Retention among first year college students: an application of the theory of planned behavior

It was proposed that attitudes toward college, subjective norms (pressure from family and important others) and perceived control over the ability to succeed in school influence students\u27 intention to stay in school. Forty-seven students (39 females) completed an 88-item survey. Results indicated that students\u27 attitudes and social pressure were the most important predictors of intention to stay in school. These findings suggest that active family involvement in students\u27 education, as well as the incorporation of information regarding the value of a college education into programs such as freshman experience, could aid efforts in helping students succeed at staying in school

How non-native English-speaking staff are evaluated in linguistically diverse organizations: A sociolinguistic perspective

The aim of this paper is to examine the effects of evaluations of non-native speaking staff?s spoken English in international business settings. We adopt a sociolinguistic perspective on power and inequalities in linguistically diverse organizations in an Anglophone environment. The interpretive qualitative study draws on 54 interviews with non-native English-speaking staff in 19 UK business schools. We analyze, along the dimensions of status, solidarity and dynamism, the ways in which non-native speakers, on the basis of their spoken English, are evaluated by themselves and by listeners. We show how such evaluations refer to issues beyond the speaker?s linguistic fluency, and have consequences for her or his actions. The study contributes to the literature on language and power in international business through offering fine-grained insights into and elucidating how the interconnected evaluative processes impact the formation and perpetuation of organizational power relations and inequalities. It also puts forward implications for managing the officially monolingual, yet linguistically diverse organizations

The role of attitudes, subjective norms, attributions, and individualism-collectivism in managers\u27 responses to bribery in organizations: The case of Ecuador

The goal of this study was twofold: (1) to introduce a model explaining how attitudes, subjective norms, internal and external attributions about bribery affect the way managers\u27 deal with bribery in organizations, and (2) to clarify the role of the individualism-collectivism cultural dimension in managers\u27 attributions of employees\u27 behavior related to bribery. Twenty-six internal and external attributions related to bribery were identified through a series of structural interviews with 65 subject matter experts, and then evaluated by three hundred fifty-four (n = 354) Ecuadorian managers. Hierarchical regression analyses indicated that attitudes and external attributions significantly predicted managers\u27 intentions to discipline employees\u27 who accepted a bribe, and that those with a collectivist orientation were more likely to make external attributions of bribery. Implications for the eradication of bribery in organizations are discussed

Perceived workplace racial discrimination and its correlates: A meta-analysis

We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta-analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination

A Value-based Framework for Understanding Managerial Tolerance of Bribery in Latin America

bribery, cultural values, Latin America, attitudes towards bribery, individualism–collectivism.,