EAM 2020 Poster Presentations

Track Chair: Pauline Stamp, Hartwick College

We are excited to offer a Poster session for the first time at EAM. Research posters are developmental and summarize information on research concisely and attractively to help generate discussion.  The poster is usually a mixture of a brief text mixed with tables, graphs, pictures, and other presentation formats.  In this session, the researcher displays the presentation. Participants view the presentation and interact with the author in this session. 

'S' denotes student

Friday June 26, 2020

9:00-10:15  Session 5  

Poster Presentations  - POS

Virtual Team Dynamics (48) - Mehnaz Ladha (S), Pace University, USA

Abstract: In an increasingly globalized and technologically advanced world, virtual teams are becoming more and more popular as a means to diversify talent and increase cost savings. Employees, in turn, benefit from the increased flexibility of being able to work remotely. Virtual teams’ reliance on asynchronous communication, however, presents them with a different set of challenges than those faced by conventionally collocated teams. Previous research suggests that virtual teams engaging more continuously and frequently exhibit higher levels of trust and are more capable of solving complex problems in environments where they are limited to electronic communication. This study builds on prior research by exploring how virtual team interaction, operationalized as frequency and duration, affect several variables that shape virtual team dynamics. These variables include: job satisfaction, telepressure stress, and affective organizational commitment. This study also seeks to understand how the diversity of virtual teams moderates the relationship between these variables. As virtual teams become an integral part of the global workplace, it becomes important to understand how these types of groups can overcome challenges inherent in virtual environments and the best practices for optimizing team dynamics.

Keywords: virtual teams, communication

Click here for poster .pdf      

Watch a short video on the poster here


When your resume doesn't make the difference: how objectively do recruiters evaluate and select? (137) - Nicoline Scheidegger, Zurich University of Applied Sciences, Switzerland

Abstract: Discriminatory behavior in hiring decisions cannot be observed directly. Therefore, correspondence studies have been used, sending matched pairs of qualitatively identical applications to employers that have advertised a job opening. But correspondence studies do not give insight into the role of recruiter’s characteristics on the selection and they often failed to consider individual differences in recruiters’ tendency to discriminate. This study examines at what stage of selection discrimination occurs, dividing the process into three stages: the selection criteria, the assessment of the applicants’ suitability and the decision to invite them for an interview. An online survey was conducted with professional recruiters in Switzerland. According to the methodology of correspondence test, professional recruiters evaluate two resumes with equivalent qualifications on the basis of the position to be filled. The resumes differ only by a gender and an ethnic minority marker. The study reveals biased practices based on gender and ethnicity in the third stages of the recruitment process (selection for interview). These results are relevant because biased decision making often remains invisible in resume screening. Several recommendations are discussed: training, anonymous resume screening, structured checklist, screening of recruiters and artificial intelligence support.

Keywords: Selection, Human Resource Management, Diversity

Click here for poster .pdf


Immigrant Professionals: Stories of Determination, Grit, and Perseverance (154) - Tejinder Billing, Rowan University, USA

Abstract: Although immigrants have been an essential component of the U.S. workforce, organizational research has mostly  ignored this subset of workforce. It is not surprising that Bell, Kwesiga, and Berry (2010) refer to them as "invisible" to researchers. This is alarming since immigrant professionals make a significant portion of the knowledge and service economy. For example, as per recent data, college-educated immigrant makes about 32% of the computer/mathematical occupation group, 30% of health care support professionals and about more than a quarter of surgeons and doctors in the U.S. are immigrants. It is also important to note that experiences gained from establishing professional and personal lives are different from those of expatriates. Immigrants experience disruptions in significant domains of one's lives (Shaffer, Harrison, Gilley, & Luk, 2001). Harrison, Harrison and Shaffer (2018) argue that immigrants deal with identity changes while leading to status change and raise  insecurity. This coupled with the loss of social connections and capital when moving to another country, are more drastic and tumultuous changes as compared to those experienced by expatriates. We argue that immigrants persistently experience stress in their lives, both professionally and personally. The purpose of this research is to examine the hardships experienced by immigrants and see how they lead to positive capacities such as determination, grit, and perseverance. Results from a in-depth interviews discussing these issues will be presented.

 Keywords: Immigrant Professionals, Hardships, Postive OB, Resilience


Click here for poster .pdf

Watch a short video on the poster here

The Impact of Emotional Intelligence on Firm Performance: The Mediating Role of Positive Affective Tone (162) - Yolanda Christophe (S), Morgan State University

Abstract: Despite the growth of the emotional intelligence field, little is known about the mediating role that affective tone plays on the relationship between emotional intelligence and firm performance. This study extends the emotional contagion theory by examining the impact that affective tone plays on this particular link. By studying this relationship, management and decision-makers will become more aware about appropriate steps to take when looking to maximize their firm’s performance through their employees and the firm as a unit.

Keywords: emotional intelligence, firm performance, affective tone

Click here for poster .pdf


Exploring the Characteristics Of Necessity And Opportunity Entrepreneurs In Professional Service Firms

(186)- Jonathan Sales (S), Bentley university

          Abstract: This article examines certain characteristics of entrepreneurs and whether they are positively related to the      

          entrepreneurs’ customer orientation. Specifically, the article focuses on professional services entrepreneurs in the legal services

          industry. Certain proprietors of firms desired to become proprietors of their own firms. These are characterized as Opportunity

          Entrepreneurs. Others did not achieve partners in other firms and were forced into self-employment. These are necessity

          entrepreneurs. The Opportunity Entrepreneurs were forced to focus on client acquisition from the beginning of their law careers

          or their firms would fail. Necessity entrepreneurs focused on knowledge-based tasks performed for partners at their previous

          firms. These are not client acquisition-based tasks. Additionally, attorneys that were opportunity entrepreneurs perceived self-

          employment as the most attractive opportunity. In contrast, attorneys that were forced into self-employment were primarily

         attracted to other forms of employment. This indicates that they tended to focus on the risks of self-employment.

         Accordingly, it is hypothesized:

         H1: Opportunity Entrepreneurs are more client or customer focused.

         H2: Necessity Entrepreneurs are less client or consumer focused.

         H3: Opportunity Entrepreneurs are promotion focused under Regulatory Focus Theory.

         H4: Necessity Entrepreneurs are prevention focused under Regulatory Focus Theory.

         Keywords: Legal Services, Professional Service Firms, Necessity Entrepreneur, Opportunity Entrepreneur, Regulatory Focus   

         Theory, Market Orientation

Click here for poster .pdf



Talent Management on MNCs to Post-90s Chinese (80) - Honghua Li (S), Morgan State University, USA

Abstract: Young Chinese less eager to join Non-Chinese MNCs. (C├ęcile Dejoux 2013). 2)Young Chinese transnational rate has far exceeded the average level of employees of other ages in the enterprise. McKinsey researchers claimed better talent management let to better performance. Post-90s who have become the main force in the workplace. The post-90s high level knowledge, innovation, independent thinking.

Key words: Post-90s,MNCs,Talent Management

Click here for Poster .pdf



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