An investigation of subliminal embed effect on multiple measures of advertising effectiveness

The effect of subliminal sex and death embeds on attention to advertising, change in attitude, behavioral intention, and day-after recall of advertising were investigated for two products. Contrary to findings in some previous research, no significant effects were indicated in the current study at any level. A review and comparison to previous research is provided, along with a possible explanation for conflicting research findings in the area.     

Organizational characteristics and HRM policies on rights: Exploring the patterns of connections

The protection of employee rights in the workplace is one of the fundamental ethical questions facing organizations today. Organizations differ in the extent to which they protect the rights of both employees and themselves as employers, yet little research has examined the types of organizations that have rights protection policies. Instead of the classic normative approach to ethical issues, this study took a contextual approach to the management of rights in the workplace through human resource policies. Associations were found between the organizational characteristics of size, industry, unionization, business condition, and the existence of employee and employer rights policies. Additional analyses revealed underlying dimensions in right policies and the relationship of organizational characteristics to these aspects of rights management were examined. The results are discussed in terms of understanding human resource rights management within an organizational context.Catherine E. Schwoerer is an Assistant Professor in the School of Business at the University of Kansas. Her research interests include work place rights and responsibilities, training and development, self-efficacy, and aging and work.Douglas R. May is an Assistant Professor in the Department of Management at the University of Nebraska. His research interests include social issues management and the impact of the physical environment on employees' attitudes and health.Benson Rosen is Hanes Professor of Management and Chairman of Management Area at the Kenan-Flagler Business School, The University of North Carolina. He is a Fellow of the American Psychological Association and a member of the Academy of Management.     

Doing well by doing right: a fundraiser's guide to ethical decision‐making

• The level of trust a prospective donor has in a charity will, in part, determine whether the individual chooses to support the charity as well as the amount of that support. A key factor involved in trust is an organization's ethical standards. Donors prefer to make donations to organizations that maintain the highest principles. If an organization can consistently make the best possible, most ethical decisions, it will be recognized as being an ethical institution, which in turn will enhance the trust it engenders, and, therefore, the support it can attract. A number of ethical decision‐making models exist. Adopting a decision‐making model will ensure that a methodical approach is used and that the incidents of rash decision‐making will be reduced. Using an ethical decision‐making model will help individuals arrive consistently at the best solutions to ethical dilemmas, defend those decisions, enhance public trust, secure more donors, and raise more money. The value of sound decision‐making and effective ethical decision‐making models are reviewed in this paper.

Copyright © 2005 John Wiley & Sons, Ltd.     

An investigation of managerial interventions in employee disputes

Seventy four university managers described up to six recent conflicts and reported on their intervention strategies. Findings show that managers use a range of strategies, including overlooking, as interventions for employees’ disputes, instead of favoring the use of any particular one. Choices of intervention strategies were influenced by the type of issue being disputed, the seriousness of the dispute, and managers’ self-efficacy with mediation. Specifically, managers most frequently used mediation to resolve task-related disputes, and tended to use a variety of different strategies to intervene in personality conflicts. When managers perceived conflicts to be highly serious, they most frequently used mediation, followed by arbitration, offering incentives, and lastly, overlooking. Managers with a high degree of mediation self-efficacy more frequently mediated employees’ disputes, whereas managers with a low degree of mediation self-efficacy more frequently overlooked employees’ disputes. Theoretical and practical implications of these findings are discussed.     

How Unbecoming of You: Online Experiments Uncovering Gender Biases in Perceptions of Ridesharing Performance

Journal of Business Ethics - Gender discrimination continues to plague organizations. While the advent of the Internet and the digitization of commerce have provided both a mechanism by which goods...     

En/Activist Drag: Kings Reflect on Queerness,Queens, and Questionable Masculinities

ABSTRACT

In recent years, media attention to drag performers has increased transforming the once-hidden leisure activity of gay men and lesbians into a publicly recognized phenomenon. Many of these representations of drag have fallen short in offering reflective illustrations of the connections among gender identity, performance, misogyny, patriarchy, and activism. In response, we find ourselves studying the gendered life experiences of drag kings to illuminate the variety of experiences that shape their gendered lives. We specifically look to our re-storied, visual, composite narratives of eight kings' experiences to show how drag functions as a context where social-political-capitalist transformation can be enacted.     

On MLEs in an extended multivariate linear growth curve model

In this paper the extended growth curve model is considered. The literature comprises two versions of the model. These models can be connected by one-to-one reparameterizations but since estimators are non-linear it is not obvious how to transmit properties of estimators from one model to another. Since it is only for one of the models where detailed knowledge concerning estimators is available (Kollo and von Rosen, Advanced multivariate statistics with matrices. Springer, Dordrecht, 2005) the object in this paper is therefore to present uniqueness properties and moment relations for the estimators of the second model. One aim of the paper is also to complete the results for the model presented in Kollo and von Rosen (Advanced multivariate statistics with matrices. Springer, Dordrecht, 2005). The presented proofs of uniqueness for linear combinations of estimators are valid for both models and are simplifications of proofs given in Kollo and von Rosen (Advanced multivariate statistics with matrices. Springer, Dordrecht, 2005).     

Labour Markets in Professional Sports

Important elements of supply and demand are starkly observable in professional athletics. Demand affects how pay varies with personal productivity, racial discrimination, the nature of factor substitutions, and player mobility. Property rights affect the supply of athletic talent, arms races and incentives to restrict competition. In sports, excess incentives to win can create negative externalities. Collective agreements such as reverse-order drafts, payroll caps and revenue sharing constrain these forces, but redistribute rents from talented players to owners because they punish success. The European approach–promoting better-performing teams and relegating those with the poorest records–punish failure.     

Horatio Alger Meets the Mobility Tables

The question of how entrepreneurship relates to income mobility is cogent given the current public debate about the sources of income inequality and mobility in United States society. We examine how experience with entrepreneurship has affected an individual's place in the earnings distribution. Our basic tack is to follow individuals' positions in the income distribution over time, and to see how their mobility (or lack thereof) was affected by involvement with entrepreneurship. Our main finding is that for low-income individuals there is some merit to the notion that the self-employed moved ahead in the earnings distribution relative to those who remained wage earners. On the other hand, for those at the upper end of the earnings distribution, those who became self-employed often advanced less in the earnings distribution than their salaried counterparts.