Paul Mulvey | North Carolina State University (original) (raw)

Papers by Paul Mulvey

Proceedings - Academy of Management, Aug 1, 2023

Academy of Management Proceedings

Academy of Management Proceedings

Academy of Management Proceedings

Academy of Management Perspectives, 1996

Entrepreneurship Education and Pedagogy

We report on the findings from an in-class experiment that represents a learning innovation which... more We report on the findings from an in-class experiment that represents a learning innovation which can enable classroom-based conversations about bias in the domain of entrepreneurship. More specifically, the present learning innovation explores gender bias in venture funding with regard to entrepreneurship. In an introduction to entrepreneurship class, we randomly assigned students to one of the three experimental conditions—students evaluated an executive summary for a venture either written by a woman, or a man, or one in which the gender was neutral (i.e., the control group). Students acted as if they were considering an investment and reported whether, for example, the executive summary was well written as well as how much equity they would want in the venture as a potential investor. Overall, these results provide evidence consistent with the inference that the students sampled in this study did not use gender as a decision-making heuristic when evaluating entrepreneurial oppor...

Journal of Applied Management and Entrepreneurship, Apr 1, 2004

Executive Summary In the current paper we partially replicate and extend prior work by Carraher a... more Executive Summary In the current paper we partially replicate and extend prior work by Carraher and Buckley (1996a & b) and Carraher, Buckley, & Carraher (2002) who had examined the relationship between mean group levels of cognitive complexity and the number of observed dimensions for pay satisfaction as measured by the PSQ within several samples. Using 41 data sets from journal articles and academic presentations in order to examine the dimensional nature of the PSQ and an equation for estimating mean levels of cognitive complexity from the PSQ, we found that mean group differences in cognitive complexity can account for much of the variance in the differences in the PSQ's dimensionality previously reported and that it appears that the same factor structure does not fit all of the data sets. Areas for future research on pay satisfaction, cognitive complexity and individual differences are discussed. Satisfaction with pay is an important issue for both employers and researchers (Eskew & Heneman, 1996; Von Bergen, Soper, & Gaster, 2002). Since the development of the Pay Satisfaction Questionnaire (PSQ) researchers have agreed that pay satisfaction is multidimensional (Miceli & Lane, 1991). Unfortunately the debate over the nature and number of dimensions of pay satisfaction has yet to be resolved (Carraher, Buckley, & Carraher, 2002). Therefore, focus on the antecedents and consequences of pay satisfaction may be premature as Schwab (1980) has argued that construct validity issues need to be addressed prior to the exploration of the construct's antecedents and consequences. The debate over the nature and number of dimensions of pay satisfaction has produced a surprisingly large volume of research, but until recently few answers (Carraher et al. 2002). The newest approach focuses on an individual difference variable, cognitive complexity, to explain the variance in the number of pay satisfaction dimensions (Carraher & Buckley, 1995; 1996a, 1996b; Carraher, Buckley, & Carraher, 2002). If the nature and number of dimensions of pay satisfaction are dependent on exogenous variables such as cognitive complexity then solutions to pay satisfaction problems in organizational settings will be much more difficult to resolve. Despite the relative success of cognitive complexity in explaining the number of pay satisfaction dimensions, Carraher and Buckley (1996a) have argued that alternative measures of cognitive complexity need to be developed. They found that the current measure, the Rep test (Bieri et al., 1966), is not practical for at least two reasons. The Rep Test is designed for use with individuals with at least a college education. This requirement excludes a large portion of the work force from completing it accurately. Also, the Rep test typically requires more than one half hour to complete which is often an unrealistic demand for measuring one variable for many respondents. Carraher and Buckley (1996b) found that an alternative estimate of cognitive complexity may be useful as a surrogate measure. The Pay Satisfaction Questionnaire Heneman and Schwab (1979; 1985) theorized that pay satisfaction is multidimensional and developed the Pay Satisfaction Questionnaire (PSQ). They argued that this was a conceptual improvement over the existing unidimensional measures of pay satisfaction such as those contained in the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. The PSQ was intended to measure 5 independent satisfaction dimensions including: pay level, benefits, raises, structure, and administration. Initial results from both exploratory principal components analyses and confirmatory factor analyses produced 4 dimensions, combining pay structure and pay administration into 1 dimension. Responses to Heneman's (1985) and Heneman and Schwab's (1985) request for additional research on the PSQ have been numerous. Ash, Lee, and Dreher (1985) and Ash, Dreher, and Bretz (1987) examined several of the psychometric properties of the PSQ. …

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Organizational Behavior and Human Decision Processes, 1995

Organizational Behavior and Human Decision Processes, 1998

Academy of Management Proceedings

Small Group Research, 1998

Small Group Research, 1998

Academy of Management Perspectives, 1996

Page 1. ? Academy of Management Executive, 1996 Vol. 10 No. 1 . ... . 4... .. 0... .. 0.. ... Whe... more Page 1. ? Academy of Management Executive, 1996 Vol. 10 No. 1 . ... . 4... .. 0... .. 0.. ... When teammates raise a white flag Paul W. Mulvey, John F. Veiga, Priscilla M. Elsass ...

Journal of Organizational Excellence, 2002

Page 1. JOURNAL OF ORGANIZATIONAL EXCELLENCE / Autumn 2002 © 2002 Wiley Periodicals, Inc. Publish... more Page 1. JOURNAL OF ORGANIZATIONAL EXCELLENCE / Autumn 2002 © 2002 Wiley Periodicals, Inc. Published online in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/npr.10041 STUDY FINDS THAT KNOWLEDGE OF PAY ...

Organizational behavior and human decision processes, 1998

This paper presents two studies investigating the influence of social perceptions (perceived loaf... more This paper presents two studies investigating the influence of social perceptions (perceived loafing, collective efficacy, and cohesion) on group goal processes (difficulty and commitment) and group performance. The role of group goal processes as mediators of the relationships between social perception variables and group performance was also tested. The first study involved a sample of 247 college students in 59 groups working on a team interdependent, divisible academic task. Results supported all but one hypothesis. The mediation hypothesis was not supported as both group goal and social perception variables related similarly to group performance. The second study employed a different design to address some limitations of the first study and to extend those findings. Results from the second study, using 383 college students in 101 groups, were consistent with Study 1 with two exceptions. First, the mediation hypothesis was supported in Study 2, replicating the findings of Klein ...

Proceedings - Academy of Management, Aug 1, 2023

Academy of Management Proceedings

Academy of Management Proceedings

Academy of Management Proceedings

Academy of Management Perspectives, 1996

Entrepreneurship Education and Pedagogy

We report on the findings from an in-class experiment that represents a learning innovation which... more We report on the findings from an in-class experiment that represents a learning innovation which can enable classroom-based conversations about bias in the domain of entrepreneurship. More specifically, the present learning innovation explores gender bias in venture funding with regard to entrepreneurship. In an introduction to entrepreneurship class, we randomly assigned students to one of the three experimental conditions—students evaluated an executive summary for a venture either written by a woman, or a man, or one in which the gender was neutral (i.e., the control group). Students acted as if they were considering an investment and reported whether, for example, the executive summary was well written as well as how much equity they would want in the venture as a potential investor. Overall, these results provide evidence consistent with the inference that the students sampled in this study did not use gender as a decision-making heuristic when evaluating entrepreneurial oppor...

Journal of Applied Management and Entrepreneurship, Apr 1, 2004

Executive Summary In the current paper we partially replicate and extend prior work by Carraher a... more Executive Summary In the current paper we partially replicate and extend prior work by Carraher and Buckley (1996a & b) and Carraher, Buckley, & Carraher (2002) who had examined the relationship between mean group levels of cognitive complexity and the number of observed dimensions for pay satisfaction as measured by the PSQ within several samples. Using 41 data sets from journal articles and academic presentations in order to examine the dimensional nature of the PSQ and an equation for estimating mean levels of cognitive complexity from the PSQ, we found that mean group differences in cognitive complexity can account for much of the variance in the differences in the PSQ's dimensionality previously reported and that it appears that the same factor structure does not fit all of the data sets. Areas for future research on pay satisfaction, cognitive complexity and individual differences are discussed. Satisfaction with pay is an important issue for both employers and researchers (Eskew & Heneman, 1996; Von Bergen, Soper, & Gaster, 2002). Since the development of the Pay Satisfaction Questionnaire (PSQ) researchers have agreed that pay satisfaction is multidimensional (Miceli & Lane, 1991). Unfortunately the debate over the nature and number of dimensions of pay satisfaction has yet to be resolved (Carraher, Buckley, & Carraher, 2002). Therefore, focus on the antecedents and consequences of pay satisfaction may be premature as Schwab (1980) has argued that construct validity issues need to be addressed prior to the exploration of the construct's antecedents and consequences. The debate over the nature and number of dimensions of pay satisfaction has produced a surprisingly large volume of research, but until recently few answers (Carraher et al. 2002). The newest approach focuses on an individual difference variable, cognitive complexity, to explain the variance in the number of pay satisfaction dimensions (Carraher & Buckley, 1995; 1996a, 1996b; Carraher, Buckley, & Carraher, 2002). If the nature and number of dimensions of pay satisfaction are dependent on exogenous variables such as cognitive complexity then solutions to pay satisfaction problems in organizational settings will be much more difficult to resolve. Despite the relative success of cognitive complexity in explaining the number of pay satisfaction dimensions, Carraher and Buckley (1996a) have argued that alternative measures of cognitive complexity need to be developed. They found that the current measure, the Rep test (Bieri et al., 1966), is not practical for at least two reasons. The Rep Test is designed for use with individuals with at least a college education. This requirement excludes a large portion of the work force from completing it accurately. Also, the Rep test typically requires more than one half hour to complete which is often an unrealistic demand for measuring one variable for many respondents. Carraher and Buckley (1996b) found that an alternative estimate of cognitive complexity may be useful as a surrogate measure. The Pay Satisfaction Questionnaire Heneman and Schwab (1979; 1985) theorized that pay satisfaction is multidimensional and developed the Pay Satisfaction Questionnaire (PSQ). They argued that this was a conceptual improvement over the existing unidimensional measures of pay satisfaction such as those contained in the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. The PSQ was intended to measure 5 independent satisfaction dimensions including: pay level, benefits, raises, structure, and administration. Initial results from both exploratory principal components analyses and confirmatory factor analyses produced 4 dimensions, combining pay structure and pay administration into 1 dimension. Responses to Heneman's (1985) and Heneman and Schwab's (1985) request for additional research on the PSQ have been numerous. Ash, Lee, and Dreher (1985) and Ash, Dreher, and Bretz (1987) examined several of the psychometric properties of the PSQ. …

Search ETDs: OhioLINK ETD. ...

Organizational Behavior and Human Decision Processes, 1995

Organizational Behavior and Human Decision Processes, 1998

Academy of Management Proceedings

Small Group Research, 1998

Small Group Research, 1998

Academy of Management Perspectives, 1996

Page 1. ? Academy of Management Executive, 1996 Vol. 10 No. 1 . ... . 4... .. 0... .. 0.. ... Whe... more Page 1. ? Academy of Management Executive, 1996 Vol. 10 No. 1 . ... . 4... .. 0... .. 0.. ... When teammates raise a white flag Paul W. Mulvey, John F. Veiga, Priscilla M. Elsass ...

Journal of Organizational Excellence, 2002

Page 1. JOURNAL OF ORGANIZATIONAL EXCELLENCE / Autumn 2002 © 2002 Wiley Periodicals, Inc. Publish... more Page 1. JOURNAL OF ORGANIZATIONAL EXCELLENCE / Autumn 2002 © 2002 Wiley Periodicals, Inc. Published online in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/npr.10041 STUDY FINDS THAT KNOWLEDGE OF PAY ...

Organizational behavior and human decision processes, 1998

This paper presents two studies investigating the influence of social perceptions (perceived loaf... more This paper presents two studies investigating the influence of social perceptions (perceived loafing, collective efficacy, and cohesion) on group goal processes (difficulty and commitment) and group performance. The role of group goal processes as mediators of the relationships between social perception variables and group performance was also tested. The first study involved a sample of 247 college students in 59 groups working on a team interdependent, divisible academic task. Results supported all but one hypothesis. The mediation hypothesis was not supported as both group goal and social perception variables related similarly to group performance. The second study employed a different design to address some limitations of the first study and to extend those findings. Results from the second study, using 383 college students in 101 groups, were consistent with Study 1 with two exceptions. First, the mediation hypothesis was supported in Study 2, replicating the findings of Klein ...