Mentoring: A Path to Prosocial Behavior

Public accounting firms can build integrity within their organizations through early detection of fraud. One way to reduce and detect fraud is to encourage whistleblowing as a prosocial behavior. We explore the impact of mentoring on intention to report fraud. A survey with 120 responses from the US public accountants suggests that quality mentoring relationships, a common feature in the profession, and caring ethical climate positively relate to internal reporting of fraud. Two intermediate variables, trust and affective commitment, mediate these effects. Mentor-relationship quality also increases perceptions of caring ethical climate. The study contributes to two bodies of research by (1) finding extended benefits from mentoring, beyond those typically discussed in academic literature; and (2) identifying a previously unexplored firm intervention capable of positively influencing prosocial behavior and combating fraud.     

Mentoring: a model for leadership development?

There appears to be a paucity of research on mentoring senior leaders (Hobson & Sharp, 2005) and yet a growing interest in the development of leadership through experience (Abra et al., 2003; McCauley et al., 1998). This paper therefore presents and evaluates a case study of a pilot mentoring scheme and programme for Directors of Finance (DoFs) in the UK National Health Service. The paper reviews DoFs’ leadership needs within the three broad categories of pragmatism, effectiveness and sustainability, and provides a case study detailing the pilot mentoring scheme and programme. Values and challenges posed by this initiative as a model for leadership development are considered, and lead to the identification of eight cross‐cutting tensions connected to mentoring senior leaders. This analysis provides lessons for the ongoing initiative and indicates key learning about managing mentoring and mentoring senior leaders that it is hoped will be of value beyond the scope of this study.     

Feasibility of routine collection of injured worker occupational information in hospital emergency departments

The aim of this study was to examine injury events and risk-factors among Swedish adult eventing athletes. A cross-sectional study design with retrospective recording of 1-year sports-specific exposure and injury data was used. The invited study population consisted of all members of the Swedish Equestrian Federation with eventing as their primary discipline (n = 513). The participation rate was 70.0%. The total 1-year injury prevalence was 26.6%; the specific 1-year prevalence of traumatic injury was 19.3% and of overuse injury 10.9%. The incidence of traumatic injury events was 0.54 injury events/1000 eventing hours (95% confidence interval (CI), 0.35–0.73 injury events/1000 eventing hours) for novices and 0.35 injury events/1000 eventing hours for qualified riders (95% CI, 0.21–0.49 injury events/1000 eventing hours). A total of 27.9% of the traumatic injury events led to severe injuries (causing more than 3 weeks absence from riding). Attitude to risk-taking was the only factor predicting an athlete becoming injured (p = 0.023), and qualification level was the only risk factor for additional injuries among injured riders (p = 0.003). Our results suggest that injury prevention programs in eventing should also give attention to overuse injuries and that care should be taken when eventing athletes are licensed into higher qualification groups.     

Mentoring receipt and personality: Evidence for non-linear relationships

The research investigates the relationship of the Big-Five of personality with mentoring receipt with the use of two independent studies. The findings of the studies show substantial consistency. Equations of quadratic form describe half of the tested relationships better than linear equations. The association of openness to experience and agreeableness with mentoring receipt is of inverted U-shape. The benefits of being open and agreeable for mentoring receipt cease to exist at high values of these traits. On the other hand, emotional stability and conscientiousness demonstrate exclusively positive linear relationships with mentoring receipt. The form of the relationship of extraversion differs between the two studies, but the overall trend is positive. The substantial quadratic component in the association of personality with receipt of mentoring means that research hitherto may be grossly underestimating the effects of personality on developmental relationships because earlier studies assume strictly linear associations. Parts of the results also imply that the associations of certain personality traits with mentoring receipt may depend upon the occupational context.     

Adventures in Misplaced Mentoring

As listed in an appendix to this editorial, JCA has published a number of articles and commentaries of cautionary guides for researchers. But a more basic issue comes from lapses in the students' doctoral education, or, as one member of the editorial board once put it, the lost practice of student mentoring which also applies to the lost guidance for new junior faculty.     

Mentoring in supervisor-subordinate dyads: Antecedents, consequences, and test of a mediation model of mentorship

We develop a framework to look at mentoring as a consequence of employees' values and beliefs, as well as to explore its role in determining the employees' attitudes towards their organizations. Based on social exchange theory, we hypothesize that employees' levels of individualism, collectivism, and trust in supervisor influence the level of supervisory mentoring received. Moreover, mentoring influences employees' affective commitment and intention to quit, as well as mediates the relationships between the proposed antecedents and outcomes. Using structural equation modeling to examine these relationships, we find that within supervisor-subordinate dyads, subordinates report more mentoring when they have collectivist personal values and trust their supervisor. Additionally, more mentoring is positively related to subordinates' affective commitment towards the organizations and negatively related to their intention to quit. We also find that mentoring mediate the relationship between both collectivism values and trust in supervisors and both organizational commitment and intention to quit.     

Influence of Students’ Interactions Abroad on Developing Intercultural Competence

Study-abroad programs represent one of the initiatives implemented by universities to internationalize curricula and prepare students to perform in a globalized society. The purpose of this research was to evaluate how intercultural interactions influence the development of intercultural competence. Results from a sample of 158 students indicate that students’ intercultural contacts have a significant positive effect on their change in intercultural competence, which is calculated as the difference between the measures before and after going abroad (b = .236; s.e. = .104; β = .289; p < .05). These findings confirm that mere exposure to foreign environments does not automatically result in effective learning; thus, universities should set conditions to facilitate active engagement between visiting students and national hosts.     

What Drives Consumer Participation to Loyalty Programs?

Abstract

Little is known about the way in which different loyalty program attributes underlie consumers' intentions to participate in such a program. Based upon equity theory, the current study distinguished between consumer inputs (personal data release, participation cost, purchase frequency, participation exclusivity, and participation efforts) and outputs (program benefits, number of program providers, and program duration) as underlying attributes potentially affecting participation in a loyalty program. Using conjoint analysis, we explored how different levels within each of these eight attributes affect consumers' intentions to participate. The study holds major implications for the design of successful customer loyalty programs.     

Customer perceived value,satisfaction, and loyalty: the role of willingness to share information

This study proposes and tests an integrative model to examine the relationships among customers’ willingness to share information, satisfaction, perceived value, and loyalty in a retailing context. This study extends research on customers’ willingness to share information from trust and privacy concerns toward key outcome measures such as perceived value, customer satisfaction, and loyalty, and is thus among the first to model customers’ willingness to share information with companies in robust theoretical retailing frameworks. The proposed relationships were tested using data from two retailing contexts – groceries (N = 429) and do-it-yourself (DIY) (N = 895). Findings from the two samples suggest that both perceived value and satisfaction are significant determinants of customers’ willingness to share information with a company. Although some differences emerge in the two studies, structural modeling largely supports the hypothesized framework and positions customers’ willingness to share information as an important antecedent of their loyalty intentions and behavior. This study provides practitioners with preliminary insight into the relationship between willingness to share information and perceived value, customer satisfaction, and customer loyalty. This study advances retailing research, as it is one of the few empirical studies investigating the role of customers’ willingness to share information in driving loyalty and its relationship with perceived value and satisfaction in a retailing context.     

The value of informal learning within work-based learning: The economic benefits of WBL

Recent updates to federal policy governing career and technical education (CTE) in the United States have emphasised the need to include work-based learning (WBL) experiences as central components of CTE programming. Many of these experiences showcase an informal learning component which has strong ties to early career success as suggested by the Human Capital Theory. This study explores the following questions: What is the relationship between WBL and early career income? Are there differential relationships based on the type of WBL experience? The Education Longitudinal Study of 2002 (ELS) includes nationally representative data for student participation in WBL and early career income. We used school-fixed effects and propensity score matching techniques to respond to our questions regarding the potential relationship between WBL participation and early career income. We found that students who participated in at least one WBL experience in high school could expect to have an average 7% higher income compared to non-WBL participants. With respect to specific WBL experiences, job shadowing, community service, and mentoring had the largest positive relationship to higher early career income. Findings from this study indicate that participation in WBL experiences can have a positive impact on a high school graduate's college and career readiness as measured through early career income. Given the differential relationships observed for different types of WBL, schools, policymakers, and students should explore WBL options that best align with their personal goals.     

Mentoring in organizations: Implications for women

This paper reviews the literature on the mentoring process in organizations and why mentoring can be critical to the career success of women managers and professionals. It examines some of the reasons why it is more difficult for women to find mentors than it is for men. Particular attention is paid to potential problems in cross-gender mentoring. A feminist perspective is then applied to the general notion of mentorships for women. The paper concludes with an examination of what organizations can do to further mentor relationships and an agenda for further research in this area.     

Towards mentoring the Indian organizational woman: Propositions,considerations, and first steps

The globalized Indian economy creates employment opportunity for educated Indian women and increases gender diversity in Indian Enterprises (IEs). Increased gender diversity presents myriad challenges for integrating women into the managerial ranks of IEs. We highlight these challenges, offer propositions on the Indian culture, the status of women within IEs, and formal mentoring as a human resource development initiative. Further, we use social identity theory as a lens for understanding these challenges, and integrate knowledge from the Western literature on mentoring women. We conclude by suggesting first steps for developing formal mentoring programs aimed at the Indian organizational woman.     

Associations of traffic safety attitudes and ticket fixing behaviours with the crash history of Pakistani drivers

The study assessed whether traffic safety attitudes and ticket fixing behaviours were associated with the crash history. A total of 4018 male drivers from Lahore city participated in this cross sectional study. Most were aged 18–30 years (58.7%, n = 2362), 71.9% (n = 2887) received a traffic ticket, 66.5% (n = 2672) reported previous traffic ticket fixing and 71.3% (n = 2865) considered crashes as being the will of God. Crash history was reported by 95.4% (n = 3821) of drivers, and 58.2% of them reported being involved in a road traffic crash. The likelihood of reporting a previous crash was higher in those who had received a traffic sign violation ticket [adjusted odds ratio (aOR) = 1.40; 95% confidence interval (95%CI) = 1.15–1.72], were involved in traffic ticket fixing (aOR = 1.28; 95%CI = 1.07–1.53), and considered crashes as will of God (aOR = 1.86; 95% CI = 1.57–2.22). These results suggested the need for improving traffic enforcement monitoring and safety education in Pakistan.     

Understanding Voluntary Intentions within the Theories of Self-Determination and Planned Behavior

This survey study aimed to test the usefulness of an integrated model that combines self-determination theory (SDT) and the theory of planned behavior (TPB) in explaining volunteers’ intention to continue. Participants (N = 284) completed a survey form measuring the psychological constructs derived from SDT (i.e., autonomous and controlled motivations) and the TPB (i.e., attitudes, subjective norms, perceived behavioral control [PBC], and intention). Results of path analysis showed that autonomous motivation positively predicted attitudes (β = 0.47, p < 0.01) and PBC (β = 0.39, p < 0.01). Conversely, controlled motivation was negatively associated with attitudes (β = -0.16, p < 0.01) and PBC (β = -0.18, p < 0.01). Attitudes (β = 0.39, p < 0.01) and PBC (β = 0.49, p < 0.01) were then positively related to intention. The integrated model is generally supported in the context of volunteerism, and it may better explain voluntary retention than only use SDT or the TPB.     

The Development of Female Global Managers: The Role of Mentoring and Networking

This paper explores the role of mentoring and networking in the career development of global female managers. The paper is based on data collected from interviews with 50 senior female managers. The voices of the female managers illustrate some of the difficulties associated with informal organisational processes, in particular mentoring and networking, which hinder their career development. The findings confirm that female managers can miss out on global appointments because they lack mentors, role models, sponsorship, or access to appropriate networks – all of which are commonly available to their male counterparts. The interviewees suggest that men, as the dominant group, may want to maintain their dominance by excluding women from the informal interactions of mentoring and networking. The findings further suggest that if females had more access to networks and mentors they could be socialised in both the formal and informal norms of the organisation and gain career advantages from these. The managers reveal that they encounter additional barriers in ‹a man’s world’ and remind us that there is still much to be changed.     

Country of Production Biases on Consumer Perceptions of Global Brands: Evidence From an Emerging Market

ABSTRACT

Globalization has created significant opportunities of cost reductions for players to take advantage of location specific benefits. Simultaneously, it has presented significant opportunities for countries, such as China, to actively participate in global trade, attract foreign direct investment, and improve the economic wealth of their nations. However, literature cautions marketers about consumers’ biased evaluations of products based on their country of production. Moving production to low-cost countries could potentially harm brand trust, quality evaluations, and purchase intentions due to unfavorable biases for the country of production. The objective of this study is to investigate country of production biases of Turkish consumers for two global brands, Philips and Adidas. Data for the study (N = 1,608) were collected using mall-intercepts from the 17 largest cities of Turkey. Study findings show that brand trust, perceived quality, and purchase intentions declined sharply for both brands when consumers learned that the product was manufactured in China.     

Risk factors for injury in community-level football: a cohort study

We investigated the independent effect of commonly postulated risk factors on injury incidence in amateur football (soccer), using a prospective cohort design with follow-up over two seasons. A total of 1702 male and female players aged 13 years or older contributed information on 21,797 player-matches. Confirmed, were the effect of male vs. female sex (injury rate ratios (IRR) = 0.81, 95% confidence interval (CI): 0.67–0.97), older age (increasing IRR gradient), New Zealand European ethnicity (IRR = 0.87, 95% CI: 0.74–1.01), being taller (180–189 cm: IRR = 1.32, 95% CI: 1.06–1.63), previous injury (IRR = 1.32, 95% CI: 1.12–1.57), playing against medical advice (IRR = 1.24, 95% CI: 1.03–1.49), playing while recovering from injury (IRR = 1.40, 95% CI: 1.20–1.49), history of cigarette smoking (IRR = 1.27, 95% CI: 1.00–1.61) and time of season (IRR = 0.97, 95% CI: 0.96–0.98). Female, adult, non-European and taller players could be paid particular attention in injury prevention programmes. The need for effective injury management is reinforced. Adding physical conditioning to pre-season training may be required.     

The Relationship between Identity Crises and Crises of Control

Models of the work-to-family and family-to-work interface were tested in two heterogeneous samples of workers, one from North America (N = 408) and one from China (N = 442), using the same measures translated from English to Chinese using back translation. Consistent with proposed differences in the centrality of work and family, tolerance of work demands, and the availability of family support, work-to-family spillover effects tended to be stronger in the North American sample, whereas family-to-work spillover effects tended to be stronger in the Chinese sample. However, some inconsistencies across cultures did not conform to this generalization. Results point to asymmetric differences between North America and China in the work–family interface. Theoretical implications for resource scarcity and expansionist perspectives are discussed, as well as those for the applicability of work–family interventions across North America and China.     

If only consumers knew: How sampling impacts wine innovation diffusion in the U.S. foodservice industry

A survey (n = 151) explored consumers’ experiences with wine-on-tap, a current trend in the U.S. foodservice industry. Wine consumers’ innovativeness (R² = .49) was explained by wine involvement, opinion leadership, and usage of information sources. Those who recently tried wine-on-tap (n = 43) were significantly more innovative (innovators) than those who never tried it (noninnovators). Furthermore, noninnovators expected to pay significantly less for a glass of wine-on-tap when compared with wine poured from a bottle. Contrary to expectations, the driving force for noninnovative behavior is lack of availability and awareness as opposed to a lack of interest in wine-on-tap.     

Logo design in marketing communications: Brand logo complexity moderates exposure effects on brand recognition and brand attitude

Although good logos are essential for creating brand awareness and brand equity, the effects of logo design features have not been tested empirically. Extending previous findings regarding the effects of design complexity and exposure in advertising to the field of brand logos, two experiments tested the effects of logo complexity and exposure on brand recognition and brand attitude. It was hypothesized that logo complexity moderates the effects of exposure on logo recognition and brand attitudes, such that exposure increases recognition and positively impacts brand attitudes in particular for complex logos. Experiment 1 (N = 68) tested the effects of six unfamiliar logos on recognition (in milliseconds) in a 2 (logo design complexity: simple vs complex) × 2 (logo exposure: one vs four) mixed design. Experiment 2 (N = 164) tested the effects of eight familiar logos on logo recognition and brand attitudes in a 2 (complexity: simple vs complex) × 2 (logo exposure: well-established vs recently established) within-subjects design. Findings showed that increases in exposure led to an increase in brand recognition and to more positive attitudes in particular for complex brand logos, suggesting short-term benefits for simple brand logos, and long-term benefits for complex logos.