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Business Analytics

“Pacing online learning: The impact of video segmentation on conceptual development”

Abstract
Many online learning environments use prerecorded video lectures as a primary mode for disseminating learning content. Despite the commonality of this lecture-based video format, it is not clear to what degree video length and the incorporation of active learning elements influence learner success. We investigated the efficacy of segmenting pre-recorded lecture videos and interspersing elements of active learning in an asynchronous online introductory biology course at Oregon State University. In our experiment, biology students were exposed to three “lecture styles”: 1) a single long-form lecture video with formative topical questions at the lecture’s conclusion, 2) a single long-form lecture video with formative topical questions interspersed throughout the lecture, and 3) a series of shorterform lecture video segments (i.e., “chunked” versions of the long-form lecture) that had formative topical questions at each video’s conclusion. We gauged student performance by assessing exam scores and learning gains on evidence-based Concept Inventory questions. Our findings indicate that all video-lecture styles allowed students to improve their knowledge of biology concepts and none were significantly better than another. These results suggest that students are able to effectively learn regardless of the online video lecture approach.
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Management

“People with disabilities: Identity, stigmatization, accommodation, and intersection with gender and aging effects on employment opportunities. In Bendl, R., Bleijenbergh, I., Henttonen, E., & Mills, A. J., The Oxford Handbook of Diversity in Organisation”

Disability status continues to have a significant negative impact on employment outcomes, even in countries with nondiscrimination policies, and outcomes differ by gender and age. These subpar outcomes can be linked to both environmental and psychological factors. The design of jobs and workplaces often limits the ability of workers with disabilities to contribute to their fullest capacity. Stigmatization on the basis of disability status reduces employer willingness to hire workers with disabilities and make reasonable accommodations to allow them to perform effectively. Some research indicates that women, older workers and workers with disabilities tend to be labeled as unwilling or unable to perform in demanding paid work roles. Age intersects with disability resulting in inappropriate attribution of disability status as “normal aging.” Gender intersects with disability to result in lower labor force participation for women with disabilities compared to their male counterparts. Exclusion and stigmatization create barriers to the development of a positive self-identity as a person with a disability, but such identity development can be empowering, creating a sense of pride and providing a basis for advocacy. Considerably more research is needed to understand how the actions of organizations, leaders, and teams affect the employment outcomes of workers with disabilities and how impacts differ by gender and age. But based upon extant knowledge, there are many actions employers can take to improve outcomes for this group of workers.
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Academic Journal
Management

“Perceived Support, Knowledge Tacitness, and Provider Knowledge Sharing”

This study provides a direct test of social exchange theory to knowledge sharing from the provider perspective by examining the effects of both perceived organizational support (POS) and perceived coworker support (PCS) on their direct knowledge sharing with their coworkers. Also examined is the moderating effect of providers’ perception of the tacitness of their knowledge on the relationship between these different sources of support and their knowledge sharing. Results show perceived coworker support (PCS) has a significant positive effect on provider knowledge sharing but that the relationship only holds when knowledge tacitness is high. Contrary to expectations, perceived organizational support (POS) did not have a significant positive effect on providers’ knowledge sharing and that this relationship did not depend on providers’ perceptions of their knowledge tacitness. The implications of these findings to research and practice are discussed.
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