Researchers investigated the impact that a first-year college experience course had on students' first-year grade point averages (GPAs) and retention rates. A sample of 109 first-year students enrolled in the course was compared to a sample of 326 students from the same university who had not taken the course. The goals of the experience course were to reduce attrition, increase grade point averages, and enhance academic skills. Without accounting for selection bias, those who took the course had similar retention rates and lower GPAs than those who did not take the course. After matching on propensity scores, the negative effects of the program on GPA were nullified and those in the program were more likely to enroll for a second year. Although the benefits from the course were weak, the positive impact of the program was more apparent after accounting for individual differences.
The relationship between attitudes toward members of ethnic or cultural minority groups and men and women in authority or leadership positions was examined. The Ethnocultural Empathy Scale and Gender Authority Measure were completed by 317 participants. Results yielded a positive relationship among the attitudinal measures, indicating that individuals who express more empathy toward individuals from diverse ethnic or cultural backgrounds are likely to have positive perceptions of women in authority/leadership positions. Furthermore, gender differences in perceptions suggest that, relative to males, females are more likely to report higher levels of ethnic or cultural empathy and also have higher preference for women in leadership and authority positions.
South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.
Although early research on negotiation focused on cognition and decision‐making processes, recently, negotiation scholars have started to pay attention to the importance of emotion in negotiation and have suggested that emotional intelligence is likely to improve negotiation performance. Few studies, however, have tested the relationship between emotional intelligence and negotiation outcomes. This study contributes by empirically testing the influence of emotional intelligence on specific negotiation outcomes (joint gain, trust between parties, and the desire of parties to work together again) and also examines the mediating effects of rapport.
We used a laboratory experimental design with 202 participants to test the hypotheses. We found that a negotiator's emotional intelligence was correlated with his or her counterpart's trust level and desire to work again but had no effect on joint gain. In addition, rapport fully mediated the relationship between emotional intelligence and desire to work again, and between emotional intelligence and trust.
Because of changes in demography and the emphasis on diversity programming, organizational leaders need to understand how employees' empathy toward diverse groups affects diversity program perceptions. This study examines whether individual ethnic/cultural empathy toward diverse groups relates to intentions to attend and interest in diversity initiatives. The sample consisted of 294 college students at a moderate sized Midwestern University. There were moderate significant relationships found. Women and those higher in ethnic/cultural empathy reported higher behavioral intentions to attend and positive perceptions of diversity programs. Managers and human resource personnel could use these findings to assess the diversity climate of their organization allowing for better targeted interventions based on current workforce attitudes and levels of cultural empathy.
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