Browsing by Author "Bratton, Virginia K."

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Can We Talk About Pay Discrimination/Equal Pay/Strategic Compensation Practices? An Exploratory Study on Framing Gender Pay Inequity
(Cambridge University Press, 2023-01) Raile, Amber N.W.; Graham Austin, Caroline; Bratton, Virginia K.
Situated within the public will and political will framework, this paper explores frames to address the social issue of gender pay inequity. Specifically, the authors examine whether demographic characteristics affect perceived acceptability of different frames describing gender pay inequity and perceptions of this social issue. First, the authors identified 26 terms used to discuss gender pay inequity; this list was narrowed to 12, representing four categories. Next, the authors solicited sentiment reactions to those frames and perceptions of gender pay inequity. Taken together, the results indicated that although respondents had consistently positive reactions to the frames fair pay, equal pay, and pay fairness, perceptions varied across demographic groups. The biggest effects were consistently for political party-related variables. One frame, strategic compensation practices, emerged as a value-neutral frame that could potentially be used to reframe the issue and re-engage business and political stakeholders who do not perceive gender pay inequity as problematic.
An Examination of the Dysfunctional Consequences of Organizational Injustice and Escapist Coping
(2004-12) Zellars, Kelly L.; Lui, Yongmei; Bratton, Virginia K.; Brymer, Robert; Perrewé, Pamela
This field study examined the role of procedural justice on escapist coping at work, affective outcomes, and intentions to quit. Results indicated that even after controlling for problem-solving coping, escapist coping mediated the effects of procedural justice on job satisfaction. Further, lower job satisfaction and higher strain mediated the effects of escapist coping on intentions to turnover. Managerial implications and suggestions for future research are offered.
Has Strategic Management Shed the Normal Science Straightjacket?: Revisiting Bettis' (1991) Critiques
(2006-09) Crook, T. Russell; Bratton, Virginia K.; Street, Vera L.; Ketchen, David J.
In a 1991 essay, Bettis challenged strategic management researchers to break free of a ''normal science straightjacket." We consider the extent to which strategy research has addressed Bettis' five critiques in the intervening years. Based on examining 725 studies, we conclude that significant progress has been made in addressing two critiques, but that substantial challenges remain. Turning to the present, we identify two limitations in current research. Specifically, we suggest that conceptual fragmentation and methodological issues inhibit knowledge accumulation in the field.
The Impact of Emotional Intelligence on Accuracy of Self‐awareness and Leadership Performance
(2011-03) Bratton, Virginia K.; Dodd, Nancy G.; Brown, F. William
Purpose: This research paper aims to follow a line of research that examines the impact of elements of emotional intelligence (EI), particularly those related to self‐awareness, on self‐other agreement and performance. Design/methodology/approach: This is a quantitative study that employs the same methodology as Sosik and Megerian to analyze survey data gathered from a matched sample of 146 managers and 1,314 subordinates at a large international technology company based in North America. Findings: The analysis revealed that the relationship between EI and leader performance is strongest for managers who underestimate their leader abilities. Underestimators earn higher follower ratings of leader performance than all other agreement categories (In agreement/good, In agreement/poor, and Overestimators). The analysis also suggests that there appears to be a negative relationship between EI and leader performance for managers who overestimate their leader abilities. Research limitations/implications: Implications of the counterintuitive findings for underestimators as well as the imperative for further study utilizing alternative measures of EI are discussed. Originality/value: Previous empirical work in this area used an ad hoc measure of EI. This study extends this work by utilizing a larger, business sample and employing a widely‐used and validated measure of EI, the Emotional Quotient Inventory. Results further illuminate the nature of the relationship between EI and self‐other agreement and provide a potential selection and development tool for the improvement of leadership performance.
Interactive Effects of Impression Management and Organizational Politics on Job Performance
(2004-08) Zivnuska, Suzanne; Kacmar, K. Michele; Witt, A.; Carlson, Dawn S.; Bratton, Virginia K.
The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor-rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white-collar employees and their supervisors. Results indicated that the interaction of organizational politics and impression management explained a significant incremental amount of variance in supervisor ratings of employee performance. These findings demonstrated that the extent to which an individual engaged in impression management in a non-political atmosphere may have been a key component to receiving favorable performance ratings.
Plagiarism awareness among students: assessing integration of ethics theory into library instruction
(Association of College and Research Libraries, 2014) Bratton, Virginia K.; Strittmatter, Connie
The library literature on plagiarism instruction focuses on students’ understanding of what plagiarism is and is not. This study evaluates the effect of library instruction from a broader perspective by examining the pre- and posttest (instruction) levels of students’ perceptions toward plagiarism ethics. Eighty-six students completed a pre- and posttest survey that measured their ethical perceptions of plagiarism scenarios. The survey used the multidimensional ethics scale (MES) developed by Reidenbach and Robin that is used commonly in business ethics research. The study found that the MES is a reliable tool to measure changes in ethical perceptions of plagiarism. Further, results indicate that students had higher posttest perceptions of plagiarism ethics than they did prior to library instruction. These results suggest that library instruction was effective and had a meaningful impact on students’ perceptions toward plagiarism ethics.
Situational and Dispositional Factors as Antecedents of Ingratiatory Behaviors in Organizational Settings
(2004-10) Kacmar, K. Michele; Carlson, Dawn S.; Bratton, Virginia K.
This study examined both situational and dispositional antecedents of four ingratiatory behaviors: other-enhancing, opinion conformity, favor rendering, and self-promotion. The two situational variables (i.e., role ambiguity and leader-member exchange) and the four dispositional variables (i.e., self-esteem, need for power, job involvement, and shyness) were considered as antecedents to each of the ingratiatory behaviors. Results from a sample of 136 full-time employees suggested that each of the ingratiatory behaviors had a unique set of antecedents and that the dispositional variables explained significant additional variance beyond the variance explained by the situational variables.
To Cheat or Not to Cheat?: The Role of Personality in Academic and Business Ethics
(2013-11) Bratton, Virginia K.; Strittmatter, Connie
Past research (Lawson, 2004 ; Nonis & Swift, 2001) has revealed a correlation between academic and business ethics. Using a sample survey, this study extends this inquiry by examining the role of dispositional variables (neuroticism, extraversion, and conscientiousness) and academic honesty on business ethics perceptions. Results indicate that (1) neuroticism and conscientiousness were positively related to more ethical perceptions in a work context, and (2) academic honesty partially mediated the relationship between conscientiousness and business ethics. Implications to business practitioners and educators are discussed as well as directions for future research.