Business Commons^™

A Preliminary Assessment Of Compassion Fatigue In Chimpanzee Caregivers, Mary Lee A. Jensvold

Anthropology and Museum Studies Faculty Scholarship

Compassion fatigue is defined as “traumatization of helpers through their efforts at helping others”. It has negative effects on clinicians including reduced satisfaction with work, fatigue, irritability, dread of going to work, and lack of joy in life. It is correlated with patients’ decreased satisfaction with care. Compassion fatigue occurs in a variety of helping professions including educators, social workers, mental health clinicians, and it also appears in nonhuman animal care workers. This study surveyed caregivers of chimpanzees using the ProQOL-V to assess the prevalence of compassion fatigue among this group. Compassion satisfaction is higher than many other types of …

Explainable Ai Helps Bridge The Ai Skills Gap: Evidence From A Large Bank, Selina Carter, Jonathan Hersh

Economics Faculty Articles and Research

Advances in machine learning have created an “AI skills gap” both across and within firms. As AI becomes embedded in firm processes, it is unknown how this will impact the digital divide between workers with and without AI skills. In this paper we ask whether managers trust AI to predict consequential events, what manager characteristics are associated with increasing trust in AI predictions, and whether explainable AI (XAI) affects users’ trust in AI predictions. Partnering with a large bank, we generated AI predictions for whether a loan will be late in its final disbursement. We embedded these predictions into a …

Employees’ Response To Corporate Greenwashing, Jennifer Robertson, Wren A. Montgomery, Timur Ozbilir

Management and Organizational Studies Publications

Research on corporate greenwashing has expanded rapidly in recent years. At the same time, emerging studies in related literatures have found that employees are seeking out firms that are social and environmental leaders, and employee activism within firms is growing. However, the effect of firms’ exaggeration and misrepresentation of environmental claims, or greenwashing, on their own employees has been overlooked. Accordingly, we investigate greenwashing from an organizational psychology lens, exploring the impact it can have on employees, and whether these effects differ for different types of employees. Using data collected at three separate time points from a sample of employees …

Virtual Reality In Workplace Learning: Affordances, Limitations, And Future Directions, Roshan Bharwaney, Seth-Aaron Martinez, Madan Panathula, Jeff Dalto, Alejandro Maya, Lindsay Kopasz

Organizational Performance and Workplace Learning Faculty Publications and Presentations

The interest and use of Virtual Reality (VR) technology for workplace learning has been increasing and is projected to increase further based insights from scholarly literature, industry reports, and interviews with organization and learning leaders. We present and discuss perceived affordances, limitations, and future directions of VR learning based on interviews with 21 workplace learning leaders across sectors and industries. Perceived affordances include: (1) simulation of dangerous or difficult real life scenarios, (2) interpersonal and leadership skill development, (3) affordability, (4) data and assessments, (5) social learning, and (6) bridging the real and virtual. On the other hand, perceived limitations …

Fear And Trembling While Working In A Pandemic: An Exploratory Meta-Analysis Of Workers’ Covid-19 Distress, William P. Jimenez, Ian M. Katz, Elissa A. Liguori

Psychology Faculty Publications

The global COVID-19 pandemic has disrupted the lives of workers and taken its toll on health and well-being. In line with recent calls for more inductive and abductive occupational health science research, we exploratorily meta-analyzed workers’ COVID-19 distress, defined as psychological and psychosomatic strain contextualized to experiencing the virus and pandemic broadly. We identified many existing COVID-19 distress measures (e.g., Fear of COVID-19 Scale by Ahorsu et al., 2020; Coronavirus Anxiety Scale by Lee, 2020a) and correlates, including demographic variables (viz., gender, marital status, whether worker has children), positive well-being (e.g., quality of life, perceived social support, resilience), negative well-being …

Avoiding Bias In The Search For Implicit Bias, Wilson Cyrus-Lai, Warren Tierney, Christilene Du Plessis, My Nguyen, Michael Schaerer, Elena Giulia Clemente, Eric Luis Uhlmann

Research Collection Lee Kong Chian School Of Business

To revitalize the study of unconscious bias, Gawronski, Ledgerwood, and Eastwick (this issue) propose a paradigm shift away from implicit measures of intergroup attitudes and beliefs. Specifically, researchers should capture discriminatory biases and demonstrate that participants are unaware of the influence of social category cues on their judgments and actions. Individual differences in scores on implicit measures will be useful to predict and better understand implicitly prejudiced behaviors, but the latter should be the collective focus of researchers interested in unconscious biases against social groups.

Revisiting Meta-Analytic Estimates Of Validity In Personnel Selection: Addressing Systematic Overcorrection For Restriction Of Range, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor–criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic …

Social Performance Feedback And Firm Communication Strategy, Heli Wang, Ming Jia, Yi Xiang, Yang Lan

Research Collection Lee Kong Chian School Of Business

Although corporate social performance has become an important measure of firm performance, there is little understanding about how firms respond to social performance feedback and how impression management may function as an important firm response to the feedback. Building upon and extending the literature on the behavioral theory of the firm and the strategic use of language, we examine how discrepancies between firms’ social performance and their aspiration levels affect how firms use visual expressions in their CSR reports. In addition, we argue that the relationship between social performance discrepancies and the use of visual expressions in CSR reports is …

Is There A Strategic Organization In The Behavioral Theory Of The Firm? Looking Back And Looking Forward, Henrich R. Greve, Cyndi Man Zhang

Research Collection Lee Kong Chian School Of Business

In the 20 years of Strategic Organization, how well has knowledge drawn from the behavioral theory of the firm contributed to the field of strategy? We see progress both in the pages of SO! and elsewhere in the field of strategy, but this progress has been held back by divisions between strategy and organization theory in what theories should predict, what mechanisms are preferable predictors, and what outcomes are of interest. Despite these divisions, the last few years have seen particularly rapid progress, turning the behavioral theory of the firm into one of multiple organization theory sources of strategy knowledge. …

Coming Out Ahead While Losing A Partner: The Thoroughbred Industry Stays On Course, Darcy Fudge Kamal, Cristina Nistor, Charu Sinha

Business Faculty Articles and Research

Purpose

In many industries, firms collaborate as business partners, which helps them achieve superior outcomes and ensure survival in a crisis. Business relationships help companies access limited resources, share information and build trust within the community. This paper aims to highlight the strategies that firms can use to adapt to the loss of a business partner.

Design/methodology/approach

This study considers qualitative examples from what happens when a business partner disappears in the Thoroughbred horse industry. The authors draw attention to several types of partner loss due to firm bankruptcy, owner death and strategic restructuring.

Findings

This paper proposes a framework …

A Longitudinal Investigation Of The Kaleidoscope Career Model, Networking Behaviors, And Career Success, John Simmons, Hans-Georg Wolff, Monica L. Forret, Sherry E. Sullivan

Management Faculty Publications

Increased global competition and rapid technological advancements have dramatically altered organizational structures and the work environment. The Kaleidoscope Career Model (KCM) was developed to explain how individuals enact their careers within today's complex, dynamic workplace. The KCM is particularly relevant for studying career development activities, such as networking behavior, a key career management strategy. The purpose of this longitudinal study is to examine the relationship between the three parameters of the KCM – authenticity, balance, and challenge – and how individuals target their networking behavior. In addition, we examine the relationship between the KCM parameters and career success outcomes, …

Cfo Gaps: Determinants And Impact On The Corporate Information Environment, Xia Chen, Na Li, An-Ping Lin

Research Collection School Of Accountancy

A CFO gap arises when the CFO position is left vacant for a period between the departure of the old CFO and the appointment of a new CFO. We find that CFO gaps are fairly common; over the sample period 2004–2016, approximately one-third of CFO turnovers are associated with a CFO gap, lasting on average two quarters and two months. CFO gaps are more likely for firms that face more labor market search frictions and with financial reporting and performance issues, and are less likely for firms with succession plans and with greater growth opportunities. While CFO gaps are not …

Local, Yet Global: Implications Of Caste For Mnes And International Business, Hari Bapuji, Snehanjali Chrispal, Balagopal Vissa, Gokhan Ertug

Research Collection Lee Kong Chian School Of Business

Caste is an informal institution that influences socioeconomic action in many contexts. It is becoming increasingly evident that international business research, practice, and policy need to programmatically address caste. To facilitate this endeavour, we review the limited research in IB that has addressed caste, and theorize caste as a distinct informal institution by distinguishing it from systems of stratification like race, class, and gender. In addition, we propose a parsimonious framework to highlight the implications of caste for Indian and non-Indian MNEsin their Indian and global operations. In doing this, we focus on implications with respect to the internal organization …

Building Up A Culture Of Respect, Siow-Heng Ong

Research Collection Lee Kong Chian School Of Business

Recently, we have become more acutely aware of a variety of undesirable workplace circumstances and practices in Singapore. personal time; discriminatory workplace practices against members of various categories of minority groups; and bias against women staff.

Section 377a Repeal: How To Handle Disagreements, David Chan

Research Collection School of Social Sciences

In a commentary, Professor David Chan (SMU Behavioural Sciences Initiative Director and Lee Kong Chian Professor of Psychology) discussed the repeal of Section 377A of the Penal Code and proposed adopting five practical approaches for a more constructive discussion on the emotive issue.

The Dynamics Of Entrepreneurial Networking Logics: Evidence From United Kingdom High-Tech Start-Ups, Joanne Jin Zhang, Charles Baden-Fuller, Jing Zhang

Management Faculty Publications

Purpose – This study aims to explore how entrepreneurial firms’ networking logics may change under different types of perceived uncertainty. The arrival of new knowledge from the entrepreneurial firm’s network may alter the perceived technology and market uncertainty that in turn determines how the firm adopts or combines the two opposing logics of causation and effectuation. Focusing on the roles of external advisors recruited by the firms, the study probes the details of the cyclical process and the mechanism through which networking logics are altered.

Design/methodology/approach – In this study the authors conducted a 3-year longitudinal multiple case study of …

How Servant Leaders Navigate Conflict: An Analysis Of Acts 15:36–41, Joshua D. Henson, Justin R. Craun

Selected Faculty Publications

Greenleaf’s foundational work on servant leadership has evolved considerably over the past 50 years. Servant leadership has been found to have positive outcomes on group and organisational effectiveness. While servant leadership characteristics and outcomes have been measured, is a need to be better understand how servant leaders navigate when they disagree. Using a social and cultural analysis, the conflict between Paul and Barnabas is explored. Social and cultural analysis allows interpreters to understand what the characters in the narrative ‘see and hear.’ The analysis of Acts 15:36–41 yielded three emerging themes related to how these servant leaders navigated conflict: (1) …

What You See Is What You Get? Measuring Companies' Projected Employer Image Attributes Via Companies' Employment Webpages, Christian P. Theurer, Philipp Schapers, Andranik Tumasjan, Isabell M. Welpe, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Information on a company's employment webpage sends signals about the employer image the company intends to project to applicants. Nonetheless, we know little about the content of recruitment signals sent via company employment webpages. This study develops a method to measure companies' projected employer image attributes based on their employment webpages. Specifically, we analyze companies' projected employer image attributes by applying computer-aided text analysis (CATA) to the employment webpages of 461 Fortune 500 companies (i.e., more than 11,100 individual pages). Our results show that projected employer image attributes remain relatively stable over time. Moreover, we find relatively low levels of …

The Impact Of Fear Of Losing Out (Folo) On College Students’ Performance Goal Orientations And Learning Strategies Insingapore, Haelim Choi, Chi-Ying Cheng, Sheila Xi Rui Wee

Research Collection School of Social Sciences

The current research investigated the influence of the Fear of Losing Out (FoLO) mindset on learning strategy via performance goal orientation and its interaction with social comparison amongst Singaporean college students. In Study 1, a positive relationship between FoLO and performance goal orientations (i.e., avoidance and approach) was found. Study 2 replicated this finding and further revealed a downstream effect of FoLO on surface learning via performance goal orientations. In addition, social comparison moderated the link between performance goal orientation and surface learning in the mediation model. Specifically, in downward social comparison conditions, FoLO facilitated high performance-avoidance goal orientation, which …

Employer Image Within And Across Industries: Moving Beyond Assessing Points-Of-Relevance To Identifying Points-Of-Difference, Greet Van Hoye, Filip Lievens, Bert Weijters, Saartje Cromheecke

Research Collection Lee Kong Chian School Of Business

This study draws from brand positioning research to introduce the notions of points-of-relevance and points-of-difference to employer image research. Similar to prior research, this means that we start by investigating the relevant image attributes (points-of-relevance) that potential applicants use for judging organizations' attractiveness as an employer. However, we go beyond past research by examining whether the same points-of-relevance are used within and across industries. Next, we further extend current research by identifying which of the relevant image attributes also serve as points-of-difference for distinguishing between organizations and industries. The sample consisted of 24 organizations from 6 industries (total N = …

Distinctive Features Of Nonverbal Behavior And Mimicry In Application Interviews Through Data Analysis And Machine Learning, Sanne Rogiers, Elias Corneillie, Filip Lievens, Frederik Anseel, Peter Veelaert, Wilfried Philips

Research Collection Lee Kong Chian School Of Business

This paper reveals the characteristics and effects of nonverbal behavior and human mimicry in the context of application interviews. It discloses a novel analyzation method for psychological research by utilizing machine learning. In comparison to traditional manual data analysis, machine learning proves to be able to analyze the data more deeply and to discover connections in the data invisible to the human eye. The paper describes an experiment to measure and analyze the reactions of evaluators to job applicants who adopt specific behaviors: mimicry, suppress, immediacy and natural behavior. First, evaluation of the applicant qualifications by the interviewer reveals …

The Breadth Of Normative Standards: Antecedents And Consequences For Individuals And Organizations, Shilpa Madan, Shankha Basu, Sharon Ng, Krishna Savani

Research Collection Lee Kong Chian School Of Business

Normative standards refer to ideals to which people, products, and organizations are held. The present research (N = 2,224) investigates a novel construct—the breadth of normative standards, or the number of criteria that normative standards need to meet. Using archival and primary data in both organizational and consumer contexts, Studies 1–2 found that Indians’ and Singaporeans’ normative standards in several domains (e.g., a good job, a good body wash) needed to satisfy more criteria than those of Americans and the British. Using incentive-compatible designs, Studies 3–5 identified two downstream consequences of broader normative standards; decision-makers with broader standards pay greater …

Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc

Research Collection Lee Kong Chian School Of Business

Although Schneider and Pulakos (2022, p. 2) call for scholars to adopt an “organizational mindset,” which includes “an increased organizational frame of reference on variables of interest,” the authors have overlooked the importance of contextualizing such a mindset. Contextualizing “entails linking observations to a set of relevant facts, events, or points of view that make possible research and theory that form part of a larger whole” (Rousseau & Fried, 2001, p. 1). Contextualizing is essential because it provides a common vernacular that facilitates the valid and reliable extension of the industrial-organizational (I-O) mindset to the study of organizational differences and …

Where We Are From Matters: Assessing The Impact Of Immigrants On Firm Environmental Performance, Narae Lee

Research Collection Lee Kong Chian School Of Business

This study examines the impact of immigrant populations on firm environmental performance. Leveraging a longitudinal dataset of more than 11,000 manufacturing facilities in the US in which I match the Environmental Protection Agency’s (EPA) facility toxic emissions data with the location’s census immigration data, I document the negative impact of local immigrant populations on a facility’s environmental performance, which strengthens as heterogeneity among immigrant increases. I argue that this is because a more heterogeneous community is less cohesive and hence less capable of organizing effective pressures against pollution. Further, I show that because co-nationality links create unique bonds between the …

A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO systems achieve higher levels of relative achievement upon cross-validation than FW selection systems?, and (c) …

Subsidiary Staffing, Location Choice, And Shareholder Rights Effectiveness, Nathaniel C. Lupton, Vishaal Baulkaran, Yeonji No

Faculty Research, Scholarly, and Creative Activity

Institutional differences between countries influence strategic choices and performance of international businesses, but the unintended effects of legal institutions on firm legitimacy have received less attention. We argue that, while minority shareholder rights protection in an investment location does not directly protect shareholder interests abroad, the normative and mimetic effects it has on host country managers can mitigate agency problems. Using Japanese FDI established between 1986 and 2013 we find that (a) subsidiaries established in host countries with higher shareholder rights protection employ a smaller proportion of Japanese expatriates, (b) shareholder rights protection enhances a country’s FDI attractiveness, and (c) …

Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …

Culture And Covid-19: Impact Of Cross-Cultural Dimensions On Behavioral Responses, Nisha Nair, Patturaja Selvaraj, Ranjeet Nambudiri

Management Faculty Publications

The global pandemic of COVID-19 has impacted every sphere of human life across all nations of the world. Countries adapted and responded to the crisis in different ways with varied outcomes and different degrees of success in mitigation efforts. Studies have examined institutional and policy-based responses to the pandemic. However, to gain a holistic understanding of the pandemic response strategy and its effectiveness, it is also important to understand the cultural foundations of a society driving its response behavior. Towards that end, this entry focuses on a few key cultural dimensions of difference across countries and proposes that national culture …

Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew

Research Collection Lee Kong Chian School Of Business

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …

Entering Dystopia: Should Your Face Be The Key To Your Fate?, Shilpa Madan, Krishna Savani, Gita V. Johar

Research Collection Lee Kong Chian School Of Business

How would you feel if you were rejected from a job because you didn't look competent enough? Or if you were apprehended at a public place by the police because you looked like a criminal? Although these scenes sound dystopic and generate a sense of fear and anxiety, technology that claims that people's traits can be inferred from their faces already exists and is being used by businesses and governments worldwide.