Eliciting Managers’ Personal Values: An Adaptation of the Laddering Interview Method

By H. Bourne, M. Jenkins. 2005

106 citations recorded by the source corpus.

Subfields: Food Science, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/f14c345ce2e4a40fd35e5949a270a245aa467ba6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Food Science

1. Roland Pepermans
2. T. Dundon
3. Nicky Dries
4. O. Carlier

In Social Psychology

1. T. Veludo-de-Oliveira
2. Michel Avital
3. Ana Akemi Ikeda
4. Marcos Cortez Campomar
5. Ulrike Schultze
6. Roland Pepermans
7. Nicky Dries
8. O. Carlier

In Strategy and Management

1. Ulrike Schultze
2. Roland Pepermans
3. T. Dundon
4. Nicky Dries
5. O. Carlier

Citations in the corpus

• Discussing Laddering Application by the Means-End Chain Theory (2006, background): “A comprehensive explanation on this facet of laddering is given by Bourne and Jenkins (2005).”
• Interviewing Reluctant Respondents: Strikes, Henchmen, and Gaelic Games (2010, background): “Thus, the type and nature of qualitative interviewing is quite diverse: difficult, uneven, and at times problematic (Bourne & Jenkins, 2005; Silverman, 2006).”
• Designing interviews to generate rich data for information systems research (2011, background): “This hierarchical system of links is also referred to as a means–ends chain (Bourne and Jenkins, 2005) as it traces the causal paths individuals rely on to structure and make sense of their experiences.”
• Career success: Constructing a multidimensional model (2008, methodology): “At this point, the interviewees were asked if they wanted to ‘‘do some ladders”—we used this phrasing as Bourne and Jenkins (2005) emphasized that an informal tone during the laddering interviews is beneficial to interviewees’ openness to active participation.”