Sensemaking and Relational Consequences of Peer Co-worker Deception

This exploratory study examined sensemaking of peer co-worker deception from the perception of the deceived. A total of 58 narrative accounts of deception were collected via face-to-face interviews with 23 employed adults. Analysis revealed four primary narratives of co-worker deception: corrupt system narratives, cover your ass (CYA) narratives, personal gain narratives, and personality trait narratives. Perceived motives and consequences were primary considerations in the sensemaking process and employees reported changing their communication patterns to avoid deceptive co-workers or hold them more accountable for their actions. The theoretical and practical implications of these results are discussed and suggestions for future research are posited

Portfolio size, non-trading frequency and portfolio return autocorrelation

In this paper we re-examine the relationship between non-trading frequency and portfolio return autocorrelation. We show that in portfolios where security specific effects have not been completely diversified, portfolio autocorrelation will not increase monotonically with increasing non-trading, as indicated in Lo and MacKinlay (1990). We show that at high levels of non-trading, portfolio autocorrelation will become a decreasing function of non-trading probability and may take negative values. We find that heterogeneity among the means, variances and betas of the component securities in a portfolio can act to increase the induced autocorrelation, particularly in portfolios containing fewer stocks. Security specific effects remain even when the number of securities in the portfolio is far in excess of that considered necessary to diversify security risk

Explaining turn of the year order flow imbalance

The paper provides evidence of a turn of the year effect in the order flow imbalance of both retail and institutional investors. In December there is net selling pressure which is reversed in January. We examine high frequency intraday order flow information and find that the changes in order flow imbalance between December and January are related to firm risk factors and characteristics. We find that retail order flow imbalances are associated with a wide range of risk characteristics including beta, illiquidity and unsystematic risk. Imbalances in institutional order flow are associated with only a small number of risk variables. We show that these order flow changes are important because risk premiums are elevated in January. Our results are robust to the effects of decimalization

“Checking a Box Isn’t Exactly Helpful”: Interpretations of the Voluntary Self-Identification of Disability Form During the Job Application Process

The United States Department of Labor created the Voluntary Self-Identification of Disability (VSD) form in 2014 to improve the employment rate for people with disabilities. As part of this initiative, federal contractors with 50 or more employees are expected to have at least 7% of their workforce identify as having a disability. Unfortunately, only 13% of organizations met this goal in 2015. By conducting a survey of 472 individuals, the present study examined how people with and without disabilities interpret the Voluntary Self-Identification of Disability (VSD) form during the job application process. Specifically, respondents inferred positive (e.g., accommodations), negative (e.g., discrimination), neutral (e.g., person-job fit), and conflicting interpretations (e.g., a mix of positive and negative interpretations) of the VSD form. Further, nearly 60 percent of applicants perceived the VSD form as a strategy to decrease the number of people with disabilities rather than increase. With insight on organizational signals, employers and policymakers can better design and develop recruitment materials to improve the application process for people with disabilities

Making Sense of Workplace Deception

We conducted a study to examine how employees make sense of deception by a peer coworker. We interviewed individuals employed in various occupations and asked them to describe an incident in which they were deceived by a coworker. Our interviews revealed that deceived employees made sense of deceptive events by considering their deceptive coworkers’ motives as well as the degree to which their organization may have influenced the situation. We identified four distinct types of peer coworker deception: corrupt system deception, CYA deception, personal gain deception, and personality trait deception

Human-wildlife conflict mitigation and the self-efficacy of wildlife professionals in non-formal education and outreach

Preventing human-wildlife conflict (HWC) constitutes a substantial challenge for wildlife agencies. The literature on HWC is primarily focused on public understanding of and perceptions toward HWC issues and on mitigation interventions, which often involve public education and outreach. Yet, the non-formal education and community outreach capacities of wildlife professionals remain relatively under-studied. This study develops new insights into the professional development (PD) needs of wildlife professionals relevant to non-formal education and community outreach aimed at mitigating HWC. Using data generated through a self-administered questionnaire designed to assess the self-efficacy of respondents in non-formal education and community outreach skill areas, this study proposes a PD sequence that prioritizes the relevant HWC training needs of a sample of wildlife professionals from the Four Corners region of the United States. The sequence spans curriculum development, media engagement, and evaluation. Recommendations for practice and future research are provided. © 2021 Taylor & Francis Group, LLC.18 month embargo; published online: 07 April 2021This item from the UA Faculty Publications collection is made available by the University of Arizona with support from the University of Arizona Libraries. If you have questions, please contact us at [email protected]