Can Organizational Practices Inadvertently Silence Potential Whistleblowers?

This study examines how employee perceptions of organizational ethics, safety practices, and manager-subordinate relationships might influence employees’ silence in regards to workplace hazards using a sample of 178 workers in the mining, manufacturing, and petrochemical industries. The findings support a model in which employee perceptions of endangerment by their organization and fear of retaliation for whistleblowing mediate the relationship between manager-subordinate relationships and the practice of withholding negative (and sometimes vital) information from organizational management. Results suggest that even with high quality superior/subordinate relationships, employees may still withhold important information due to the overall perception of the current safety climate

Exploring the Relationship Between Covert Narcissism and Amorality: The Mediating Influences of Self-efficacy and Psychological Entitlement

Narcissism, as a personality construct, has attracted attention from countless scholars across multiple disciplines. It has been suggested that two forms of narcissism exist (Wink, 1991) and research has supported the delineation of overt (grandiose) and covert (hypersensitive) narcissism (Dickinson & Pincus, 2003; Gabbard, 2009; Luchner, Houston, Walker, & Houston, 2011). To date, most of the research devoted to narcissism has been focused on the overt rather than the covert form (Cain, Pincus, & Ansell, 2008). Further, researchers propose that a decreased level of meaningful relational interactions among narcissists may result in a higher propensity for amoral behaviors. Thus, to extend the research the current study explores the influence of several mediating variables on the relationship between covert narcissism and amorality. The current study found a negative relationship between covert narcissism and self-efficacy as well as an anticipated positive relationship between covert narcissism and psychological entitlement. It was also observed that self-efficacy and psychological entitlement did partially mediate the relationship between covert narcissism and higher amorality, supporting the study’s predictions

Graduate Students Mentoring Undergraduate Students\u27 Business Innovation Pitches

© 2020 Elsevier Ltd Pitch competitions are commonplace throughout undergraduate and graduate entrepreneurship curricula. Although they are valuable exercises, advancements are available to further their usefulness and reach a wider audience. Accordingly, we developed an experiential learning exercise rooted in the tenets of corporate entrepreneurship that allows for greater collaboration, learning, and critical thinking. In the exercise, undergraduate student groups develop and present an innovative initiative, then are scored and mentored by MBA student groups prior to the final pitches. The benefits include improved student learning by undergraduate students from graduate student mentors as well as improved mentoring and leadership skills for graduate students through the practical and experiential process of helping undergraduate students improve their pitches

Making Sense of Entrepreneurial Intent: A Look At Gender and Entrepreneurial Personal Theory

© 2020, Emerald Publishing Limited. Purpose: Individuals adopt differing perceptions of entrepreneurial types, including small businesses, scalable businesses and social businesses. This study aims to suggest that individuals\u27 entrepreneurial personal theory (EPT: learning from experiences that informs how an individual conceptualizes entrepreneurship) influences entrepreneurial intent, and that sensemaking facilitates this process such that those with a clearer understanding of different entrepreneurship paths are more likely to pursue opportunities. Design/Methodology/Approach: This study theorizes and empirically tests whether EPT affects an individual\u27s intent to start a small business, a scalable business or a social enterprise and how gender moderates the relationship between EPT and entrepreneurial intent. Primary survey data were collected from undergraduate business students and working adults. Findings: The results indicate that EPTs characterized by small business, scalable business and social entrepreneurship have a positive association with entrepreneurial intentions. However, gender interaction effects showed that for women, an EPT characterized as small business has a weaker relationship with entrepreneurial intent, whereas an EPT characterized as social entrepreneurship has a stronger relationship with entrepreneurial intent. The notions that gender directly affects personal conceptions of entrepreneurship and that women may have not been exposed to all facets of entrepreneurship are addressed. Research Limitations/Implications: Other variables not included in this study could also influence the relationship between how the type of entrepreneurship may shape entrepreneurial intent and how such relationship may be influenced by gender. Implications for entrepreneurship education and curriculum development are presented. Originality/Value: Integrating the EPT and sensemaking to uncover gender differences in the development of entrepreneurial intentions is a novel theoretical discussion

Family Business Research in the New Millennium: An Overview of the Who, the Where, the What, and the Why

The authors\u27 analysis of 291 family business articles published in 30 management journals between 2001 and 2007 reports the contributions of individual scholars and academic institutions to family business research. To better understand the interrelationships among scholars who have contributed to family business research, a network analysis of coauthor relationships was conducted. The authors also provide a content analysis of the articles and offer suggestions for future research. By analyzing the who, where, and what of family business research, the reasons why the developmental trends have occurred and how the field\u27s momentum can be maintained and directed toward productive ends become clearer

Can Do and Reason To: When Are Proactive Employees Willing To Share Negative Information?

Purpose: Information sharing is vital to organizational operations, yet employees are often reluctant to share negative information. This paper aims to gain insight into which employees will be reluctant to share negative information and when by drawing from the proactive motivation literature examining effects of proactive personality and motivational states on individuals’ willingness to share negative information. Design/Methodology/Approach: A cross-sectional design was used, with data collected from a final sample of 393 individuals via an online survey. Hypotheses were tested using correlation and hierarchical multiple regression analyses. Findings: Interactive effects indicate proactive individuals with accompanying high levels of role breadth self-efficacy (“can do”) or high levels of felt responsibility for constructive change (“reason to”) were less likely to be reluctant to share negative information. However, findings also suggest proactive individuals with lower levels of proactive motivation avoid sharing negative information. Originality/Value: The findings extend what is known about personality factors and employee willingness to share information to highlight which employees may be likely to avoid sharing negative information. The authors also examine the moderating influence of proactive motivational states on the relationships between proactive personality and reluctance to share negative information