“Most research projects in my field take a couple years, during which we go through a continuous process of testing, learning, and refining ideas that will ultimately make it into the paper.” Making it onto paper is exactly what Fox School of Business PhD student, Soojung Han, has been able to achieve in her field, Human Resources Management and Organizational Behavior. Han has capitalized on every opportunity that came her way and continues to take advantage of everything Fox has to offer.
Han, who has had not just one, but three papers accepted this summer, is pleased to be attending a school and department whose mission is to evoke the best in its students. “Everything about Fox is designed to allow students the opportunity to focus wholly on producing research,” Han said.
Being in an environment that offers a strong support system has allowed Han to collaborate with faculty members and develop new material, while learning to reach agreements and ultimately find the best solutions. “The faculty here are especially top-notch. My mentor and co-author, Dr. Crystal Harold (Paul Anderson Research Fellow) not only trains me in producing quality research, but also takes a personal interest in my professional future,” Han explained.
Although Han has had plenty of experience working with faculty here at Fox, she continues to broaden her research activity with others. She recently co-authored, “How I Get My Way. A Meta-Analytic Review of Research on Influence Tactics,” which was published in the Leadership Quarterly. This particular paper investigates the moderating effectiveness of 11 influence tactics between supervisors and subordinates and how this relationship responds to these various directions.
“Our results indicate that certain influence tactics could be more effective than others. However, it should be noticed that the effective strategies do not always guarantee good outcomes. Thus, understanding the relative differences on outcomes can guide individuals to select and use appropriate tactics to achieve their goals at the workplace,” Han said. The meta-analysis aspect of Han’s research has allowed her and her co-authors to delve deeper into the issue, beyond the typically inconsistent results produced by studies on the topic.
“I am grateful to have had the opportunity to work with such talented people on these projects, and I’m glad we have positive results to show for our efforts. I feel that the sense of accomplishment from these endeavors will further drive me to achieve in my future research work.” Han is in her 3rd year within the HROB department, and with over four years of industry experience, she continues to make a mark for herself here at Temple’s Fox School of Business.
Kevin Hong, a 2014 graduate of the Management Information Systems concentration of the PhD program at the Fox School of Business and an Assistant Professor at Arizona State University, recently received a $120,024 grant to research bias and health issues in online “gig economy” platforms. The grant, awarded by the prestigious Robert Wood Johnson Foundation, will provide Hong with funding for two years to research how online labor platforms, that connect prospective employees with employers, are shaping the economy and influencing the health of participants.
The gig economy, which encompasses various freelance and temporary employment opportunities and is worth billions of dollars, is the future of the labor market. “It is important to understand how participants in gig economy platforms make decisions and how such decisions affect their health, as these platforms promise to become the future workplace for hundreds of millions of citizens,” said Hong.
Hong’s intersectional analysis of online gig economy platforms also seeks to identify gender and racial biases in the hiring process, while analyzing the health implications of technology-based employment. For many participants in the gig economy who jump from job to job, health insurance is not an option, and part of Hong’s research grant focuses on access to health insurance and how health issues are addressed in an economy that is increasingly shifting towards short-term employment. “Understanding health-related challenges faced by these workers will help us prescribe policy suggestions for online labor platforms to inform platform design,” said Hong.
Aside from the Robert Wood Johnson Foundation grant, Hong recently received Arizona State University’s esteemed W.P. Carey Faculty Research Award, the first time a non-tenured, tenure-track faculty member has received the award.
Hong attributes his success to the intimate advisor-student relationship he had as a PhD student at Temple. Indeed, his current research is in part inspired by his research at the Fox School of Business, where he partnered with Dr. Paul Pavlou on a project, in collaboration with Freelancer.com, to publish two articles about their project in Information Systems Research.
“It is fair to say that without Paul’s effort in mentorship and guidance, none of my achievements would be possible.”Hong also notes that the academic rigor and exposure to different research methodologies during his time at Fox gave him the tools necessary to succeed. Hong’s seamless transition from PhD student to accomplished professor and researcher is a testament to his intellect and work ethic and reflects the high caliber of Fox PhD graduates.
Three Human Resource Management (HRM) professors from Temple University’s Fox School of Business recently co-authored a paper that was published in the December 2015 edition of the Journal of Employment Counseling. Dr. Tony Petrucci, Dr. Gary Blau, and Dr. John McClendon’s paper, titled, ‘’Effect of Age, Length of Unemployment, and Problem-Focused Coping on Positive Reemployment Expectations,” explores the impact of age, length of unemployment, and the coping behaviors on re-employment expectations during the great recession. Given the extreme nature of recession that began in 2008, every professional is inevitably vulnerable to the possibility of unemployment, the professors said. In President Obama’s recent State of the Union Address, delivered Jan. 13, 2016, he noted current job creation and a decreasing unemployment rate in America. Despite this, Obama recommended programs train the unemployed on how to get back into the job force as a strong investment for America’s future.
While most studies have focused on lower-level workers and on short-term unemployment, Petrucci, Blau, and McClendon felt compelled to examine higher-level employees and managers, and long-term unemployment.The professors sampled unemployed professionals of all ages who maintained different position levels within organizations prior to their unemployment, including vice presidents, high-ranking executives, middle management, hourly workers, supervisors, and more. The sample contained 65 percent long-term unemployed professionals, including 23 percent being unemployed for more than two years.“Our study found that length of unemployment, networking comfort, and job-search confidence were significant in a regression and age was not,” said Petrucci, the lead author for the study. “Regardless of age, if you are comfortable networking and have confidence in your ability to conduct an effective job search, you may have higher expectations for re-employment.”Conversely, the professors discovered that the longer one is unemployed, the less confidence one may have about the process of finding a new job and the lower one’s expectations for re-employment may become.
“Becoming unemployed can be very difficult for many workers, especially if they have dependents or have high-paying jobs,” Blau said.Upper-level employees often find it challenging to find comparable positions in their respective fields. The professors were in agreement with President Obama, that programs should be put in place to teach employees how to build transferable skills set, beyond what an employing organization provides.“If (a company is) suddenly downsized, it will be easier for job-loss victims to successfully cope with their new job search,” Blau said. “Very few workers are immune from sudden job loss.”Though a long period of unemployment generally leads to a pessimistic attitude, Petrucci also noted that training workers to be more optimistic about re-employment tends to lead to higher rates of re-employment.
Given the low level of unemployment, the professors aren’t currently planning to pursue this line of research again soon. However, their findings greatly expanded the literature on unemployment given its extremely unique sample population.
Fox School of Business Professor Dr. Ram Mudambi and his team of researchers received a prestigious grant from the National Science Foundation (NSF) to host the First International Business, Economic Geography and Innovation (iBEGIN) Conference at the Fox School. It was preceded by workshops in 2013 and 2014.
The two-day conference, held Nov. 13-14 at Fox’s Alter Hall, was sponsored by the NSF, with support from Temple’s Center for International Business Education and Research (CIBER) and the Fox School Institute for Global Management Studies. It was aimed, Mudambi said, toward using research from his team’s iBEGIN initiatives as the foundation for a long-lasting research community focused on the intersection of the three fields of international business, economic geography, and technology/innovation studies.
“In a very deep sense, all society is based upon human connections. We’re social animals,” said Mudambi, the Frank M. Speakman Professor of Strategic Management and Perelman Senior Research Fellow at Fox. “This conference applied that theory to the sphere, and business and economics. We developed the concept that the human experience is built on human socialization, and use it to understand how connections across space create value.”
The conference featured three keynote speakers, who addressed attendees Nov. 14 in an open-to-the-public setting. The keynotes included:
- Dr. John Cantwell, Rutgers University, Distinguished Professor of Management and Global Business, and editor-in-chief of the Journal of International Business Studies
- Dr. Harald Bathelt, University of Toronto, Canada Research Chair Professor in Innovation and Governance, and editor of Journal of Economic Geography
- Dr. Mark Lorenzen, Copenhagen Business School, Professor of Innovation and Organizational Economics, and Director of the Danish Research Unit of Industrial Dynamics (DRUID)
“These three keynote speakers have been great supporters of our iBEGIN work, and I could not have been more delighted to host them,” Mudambi said. “John is the editor of the top international business journal, Harald is the editor of the top economic geography journal, and Mark is the director of DRUID, one of the world’s largest research networks in innovation studies. To have them under one roof at one conference was a truly unique opportunity.”
The iBEGIN Conference is being promoted as part of GlobalPhilly 2015, a two-month international exposition, featuring events geared toward the promotion of international arts, commerce, education, heritage, and more in Philadelphia. Mudambi said papers were submitted to the conference from all over the world, including from: Denmark, France, Italy, Japan, Korea, Spain, Sweden, the United Kingdom, the United States government, the United States Federal Reserve, and more.
Mudambi’s ongoing iBEGIN initiative is a collaborative effort with professionals in centers around the world, including: Denmark’s Copenhagen Business School, Italy’s Politecnico di Milano and University of Venice Ca Foscari, the Indian School of Business, Henley Business School at the University of Reading (UK), and many others.
The next research project on the horizon for Mudambi and his globally dispersed research team involves battery power, a progression of yet another long-running iBEGIN segment on renewable energy and sustainability. The team has documented the important role that emerging economies like China and India are playing in the innovative landscape of the wind turbine industry, but batteries are the key to unlocking the potential of these renewable energy technologies.
“Batteries are the steam engine of our age,” Mudambi said. “We have ways to produce energy, but we have no way to harness it and store it. Today, if we had to run our planet on stored battery power, we could run perhaps 1 percent of our power applications. Imagine if you could run the whole planet on batteries. It’s a problem that, once solved, will revolutionize society.”
–Christopher A. Vito
Undeniably, there is a significant amount of time and effort that goes into creating a competitive research proposal that is well received, positively reviewed, and ultimately funded. The drive to be successful is a quality that is innate to Temple University’s Fox School of Business, and Dr. Zhigen Zhao, Assistant Professor of Statistical Science, is a prime example of this ethos. Zhao recently received a prestigious Big Data grant from the National Science Foundation, and expects that the findings from his research will help to revolutionize the way that data is analyzed in modern statistical investigations. From the results of these investigations, Zhao expects that the research will have applications in numerous areas, from elements of microarray gene experiments, to next-generation sequencing, satellite remote sensing, and even to yearly academic progress reports.
Dr. Zhao explained the challenging concept through its relation to a traditional pastry, “Take the Chinese dessert “sesame ball”,” Zhao said. “When putting a certain number of sesames on the surface randomly, packing theories will provide us with a distribution of the distance between every sesame seed”. In the study sponsored by NSF, this mathematical method, known as “geometric packing”, will provide the distribution of the distances between points of information.
“The most interesting, but also most challenging problem in big data analysis, is that the number of features grows dramatically concurrent to the evolvement of modern technology,” Zhao said. However complex the research may be, Dr. Zhao and his team are optimistic, and excited, to embark on the quest in hopes of redefining computational sequences in data and information systems.
The ultimate goal of this research is to achieve significant developments that will be utilized not only for Big Data interests, but also made publicly available for use by others. For example, by integrating a solution into software applications designed for mass-market consumer use, this project will truly exemplify the idea of research with a broader impact. Through these efforts, Dr. Zhao believes his research will be an example of how to successfully address Big Data challenges to the benefit of multiple stakeholders.
Sarah Diomande, SMC ‘18
One of the first-established academic departments at Temple University’s Fox School of Business is getting a new name, and is set to introduce a new undergraduate degree program.
The Fox School’s Department of Statistics will soon be rebranded as the Department of Statistical Science. Additionally, the department will unveil a Bachelor of Science degree program in Statistical Science and Data Analytics. Both changes are effective for the 2016-17 academic year, following the approval in March by Temple’s Board of Trustees.
The department had been known as the Department of Statistics since its establishment in 1929, 11 years after the founding of the Fox School.
“Rebranding our department as the Department of Statistical Science reflects the breadth of our department’s academic research, the discipline’s changing landscape, and our department’s renewed focus on engaging in quality research that reshapes the field of statistics and to train new generations of statistically skilled graduates,” said Dr. Sanat K. Sarkar, Chair of the Department of Statistical Science.
The new department name, Sarkar added, is reflective of the discipline’s evolution into one that “develops newer subfields and its interdisciplinary research with scientists in modern scientific investigations involving complex data.”
In Fall 2016, the department will launch its Bachelor of Science undergraduate degree program in Statistical Science and Data Analytics. The demand for the program, said program director Dr. Alexandra Carides, has been driven by the proliferation of computing technology, software, and statistical tools for capturing and interpreting the substantial volume of data now available at the enterprise, government, and personal levels.
The program will qualify students for professions in some of the fastest-growing job sectors, according to Carides.
“The program will provide undergraduate students with the ability to select, utilize, and apply quantitative reasoning and data analytic skills to their future field of study,” said Carides, an Assistant Professor of Statistical Science. “Knowledge of statistical theory and methods has become increasingly important to students in many disciplines. As more data are collected, stored, and analyzed, students are finding it increasingly beneficial to gain expertise in statistical science to strengthen their skills and enhance their career opportunities.”
Dr. Aubrey Kent, Chair of Temple University’s School of Tourism and Hospitality Management (STHM) and founding director of Temple’s Sport Industry Research Center (SIRC), is the winner of the 2016 North American Society for Sport Management Garth Paton Distinguished Service Award.
The award, the highest service honor within NASSM, recognizes a member with outstanding dedication to the promotion and growth of the sport management industry. Kent, a NASSM member for more than 20 years, credited the organization for providing him with exceptional mentors, including Paton, for whom the award is named.
“Garth was one of my mentors and a dear, dear man. It is special to receive this honor,” said Kent, Professor of Sport Management at STHM.
Kent’s commitment to the NASSM is strong. A past president of the organization, he helped establish the Janet B. Parks NASSM Research Grant, awarded at NASSM’s annual conference, as well as the Commission of Sport Management Association (COSMA) inaugural board of directors, which is dedicated to sport management education at the collegiate level.
Kent received the NASSM Student Research Award five years after joining the organization as a graduate student at Canada’s University of Windsor. In deepening his NASSM involvement, he served on several student committees and, in 2006, was recognized as a Research Fellow. He followed up that recognition with a highly successful stint as an Executive Board Member-at-large, which included several chairpersonships across various committees.
During his tenure, Kent has served on the editorial board for NASSM’s Journal of Sport Management, the leading academic journal in the field. He also has published more than 10 peer-reviewed articles within the journal.
“NASSM promotes the field, facilitates scholarships, and brings together academics to trade best practice ideas around teaching and research,” Kent said.
Kent will receive the Paton Award this June at the 2016 NASSM conference, to be held in Orlando, Fla.
Molly Belmont, a Risk Management and Insurance student from Temple University’s Fox School of Business, has been selected as the winner of the 2016 American Association of Managing General Agents (AAMGA) Student White Paper Research Contest.
A junior, Belmont won the AAMGA competition’s Technology and Wholesaler category for her paper, “Internet of Things Insurance, Opportunities, and Threats.”
In her paper, Belmont focused on three distinct areas – the connected home, the connected car, and the connected self – and discussed benefits and potential flaws in the collection of data through the Internet of Things IoT.
“While these devices can help insurance companies price better premiums and lower risk, and can also better educate the consumer and help them identify exactly what they’re paying for, there is a cyber risk involved with these devices that most companies didn’t necessarily consider,” said Belmont, a native of Malvern, Pa. “These systems can be hacked and create unforeseen dangers.”
Belmont said the paper was the culmination of more than one month’s work, during which time she utilized more than 20 sources. She said it was the first writing competition in which she’s taken the top prize. Belmont credited Fox School Assistant Professor Storm Wilkins with the encouragement to enter the competition.
For her winning entry, Belmont will receive a scholarship totaling $1,000; an all-expenses-paid trip and registration for the 90th AAMGA Annual Meeting, to be held May 22-25 at the JW Marriott Desert Ridge Resort in Scottsdale, Ariz.; an opportunity to shadow an AAMGA member during his or her meetings at the conference; and publication of her paper in the May issue of Wholesale Insurance News magazine, which is distributed to more than 1.4 million insurance professionals in more than 40 countries globally.
“I’ve been looking into the schedule of events and the networking opportunities available at the conference,” said Belmont, who this summer will serve as a benefits intern in the Philadelphia office of Arthur J. Gallagher & Co. “I wasn’t expecting to win, so it’s a big thrill.”
The Society for Industrial and Organizational Psychology (SIOP) has awarded Dr. In-Sue Oh a 2016 Distinguished Early Career Contribution Award. This is the second early career achievement award Oh has received, also earning one from the Academy of Management Human Resources Division in August 2014.
“This award has been one of my ambitious career goals since I started my PhD at the University of Iowa about 12 years ago,” said Oh, a Paul Anderson Senior Research Fellow and Associate Professor of Human Resource Management at Temple University’s Fox School of Business. “I am very glad and grateful that I have fulfilled this goal.”
The SIOP’s award is the oldest and most-prestigious early-to-mid career award in the field of Organizational Behavior and Human Resource Management. Each year, it is given to a scholar who received his or her PhD within the last eight years and has made influential research contributions to the science of Industrial and Organizational Psychology.
Oh will be invited to present reflections on his research accomplishments at the following year’s SIOP conference to be held in Orlando, Fla. At the conference, Oh plans to share his current work, as well as discuss how he developed his research program. Since 2005, Oh has researched the validity of personality traits for performance across levels of analysis and criteria, and developing new meta-analysis methods.
“While working on a project on the relationship between personality traits and employee performance about 10 years ago, I realized that the personality-performance relationship must have been underestimated, given serious limitations in how both variables were measured,” said Oh.
Since then, he has investigated various ways to enhance the relationship. In addition, he will also share his personal tips for reaching ambitious goals and maintaining research productivity.
“I’ve discovered that the key to research productivity is persistence, teamwork, and not blindly trusting the data we see,” said Oh. “Data can lie to us without even blinking an eye.”
Oh hopes winning this award will enable him to continue pursuing research projects through the remainder of his career.
“One of my great mentors, Dr. Phil Roth, told me that research as a career is not a sprint but a marathon,” said Oh. “My PhD advisor, Dr. Frank Schmidt, who retired four years ago at the age of 68, is still actively working on research projects. This is exactly where I hope winning this award will lead me.”
Oh credits winning the award to his various mentors, role models, family members, teachers, deans, and department chairs who have offered support and guidance throughout his career. He also credits his fellow scholars, journal editors, reviewers, more than 70 co-authors, and Schmidt, in particular, for nominating him for the award, and five letterwriters in support of this nomination.
“I truly hope that winning this award will contribute to further elevating the research profile of the Human Resource Management department, the Fox School of Business, and Temple University as a whole,” Oh said.
Caitlyn Jenner identifies as transgender. Tiger Woods identifies as “Cablinasian,” a term he created.
What do the television personality and champion golfer have in common? Their racial and gender identities are not easily defined.
Like Jenner and Woods, many Americans can relate. A researcher at Temple University’s Fox School of Business posits that employment laws in the American legal system be restructured to offer civil-liberties protections for citizens who face identity discrimination.
“This isn’t a race or a gender issue. It’s an identity issue,” said Leora Eisenstadt, an Assistant Professor in Fox’s Legal Studies in Business department. “Society has changed, but our laws and legal formulas often look at individuals as members of categories into which a person can fit neatly. Today, there is no such purity. That doesn’t exist, which demonstrates how our laws are out of step with reality.”
Eisenstadt’s research points to Title VII of the Civil Rights Act of 1964, which protects employees from discrimination on the basis of sex, race, color, national origin, and religion. She said Title VII, however, does not always or easily protect against the discrimination of multiracial or transgender individuals. Courts are often baffled by these fluid identities, she said, sometimes rejecting the cases on those grounds and, other times, ignoring the worker’s actual identity to make the legal formula work.
“Cases have been thrown out of court because the plaintiffs did not fit into a box,” Eisenstadt said. “Unfortunately, according to many courts, if you can’t prove you are a member of a single protected class, your case will not reach a jury. As a result, the law has often prompted individuals to sacrifice part of their identity in order to fit into a box and have their case heard.”
And this confusion in the courts has a negative impact on employers and employees alike, since a lack of clarity in the courts can lead to more difficult employment decisions, an inability to effectively train management and human resources professionals, and litigation that eats up precious resources.
In her research, Eisenstadt cites the United States Census and Facebook as examples of society being ahead of the courts. In 2000, the U.S. Census Bureau implemented a system in which it asked Census respondents to “check all that apply” in regard to the races with which they identify. She also called attention to Facebook. This year, the social media platform began offering its 189 million U.S. users more than 50 gender-identity options.
What these prove, Eisenstadt said, is that people cannot always be categorized so easily.
“In employment discrimination law, workers need to prove that they are a part of a protected class in order to bring a discrimination suit,” she said. “In theory, everyone is a member of a protected class. But in society today, those categories are porous and fluid. Not everybody has a single race or a gender. You might have multiple races or multiple genders or you might reject that categorization altogether.”
The American Business Law Journal recently published Eisenstadt’s theoretical research paper, titled, “Fluid Identity Discrimination.”
Eisenstadt’s research centers on employment discrimination as it relates to race and gender. In 2012, she published a theoretical research paper, titled, “The N-Word at Work: Contextualizing Language in the Workplace,” in the Berkeley Journal of Employment and Labor Law. That paper examined the power of language, and who – based on identity – was permitted to use particular words in the workplace.
“We are moving toward an age of fluid identities, if we aren’t there already, and our employment laws have not caught up,” Eisenstadt said.
Sandi Webster has always strived for self-improvement. That’s why she’s pursuing her Executive Doctorate in Business Administration at Temple University’s Fox School of Business.
In October, the Initiative for a Competitive Inner City (ICIC) and Fortune selected Webster’s company, Consultants 2 Go, to join the 2015 Inner City 100, a program that honors the nation’s fastest-growing inner-city businesses.
Based in Newark, N.J., Consultants 2 Go provides consulting and marketing services in the telecom, pharmaceutical, financial services, and insurance industries. Webster, who is pursuing her Executive Doctorate of Business Administration at Fox, founded the company in 2002 with a former colleague, Peggy McHale.
“Peggy and I are very fortunate that our company has excelled in the way that it has,” Webster said. “We’ve rapidly grown our consulting firm beyond our wildest imaginations and it’s an honor that we were recognized in this way by ICIC and Fortune.”
The Inner City 100 program “recognizes successful inner-city businesses and their CEOs as role models for entrepreneurship, innovative business practices, and job creation in America’s urban communities,” according to ICIC.
The list of companies was unveiled Oct. 7 at the Inner City 100 Conference and Awards in Boston. Winners gathered for a full-day business symposium featuring management case studies from Harvard Business School professors and interactive sessions with top CEOs. Keynote speakers included Governor Charlie Baker, and Harvard Business School Professor and ICIC Founder and Chairman Michael E. Porter.
Webster’s professional trajectory changed due, in part, to missing the bus.
Then an executive with American Express, Webster didn’t arrive to work on Sept. 11, 2001. Early-morning crowdedness on the day of New York City’s mayoral primary election kept her from catching her usual morning bus and, as a result, she never made it to her company’s building, located less than two city blocks from the World Trade Center.
“I had been with the company for 18 years and, after the attacks, I never went back to work for American Express at that building,” Webster said. “We lost so many good employees that day, and it caused the displacement of so many others. It altered the lives of everyone who was in New York City.
“I can’t tell you how many people started their own businesses after the tragedy of 9/11, simply out of need.”
After that day, Webster said she connected with McHale and began to reconsider her line of work.
Webster, whose company generated nearly $10 million in revenue in 2014, is always looking to improve. She, too, was looking to further herself.
“Being in the business world, I aspired for a higher-level degree,” she said. “I have a unique perspective, having worked in corporate America and now in representing clients in the small-business side. I can see where gaps are and help them work more efficiently.
“That’s why I chose the Fox School. I found the Executive DBA faculty to be knowledgeable. The proximity to our offices in Newark, N.J., was important, as well.”
Webster said working mothers comprise 80 percent of Consultants 2 Go’s employees. Her vision for her company, she said, is to offer flexible hours and locations for her workers.
“Corporations tend to let go of senior executives, some of whom are women, and that’s intellectual capital walking right out the door,” Webster said. “Conversely, there’s no one around to train young executives. That’s where I believe Consultants 2 Go can fill a void.
“Within the Executive DBA program, I hope to earn greater knowledge and complete research so I can more-closely work with companies to help them realize a better use for their intellectual capital.”
Roughly 800,000 people flooded Philadelphia in late September for a visit from Pope Francis and the World Meeting of Families, a global gathering of Catholics.
So… now what?
An event jointly sponsored by Temple University’s School of Tourism and Hospitality Management (STHM) and Temple’s Center for International Business Education and Research (CIBER) considered that very question.
Gathering Philadelphia’s leading minds in tourism, international business, and government at its event, titled, “The World Meeting of Families is Gone: Now What?”, STHM and CIBER aimed to address how Philadelphia could leverage the international exposure and media focus it received from the World Meeting of Families in order to further its status as an elite host for future global events.
“This was our finest hour and it can be again,” said Pat Ciarrocchi, the event’s keynote speaker and a longtime Philadelphia news anchor who covered the World Meeting of Families.
“The World Meeting of Families brought Pope Francis to Philadelphia and, along with him, more than 15,000 reporters representing media outlets from around the world,” said Dr. Elizabeth H. Barber, STHM Associate Dean. “This event generated an unparalleled level of visibility to viewing audiences that wouldn’t have otherwise been exposed to what Philadelphia has to offer. In order to best capitalize on the tourism opportunity created by the World Meeting of Families, we as a city will need to maintain the open dialogue we’re initiating today through this event.”
In examining the future of a post-Pope Francis Philadelphia, Philadelphia Convention & Visitors Bureau (PHLCVB) CEO and President Jack Ferguson nodded to the efforts by Desiree Peterkin Bell, director of communications for the Office of Philadelphia Mayor Michael Nutter, the Mayor’s Office, and Visit Philadelphia in building upon the city’s strengths.
“We can dissect this forever, but what we will learn is what works,” Ferguson said.
In the days and weeks following the WMOF, Ferguson said he observed how the event boosted the reputation of the city’s businesses, for how well they worked with a large influx of tourist traffic. This positive interaction, Ferguson said, won over consumers.
To do that, Meryl Levitz said she designed a faith-based marketing strategy that invited those looking for love and family with the pope to experience it in Center City, too.
“We watched, we listened, and we helped tell Philadelphia’s story,” said Levitz, CEO and President of Visit Philadelphia of the campaign that featured local catholic organizations, bible studies and family-friendly events.
For Brian Said, executive director of the Tourism Division of PHLCVB, Bell’s efforts to remove the walls between the pope and those wishing to see him resonated with Philadelphia’s foreign visitors. Accessibility to Pope Francis, according to Said, was what put Philadelphia on the map as a global city that is welcoming to all.
“We cannot arm-wrestle New York, and we cannot arm wrestle D.C.,” he said. “We have to work together to show Philadelphia is both safe and fun.”
Zabeth Teelucksingh, executive director for Global Philadelphia, looks forward to that “next great event,” as Ferguson called it. Global Philadelphia works to show foreign travelers the city’s significance as a birthplace of democracy and innovation. Philadelphia has the potential to be the next World Heritage City, which Teelucksingh said is a highly marketable title in countries looking to experience a quintessentially America city. Should Philadelphia become the next World Heritage City, it will enjoy increased property value, stature and economic gains, Teelucksingh said.
All of the event’s panelists agreed that the city’s next steps must be geared toward reminding the world that Philadelphia has successfully managed a world-class event once, and is capable of doing so yet again.
“No one else could have been at the helm of this event,” Bell said. “We’ve done big events and we do big events well. We’re on the map.”
There’s an unlikely emotion that acts as the moral compass of a workplace. According to a researcher from Temple University’s Fox School of Business, it’s anger.
Dr. Deanna Geddes’ conceptual research delves into moral anger, an emotional expression that is geared toward the improvement of the human condition within the workplace. She and fellow researcher, Dr. Dirk Lindebaum of the University of Liverpool, (now Cardiff University), proposed a new definition for moral anger within their research paper, “The Place and Role of (Moral) Anger in Organizational Behavior Studies,” which was published online December 2015 in the Journal of Organizational Behavior.
The Chair of Fox’s Department of Human Resource Management, Geddes said employees potentially place at risk their jobs, careers, and companies for which they work when moral anger motivates actions that expose inappropriate circumstances at work.
Where moral anger varies from expressions of personal anger, she said, is in the identification of the subject who is suffering from workplace injustice and improprieties.
“It’s important to note that, with both moral anger and personal anger, social norms are violated and likely people were treated unfairly,” she said. “But instances of moral anger prompt action when you witness an incident that impacts someone else more than it impacts you. Speaking out on behalf of others is the core differentiator.
“Moral anger isn’t a self-serving type of anger expression. It’s the opposite. It’s someone’s response when another is being treated unfairly or being bullied, for example. Moral anger triggers corresponding action that is not intended to cause further harm, but instead to help repair the situation.”
Often an employee who expresses anger at work is viewed as “an out-of-control and hostile deviant,” Geddes notes. However, unless it’s a common occurrence, Geddes’s research found that those who express anger in the workplace are likely to be a company’s most-committed and most-loyal employees.
That’s because moral anger is a fairness-enhancing emotion, through which employees can act with the wellbeing of others in mind. Geddes said moral anger has the potential to restore equity, protect dignity, improve working conditions, and rectify damaging situations.
She and Lindebaum reviewed literatures on similar anger constructs, including those which pertained to moral outrage and moral conduct, to see how moral anger differentiated. Then, they reviewed literature pertaining to expressions of anger, to arrive at a more-practical “redefinition,” she said.
“Moral anger, by our definition, is not intended to avenge an individual person’s slights,” Geddes said. “It is to demonstrate that the human condition within an organizational environment can be improved. That’s truly the goal and the social function of moral anger – to defend those who are vulnerable.”
During a 20-year span, from 1994 to 2013, Chinese outbound tourism increased 16 fold, reaching 98.2 million.
A new book that details the latest trends in outbound travel from China has been published, with Dr. Xiang (Robert) Li of Temple University’s School of Tourism and Hospitality Management (STHM) serving as its editor.
Professor of Tourism and Hospitality Management at STHM, Li acted as the primary editor of the 23-chapter book, titled “Chinese Outbound Tourism 2.0.” The book, published in November 2015 by Apple Academic Press, melds the world’s leading authors and tourism experts to examine their research findings and offer insights on the blossoming Chinese outbound travel market and its tourists.
“Chinese outbound tourism is changing the world’s tourism landscape,” said Li, a Washburn Senior Research Fellow at Temple University. “We are witnessing one of the most spectacular phenomena in the modern tourism history unfold in front of us. It is exciting to study the Chinese outbound tourism. ”
“Chinese Outbound Tourism 2.0” appeals to a wide audience of academics, destination marketers, destination policymakers, tourism-industry professionals, and world travelers. The book offers a thorough examination of the fast-growing Chinese outbound tourist market, which as recently as 1994 registered only 6.1 million trips.
China is now the world’s largest tourism source market.
Chinese travelers in recent years have demonstrated a greater willingness to visit unfamiliar destinations, Li said, growing more value conscious and technologically savvy. This second wave of Chinese travelers is why he coined the term “Chinese Outbound Tourism 2.0.” He also points to Mercedes-Benz launching its premium travel service brand, called Mercedes-Benz Travel, in Shanghai; InterContinental Hotels Group designing the Hualuxe brand specifically for Chinese consumers; and China’s Wanda Hotels & Resorts building a 5-star hotel in London as further evidence to support the growth in Chinese outbound tourism.
“Any future historian looking back at when China began to dominate travel and tourism at home and abroad may well pinpoint 2014-15 as a turning point,” said David Scowsill, President and CEO of the World Travel & Tourism Council, who wrote the book’s foreword. “China will become increasingly central to our sector’s growth over the next decade. … We applaud Dr. Xiang (Robert) Li and his colleagues’ insightful discussion on the latest development and trends of Chinese outbound tourism.”
Li, whose research focuses mainly on international destination marketing and tourism behavior, is the author or co-author of more than 120 publications. Many of his publications have appeared in top-tier tourism, business, leisure and hospitality journals, such as theJournal of Tourism Research, Annals of Tourism Research, Tourism Management and Journal of Business Research.
He serves on the editorial boards of more than 10 journals and book series, including the Journal of Travel Research and Journal of Leisure Research. To date, he has been awarded over $1.25 million in research funding from numerous prestigious foundations, government agencies, destination marketing organizations and companies.
Douglas Franklin, a second-year PhD student at Temple University’s Fox School of Business, co-authored a paper that has been accepted for publication in Leadership Quarterly, a top journal. Franklin’s paper, titled “An Exploration of the Interactive Effects of Leader Trait Goal Orientation and Goal Content in Teams,” explores how leaders’ personalities and goal orientations affect teams’ task commitment, learning, and overall competency. “One of my co-authors and mentor, Dr. Christopher Porter, introduced me to the concept of leader-goal orientation, which relates to a leader’s tendency to guide their teams to focus on learning more or displaying their current knowledge when working on tasks,” said Franklin.
When working in a group, it’s inevitable that a team’s goals won’t always align with its leader’s predisposition, Franklin said. He and his fellow researchers found that, ultimately, goal orientation of leaders has a direct effect on overall team competency, for better or for worse.“When team leaders have a high tendency to encourage learning-goal orientation, it helps teams perform better when assigned performance goals,” Franklin said. “However, when team leaders have a high tendency to encourage absolute performance-goal orientation, their teams learn less when assigned learning goals.”
Franklin added that he and his fellow researchers also found that team commitment improved when leaders placed a stronger emphasis on learning goal orientation rather than on performance goal orientation. Goal orientation of leaders affects society as a whole because it is a large factor in everyday life, he said.
“Whether at work, in outside organizations, or even at home, it is important to take into consideration how your personality and your tendencies may affect those who you lead and collaborate with,” Franklin said. “Sometimes our goals do not necessarily align with subordinates, co-workers, and collaborators, which may have negative consequences if not checked.”
Though organizations typically use Big Five personality traits, and Meyers Briggs tests to understand employees during recruitment and training decisions, goal orientation may be a meaningful quasi-trait to test, Franklin said, because “it mirrors the achievement habits of people.”
At the Fox School, Franklin is pursuing his PhD in Business Administration with a concentration in Human Resource Management and Organizational Behavior. He expects to complete the doctoral program in Spring 2019 and receive a faculty appointment in higher education thereafter.
Prior to his studies at the Fox School of Business, Franklin earned a Bachelor’s degree in Business Administration from Florida A&M University. He also earned an MBA from Rice University, and a Master’s degree in Management from Texas A&M University.