Christina T. Fong

The Business School`Business¿: Some Lessons from the US Experience

U.S. business schools dominate the business school landscape, particularly for the MBA degree. This fact has caused schools in other countries to imitate the U.S. schools as a model for business education. But U.S. business schools face a number of problems, many of them a result of offering a value proposition that primarily emphasizes the career-enhancing, salary-increasing aspects of business education as contrasted with the idea of organizational management as a profession to be pursued out of a sense of intrinsic interest or even service. We document some of the problems confronting U.S. business schools and show how many of these arise from a combination of a market-like orientation to education coupled with an absence of a professional ethos. In this tale, there are some lessons for educational organizations both in the U.S. and elsewhere that are interested in learning from the U.S. experience.

“I'm Innocent!”: Effects of Training on Judgments of Truth and Deception in the Interrogation Room

The present research examined the extent to which people can distinguish true and false denials made in a criminal interrogation, and tested the hypothesis that training in the use of verbal and nonverbal cues increases the accuracy of these judgments. In Phase One, 16 participants committed one of four mock crimes (breaking and entering, vandalism, shoplifting, a computer break-in) or a related but innocent act. Given incentives to deny involvement rather than confess, these suspects were then interrogated. In Phase Two, 40 observers were either trained in the analysis of verbal and nonverbal deception cues or not trained before viewing the videotaped interrogations and making their judgments. As in past studies conducted in nonforensic settings, observers were generally unable to distinguish between truthful and deceptive suspects. In addition, those who underwent training were less accurate than naive controls—though they were more confident and cited more reasons for their judgments. The implications of these findings are discussed in light of what is known about police interrogations, false confessions, and the wrongful conviction of innocent suspects.

Automatic Activation of Stereotypes: The Role of Self-Image Threat

Does self-image threatening feedback make perceivers more likely to activate stereotypes when confronted by members of a minority group? Participants in Study 1 saw an Asian American or European American woman for several minutes, and participants in Studies 2 and 3 were exposed to drawings of an African American or European American male face for fractions of a second. These experiments found no evidence of automatic stereotype activation when perceivers were cognitively busy and when they had not received negative feedback. When perceivers had received negative feedback, however, evidence of stereotype activation emerged even when perceivers were cognitively busy. The theoretical implications of these results for stereotype activation and the relationship of motivation, affect, and cognition are discussed.

Building Organization Theory from First Principles: The Self-Enhancement Motive and Understanding Power and Influence

In developing and advancing organization theory, it is useful if we can uncover fundamental constructs that can then be used to integrate larger areas of inquiry, even as we continue to accumulate more knowledge, evidence, and concepts. However, accomplishing this will require a somewhat different approach to theory building and testing. We illustrate the process of building an integrated model from fundamental constructs by using the idea of self-enhancement to explore phenomena of power and influence. We argue that many psychological processes related to power and social influence (such as escalation of commitment, similarity attraction and in-group favoritism, the disinhibiting effects of power, and the persistence of hierarchical structures) can all be logically derived from the self-enhancement idea, the desire to see oneself and ones actions in a positive light. The conceptual model can help us understand apparently anomalous behavior (such as individuals being willing to tolerate poor treatment at the hands of leaders), bringing together a number of ideas and constructs frequently treated as distinct in the literature and providing some hypotheses for future research.

Dueling Experiences and Dual Ambivalences: Emotional and Motivational Ambivalence of Women in High Status Positions

A laboratory study demonstrates that women in high status positions experience emotional ambivalence (simultaneous experience of positive and negative affect) and motivational ambivalence (simultaneous desires to build relationships and display power). These effects were found with 2 different measures of ambivalence, 1 derived from the attitudinal ambivalence literature and the other from the structure of affect literature. These findings have implications about the experience of women in the workplace, as well as the current debates concerning structure of affect.

Overcoming the Self-Promotion Dilemma: Interpersonal Attraction and Extra Help as a Consequence of Who Sings One's Praises

Prior research has shown that positive information presented by a third party shields people from the negative consequences of being perceived as self-promoting. But in many contexts, those third parties are intermediaries with a financial interest in the person being promoted rather than neutral parties. In three experimental studies, the authors demonstrate that even when intermediaries are not neutral, they can be helpful for overcoming the self-promotion dilemma—the need to assert ones competence but not be harmed by the fact that people who self-promote are viewed negatively. The authors find that hiring an agent to sing ones praises results in more favorable perceptions of the client, which contributes, in turn, to a greater willingness to offer that person assistance. It is also shown that even when the intermediary is physically present and seen to be complicit with the client, the positive effects of having someone else speak on ones behalf persist.