Sheng Wang

Bio: Sheng Wang is an academic researcher from University of Nevada, Las Vegas. The author has contributed to research in topics: Organizational learning & Attachment theory. The author has an hindex of 14, co-authored 19 publications receiving 3026 citations. Previous affiliations of Sheng Wang include Ohio State University.

Mentoring: What we know and where we might go

Abstract: Mentoring has been recognized as a key developmental resource in organizational settings. As a result, we have seen a concomitant increase in research on mentoring covering a wide variety of issues. Overall, researchers are in agreement that mentoring is beneficial both to individuals' careers and to their social-emotional well-being. However, studies also suggest that these effects are not necessarily always present, and that the nature of mentoring relationships is indeed complex. Despite the burgeoning literature in this area, there have been few attempts to integrate the work on mentoring. In this paper, we provide an overview and discussion of the current mentoring literature, and potentially beneficial new research directions. Specifically, the evolution of the concept of mentoring relationships, the theories and perspectives that have been employed in the literature, individual differences included in mentoring research, the benefits of mentoring relationships, formal mentoring programs, and methodology issues are reviewed and discussed. The paper concludes by presenting a new direction for future mentoring research based on the psychological theory of attachment.

The role of mentor trust and protégé internal locus of control in formal mentoring relationships.

Abstract: This study examined the relationship between mentor trust, protege internal locus of control, and the mentoring functions reported by proteges. The matched mentor-protege sample came from a formal mentoring program in China. We found a positive relationship between proteges' internal locus of control and the extent of mentoring functions they reported receiving. Mentors' affect-based trust was positively related to the extent of mentoring functions proteges reported receiving regardless of their internal locus of control. However, mentors' cognition-based trust was positively related to proteges' report of the extent of mentoring functions only for proteges who were lower in internal locus of control. The theoretical and practical implications of these results are discussed.

The knowledge-creating company : how Japanese companies create the dynamics of innovation

Abstract: How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.

Regression Diagnostics: Identifying Influential Data and Sources of Collinearity

Abstract: 1. Introduction and Overview. 2. Detecting Influential Observations and Outliers. 3. Detecting and Assessing Collinearity. 4. Applications and Remedies. 5. Research Issues and Directions for Extensions. Bibliography. Author Index. Subject Index.

On making causal claims : A review and recommendations

Abstract: Social scientists often estimate models from correlational data, where the independent variable has not been exogenously manipulated; they also make implicit or explicit causal claims based on these models. When can these claims be made? We answer this question by first discussing design and estimation conditions under which model estimates can be interpreted, using the randomized experiment as the gold standard. We show how endogeneity – which includes omitted variables, omitted selection, simultaneity, common-method variance, and measurement error – renders estimates causally uninterpretable. Second, we present methods that allow researchers to test causal claims in situations where randomization is not possible or when causal interpretation could be confounded; these methods include fixed-effects panel, sample selection, instrumental variable, regression discontinuity, and difference-in-differences models. Third, we take stock of the methodological rigor with which causal claims are being made in a social sciences discipline by reviewing a representative sample of 110 articles on leadership published in the previous 10 years in top-tier journals. Our key finding is that researchers fail to address at least 66% and up to 90% of design and estimation conditions that make causal claims invalid. We conclude by offering 10 suggestions on how to improve non-experimental research.

Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management

Abstract: This paper presents a framework for studying the concepts of fit and flexibility in the field of Strategic Human Resource Management (Strategic HRM) focusing on HRM practices, employee skills, and employee behaviors and reviews past conceptual and empirical work within that framework. A model of Strategic HRM is presented and this model is used to explore the concepts of fit and flexibility as they apply to Strategic HRM. The concepts of resource and coordination flexibility are applied to Strategic HRM, and the implications of the framework for both the practice of and research on Strategic HRM are discussed.