Business Commons^™

Garbage In ≠ Garbage Out: Exploring Gan Resilience To Image Training Set Degradations, Nicholas Crino, Bruce A. Cox, Nathan B. Gaw

Faculty Publications

Generative Adversarial Networks (GANs) have received immense attention in recent years due to their ability to capture complex, high-dimensional data distributions without the need for extensive labeling. Since their conception in 2014, a wide array of GAN variants have been proposed featuring alternative architectures, optimizers, and loss functions with the goal of improving performance and training stability. This manuscript focuses on quantifying the resilience of a GAN architecture to specific modes of image degradation. We conduct systematic experimentation to empirically determine the effects of 10 fundamental image degradation modes, applied to the training image dataset, on the Fréchet inception distance …

Pilot Development: An Empirical Mixed-Method Analysis, Jonathan Slottje, Jason Anderson, John M. Dickens, Adam D. Reiman

Faculty Publications

Purpose — Pilot upgrade training is critical to aircraft and passenger safety. This study aims to identify variances in the US Air Force C-130J pilot upgrade training based on geographic location and provide a model to enhance policy that will impact future pilot training efforts that lower cost and increase operator quality and proficiency.
Design/methodology/approach — This research employed a mixed-method approach. First, the authors collected data and analyzed 90 C-130J pilots' aviation records and then contextualized this analysis with interviews of experts. Finally, the authors present a modified version of Six Sigma's define–measure–analyze–improve–control (DMAIC) that identifies and reduces the …

Time For Realignment: The Hr Ecosystem, Scott Snell, Shad Morris

Faculty Publications

The concepts of fit and alignment have been foundational to the field of strategic human resource management. And while the theoretical premises that underlie these concepts remain useful and intuitively compelling, the lack of empirical evidence to support them proves problematic. Part of the reason, we suspect, is that our research on fit and alignment does not fully reflect realities of contemporary organizations or the practical challenges faced by managers. We argue that HR researchers have an opportunity to reframe concepts of fit and alignment to better reflect the complexities and dynamics of contemporary models of strategy and organization. We …

Simulations In Educational Leadership Internship Programs, Stefanie Shames

Faculty Publications

This brief describes the state of educational leadership internships. Immersing future leaders in virtual reality simulations has the potential to standardize performance expectations and is explored as a method of harnessing the power of technology to provide practice in responding to actual situations while learning to lead.

The Double-Edged Sword Of Jurisdictional Entrenchment: Explaining Human Resources Professionals’ Failed Strategic Repositioning, Kurt Sandholtz, Daisy Chung, Isaac Waisberg

Faculty Publications

To protect themselves against deskilling and obsolescence, professionals must periodically revise their claims to authority and expertise. Although we understand these dynamics in the broader system of professions, we have a less complete understanding of how this process unfolds in specific organizational contexts. Yet given the ubiquity of embedded professionals, this context is where jurisdictional shifts increasingly take place.Drawing on a comparative ethnographic study of human resources (HR) professionals in two engineering firms, we introduce the concept of jurisdictional entrenchment to explain the challenges embedded professionals face when they attempt to redefine their jurisdiction. Jurisdictional entrenchment describes a condition in …

Green Leaf Grocery - Executive Compensation Case Study, Marcus Z. Cox, Robert M. Crocker

Faculty Publications

The primary purpose of this teaching case is to aid students in understanding how executive compensation plans are utilized to achieve organizational goals and to then construct their own executive compensation plan for the CEO of Greenleaf Grocery, a fictional retail business based on an actual company.

Students have the opportunity to create a comprehensive executive compensation plan using salary, bonuses, stock options, benefits, and other compensation tools. Additionally, the case provides the opportunity to discuss the use of both short-term and long-term incentive compensation. The company in this case is poised to undertake an initial public offering of stock …

Management Communication Failures In Faculty Hiring Processes: A Case Study, Christopher J. Mckenna

Faculty Publications

While universities contribute directly to the future successes of students through the delivery of content knowledge and the development of key career skills, they might also reasonably be expected to model the “best practices” of industry professionals. However, based upon a three-year study of the communications between universities and graduate students applying to nearly two-hundred faculty positions, universities often fail the best practice test when interacting with job candidates. Ironically, they do so even when recruiting for faculty positions that target candidates specializing in the pedagogies and practices of effective communication.

National Income Inequality, Society, And Multinational Enterprises, Nathaniel C. Lupton, Guoliang Frank Jiang, Luis F. Escobar

Faculty Publications

This chapter calls for understanding the perspective of multinational enterprises (MNEs) on international differences in income inequality. The authors set a research agenda on how national differences in income inequality influence MNE expansion strategies. Applying a transaction cost framework, both negative and positive economic outcomes of income inequality, from the MNE's perspective, are identified. Low levels of income inequality may deter foreign investment, as MNEs prefer countries where they incur lower levels of transaction costs arising from interactions with various market and non-market actors. However, the positive effect of income inequality on location attractiveness will likely diminish at higher levels …

Job Applicants' Information Privacy Protection Responses: Using Socia Media For Candidate Screening, John R. Drake, Dianne Hall, J. Bret Becton, Clay Posey

Faculty Publications

For human resource (HR) departments, screening job applicants is an integral role in acquiring talent. Many HR departments have begun to turn to social networks to better understand job candidates’ character. Using social networks as a screening tool might provide insights not readily available from resumes or initial interviews. However, requiring access to an applicants’ social networks and the private activities occurring therein—a practice currently legal in 29 U.S. states (Deschenaux, 2015)—could induce strong moral reactions from the job candidates because of a perceived loss of information privacy. Subsequently, such disclosure requests could induce job candidates to respond in a …

An Architectural Framework For Global Talent Management, Shad S. Morris, Scott Snell, Ingmar Björkman

Faculty Publications

A unique characteristic of the multinational corporation is that it consists of culturally diverse employees that embody both firm-specific and location-specific human capital. This paper takes an architectural approach to describe how different types of human capital develop from the individual level, to the unit level, and then to the firm level in order to build a talent portfolio for the multinational corporation. Depending on the company’s strategy (multidomestic, meganational, transnational), different configurations of the talent portfolio tend to be emphasized and integrated to achieve competitive advantage. Implications for theory and practice are discussed and a research agenda is introduced.

Compliance Police Or Business Partner? Institutional Complexity And Occupational Tensions In Human Resource Managment, Kurt Sandholtz, Tyler N. Burrows

Faculty Publications

Faced with institutional demands, organizations often create departments whose work is divorced from technical imperatives. This paper examines workers in one such department: Human Resources. Analysis of HR's recent history and evidence from an ethnographic study of HR work highlight the institutional origins of conflict between HR's established "compliance police" role and the "business partner" expectations of line managers. The paper outlines a theory of how organizational responses to institutional complexity contribute to persistent tension in HR and other heteronomous occupations.

Forging Tomorrow's Air, Space, And Cyber War Fighters: Recommendations For Integration And Development, Mark Reith

Faculty Publications

Today’s Airmen operate in contested environments, and years of technical-data spillage, coupled with policies emphasizing commercial-off-the-shelf acquisition, ensure that the immediate future will remain contested as our adversaries seek to exploit level playing fields. Long gone are the days of Operation Desert Storm and Enduring Freedom when air superiority dominated and the supporting elements of space, communications, and computers were largely out of reach for many nation-states. Since then, technology has become ubiquitously intertwined in weapon systems and today largely turns the gears of warfare, allowing a range of actors to erode national instruments of power.

Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy

Faculty Publications

Research Summary:

Prior scholarship has assumed that firm-specific and general human capital can be analyzed separately. This paper argues that, in some settings, this is not the case because prior firm-specific human capital investments can be a market signal of an individual’s willingness and ability to make such investments in the future. As such, the willingness and ability to make firm-specific investments is a type of general human capital that links firm-specific and general human capital in important ways. The paper develops theory about these investments, market signals, and value appropriation. Then the paper examines implications for human resource management …

Desarrollo Del Capital Humano Y Su Impacto En El Desempeño De Una Institución Microfinanciera No Regulada Del Perú, Sylvia Gonzalez, Santos Guerrero, Alfredo Matos Chamorro, Edelmira Picon Ventocilla

Faculty Publications

This study analyzes the relationship between the promoters of human capital and performance of an unregulated microfinance institution (IMNR) in Peru in 2009. A cross-sectional study was conducted using the survey Human Capital Management (HCM, for its acronym in English ) by Bassi and McMurrer (2007) for the Community Banks program of the nongovernmental organization (NGO) ADRA Peru's workers. The results of a multiple linear regression analysis showed that the motivators of practices of leadership and learning ability are related to operational sustainability and productivity of credit execution. The variable “Leadership practices” consists of five factors: communication, inclusion, supervisory skills, …

Toward A Synthesis Of Hr Competency Models: The Common Hr "Food Groups", Dave Ulrich, Wayne Brockbank, Mike Ulrich, David Kryscynski

Faculty Publications

As businesses face unprecedented rates of volatility, uncertainty, complexity, and ambiguity (VUCA), business leaders increasingly recognize the importance of talent (workforce, competencies, skills, abilities), leadership (senior leader and leadership team), and organization (workplace, capability, culture, processes, systems) as sources of competitiveness. Competitors can readily copy access to capital, strategic intent, and operational efficiency but they have a more difficult time copying talent, leadership, and organizational practices. As a result of this increased visibility, HR issues have received increased attention in the C-suite.

Recognizing Intellectual Capital As An Asset, Mary Fischer, Treba Marsh

Faculty Publications

The revised definition of an asset by the FASB and GASB gives way to the recognition of the fair value of another off-balance sheet value. Interest in recognizing intellectual capital as an asset of the organization has grown out of dissatisfaction with traditional financial accounting and reporting directed toward manufacturing, trading of goods, and service activities which ignore the organizational asset values based on knowledge, expertise and technology. The growing interest in intellectual capital (IC) and knowledge management reflects an awareness of the need for identification, utilization, and measurement of an organizations most valuable asset. This paper identifies the importance …

Disgruntled Employee Retaliation: Does The Employer Have Responsibility?, Robert C. Schwab, Susan M. Taylor

Faculty Publications

CASE DESCRIPTION: This short case focuses on harassment and intimidation problems faced by a manager and his family shortly after an employee has been terminated. Whether the departed employee is the intimidator, whether the employer is obligated to investigate and get involved in the matter, and which options or possible actions the manager and his family can take are the key issues in the case. The case has a difficulty level of four, and is best-suited for use in junior or senior undergraduate-level courses in human resource management or employment law. This case can be presented and discussed in about …

Disgruntled Employee Retaliation: Does The Employer Have Responsibility?, Robert C. Schwab, Susan M. Taylor

Faculty Publications

CASE DESCRIPTION: This short case focuses on harassment and intimidation problems faced by a manager and his family shortly after an employee has been terminated. Whether the departed employee is the intimidator, whether the employer is obligated to investigate and get involved in the matter, and which options or possible actions the manager and his family can take are the key issues in the case. The case has a difficulty level of four, and is best-suited for use in junior or senior undergraduate-level courses in human resource management or employment law. This case can be presented and discussed in about …

The Love Of Money Is The Root Of All Evil: Pay Satisfaction And Cpi As Moderators, Thomas Li Ping Tang, Toto Sutarso, Mahfooz A. Ansari, Vivien Kim Geok Lim, Thompson Sian Hin Teo, Fernando Arias-Galicia, Ilya Garber, Peter Vlerick, Jian Liang, Adebowale Akande, Michael W. Allen, Abdulgawi Salim Alzubaidi, Mark G. Borg, Brigitte Charles-Pauvers, Bor Shiuan Cheng, Randy K. Chiu, Linzhi Du, Consuelo Garcia De La Torre, Rosario Correia Higgs, Abdul Hamid Safwat Ibrahim, Chin Kang Jen, Ali Mahdi Kazem, Kilsun Kim, Roberto Luna-Arocas, Eva Malovics, Alice S. Moreira, Richard T. Mpoyi, Anthony Ugochukwu Obiajulu Nnedum, Johnsto E. Osagie, Aahad M. Osman-Gani, Mehmet Ferhat Özbek, Allen F. Stembridge

Faculty Publications

By incorporating pay satisfaction at Level 1 and Corruption Perceptions Index (CPI) at Level 2, we investigated the relationship between the love of money and self-reported corrupt intent among 6,382 managers in 31 geopolitical entities across six continents. Our significant cross-level three-way interaction effect showed that for managers with high pay satisfaction, the intensity (slope) of the love of money to corrupt intent relationship was almost identical in high or low CPI entities but the former had the lowest magnitude of corrupt intent, whereas the latter had the highest. For those with low pay satisfaction, the slope was the steepest …

The 2010 Racial And Gender Report Card: National Basketball Association, Richard Lapchick, Christopher Kaiser, Christina Russell, Natalie Welch

Faculty Publications

The Institute for Diversity and Ethics in Sport (TIDES) at the University of Central Florida publishes the Racial and Gender Report Card to indicate areas of improvement, stagnation, and regression in the racial and gender composition of professional and college sports personnel and to contribute to the improvement of integration in front office and college athletics department positions. Each year the National Basketball Association (NBA) has made progress in almost all categories examined for both race and gender.

The NBA continues to set the standard for the industry as the leader on issues related to race and gender hiring practices. …