Spears Research News
When asked why dozens of middle school and high school girls were sitting in a classroom on the Oklahoma State University campus on a hot July morning, one voice rang out loud and clear, “to learn to be girl bosses.”
For decades researchers have studied the impact of performance appraisals on employees and the organizations they work for. Much of that research shows that traditional approaches to judging a person’s work performance are perceived as less than helpful and often even counterproductive. Oklahoma State University professor Dr. Tom Stone is charting a shift away from the traditional boss as ‘judge and jury’ approach to evaluating performance in newer systems where talent development is the goal.
How can we remove unconscious biases from hiring practices and ensure a more diverse workforce? According to Oklahoma State University researcher Kimberly Houser, the answer is to address the source of the problem – human decision-making. Her soon-to-be published research shows that using machine decision-making through artificial intelligence (AI) can remove unconscious bias and “noise” from the hiring and promotion process and begin making the workplace reflect a diverse society.
A few years ago, when professional sports teams won the Super Bowl or the World Series, a star player would be asked in the tumultuous aftermath what they were going to do now. Of course, it was an advertisement and their response would be, “I’m going to Disney World!” Oklahoma State University graduating senior Chealsea Fernandez could be asked the same thing, only she is spending time post-graduation in a paid internship at Walt Disney World Resort in Orlando.
Why does the victim get blamed for office rudeness, and why does the office bully get away with it? The latest research from a decade-long study of incivility in the workplace by Spears School of Business researcher Dr. Matt Bowler and colleagues shows that supervisors often blame the victims of rude and abusive behavior.
In many jobs, employees are expected to act happy, or at least friendly, even when they just don’t feel like it. So, it’s not unusual that workers occasionally fake positive feelings, even when the results actually make them feel worse. But research by an Oklahoma State University professor has found that a person can actually feel better by doing the opposite, or faking negative emotions.
The Oklahoma State University School of Entrepreneurship is ranked fourth among nearly 500 programs from around the world for research productivity for the past five years. The ranking lists university entrepreneurship programs by their ability to successfully publish research in the discipline’s top journals.