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AN INTEGRATED MODEL OF WORK CLIMATE
Title
AN INTEGRATED MODEL OF WORK CLIMATE.
Creator
Kuenzi, Maribeth, Schminke, Marshall, University of Central Florida
Abstract / Description
Management scholars have become increasingly interested in the role of organizational context. As part of this trend, research on work climates has thrived. This contemporary climate research differs from traditional approaches by concentrating on facet-specific climate types like service or innovation, rather than general, global conceptualizations of climate. Consequently, the climate literature has become fragmented and disorderly. I seek to remedy this in my dissertation. Specifically, I...
Show moreManagement scholars have become increasingly interested in the role of organizational context. As part of this trend, research on work climates has thrived. This contemporary climate research differs from traditional approaches by concentrating on facet-specific climate types like service or innovation, rather than general, global conceptualizations of climate. Consequently, the climate literature has become fragmented and disorderly. I seek to remedy this in my dissertation. Specifically, I propose and test an integrated model of work climate that examines both molar and facet-specific climates. Chapter 1 is a review of the organizational work climate literature. This review seeks to review, reorganize, and reintegrate the climate literature. In addition, this review brought to light an issue that hinders the integration of the climate literatures: the literature does not contain a quality instrument for assessing the general characteristics of the molar work climate of an organization. In Chapter 2, I develop a theoretically-driven measure of work climate by drawing on the competing values framework (Quinn & Rohrbaugh, 1983). Preliminary results from three studies suggest that the proposed four-component model of molar work climate appears to be viable. The results indicate the instrument has internal reliability. Further, the results demonstrate discriminant, convergent, and criterion-related validity. In Chapter 3, I propose and test an integrated model of work climate by drawing on bandwidth-fidelity theory (Cronbach & Gleser, 1957). I predict that facet-specific climates will be more strongly related to specific outcomes and molar climates will be more strongly related to global outcomes. Further, I suggest weaker, indirect relationships between molar climate and specific outcomes and between facet-specific climates and global outcomes. The results indicate support for my predictions.
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Date Issued
2008
Identifier
CFE0002032, ucf:47576
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0002032
A NEW THEORY AND MEASURE OF ETHICAL WORK CLIMATE: THE PSYCHOLOGICAL PROCESS MODEL (PPM) AND THE ETHICAL CLIMATE INDEX (ECI)
Title
A NEW THEORY AND MEASURE OF ETHICAL WORK CLIMATE: THE PSYCHOLOGICAL PROCESS MODEL (PPM) AND THE ETHICAL CLIMATE INDEX (ECI).
Creator
Arnaud, Anke, Schminke, Marshall, University of Central Florida
Abstract / Description
ABSTRACT With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an...
Show moreABSTRACT With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest's (1986, 1979) "Four-Component" model of individual-level ethical decision-making and behavior, I specify four dimensions of EWC necessary for the emergence of ethical behavior: collective moral sensitivity, collective moral judgment, collective moral motivation, and collective moral character. I developed a multidimensional instrument capable of capturing each of these dimensions at the climate level. I anticipate that this theory and instrument will allow researchers to understand EWCs and their impact on attitudes and behaviors more effectively than previous approaches. Chapter 1 reviews the organizational climate and culture literatures, so as to gain a comprehensive understanding of the organizational climate construct in general and how it differs from organizational culture in particular. Chapter 2 includes a review and evaluation the EWC literature. This helped to identify opportunities and suggestions for a new theory and measure of EWC. Chapter 3 describes the development of the new theory of EWCs, the Psychological Process Model, with propositions for future research. Chapter 4 informs about the development of the Ethical Climate Index, the measure used to assess the new theory of EWCs. It describes 3 studies that were used to construct the Ethical Climate Index to measure the ethical work climate dimensions of collective moral sensitivity (12-items), collective moral judgment (10-items), collective moral motivation (8-items), and collective moral character (6-items). Study 1 and 2 resulted in parsimonious and reliable scales for each one of the four dimensions. Results of the 3rd study support convergent and discriminant validity for each one of the scales and suggest that the ECI is a valid and reliable predictor of ethical and unethical behavior. Implications and suggestions for the use of this measure in future research is discussed.
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Date Issued
2006
Identifier
CFE0000918, ucf:46740
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0000918
INDIVIDUAL REACTIONS TO ORGANIZATIONAL ETHICAL FAILURES AND RECOVERY ATTEMPTS: A RECOVERY PARADOX?
Title
INDIVIDUAL REACTIONS TO ORGANIZATIONAL ETHICAL FAILURES AND RECOVERY ATTEMPTS: A RECOVERY PARADOX?.
Creator
Caldwell, James, Schminke, Marshall, University of Central Florida
Abstract / Description
ABSTRACT The vast majority of behavioral ethical research focuses on the antecedents of unethical behavior. Consequently, questions involving the consequences of organizational unethical behavior remain largely unanswered. Therefore, extant business ethics research largely neglects the impacts of organizational unethical behavior on individuals. Moreover, questions involving what organizations can do to correct or recover from having engaged in unethical behavior as well as individual...
Show moreABSTRACT The vast majority of behavioral ethical research focuses on the antecedents of unethical behavior. Consequently, questions involving the consequences of organizational unethical behavior remain largely unanswered. Therefore, extant business ethics research largely neglects the impacts of organizational unethical behavior on individuals. Moreover, questions involving what organizations can do to correct or recover from having engaged in unethical behavior as well as individual responses to those efforts are also mostly ignored. Therefore, the purpose of this study is to investigate the impact of unethical activity on employees and explore organizations that have failed ethically and their attempts at recovery. This study explores two issues. First, how do employees react to organizational unethical behavior (OUB) and to what extent are those reactions dependent on contextual and individual factors? Second, to what extent can organizations recover from the negative impacts of ethical failure? More specifically, is it possible for organizations that fail in their ethical responsibilities to recover such that they are paradoxically "better-off" than their counterparts that never failed in the first place? To explore these issues I review, integrate and draw upon the ethical decision-making and service failure recovery literatures for theoretical support. Empirical testing included two studies. The first was a field study using survey data acquired from the Ethics Resource Center (ERC) in which over 29,000 participants were asked about their perceptions of ethics at work. Second, a supplemental field study was conducted in which 100 employees rated the characteristics of unethical acts (e.g. severity). Results revealed a negative direct effect of severity and controllability of the OUB on perceptions of organizational ethicality and a negative direct effect of controllability of the OUB on organizational satisfaction. Ethical context moderated the relationship between OUB controllability and perceived organizational ethicality. Partial support was found for the moderating effects of ethical context on the relationship between OUB severity and perceived organizational ethicality. Results also supported an ethical failure recovery paradox.
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Date Issued
2009
Identifier
CFE0002655, ucf:48243
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0002655
Stand up and Speak up: Employees' Prosocial Reactions to Observed Abusive Supervision
Title
Stand up and Speak up: Employees' Prosocial Reactions to Observed Abusive Supervision.
Creator
Priesemuth, Manuela, Schminke, Marshall, Folger, Robert, Ambrose, Maureen, Latham, Gary, University of Central Florida
Abstract / Description
This dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether(-)and when(-)employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of...
Show moreThis dissertation examines what happens when employees witness supervisory abuse in the workplace. In particular, it explores whether(-)and when(-)employees will respond to witnessing supervisory abuse of a coworker by engaging in prosocial actions aimed at benefitting the target of abuse. In doing so, it extends work on abusive supervision. Traditionally, abusive supervision research has focused on the impact of abuse on the victim him/herself. However, this work explores the impact of abusive supervision on third party observers. In addition, because abusive supervision represents a form of organizational injustice, this dissertation extends both work on abusive supervision and third party reactions to injustice by considering the positive, prosocial reactions abuse might trigger in employees.
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Date Issued
2012
Identifier
CFE0004210, ucf:48986
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0004210
Why do Individuals Act Fairly or Unfairly? An Examination of Psychological and Situational Antecedents of Organizational Justice
Title
Why do Individuals Act Fairly or Unfairly? An Examination of Psychological and Situational Antecedents of Organizational Justice.
Creator
Ganegoda, Deshani, Folger, Robert, Ambrose, Maureen, Schminke, Marshall, Latham, Gary, University of Central Florida
Abstract / Description
Most studies on organizational justice have focused on individuals' reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals' fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, (&) Postmes, 1995) and side-bet theory of continuance commitment ...
Show moreMost studies on organizational justice have focused on individuals' reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals' fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, (&) Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might influence employees' fair or unfair behavior depending on an organization's justice climate. Based on SIDE, it was hypothesized that organizational identification relates positively to employees' feelings of deindividuation. Based on side-bet theory, it was further hypothesized that employees' continuance commitment relates positively to their adoption of a subordinate role. Both deindividuation and adoption of a subordinate role were argued to make employees more susceptible to external influences and, therefore, make individuals more likely to behave in ways that are normative in a given context. Individuals who have higher levels of continuance commitment and organizational identification were, therefore, argued to engage in fair or unfair behavior depending on the level of the justice climate and the strength of the justice climate of their workgroup. The results of three studies provided support for the majority of hypotheses. Theoretical and practical implications of the results are discussed.
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Date Issued
2012
Identifier
CFE0004255, ucf:49498
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0004255
Gee, thanks: The emotional and structural forces that influence subordinates' upward gratitude expressions
Title
Gee, thanks: The emotional and structural forces that influence subordinates' upward gratitude expressions.
Creator
Sheridan, Sharon, Ambrose, Maureen, Crossley, Craig, Schminke, Marshall, Sivo, Stephen, University of Central Florida
Abstract / Description
Recently, relationship scholars have demonstrated the importance of expressions of gratitude in cultivating relational bonds and relational satisfaction between close friends and romantic partners. Although there is growing evidence that gratitude facilitates improved relationships, organizational scholars have largely ignored the importance of gratitude in the workplace. What little we know indicates that expressions of gratitude in organizations may be rare. Indeed, a recent national survey...
Show moreRecently, relationship scholars have demonstrated the importance of expressions of gratitude in cultivating relational bonds and relational satisfaction between close friends and romantic partners. Although there is growing evidence that gratitude facilitates improved relationships, organizational scholars have largely ignored the importance of gratitude in the workplace. What little we know indicates that expressions of gratitude in organizations may be rare. Indeed, a recent national survey revealed that 74% of the participants rarely, if ever, expressed gratitude to their supervisors (Kaplan, 2012). What might explain this apparent lack of gratitude?Research demonstrates that when individuals feel grateful for the generosity of a benefactor, they are motivated to acknowledge the benefactor's efforts and this typically manifests in a desire to express thanks or appreciation. Thus, in order to understand why subordinates may be unlikely to express gratitude towards their supervisors for benefits received, we must understand why they may not feel grateful in the first place. In this dissertation, I review the extant research on gratitude expressions and theorize about the factors that may influence subordinates' emotional reactions to benefits received from supervisors. Using a cognitive-emotion framework, I explain how subordinates' attributions can elicit divergent emotional responses that exert differential influences on upward expressions of gratitude and how supervisors' behavior influences these attributions. Across two studies, I find mixed support for my hypotheses.
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Date Issued
2017
Identifier
CFE0006658, ucf:51225
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006658
The Workplace Consequences of Obesity: Impacts on the Organization, the Employee, and the Proximal Coworker
Title
The Workplace Consequences of Obesity: Impacts on the Organization, the Employee, and the Proximal Coworker.
Creator
Johnson, Michael, Schminke, Marshall, Folger, Robert, Taylor, Shannon, Galperin, Bella, University of Central Florida
Abstract / Description
Obesity is a condition affecting billions of people around the world. Its societal, psychological, and health outcomes have been well documented across multiple disciplines. Moreover, obesity leads to serious workplace outcomes for the organization, the obese individual, and the coworkers working around the obese employee. With this multi-chapter dissertation, I review the literature on the workplace consequences of obesity and extend one potentially fruitful area within this literature base:...
Show moreObesity is a condition affecting billions of people around the world. Its societal, psychological, and health outcomes have been well documented across multiple disciplines. Moreover, obesity leads to serious workplace outcomes for the organization, the obese individual, and the coworkers working around the obese employee. With this multi-chapter dissertation, I review the literature on the workplace consequences of obesity and extend one potentially fruitful area within this literature base: obesity's impact on a proximal employee.Chapter 1 reviews the workplace consequences associated with obesity. The purpose is to evaluate and integrate this multidisciplinary literature so that management scholars can take up the study of obesity. Although a limited amount of work is being done in management, this work is stagnant and ignoring the larger body of literature from other areas. Addressing this weakness, this chapter accomplishes three goals. First, it reviews the empirical literature and conceptual foundations that have examined the workplace consequences of obesity. Second, it develops an integrated conceptual model of obesity's impact on workplace outcomes, with particular attention to the processes by which obesity is associated with these outcomes. Third, it presents key unanswered questions and directions for future research.Chapter 2 explores a new target for the impact of obesity, the non-obese coworker working around the obese employee. This chapter considers how an employee's obesity can affect a proximal coworker's job performance. To do so, it considers the three people: an observer (Person A), an obese employee (Person B), and a non-obese coworker (Person C). To date, the main theoretical framework has only considered ratings in the mind of an observer (Person A) and how the negative attitudes associated with obesity (Person B) can spill over onto a proximal worker (Person C). This leads an observer (Person A) to rate the coworker's (Person C) performance more negatively than a coworker not working around an obese employee (Person B). However, beyond the impact of obesity on the subjective evaluations by an observer (Person A), there is reason to believe that the non-obese employee (Person C) may be impacted in such a way to affect actual job performance. Accordingly, I competitively test three theoretical perspectives that may explain the processes by which a coworker's obesity (Person B) may impact a proximal coworker's (Person C) job performance. One of these perspectives (stereotype activation theory), receives consistent support across samples.Chapter 3 presents a concluding discussion. I consider lessons learned from Chapter 2 and integrate these with the literature reviewed in Chapter 1.
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Date Issued
2017
Identifier
CFE0006608, ucf:51270
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006608
Re-Thinking the Intentionality of Fraud: Constructing and Testing the Theory of Unintended Amoral Behavior to Explain Fraudulent Financial Reporting.
Title
Re-Thinking the Intentionality of Fraud: Constructing and Testing the Theory of Unintended Amoral Behavior to Explain Fraudulent Financial Reporting.
Creator
Dill, Andrew, Sutton, Steven, Arnold, Vicky, Schmitt, Donna, Schminke, Marshall, University of Central Florida
Abstract / Description
My three-paper dissertation is aimed at applying the concepts of bounded ethicality and ethical fading to accounting fraud. Typical of relatively new fields such as behavioral ethics, theoretical models are scarce (Tenbrunsel (&) Smith-Crowe, 2008). As such, the purpose of Study 1 is to unify disparate theories and ideas from psychology and behavioral ethics as a means of constructing a theory, the Theory of Unintended Amoral Behavior (TUAB), which includes the concepts of bounded ethicality...
Show moreMy three-paper dissertation is aimed at applying the concepts of bounded ethicality and ethical fading to accounting fraud. Typical of relatively new fields such as behavioral ethics, theoretical models are scarce (Tenbrunsel (&) Smith-Crowe, 2008). As such, the purpose of Study 1 is to unify disparate theories and ideas from psychology and behavioral ethics as a means of constructing a theory, the Theory of Unintended Amoral Behavior (TUAB), which includes the concepts of bounded ethicality and ethical fading. In addition, the pressure for management to meet earnings expectations is discussed through the lens of the TUAB as an example of how one may unknowingly misreport.Studies 2 and 3 apply the TUAB to investigate how certain contextual factors interact with egocentric biases to increase the likelihood of ethical fading. Specifically, Study 2 consists of an experiment exploring how inferior pay among managers interacts with egocentric perceptions of fairness and envy to affect the likelihood of one engaging in ethical fading and fraudulent behavior. Study 3 also utilizes an experimental methodology to examine how the pressure to meet earnings forecasts interacts with egocentric perceptions of fairness and negative affect to influence the probability of ethical fading and fraudulent acts.The results for Study 2 indicate that one who is paid at a lower rate is more likely to view this disparity as unfair, which leads to a greater feeling of envy. Although envy had no significant direct effect on ethical fading in the primary analyses, a supplemental analysis revealed that a person's risk preference might moderate this relationship. The primary findings of Study 2 suggest that individuals who experience a higher degree of ethical fading are more likely to commit fraud, and that ethical fading, along with perceived unfairness, seem to be significant psychological processes that explain how differences in pay may lead to fraud. The primary finding of Study 3 is that, like Study 2, fraud is more likely to occur as an individual experiences a higher degree of ethical fading. Furthermore, this study suggests that those who are closest to meeting an earnings target are the most likely to engage in fraudulent behavior. Finally, the results failed to find any support that one's egocentric perceptions of fairness and negative affect contribute towards his or her ethical behavior in a goal achievement setting. The primary contributions of this dissertation is that it unifies various theories and ideas from psychology and behavioral ethics to establish a testable theory (TUAB) that includes the concepts of bounded ethicality and ethical fading, serves as an initial test of TUAB, and provides evidence that unethical behavior is not necessarily the result of one consciously forsaking his or her ethics for some other desired goal (i.e., profit).
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Date Issued
2016
Identifier
CFE0006097, ucf:51211
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006097
Trickle-In Effects: How Customer Deviance Behavior Influences Employee Deviance Behavior
Title
Trickle-In Effects: How Customer Deviance Behavior Influences Employee Deviance Behavior.
Creator
Wo, Xuhui, Ambrose, Maureen, Schminke, Marshall, Taylor, Shannon, Bennett, Rebecca, University of Central Florida
Abstract / Description
Prior research has established trickle-down effects (including trickle-out effects) in organizations, that is, perceptions, attitudes, and behavior may flow downward from an individual at a higher level of the organizational hierarchy (e.g., a supervisor) to another individual at a lower hierarchical level (e.g., a frontline employee), or from a frontline employee to an external member (e.g., a customer). Complementing the extant literature, this dissertation examines trickle-in effects,...
Show morePrior research has established trickle-down effects (including trickle-out effects) in organizations, that is, perceptions, attitudes, and behavior may flow downward from an individual at a higher level of the organizational hierarchy (e.g., a supervisor) to another individual at a lower hierarchical level (e.g., a frontline employee), or from a frontline employee to an external member (e.g., a customer). Complementing the extant literature, this dissertation examines trickle-in effects, specifically, I examine whether customers' interpersonal and organizational deviance behavior will trickle-in through organizational boundary to influence a frontline employee's interpersonal and organizational deviance behavior.Specifically, I propose customers' interpersonal and organizational deviance behavior will trickle-in through organizational boundaries to affect employees' interpersonal and organizational deviance behavior. In addition, I develop a multiple-mediator model to test the different possible mechanisms underlying trickle-in effects: social exchange, social learning, displaced aggression, self-regulation, and social interactionist model. Two studies were conducted to test my propositions. In retail settings, Study 1 finds customers' interpersonal deviance behavior trickled-in through organizational walls to influence employees' interpersonal and organizational deviance behavior through displaced aggression mechanism. Study 2, collecting data from call centers, demonstrates customers' organizational deviance behavior trickled-in to influence employees' organizational deviance behavior through social learning processes.
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Date Issued
2015
Identifier
CFE0005741, ucf:50082
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005741
Compassion in Organizations
Title
Compassion in Organizations.
Creator
Taylor, Regina, Schminke, Marshall, Folger, Robert, Ambrose, Maureen, Sivo, Stephen, University of Central Florida
Abstract / Description
Research on compassion in organizations has grown over the last decade, however, there is still a need for empirical work on the topic before we truly understand compassion and the various factors that influence it in everyday organizational life (Atkins (&) Parker, 2012; Dutton, Workman (&) Hardin, 2014). The purpose of this dissertation is to review the current literature on compassion in organizations and extend research on compassion by exploring potential moderators of the relationship...
Show moreResearch on compassion in organizations has grown over the last decade, however, there is still a need for empirical work on the topic before we truly understand compassion and the various factors that influence it in everyday organizational life (Atkins (&) Parker, 2012; Dutton, Workman (&) Hardin, 2014). The purpose of this dissertation is to review the current literature on compassion in organizations and extend research on compassion by exploring potential moderators of the relationship between compassionate feelings and compassionate responses from potential compassion givers. The moderators under investigation are in the form of individual (i.e., moral identity, moral disengagement), situational (i.e., cognitive appraisals) and organizational (i.e., ethical leadership, ethical climate) contextual variables. Findings from experimental and field studies are presented. Theoretical and practical implications of compassion in organizations are discussed, and areas for future research are identified.
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Date Issued
2015
Identifier
CFE0005722, ucf:50122
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005722
What's your focus? The impact of regulatory focus on resource acquisition.
Title
What's your focus? The impact of regulatory focus on resource acquisition.
Creator
Stevenson, Regan, Ford, Cameron, Schminke, Marshall, McKenny, Aaron, Short, Jeremy, University of Central Florida
Abstract / Description
Entrepreneurs need resources. Previous research has established that entrepreneurs send signals of (")quality(") to potential resource providers in order to obtain resources. However, a behavioral research approach would contend that resource acquisition depends on much more than venture quality signals. In this dissertation, I extend beyond the signaling paradigm and investigate the resource acquisition process using a framework contingent on entrepreneur signals, resource provider...
Show moreEntrepreneurs need resources. Previous research has established that entrepreneurs send signals of (")quality(") to potential resource providers in order to obtain resources. However, a behavioral research approach would contend that resource acquisition depends on much more than venture quality signals. In this dissertation, I extend beyond the signaling paradigm and investigate the resource acquisition process using a framework contingent on entrepreneur signals, resource provider dispositional differences, and their interactive effects. Specifically, I leverage regulatory focus theory and regulatory fit theory to augment and move beyond the signaling theory approach. Methodologically, I undertake two studies. The first study uses archival field data consisting of a sample of 895 new venture pitches. In each of these pitches, I analyze the displays of promotion and prevention focus sent by entrepreneurs across video and textual narratives. To complete this analysis I develop novel measures of promotion and prevention focus suitable for computer-aided textual analysis (CATA). In the second study, I use a sample of 120 investors and a quasi-experimental approach to assess the moderating role of investor-level promotion and prevention focus on the relationship between entrepreneur displays of promotion and prevention focus and resource acquisition. The findings and their implications are discussed in relation to extant new venture resource acquisition literature and regulatory focus theory.
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Date Issued
2016
Identifier
CFE0006185, ucf:51139
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006185
Knowledge Management: Style, Structure, and the Latent Potential of Documented Knowledge
Title
Knowledge Management: Style, Structure, and the Latent Potential of Documented Knowledge.
Creator
Mcmahon, Sean, Ford, Cameron, Schminke, Marshall, Ciuchta, Michael, Sivo, Stephen, University of Central Florida
Abstract / Description
Despite the volume, growth, and accessibility of documented knowledge (-) the insights and experiences stored on paper and in electronic form - management research has yet to demonstrate the same usefulness for documented knowledge as for knowledge residing in human sources. This dissertation explores two areas of potential for documented knowledge, suggesting the efficacy of a piece of documented knowledge is contingent not only on content, but upon the style and structure associated with...
Show moreDespite the volume, growth, and accessibility of documented knowledge (-) the insights and experiences stored on paper and in electronic form - management research has yet to demonstrate the same usefulness for documented knowledge as for knowledge residing in human sources. This dissertation explores two areas of potential for documented knowledge, suggesting the efficacy of a piece of documented knowledge is contingent not only on content, but upon the style and structure associated with that content. Style, how cognitively 'concrete' and affectively 'memorable' documented knowledge is perceived to be, is hypothesized to affect how much attention it draws and, in turn, to impact its transfer to users. Structure, reflecting the level of parsimony and modularity in documented knowledge, is hypothesized to impact attention to and manipulation of knowledge such that it affects knowledge transfer and creation. Hypotheses were tested in two laboratory studies using scientific research as an exemplar of documented knowledge. Results indicated that style was associated with documented knowledge, but was not related to its transfer. Likewise, structuring documented knowledge for greater parsimony and modularity did not improve knowledge transfer or knowledge creation. Shortcomings of the empirical tests are evaluated and possibilities for future improvements are discussed.
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Date Issued
2013
Identifier
CFE0004717, ucf:49812
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0004717
Thinking Fast and Missing the Opportunity: An investigation into cognitive processing style and opportunity recognition.
Title
Thinking Fast and Missing the Opportunity: An investigation into cognitive processing style and opportunity recognition.
Creator
Letwin, Chaim, Ford, Cameron, Folger, Robert, Schminke, Marshall, Ciuchta, Michael, University of Central Florida
Abstract / Description
Research on opportunity recognition and entrepreneurial cognition suggests that entrepreneurs are likely to use and potentially benefit from heuristics (Baron, 1998, 2004; Busenitz (&) Barney, 1997). Some heuristics, particularly well-refined and accurate prototypes, may be valuable to entrepreneurs in recognizing opportunities (Baron, 2004). I seek, however, to consider how other types of heuristics that lead to irrational, biased, and inaccurate judgments (e.g., the betrayal heuristic)...
Show moreResearch on opportunity recognition and entrepreneurial cognition suggests that entrepreneurs are likely to use and potentially benefit from heuristics (Baron, 1998, 2004; Busenitz (&) Barney, 1997). Some heuristics, particularly well-refined and accurate prototypes, may be valuable to entrepreneurs in recognizing opportunities (Baron, 2004). I seek, however, to consider how other types of heuristics that lead to irrational, biased, and inaccurate judgments (e.g., the betrayal heuristic) relate to opportunity recognition (Baron, 2004; Kahneman (&) Lovallo, 1993). I specifically consider the underlying causal process through which the use of these types of heuristics diminishes the ability to recognize opportunities. I posit that these heuristics reduce the ability to recognize opportunities by causing entrepreneurs to consider less information regarding potential opportunities. Further, I propose two individual differences that allow certain entrepreneurs to mitigate the negative effect that these bias-causing heuristics have on entrepreneurs' ability of form the belief that they have recognized an opportunity. I test my theory with two experimental designs that use a product from a technology transfer office that has been licensed by entrepreneurs and applied to a real-world market. This allows me to isolate the underlying variables of interest and to affix my theorizing to a well-documented phenomenon (the licensing and application of tech-transfer technology/products by entrepreneurs) (Gregoire (&) Shepherd, 2012; Mowery, 2004; Shane, 2001). Results show that some heuristic may cause individuals to consider less information about an opportunity, which reduces their likelihood of forming an opportunity recognition belief. Post hoc analyses suggest that this indirect effect may be conditional on how reflective an individual is and that entrepreneurs may be more reflective than non-entrepreneurs. The major contribution of this dissertation is to examine the theoretical underpinnings as to why certain types of heuristics inhibit entrepreneurs from forming the belief that they have recognized an opportunity. Specifically, I suggest and show that bias-causing heuristics reduce the amount of information that entrepreneurs consider about an opportunity and, as such, inhibit opportunity recognition beliefs. Second, I provide some support for the notion that reflective individuals are more likely to form the belief that they have recognized an opportunity because they consider more information about the opportunity when they initially rely on a bias-causing heuristic. Lastly, this dissertation provides initial support for the notion that entrepreneurs may be more reflective than non-entrepreneurs. Overall, I hope to point out that although a heuristic-dependent processing style has been shown to be beneficial with regard to opportunity recognition (Baron, 2004), the failure to consider the downside of certain heuristics and benefits related to overcoming these heuristics may limit our understanding of the opportunity recognition process.
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Date Issued
2015
Identifier
CFE0005648, ucf:50163
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005648