Data Science: an Action Plan for Expanding the Technical Areas of the Field of Statistics

An action plan to enlarge the technical areas of statistics focuses on the data analyst. The plan sets out six technical areas of work for a university department, and advocates a specific allocation of resources devoted to research in each area and to courses in each area. The value of technical work is judged by the extent to which it benefits the data analyst, either directly or indirectly. The plan is also applicable to government research labs and corporate research organizations.     

Setting the stage for creative new products: Investigating the idea fruition process

This article attempts to understand the idea fruition process, or the fuzzy front-end set of activities that an organization may informally engage in before it adopts a formal process for developing a new product. The authors propose that the idea fruition process consists of three sub-processes: idea creation, idea concretization, and idea commitment. They also propose and test the individual and organizational factors that influence the idea’s degrees of creativity, concretization, and commitment to further the understanding of the phenomenon and, thus, boost the creation and harnessing of worthwhile ideas in organizations. Astra Zeneca Janice Griffiths-Hemans (jaiuce.griffith-hermans@astrazeneca.com) holds a Ph.D. in business administration (marketing strategy and new product development) and a master’s in market research from the University of Georgia, an MBA in marketing from the University of Miami, and a bachelor of science degree in pure and applied chemistry from the University of the West Indies, Jamaica. Janice is currently a Senior Manager of Consumer Insights with Astra Zeneca, Wilmington, Delaware. Rajiv Grover (rgrover@terry.uga.edu) is the head of the department and holder of the Terry Chair of Marketing at the Terry College of Business, the University of Georgia in Athens, Georgia. He has received several honors for his research and teaching efforts—the O’Dell award for the Best Paper in theJournal of Marketing Research and the Hugh O. Nourse Outstanding MBA Teacher Award. He has authored the bookTheory and Simulation of Market-Focused Management, published by Dry den Press. He is currently editingThe Handbook of Marketing Research: Do’s and Don’ts, which will be published by Sage Publications. He received his Ph.D. from the University of Massachusetts at Amherst in 1983.     

Migration and materialism: The roles of ethnic identity, religiosity, and generation

Culture is the most complex and powerful influence on consumer behavior. Within culturally heterogeneous societies, marketing managers must consider the psychological and behavioral effects that emanate from ethnic identity. Of the many values that immigrants bring to their adopted home, some have their basis in religious beliefs. Most migration occurs from the developing to the developed world, where the acquisition of and devotion to material possessions typify post-industrial society. A largely unanswered question concerns how members of immigrant communities cope with the conflicting values associated with materialism, and those associated with ethnic communal ties and religious fulfillment. This research focuses on materialism as manifested among first- and second-generation Korean-Canadians, as a function of both ethnic identity and religiosity. The researchers uncover generational differences on the interrelationships of these three constructs.     

The influence of role conflict and self-interest on lying in organizations

The self-interest paradigm predicts that unethical behavior occurs when such behavior benefits the actor. A recent model of lying behavior, however, predicts that lying behavior results from an individual's inability to meet conflicting role demands. The need to reconcile the self-interest and role conflict theories prompted the present study, which orthogonally manipulated the benefit from lying and the conflicting role demands. A model integrating the two theories predicts the results, which showed that both elements — self benefit and role conflict — influenced lying, separately and interactively. Additionally, the relative strength of the roles in conflict affected their level of influence. Theoretical and practical implications are discussed.Steven L. Grover is currently an assistant professor of management at the Indiana University School of Business. His central research interest concerns honesty and dishonesty in organizations, and his research has appeared in journals such as theAcademy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decisions Processes, andOrganization Science.Chun Hui is a Ph.D. candidate in the Department of Management at Indiana University at Bloomington. Besides his research interests in organizational ethics such as lying behaviors, Chun is also interested in issues related to organizational citizenship behaviors (OCBs), trust in leaders, instability in predictive validities, and wrongful discrimination.     

Perceptions of Discrimination and Justice Among Employees with Disabilities

Despite the passage of almost two decades since the enactment of the Americans With Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. This study examines whether disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice. A sample of 1,880 employees of a large university, including 90 self-identified disabled individuals completed a work experience survey. Analyses indicate that disabled employees reported more overt and subtle discrimination and more procedural injustice than their non-disabled counterparts. Examination by the type of disability also revealed that those with non-physical disabilities reported more negative experiences than employees with physical disabilities. Perceived organizational and supervisory support were shown to have promise in reducing the effects of disability status on workplace attitudes and perceptions.