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Academic Journal
Management

“Using focus groups for knowledge sharing: Tracking emerging pandemic impacts on USFS wildland fire operations”

In early 2020 the US Forest Service (USFS) recognized the need to gather real-time information from its wildland fire management personnel about their challenges and adaptations during the unfolding COVID-19 pandemic. The USFS conducted 194 virtual focus groups to address these concerns, over 32 weeks from March 2020 to October 2020. This management effort provided an opportunity for an innovative practice-based research study. Here, we outline a novel methodological approach (weekly, iterative focus groups, with two-way communication between USFS staff and leadership), which culminated in a model for focus group coordination during extended crises. We also document the substantive challenges USFS wildfire employees discussed, including: conflicting policies and procedures; poor communication; ill-defined decision space; barriers to multi-jurisdictional resources; negative impacts on work-life balance; and disruption of pre-season training. USFS focus groups were effective for knowledge sharing among employees and elevating issues to top levels of the USFS management structure.
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Academic Journal
Management

“We Are (Not) on the Same Team: Understanding Asian Americans’ Unique Navigation of Workplace Discrimination”

Asian Americans (AsAms) carry unique group identifications that likely impact how they navigate workplace racial discrimination. Yet, extant workplace discrimination research has not thoroughly considered the implications associated with such unique group identifications, especially given the context of American society’s increasingly polarized views of AsAms as outsiders versus insiders. To gain insights into these aspects, we conducted three studies using qualitative and quantitative methods. Our qualitative interviews (Study 1) with AsAm employees during COVID-19 reveal that AsAms have internalized society’s polarization of their American and Asian group identifications and navigate their workplace discrimination accordingly. Integrating these findings with group identification research, we develop a dual-serial-mediation navigation process model, whereby AsAms with strong American group identification intend to leave their organization via blaming and then not forgiving their offenders (i.e., “suffering path”), whereas those with strong Asian group identification intend to stay in the organization via perspective taking and then forgiving their offenders (i.e., “protected path”). In a different sample of AsAms who faced workplace discrimination, we found support for our model (Study 2). Finally, we largely replicated these results in a third sample of AsAms who faced workplace discrimination and found that such navigation processes were largely unique to AsAms versus other racial-minority groups (Study 3). Theoretical and practical implications are discussed.
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Academic Journal
Management

“When and why narcissists exhibit greater hindsight bias and less perceived learning”

The present research sought to examine the impact of narcissism, prediction accuracy, and should counterfactual thinking—which includes thoughts such as “I should have done something different”—on hindsight bias (the tendency to exaggerate in hindsight what one knew in foresight) and perceived learning. To test these effects, we conducted four studies (total n = 727). First, in Study 1 we examined a moderated mediation model, in which should counterfactual thinking mediates the relation between narcissism and hindsight bias, and this mediation is moderated by prediction accuracy such that the relationship is negative when predictions are accurate and positive when predictions are inaccurate after accurate predictions. Second, in Study 2 we examined a moderated sequential mediation model, in which the relation between narcissism and perceived learning is sequentially mediated through should counterfactual thinking and hindsight bias, and importantly, this sequential mediation is moderated by prediction accuracy. In Study 3 we ruled out could counterfactual thinking as an alternative explanation for the relationship between narcissism and hindsight bias. Finally, by manipulating should counterfactual thinking in Study 4, our findings suggest that this type of thinking has a causal effect on hindsight bias. We discuss why exhibiting some hindsight bias can be positive after failure. We also discuss implications for eliciting should counterfactual thinking. Our results help explain why narcissists may fail to learn from their experiences.
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Academic Journal
Management

“Who's behind the red suit? Exploring role prototypicality within calling enactment among professional Santas”

This study provides insight into how role prototypicality shapes calling enactment. Taking an interpretivist grounded theory approach, we harness the professional Santa Claus context to investigate our research question. Drawing upon interviews, observation, archival documents, and survey data, we find that a called role prototype distills role expectations shared by called workers and valued others relevant to the work context (member community, beneficiaries). Preceding the peak work season, a claiming and granting process among prospective role occupants and the member community sorts called workers into three categories of role prototypicality (prototypical, semi-prototypical, non-prototypical). Upon formal role entrance during the peak work season, called workers engage in intrapersonal and interpersonal sensemaking to facilitate claiming of the called role identity and granting of it from beneficiaries, enabling calling enactment. Qualitatively different cognitive and embodied sensemaking approaches by role prototypicality category indicate paths for called workers to enact their calling. Outside of the peak work season, called workers express further variation in how they identify with their called role and enact their calling according to their role prototypicality. These findings contribute to literature on callings and embodied experiences of work.
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