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1 – 10 of 258Vesela Veleva and Berkeley W. Cue Jr
The purpose of this paper is to benchmark current adoption of green chemistry (GC) practices by the innovative and generic pharmaceutical companies and examine the drivers…
Abstract
Purpose
The purpose of this paper is to benchmark current adoption of green chemistry (GC) practices by the innovative and generic pharmaceutical companies and examine the drivers, barriers and future opportunities.
Design/methodology/approach
The authors examined publicly available data for the top 10 “big pharma” and top ten generic drug manufacturers. Using the IQ Green Chemistry working group framework for effective GC programs, they scored each of the 20 companies in seven key areas.
Findings
The study finds that generic drug companies have not embraced GC at the level of the innovative pharmaceutical companies (average GC score of 2 vs 11 for “big pharma”). Top two barriers for them include: lack of pressure and incentives, and the burdensome regulatory process for making changes in the manufacturing process.
Research limitations/implications
The research is based on publicly disclosed information. It is possible that some generic drug manufacturers have begun to work internally on GC but have not disclosed externally yet. Future research should include a survey or interviews of generic drug manufacturers.
Practical implications
The company-level analysis, benchmarking framework and results are of value for researchers and practitioners interested in advancing greater adoption of GC by the pharmaceutical industry.
Originality/value
This study provides the first company-level benchmarking of GC adoption by the largest innovative and generics drug manufacturers. It contributes to the literature on the barriers and drivers for greater adoption of GC.
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Joseph Berger, David G. Wagner and Murray Webster
We survey and organize over fifty years of theoretical research on status and expectation state processes. After defining some key terms in this theoretical approach, we briefly…
Abstract
Purpose
We survey and organize over fifty years of theoretical research on status and expectation state processes. After defining some key terms in this theoretical approach, we briefly describe theories and branches in the program.
Methodology/Approach
We also focus on a few theories that illustrate distinct patterns of theory growth, using them to show the variety of ways in which the research program has grown.
Findings
The program structure developed from a single set of theories on development and maintenance of group inequality in the 1960s to six interrelated branches by 1988. Between 1988 and today, the overall structure has grown to total 19 different branches. We briefly describe each branch, identifying over 200 resources for the further study of these branches.
Research Implications
Although the various branches share key concepts and processes, they have been developed by different researchers, in a variety of settings from laboratories to schools to business organizations. Second, we outline some important issues for further research in some of the branches. Third, we emphasize the value of developing new research methods for testing and applying the theories.
Practical Implications
These theories have been used to explain phenomena of gender, racial, and ethnic inequality among others, and for understanding some cases of personality attributions, deviance and control processes, and application of double standards in hiring.
Social Implications
Status and expectation state processes often operate to produce invidious social inequalities. Understanding these processes can enable social scientists to devise more effective interventions to reduce these inequalities.
Originality/Value of the Chapter
Status and expectation state processes occupy a significant segment of research into group processes. This chapter provides an authoritative overview of ideas in the program, what is known, and what remains to be discovered.
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Lisa M. Dilks, Tucker S. McGrimmon and Shane R. Thye
To determine the role of status information conveyance in a negative reward allocation setting.
Abstract
Purpose
To determine the role of status information conveyance in a negative reward allocation setting.
Methodology
Using previously published experimental data, we test the relative effects of status information conveyed by expressive and indicative status cues on the allocation of a negative reward. Further, we construct an alternative graph theoretic model of expectation advantage which is also tested to determine its model fit relative to the classic model of Reward Expectations Theory.
Findings
Results provide strong support for the conclusion that status information conveyed by expressive status cues influences reward allocations more than information conveyed by indicative cues. We also find evidence that our alternative graph theoretic model of expectation advantage improves model fit.
Originality
This research is the first to test the relative impact of expressive versus indicative status cues on the allocation of negative rewards and shows that status characteristics can have differential impacts on these allocations contingent on how characteristics are conveyed. Furthermore, the research suggests a graph theoretic model that allows for this differentiation based on information conveyance and provides empirical support for its structure in a negative reward allocation environment.
Research limitations
Future research is required to validate the results in positive reward situations.
Social implications
The results show that an individual’s expectations are altered by varying the manner in which status information is presented, thereby influencing the construction and maintenance of status hierarchies and the inequalities those structures generate. Thus, this research has implications for any group or evaluative task where status processes are relevant.
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Jennifer J. Halpem and Judi McLean
This paper considers whether negotiation outcomes and processes of groups of males and females differ. Previous research examining such differences has had mixed results, in part…
Abstract
This paper considers whether negotiation outcomes and processes of groups of males and females differ. Previous research examining such differences has had mixed results, in part because of “cueing” effects contained in typical, high‐conflict negotiation cases. Low‐conflict negotiation cases, such as the one used in this study, provide an opportunity to observe a wider range of negotiation behaviors than are commonly revealed in negotiation research. Fifty advanced undergraduate students negotiated funding in a low‐conflict, public policy negotiation case. Analysis of the negotiated outcomes revealed that females allocated less than males. Content coding of audio transcripts revealed very different negotiation processes and styles underlying these different outcomes. Implications and directions for future research are discussed.
Noel Scott, Brent Moyle, Ana Cláudia Campos, Liubov Skavronskaya and Biqiang Liu
John Xeller and David J. Atkin
President Obama embraced social media and remains one of the most followed persons on Twitter. The focus of this study is twofold: to assess how the President’s use of Twitter…
Abstract
President Obama embraced social media and remains one of the most followed persons on Twitter. The focus of this study is twofold: to assess how the President’s use of Twitter affected (a) Millennials’ perception of Obama and (b) Millennials’ interest and likelihood to participate in the political process. Study findings provide support for a model derived from information processing theory. Results also suggest that message orientation (or perceived favorability) predicted source credibility, which stems from message content as well as the Twitter medium by which the message was delivered. Implications for study findings – including optimal strategies for cultivating a social media presence – are discussed.
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Gary R. Weaver and Jason M. Stansbury
Religious institutions can affect organizational practices when employees bring their religious commitments and practices into the workplace. But those religious commitments…
Abstract
Religious institutions can affect organizational practices when employees bring their religious commitments and practices into the workplace. But those religious commitments function in the midst of other organizational factors that influence the working out of employees’ religious commitments. This process can generate varying outcomes in organizational contexts, ranging from a heightened effect of religious commitment on employee behavior to a negligible or nonexistent influence of religion on employee behavior. Relying on social identity theory and schematic social cognition as unifying frameworks for the study of religious behavior, we develop a theoretically informed approach to understanding how and why the religious beliefs, commitments and practices employees bring to work have varying behavioral impacts.
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This chapter has two central goals: (1) to present a foundational argument for status dissonance theory and (2) to apply its central propositions to understanding why some White…
Abstract
Purpose
This chapter has two central goals: (1) to present a foundational argument for status dissonance theory and (2) to apply its central propositions to understanding why some White Americans perceive anti-White bias. Building upon status construction theory, status dissonance theory generally posits that one’s overall status value determined by their combined status characteristics influences the degree they internalize normative referential structures. The salience of normative referential structures frames one’s justice perceptions, which creates status dissonance that manifests as a positional lens through which individuals perceive and interact with the social world. In an application of this framework, it is hypothesized that among Whites, one’s gender and class will impact one’s perceptions of resource reallocation (i.e., racial equality), which in turn impacts the likelihood one perceives anti-White bias generally and personally.
Design
Using the Pew Research Center’s Racial Attitudes in America III Survey, this study employs logistic and ordered probit regressions on a nationally representative sample of White Americans to assess the above propositions.
Findings
Among Whites, males, those whom self-identified as lower class, and the least educated have the highest odds of perceiving resource re-allocation, and in turn all of these factors increased the odds of perceiving anti-White bias generally in society as well as perceiving personal encounters of “reverse” discrimination.
Implications
The findings and theoretical propositions provide a foundation for additional investigations into understanding the causes and consequences of within and between group variation in perceptions and responses to social inequality as well as mechanisms to counter status hierarchies.
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