Business Commons^™

Influencing Air Force Logisticians' Information Seeking During The Covid-19 Pandemic: The Role Of Organizational Meetings In An Expanded Prism Framework, Matthew D. Roberts, Christopher T. Price, Seong-Jong Joo

Faculty Publications

Purpose: This research aims to understand how organizational workplace meetings surrounding the COVID-19 pandemic impacted logistics Airmen across the United States Air Force and how these meetings impacted their risk seeking behavior on social media.

Design/methodology/approach: This survey research tested an extended Planned Risk Information Risk Seeking Model (PRISM) with organizational meetings as an antecedent to determine if current meetings influenced an Airman's perceived behavioral control, attitude toward seeking, subjective norms, knowledge sufficiency and intention to seek information regarding COVID-19.

Findings: Results of the CFA showed that the expanded PRISM model had good model fit. Additionally, using …

How Do Restaurants Grapple With Stress When Attempting To Achieve And Keep The Michelin Star? A Qualitative Investigation In The Canadian Market, Alexander Owens, Mark R. Holmes, Cyrus Cooper

TTRA Canada 2023 Conference

With The Michelin Guide’s recent expansion into the Canadian market, and the highly stressful environment associated with the restaurant industry, this qualitative study looks to understand the stress that comes from trying to acquire and retain a Michelin star rating, along with the strategies restaurants employ to mitigate these stressors.

Of Headlamps And Marbles: A Motivated Perceptual Approach To The Dynamic And Dialectic Nature Of Fairness, Michael Ramsay Bashshur, Laurie J. Barclay, Marion Fortin

Research Collection Lee Kong Chian School Of Business

How do people perceive fairness? Recently, fairness scholars have raised important theoretical questions related to what information is used in fairness perceptions, why this information is emphasized, and how fairness perceptions can change over time. Integrating the Brunswikian lens approach with a motivated cognition perspective, we develop the Motivated Perceptual Approach (MPA) to highlight how people can be motivated to selectively perceive and weight cues to form fairness perceptions that align with their motives. However, these motives can change over time and through interaction with motivated others. By illuminating the dynamic and dialectic processes underlying fairness perceptions, the MPA sheds …

The Culture & Practice Convergence: Looking For Ways Towards Sustainability, Miguel Paolo Paredes

Center for Business Research and Development

Thirty years ago, the Earth Summit gathering in Rio de Janeiro held host to world leaders, setting a blueprint for a more secure future by balancing economic growth and ecological necessity. Created for member states to cooperate in response to worldwide development issues, the United Nations Conference on Environment and Development (UNCED) sought to address these challenges and achieved a global consensus on the priorities for a new development agenda (United Nations Conference on Environment and Development (UNCED), Earth Summit, n.d.) As sustainability issues encompassed the whole of the planet, the summit provided a platform for member states to collaborate …

Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back

Research Collection Lee Kong Chian School Of Business

Although the behaviors displayed by assessees are the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees' behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who …

Trust Across Borders: A Review Of The Research On Interorganizational Trust In International Business, Tengjian Zou, Gokhan Ertug, Ilya R. P. Cuypers, Donald L. Ferrin

Research Collection Lee Kong Chian School Of Business

Trust between organizations has been recognized as crucial in international business (IB) and has attracted extensive research attention. Researchers have conceptualized and measured interorganizational trust in multiple ways, investigated numerous determinants and outcomes of interorganizational trust, and explored interorganizational trust in several types of international relationships across a range of country combinations using varied research methodologies. Our review aims to consolidate and advance this literature by focusing on (i) how interorganizational trust has been conceptualized in IB; (ii) how interorganizational trust has been operationalized in IB; (iii) what factors promote or hinder interorganizational trust in IB; (iv) what the outcomes …

Correcting For Range Restriction In Meta-Analysis: A Reply To Oh Et Al. (2023), Paul R. Sackett, Christopher M. Berry, Filip Lievens, Charlene Zhang

Research Collection Lee Kong Chian School Of Business

Oh et al. (2023) question a number of choices made in our article (Sackett et al., 2022); here we respond. They interpret our article as recommending against correcting for range restriction in general in concurrent validation studies; yet, we emphasize that we endorse correction when one has access to the information needed to do so. Our focus was on making range restriction corrections when conducting meta-analyses, where it is common for primary studies to be silent as to the prior basis for selection of the employees later participating in the concurrent validation study. As such, the applicant pool information needed …

Distinguishing Servant Leadership From Transactional And Transformational Leadership, Seth-Aaron Martinez, Nahari Leija

Organizational Performance and Workplace Learning Faculty Publications and Presentations

Problem

The scholarship of leadership abounds with the affordances, limitations, antecedents, and outcomes associated with the different theories in Human Resource Development (HRD) literature. However, a clear delineation between the host of individual leadership theories does not exist. Absent is a nuanced view of the similarities, differences, and any overlap between the various leadership theories. Without a clear understanding of the relationships between leadership theories, knowing when to apply which theories and when becomes difficult.

Solution

A systematic review of the literature surrounding servant leadership (SL) through 2022 was conducted to position SL among the more extensively researched transactional and …

Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath

Research Collection Lee Kong Chian School Of Business

The current work seeks to identify factors that support action initiation from the theoretical lens of self-regulation. Specifically, we focus on factors that reduce procrastination, the delay of the initiation or completion of activities. We draw from action control theory and propose that positive affect operates as a personal and time pressure as a situational factor that unblock routes to action. High positive affect makes people less prone to procrastination because positive affect reduces behavioral inhibition and facilitates the enactment of intentions. By contrast, when positive affect is low, people depend on time pressure as an action facilitating stimulus. We …

Gender Bias In Cultural Tightness Across The 50 U.S. States And Its Links To Gender Inequality In Leadership And Innovation, Xin Qin, Roy Y. J. Chua, Ling Tan, Wanlu Li, Chen Chen

Research Collection Lee Kong Chian School Of Business

Cultural tightness theory, which holds that “tight” cultures have rigid norms and sanctions, provides unique insights into cultural variations. However, current theorizing has not analyzed gender differences in cultural tightness. Addressing this gap, this research shows that women are more constrained than men by norms within the same society. By recruiting 15,425 respondents, we mapped state-level gender bias in cultural tightness across the United States. Variability in gender bias in cultural tightness was associated with state-level socio-political factors (religion and political ideology) and gender-related threats. Gender bias in cultural tightness was positively associated with state-level gender inequality in (business and …

Effects Of A Mindfulness-Based Leadership Training On Leadership Behaviors And Effectiveness, Nina Tan, Eva Katharina Peters, Jochen Reb

Research Collection Lee Kong Chian School Of Business

Objectives: Organizations increasingly integrate mindfulness elements into their leadership development. However, there is limited evidence supporting the efficacy of mindfulness-based leadership training (MBLT) due to a scarcity of intervention studies. Theoretically, little is known about mediating mechanisms through which MBLT might affect leadership effectiveness. Thus, this research examined whether MBLT can improve leadership effectiveness and whether leadership behaviors mediated this effect.MethodsWe conducted a quasi-experimental study conducted in a real-world setting with an active control condition. Sixty leaders from various industries participated in either a 2-day intensive MBLT workshop followed by three individual coaching sessions over 3 months, or a presentation …

3 Groundless Myths That Get In The Way Of Workforce Inclusivity, Kenneth T. Goh

Research Collection Lee Kong Chian School Of Business

In a commentary, SMU Associate Professor of Strategy & Entrepreneurship (Education) Kenneth Goh discussed and debunked three groundless myths that get in the way of workforce inclusivity. He also called for companies to seek expert advice from relevant agencies and explore partnerships with institutions of higher learning, such as SMU, to pursue inclusivity in a sustainable manner. He added that SMU provides its students opportunities to work with companies and examine the feasibility of their inclusivity initiatives as part of their coursework.

Self-Beliefs, Transactive Memory Systems, And Collective Identification In Teams: Articulating The Socio-Cognitive Underpinnings Of Cohumain, Gabriela Cuconato

Student Scholarship

Socio-cognitive theory conceptualizes individual contributors as both enactors of cognitive processes and targets of a social context's determinative influences. The present research investigates how contributors’ metacognition or self-beliefs, combine with others’ views of themselves to inform collective team states related to learning about other agents (i.e., transactive memory systems) and forming social attachments with other agents (i.e., collective team identification), both important teamwork states that have implications for team collective intelligence. We test the predictions in a longitudinal study with 78 teams. Additionally, we provide interview data from industry experts in human–artificial intelligence teams. Our findings contribute to an emerging …

Purpose In The For-Profit Firm: A Review And Framework For Management Research, Gerard George, Martine R. Haas, Anita M. Mcgahan, Simon J.D. Schillebeeckx, Paul Tracey

Research Collection Lee Kong Chian School Of Business

Purpose is a concept often used in managerial communities to signal and define a firm’s benevolent and pluralistic approach to its stakeholders beyond its focus on shareholders. While some evidence has linked purpose to positive organizational outcomes such as growth, employee satisfaction, innovation, and superior stock market performance, the definition and application of purpose in management research has been varied and frequently ambiguous. We review literature streams that invoke purpose in the for-profit firm and propose a unifying definition. Next, we develop a framework to study purpose that decouples its framing and formalization within firms from its realization, thus helping …

Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

Today’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated …

Workplace Culture Must Emphasise Mutual Respect [In Chinese], Siow-Heng Ong

Research Collection Lee Kong Chian School Of Business

In a commentary, SMU Professor of Communication Management (Education) Ong Siow Heng discussed the importance of having a respectful culture in the workplace. He opined that one way to appreciate employees is to provide equitable pay and career advancement opportunities for staff, so that workers will know that their employer respects their contribution. Even though more forms of disrespect for workers are being addressed by law, Prof Ong opined that improving respect for the workers’ dignity is best managed by those in workplace leadership even before relevant laws are passed, especially in areas that cannot be covered by law. He …

Addressing Secondary Traumatic Stress, Burnout, Resilience And Turnover In The Child Welfare Workforce: Results From A 6-Month, Cluster-Randomized Control Trial Of Resilience Alliance, Rebecca Orsi-Hunt, Courtney L. Harrison, Kayla E. Rockwell, Anita P. Barbee

QIC-WD Journal Articles

Introduction: US child welfare agencies have historically struggled with workforce retention and turnover. As part of the Quality Improvement Center for Workforce Development in Child Welfare, we tested an adaptation of the Resilience Alliance (RA) model in a large, Midwestern state to address workplace stress, burnout and actual workforce turnover. RA is a 24-week, facilitated program designed to mitigate the impact of secondary traumatic stress among child welfare professionals, and to therefore increase job satisfaction, resilience and optimism and to decrease turnover, stress reactivity and burnout.

Methods: Supervisory units of caseworkers and supervisors were randomized to the RA treatment …

Behavioral Factors Associated With Patients' Non-Attendance: A Retrospective Study In An Outpatient Specialty Clinic At A Women's And Children's Hospital In Singapore, Yue Tang, Houyuan Jiang, Zhichao Zheng, Zhichao Zheng, Chui Yee Loke, Bee Keow Goh

Research Collection Lee Kong Chian School Of Business

Background: This study aimed to identify behavioral factors that affect patient attendance in outpatient clinics, especially those related to rescheduling.Methods: A retrospective study was conducted on 20,386 appointment records for 6,252 patients in an outpatient specialty clinic at a women’s and children’s hospital in Singapore over 34 months (January 2012–October 2014). Multivariate logistic regression was used to analyze the influence of independent variables on appointment no-shows.Results: The average no-show rate of the study population was 28.87%. Patient historical behaviors were significantly associated with appointment attendance. In particular, a larger number of previous visits, more historical no-shows, more historical rescheduling events …

How Transformational Leadership Transforms Followers’ Affect And Work Engagement, Benjamin Bader, Michael Gielnik, Ronald Bledow

Research Collection Lee Kong Chian School Of Business

How do episodes of transformational leadership transform followers? To address this question, we build on theories of affective events and affect regulation and develop a research model that explicates a mechanism of the transformation process implicit in transformational leadership theory. Specifically, the model explains how experiencing episodes of transformational leadership transforms (i.e., changes) followers’ positive affect and eventually their work engagement by fulfilling followers’ basic psychological needs. We tested our model in two independent longitudinal samples using daily and weekly measurement designs with 214 (N = 75) and 147 (N = 54) lagged observations, respectively. In support of our model, …

Mindfully Outraged: Mindfulness Increases Deontic Retribution For Third-Party Injustice, Adam A. Kay, Theodore Charles Masters-Waage, Jochen Reb, Pavlos A. Vlachos

Research Collection Lee Kong Chian School Of Business

Mindfulness is known to temper negative reactions by both victims and perpetrators of injustice. Accordingly, critics claim that mindfulness numbs people to injustice, raising concerns about its moral implications. Exam-ining how mindful observers respond to third-party injustice, we integrate mindfulness with deontic justice theory to propose that mindfulness does not numb but rather enlivens people to injustice committed by others against others. Results from three studies show that mindfulness heightens moral outrage in witnesses of injustice, particularly when the injustice is only moderate. Although these findings did not replicate with a mindfulness induction, post-hoc analysis in a fourth study reveals …

Scaling Digital Solutions For Wicked Problems: Ecosystem Versatility, Katherine Tatarinov, Tina Ambos, Feichin Ted Tschang

Research Collection Lee Kong Chian School Of Business

Digital solutions are increasingly used to address ‘‘wicked problems’’ that are locally embedded but require global approaches. Scaling these solutions internationally is imperative for their success, but to date we know little about this process. Using a qualitative case study methodology, our paper analyzes how four digital solutions driven by the United Nations are built and how they scale internationally. These solutions address wicked problems through artificial intelligence, blockchain, and geospatial mapping, and are embedded in networks of partners which evolve during scaling to create unique ecosystem roles and configurations. We identify different ecosystem roles and find that the specific …

Authentic Credible Leadership: An Examination Of Jesus’S Leadership In The Farewell Discourses, Joshua D. Henson, Samuel Hemby

Selected Faculty Publications

This is a study of authentic credibility as demonstrated through John’s description of Jesus’ words and actions in the Farewell Discourses (John 13-17). Identifying the need for further research on the relationship between authentic leadership and credibility (Williams et al., 2018) and building from Kouzes and Posner’s (2011) six disciplines of leader credibility—discover yourself, appreciate constituents, affirm shared values, develop capacity, serve a purpose, and sustain hope—and Hemby’s (2007) on leader credibility, we espouse that moral foundations of authentic leadership promote leader credibility while not dimensioning the need for competence. After a thorough literature review on authentic leadership, the study …

The Mutual Constitution Of Culture And Psyche: The Bidirectional Relationship Between Individuals’ Perceived Control And Cultural Tightness-Looseness, Anyi Ma, Krishna Savani, Fangzhou Liu, Kenneth Tai, Aaron C. Kay

Research Collection Lee Kong Chian School Of Business

According to the theory of mutual constitution of culture and psyche, just as culture shapes people, individuals’ psychological states can influence culture. We build on compensatory control theory, which suggests that low personal control can lead people to prefer societal systems that impose order, to examine the mutual constitution of personal control and cultural tightness. Specifically, we tested whether individuals’ lack of personal control increases their preference for tighter cultures as a means of restoring order and predictability, and whether tighter cultures in turn reduce people’s feelings of personal control. Seven studies (five preregistered) with participants from the United States, …

Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel

Masters Theses & Specialist Projects

Communication between supervisors and subordinates has consistently been viewed as a primary element of leadership, and a factor that is important in the leader-subordinate relationship via Leader-Member Exchange (LMX) theory. Recently, with the massive shift to virtual working, leadership communication has gained greater prominence in research and practical settings. Therefore, examining the role that virtual leadership communication plays in employee job satisfaction is an important first step in beginning to understand the shift to predominant work settings from home. I examined the influence of employee perceptions and preferences of leadership communication on job satisfaction via a panel design in which …

A Guide To The Advancement Of Leadership Post Covid, Kelly Grace Dolan

School of Professional Studies

No abstract provided.

Pay Suppression In Social Impact Contexts: How Framing Work Around The Greater Good Inhibits Job Candidate Compensation Demands, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

Past research suggests that when organizations communicate the benefits of their work for human welfare—that is, use a social impact framing for work—job candidates are willing to accept lower wages because they expect the work to be personally meaningful. We argue that this explanation overlooks a less socially desirable mechanism by which social impact framing leads to lower compensation demands: the perception among job candidates that requesting higher pay will breach organizational expectations to value work for its intrinsic (rather than extrinsic) rewards, or constitute a motivational norm violation. We find evidence for our theory across five studies: a qualitative …

The More The Merrier: How Psychological Standing And Work Group Size Explain Managers' Willingness To Communicate About Unethical Conduct In Their Work Group, Burak Oc, Maryam Kouchaki

Research Collection Lee Kong Chian School Of Business

Business ethics research has long examined the dichotomy between remaining silent or reporting ethical misconduct to a third party. Little is known, however, about ethical conversations within a work group after observing misconduct. Specifically, we do not know how many members of their work group individuals choose to communicate with. These conversations could have important implications for creating an ethical workplace. We propose that psychological standing is an important driver of individuals' decisions not to remain silent and to instead raise moral concerns with a greater number of others in their work group. In addition, integrating existing work on structural …

Blockholder Mutual Fund Participation In Private In-House Meetings, Robert Bowen, Shantanu Dutta, Songlian Tang, Pengcheng Zhu

Accounting Faculty Articles and Research

The Shenzhen Stock Exchange (SZSE) in China is unique worldwide in requiring disclosure of the timing, participants, and selected content of private in-house meetings between firm managers and outsider investors. We investigate whether these private meetings benefit hosting firms and their major outside institutional investors—blockholder mutual funds (i.e., funds with ownership ≥5%). Using a large data set of SZSE firms, we find that blockholder mutual funds have more access to private in-house meetings, and top management is more likely to be present, especially when a meeting is associated with negative news. Furthermore, when blockholder mutual funds attend negative-news meetings with …

Connecting Organizational Learning Strategies To Organizational Resilience, Gordon R. Haley

Publications

Purpose: The objective of this study is to analyze the conceptual and domain overlap of organizational learning and organizational resilience; specifically, the adaptation or renewal domain in organizational resilience. From the findings, strategies to foster collective learning leading to organizational resilience are identified and outlined.

How Observed Customer Mistreatment Of Supervisors Affects Employees’ Service Sabotage: A Cross-Cultural Examination From The Deontic Justice Theory, Wen Jiang, Cass Shum, Hyounae (Kelly) Min, Ye Ding

Hospitality Faculty Research

Research on customer mistreatment has focused on victims’ perspectives with scant research on third-party observers’ reactions, especially their reactions to customer mistreatment of supervisors. Drawing on the deontic justice theory, this research investigates how and when customer mistreatment of supervisors impacts frontline employees. Using a mixed-method of three studies (experiment, time-lagged survey, field survey) from two countries (the U.S. and China), this research demonstrates the spillover effects of customer mistreatment of supervisors on employee’s service sabotage via moral anger. Study 1 showed that hospitality employees’ moral anger mediated the relationship between customer mistreatment of their supervisors on employees’ service sabotage. …