Students' Views of Business Ethics: An Analysis

This study investigates the difference in perceptions between undergraduate business and MBA students regarding selected ethical issues facing employees and managers of today's businesses. Furthermore, the study investigates the intergroup (i.e., at each educational level) and intragroup (i.e., between undergraduates and MBAs) differences in terms of the "situation"; that is, their position as an employee or a manager of the company. A sample of 104 undergraduate and MBA students was used. The results indicate that undergraduate students tend to act more ethically than do MBA students, and both groups tend to be more ethically oriented the higher their professional corporate position is. The findings have direct implications for business practitioners and for educators.     

Managerial Personality and Performance: A Semi-idiographic Approach

Understanding the relationship between personality and behavior requires accounting for a broad set of traits within each person and the demands of a specific role or situation. To address these requirements, we assessed the relevance or ordering of traits within an individual (an idiographic approach) and compared these orderings across individuals occupying similar organizational situations (a nomothetic approach). We illustrate the utility of this semi-idiographic approach with a longitudinal study of Masters of Business Administration (MBA) students. The MBAs whose personalities were more similar to a template of the successful young manager received more job offers upon graduating and, subsequently, earned higher salaries, were more likely to be working full-time, and had changed jobs less often than did those who fit the managerial template less well.     

Choosing to be a managerial woman: An examination of individual variables and career choice

This study examined individual difference variables of female MBA students measured toward the end of their academic careers. Data from these subjects as well as from male MBAs and from male and female MA candidates in elementary education were ordered in a 2×2 female/male, traditional role/nontraditional role matrix of analysis (N=151). Female MBA candidates were found to differ significantly from the other subjects on several dimensions. Female managers-to-be saw themselves as more self-assured, more creative, and higher in initiative than did the others. There was no evidence of fear of identity or of sex-role inappropriateness, which had been suggested in earlier literature dealing with women entering nontraditional careers.     

Are Quantitative Skills Critical for Business Education Program or an Entry-Barrier for Diversity?

Two prominent criticisms of business education programs are that they disproportionately focus on cultivating quantitative skills (i.e., the ability to use and analyze numerical/mathematical concepts) and that the programs lack diversity in terms of gender, social class, and undergraduate backgrounds of students. We tested whether the emphasis on quantitative skills is linked to this lack of diversity in business education programs. We drew data from a Master of Business Administration (MBA) program from a leading business school in India (N?=?275). We analyzed three key outcomes (entrance test scores, program grades, and salary offers) for three attributes (gender, social class, and quantitative undergraduate degree) before and after partitioning of the quantitative and non-quantitative components of the academic outcomes. Before the partitioning of components, our regression models explained 63% of variance in entrance test scores, 42% in program grades, and 21% in salary offers, which was suggestive of the suitability of our predictor variables. Post-partitioning of the outcomes into quantitative and non-quantitative components, the key results were: (a) social class disadvantage was in both the quantitative and non-quantitative components of the entrance test, and in course grades; (b) female-disadvantage was in the quantitative coursework of the MBA program, but not in the entrance test, or in salary offers (p?<?.05); (c) individuals with a quantitative undergraduate education had no advantage in the quantitative section of the entrance test, or of the coursework; (d) social class, gender, and quantitative undergraduate had no effect on salary offers. However, salary offers were higher for those with work experience (p?<?.01), and most notably, for those who performed well in the non-quantitative courses (p?<?.01). On addressing lack of diversity, the results suggest that unlike individuals from a more marginalized social class, females’ deficit is selective and identifiable in the form of lower scores on the quantitative component of MBA coursework. Apart from identifying entry-barriers for diversity, our results are also helpful in discarding certain unfounded beliefs surrounding business education. For example, contrary to popular belief, quantitative undergraduate training has no advantage in business education. Moreover, quantitative course grades are not disproportionately valued in the job market for MBAs.     

The Effects of Experience and a Decision Aid on the Slope,Scatter, and Bias of Earnings Forecasts

This study examines the joint effects of experience and a statistical decision aid on several dimensions of forecasting accuracy. Undergraduate business students, graduate business students, and experienced financial analysts made probabilistic earnings forecasts for 16 firms, either with or without access to a decision aid. Covariance decomposition was used to partition the overall accuracy score into the following components: bias, scatter, and slope. Consistent with prior research, the absolute accuracy of subjects was quite poor, even worse than a uniform forecaster. In contrast to previous results which documented an inverted experience–accuracy effect, experience had a positive impact on accuracy in the current study. This difference in results may be due, at least in part, to the different conditions under which subjects performed the earnings forecasting task. The covariance analysis showed that experienced financial analysts and MBA students had significantly better slope and lower scatter than undergraduate students. The financial analysts were also more biased than either of the student groups, yet still achieved the highest overall accuracy. The decision aid improved forecasting accuracy by increasing the slope of the analysts’ forecasts, while decreasing the scatter in the graduate and undergraduate students’ forecasts.     

The Interrupted Managerial Career Path: A Longitudinal Study of MBAs

The view of managerial career success as an uninterrupted climb up the corporate ladder no longer fits the realities of many managers. This study examined longitudinal data on the career paths of MBAs to determine the consequences of early- and mid-career gaps on career success. The study found that early gaps have a negative impact on income and management level. Gaps in mid-career also reveal an income penalty, even after controlling for pre-gap income. In mid-career, the negative level effect was found for women, but not for men. MBAs with discontinuous employment histories, however, did not have diminished career satisfaction. The research suggests the need for researchers, organizations, managers, and business schools to broaden the definition of acceptable managerial career paths.     

Dynamics of Friendship Reciprocity Among Professional Adults

Friendship is generally a reciprocal relation, yet many enduring ties are not symmetrical. Sometimes, only one member of a dyad considers the other a friend, or may see their relation as a close friendship while the other does not. Existing theories imply that personal and social attributes may influence the likelihood of reciprocity in friendship. In this longitudinal study, we found that demographic and educational attributes had little effect, but relative gregariousness and popularity consistently influenced development and persistence of unequally reciprocated friendships in 2 cohorts of executive MBA students. Additionally, higher gatekeeping power predicted greater tendency to befriend members of different age categories. Although gatekeeping power correlated directly with unequal reciprocity, the effect was mediated by gregariousness and popularity.     

Career pathfinders: a qualitative study of career development

This paper examined the perceptions of career path and issues of MBA students in response to Lore's The Pathfinder, a comprehensive career-planning model. Using internet discussion boards, an interactive dialogue was mentioned by participants in response to the components of Lore's model. The sample consisted of 50 fully employed MBA students enrolled in a course on self-assessment and career planning. A total of 1,781 separate postings were made and analyzed, using inductive analysis derived from discussion threads based on Lore's categories: comments on Lore's Pathfinder model, living a life you love (what's the holdup, career fantasies, work and family issues, and career selection), how to get there from here (commitment and future from the present), and designing your future career. Findings indicated several interesting trends in the career planning of current MBA students, particularly the importance of self or self-reflective observations in real time as students who are also fully employed formulate career plans. Implications for psychologists and career counselors, career development models, and suggestions for research are presented.     

Mental budgeting versus marginal decision making: training,experience and justification effects on decisions involving sunk costs

Many studies have shown that individuals make economically irrational decisions by using, rather than ignoring, sunk cost information. In this study, the effects of relevant academic training, financial experience and decision justification on investment decisions involving sunk costs were examined. Data on both the process (strategy) and outcome of the decisions were collected. The results indicate that practicing Certified Public Accountants (CPAs), Masters of Business Administration students (MBAs) and undergraduate accounting students perform better than undergraduate psychology students. The level of training, as measured by the number of college courses in managerial accounting, was found to be positively correlated with performance, while the level of experience, as measured by years of financially‐related work, was not. Justification was found to improve decisions only for those participants with significant work experience (MBAs and CPAs). Strategies used in this type of decision were examined with the surprising finding that economically rational decisions can be made even if sunk costs are not ignored. Copyright © 2007 John Wiley & Sons, Ltd.     

相信智力不变是否也认为个性难改?——个人属性内隐观的普遍性

动机理论的认知心理学派认为 ,学生对智力、个性等个人属性 ,是否先天固有不可改变的主观想法 ,将直接影响他们的学习和行为表现。其影响的范围 ,将取决于这类主观想法是否具有普遍性。比如 ,有些学生认为智力是父母遗传的 ,很难改变 ,这些学生会否同样认为个性、道德等 ,也是父母遗传 ,亦难改变 ?该研究希望了解是否有一主导思想 ,影响学生对智力、个性等不同个人属性 ,是否先天不变的整体看法。被试为中国长春市高中一年级的学生 ,总计 5 5 5人。研究采用问卷调查 ,通过比较多个结构方程模型 ,结果较倾向支持学生对个性、智力等五项个人属性有共通一致的内隐观     

The Tables Turned: Factors MBA Students Use in Deciding Among Prospective Employers

Past research has revealed a number of determinants of selection decisions for college students. Given the large number of students graduating with MBA degrees and firms recruiting and hiring applicants with such degrees, the purpose of this study was to examine how MBA students would rate certain job factors. This study reports students' ratings of 23 factors potentially present in workplaces. The most and least important factors are discussed. In addition, implications for organizational recruiting practices and for on-campus career counselors are presented.     

Post-migration Education Among Recent Adult Immigrants to Canada

The present study examines post-migration educational investment by new immigrants to Canada from two perspectives. First, what are the factors that influence whether a new immigrant invests in post-migration education (PME)? Second, is investment in PME associated with improved earnings? The results indicate that younger immigrants from ??non-traditional?? source countries, who are already well educated, fluent in English or French, and worked in a professional or managerial occupation prior to migration are most likely to enroll in PME. But acceptance of previous work experience by Canadian employers lowers the likelihood of investing in PME. Family obligations also reduce the likelihood of participating in PME. Financial limitations are not found to affect participation in PME. The earnings effect of PME is dependent on the type of course undertaken. In the short term, job-related seminars lead to improved earnings growth, while post-secondary courses result in a period of deceased earnings growth. Policy implications are discussed.     

The Effect of Learning vs. Outcome Goals on Self-Efficacy, Satisfaction and Performance in an MBA Program

Dans cette expérience de terrain, on applique la théorie de la fixation des objectifs au sentiment d’efficacité personnelle d’étudiants, à leur satisfaction envers le programme du MBA aussi bien qu’à leur performance (GPA). Immédiatement après leur avoir fixé des objectifs spécifiques élevés, nous avons mesuré le sentiment d’efficacité personnelle des étudiants en MBA. Celui des étudiants de la condition “objectifs de résultats pour la fin de l’année” (long terme) était inférieur à celui de sujets qui étaient dans la condition “faites de votre mieux” ou dans celle “but d’apprentissage”. Les sujets présentant des difficultés spécifiques en ce qui concerne les buts d’apprentissage sont plus satisfaits du programme MBA que ceux des autres conditions expérimentales. Le GPA était significativement plus élevé dans la condition “but d’apprentissage” que dans celle “but de performance”à long terme. Les sujets qui ont des objectifs à court terme et un objectif de résultat à long terme ont un GPA plus élevé que ceux qui ont seulement un objectif à long terme ou que ceux qui sont dans l’urgence de faire de leur mieux. Les implications de ces résultats pour la théorie et la pratique sont discutées. The present field experiment examined the application of goal setting theory on student self‐efficacy, satisfaction with the MBA program, as well as performance (i.e. GPA). Immediately after setting specific high goals, the self‐efficacy of MBA students who set year end (distal) outcome goals was lower than participants in either the “do your best” or the learning goal conditions. Participants who set specific difficult learning goals had higher satisfaction with the MBA program than those in other experimental conditions. GPA was significantly higher in the learning goal condition relative to the distal performance goal condition. Participants who set proximal goals, in addition to a distal outcome goal, had a higher GPA than those who only set a distal goal or those who were urged to do their best. Implications of these findings for theory and practice are discussed.     

Charisma attribution during organizational change: the importance of followers' emotions and concern for well‐being

Taking a follower‐centric perspective, we examined how charisma attribution to a change leader was influenced by the well‐being concerns and emotions of organizational members. We conducted three studies to examine how college business students and Executive Master of Business Administration (EMBA) students responded to a grading policy reform aimed at reducing grade inflation. We found that emotions and well‐being concerns such as school year and grade point average influenced charisma attribution by the undergraduate students and that there was a greater divergence of emotional reactions and charisma attribution among undergraduate students than among the executive MBAs. Future directions for follower‐centric leadership research on charismatic leadership are discussed.     

Generalist and specialist graduate business degrees: Tangible and intangible value

Completion of a graduate degree in business, be it the general MBA or a specialized Master program, should add value to graduates and provide them with certain competencies to make them better managers and leaders. This article evaluates the impact of several Master level studies in business at a large, urban university in the southwestern US. We analyzed competencies, skills, self-perception, and career progress as well as salary and performance. Participant choice of degree program was either the generalist MBA degree or specialist graduate Master degree. Responses from 318 alumni, most of them now working managers, clearly indicate the value they gained from pursuing a graduate business degree. The most prominent impact of competencies and skills portfolio gained was on both internal and external measures of career success, for both the MBA and specialized programs.     

An Evaluation of the Validity and Fairness of the Graduate Management Admissions Test (GMAT) Used for MBA Selection in a UK Business School

The Graduate Management Admission Test (GMAT) has been shown to be a valid predictor of Masters of Business Administration (MBA) performance in the USA, but no UK validity studies have been published. This study uses a large sample of UK MBA students to examine the validity and fairness of GMAT. It is found that GMAT-Verbal is a good predictor of MBA examination performance but GMAT-Quantitative is not. It is also found that both components are unfair to native English speakers. The reasons for these findings are to be found in the nature of the criterion employed. Some observations are made regarding the consequences for best practice of the competitive and political context of MBA selection.     

Gender differences in cognitive styles of MBA students in three countries.

Differences between the scores of male and female respondents, 115 British, 123 Australian, and 131 American midcareer MBA students, confirm propositions derived from Kirton's adaption-innovation theory to the effect that individuals who diverge most from social norms will be among the most innovative members of their group.     

"I knew we would win": hindsight bias for favorable and unfavorable team decision outcomes

This study examined hindsight bias for team decisions in a competitive setting in which groups attempted to outperform each other. It was anticipated that, because of self-serving mechanisms, individuals would show hindsight bias only when decision outcomes allowed them to take credit for their own team's success or to downgrade another team for being unsuccessful. MBA students playing a market simulation game made hindsight estimates regarding the likelihood that either their own or another team would perform well. Consistent with a self-serving interpretation, when decision outcomes were favorable individuals evaluating their own team, but not those evaluating another, showed hindsight bias. When outcomes were unfavorable individuals evaluating their own team did not show hindsight bias, but those evaluating another team did. Discussion focuses on implications of hindsight bias in team decision-making settings.     

Psychosocial Adaptation and School Success of Italian,Portuguese and Albanian Students in Switzerland: Disentangling Migration Background,Acculturation and the School Context

The Swiss Mutual Intercultural Relations in Plural Societies (MIRIPS) study (n?=?1,488) examined the impact of migrant students’ acculturation strategies on their psychosocial adaptation and educational success. The study focused on the comparison of students with an Italian, Portuguese and Albanian migration background, because these three groups differ in their socioeconomic living conditions, educational resources and opportunities in Switzerland according to official statistics. With respect to acculturation strategies, the results partially confirm the integration hypothesis: immigrant students who are oriented towards the heritage culture and students who align with both the heritage culture and the majority culture (integration) and who are interested in their multicultural environment have a better psychosocial adaptation than students who align with no culture (marginalisation). In relation to educational success, a multicultural orientation and a combination of a minority and multicultural orientation turned out to be the strategies of the higher-performing students. Unexpectedly, the three groups of migrants examined in this study did not differ in their life satisfaction, an indicator for psychological adaptation or in their educational success in terms of educational aspirations and German reading skills. Rather than the migration background of the students, other demographic variables such as educational resources of the family as well as factors related to school quality (type of school, quality of social relationships, achievement expectancy of teachers, multicultural education at school) turned out to be crucial for psychosocial adaptation and educational success.