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Building cohesive teams is an important aspect of management and leadership. Having an enjoyable and effective way to apply team building theory in an on-line environment requires a creative approach. This exercise was originally developed for face-to-face delivery but has been adapted to the on-line learning environment in a unique way that enables students to participate in an experiential, team building exercise, even if they are remotely located and never meet face to face.

The concept of white (and male) privilege is challenging for students to understand, and often leads to incredulity and resistance. Students often see white privilege as an outdated theory that disputes their beliefs in an equality meritocracy. This paper presents a two-part exercise to help students understand white privilege in a non-threatening way, thus reducing the resistance to the concept, allowing for more thorough understanding. This exercise is useful for diversity, organizational behavior, and/or human resource management courses.

If it's just bubble tea, how can one store stand out among the rest? This case examines the success of The Alley, a bubble tea shop in Hong Kong, and considers whether its success is sustainable. This case also evaluates the reasons why The Alley has distinguished itself and discusses upcoming challenges the company may face from its many competitors. Finally, students are asked to think about and suggest future recommendations.

This business case study examines how the leadership group of a 150-pupil NZ primary school responded to an environmental activism campaign protesting the school’s burning of coal to heat its classrooms. Students working with the case study will, by necessity, need to apply theoretical perspectives relating to organizational legitimacy, leadership, and brand management. Some educators may also wish to use the case to highlight issues of ethical judgment. The case is equally relevant to undergraduate and graduate business school students. The latter set of students will be expected to bring fuller and richer theoretical understandings to the case study.

On Monday, April 16, 2018, Dr. Allen watched a segment of Good Morning America where Kevin Johnson, Starbucks’ Chief Executive Officer, apologized for an incident that occurred on April 12, 2018, at a Starbucks store in Philadelphia, PA. The incident in question involved the arrest of two black men who refused to leave the store when asked by the store manager (ABCNews.com, 2018). Dr. Allen thought that a case study about the recent Starbucks’ incident would be an ideal way to illustrate relevant concepts and theories that she was teaching in her graduate level management courses. With little time to write a traditional teaching case before the end of the Spring 2018, semester, Dr. Allen decided to develop a Starbucks’ teaching case, using concepts adapted from: the real-time case method (RTC), video cases, participative case writing (PCW), the client project (CP)/live case method, and case development (CD).

The case outlines the experience of a junior project manager who discovers a series of financial calculation errors that, if unaddressed, could result in a $40M cost overrun on her $250M project. Students are placed in the role of the project manager at the time of discovery of the error, and need to diagnose the organizational and political dynamics of the situation. The case can be used to illustrate a number of organizational behavior topics, including influence and persuasion, power dynamics, “managing up”, and dealing with crisis situations within organizations.

L’importance séculaire de la gastronomie française a été reconnue internationalement au plus niveau en 2010 par son classement au « patrimoine culturel immatériel de l’humanité » de l’UNESCO. Elle remplissait les conditions d’admission à la liste du patrimoine culturel immatériel de l’Humanité. Dans ce monde si singulier, de la gastronomie française, vont alors apparaître dès le début du XIXème, les premières critiques culinaires, les premières évaluations des restaurants. Le cas Gault&Millau présente un guide gastronomique emblématique qui a connu un succès rapide dans les années soixante-dix grâce au charisme et au talent de ses fondateurs avant de décliner peu à peu inexorablement. C’est l’histoire de sa résurrection par la définition et la mise en place d’une stratégie cohérente, le développement d’un nouveau modèle économique dans un univers en profonde mutation et sa transformation progressive en véritable agence de notation du goût au service de la gastronomie française.

Nickolay Lamm had successfully launched his fashion doll startup using crowdfunding in 2014. As he considered additional products for his realistic fashion doll line, he wondered whether he should consider crowdfunding again as a tool to launch these new products.

By 2012, faculty at the institute for Vaccines and Infectious Diseases at University of Antwerp in Belgium had created working prototypes of two medical devices with significant market potential. When the university decided to spin off these two medical devices into a startup company, decisions had to be made on how the divide the "founder's pie." The case describes the people involved with the development of the medical devices so far and poses the question of how the equity should be split.

This is a story of an entrepreneur and his journey to find a scalable business. It is based on real life, and moves step by step through the entrepreneurial process. At every stage in the life cycle of this journey, you will be asked what you think our entrepreneur should do. As the story unfolds, you’ll learn about the concept of effectuation, a process by which our entrepreneur discovers what to do next by just starting with what he’s got, trying, and failing, and trying again until something sticks. You’ll help him identify the challenges and resources he could consider as he moves from ideation through intention to prototype, pilot, results, then profitability, hopefully becoming market established. What lessons did he learn, and what do you think about his chances for eventual success? This series of “compact cases” can be used in any introductory entrepreneurship or marketing class.

Employees and managers who embrace conflict can build better understanding, healthier relationships, and experience greater personal and professional success, but managing conflict is not easy. The purpose of this experiential exercise is to draw attention to the number of conflicts and stressful situations experienced by class members in one week and use delegates within the groups to serve as mediators for defining the conflicts and determining reasonable solutions to each conflict. Participants will apply a conflict resolution model to define a conflict, determining if the conflict is a content/task-based conflict or a relational conflict. In addition, throughout the discussion, participants will discover their own emotional triggers and learn how to manage difficult encounters with diplomacy, tact, and credibility. Participants will also learn the value of utilizing mediators in managing workplace conflict.

Management students often learn about the role of motivation in influencing employee performance. However, the theories of motivation may seem abstract, and students may struggle when attempting to apply these theories to real-world situations. To help students move beyond memorization, the author designed an exercise to help students apply motivational theories to a realistic situation. Working in groups, students problem solve how to address an employee motivational issue by applying an assigned motivational theory. In doing so, they mentally rehearse how various managerial behaviors might influence employee motivation. The exercise requires little preparation and can be facilitated in face-to-face and online learning environments. While developed for an undergraduate course in leadership, the exercise would also be appropriate for a graduate course in leadership or an organizational behavior course at the graduate and undergraduate level.

What is an “Innovative Leadership Infographic (ILI)” ? How can infographics help students in 100% online courses understand their unique, innovative leadership voice? Free creative technology resources help students effectively influence leadership perceptions. The ILI creatively inspires students to present their leadership stories in an impactful, visually-engaging way, bringing the human uniqueness to life. In this session, participants learn: (a) infographics (types, student examples) and free online technology resources; (b) others’ perceptions about successful social media influencers; (c) how to develop infographic assignments using module-based learning blocks (e.g., discussion boards with peer-to-peer feedback); and, (d) develop an ILI. The ILI was the final assignment for an online Leading, Learning and Change Innovative Leadership Course. Students feared innovation would lead to failure, but they took risks through the ILI and boldly answered-“Who are you? What makes you a uniquely different leader than others?” They share their creative ILIs throughout social media.

Knowledge sharing has been identified as a critical activity to an organization’s success. We intend to explore the impact of social capital, especially team shared goal and psychological ownership, on employee knowledge sharing. In addition, previous research on knowledge sharing has been focusing on antecedents of knowledge sharing. We intend to examine how knowledge sharing affect employee learning in this study.

I am submitting an extended abstract for the Idea Incubator track

Considerable research documents enduring gender differences in workplace dynamics, especially regarding activities such as negotiation, communication and task responsibilities. While the significance of this literature cannot be overstated, our understanding of these important gender dynamics primarily stems from research of and by individuals in the Baby Boomer and Generation X populations. In the spirit of evolving the contemporary narrative of business and careers, this research explores manifestations of workplace gender dynamics among current undergraduate students enrolled in a highly selective financial management simulation program that replicates the realities of working in the competitive financial industry. Building upon the seminal scholarship surrounding workplace gender dynamics, findings from this research will offer important insights into the ability of established literature to predict gender dynamics in the rising Millennial and Generation Z populations. Contributions will inform both scholars and practitioners as to the next frontier surrounding gender and work in organizations.

Research has demonstrated that generational differences have a significant impact on attitudes and values in the workplace and these differences can lead to conflict. A common tool to resolve workplace conflict is through negotiation. By better understanding generational attitudes and values in the workplace - and in the negotiating process – parties have an increased likelihood of success. In light of this, the study of generational differences in negotiation is a valuable topic of inquiry for management research. As proposed, this study will employ a quantitative correlation and multiple regression design and use survey methodology to examine generational differences in choice of negotiation tactics, confidence in negotiation ability, and achievement of negotiated outcomes.

Enhancing students’ motivation and engagement in learning is critical for their success and happiness. This paper attempts to apply the concept of job wholeheartedness to help students love learning fully and wholeheartedly. Job wholeheartedness is total motivation people have for their jobs. Job wholeheartedness comes from an understanding of the freedom of choice, mindfulness, emotional intelligence, metacognition, and the third perspective that enable people to accept and embrace their jobs entirely. This paper proposes that these can also be the tools and practices that help students love and enjoy their learning.

This paper in development examines Maslow Hierarchy of Needs as it applies to Black and African American students’ needs in historically black colleges and universities (HBCUs) and predominantly white institutions (PWIs). Building off of extant research that finds that African American students whom attend HBCUs are more likely to succeed in college and beyond, we intend to extend Maslow’s Hierarchy of Needs theory to provide a conceptual model to explain why these differences may occur. Specifically, we highlight that Black and African American students at HBCUs compared to those at PWIs will have differences in both the importance they place on each need and in the satisfaction of that need over time through their college experience.

Employees’ motivation at work is typically partial and limited. This paper proposes a solution to this problem by looking at it from a new angle, the other side of motivation, the hidden and forgotten side, the unconditional motivation. Unconditional motivation is the motivation which is not dependent on any conditions and reasons. This type of motivation belongs to the other side of a human mind which is unconscious and irrational. This paper suggests that when people recognize and understand both sides of motivation, the conditional and unconditional motivation, only then can their motivation be full and total. By bringing awareness to an unconscious area of the human mind, this paper attempts to help people understand themselves better and work at their fullest motivation.

This symposium will present preliminary results of data collected from German, US, and South African students using the Digital Native Assessment Survey (Teo, 2013). The results will contrast the technology usage across the three countries, and then elaborate on the implications of this new generation, their use of technology, and the likely impact on educators in higher education.

(Idea Incubator - See attached extended abstract)

In order to live happily and work successfully overseas, people have to be aware of, accept, adapt, and adopt diverse cultural values and practices. In my international business management class, I utilized paradoxes to help students realize and embrace contradicting viewpoints across cultures. Understanding paradoxes requires students to use the metacognitive ability which stands above and beyond conflicting perspectives. Although it was very challenging for students at the beginning of the course, they were able to explain most paradoxes at a later time in the semester. In this paper, I would like to share my experience of using paradoxes and the way to help understand them.

Seeking to contribute to an understanding of effective models of teaching business ethics, this research project examines how the design of a stand-alone undergraduate business ethics course using the stakeholder approach influenced student perception of learning. The goal of the course design was to encourage the development and incorporation of moral thinking within the traditional managerially-focused mindset of our students. We would like to participate in the idea incubator to work with colleagues who may be able to give us insights into how to interpret and present our results given the limitations associated with self-reported data.

Transformational leadership has been one of the extensively studied leadership models. It has been linked to a number of critical variables such as employee creativity, organizational citizenship behavior, job satisfaction, and intention to quit etc.; however, its potential to affect other relevant organizational outcomes continue to garner attention from the scholars. Recently, there has been call for studies investigating the link between transformational leadership, job involvement and knowledge sharing. Therefore, the primary purpose of this paper is to study the aforementioned relationship. Building on social exchange theory, we argue the relationship is jointly mediated by LMX and distributive justice.

Do the same things that help you successfully become a leader also help you to successfully be a leader? The synchronicity between leadership selection and execution criteria is absolutely critical for public and private organizations of all types. However it remains an unresolved issue that has haunted historians and philosophers for ages and continues to vex modern leaders and scholars alike. This study therefore sets out to examine the alignment of leadership selection and leadership execution. More specifically we focus on one particularly critical and controversial element in the relationship – the role of character and integrity. An original conceptual model is developed, prospective methodologies are sketched, and implications are explored that lead to recommendations for enhancing alignment strategies.

Interest in social entrepreneurship and business as a “force for good” has increased significantly over the past ten years. Research has also shown that social enterprises, more so than traditional businesses, draw a high percentage of female leaders. This dynamic may be explained in part by the challenges women experience in developing authentic leadership identities. While the desire to do “good” seems to be an obvious driver of women choosing to lead social enterprises, we propose examining what elements of B Corp certification might speak to women’s desires for a workplace culture involving fewer power struggles, politics, and bureaucracy.

The case presents Maggie Magerko's experience leading 84 Lumber, one of America's largest privately held companies, through challenges to their business sales model, the housing collapse and financial crisis of 2007-2008, and the risks she took to save the company. As President of 84 Lumber, Magerko went against advisors urging her to file for bankruptcy and chose instead to reduce the company size to save it from closing.

Rock engineering is a field where level of uncertainty is much higher than in other fields, even within the discipline of engineering. Projects are completed in stages by different teams including: geological survey team, design team, supported structures team, and construction technology team. High uncertainty, different priorities, and lack of accountability for the overall project contribute to inter-team conflict among rock engineering teams working on a project. To facilitate greater project performance, it is crucial to understand how to minimize these conflicts and facilitate collaboration of various rock engineering teams that are involved. Greater participation in the final solution by team members from various teams may increase their engagement, accountability, and ownership. Our aim is to further explore the role of management oversight in facilitating greater inter team collaboration among various rock engineering project teams, improving the overall project effectiveness and performance.

Teamwork has been increasingly important to organizational success. Although the reliance on teamwork is increasing in organizations worldwide, there is often a gap in skills required by the employers and the skills acquired by undergraduate students. Our multistage mixed methods study aims to capture the challenges and possible solutions to prepare students for successful team based collaborations in the workplace. We present findings from our pilot study.

The goal of this this experiential exercise is to encourage inter-functional perspectives. At the start, students are assigned to specific top management roles in Ultra Tire: President, VP of Marketing, VP Production, etc. The organization needs to transform itself to remain competitive. The strategic plan includes the creation of a new headquarters and manufacturing facility in another state. Existing resources and processes must be deployed between the new and the old locations. The organizational structure needs to change. Corporate culture and values need to be maintained as the company grows and evolves. Human resources issues include training for the needed new skills, hiring a more diverse workforce, and transferring employees between locations. Finance and marketing issues are also involved. Finally, the top management team must build integrated solutions for all the necessary changes.

This paper uses institutional analysis to examine the shift occurring in higher education.. We use interview data as well as historical analysis to identify a shift in the dominant institutional logics of higher education and explain how that shift becomes a threat or opportunity for existing colleges and universities in the United States. By shifting the level of analysis from meso-level, how competing colleges and universities innovate in order to gain competitive advantages, to macro-level, how the institutional context influences that innovation and competition, we can provide new insights into the changes that are occurring within higher education. Leaders within higher education pay significant attention to macro-level forces such as changing demography and technology but often do not frame it within and an institutional context governed by dominant institutional logics. This paper provides a framework and language to better understand and put into context the broader changes within the industry.

Platform businesses usually outperform traditional pipeline counterparts due to the existence of complements and network effects. Established pipeline organizations should augment its traditional pipeline business with a complementary platform operation through organizational ambidexterity. This study proposes that the firm’s top management team (TMT) with high levels of its behavioral integration and heterogeneous background play a key role in establishing an ambidextrous organization in which both pipeline and platform business operations can be nurtured, which in turn improves firm performance.

This session challenges participants to develop a publishable Compact Case in a collaborative small group setting. Participants may bring their own case idea or use provided background materials for the onsite development of a compact case during the session. Using their laptops or smartphones, small groups develop and write learning objectives and the initial draft of a Compact Case. Case writing mentors are available for consultations with groups. The session deliverable is a Compact Case and partial teaching note (at least the learning objectives for the case). Participants are encouraged to continue to refine the case and complete the teaching note before submitting the Compact Case to The CASE Journal (TCJ). All cases developed in the Compact Case Hackathon that are subsequently accepted for publication in TCJ will be considered for recognition (and a prize!) as the “Best Compact Case.”

Sustainable development is a powerful, significant, and occasionally controversial topic in management education. It usually refers to “development that meets the needs of the present without compromising the ability of future generations to meet their own needs." (2018, International Institute for Sustainable Development) The broad view of sustainable development is articulated on the United Nations Sustainable Development Knowledge Platform and consists of 17 wide ranging goals including Zero Hunger, Justice world-wide, and Quality Education. This session will be a hands-on exercise demonstrating how this topic can be introduced to management students to generate awareness, solutions, and critical thinking regarding the sustainable development goals.

We describe a role play simulation that provides an engaging, interactive approach to teaching students about warehouse management practices and logistics management. Using a series of scenarios involving a warehousing operations example, participants are able to experience and observe how operational design choices interact with staffing and the deployment of human resources to affect production outcomes and customer satisfaction. We describe the learning goals of this role play simulation and how to run it, as well as how it can be used flexibly for different class sizes, levels, and time frames. We also provide questions for debriefing the key learning points, both at the end of the activity and between scenarios.

This study will explore how the Internet of People, Things and Services (IoPTS) provides both opportunities for advancing employees’ careers, as well as potential concerns that employees will need attend to as the IoPTS inevitably becomes a common part of the career and technology landscape. A sustainable careers framework will be offered to help explain how IoPTS plays a role within the individual career management ecosystem. The Too Much of a Good Thing (TMGT) effect will also be introduced and applied to investigate what may happen when high usage levels of the otherwise benign IoPTS occur. Propositions will be offered broadly focusing on the following research question: will the IoPTS be too much of a good thing for individual career management leading to unexpected and undesired career outcomes? Future research opportunities are offered, along with practitioner realities that should also be considered.

This paper explores the challenges of executive leadership and human resource development in a nonprofit setting. While human capital is a vital asset to any organization, it is particularly vital to nonprofit organizations, which expect their employees to work for less, and often do more, than their counterparts at for-profit companies. Managing these resources presents some challenges. Some of these challenges are similar to the challenges that for-profits face, such as attracting and retaining talent and developing leaders. Some of the challenges are unique, such as managing volunteers and the high-burnout rates of non-profit employees. Executive Leadership Development (ELD) is also a critical challenge faced by nonprofits. However, all Human Resource Development (HRD) issues within a nonprofit setting must be tackled with the organization’s mission in mind.

The Kaleidoscope Career Model (KCM) is a model that suggests that careers are driven by three parameters: authenticity, balance and challenge (Mainiero & Sullivan, 2006). While the model remains relevant for over a decade, it was developed in North America and hence might not be well suited to other contexts. The current study tests the model in the Greek Public sector, which in addition to cultural differences, was deeply affected by the 2008 financial crisis. Findings show that context frames and shapes career perceptions, such that some KCM needs become less salient, and needs that were not included in the original model, specifically the need for safety, are present. Based on these findings we suggest a potential modification to the KCM model, which will allow it to better explain career needs across multiple contexts. The practical contribution for HR professionals is recommendations to satisfy these needs by specific HR practices.

Following Snir and Harpaz’s (2012) model of Heavy Work Investment (HWI), we propose a model that clarifies the relationship of antecedents of HWI to burnout. The model consists of several components: (a) external/situational antecedents, ‘income’ and ‘workload’ and internal/dispositional antecedents, ‘job engagement’ and ‘workaholism’; (b) a mediator variable, HWI (divided into ‘time’ and ‘effort’); and (3) ‘burnout’ as the outcome variable. Data was obtained by social science students who surveyed 388 Romanian employees, ages 19 to 66, on two consecutive occasions with a six-week interval (times T1 and T2). Using structural equation modelling, the mediation has an excellent fit at both T1 and T2. The mediation role of HWI is confirmed for T2, with respect to three factors – job engagement, workaholism and workload – but not for T1. The findings are discussed, as are their contribution to the theoretical literature and new directions for further research and organizational practice.

The motivation literature has typically focused on motivation at the workplace. Thus, this conceptual paper attempts to shift the theoretical emphasis from motivation during work to the motivation to work. Given this, I propose a framework to examine how career guidance services, offered to graduating seniors, predicts their motivation to work after graduating, and subsequently generates positive work outcomes. This proposed framework invites questions about the adequacy of the existing motivational theory to address motivation at the school-to-work transition stage.

This study investigates the quality of social exchange relationships of former employees, or organizational alumni (OA), with their former employer. An OA’s ‘willingness to endorse’ (OAE) their former organization as proxy for the OA-Organization relationship quality is examined at the organizational, supervisor, and team level. The effect of the OA’s assessment of Perceived Organizational Support (POS), Leader-Member Exchange (LMX), and Team-Member Exchange (TMX) on OAE are examined. Outcomes from current company ratings as well as the type of termination (voluntary or involuntary) from their former employer are considered in order to further contrast differences in the OA’s willingness to endorse. Findings from this study provide insights in to the OA-Organization relationship as a source of sustainable value for the former and current organization.

Negotiation theory asserts that in bargaining situations a focal negotiator should set a reservation point that is a minimum price needed, or a maximum price they will pay to accept an agreement. Theory prescribes negotiators ought to set a target point or aspirant. This study examines whether focal negotiators’ final agreements are closer to their reservation point than their target point. The study also examines factors that may explain and correlate with negotiators’ results.

This paper examines the governance implications of dual directors on the value accrued from a corporate spinoff transaction. It is known that firms divest into independent spinoffs to create value for themselves and shareholders. However, we theorize that the governance presence of dual directors serving on both parent and spinoff board serve to contradict this value creating action. Through a study involving 135 publicly traded firms in the Fortune 500 between the years 1995 to 2016, we find support that highlight the contradicting effects of dual directors on value accrued from a spinoff transaction.

This research aims at exploring the relationship between a firm’s strategic orientation, marketing management in terms of marketing mix tactics, and innovation performance. We examine three types of strategic orientations: customer, technology, and combined customer/technology orientation. We analyze their direct effect on innovation performance as well as the moderating effect of marketing management in terms of the marketing mix on this relationship. We test our hypotheses on a sample of 1,603 French manufacturing firms and show that organizations with a combined customer/technology orientation outperform those with a customer or technology orientation alone. We also show that the moderating effect of marketing management in boosting innovation success is positive for all orientations, but greatest for organizations with a technology orientation. Finally, we find that the moderating effect of marketing management on the relationship between orientation and performance increases as more elements of the marketing mix are deployed simultaneously.

Recent debates on the microfoundations of strategy have reignited discussions about what are the true determinants of performance heterogeneities in firms when factors of production are tradable. According to the “structure-based view” of performance, the way a firm fits into the industry structure is seen as the primary source of competitive advantage. On the other hand, the “strategy-based view” contends that process-based aspects of firms should be accorded far more importance in the study of the determinants of performance than macro, structural indicators. While research in both these fields has added immeasurably to our understanding of inter-firm heterogeneity, there has been little attempt at integrating the wisdom from their collective findings. In this paper, we attempt to place the two fields in an integrative framework, arguing that linking the research on the strategic variables with structural research can explicate a number of unexplained facets of firm performance.

Millennials are disrupting higher education. These digital natives are changing how higher education is delivered and challenging the relevance of higher education to deliver the required skills to be successful. Flipped classrooms are viewed as one teaching pedagogy that can increase millennial student engagement. The current study investigates the difference in the impact of flipped classrooms on five perceived learning outcomes—problem solving, critical thinking, teamwork, self-directed learning, and knowledge acquisition for undergraduate business students from Germany and the U.S. Identical classroom configurations were implemented in an Introduction to Business course in a German and U.S. university. Hofstede’s cultural dimension were used to hypothesize differences in perceived learning outcomes based on cultural values of Germany and the U.S. Results showed that differences in perceived learning outcomes attributable to cultural differences were found between the German and U.S. students indicating that cultural differences do impact the effectiveness of different teaching pedagogies.

Working effectively as a team continues to be an important workplace skill and designing innovative pedagogies for developing this skills is a goal of management education. Building on previous research in team learning, we introduce formal team based learning (TBL) to our classrooms and measure outcomes of quality of team learning, professional development and team satisfaction. We also assess students’ perceived fairness of the work distribution and analyze its effect on these outcomes. Our findings indicate that TBL resulted in increases in the quality of team learning, professional development and team satisfaction. Only team satisfaction was significantly related to perceived fairness, with students who perceived themselves as doing more of the work dissatisfied with the team experience. Perceived fairness did not affect team learning or professional development. We discuss our contributions and provide suggestions for future research.

This article posits potential positive individual and team outcomes by involving students in a team selection process. It is proposed that having students participate in a simulated hiring process and selecting teammates based on reviewing resumes will create teams with individuals who have higher levels of satisfaction, team commitment, self-efficacy, trust, motivation, and performance, while having fewer individuals who exhibit social loafing. These teams will also experience higher levels of team cohesion and performance. Hypotheses and a model are developed for expected relationships.

We explore non-market strategies of venture capital backed companies. Based on the resource dependence perspective, we examine how venture capital backing influences companies’ lobbying investments. We find that on average, venture capital backing negatively affects companies’ lobbying investments. However, we also find that R&D investments moderates this relationship and companies increase their lobbying investments as they invest more on R&D. Our results provide insights for the research on venture capital backing and non-market strategies.

Drawing upon search and signaling theory, the influence that VC directors have on technology spillover is examined with respect to venture capital (VC)-backed firms in the semiconductor industry. Despite a plethora of research into technology spillovers, we still do not have a clear understanding of how VC directors affect the technological outcomes of a firm’s innovation efforts. Examined in the context of semiconductor firms between 1980-2005, my findings highlight the pivotal role that VC directors play in augmenting a firm’s ambidexterity. This research contributes new insights into the mechanisms by which VC directors introduce external knowledge that augments a firm’s spillovers into new technological domains and has important implications for entrepreneurs and their search strategies.

Innovative opportunities and technological arbitrage opportunities are two types of entrepreneurial opportunities that could lead to technological progress and economic growth. This study investigates how venture capital investments flowing into an industry may impact both innovative opportunities and technological arbitrage opportunities presented in the industry. After examining 45 industries in the United States over the period of 1980-2015, we find that venture capital investments positively influence innovative opportunities and technological arbitrage opportunities at the industry level. In addition, the findings show that industry characteristics such as industry growth rate and industry dynamism could moderate the impact of venture capital investments on innovative opportunities. Moreover, this study verifies that innovative opportunities mediate the positive relationship between venture capital investments and technological arbitrage opportunities.

The case discusses how a booming and prosperous hotel, Last Resort, lost its glory overtime. The case highlights the events that caused the hotel demise. Basking in its glory and living on its brand affiliation the hotel management failed to monitor its internal and external environment having developed a level of complacency. This resulted in loss of employee morale, poor management, absenteeism, poor productivity among many other internal issues. There was an overall decrease in quality service, leading to a reduction in guest, sales and profits overtime. With the negative publicity, poor sales, and declining customer base the hotel decided to take action. Fix It Consulting was hired to investigate the issues and offer creative intervention strategies that would bring back Last Resort to the quality and boom it enjoyed when it first opened its doors.

Francois LeGrand owner of an export company specialized on OEM for the mining industry in mostly African countries based in the US has just been given the opportunity to bid on a contract to source pipes to run temporary water to various mining sites or projects. This piping is not the type of equipment he is used to exporting although the mining company in Africa has been his client for over 15 years. Francois is faced with assessing this one-time opportunity. He must ascertain if the risks and opportunity is worth pursuing and he has only 10 days to complete his assessment. This case is designed for students study international business, global commerce, international management or international marketing, where they can apply the PESTEL and CAGE models.

This is a business case about the lead-up to the launch of a student entrepreneurial venture around social media. It is appropriate for undergraduate or entry level graduate entrepreneurship courses. The case provides a common foundation for discussing issues regarding the decision to launch a new venture and approaches to exploring the business concept. Among the issues explored is the tension between student activities, lifestyle and career choices, and the demands of entrepreneurship. In addition, this case can provide an opportunity to guide students through the application of the Lean Startup approach to customer discovery. The challenge of transforming a surprise success into an entrepreneurial venture is illustrated, with specific emphasis on decision making related to personal goals and potential impediments. The case also affords students the opportunity to wrestle with the challenges young entrepreneurs face when confronted with a potential opportunity that requires making trade-offs.

This case study requires students to think through and develop a human resource strategy that addresses the people concerns associated with the KGA Corporation’s addition of a new business. KGA Corporation, an engineering firm, added KGA Staffing Services as a subsidiary business to assist its existing clients with engineering professionals on a contract basis. This case, designed for use with graduate students, asks students to recommend systems for the compensation and benefits for these two groups of employees, communications that should be sent to all KGA employees, and career development options for KGA employees.

L'Occitane is a leading luxury cosmetics company in France. Its natural product line meets consumer’s preferences, which allows the company to keep growing. However, France is a saturated market for cosmetics companies. Although ongoing trends are aligned with L'Occitane’s core values, the company’s growth is limited. To address this L'Occitane is considering expanding in Brazil as that natural beauty market is experiencing significant growth.

SEPT is a non-profit football academy for children operating across the Indian state of Kerala. Currently the largest football nursery network in India, SEPT is dedicated towards developing players from the underprivileged strata of the society. Prior to 2017, SEPT had a steady growth from 5 to 55 centers. Later on, the growth and development started to falter. At present, SEPT is facing the threat of shutting down due to lack of financial assistance. This case explores SEPT’s opportunities to retain and obtain sponsors and also gain a sustainable inflow of funds to keep the organization operating for its noble cause. Also, it examined whether it is the right time for SEPT to diversify into training for a sport in which they apparently do not have expertise or experience.

This paper aimed to shed light on the effects of intrinsic and extrinsic motivation, as predictors, have on Heavy-Work Investment of time and efforts and Job Engagement. In a moderated-moderation analysis, two conditional effects were taken into consideration – worker’s status (working students vs. non-student employees) and country (Israel vs. Japan). Data were gathered from 242 Israeli and 171 Japanese participants. The results support the moderated-moderation rationale, showing interesting findings. For example, the associations between intrinsic/extrinsic motivation and Heavy-Work Investment or Job Engagement were found stronger for working students vs. their counterparts, and these links are very different for the Israeli and Japanese sample. Theoretical and practical implications and future research suggestions are discussed.

This study examines the relationship between corporate reputation and CEO compensation. It is assumed that CEOs attempt to use corporate reputation to justify increases in their annual compensation. Based on agency theory and signaling theory, we predict a positive relationship between corporate reputation and CEO compensation but only during periods of economic recovery. Using a subset of Fortune’s “Most Admired” companies that retained their CEO’s through three years of recession followed by three years of recovery, this study demonstrates that corporate reputation is significantly associated with CEO compensation during periods of economic recovery but not during periods of economic recession.

Building on the stream of literature that seeks to examine the impact turnover has on the organization, this manuscript addresses tension in the turnover contagion literature regarding the type of impact turnover has on those who stay behind. Specifically, we address calls in the literature for understanding the mechanism through which turnover contagion operates, as well as the boundary conditions to its effects. In a sample of newcomers in a large, public University, we examined cues that newcomers glean from observing their colleagues’ display of Pre-Quitting Behaviors, and how these cues shape newcomers’ propensities to engage in Pre-Quitting behaviors five months later.

“Doing well by doing good” is of increasing interest and attention has turned to the role of business schools in producing socially responsible business people. Critics argue that business schools produce amoral and unethical business people, and accreditors and schools are responding by incorporating greater levels of ethics and social responsibility training. This study investigates the moderating effects of students’ cognitive moral development and personal moral philosophies on the change in attitudes to corporate social responsibility (CSR) after taking a required, standalone CSR course. In a pre/post survey of graduate and undergraduate students taking a required CSR course, this study found that students at the Conventional level of cognitive moral development experienced a more positive change in attitudes to CSR than students at other levels. This relationship is further moderated by idealism and unaffected by relativism.

Although the study of impression management has gained attention over time, relatively limited work has been conducted in understanding deception as an impression management strategy. We present a study of the Management Discussion and Analysis statements (MD&A) of 10-K reports of firms experiencing performance downturns and find that the tendency of strategic leaders to engage in deceptive impression management increases with the degree to which a firm's performance drops relative to the prior year. We also study the effects of a firm's competitive position and the overall industry competitive complexity on the relationship between performance downturn and deceptive impression management.

Using role reversal to foster active over passive learning, high levels of engagement with course material (leadership theories), and higher order thinking about the course material, students take on a peer-teaching role through the development of criteria based quizzes that they write, give, grade and take. An overview of the required components of the learning activity for knowledge acquisition and higher order learning about leadership theory, teaching and debriefing notes, and student responses are provided. This learning activity was designed for a required, online leadership course for MBA students in a program that is typically set in traditional classrooms. For many this is their first online course. This assignment is given at the beginning of the course on material that will be drawn on throughout the course.

This experiential learning session will help participants teaching undergraduate and graduate courses in human resource management or related courses to incorporate a relevant experiential learning exercise in the classroom. The session includes an exercise with multiple rounds of candidate selection that have been used successfully by a management educator teaching Human Resource Management and related subjects. The exercise addresses selection process challenges, gender bias, diversity, and stereotypes. Based on a one hour workshop, session attendees will be able to participate in each round of the exercise and participate in a final large group debrief session.

Personnel selection is a key topic in Human Resource Management (HRM) courses. This exercise intends to help students in HRM courses understand fundamental tasks in the selection process. Groups of students act as management teams to determine the suitability of applicants for a job posting for the position of instructor for a future offering of an HRM course. At the start of the exercise, the tasks include determining desirable qualifications and developing and ranking selection criteria based on the job posting and discussions among team members. Subsequently, each group reviews three resumes of fictitious candidates and ranks them based on the selection criteria. A group reflection and plenary discussion follow. Teaching notes, examples of classroom use and student responses are provided.

The present paper develops a comprehensive entrepreneurial ecosystems’ effectiveness measure. The scale includes six indicators to measure entrepreneurial ecosystems’ effectiveness: 1) density, 2) fluidity, 3) connectivity, 4) diversity, 5) productivity, and 6) robustness. Each of these six indicators is described along with measurement items.

Business incubators have long been touted as engines for growth of local economies. But paradoxically the management practices for business incubators varies widely. There is not a well-developed method for either measuring success or enabling the success of these incubators. Here, we address this issue by reporting the best practices as perceived by the managers of business incubators. In addition, we contrast best practices as perceived by managers for university, public sector, and private sector business incubators. Our findings demonstrate the thinking by business incubator managers regarding practices that lead to incubator success and show the contrast for the three types. By describing and sharing our findings, we aim to develop a dialog that will help business incubators to optimally impact their local economies.

The extant management literature suggests that boundary spanning leadership, on both an internal and external level, is central to organizational growth and success. To date, however, boundary spanning leadership has received limited attention; a problem that is compounded by the absence of an adequate measurement scale. Drawing upon boundary spanning and social embeddedness theories, I develop a formalized conceptualization and operationalization of the boundary spanning leadership construct. In addition, I suggest a framework to measure the proposed construct using a survey study. I find that boundary spanning leaders encompass four overarching characteristics: growth, understanding, sustainability, and personal investment. How these characteristics align with the conceptualization of boundary spanning leadership is also discussed.

Despite the importance of ‘exchange’ to the vitality of organizational continuity, relatively little is written on the relative influence of several key attributes - namely corporate reputation and corporate size - on the probability of organizations entering into partnering arrangements. This is especially problematic because the aforementioned relationships are critical in today’s increasingly fluctuating business environments where sufficiency and sustainability are far from guaranteed. This paper therefore applies central postulates of Resource Dependence Theory to investigate these phenomena. Specifically, I propose and then test a conceptual model of a corporation’s probability of entering into a partnering exchange by examining 33 firms across 3 years. Results were generally supportive of corporate size but not of corporate reputation as a predictor of probable partnering exchanges. I conclude by considering the main insights and implications of this for organization scholars and managers.

The use of experts such as investment bankers and legal advisors on acquisition transactions has steadily increased (Source: Securities Data Corp). This study investigates whether bankers’ fees influence acquirers’ abnormal returns surrounding acquisition announcement. The study examines a sample of 531 full-ownership acquisitions completed between January 1, 1988 and December 31, 1998.

Why do some biotech firms outperform others in obtaining large amounts of financial capital from their ‘Big Pharma’ partners? Of particular interest to researchers and practitioners, this question has been studied in the strategy and technology management literature but has yielded mixed findings. We address a specific form of this question: Does the depth and the breadth of technological resources of a biotech firm influence the amount of financial capital it raises through an alliance with a larger pharma partner? We find that “technological depth” in biotech firms is associated with raising more financial capital, whereas “technological breadth” is related to receiving less money. Furthermore, we also find that when firms bring a well-developed technology to the alliance, both their technological depth and breadth are positively related to the amount of money they receive.

The rising levels of globalization made expatriates and international assignments very important factors in the success of any business. Although numerous studies emphasized the importance of intercultural competence in predicting expatriates’ success or intercultural effectiveness, there are still relevant antecedents and consequences of such competence that are yet to be studied. This study proposes a typology of the change-related personality types and Cultural Intelligence (CQ) in which each personality type predicts different levels of CQ. This study also investigates the effect of CQ on relevant intercultural outcomes. The findings suggest that adaptive individuals tend to have the highest levels of CQ followed by proactive individuals; change-resistant individuals tend to have the lowest levels of CQ followed by passive individuals. Moreover, CQ was found to significantly predict decreased intercultural anxiety and percentage of friends from home country. A discussion of the results, limitations, and future directions is provided.

Information elaboration is crucial for successfully responding to change, and teams inevitably frame changes in order to ground them. Yet, there is sparse knowledge around how framing affects information elaboration. In investigating framing’s relationship with information elaboration, we show that framing starts a domino effect throughout information elaboration’s phases. Our experiment shows that opportunity framing motivates teams to engage the change by asking questions about it, which increases the sharing and integrating of unique information thereby improving decision performance. In contrast, threat framing is followed by avoiding the change through making status quo-directed statements and then discussing shared information ultimately lowering decision performance. Our findings contribute to the information elaboration literature by helping explain differences in information elaboration’s effectiveness through uncovering interdependent behaviors. Second, we move information elaboration’s antecedents beyond static characteristics to include dynamic actions.

This paper utilizes content analysis with sensemaking theory as a theoretical lens to analyze physicians’ interviews. The stories within this study draw attention to how sensemaking might impact the HIE implementation process. The findings demonstrated four defined manifest themes specific to sensemaking: (1) bracketing; (2) enactment; (3) social, and (4) identity construction. There were also three sub-themes: (a) financial implications, (b) practice changes, and (c) impact on professional reputation. The data demonstrated each participant singled out items or events specific to the health information exchange change process in order to make sense of the change as an entirety. No other study has applied sensemaking in an effort to gain insight into the ways physicians view the health information exchange process. Therefore, this study offers a unique perspective which might provide a framework in which to understand the possible barriers to successful implementation of health information exchange from a physician viewpoint.

Biotechnology innovations are the basis for solutions to complex, challenging medical conditions. Reducing development time and cost may facilitate rapid translation of biotechnology to diagnostics, therapeutics, and other platform applications designed to advance medicine and improve individuals’ health and welfare. As a result, many universities have adopted an entrepreneurial mission for managing and reaping the benefits of biotechnology commercialization. The purpose of this research was to examine the relationship of a university’s mission identity to commercialization of biotechnology developed on its campuses. Systematic review and framework synthesis were applied to data extracted from 29 universities’ websites. A priori and revised frameworks of mission, strategies, structure, leadership, and culture grounded predictive analyses, which indicated that most biotechnology patents were granted to universities that had medium strength systems. Further, the revised framework produced 31 different combinations of drivers influencing biotechnology patents with closely associated predictive power, supporting a system model.

This paper examines the various stages a technology may enter over its useful lifespan, and how companies might respond to various changes in the competitive environment. This analysis applies concepts including creative destruction, the product life cycle, and the innovator's dilemma to the creation of a five-state technology life cycle model for technology adoption and commercialization. This is followed by an examination of how firms can respond to each stage in the life cycle of technology they market, and which responses produce the best results.

In this paper, I examine the concept of Selective Revealing and I attempt to shed light on the dynamic nature of selective revealing within the context of coupled mode of open innovation. Approaching selective revealing as a trigger mechanism for interaction between organizations forming interorganizational relationships as well as creating innovation ecosystems, networks and communities, I propose a continuous and dynamic approach to selective revealing between problem and solution revealers. With an interdisciplinary theoretical approach, I attempt to demonstrate that selective revealing may have influence on cooperative interorganizational relationships under the umbrella of open innovation and user innovation through its continuous and dynamic nature.

This study heeds the call for an aggregated distance measure by developing an updated measure of psychic distance that acknowledges the intricacies of institutional, cultural and economic differences based on complex historical entanglements. The study’s central argument is that the current psychic distance measures do not fully acknowledge the importance of countries’ histories as these may create ties that shorten previously hypothesized large(r) distance measures. Using South Africa as the base country, we develop an aggregated measure of psychic distance with 20 underlying indicators, including both cultural and institutional distance. Although the relationship between the constructs is kept linear and additive, the magnitudes of the indicators are dynamic and result in a panel of psychic distance measures.

This study addresses current academic discussions, about international business, and about firms that combine social and profit objectives at their core, i.e., hybrid organizations. Building on the attention-based view of the firm to explain why hybrid firms are less likely to internationalize compared to profit-focused counterparts, we suggest several boundary conditions that mitigate or amplify the internationalization challenges of hybrid firms. Using a representative data set of small and medium-sized indigenous businesses, our findings confirm that hybrid firms are less likely to internationalize than profit-focused ones; however, findings reveal that hybrid firms mitigate their lack of internationalization when the organization leverages economic networks and when the levels of institutional isomorphism are high. Social networks and government support amplify the internationalization challenges of hybrid firms.

This paper examines the case of St. Martin, the smallest inhabited landmass shared by two governments and comprised of two entire subnational island jurisdictions. Since the 1648 Treaty of Concordia, France and the Netherlands have peacefully shared St. Martin. Traditionally very dependent on decision-makers in Paris, the French side of this island became a collectivité d’outre-mer (an overseas community of France) in 2007. The Dutch side had already long enjoyed relative autonomy, using the Netherlands Antillean guilder (florin), while the north side was using the French franc and later the euro. Belonging to a power can offer benefits of “autonomy without sovereignty” such as aid-financed infrastructure and communications, higher-quality health and educational systems, and preferential trade – but also regulatory requirements that can impact entrepreneurship, economic development and social change. The case study of St. Martin can tell us about entrepreneurship on small islands.

The rate of black entrepreneurship has lagged the national average for decades. Rather than look at financial factors, as most of the literature that has explored the disparity has done, we examine the role of consumer ethnocentrism and the different views black and white consumers have about black and white entrepreneurs. Using t-test results based on the responses of 747 respondents, we found support for two hypotheses that indicate that black respondents did not demonstrate higher levels of consumer ethnocentrism than white respondents toward a black-owned business, while white respondents did demonstrate consumer ethnocentrism toward a white-owned business. This paper discusses the implications of our results, offers new insights into the lagging rate of black entrepreneurship, and discusses future directions for research.

This research proposal investigates the degree to which underlying founding values contribute to resilience when navigating the life cycle of any enterprise. As organizations develop, external challenges or exogenous shocks may create tension within the leadership structure, predisposing individuals to take action without fully analyzing or appreciating the effects of this action on the long-term health of the enterprise. So what should organizational leaders, especially founders of new ventures or those charged with reconfiguring organizations in the face of disruption, consider as they try to make sense of the options available for dealing with uncertainty as the enterprise grows and adapts to systemic conditions? If an appreciation of resilience is important to future sustainability and success, how can foundational and sustainable ideas or beliefs be instilled early on within the life cycle of an enterprise? How can a mindset of resilience be maintained over time as adjustments become necessary?

Come and hear about the plans for the upcoming Eastern Academy of Management International Conference in Croatia (June 16-20, 2019). The EAM-I conferences are a source of international collaboration and learning among academics and practitioners. The conference will be held at RIT Croatia in Dubrovnik. Dubrovnik is a stunning Croatian city on the Adriatic Sea. The walled city and seaport are major tourist destinations and a UNESCO World Heritage Site. Dubrovnik is easily accessible by plane from many cities throughout Europe. All registered and potential EAM-I attendees are welcome to come to this session.

. This work is set to explore the motivations of managers to hire freelancers and the boundary conditions for choosing freelancers for different positions within the organization. Past perceptions of freelancers as ‘gig workers’ who allow flexibility and cost saving to organizations are questioned. . 255 Israeli managers from different organizational sectors participated in two independent studies. In Study 1, managers’ perception of freelancers and main motivations for employing freelancers were measured for different job types and organizational roles. Study 2 aimed to deepen the understanding of the personal and professional attributes that managers look for when faced with the decision to employ a freelancer for an organizational task. Results indicate that knowledge and expertise were identified by managers as baseline criteria for hiring freelancers in all organizational roles. The leading personal characteristics managers look for when hiring freelancers were adjustability, adaptability and the ability to integrate . .

The purpose of this study was to investigate the effects of person-organization fit (POF), authentic leadership, and work empowerment on personal growth initiative (PGI), using data of 235 employees in a Korean telecommunication firm. The demographic variables, POF, and authentic leadership accounted for 54% of the variance in work engagement. Next, the demographic variables, POF, authentic leadership, and work engagement explained 36% of the variance in PGI. In addition, authentic leadership turned out to significantly moderate the relationship between POF and PGI. Last, we found that work empowerment partially mediated the relationship between POF and PGI. This study introduced a relatively new construct, PGI, to the field of human resource and organizational behavior. Managers and human resources practitioners can help employees increase their PGI by providing better practices for POF, authentic leadership, and work engagement, so that they can win more employability in today’s competitive labor market.

Organizations increasingly engage with digital freelance (‘gig’ work) platforms to bring flexibility and expertise to their workforce. However, this contemporary mode of hiring has prompted social criticism over gig worker economic wellbeing. The following expands this discourse by focusing on a fundamental human resource management aspect that has received far less consideration — the potential for digital freelance platforms to promote equity in hiring and pay for traditionally disadvantaged groups. We identify dynamics inherent to an archetypal skilled freelance platform that support such equity: low uncertainty regarding worker quality, low search costs for clients seeking freelancers, and high transparency of information surrounding each platform exchange. A wide range of research is assimilated to derive this conceptual treatment and bring greater clarity to the nascent narrative surrounding digital freelance platforms. We conclude with consideration of threats remaining to gig worker economic wellbeing and implications for scholarship and practice.

Because women and racial minorities are disproportionately underrepresented in the upper echelons of organizations compared to white men, they often have to depend on cross-sex and/or cross-race mentoring relationships to support their career goals. Existing literature has found that mentoring relationships may increase the chances for women and racial minorities to gain access to mentors. While an extensive literature on mentoring relationships exists, there is insufficient attention to the outcomes of mentoring relationships. Specifically, not much is known about the mechanisms that enable mentoring relationships to continue, nor about those that cause these relationships to end. Some mentoring relationships barely get off the ground, and even when mentoring relationships work, the average duration is only about 3 years. My research examines the progress of cross-sex and cross-race mentoring relationships within the context of academia. I consider how mentoring relationships develop, are transformed, and when and whether they end.

This study investigates how transformational leadership affects employee positive and negative behaviors via psychological safety and voice. We predicted and tested a doubly mediated relationship between transformational leadership and employee behaviors - helping and production deviance - as a function of expressing or withholding voice. Drawing from a multi-source longitudinal study of 539 knowledge workers and using multivariate regression we tested our mediation hypotheses and potential qualifying factors. Our findings support the hypotheses that psychological safety and voice mediate the relationships between transformational leadership and the behavioral outcomes. In addition, the relationship between voice and helping behavior was moderated by task interdependence, and the relationship between voice and production deviance was moderated by employee agreeableness. This paper provides evidence for the important role of voice as evoking emotional reactions that can lead to behaviors that can benefit or harm the organization.

Community oriented policing is a philosophy based on police-public partnership and has faced significant challenges regarding implementation despite its popularity. In order to increase the chances for organizational change to succeed, it is important to ensure that the employees support it. The present study employs the Information-Motivation-Behavior skills (IMB) model (Fisher & Fisher, 1992) to determine whether adequate information in the form of training, along with and job autonomy, can develop change-related self-efficacy, which subsequently may affect positive change behaviors among employees. Based on a survey of 476 first-line officers in a large police department in Virginia, our results suggest that field training and job autonomy are directly and indirectly associated with change-championing behavior. The study makes a theoretical contribution to the IMB theory, and a practical contribution to HR practitioners that face the need to implement change programs in various organizations and wish to impact employee attitudes towards change.

This study examines academics’ perceptions about their institutions’ performance evaluation (PE) focus and the influence these perceptions have on academics’ attitudes and subsequent behaviours. A survey of more than 1,000 New Zealand (NZ) academics finds that academics who perceive their universities’ PE systems as outcome focused are more likely to exhibit compliant behaviours. In contrast, when universities’ PE systems are perceived as being values-driven and supportive of collegiality, the academics exhibit internalised behaviours. Not only do these findings show that different PE systems are associated with different performance behaviours, but the results further show that academics with internalised attitudes score higher in research assessments than academics with compliance-based attitudes.

Multiple analyses show economic trends indicating that women earn less than men despite the fact that they attain college education at comparable rates. These trends have also raised questions regarding the conditions in which the gender pay gap is likely to emerge. We examined this issue using salary data for employees of the State of Florida. Using hierarchical linear modeling, we accounted for differences within specific employment positions as well as within state agencies. Our analyses showed consistent support for an overall gender pay gap, but they indicated that this inequity was neutralized in at least one female-dominated occupation (secretarial positions). Contrary to our expectations, we found that while there was a gender pay gap in leadership positions it did not differ from that of the rest of our sample. Our results also offered insight into the positive relationship between employee tenure and the gender pay gap.

Employers complain that too many college graduates are not career ready. Using on-demand video technology, undergraduate business students engaged in a series of workplace video simulations designed to improve their career readiness. The students provided their video responses via a webcam as if they were in those situations. Third-party human assessors scored the videos using behavioral descriptors for the competencies of critical thinking, professionalism, teamwork, and communication. Pre-test and post-test results indicated significant improvement in the students’ demonstration of those competencies. Results suggest that on-demand video simulations may be a useful new tool to close the career readiness skills gap.

We apply Universal Design for Learning (UDL) principles to re-structure a management and team building skills course. UDL principles allow students multiple means of representation, action and expression, and engagement. We focus on bridging two sections of a course originally delivered in hybrid and face-to-face formats and propose a method to apply UDL. In particular, we offer students a choice between course formats while maintaining integrity in content, evaluation, and assessment. Our proposed approach is designed to accommodate different student learning styles while addressing the issue of faculty reluctance to adopt UDL. Further, our paper develops a practical guide to professors seeking to incorporate multiple learning methods and assessments into course design.

This paper examines the learning assurance results from strategic management capstone courses delivered in distance learning (DL) and traditional classrooms (on-ground, OG) formats. Results from multivariate statistical analyses find that there are significant differences in learning assurance report (LAR) scores by delivery format (on-ground vs. DL), for gender and delivery format, and academic major and delivery format. Simulation performance was higher for DL students though the relationship between simulation performance and final course grade was not significantly different for OG and DL cohorts. Implications of the findings are discussed and suggestions for future work offered. The limitations of LAR scores (e.g., deficiency of measures) are considered.

For decades, researchers have explored both the intentional and unintentional consequences of using narratives within organizations. Despite the extensive body of research that has developed in this area, there are still many potential unintended consequences of narrative use that have gone unexplored. One potential consequence is the effect that narratives have on the underrepresentation of females in leadership positions. In this paper, we integrate the narrative literature with leadership categorization theory to develop a theoretical model as to how organizational narratives influence the acceptance of a male leadership prototype. We propose that the gender of characters in the narrative, frequency of references to gender, and embracement of gender stereotypes in narratives all play an important role in this process.

The purpose of this study was to investigate the relationship between empowering leadership and employee creativity and the mediating roles of work engagement and knowledge sharing intention (KSI) in the relationships, using the data of 302 knowledge workers from a leading South Korean telecommunication company (response rate: 70%). Based on the structural equation modeling analyses, the direct effect of empowering leadership on employee creativity turned out to be non-significant. However, we found the significant mediation effects of work engagement and KSI. Empowering leadership explained 42% of the variance in work engagement. In addition, empowering leadership and KSI accounted for 52% of the variance in KSI. Then, empowering leadership, work engagement, and KSI explained 61% of the variance in employee creativity. Based on Bootstrap analyses, both work engagement and KSI partially mediated the relationships between empowering leadership and employee creativity except for one hypothesis (i.e., empowering leadership – KSI – creativity).

Followership can be considered simply as the ability to follow effectively in any situation. We propose that this ability to follow involves becoming skilled in the use of a particular set of mental actions. We examine research in both academic management and in other fields to develop descriptions of these mental actions and consider how they could be formed into a core set of teachable followership skills. We then outline a plan of research to test this mental-action approach to followership and to move toward the more effective teaching of followership skills.

Prior research suggests that family firms are more likely to engage in environment-friendly practices. However, the source of this difference is less clear. The primary objective of this experimental study is to investigate how environmental innovation tradeoffs are simultaneously evaluated within family and nonfamily firms based on their level of engagement with government and industry stakeholders. After analyzing 1,936 business owner decisions, the results indicate that family firms leverage investments in environment-friendly innovations to maintain strong government relationships as part of a regulatory oversight strategy and to avoid reputation threats. This research contributes to the development of a more comprehensive theoretical synthesis among the fields of CSR, family business, and stakeholder theory, while also laying the groundwork for further empirical exploration. Theory and practice implications are discussed.

Families are often an integral part of small and medium size enterprises (SMEs). Often family members are heavily involved with the operations of an SME, yet hold no formal role or title in the organization. The owner and CEO’s spouse, children, or other relatives could hold disproportionate influence over decisions without any formal responsibilities. These active non-employee owners could have an impact on the organization culture or influence over the employees. In this paper, we look at the active non-employee owners’ in SMEs and the emotional impact they have on non-family employees in hopes to explore in future research the impact on the organization.

Luciana Gencarelli’s new business career was not going well. As a recent graduate, she had been excited to start the next phase of her life. But finance and IT internships and a full-time corporate job left her cold. She was bored. Winning a business plan competition during her first year of college had reinforced her interest in entrepreneurship. And she loved experimenting with new healthy recipes, especially dairy- and gluten-free dishes. Could she translate her passion for healthy food and her love of entrepreneurship into a livelihood? Gencarelli starting dabbling with business ideas at night and on weekends, while still working at her “day job” to pay the bills. Eventually she took the plunge and launched zest, a restaurant that offered “delicious and nutritious food” in a “family like, happy environment.” At the end of the case, students are challenged to determine where zest should go next.