Wanda J. Smith

An examination of the influence of diversity and stakeholder role on corporate social orientation

This article examines the extent to which diversity characteristics and stakeholder role influence individuals’ corporate social orientation (CSO). Our findings indicate that one’s relationship to the organization as well as diversity, gender, and race influence one’s CSO. Specifically, we found that employees’ greatest concern was economic whereas customers had a stronger ethical orientation. The results also suggest that women as well as Black employees and customers place more emphasis on whether an organization is fulfilling its discretionary responsibilities than do males and Whites. A model using the concept of value congruence is presented to guide future research.

Essential Formal Mentor Characteristics and Functions in Governmental and Non-Governmental Organizations from the Program Administrator's and the Mentor's Perspective

This study examines (from the formal mentors perspective) who mentors are (essential traits) as well as what mentors do (essential functions) in four types of organizations (i.e., academic, business, military-armed forces, and military-academic organizations). We found that industry context and gender do significantly influence perceptions of the ideal formal mentor characteristics. Results also indicate formal mentors place more importance on mentor traits (compared to mentor behaviors). Implications for this research include considering revision of the criteria used for the selection of formal mentors.

Organizational attractiveness and corporate social orientation: do our values influence our preference for affirmative action and managing diversity?

This study examines the impact of corporate social orientation on organizational attractiveness as it relates to information about an organization’s handling of diversity issues. Using Aupperle’s notion of corporate social orientation (CSO), we examined how CSO affects perceived attractiveness of organizations’ emphasizing affirmative action versus diversity management policies in their recruitment literature. Respondents to a survey of 343 college students reported a more favorable assessment of affirmative action programs than diversity management programs. In addition, the legal dimension of CSO was positively related to affirmative action programs. Also investigated were the underlying dimensions of organizational attractiveness—intentions and beliefs—these were more positive for affirmative action programs than for diversity management. A discussion of practical implications for organizations seeking to recruit from a diverse applicant pool and suggestions for future research is offered.

Resolving conflict with humor in a diversity context

Examines how humor is related to alternative conflict resolution strategies. It also seeks to advance understanding further by examining how respondents’ group membership (race and gender) and demographic similarity with the conflict party influence the use of humor. Significant main effects and interactions were found. In short, the results suggest that humor is related to different types of conflict management strategies and that diversity factors tend to moderate this relationship.

Thought self‐leadership: a self‐regulatory approach to diversity management

Discusses the nature of diversity in the work environment and its impact on performance. Examines how organizations have attempted to create an atmosphere in which diverse groups can flourish. Proposes an alternative form of training to help all employees cope with the challenges of a diverse workplace. Suggests that thought self‐leadership is a process which can assist employees in accomplishing goals of wellbeing and high performance. This self‐regulatory form of leadership is built on the premiss that one’s mind has a powerful influence over not just thoughts, but feelings and actions as well. Concludes that thought self‐leadership can be used as a tool to help all employees cope with an ever‐changing work environment and to focus on the positive aspects of a diverse workforce.

Predictors of Performance Appraisal Discomfort : A Preliminary Examination

In this study, one hundred and eight state and federal employees responded to a questionnaire concerning their feelings of discomfort during performance appraisal. It was hypothesized that performance appraisal discomfort (PAD) would be positively related to beliefs concerning the importance of performance appraisal. Furthermore, it was hypothesized that, controlling for age and experience, communication reticence would be positively related to PAD. Finally, it was hypothesized that, controlling for communication reticence, length of rater-ratee relationship would be negatively related to PAD. Regression analysis demonstrated a significant relationship between beliefs about performance appraisals and PAD, as well as between communication reticence and PAD. Contrary to predictions, length of rater-ratee relationship did not have a significant impact on PAD.

Are technical and soft skills required?: the use of structural equation modeling to examine factors leading to retention in the cs major

This research investigates the effects of technical (i.e. technical ability) and soft (i.e. emotional intelligence) skills on CS program retention. Structural equation modeling revealed that affinity (satisfaction with the major) was the most important factor in determining intention to leave the CS major. Unexpectedly, technical skills were the least important (compared to soft skills). Gender differences were also examined. Results indicate significantly different effects on affinity and intent to stay across gender. For example, when examining female CS students, both technical and soft skills were significantly related to affinity which in turn was significantly related to intent to stay; with soft skills providing the stronger relationship. For males, affinity for the CS major was only significantly related to emotional intelligence. Technical skills were not significantly related to affinity. The implications of these findings are discussed.

Corporate social orientation in Japan and the USA: a cross‐cultural comparison

Purpose – The primary goal of this study is to conduct an empirical comparison of corporate social orientation (CSO) values held by US and Japanese students. The study also aims to test the stability of CSO with an exploratory assessment of the impact of international exposure on these values.Design/methodology/approach – A total of 806 respondents were surveyed in the USA and Japan regarding their expectations of business organizations, their demographic attributes, and their level of international exposure. The survey results were compared using descriptive statistics, MANOVA and ANOVA.Findings – The results support the assertion that CSO varies across individualistic and collectivistic cultures. Statistically significant differences were found between US and Japanese respondents in the relative ratings allocated to the four dimensions of CSO (economic, legal, ethical, and discretionary expectations). Results also indicate that CSO is a fairly stable set of values. International exposure was not found t...

Building software engineering teams that work: The impact of dominance on group conflict and Performance outcomes

This project is designed to build on theories of team composition and proposes an innovative way of assigning students to teams. Currently, professors are using a variety of team assignment techniques to form software engineering teams. This research believes that a contributing factor to the undesired outcomes (i.e., low performing teams and high levels of conflict) of software engineering teams is that the teams were not formed using ldquorelevant and salientrdquo criteria. To address the relevance issue, we test the impact of problem solving preferences (a sub-set of the MBTI scale) on group conflict and performance. We then test the extent to which the numerical dominance (i.e., salience) of problem solving styles influences conflict and performance. It was found that dominance of problem solving styles is related to negative team outcomes. We conclude by discussing ways in which instructors and team members may minimize negative team outcomes when there is no choice other than forming a team with one dominant problem solving preference.

Determining students' intent to stay in it programs: an empirical model

Current declining enrollment and attrition trends in IT programs have inspired an emerging body of literature: IT student retention. To shed some insight on whom leaves and stays in IT programs, the authors developed a new construct, computing resilience, and explored its influence on intent to stay and emotional intelligence. This study also investigated the linkage between ethnic identity, emotional intelligence, and IT student intent to stay. It was found that ethnic identity and computing resilience influence student retention through emotional intelligence. Implications for these findings for IT faculty, students, and administrators are discussed.