjects design experiment, manipulating presentation medium and industry type. Participants viewed social and environmental web site disclosures and completed and communicated their perceptions of trust and the experimental companies' corporate social responsibility. The presentation medium richness of social and environmental web site disclosures is positively associated with: trusting intentions, but not trusting beliefs, of web site users; and user perception of corporate social and environmental responsibility. As with all controlled experiments, the research design focused on internal validity to maintain control over the task design, manipulation, and measurement of variables. While this required trade-offs with external validity, the task was designed based on real-world scenarios to maintain high levels of external validity within the experimental setting. The paper provides evidence that corporations could use enhanced web-based technology to potentially mislead users regarding their performance in the social domain. The paper extends the visual disclosure literature by examining the richness of the image/visual media, and investigates whether user perceptions are impacted by the variations in its richness.

Executive Summary:

Organizational practitioners and scholars alike share an interest in the possible role played by employee happiness on such important outcomes as job performance, employee turnover and cardiovascular health. Building on this widespread interest, I first suggest the continued consideration of employee happiness as psychological well-being (PWB). Next, a review of the current role of PWB in the prediction of workplace employee performance is introduced. Third, and building on the extant body of literature, the Conservation of Resources (COR) model is introduced as one approach especially well suited to help provide a better understanding of the role of PWB on employee decisions to voluntarily stay or leave their job. Fourth, fascinating evidence that PWB may also be beneficial in better understanding employee cardiovascular health efficiency is provided. The article concludes with a discussion of several intervention strategies for promoting both individual well-being and competitive human resource advantage.

Service and product quality is a multi-dimensional construct (information security, privacy, accuracy, satsifaction) and not all quality attributes are viewed as equally important to customers. Several studies have applied the dummy variable regression method to recognize those product and service attributes that contribute more significantly to customer satisfaction. All attributes are classified into three quality factors (basic, performance, excitement) with each factor having different implications for customer satisfaction. This project proposes a moderated regression approach that corrects the flaws of the dummy regression method and produces more accurate attribute classification. The proposed method was validated using data collected from an online tax declaration service.

This article examines perceptions of tax partners and non-partner tax practitioners regarding their CPA firms' ethical environment, as well as experiences with ethical dilemmas. Prior research emphasizes the importance of executive leadership in creating an ethical climate (e.g., Weaver et al., 1999; Trevino et al., 2003; Schminke et al., 2007). Thus, it is important to consider whether firm partners and other employees have congruent perceptions and experiences. Based on the responses of 144 tax practitioners employed at CPA firms, the results show that tax partners rate the ethical environment of their firms as stronger than non-partner tax practitioners, particularly among those who describe a self-identified ethical dilemma. Tax partners also report having encountered more of the common examples of researcher-provided ethical dilemmas than non-partner tax practitioners, although non-partners perceive that certain ethical dilemmas occur at a higher rate than partners do. Overall, this study provides evidence of a disconnect between tax partners and non-partner tax practitioners with respect to perceptions of organizational ethics. Suggestions for potential remedies are offered.