Each semester, the faculty members who received grants through the SEiR-F program will give presentations of their supported research.
What Is Explained:
- Research supported by the SEiR-F grant
- Portions of the research that needs to be completed
- Potential impact of research on business and/or society
- Targeted outcome of the research
- The journal to which it will be submitted
- The agency to which a proposal will be submitted
Where: Alston Hall Parlor
When: 2 – 4 PM throughout the year
Each session will feature three presentations. Each presentation will last 30 minutes followed by 15 minutes of questions. Light snacks will be served immediately afterward.
|September 27th, 2019|
|Peter Magnusson & Stanford Westjohn||Trust Propensity across Cultures: Effects of Individualist and Collectivist Values||Does individualism – collectivism influence an individual’s willingness to trust others? Grounded in social projection theory, we find evidence that collectivism influences an individual’s propensity to trust, mediated by a perceived collectivism consensus.
Study 1 establishes correlational evidence between societal-level collectivism and individual-level trust propensity with results from a multi-level analysis of data from over 6,000 respondents in 36 different countries.
Study 2 contributes causal evidence at the individual level based on experiments in both the US and China. We prime independent versus interdependent self-construal and isolate the mechanism, perceived collectivism consensus, through which one’s own collectivism value influences trust.
Finally, Study 3 identifies a boundary condition and examines the extent to which values are projected onto in-group versus out-group members, and the subsequent effect on trust propensity.
|Matt Van Essen||Fair Allocations in the Assignment Problem||The assignment problem is concerned with how to best assign N different items to N different agents. It is a fundamental problem in combinatorial optimization with natural applications in economics and operations research. In this paper we introduce a “balanced price” algorithm for solving the assignment problem. We show that this algorithm essentially defines a dynamic auction for solving assignment problems when items are commonly owned. Our main result is that if bidders use “reasonable” bidding strategies, then the auction’s allocation will be both efficient and envy free (i.e., fair).|
|Subha Chakraborti||Control Charts for Statistical Process Monitoring in Some Nonstandard Situations||Process monitoring with control charts is considered for the balanced random effects model under normality. Our methodology takes account of the randomness of the batches, the effects of parameter estimation with retrospective data and uses the appropriate metric to design the chart. In Phase I, a Shewhart X ̅ chart is proposed and designed for a specified false alarm probability (FAP). The required charting constants are derived and tabulated. Illustrations are provided with data. Performance of the chart is examined in terms of robustness and out-of-control shift detection ability. Various generalizations and works in-progress are briefly indicated.|
|October 18, 2019|
|Austin Reitenga||An Examination of Board Diversity: Do Multiple-Female Boards Break the Glass Ceiling and Appropriately Set Compensation?||Using the BoardEx data set, we find that firms with multiple women on the board are substantially more likely to have a female CEO relative to boards with zero or one female(s). We next examine the effect of board/compensation committee gender diversity on the appropriateness of compensation (unexpected compensation / expected compensation) and find evidence that female membership results in more appropriate levels of compensation. Finally, for both male and female CEOs we will examine the relationship between the appropriateness of pay and future performance, and whether that relationship is affected by board/compensation committee gender diversity.|
|Paul Pecorino||Final Offer Arbitration: Theory and Laboratory Experiments||Under Final Offer Arbitration (FOA) the parties to a dispute submit proposals to an arbitrator. If they fail to reach a settlement on their own, the arbitrator must choose one of the two submitted proposals. FOA is used in major league baseball, in public sector contract disputes and in business to business pricing for industries where market power is a concern. This includes telecommunications and Canadian railroads. I will summarize some recent theoretical and experimental work I have undertaken. This work analyzes the role of asymmetric information, voluntary information disclosures and a discovery procedure as applied to FOA.|
|Daniel Bachrach||On the Folly of Hoping for Collaboration and Teamwork in STEM Education but Not Rewarding It||There is growing recognition of the importance of STEM education. A great deal of research has focused on drivers of STEM outcomes. Among these factors are collaboration and teamwork (C&T). To deepen understanding of factors relating to effective C&T in a Course-Based Undergraduate Research Experience (CURE), I surveyed all of the members of the Geonomics Education Partnership (GEP). Results from this survey indicated that although instructors: 1) valued C&T, and 2) encouraged C&T, 3) They did not systematically reward C&T in their classes. My fall-targeted NSF proposal integrates management theory and research to develop an intervention to increase STEM C&T.|
|November 22, 2019|
|Kris Hoang & Marcus Doxey||Best Practices Surrounding Critical Audit Matter Selection: A Field Study During a Time of Transition||The US Securities and Exchange Commission recently approved requirements for auditors to report on critical audit matters (CAMs). Beginning in 2020, auditors will publicly disclose CAMs to readers of financial statements, revealing information about judgments made during the audit. We conduct a field study of auditors as they navigate conflicts in implementing these new requirements. Novel and fundamental auditor judgments about CAMs (e.g., What is not a CAM? What functions do CAMs serve?) will involve creating new meanings and knowledge. Our study is a necessary and urgent first step towards a shared understanding of how to report CAMs effectively.|
|Clay Voorhees & Peter Harms||Meta-Analytic Investigation into the Effects of Salesperson Traits on Performance and Counter Productive Work Behaviors||Salespeople are critical boundary spanners who are directly responsible for growing revenue and, ultimately, the success of their firms. Given the importance of salespeople to organizational success, firms invest nearly $800 billion annually to incentivize the salesforce and an additional $15 billion to train salespeople once they are hired (Zoltners, Sinha, & Lorimer 2008; Sunder, Kumar, Goreczny, and Maurer 2017). Given the high cost of training and motivating salespeople, a priority among sales managers has been to identify individuals who are wired to be successful in sales regardless of incentive schemes and training. Specifically, practitioners and academics have conducted repeated studies to examine the traits that make salespeople effective. These investigations have ranged from classic examinations of the “Big Five” personality traits (Vinchur, Schippmann, Switzer, & Roth, 1998) as well as more sales-specific traits such as customer and sales orientation (Franke & Park, 2006).
These studies have provided initial insight into the relative impact of salesperson traits on performance and key mediators (e.g., working hard and working smart), but gaps in our understanding remain that we address by conducting a meta-analysis. First, most of these investigations examine one or two traits in isolation, so while they provided initial evidence of a relationship between traits and performance, they stop short of providing a comprehensive assessment of how traits can work in parallel to predict sales performance. Second, most of the existing literature relating personality with sales performance doesn’t examine the process that drives this relationship. Third, emerging research suggests that some salesperson traits can have conflicting results on employee performance. Specifically, salesperson competitiveness has been shown to benefit the firm through increased sales, but can also drive consumers to engage in more deviance at work (Jelinek & Ahearne 2010).
To address these gaps, we conduct a meta-analysis to better understand the effects and processes that link salesperson traits with sales performance and organizational deviance. Doing so, will provide a more holistic understanding of the relative roles that different traits can play in driving performance in a sales organization. In particular, by combining research across samples, we negate the influence of sample-specific results, assess the relative contribution of various personality traits in order to inform selection and training goals, and test potential moderators of these effects (e.g. industry or cultural effects) that would not be testable in single studies.