FATIMA M.

CHIN MBA 1

Wolfe, Joseph & Gold, Steven 2017. Predicting Business College Retention and

Persistence: Game-Based Behavioral Indicators. Academy of Business Journal, Vol. I.

pp. 7-25.

This article explores the variables of whether the course-related behaviors

manifested by students in a business game early in their college careers was related to

those who either dropped out or persisted in their college degree program. It has been

identified that low student retention and persistence as a serious national problem. An

experiment was conducted and it was found out that there is a significant predictive link

exists between game engagement in a beginning course in a student’s curriculum and

later persistence rates rather than other test-administered predictors of college success

such as GPA or SAT scores. These findings are tentative given this study’s limited data-

based, yet extremely vital if it is asserted that there is a significant link between game

engagement in a student’s curriculum and later college persistence rates.

Brooks, L. M., & Fenner, C. (2018). The Effect of Materialistic Behavior on the Workplace

Motivation in Business Managers. Academy of Business Research Journal, 4, 26-41.

This study addressed the relationship between materialism and workplace

motivation of business managers. The participants of in this study were 56 retail

managers with at least 3 years of experience, supervises 10 or more employees and were

over 18 years of age. Demographic information was also collected and voluntarily

completed a self-administered cross-sectional survey. To determine the significant

relationship between materialism and intrinsic/extrinsic motivation, Regression analysis

was used and one revealed there was no significant relationship found between

independent variable materialism and the dependent variable intrinsic motivation.

Kaplan, M., Lawson, K. A., & McCrady, V. (2018). The Hero Viewpoint and the Perception

of Mentors: Why Millennials Need Mentors and Why They Have Problems Finding

Them. Academy of Business Research Journal, 2, 36-52.

This study was inspired by the two researchers who both actively teach Millennials,

and both observed that Millennial’s conversations about mentorship and leadership

seemed different from other generation’s concerns. After the survey was conducted, a

large number of students who reported that a family member was their mentor seems to

indicate a lack of knowledge of what a mentor is supposed to be. Millennial’s traits suggest

both a lasting conservatism and an inability to make small talk that means that they might

be less likely to attract the informal mentorship. Large multi-national corporations are

invested in creating mentorship processes and using mentorship as a means to attract

and promote talented leadership. Companies have responded with programs designed

to formally link employees and mentors.

Walker, S. (2016). Expectations versus performance: Which one impacts perceptions of

job satisfaction? Academy of Business Research Journal, 2, 44-58.

The research found out that expectations of performance was a significant

predictor of perceptions of satisfaction while actual performance levels were not. The
current findings indicate an opportunity for a person to have a higher expectations that

will lead to be much more satisfied with their performance regardless of actual

performance. This serves as a catalyst for future study to assess the impact of

expectations on other organizational behavior phenomenon. Also, the importance of

expectations and motivation where one can perform at a higher level regardless of

performance, motivates the individual to perform better.

Walker, S. (2017). Workplace bullying: A review of researchers' findings and a forward-

thinking approach for practitioners. Academy of Business Research Journal, 1, 43-51.

This article provides the summary of findings within workplace bullying and provide

useful solutions and suggest in handling workplace bullying events. Workplace bullying

has profound and lasting effects on organization and its member. It deserves the attention

of managers within organization and needs to identify the individuals most likely to be

bullied. Organizations must establish rules, policies and procedures that outline what

workplace bullying is and how it will addressed.