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While international learning programs have received a great deal of attention and have been found to provide valuable learning experiences for participants interested in developing global leadership competencies (GLCs), they are resource-intensive and variably effective. This chapter examines the relatively unexplored use of assessment center (AC) methodology as a complementary avenue for developing students’ GLCs. Scholarly literature sources pertaining to GLCs and their development, experiential learning theory, and AC methodology are reviewed to develop a conceptual model and propositions related to participants’ learning in an AC designed to develop GLCs. An example is described of one university’s design and facilitation of an AC used to develop students’ GLCs. The role of AC methodology, along with international and other learning experiences for developing students’ GLCs, and recommendations for future research, are discussed.

The purpose of this paper is to examine the influence of peer-assessment training as a catalyst to enhance student assessment knowledge and the ability to effectively evaluate reflective journal writing assignments when using the online peer assessment (PA) tool Expertiza.

Over a two-year period, end-of-unit assessment test scores and reflective writing samples from a peer-assessment participation group were compared to a no peer-assessment control group. Analysis of covariance was used to control for existing writing skill and ongoing feedback on writing samples.

No significant increases were observed in student assessment knowledge when participating in peer-assessment training. Comparison of matched participant samples revealed that after controlling for existing writing skill, students participating in PA graded reflective writing assignments significantly lower than instructor-graded assessments from students not afforded peer-assessment participation.

No distinction was made on the relative influence of giving or receiving PA influenced performance on the outcome measures. Second, students making multiple revisions based on feedback were not analyzed. Third, the Expertiza system does not control for the number of reviews performed, thus differential weighting of assessment outcomes may be realized unless all students submit and perform the same number of assessments. Finally, in absence of any qualitative analysis as to what factors students consider when grading writing samples, it is unknown as to how individual difference factors or adherence to scoring rubrics may have influenced the obtained results.

Students may be reticent evaluating peers or utilize grading criteria beyond the mandatory evaluation rubrics. Clear distinctions should be provided to students indicating how instructional content aligns with skills needed to conduct assessment. Training that addresses the theoretical and transactional components of PA are important, but teachers should recognize that when developing assessment skills learners undergo a developmental catharsis related to building trust and establishing a secure and comfortable identity as an assessor. Peer review systems should quantify the relative contribution of each reviewer through the measurement of frequency, timeliness and accuracy of the feedback, compared with instructor standards/evaluations.

This paper reduces the gap in the literature concerning how PA evolves over time and identifies factors related to the etiology of the peer-review process. In addition, the paper reveals new information regarding the calibration between instructor and peer evaluations.

Researchers have written extensively on the partnering approach in project procurement. Some emphasize it as a process, i.e. how it works in terms of the project structure, signing of agreements, etc., and others emphasize the nature of the partnering culture dimensions, i.e. how it works in terms of operating in trust and harmony. It is postulated that the Confucian concept of self‐cultivation is central to the development of the values of trust and harmony. Western perspectives on the partnering culture are relatively abundant in writing; the intention of this paper is to complement existing literature with an Eastern perspective to develop a behavioural model of partnering. This paper examines the partnering dimensions and postulates that an understanding of (1) the Eastern concept of self and self‐cultivation, and (2) the central role of goal setting at strategic and project levels will enhance goal attainment in partnering.

The purpose of the study is to understand the team communication skill among students with engineering background.

Labour market offers more employment to those who have better social skills than those who fair less on these skills. It is pertinent to integrate these skills among engineers. In the study, a Qual-quant-Qual platform was created to develop social skill andragogy for engineers from India. Involving 132 engineers, the authors gathered qualitative and quantitative data to understand their perspective on communication and the emergent factors of team communication skill.

The qualitative study supports the view that despite theoretical awareness, the actions may differ. The factor analysis of the data revealed five important factors of interpersonal communication. The study offers six utilities in support of andragogy.

The study offers a platform to engineers to internalize and reflect differences in order for the real learning to take place, and it also offers space to faculty members to simulate and offer relevant interventions.

Teams are an important component to the success of corporate innovation and entrepreneurship. However, innovation teams often suffer because management fails to develop a change strategy and prepare managers and participants to work in teams. This chapter provides a discussion of the critical elements needed to prepare team member, including reviewing the team development process and offering insights on how to manage communication, conflict resolution, creative problem solving, and decision-making to enhance team performance. Additionally, research on the use of innovation teams is presented along with some recommendations for management to implement innovation teams in organizations.

Searching for a job is an important process that influences short- and long-term career outcomes as well as well-being and psychological health. As such, job search research has grown tremendously over the last two decades. In this chapter, the authors provide an overview of prior research, discuss important trends in current research, and suggest areas for future research. The authors conceptualize the job search as an unfolding process (i.e., a process through which job seekers navigate through stages to achieve their goal of finding and accepting a job) in which job seekers engage in self-regulation behaviors. The authors contrast research that has taken a between-person, static approach with research that has taken a within-person, dynamic approach and highlight the importance of combining between- and within-person designs in order to have a more holistic understanding of the job search process. Finally, authors provide some recommendations for future research. Much remains to be learned about what influences job search self-regulation, and how job self-regulation influences job search and employment outcomes depending on individual, contextual, and environmental factors.

The aim of this study is to understand the levels (i.e. mild vs intense) of task conflict (TC) expressions between angel investors and entrepreneurs at the post-investment stage and how it affect angel investors’ follow-on investment intentions with the same entrepreneur.

Survey data was gathered from 71 angel investors in China. Mplus was used to test the proposed research model.

This study found that angels perceive affective conflict (AC) when engaged in intense TC, unlike the case for mild TC expressions. Furthermore, the analysis shows that, unlike mild TC expressions, intense TC expressions impede angels’ reinvestment intentions when they perceive ACs. Other results indicate that when angels perceive that entrepreneurs are not open to coaching, the prominence of mild TC expression is sharply mitigated and becomes as detrimental as intense TC expressions.

This study only focused on one specific aspect of the angel–entrepreneur post-investment relationship: The effect of their TC expressions on angels’ reinvestment intentions. By no means do the authors imply that TC expression in the angel–entrepreneur post-investment relationship is the only factor that matters to angel investors in their follow-on investment intentions with the same entrepreneur.

The findings suggest that entrepreneurs should pay careful attention to TC that may arise between them and their financiers. TCs are not entirely detrimental, but their negative effect might depend on how they are expressed. An appropriate level of TC may also improve enterprise performance and collaboration. Thus, angels and entrepreneurs should set clear goals and performance standards, where task interactions mainly focus on the goals and expected outcomes.

Prior to this study, little was known about whether all TCs potentially lead to ACs. By distinguishing between levels (i.e. mild vs intense) of TC expressions between angels and entrepreneurs, this study adds a novel aspect to it by showing that TC, in and of itself, does not necessarily lead to AC but can lead to AC once its intensity grows.

This chapter proposes the development of a compound personality trait termed “goal propensity”. Motivation is a key determinant of performance in virtually all contexts, and personality has long been viewed as an important influence on motivation. Despite the long history of exploring how personality influences motivation, we do not have a clear understanding of the linkage between individual differences in personality and work motivation or the tools to reliably and accurately predict individual differences in motivation. Advances in our understanding of personality and the convergence of motivation theories around models of self-regulation present the opportunity to achieve that understanding and predictive efficacy. Goal propensity would be a theoretically derived trait that would explain the role of personality in self-regulation models of motivation as well as allow the prediction of tendencies to engage in self-regulation. This chapter provides the rationale for the development of this construct, articulates the nature of the proposed goal propensity construct, and explores the value of such a construct for theory, future research, and human resource practice.