College of Business 2018 Faculty Promotions and Tenure

Four College of Business research faculty and three instructors earned promotions in 2018 based on a review of their research, teaching contributions, students advising, service and other criteria. Congratulations to our accomplished faculty!

Oregon State University College of BusinessDr. Jonathan Arthurs, was promoted to professor; he researches governance and innovation, particularly in new ventures. Arthurs, who joined OSU in 2013, also serves as the associate dean for research and faculty at the College of Business. He teaches in entrepreneurship. He has coauthored 19 journal articles, five book chapters, seven conference proceedings. Google Scholar records 1,900 citations for Arthurs’ work.

Oregon State University College of BusinessDr. David C. Baldridge, management, was promoted to professor. Baldridge researches individual difference, diversity, equity and inclusion, and he is most widely recognized for his research on employment of persons with disabilities. Baldridge has published 14 journal articles, eight of these in journals of distinction or top journals, and two Oxford book chapters. He joined OSU in 2004.

Oregon State University College of BusinessDr. Anthony C. Klotz, management, was promoted to associate professor and granted tenure. Klotz, who researches work-group dynamics, career transitions and other topics, has co-authored and published 23 research articles, six book chapters, and presented 19 conference papers. Klotz’s work has earned 1,300 citations according to Google Scholar, and 432 according to Thompson Reuters science metrics. Klotz joined the College of Business in 2013.

Oregon State University College of BusinessDr. Inara Scott, Gomo Family professor of management, was promoted to associate professor and granted tenure. Scott, who researches energy law, clean energy, sustainable development and sustainable business, came to OSU in 2012 after a decade of practicing law. Since joining OSU, she has authored 14 research articles, 10 of these published in top ten-percent law journals, and three book chapters.

Additionally, Amy Bourne, accounting, was promoted to senior instructor II; Michele Swift and Lacey McNeely, both in management, were promoted to senior instructor I.

Joshi Tapped for U.S. Department of Energy Study

Oregon State University College of Business

Amol Joshi, assistant professor of strategy and entrepreneurship, has been appointed to a National Academies of Sciences, Engineering, and Medicine study committee. Joshi is one of 15 researchers nationwide invited to serve on the committee.

The committee will study the economic and non-economic benefits of the Small Business Innovation Research (SBIR) and Small Business Technology Transfer (STTR) programs at the U.S. Department of Energy, examining a range of economic impacts including job creation within the programs, and the role of SBIR/STTR in stimulating technological innovation.

The committee will report findings and recommendations to the DOE and the U.S. Congress.

Emotional intelligence helps with job loss, job search and job fit

Recent estimates suggest that today’s employees experience 12 or more jobs changes both voluntary and involuntary in their careers, demonstrating that gaps in employment are a real possibility for many.  Unfortunately, an employment gap can be a time of high-stress, and the gap itself can impact a job search, as employers tend to show bias against candidates with breaks in their work history. Fortunately, researchers have found that emotional intelligence may be key in predicting employment gaps and helping neutralize some of their negative effects.

Specifically, being able to harness emotional information to enhance one’s thinking (aka facilitation-based emotional intelligence) is a key determinant in predicting early-career employment gaps, researchers find. Such ability relates to higher self-esteem, which in turn is linked to fewer employment gaps. In addition, the ability to make connections between emotions and situations (aka understanding-based emotional intelligence) minimizes the negative impact that employment gaps have on the fit that people have between the demands of their job and their own knowledge, skills, and abilities.

Satoris S. Howes, associate professor of business and business program lead at Oregon State University-Cascades, along with coauthors Scott Dust (Miami University), Joe Rode (Miami University), Marne Arthaud-Day (Kansas State University), and Aarti Ramaswami (ESSEC Business School) wrote the article “Managing the Self-Esteem, Employment Gaps, and Employment Quality Process: The Role of Facilitation- and Understanding-Based Emotional Intelligence,” published in the Journal of Organizational Behavior.

The researchers assessed participants’ emotional intelligence and self-esteem and then, ten years later, examined their employment gaps, person-organization fit, and person-job fit.

The study contributes to the emotional intelligence, career management, and job search literatures by illustrating that emotional intelligence plays a role in preventing employment gaps and managing the difficulties associated with subsequent reemployment.

Read their findings here.