A Monte Carlo study of the effects of correlated method variance in moderated multiple regression analysis

It has been suggested that hierarchical regression analysis provides an unambiguous conclusion with regard to the existence of moderator effects (Arnold & Evans, 1979). This paper examines the impact of correlated error among the dependent and independent variables in order to explore whether or not artificial interaction terms can be generated. A Monte Carlo study was performed to investigate the effects of correlated error on noninteraction and interaction models. The results are clear-cut. Artifactual interaction cannot be created; true interactions can be attentuated. Some practical suggestions are provided for drawing inferences from hierarchical regression analysis.     

Accents in Business Communication: An integrative model and propositions for future research

Today's business interactions are characterized by encounters between people with diverse language backgrounds. This article examines how, why and under what circumstances regional or foreign speech patterns affect consumer judgments and reactions. Building on a synthesis of accent research and theories, including the work of related disciplines such as linguistics and social psychology, this article suggests an integrative model that helps to understand accent effects in business contexts. The model disentangles the effects of social categorization, stereotype activation, and speech processing that jointly influence different business-related outcomes. The model highlights three categories of factors that moderate these accent effects, namely sender, receiver, and communication variables. The paper further identifies several issues which remain unresolved and which require continued research. An agenda for future research sets out several propositions to help researchers approach regional and foreign accents in business environments.     

Participation in Fraud/Cheat in the Buying and Selling of Meats Without Legal Metrology: A Theoretical and Empirical Investigations

Fraud/cheat in the buying and selling of commodities is part and parcel of modern businesses worldwide, and a common phenomenon in Nigeria. Personal purchases of meats using a measurement scale and others without measurement scale were made in Abakiliki and Calabar meat markets. Empirically, holding the quality of meats constant, a paired t-test analytical tool shows significant difference in the weight of meats bought and sold by non-measurement scale and those with measurement scale. Theoretically, perspectives from rational choice, fraud triangle, economic, social learning/contagious, anomie theories and political economy are drawn on to suggest an integrated multiple reinforcing-social-forces theory of fraud in the sale of meats. Results confirm that consumers receive less value for their money when they purchase meats without metrology. Cheat is conceived as a product of individual, structural variables and process that interact at different levels to produce negative consequences. An EpiCrim approach which, include strategies to promote consumers’ rights awareness, impose sanctions with certainty, celerity and pains, and other measures to assist helpless victims of cheat is advocated.     

信用危机与信用重构

本文从商业伦理学的视角详细地检视了导致我国信用危机的各种商业欺诈行为,指出信用危机对我国社会经济发展的各种危害,在剖析信用缺失的社会历史原因基础上提出了建立现代信用制度的各种具体措施。     

Associations between work family conflict,emotional exhaustion,musculoskeletal pain,and gastrointestinal problems in a sample of business travelers

The aim of the study was to examine the associations among work‐family conflict (WFC), emotional exhaustion, musculoskeletal (MS) pain, and gastrointestinal problems on a sample of business travelers (n = 2,093). An additional aim was to examine differences in the mentioned relationships among three traveler groups: commuters, national travelers, and international travelers. The study was conducted in a large Norwegian oil and gas company, and the company's business travel database was utilized to examine business travel. Structural equation modeling (SEM) revealed significant relations between WFC and emotional exhaustion and between emotional exhaustion and health problems. Contrary to the expectations, no direct association was found between WFC and health problems. However, we found that emotional exhaustion mediated the relation between WFC and health outcomes. The results from multi‐group analysis revealed that associations among WFC, emotional exhaustion, and health‐outcomes showed a similar pattern for commuters, national travelers, and international travelers. However, the association between emotional exhaustion and MS pain proved to be significantly stronger for the commuter group compared to the national and international travel groups. Practical implications and the consequences of these findings for future research are discussed.     

Seeing green: Mere exposure to money triggers a business decision frame and unethical outcomes

Can mere exposure to money corrupt? In four studies, we examined the likelihood of unethical outcomes when the construct of money was activated through the use of priming techniques. The results of Study 1 demonstrated that individuals primed with money were more likely to demonstrate unethical intentions than those in the control group. In Study 2, we showed that participants primed with money were more likely to adopt a business decision frame. In Studies 3 and 4, we found that money cues triggered a business decision frame, which led to a greater likelihood of unethical intentions and behavior. Together, the results of these studies demonstrate that mere exposure to money can trigger unethical intentions and behavior and that decision frame mediates this effect.     

INTEGRAL LEADERSHIP FOR THE 21 st CENTURY

Current leadership theories and business models—built around modernist assumptions about winners and losers, power and control, and local rather than global interactions—are decades out of date with what is needed to lead postindustrial and postmodern enterprises. This article calls for a collaborative and socially intelligent theory for leadership development based on Integral Science. This theory incorporates and unifies appropriate elements of current leadership research for a postmodern knowledge economy and seeks answers to questions still unanswered.     

Adaptation to work: An analysis of employee health, withdrawal, and change

J. Rosse and H. Miller (1984, in P. Goodman, R. Atkin et al., Absenteeism: New Approaches to understanding, measuring, and managing employee absence. San Francisco: Jossey-Bass) have proposed a model of employee adaptation that hypothesizes multiple withdrawal behaviors and attempts to change working conditions as alternative forms of adaptation to a dissatisfying work environment. Negative health outcomes are also hypothesized consequences of dissatisfaction with work. In this longitudinal study of 42 new hospital employees, intention to quit, turnover, absence, attempts to change the job, and heatlh disorders were negatively correlated with job satisfaction; lateness and self-report avoidance scale were not. Use of adaptive behaviors was also found to have remedial effects for employee health. Implications for a general model of adaptation are discussed.     

Vocational interest and personality differences between development and research personnel: A field study

Employees classified into development and research groups were contrasted for differences in vocational interest and personality inventory responses. Discriminant and classification analyses indicated that these two groups could be distinguished. Development personnel exhibited greater interests in supervisory-related areas, but researchers showed a tendency toward high specialization and academic interests. With respect to personality characteristics, development personnel described themselves as more dominant, defensive, and achieving, yet less critical than research personnel.     

Organizational communication,performance, and job satisfaction as a function of ethnicity and sex

Regression analysis was used to examine simultaneously the effects of supervisors' and subordinates' ethnicity and sex on organizational communication, supervisory-rated performance, and job satisfaction. The study indicates that female subordinates differentially perceive organizational communication. It also identifies interactions between the sex of the supervisor and subordinate on communication and between the ethnicity of the superior and subordinate on supervisory-rated performance. There were limited impacts of sex and ethnicity on job satisfaction.