Lizabeth A. Barclay

Preventing Sexual Harassment: The Effect of Multiple Training Methods

Subjects were presented with multiple training methods to determine their effect on sensitivity to possible sexual harassment situations. The training methods used were case analyses, commercially produced videotape episodes, and an open-ended questionnaire. Subjects were found to be more sensitive to incidents of possible sexual harassment when videotape episodes were combined with case analysis. The pattern of gender differences supported previous research showing perceptual differences in ambiguous cases. Research-based suggestions for sexual harassment training programs are offered.

Augmenting the effect of verbal persuasion on self-efficacy to serve as a steward: Gender similarity in a union environment

We examined gender disparity in union leadership by studying the effects of gender similarity between union members and their stewards. We theorized and found that gender similarity augmented the effect of verbal persuasion on self-efficacy to serve as a steward.

Virtue theory and organizations: considering persons with disabilities

Purpose – This research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and discriminated against in the workplace. The authors review virtue theory research and illustrate how it can be used to better support the meaningful employment of PWD.Design/methodology/approach – This research reviews the current literature in the areas of virtue theory and the employment challenges of PWD to create a new framework that can assist in the integration of PWD into the workplace.Findings – Literature on the employment of PWD indicates that significant differences exist in the employment experiences between PWD and persons without disabilities (PWOD). Problems such as stigmatization impede the integration of PWD into the work environment. The review of the virtue theory literature supports the development of a new framework that provides additional ways to address this ongoing problem.Practical implications – This...

The intersection of risk management and human resources: an illustration using genetic mapping

This research examines the intersection of organisational risk management and human resource responsibilities using the case of genetic mapping. Traditionally, risk management and human resource functions have operated in organisational isolation. In other words, these functional areas were not aware of each others activities and their relative impact on the organisation as well as each other. Both areas have begun to adopt more strategic and holistic approaches to their areas of responsibilities. By discussing how genetic mapping is going to impact organisational human resource and risk management responsibilities, we illustrate how these activities must work together to maximise employee productivity while simultaneously minimising overall firm risk using a typology of both employer, employee and other stakeholder interests.

Student focus groups as an assessment technique: A case study

Abstract Assessment is increasingly important in the academy. This paper presents a case study of one assessment technique: focus groups. The methodology of focus groups is discussed, and general guidelines for operationalization are presented via the case study. Focus groups are a useful assessment tool for many aspects of accounting programs.

FACULTY SATISFACTION WITH UNIONS: THE IMPACT OF PERSONAL INSTRUMENTALITY AND ACTIVE COMMITMENT

This article reports the results of a survey of unionized faculty at a midsized public university. Participants (n = 137) responded to a questionnaire that examined satisfaction with union services and perceived personal instrumentality, as well as the number of union activities in which the faculty member participated. The results indicated that a relationship existed between satisfaction with union-provided services, active participation in the union, and personal instrumentality. In particular, individuals who felt that they could address work-related problems themselves were more likely to have lower union service satisfaction as well as participate in fewer union activities. Implications for unions are discussed. Contraction in the manufacturing sector has increased attention in service and public sector unionism [1]. One area of particular interest, perhaps because of the increasingly turbulent environment, has been faculty unionism in higher *Mary Van Sell died during the initial stages of this project. This article is dedicated to her memory. The remaining authors are listed alphabetically and contributed equally to this project.

Clear Logic and Fuzzy Guidance: A Policy Capturing Study of Merit Raise Decisions

Policy capturing was used to determine cue weights when a merit raise committee implemented an imprecise directive. Evaluations by three raters of 36 faculty were regressed on actual raises. The committee was consistent in their evaluations, but the policy was similar to that obtained by counting activities in faculty annual reports. This study has implications for organizations that motivate employees through merit pay decisions in ways that are inconsistent with their mission and business objectives.

Space at Work: Exercises in the Art of Understanding Physical Indicators of Culture

Few organizational behavior textbooks discuss the impact of physical space on employee behavior at work. Three out-of-class exercises that encourage students to actively investigate how work space is used are described. These exercises can be used to supplement lectures on organizational culture, job design, power, and politics. In addition, in-class discussion points for instructors to link space to behavior at work are provided.

Discrimination and stigmatization in work organizations: A multiple level framework for research on genetic testing

In this article, we examine how genetic testing may be the basis of a new form of exclusion in organizations. Testing reveals the genetic composition of an individual and can identify genetically linked conditions. Discrimination, related to genetic composition, may occur through either the stigmatization or categorization of individuals or groups based on genetic test results. The potential impact of genetic testing and the associated discriminatory processes on both employees and organizations is outlined. This research discusses individual (stigmatization, perceived discrimination, and symptom timing and visibility), organizational (actual discrimination, genetic testing use and accommodation) and environmental (regulatory agencies, genetic testing laboratories, insurance providers and genetic advocacy groups) factors that impact genetic testing. Lastly, we propose research questions linked to these factors to guide future organizational study.

Book Clubs: Best Practices in Promoting Critical Thinking in Business Classes

The curricular reform movement within education has called for the development of critical thinking skills within the academy. At the authors’ university, the outreach librarian has successfully facilitated several face-to-face book clubs with the goal of honing members’ analytical skills and fostering lifelong learning. As a means of expanding this effort to a formal academic learning objective, the outreach librarian was also virtually embedded into the course management system for several business classes. This article discusses a collaborative faculty/librarian use of online course-related book clubs as a tool for advancing higher level critical thinking skills such as evaluation and reflection.