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Talent Management: Hiring And Developing Engaged Employees, Chuck O'Bryan, Anne Marie Casey 2017 State University of New York College at Oneonta

Talent Management: Hiring And Developing Engaged Employees, Chuck O'Bryan, Anne Marie Casey

Publications

Talent management, which includes intentional work design, leadership development, and employee engagement, is a growing trend in the world of commerce, both domestically and globally. This article provides a review of the literature on talent management and explores ways in which this human resource management concept might be applicable to higher education and libraries.


Creating The Context For Effective Culture Work, Matthew Berberich 2017 The Clorox Company

Creating The Context For Effective Culture Work, Matthew Berberich

River Cities Industrial and Organizational Psychology Conference

A culture that embraces change, responds quickly to changing needs and connects everyone at every level as business owners is an exciting future for companies and employees. In this culture leaders learn to unleash the unique potential in each individual to solve problems never solved before. The opportunity for positive impact goes far beyond our daily work. It spills into every area of our lives and in tangible ways impacts the world. Performance metrics and engagement only put you in line for this door to the future. The door can get locked when organizations become lulled into thinking “good-enough” by ...


Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. McNamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame 2017 Middle Tennessee State University

Decision Making: Do People With Dark Triad Traits Utilize Advice?, Elizabeth D. Mcnamara, Alexander T. Jackson, Aneeqa T. Thiele, Stacey M. Stremic, Satoris S. Howes Dr., Michael Hein, Mark C. Frame

River Cities Industrial and Organizational Psychology Conference

This research study seeks to gain a better understanding of the effects of the dark triad (narcissism, Machiavellianism, psychopathy) on advice taking. This research examined whether or not the dark triad traits result in working professionals being more or less likely to accept advice when making a decision. Past research has shown that outcomes are generally more favorable when the person who is making the decision takes the advice of another person into consideration. Despite this fact, I hypothesized that people with higher narcissistic or psychopathic traits will not accept advice when making a decision. Additionally, I hypothesized that Machiavellians ...


The Ultimate Culture Change Learning Session, Tim Kuppler 2017 University of Tennessee at Chattanooga

The Ultimate Culture Change Learning Session, Tim Kuppler

River Cities Industrial and Organizational Psychology Conference

Awareness of the importance of culture is growing at a fast rate but there is no consistent understanding about how to effectively evolve culture with a direct and sustainable impact on performance. This awareness-understanding gap helps to explain why most organizations report they don’t understand their culture and believe change is needed. Culture crises (Uber, etc.) gain widespread exposure and superficial tips and keys dominate the popular press. Leaders and change agents often feel lost in the wilderness as they try to piece together improvements that will impact culture. This will likely be the most performance-focused culture educational session ...


Project Management Office To The Rescue: Aligning Workforce And Resources With Library Vision And Delivering Results, Anastasia Guimaraes, Zheng (John) Wang 2017 University of Notre Dame

Project Management Office To The Rescue: Aligning Workforce And Resources With Library Vision And Delivering Results, Anastasia Guimaraes, Zheng (John) Wang

Charleston Library Conference

Many libraries today are inundated with increasing number of tasks, projects, and initiatives through which they hope to achieve their mission and strategic vision only to find themselves losing focus and drowning in the volume of work. Hesburgh Libraries at the University of Notre Dame struggled with absorbing an exponentially growing number of projects and aligning them with institutional strategic initiatives and goals. The increasing number of projects and the relatively stable size of the workforce significantly impacted the institution’s ability to complete projects in a timely fashion and within the budgetary allocation.


Complementary Or Conflictual? Formal Participation, Informal Participation, And Organizational Performance, Adam Seth Litwin, Adrienne Eaton 2017 Cornell University

Complementary Or Conflictual? Formal Participation, Informal Participation, And Organizational Performance, Adam Seth Litwin, Adrienne Eaton

Adam Seth Litwin

Most studies of worker participation examine either formal participatory structures or informal participation. Yet, increasingly, works councils and other formal participatory bodies are operating in parallel with collective bargaining or are filling the void left by its decline. Moreover, these bodies are sprouting in workplaces in which workers have long held a modicum of influence, authority, and production- or service-related information. This study leverages a case from the healthcare sector to examine the interaction between formal and informal worker participation. Seeking to determine whether or not these two forces—each independently shown to benefit production or service delivery—complement or ...


Work Ethic And Work Outcomes In An Expanded Criterion Domain, C. Allen Gorman, C. P. Meriac 2017 East Tennessee State University

Work Ethic And Work Outcomes In An Expanded Criterion Domain, C. Allen Gorman, C. P. Meriac

C. Allen Gorman

Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.


The Ambivert Advantage: Curvilinear Effects Of Extraversion On Job Performance And Organizational Citizenship Behavior, C. Allen Gorman 2017 East Tennessee State University

The Ambivert Advantage: Curvilinear Effects Of Extraversion On Job Performance And Organizational Citizenship Behavior, C. Allen Gorman

C. Allen Gorman

No abstract provided.


Debunking The Myths Of Performance Management, C. Allen Gorman 2017 East Tennessee State University

Debunking The Myths Of Performance Management, C. Allen Gorman

C. Allen Gorman

No abstract provided.


Recipe For Success: Behavioral Ingredients For Superior Performing Leaders, Linda M. Pittenger 2017 Embry-Riddle Aeronautical University

Recipe For Success: Behavioral Ingredients For Superior Performing Leaders, Linda M. Pittenger

National Training Aircraft Symposium (NTAS)

The aviation and aerospace business is a complex adaptive system that includes emerging technologies, competitors, government policies, cost demands, globalization, and talent constraints. To effectively lead in the chaos of constant demands and disruptive and unpredictable external environments, having deep and broad functional expertise is not enough. Superior performing leaders require further broadening and deepening of selected behavioral competencies in order to succeed (Smith, 2000). Particular to aviation and aerospace, understanding the types of leaders needed to be successful is especially important since baby boomer employees will soon retire and the middle managers that will likely replace them lack the ...


Bringing Awe Down To Earth: Inspiring High Performance Through Positive Executive Coaching, Chad Thomas 2017 University of Pennsylvania

Bringing Awe Down To Earth: Inspiring High Performance Through Positive Executive Coaching, Chad Thomas

Master of Applied Positive Psychology (MAPP) Capstone Projects

What inspires and sustains high performance? Positive psychology, the scientific study of human strengths and well-being, provides evidence-based insights into the mechanisms of, and characteristics associated with, flourishing. Astronauts represent a paragon of high performance through the intensely focused preparation, passion, and perseverance required in their training and during space missions. This capstone draws on both scientific findings from positive psychology and insights from astronaut training to provide a unique lens for a positive executive coaching program. In addition to a review of relevant positive psychology research to illustrate the principles of this program, this capstone includes personal anecdotes and ...


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

Michael C. Sturman

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 ...


Evaluating Form And Functionality Of Pay-For-Performance Plans: The Relative Incentive And Sorting Effects Of Merit Pay, Bonuses, And Long-Term Incentives, Sanghee Park, Michael C. Sturman 2017 Rutgers University

Evaluating Form And Functionality Of Pay-For-Performance Plans: The Relative Incentive And Sorting Effects Of Merit Pay, Bonuses, And Long-Term Incentives, Sanghee Park, Michael C. Sturman

Michael C. Sturman

Using two-year longitudinal data from a large sample of US employees from a service-related organization, the present study investigates the relative effects of three forms of pay-for-performance plans on employees’ job performance (incentive effects) and voluntary turnover (sorting effects). The study differentiates between three forms of pay: merit pay, individual-based bonuses, and long-term incentives. By definition, these PFP plans have different structural elements that distinguish them from each other (i.e., pay plan form) and different characteristics (functionality), such as the degree to which pay and performance are linked and the size of the rewards, which can vary both within ...


Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, Jaimie Ciulla Timmons, John Butterworth, Jonathan Lucus, ThinkWork! at the Institute for Community Inclusion at UMass Boston 2017 University of Massachusetts Boston

Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, Jaimie Ciulla Timmons, John Butterworth, Jonathan Lucus, Thinkwork! At The Institute For Community Inclusion At Umass Boston

All Institute for Community Inclusion Publications

This session will share ten key organizational characteristics necessary to strengthen competitive integrated employment outcomes. Get a first-hand look at the RRTC’s Organizational Transformation Toolkit and explore our Provider Employment Leadership Network, a yearlong facilitated Community of Practice of provider leaders in employment. In conjunction with The Arc of the United States, this PowerPoint offers ten essential elements necessary for successful organizational transformation, along with strategies for implementing each element.


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.


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 ...


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 ...


Mind The Gap, Ala Annual Conference 2017, Aisha Conner-Gaten 2017 Loyola Marymount University

Mind The Gap, Ala Annual Conference 2017, Aisha Conner-Gaten

Aisha Conner-Gaten

This presentation will be a panel discussion with hiring managers from different library types and LIS educators to consider the gaps in competencies and skills needed for successful employment in libraries.  This discussion will address the changing needs in the workplace, as well as the profession and how library schools can adapt to meet those needs.  Another goal is to highlight how practitioners can give ongoing feedback to LIS education to help transition needed modifications


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