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Nuclear Security Education And Training In Pakistan, Noreen Iftakhar, Sitara Noor 2017 Pakistan Nuclear Regulatory Authority

Nuclear Security Education And Training In Pakistan, Noreen Iftakhar, Sitara Noor

International Journal of Nuclear Security

The world’s growing dependence on nuclear power as a reliable and clean source of energy demands equal safety and security considerations. The security challenges associated with nuclear materials, facilities, and technologies are emerging at an alarming rate, necessitating corresponding counter measures. Pakistan has invested significant resources in nuclear security education and training to meet the requirements of its expanding nuclear program. For example, Pakistan’s Center of Excellence for Nuclear Security is responding to the growing demands of this crucial area and imparting education and training in various sub-domains of nuclear security. Pakistan’s focus on nuclear security education ...


Awakening The Entrepreneurial Spirit: Exploring The Relationship Between Organizational Factors And Perceptions Of Entrepreneurial Self-Efficacy And Desirability In A Corporate Setting, Deborah V. Brazeal, Mark T. Schenkel, Jay A. Azriel 2017 California State Polytechnic University

Awakening The Entrepreneurial Spirit: Exploring The Relationship Between Organizational Factors And Perceptions Of Entrepreneurial Self-Efficacy And Desirability In A Corporate Setting, Deborah V. Brazeal, Mark T. Schenkel, Jay A. Azriel

Jay Azriel

While efforts at understanding how the entrepreneurial spirit is awakened (e.g., unwrapping the cognitive “black box”) have been productive in the new venture context, it remains largely unexplored in a corporate setting.This study extends previous research by investigating the relationship between organizational antecedents and perceptions of entrepreneurial self-efficacy and desirability of entrepreneurial activity. In a field study of organizations consistent with a corporate entrepreneurial archetype typology, we found that (1) individual work discretion and time availability impacted entrepreneurial self-efficacy, and (2) individual interest in work innovation influenced perceived desirability of innovative behaviors.


When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda 2017 Cornell University

When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda

John Hausknecht

In theory, employee turnover has important consequences for groups, work units, and organizations. However, past research has not revealed consistent empirical support for a relationship between aggregate levels of turnover and performance outcomes. In this paper, we present a novel conceptualization of turnover to explain when, why, and how it affects important outcomes. We suggest that greater attention to five characteristics—leaver proficiencies, time dispersion, positional distribution, remaining member proficiencies, and newcomer proficiencies—will reveal dynamic member configurations that predictably influence productive capacity and collective performance. We describe and illustrate the five properties, explain how particular member configurations exacerbate or ...


Work-Unit Absenteeism: Effects Of Satisfaction, Commitment, Labor Market Conditions, And Time, John Hausknecht, Nathan J. Hiller, Robert J. Vance 2017 Cornell University

Work-Unit Absenteeism: Effects Of Satisfaction, Commitment, Labor Market Conditions, And Time, John Hausknecht, Nathan J. Hiller, Robert J. Vance

John Hausknecht

Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives.


Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht 2017 Cornell University

Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht

John Hausknecht

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance ...


Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson 2017 Cornell University

Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson

John Hausknecht

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Cannon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional ...


Causes And Consequences Of Collective Turnover: A Meta-Analytic Review, Angela L. Heavey, Jacob A. Holwerda, John Hausknecht 2017 Florida International University

Causes And Consequences Of Collective Turnover: A Meta-Analytic Review, Angela L. Heavey, Jacob A. Holwerda, John Hausknecht

John Hausknecht

Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size ...


Organizational Transformation That Supports Community Employment, Amie Lulinski, Tibisay Guzmán, Avery Valins 2017 The Arc of the US

Organizational Transformation That Supports Community Employment, Amie Lulinski, Tibisay Guzmán, Avery Valins

All Institute for Community Inclusion Publications

A presentation at the American Association on Intellectual and Developmental Disabilities (AAIDD) Conference in Harford, Connecticut, on June 27, 2017.


Unions And The Labor Market For Managers, John DiNardo, Kevin F. Hallock, Jörn-Steffen Pischke 2017 University of California, Irvine

Unions And The Labor Market For Managers, John Dinardo, Kevin F. Hallock, Jörn-Steffen Pischke

Kevin F Hallock

We examine the relationship between the employment and compensation of managers and CEOs and the presence of a unionized workforce. We develop a simple efficiency wage model, with a tradeoff between higher wages for workers and more monitoring, which requires more managers. The model also assumes rent sharing between workers, managers and the owners of the firm. Unions, by redistributing rents towards the workers, lead to lower employment and lower pay for managers. Using a variety of data sets, we examine the implications of the model for the relationship between the employment and wages of managers and unionization. We find ...


The Value Of Stock Options To Non-Executive Employees, Kevin F. Hallock, Craig A. Olson 2017 Cornell University

The Value Of Stock Options To Non-Executive Employees, Kevin F. Hallock, Craig A. Olson

Kevin F Hallock

This study empirically investigates the value employees place on stock options using information from the option exercise behavior of individuals. Employees hold options for another period if the value from holding them and reserving the right to exercise them later is higher than the value of exercising them immediately and collecting a profit equal to the stock price minus the exercise price. This simple model implies the hazard describing employee exercise behavior reveals information about the value to employees of holding options another time period. We show the parameters of this model are identified with data on multiple option grants ...


Data Improvement And Labor Economics, Kevin F. Hallock 2017 Cornell University

Data Improvement And Labor Economics, Kevin F. Hallock

Kevin F Hallock

The expansion of available data for research has transformed empirical labor economics over the past generation. This paper briefly highlights some of the changes and describes a few examples of papers that illustrate the advances. It also documents the changing ways data have been used in the Journal of Labor Economics over the past 30 years, including a trend toward a higher fraction of papers using any data and, among those papers using any data, a higher fraction using nonpublic data, a higher fraction using international data, and more frequent use of multiple data sources. Finally, this paper describes work ...


Estimating Pay Gaps For Workers With Disabilities: Implications From Broadening Definitions And Data Sets, Kevin F. Hallock, Xin Jin, Linda Barrington 2017 Cornell University

Estimating Pay Gaps For Workers With Disabilities: Implications From Broadening Definitions And Data Sets, Kevin F. Hallock, Xin Jin, Linda Barrington

Kevin F Hallock

Purpose: To compare pay gap estimates across 3 different national survey data sets for people with disabilities relative to those without disabilities when pay is measured as wage and salary alone versus a (total compensation) definition that includes an estimate of the value of benefits. Method: Estimates of the cost to the employers of employee benefits at the occupational level from an employer survey data set are matched to individual-level data in each of the 3 data sets. Multiple regression techniques are applied to estimate wage and salary and total compensation gaps between full-time men with and without disabilities. Results ...


Discrimination By Gender And Disability Status: Do Worker Perceptions Match Statistical Measures?, Kevin F. Hallock, Wallace Hendricks, Emer Broadbent 2017 Cornell University

Discrimination By Gender And Disability Status: Do Worker Perceptions Match Statistical Measures?, Kevin F. Hallock, Wallace Hendricks, Emer Broadbent

Kevin F Hallock

We explore whether perceptions of discrimination are related to ordinary statistical measures. The majority of disabled respondents report feeling some discrimination due to their disability, the majority of women feel some discrimination because of their gender, and a surprising number of men also report some discrimination. We do not find a strong link between perceptions of discrimination and measured discrimination perhaps because those who perceive discrimination feel that it occurs along other dimensions than pay. However, we do find a connection between whether a person feels his or her income is inadequate and measured discrimination for all groups studied.


Job Loss And The Fraying Of The Implicit Employment Contract, Kevin F. Hallock 2017 Cornell University

Job Loss And The Fraying Of The Implicit Employment Contract, Kevin F. Hallock

Kevin F Hallock

[Excerpt] Most workers have one employment contract that is explicit and another one that is implicit. The explicit employment contract specifies working hours, compensation, and job tasks. The implicit contract involves expectations about the extent to which the employment relationship is not just a payment for labor on the spot market but instead is likely to continue over time. The possibility of a longer-term commitment between an employer and its employees in turn has a number of implications: for example, whether firms will seek to avoid mass layoffs unless or until absolutely necessary; whether firms may cushion the wages and ...


Bringing Together Policymakers, Researchers, And Practitioners To Discuss Job Loss, Kristin F. Butcher, Kevin F. Hallock 2017 Federal Reserve Bank of Chicago

Bringing Together Policymakers, Researchers, And Practitioners To Discuss Job Loss, Kristin F. Butcher, Kevin F. Hallock

Kevin F Hallock

[Excerpt] On November 18–19, 2004, the Federal Reserve Bank of Chicago and the Joyce Foundation cosponsored a conference at the Chicago Fed, “Job Loss: Causes, Consequences, and Policy Responses,” to bring together researchers, policymakers, and practitioners to discuss job loss from the perspective of both firms and workers. The first day focused on new research findings, with discussion and comment from participants with backgrounds in policy, practice, and research. The second day featured an address by Michael Moskow, president of the Federal Reserve Bank of Chicago, and panel discussions on layoff procedures from the point of view of firms ...


Fundamental Issues With Hr Auditing, Chris Andrews 2017 Bond University

Fundamental Issues With Hr Auditing, Chris Andrews

Dr Chris Andrews

Extract:

What entitles us to correctly call an evaluation of human resources an “HR Audit?” Professor Susan Nutley (2000) observed that ‘defining what an audit is and, conversely, what it is not’ was fraught with difficulties. Professor Alan Clardy (2004) observed that the term audit was used ‘rather indiscriminately’ in the literature so that ‘most any kind of study of human resources is considered an audit.’ Clearly, a human resource audit needs to be properly defined and separated from those activities that are not auditing. Clouding this is the auditing profession itself; for example, they widely use the term ‘review ...


Assessment Of Under-Declared Employment In Croatia, Colin C. Williams, Miroslav Radvansky, Miroslav Stefanik 2017 University of Sheffield

Assessment Of Under-Declared Employment In Croatia, Colin C. Williams, Miroslav Radvansky, Miroslav Stefanik

Colin C Williams

This report evaluates ‘under-declared employment’, which is the practice where a formal employer pays a formal employee an official declared wage but also an additional undeclared (envelope) wage in order to evade the full social insurance and tax liabilities owed. The aim is to evaluate the prevalence, characteristics and distribution of this fraudulent wage practice in Croatia, to explain its existence, and to provide an evidence-based evaluation of the different policy approaches for tackling it, and a set of policy recommendations. 


An Investigation In The Methodological Approaches Used In Doctoral Business Research In Ireland, Paul Mc Manus, Sue Mulhall, Mohamed Ragab, Amr Arisha 2017 Dublin Institute of Technology

An Investigation In The Methodological Approaches Used In Doctoral Business Research In Ireland, Paul Mc Manus, Sue Mulhall, Mohamed Ragab, Amr Arisha

Conference papers

The sizeable increase in doctoral business research in Ireland over past decades is characterised by a diversity of research paradigms and the methods applied. To achieve research objectives, doctoral researchers should identify the methodological framework of inquiry that they will use to address and answer their research question. This involves taking a stance on divergent philosophical assertions such as ontology and epistemology, which reflect how they view the world. Researchers often proceed to select what is believed to be the best- suited research approach – either qualitative, quantitative, or a mixture between them – with their corresponding subset of data collection and ...


Project Portfolio Management And Its Effect On Organizational Culture Through The Competing Values Framework, Brian Wiersma 2017 Liberty University

Project Portfolio Management And Its Effect On Organizational Culture Through The Competing Values Framework, Brian Wiersma

Doctoral Dissertations and Projects

Project portfolio management (PPM) is a growing business practice and field of academic study, and is recognized for positively impacting return on investment (ROI), project success, and organizational performance. Despite this growth, there is inconsistent use of PPM, and minimal research examining a connection between PPM and organizational culture. The problem addressed was a lack portfolio management practice established for the allocation of human resources within a group of retail stores located in the Midwest. The purpose of this study was to examine the effect implementing PPM practice into the human resource allocation process has on the organizational culture. Utilizing ...


Video Killed The Interview Star: Does Picture-In-Picture Affect Interview Performance?, Ryan G. Horn, Tara S. Behrend 2017 The George Washington University

Video Killed The Interview Star: Does Picture-In-Picture Affect Interview Performance?, Ryan G. Horn, Tara S. Behrend

Personnel Assessment and Decisions

Although technology-mediated selection interviews have become more prevalent in practice, research on this phenomenon has failed to keep pace. One pressing need is to understand the dimensions upon which technology-mediated interviews might differ from one another. Particular aspects of synchronous video technology may negatively affect interviewees and those negative effects may be exacerbated by the evaluative nature of the interview. We explored this question by investigating the effects that one such aspect, the picture-in-picture window, has on interviewees. This study used a 2 (picture-in-picture vs. no picture-in-picture) x 2 (evaluative framing vs. non-evaluative framing) between-subjects experimental design to test the ...


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