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Articles 511 - 540 of 1071

Full-Text Articles in Organizational Behavior and Theory

Learning From Others' Failures: The Effectiveness Of Failure Stories For Managerial Learning, Ronald Bledow, Bernd Carette, Jana Kuehnel, Daniela Pittig Mar 2017

Learning From Others' Failures: The Effectiveness Of Failure Stories For Managerial Learning, Ronald Bledow, Bernd Carette, Jana Kuehnel, Daniela Pittig

Research Collection Lee Kong Chian School of Business

We argue that other peoples' failures provide a neglected source of managerial learning that is associated with enhanced learning transfer. Due to their negative valence, stories about other peoples' failures as compared to stories about other peoples' successes should elicit a more pronounced motivational response, such that people elaborate the content of failure stories more actively. As a consequence, the knowledge gained from failure stories will more likely be applied on a transfer task. We expect this motivational response to failure stories and its benefits for learning to be most pronounced for people who view failures as valuable learning opportunities. …

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Individual Differences And Their Measurement: A Review Of 100 Years Of Research, Paul R. Sackett, Filip Lievens, Chad H. Van Iddekinge, Nathan R. Kuncel Mar 2017

Individual Differences And Their Measurement: A Review Of 100 Years Of Research, Paul R. Sackett, Filip Lievens, Chad H. Van Iddekinge, Nathan R. Kuncel

Research Collection Lee Kong Chian School Of Business

This article reviews 100 years of research on individual differences and their measurement, with a focus on research published in the Journal of Applied Psychology. We focus on 3 major individual differences domains: (a) knowledge, skill, and ability, including both the cognitive and physical domains; (b) personality, including integrity, emotional intelligence, stable motivational attributes (e.g., achievement motivation, core self-evaluations), and creativity; and (c) vocational interests. For each domain, we describe the evolution of the domain across the years and highlight major theoretical, empirical, and methodological developments, including relationships between individual differences and variables such as job performance, job satisfaction, and …

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Experimental Test Validation: Examining The Path From Test Elements To Test Performance, Stefan Krumm, Joachim Huffmeier, Filip Lievens Mar 2017

Experimental Test Validation: Examining The Path From Test Elements To Test Performance, Stefan Krumm, Joachim Huffmeier, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Although the vast majority of validation studies rely on correlational validity evidence, there is an increased recognition that validity should also focus on whether variations in the focal psychological attribute lead to variations in the measurement outcomes. Therefore, calls have been made that validity evidence should also be gathered through experiments. Existing experimental validation strategies focus on manipulating psychological attributes and their effects on measurement outcomes. In the current manuscript, we present an additional and complementary approach that focuses on manipulating test elements (instead of psychological attributes) that are considered indispensable for test functioning. Examples from personality, situational judgment, emotional …

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Determinants Of Employee Turnover Intention: Understanding The Roles Of Organizational Justice, Supervisory Justice, Authoritarian Organizational Culture And Organization-Employee Relationship Quality, Soojin Kim, Lisa Tam, Jeong-Nam Kim, Yunna Rhee Feb 2017

Determinants Of Employee Turnover Intention: Understanding The Roles Of Organizational Justice, Supervisory Justice, Authoritarian Organizational Culture And Organization-Employee Relationship Quality, Soojin Kim, Lisa Tam, Jeong-Nam Kim, Yunna Rhee

Research Collection Lee Kong Chian School Of Business

Purpose: The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employeerelationship quality and employee turnover intention. Design/methodology/approach: An online survey (n=300) was conducted in South Korea. Findings: Organizational justice and supervisory justice are positively associated with organization-employee relationship quality, while authoritarian organizational culture is negatively associated with it. In addition, there is a positive association between authoritarian organizational culture and turnover intention. Organizational justice and organization-employee relationship quality are negatively associated with turnover intention. Originality/value: This study contributes to the lack of research on organization-employee relationship quality as a predictor of employee turnover …

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Understanding The Depleting And Replenishing Effects Of Compassion On Resources And Stress Recovery, Samantha Su-Hsien Sim Jan 2017

Understanding The Depleting And Replenishing Effects Of Compassion On Resources And Stress Recovery, Samantha Su-Hsien Sim

Dissertations and Theses Collection

Existing literature on compassion in the workplace examines the antecedents of compassion and compassionate organizing with the underlying assumption that compassion for the suffering of others is a positive emotion and has desirable outcomes. I challenge this assumption by conceptualizing compassion as an ambivalent emotion and exploring the effects of compassion on individuals who feel compassion. Using an experience-sampling methodology, outcomes such as helping behaviour, regulatory resources, personal resources, and stress response are examined. Feeling compassion for others can be distressing and requires emotional regulation. At the same time, feeling compassion can also motivate behaviours to alleviate suffering. Thus feeling …

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Organizational Image/Reputation, Filip Lievens Jan 2017

Organizational Image/Reputation, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Organizational image refers to people’s global impressions of an organization and is defined as people’s loose structures of knowledge and beliefs about an organization. Organizational image represents the net cognitive reactions and associations of customers, investors, employees, and applicants to an organization’s name. Accordingly, it serves as a template to categorize, store, and recall organization-related information.

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Is Saying “Sorry” Enough? Examining The Effects Of Apology Typologies By Organization On Consumer Responses, May O. Lwin, Augustine Pang, Jun-Qi Loh, Marilyn Hui-Ying Peh, Sarah Ann Rodriguez, Nur Hanisah Binte Zelani Jan 2017

Is Saying “Sorry” Enough? Examining The Effects Of Apology Typologies By Organization On Consumer Responses, May O. Lwin, Augustine Pang, Jun-Qi Loh, Marilyn Hui-Ying Peh, Sarah Ann Rodriguez, Nur Hanisah Binte Zelani

Research Collection Lee Kong Chian School Of Business

Apology has been found to be the most effective strategy in times of crises. However, there is a dearth of research on the kinds of apology used and how primary stakeholders, in particular consumers, received them. This study aims to examine consumer responses to the types of apologies offered post crises against the levels of attribution of responsibility. We also assess the potential mediating role of ethical concerns by developing the Perception-Behavioral Model of Crisis Response. An experiment was conducted to ascertain consumers’ impression of the organization post-apology. The results showed that the attribution of crisis responsibility significantly influences complaining, …

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How Crisis Managers Define Ethical Crisis Communication In Singapore: Identifying Organizational Factors That Influence Adoption Of Ethical Stances, Augustine Pang, Yan Jin, Benjamin Meng-Keng Ho Jan 2017

How Crisis Managers Define Ethical Crisis Communication In Singapore: Identifying Organizational Factors That Influence Adoption Of Ethical Stances, Augustine Pang, Yan Jin, Benjamin Meng-Keng Ho

Research Collection Lee Kong Chian School Of Business

This study explores the veracity of the six ethical variables proposed in the contingency theory of strategic conflict management – the role of PR practitioner, the role of top management, nature of the crisis, the activism of stakeholders; government regulation/intervention; diversity to different cultures and exposure external business environments. In-depth interviews with 10 communication professionals in Singapore were conducted. In line with the patriarchal management structure, the top management plays a critical role in determining ethical stances, with practitioners playing important consultative positions. Also, the role of the relevant government almost predisposes the organization toward certain ethical stances. The study …

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Advancing The Scientific Understanding Of Trust In The Contexts Of Negotiations And Repeated Bargaining, Dejun Tony Kong, Robert B. Lount, Mara Olekalnsc, Donald L. Ferrin Jan 2017

Advancing The Scientific Understanding Of Trust In The Contexts Of Negotiations And Repeated Bargaining, Dejun Tony Kong, Robert B. Lount, Mara Olekalnsc, Donald L. Ferrin

Research Collection Lee Kong Chian School Of Business

More than half a century ago, Deutsch (1949, 1958) recognised the critical role that trust plays in negotiations and related forms of social interactions. Despite this very early recognition, and rapidly expanding research on trust in several fields, only in recent decades have negotiation researchers begun a systematic exploration of trust in the contexts of negotiations and repeated bargaining. In the last two decades, researchers have increasingly focused their attention on the role of trust in negotiations.

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What Are The Determinants Of Interpersonal Trust In Dyadic Negotiations? Meta-Analytic Evidence And Implications For Future Research, Serena Changhong Lu, Dejun Tony Kong, Donald Lee Ferrin, Kurt T. Dirks Jan 2017

What Are The Determinants Of Interpersonal Trust In Dyadic Negotiations? Meta-Analytic Evidence And Implications For Future Research, Serena Changhong Lu, Dejun Tony Kong, Donald Lee Ferrin, Kurt T. Dirks

Research Collection Lee Kong Chian School Of Business

Given the practical importance of interpersonal trust in dyadic negotiations, scholars have increasingly turned their attention to the study of determinants of trust in negotiations. However, research in this area has not been well connected or integrated, which limits the ability of scholars and practitioners to ascertain the state of current scientific knowledge and identify questions for future research. Based on attribution theory and social exchange theory, we present a conceptual framework for understanding how a variety of factors combine to influence the development of interpersonal trust in dyadic negotiations. Then, to verify the conceptual framework, we identified and meta-analysed …

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Take A Break! Benefits Of Sleep And Short Breaks For Daily Work Engagement, Jana Kuhnel, Hannes Zacher, Jessica De Bloom, Ronald Bledow Jan 2017

Take A Break! Benefits Of Sleep And Short Breaks For Daily Work Engagement, Jana Kuhnel, Hannes Zacher, Jessica De Bloom, Ronald Bledow

Research Collection Lee Kong Chian School Of Business

The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they …

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How Does Interpersonal Justice Affect Outside Directors’ Governance Behavior? A Cross-Cultural Comparison, Esther B. Del Brio, Rosa M. Hernández-Maestro, Toru Yoshikawa Jan 2017

How Does Interpersonal Justice Affect Outside Directors’ Governance Behavior? A Cross-Cultural Comparison, Esther B. Del Brio, Rosa M. Hernández-Maestro, Toru Yoshikawa

Research Collection Lee Kong Chian School Of Business

We examine the impact of interpersonal justice among outside directors on the board and between a director and the CEO regarding the director’s monitoring and resource provision behaviors in different cultural contexts. We argue that directors from individualistic countries are more influenced by CEO interpersonal justice while directors from collectivistic countries are more affected by the board interpersonal justice. Our main effect results indicate that interpersonal justice with board members is positively related to both monitoring and resource provision by a director, while CEO interpersonal justice is related only to resource provision. Our results also show different effects on the …

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Perspectives From 22 Countries On The Legal Environment For Selection, Brett Myors, Filip Lievens, Eveline Schollaert, Greet Van Hoye, Steven F. Cronshow, Antonio Mladinic, Viviana Rodriguez, Herman Aguinis, Dirk D. Steiner, Florence Rolland, Heinz Schuler, Andreas Frintrup, Ioannis Nikolaou, Maria Tomprou, S. Subramony, Shabu B. Raj, Shay Tzafrir, Peter Bamberger, Marilena Bertolino, Marco Mariani Jan 2017

Perspectives From 22 Countries On The Legal Environment For Selection, Brett Myors, Filip Lievens, Eveline Schollaert, Greet Van Hoye, Steven F. Cronshow, Antonio Mladinic, Viviana Rodriguez, Herman Aguinis, Dirk D. Steiner, Florence Rolland, Heinz Schuler, Andreas Frintrup, Ioannis Nikolaou, Maria Tomprou, S. Subramony, Shabu B. Raj, Shay Tzafrir, Peter Bamberger, Marilena Bertolino, Marco Mariani

Research Collection Lee Kong Chian School Of Business

In the United States, the legal context plays a major role in how industrial/organizational (I/O) psychologists approach selection system development. The set of protected groups, the approaches to making an a priori case of discrimination (e.g., differential treatment vs. adverse impact), the key court cases influencing selection, and the prohibitions against preferential treatment (e.g., the 1991 ban on score adjustment or within-group norming) are well known. Selection texts (e.g., Guion, 1998) and human resource management texts (e.g., Cascio & Aguinis, 2008) give prominent treatment to the legal context. In recent years, there has been a growing internationalization of I/O psychology …

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The Evolution Of Ownership Structure In Japanese Firms (1962-2012), Jungwook Shim, Toru Yoshikawa Jan 2017

The Evolution Of Ownership Structure In Japanese Firms (1962-2012), Jungwook Shim, Toru Yoshikawa

Research Collection Lee Kong Chian School Of Business

In this chapter, we investigate the evolution of ownership structure and corporate governance in Japanese firms based on the entire population of listed firms from 1962 to 2012.

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When Price Precision Pays In Negotiations, Michael Schaerer Jan 2017

When Price Precision Pays In Negotiations, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

When negotiating, is an offer of 99.95 euros better than 100 euros? Our recent study shows that there is no universally true answer to the question of price precision and that the right strategy depends on with whom you are negotiating.

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The Effects Of Predictor Method Factors On Selection Outcomes: A Modular Approach To Personnel Selection Procedures, Filip Lievens, Paul R. Sackett Jan 2017

The Effects Of Predictor Method Factors On Selection Outcomes: A Modular Approach To Personnel Selection Procedures, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

Past reviews and meta-analyses typically conceptualized and examined selection procedures as holistic entities. We draw on the product design literature to propose a modular approach as a complementary perspective to conceptualizing selection procedures. A modular approach means that a product is broken down into its key underlying components. Therefore, we start by presenting a modular framework that identifies the important measurement components of selection procedures. Next, we adopt this modular lens for reviewing the available evidence regarding each of these components in terms of affecting validity, subgroup differences, and applicant perceptions, as well as for identifying new research directions. As …

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How Future Work Selves Guide Feedback Seeking And Feedback Responding At Work, Frederik Anseel, Karoline Strauss, Filip Lievens Jan 2017

How Future Work Selves Guide Feedback Seeking And Feedback Responding At Work, Frederik Anseel, Karoline Strauss, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Providing feedback is one of the most widely accepted psychological interventions for learning and development. The belief that giving feedback to employees is beneficial for individual and organizational performance is also strongly held in organizations. Therefore, providing feedback to employees lies at the heart of a wide range of often costly and time-intensive performance management tools in organizations. However, contrary to these beliefs, meta-analytic evidence shows that feedback interventions do not produce unequivocal positive effects on performance (Kluger & DeNisi, 1996).

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Practical Intelligence, Emotional Intelligence, And Social Intelligence, Filip Lievens, David Chan Jan 2017

Practical Intelligence, Emotional Intelligence, And Social Intelligence, Filip Lievens, David Chan

Research Collection School of Social Sciences

Over the years, practical intelligence, social intelligence, and especially emotional intelligence have received substantial attention in both the academic and practitioner literatures. However, at the same time, these individual dierence “constructs” have also fueled controversies and criticisms, including their applications to employee selection. It is without doubt that their definition, dimensionality, and operationalization (measurement) have been much more questioned as compared to the more traditional or established constructs (i.e., cognitive ability, personality) in this section of the Handbook.

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Blame The Shepherd Not The Sheep: Imitating Higher-Ranking Transgressors Mitigates Punishment For Unethical Behavior, Christopher W. Bauman, Leigh Plunkett Tost, Ong, Madeline Nov 2016

Blame The Shepherd Not The Sheep: Imitating Higher-Ranking Transgressors Mitigates Punishment For Unethical Behavior, Christopher W. Bauman, Leigh Plunkett Tost, Ong, Madeline

Research Collection Lee Kong Chian School Of Business

Do bad role models exonerate others’ unethical behavior? Based on social learning theory and psychologicaltheories of blame, we predicted that unethical behavior by higher-ranking individuals changes howpeople respond to lower-ranking individuals who subsequently commit the same transgression. Fivestudies explored when and why this rank-dependent imitation effect occurs. Across all five studies, wefound that people were less punitive when low-ranking transgressors imitated high-ranking membersof their organization. However, imitation only reduced punishment when the two transgressors werefrom the same organization (Study 2), when the transgressions were highly similar (Study 3), and whenit was unclear whether the initial transgressor was punished (Study 5). …

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Interpersonal Dynamics In Assessment Center Exercises: Effects Of Role Player Portrayed Disposition, Tom Oliver, Peter Hausdorf, Filip Lievens, Peter Conlon Nov 2016

Interpersonal Dynamics In Assessment Center Exercises: Effects Of Role Player Portrayed Disposition, Tom Oliver, Peter Hausdorf, Filip Lievens, Peter Conlon

Research Collection Lee Kong Chian School Of Business

Although interpersonal interactions are the mainstay of many assessment center exercises, little is known about how these interactions unfold and affect participant behavior and performance. More specifically, participants interact with role players who have been instructed to demonstrate behavior reflecting specific dispositions as part of the exercise. This study focuses on role player portrayed disposition as a potentially important social demand relevant to participant behavior and performance in interpersonal simulations. We integrate interpersonal theory and trait activation theory to formulate hypotheses about the effects of role player portrayed disposition on participant behavior and performance in 184 interpersonal simulations. A significant …

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Bargaining Zone Distortion In Negotiations: The Elusive Power Of Multiple Alternatives, Michael Schaerer, David D. Loschelder, Roderick I. Swaab Nov 2016

Bargaining Zone Distortion In Negotiations: The Elusive Power Of Multiple Alternatives, Michael Schaerer, David D. Loschelder, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

We challenge the assumption that having multiple alternatives is always better than a single alternative by showing that negotiators who have additional alternatives ironically exhibit downward-biased perceptions of their own and their opponent’s reservation price, make lower demands, and achieve worse outcomes in distributive negotiations. Five studies demonstrate that the apparent benefits of multiple alternatives are elusive because multiple alternatives led to less ambitious first offers (Studies 1–2) and less profitable agreements (Study 3). This distributive disadvantage emerged because negotiators’ perception of the bargaining zone was more distorted when they had additional (less attractive) alternatives than when they only had …

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When Do You Procrastinate? Sleep Quality And Social Lag Jointly Predict Self-Regulatory Failure At Work, Jana Kuhnel, Ronald Bledow, Nicolas Feuerhahn Oct 2016

When Do You Procrastinate? Sleep Quality And Social Lag Jointly Predict Self-Regulatory Failure At Work, Jana Kuhnel, Ronald Bledow, Nicolas Feuerhahn

Research Collection Lee Kong Chian School Of Business

This study investigates antecedents of procrastination, the tendency to delay the initiation or completion of work activities. We examine this phenomenon from a self-regulation perspective and argue that depleted self-regulatory resources are an important pathway to explain why and when employees procrastinate. The restoration of self-regulatory resources during episodes of non-work is a prerequisite for the ability to initiate action at work. As sleep offers the opportunity to replenish self-regulatory resources, employees should procrastinate more after nights with low-quality sleep and shorter sleep duration. We further propose that people's social sleep lag amplifies this relationship. Social sleep lag arises if …

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An Approach-Avoidance Framework Of Workplace Aggression, D. Lance Ferris, Ming Yan, Vivien K. G. Lim, Yuanyi Chen, Shereen Fatimah Oct 2016

An Approach-Avoidance Framework Of Workplace Aggression, D. Lance Ferris, Ming Yan, Vivien K. G. Lim, Yuanyi Chen, Shereen Fatimah

Research Collection Lee Kong Chian School Of Business

The number of constructs developed to assess workplace aggression has flourished in recent years, leading to confusion over what meaningful differences exist (if any) between the constructs. We argue that one way to frame the field of workplace aggression is via approach–avoidance principles, with various workplace aggression constructs(e.g., abusive supervision, supervisor undermining, and workplace ostracism) differentially predicting specific approach or avoidance emotions and behaviors. Using two multi-wave field samples of employees, we demonstrate the utility of approach–avoidance principles in conceptualizing workplace aggression constructs, as well as the processes and boundary conditions through which they uniquely influence outcomes. Implications for the …

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The Too-Much Precision Effect: When And Why Precise Anchors Backfire With Experts, David D. Loschelder, Malte Friese, Michael Schaerer, Adam D. Galinsky Oct 2016

The Too-Much Precision Effect: When And Why Precise Anchors Backfire With Experts, David D. Loschelder, Malte Friese, Michael Schaerer, Adam D. Galinsky

Research Collection Lee Kong Chian School Of Business

Past research has suggested a fundamental principle of price precision: The more precise an opening price, the more it anchors counteroffers. The present research challenges this principle by demonstrating a too-much-precision effect. Five experiments (involving 1,320 experts and amateurs in real-estate, jewelry, car, and human-resources negotiations) showed that increasing the precision of an opening offer had positive linear effects for amateurs but inverted-U-shaped effects for experts. Anchor precision backfired because experts saw too much precision as reflecting a lack of competence. This negative effect held unless first movers gave rationales that boosted experts’ perception of their competence. Statistical mediation and …

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The Impact Of Power On Reliance On Feelings Versus Reasons In Decision Making, Yunhui Huang, Hannah H. Chang, Jiewen Hong Oct 2016

The Impact Of Power On Reliance On Feelings Versus Reasons In Decision Making, Yunhui Huang, Hannah H. Chang, Jiewen Hong

Research Collection Lee Kong Chian School Of Business

We examine the impact of power on consumer decision making. Results from four experiments provide converging evidence thatpeople in high- (low-) power states are more likely to rely on affective feelings (cognitive reasoning) in making judgments anddecisions.

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Data From A Pre-Publication Independent Replication Initiative Examining Ten Moral Judgement Effects, Warren Thierny, Martin Schweinsberg, Jennifer Jordan, Michael Schaerer Oct 2016

Data From A Pre-Publication Independent Replication Initiative Examining Ten Moral Judgement Effects, Warren Thierny, Martin Schweinsberg, Jennifer Jordan, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

We present the data from a crowdsourced project seeking to replicate findings in independent laboratories before (rather than after) they are published. In this Pre-Publication Independent Replication (PPIR) initiative, 25 research groups attempted to replicate 10 moral judgment effects from a single laboratory’s research pipeline of unpublished findings. The 10 effects were investigated using online/lab surveys containing psychological manipulations (vignettes) followed by questionnaires. Results revealed a mix of reliable, unreliable, and culturally moderated findings. Unlike any previous replication project, this dataset includes the data from not only the replications but also from the original studies, creating a unique corpus that …

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Actions Speak Louder Than Words: Outsiders' Perceptions Of Diversity Mixed Messages, Leon Windscheid, Lynn Bowes-Sperry, Deborah L. Kidder, Ho Kwan Cheung, Michele Morner, Filip Lievens Sep 2016

Actions Speak Louder Than Words: Outsiders' Perceptions Of Diversity Mixed Messages, Leon Windscheid, Lynn Bowes-Sperry, Deborah L. Kidder, Ho Kwan Cheung, Michele Morner, Filip Lievens

Research Collection Lee Kong Chian School Of Business

To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, following a 2 x 2 design, participants (N = 225) were either shown a pro gender diversity statement or a neutral statement, in combination with a gender diverse board (4 men …

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Myopic Reactions To Performance Feedback: Different Decision Makers, Different Decisions, Henrich R. Greve, Cyndi Man Zhang Sep 2016

Myopic Reactions To Performance Feedback: Different Decision Makers, Different Decisions, Henrich R. Greve, Cyndi Man Zhang

Research Collection Lee Kong Chian School Of Business

The behavioral theory of the firm predicts that problemistic search and organizational change occurs after comparing performance with the aspiration level, and this prediction has been strongly supported. The bounded rationality assumption in the behavioral theory of the firm suggests that such search is often myopic. However, we still lack theory explaining the source of myopia and how myopia influences decision makers choosing search directions when performance feedback indicates a problem. In this study, we address the relationship between myopia and search direction. We develop theory on how decision maker cognitions and knowledge formed by their past experiences underlie coalitions …

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Did Bp Atone For Its Transgressions? Expanding Theory Of “Ethical Apology In Crisis Communication, Audra Diers-Lawson, Augustine Pang Sep 2016

Did Bp Atone For Its Transgressions? Expanding Theory Of “Ethical Apology In Crisis Communication, Audra Diers-Lawson, Augustine Pang

Research Collection Lee Kong Chian School Of Business

Ethical communication during crisis response is often assessed by external perceptions of the organization's intentions, rather than an assessment of the organization's communicative behaviors. This can easily lead researchers to draw editorial conclusions about an organization's ethics in crisis response rather than accurately describing its communicative behaviors. The case of BP's 2010 oil spill in the Gulf of Mexico provides a prime example for the importance of accurately assessing the ethical content of an organization's crisis response because the ethics of BP's response have been discussed in news and academic sources; yet little direct examination of the ethical content in …

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Right Person In The Right Place: How The Host Country Ipr Influences The Distribution Of Inventors In Offshore R&D Projects Of Multinational Enterprises, Anand Nandkumar, Kannan Srikanth Aug 2016

Right Person In The Right Place: How The Host Country Ipr Influences The Distribution Of Inventors In Offshore R&D Projects Of Multinational Enterprises, Anand Nandkumar, Kannan Srikanth

Research Collection Lee Kong Chian School Of Business

Prior work has shown that the strength of the intellectual property regime (IPR) in a host country influences offshore R&D to that country. Building on this work we propose that the strength of the IPR in a host country differentially influences the threat of knowledge leakage on projects that are produced for the location where the multinational firm is headquartered (home) versus the offshore location to which the R&D project is sent (host). We argue and show that when the host location has a weak IPR, fewer host inventors are involved in host R&D projects when compared to home R&D …

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