If There Is Systemic Racism in America, Then Why Is There So Many Black Millionaires?

I used the standard deviation and mean across four races of millionaires and non-millionaires, to calculate Z-scores, then plotted scores on a standardized Z distribution with quantiles. My research question was simple: If there is systemic racism in America, then why are there 1,621,600 Black millionaires? The fact Black Americans are normally distributed, similar to all the other races, in terms of being classified as net worth millionaires, is clear proof contrary to the proposition that America is systemically racist. Asian, White, Black, and Hispanic races were statistically the same on the standard normal distribution. However, White non-millionaires were the only race to have a significant, unusual z-score (-2.43), with a p. < .01 the chance of being a White non-millionaire in the United States is not random. Moreover, there are far too many Black millionaires for the evils of systemic racism in America to be real

Advancing Strategies for Developing Employee Retention: A Two-Factor Model Approach

In this study, we reviewed 20 years of literature on factors for employee retention. We wanted to know if Edward Lee Thorndike’s law of effect was related to employee retention. We also wanted to know if Ivan Pavlov’s discovery of the classical condition was related to employee retention. No studies were found with either “Edward Thorndike” or “Ivan Pavlov” AND “employee retention” in the title of the article. However, we found that their discoveries are fundamental to advancing strategies for developing employee retention in a two-factor model approach. We argue that organizational policies constitute the component loadings of two dimensions of employee retention. Our two-factor employee retention model represents the cumulative satisfying effect of organizational policies that lead an employee to “stay” or the cumulative discomforting effect of organizational policies that lead an employee to “leave” the organization. We proffer recommendations on how our two-factor model can be empirically tested; in the APPENDIX, we provide a 7-Point Likert-type scale with 72 items that can be used by any scholar interested in this line of research

An Increasing Usefulness for Managerial Communication Research on the Main Topics of Management

Effective communication is necessary across all management tiers and functions. In addition, it is an integral part of managerial decision-making. Over the last 10 years, interest in the nuances of communication as related to management has intensified. These studies have fostered diverse approaches to linking management and communication. Our investigation, using 2x5 and 2x4 factorial ANOVAs, reveals that differences exist among the means of five professional communication fields. Numerous articles published between 2004 and 2013 were examined, and we found an increasing usefulness for managerial communication research on the main topic of management

What Does Jean-Jacques Rousseau and Chester I. Barnard Have to Do With Quiet Quitting?

Media sources have blended aspects of social loafing with aspects of the free rider problem which they now call “quiet quitting.” Social loafing is decades old theory from the social psychology literature, used to explain why individuals work less hard in groups. The free rider problem is a theory, mainly from economics, that explains the insatiable desire of people who do not contribute to the cost of production for goods and services which they consume. Employees’ perceptions of a firm’s social contract inform their understanding of psychological contracts, and inevitably their interpretation of fairness in job descriptions. Managers who understand Jean-Jacques Rousseau’s “Social Contract” and Chester I. Barnard’s “Theory of Authority” will be better able to anticipate and mitigate against the collective will of employees. In this article, we present three recommendations that, if implemented correctly, will help managers resolve problems leading to quiet quitting

External Reviewers’ Influence on Citations of Articles Published in Pedagogical Business Journals: Holding Acceptance Rate Constant

An analysis of covariance with a 4 x 3 factorial design was used to compare the citation means of 560 articles published in 28 pedagogy journals. The independent variables were four business fields: accounting, economics and finance, general management, and marketing; three levels of external reviewers were used as the other independent variable. The dependent variable was the number of citations of articles. We found that the means differed on the main effects of four levels of business fields and three levels of external reviewers when acceptance rate was a covariate. The number of citations increase as the number of reviewers increases from one to two

The War of the Sexes Glossary: How Social Media Could Destroy American Marriage

We viewed highly influential social media channels on the internet regularly using non-participant observation as our method. We observed hundreds of short videos on YouTube and other platforms, as a sociocultural anthropologic field study, from January 2023 to January 2024. Given the well documented decline in marriage globally, we sought to understand common themes shared by social media content providers. Our non-participant observations led us to develop the War of the Sexes Glossary. Generation Z appears to have solidified a worldview that marriage is unnecessary. Emil Brunner’s predictions from 1945 have come true, where he argued that “If the social basis, marriage, is rotten, the whole community is rotten.” The Manosphere, in direct response to feminists’ rhetoric, has fostered three main complaints prohibiting them from marriage commitment: “No Fault Divorce,” “Presumptive Paternity” and “My Body, My Choice.” We offer practicable solutions to policy makers on how to mitigate this dangerous worldview that, if not corrected, could destroy marriage in America

Business Communication Students Learn To Hear A Bad Speech Habit

Students were trained to perceive filled pauses (FP) as a bad speech habit.  In a series of classroom sensitivity training activities, followed by students being rewarded to observe twenty minutes of live television from the public media, no differences between male and female Business Communication students was revealed.  The practice of teaching students to regard FP as a “bad” speech habit was supported by the literature.  Male and female students learned to recognize FP they heard professional and non-professional speakers make

Using Business Students \u27 Precepts To Predict Ethical Decision Making

A 13-item questionnaire was administered to 259 business students on two college campuses, with a combined population of 1,872, to determine if religious affiliation, upbringing, profession, college major and several other independent variables (labeled precepts) could be used to predict students\u27 perceptions of some main problems of philosophy. Stepwise multiple regression models revealed several significant differences, with p\u3c.05 in four separate models. Precepts are predictive of business students\u27 perceptions of some of the basic problems of philosophy. Understanding the influence of religion affiliation, upbringing, profession, and college major on students\u27 perceptions of right and wrong decision making can be useful for educators when planning for ethics instruction in business education

Imposition Of Diversity: The Imposition Of Diversity-Training Through Top Down Management Communication

Top managers should impose diversity-training programs requiring all managers to participate. A diversity program must focus on enhancing managerial communication competence, while taking into consideration the impact that various cultures, religions, family structures and attitudes will have on managerial communication processes. If executives are to attain goal achievement and motivate employees, they must be prepared to effectively impose diversity training on an inherently diverse workforce. The benefits of properly implementing and consistently supporting a diversity-training program could outweigh managerial resistance

The Career Benefit of Having a “Good” Name

The impact of a person’s given name on their life and career success is often questioned. There is limited evidence linking names to long-term economic well-being, such as salaries. To address this gap, this study examined a salary dataset for Missouri State employees, investigating whether the origin of a given name influenced salaries. The study also explored how the interaction between name origins and gender affected salaries. The findings supported the association between names, particularly their origins, and an individual’s economic well-being. Additionally, the study revealed that name origins interacted with gender to impact inequity