Digital Commons Network^™

Final Report : The Effects Of Plant Closing Or Threat Of Plant Closing On The Right Of Workers To Organize, Kate Bronfenbrenner

Kate Bronfenbrenner

No abstract provided.

Worker Turnover And Part-Time Employment At Ups, Kate Bronfenbrenner

Kate Bronfenbrenner

Over the last ten years we have seen a dramatic increase in the utilization of part-time workers by the United Parcel Service (UPS). This increase has been coupled with a stunningly high turnover rate of 150 percent among these workers. This study documents the deteriorating work environment for part-time workers at UPS and finds that a lack of full-time opportunities, a pervasive pattern of management mistreatment, and an alarmingly high injury rate are the primary determinants of the high turnover rate.

Jewish Family Service Employee Development Plan, Brenda Bothel, Karen Gould, Dorothy L. O'Hagan

Human Resource and Volunteer Management

Working as consultants on behalf of the USD Nonprofit Leadership program, Brenda Bothel, Dorothy O’Hagan, and Karen Gould partnered with Jewish Family Service (JFS) in San Diego, California to redesign and implement a new employee performance evaluation process. The following pages document the steps taken and research used by the USD consulting team in order to come up with a new employee evaluation process for JFS which will be referred to as the Employee Development Plan.

Corporate Venture Capital, Disembodied Experimentation And Capability Development, Thomas Keil, Ekko Autio, Gerard George

Research Collection Lee Kong Chian School Of Business

Studies invoking a capabilities lens often ascribe deliberateness in organizational decisions to develop new capabilities. Drawing on five longitudinal case studies of large, global firms in the information and communication technology sector, we examine how firms engender cognizance of their future capability needs in situations characterized by high decision-making uncertainty. We develop a theoretical account of how firms use investments in start-ups to actively engage in experimentation outside organizational boundaries, a learning process which we term as disembodied experimentation. Disembodied experimentation creates awareness of voids in the capability base of an incumbent and helps to overcome inertial restraints thereby influencing …

From Human Resource Strategy To Organizational Effectiveness: Lessons From Research On Organizational Agility, Lee Dyer , Richard A. Shafer

Lee Dyer

As a field of study and practice, strategic human resource management (SHRM) has come a long way in recent years. Still, at this point, the domain incorporating and connecting human resource strategy (HRS) and organizational effectiveness (OE) is essentially a theoretical and empirical "black box". Here we use our ongoing research on people in agile organizations to peer into this "black box" and draw implications for future theorizing and research. Suggestions are made for reconceptualizing OE, incorporating organizational capability as a key concept, taking a broader than usual view of HRS, and systematically assessing vertical and horizontal alignment of HR …

Is There A New Hrm? Contemporary Evidence And Future Directions, Lee Dyer, Thomas A. Kochan

Lee Dyer

[Excerpt] Is there a new human resource management? Yo. That is, yes and no. A new perspective -- strategic human resource management -- emerged during the 80s to take its place alongside the more traditional operational and programmatic perspectives as a major influence on the field. This perspective has rapidly progressed in terms of theory and research (if not practice). But, it continues to take many shapes and forms, and even with its various permutations, is far from universally embraced by scholars or practitioners. What follows is a brief look at the strategic perspective of the field. It begins with …

Human Resources As A Source Of Competitive Advantage, Lee Dyer

Lee Dyer

[Excerpt] For business it's a tough world that's getting tougher. The reasons are familiar enough: global competition, deregulation, finicky and tough customers, concerned and demanding stockholders, and a dizzying pace of constant change. Rare indeed is the company which has found a comfortable niche in this chaotic world.

Crafting A Human Resource Strategy To Foster Organizational Agility: A Case Study, Richard A. Shafer, Lee Dyer, Janine Kilty, Jeffrey Amos, G. A. (Jeff) Ericksen

Lee Dyer

A decade ago, the CEO of Albert Einstein Healthcare Network (AEHN), anticipating a tumultuous and largely unpredictable period in its industry, undertook to convert this organization from one that was basically stable and complacent to one that was agile, “nimble, and change-hardy”. This case study briefly addresses AEHN’s approaches to business strategy and organization design, but focuses primarily on the human resource strategy that emerged over time to foster the successful attainment of organizational agility. Although exploratory, the study suggests a number of lessons for those who are, or will be, studying or trying to create and sustain this promising …

Managing Transformational Change: The Role Of Human Resource Professionals, Thomas A. Kochan, Lee Dyer

Lee Dyer

[Excerpt] Can the United States maintain its traditional position of economic leadership and one of the world's highest standards of living in the face of increasing global competition? Concerned observers cite the following negative news: lagging rates of productivity growth, non-competitive product quality in key industries, structural inflexibilities, and declining real wage levels and flat family earnings (Carnavale, 1991). Further, they offer a plethora of proposed solutions covering both broad public policies and more specific firm-level policies and practices.

Toward A Strategic Human Resource Management Model Of High Reliability Organization Performance, Jeff Ericksen, Lee Dyer

Lee Dyer

In this article, we extend strategic human resource management (SHRM) thinking to theory and research on high reliability organizations (HROs) using a behavioral approach. After considering the viability of reliability as an organizational performance indicator, we identify a set of eight reliability-oriented employee behaviors (ROEBs) likely to foster organizational reliability and suggest that they are especially valuable to reliability seeking organizations that operate under “trying conditions”. We then develop a reliability-enhancing human resource strategy (REHRS) likely to facilitate the manifestation of these ROEBs. We conclude that the behavioral approach offers SHRM scholars an opportunity to explain how people contribute to …

Toward A Strategic Perspective Of Human Resource Management, Lee Dyer, Gerald W. Holder

Lee Dyer

[Excerpt] The current decade has brought yet another transformation in the practice and study of human resource management (HRM). The field, for better or for worse, has discovered, and indeed begun to embrace, a strategic perspective. The intellectual energy currently being invested in discussions of the nature, extent, and desirability of this development is a clear indication that something of significance is afoot. Understand it or not, believe in it or not, like it or not, strategy is well on its way to becoming an important paradigm behind much of what HR professionals do and think.

A Narratives’ Exploration Of Non-Traditional International Assignees Locally Resident And Employed In The South Of France, Marian Crowley-Henry

Conference papers

Contemporary publications in international human resource management call for the pluralisation of international assignees beyond the widely described expatriate. This paper presents an under-explored category of international assignees: highly educated, non French, Western (first world) individuals who reside indefinitely in the South of France, maintaining their professional careers while resident in the host country. A sample of over thirty individuals meeting these criteria was interviewed in France in depth over a three year period. These individuals are not migrants as by their own descriptions they consider migrants to have to move internationally (economic migrants) while their decisions to move to …

Book Review 17 Me, Myself, And Why? The Secrets To Navigating Change By Lisa A. Mininni, William C. Mcpeck

William C. McPeck

This is my personal review of Me, Myself, and Why? The Secrets to Navigating Change by Lisa A. Mininni which was published in 2007 by PM Publishing.

Book Review 18 Make Room For Happiness By Steven Melemis, William C. Mcpeck

William C. McPeck

This is my review of Make Room for Happiness: 12 Ways to Improve Your Life By Letting Go of Tension. Better Health, Self-Esteem and Relationships by Steven Melemis, published by Modern Therapies in 2008.

Young Professionals And Philanthropy, Patricia Neilson

Emerging Leaders Program Team Projects

Seven teams of young professionals presented what they learned from their projects with 7 organizations from the nonprofit and donor sector over the past year. Their experiences and insights address two related questions:

• What is the role of philanthropy in retaining young professionals in the Boston region?

• How can young professionals leverage their leadership skills, and their organization’s resources, to create successful partnerships in philanthropy to serve the Boston region?

A Correlational Study Of The Relationship Between Sense Of Humor And Positive Psychological Capacities, Larry W. Hughes

All Faculty Scholarship for the College of Business

The constructs of sense of humor (Lefcourt, 2002) and positive psychological capacities (PsyCap; Luthans, 2002a) have been heralded as important phenomenon within the growing field of positive psychology, especially within the organizational sciences. Additionally, a sense of humor has been found to be related to positive affective experiences. Leaders can develop followers' confidence, hope, optimism and resiliency for what Avolio and Luthans (2006) called sustainable, veritable performance. The hypotheses presented and tested here will advance the theoretical and empirical discussion of leadership in organizations by linking several emerging constructs of interest, both in academe and practice. This study marks an …

Information Media News, Vol. 38, No. 1, St. Cloud State University

Information Media Newsletter

No abstract provided.

Current Theory And Practice Of Assessment Centers: The Importance Of Trait Activation, Filip Lievens, Liesbet De Koster, Eveline Schollaert

Research Collection Lee Kong Chian School Of Business

Assessment centers have always had a strong link with practice. This link is so strong that the theoretical basis of the workings of an assessment center is sometimes questioned. In this chapter, we posit that trait activation theory (Tett and Burnett 2003) might be fruitfully used to explain how job-relevant candidate behavior is elicited and rated in assessment centers. Trait activation theory is a recent theory that focuses on the person–situation interaction to explain behavior based on responses to trait-relevant cues found in situations. These observable responses serve as the basis for behavioral ratings on dimensions used in a variety …

Ceo Characteristics, Ceo-Firm Match And Corporate Refocus Value, Sheng Huang

Research Collection Lee Kong Chian School Of Business

This paper investigates how CEO characteristics affect firm value through divestiture. Using a novel dataset tracking CEO’s career path, from which CEO’s talent and expertise are reasonably inferred, I find when CEOs have differing abilities across divisions of conglomerates, they more likely divest divisions that they are less qualified to manage, and focus on divisions of better match with their talents and expertise. The better match of their talents with firms’ retained assets is the source of value creation from refocusing divestiture. Divestitures that increase corporate focus but not improve the talent-asset match do not create value in long run. …

Developing A Comprehensive Training Guide For Dealers In The Gaming Sector Of The Hospitality Industry In Las Vegas, David Lee

UNLV Theses, Dissertations, Professional Papers, and Capstones

Given that repeat business is at the core of profitable operations, particularly in the service industry, the purpose of this paper is to develop a comprehensive training guide for dealers in the gaming sector of the hospitality industry in Las Vegas. The comprehensive training guide will focus on customer service satisfaction to increase loyalty and add value to the Service Profit Chain (SPC). The efforts to develop and then implement this comprehensive training manual is to produce higher rates of repeat business, reflected in higher returns and overall profits. Therefore upon implementation, this comprehensive training manual will be the cornerstone …

Meeting Planning Basics: A Guide For Administrative Professionals, Larissa J. Schultz

UNLV Theses, Dissertations, Professional Papers, and Capstones

Planning meetings and events is a job function that requires skills and knowledge of the meeting management industry. In today’s economy and within many organizations across the globe, both corporate and association meeting planning is a job function that is frequently being seen as a task that an administrative professional can take on in addition to their other workload. While in many instances this may seem like the most efficient and cost-effective route for organizations to undertake, in the long-run it can actually cost the organization more – in both time and money. In addition, it can lead to poorly …

Ua25/2 25 Year Club Recognition Banquet, Wku Human Resources

WKU Archives Records

Program for 25 year service awards banquet with list of recipients.

International Labor Standards, Soft Regulation, And National Government Roles, Sarosh C. Kuruvilla, Anil Verma

Sarosh Kuruvilla

[Excerpt] In this article, we briefly describe the different approaches to the regulation of international labor standards, and then argue for a new role for national governments based on soft rather than hard regulation approaches. We argue that this new role shows potential for significantly enhancing progress in international labor standards, since it enables governments to articulate a position without having to deal with the enforcement issues that hard regulation mandates. We justify this new role for governments based on the increasing use of soft regulation in the international arena. Of course, this approach is not without its own problems, …

Linkages Between Industrialization Strategies And Industrial Relations/Human Resource Policies: Singapore, Malaysia, The Philippines, And India, Sarosh Kuruvilla

Sarosh Kuruvilla

The case studies of Singapore, Malaysia, the Philippines, and India presented in this paper support the author's contention that a country's industrialization strategy for economic development profoundly influences its industrial relations (IR) and human resources (HR) policy goals. The author finds that import substitution industrialization was associated with IR/HR policy goals of pluralism and stability, while a low-cost export-oriented industrialization strategy was associated with IR/HR policy goals of cost containment and union suppression. In countries that moved from a low-cost export-oriented strategy to a higher value added export-oriented strategy, the focus of IR/HR policy goals shifted from cost containment to …

International Knowledge Professionals: Contemporary Career Concerns And Implications, Marian Crowley-Henry

Conference papers

This study supplements existing contemporary research on knowledge workers. It takes an interpretivist approach to represent and analyse a new breed and under-researched sub-category of international assignee termed ‘bounded transnationals’ by the author. In the context of this paper these can be simply described as internationally-located knowledge professionals. This sample has committed to living indefinitely in the host country as foreign residents where they are employed under local country contracts of employment. The paper explores how the sample perceives and makes sense of careers in the context of globalisation and change.

Validity And Adverse Impact Potential Of Predictor Composite Formation, Wilfried De Corte, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

Previous research on the validity and adverse impact (AI) of predictor composite formation focused on the merits of regression-based or ad hoc composites. We argue for a broader focus. Ad hoc chosen composites are usually not Pareto-optimal, whereas the regression-based composite represents only one element from the total set of Pareto-optimal composites and can, therefore, provide only limited information on the potential for validity and AI reduction of forming predictor composites when both validity and AI are of concern. In that case, other Pareto-optimal composites may provide a better benchmark to decide on the merits of the predictor composite formation. …

Pareto-Optimal Predictor Composite Formation: A Complementary Approach To Alleviating The Selection Quality/Adverse Impact Dilemma, Paul R. Sackett, Wilfried De Corte, Filip Lievens

Research Collection Lee Kong Chian School Of Business

In our rejoinder to the comments of Kehoe (this issue) and Potosky, Bobko and Roth (this issue) we emphasize that our proposal on Pareto-optimal predictor composite formation is a complementary and not a competitive alternative for reducing the tension between selection quality and adverse impact. Our work addresses the decisions to be made once one has decided to use a predictor composite. We also further clarify the basic features of Pareto-optimal tradeoffs and Pareto-optimal composites within the context of personnel selection. In particular, we indicate that Pareto-optimal tradeoffs between validity and adverse impact emerge because these goals are different and …

Development And Test Of A Model Of External Organizational Commitment In Human Resources Outsourcing, Filip Lievens, Wilfried De Corte

Research Collection Lee Kong Chian School Of Business

Most prior outsourcing studies in the human resources domain have focused on the initial decision for outsourcing HR activities. Hence, little is known about HR managers' commitment to continue an already existing outsourcing relationship. This study constitutes a first step to increase our understanding of the factors related to the continuity of HR outsourcing relationships. We developed and tested a model of HR managers' (N = 186) commitment in outsourcing relationships. Affective commitment or the desire for the outsourcing relationship to continue was related to the depth and frequency of HR outsourcing. Conversely, continuance commitment, which refers to the constraints …

Book Review 16 Wellness Leadership: Creating Supportive Environments For Healthier And More Productive Employees By Judd Allen, Ph.D., William C. Mcpeck

William C. McPeck

This is my personal review of Wellness Leadership: Creating supportive environments for healthier and more productive employees by Judd Allen, Ph.D. which was published in 2008 by Healthycultures.com.

Bosses’ Perceptions Of Work-Family Conflict And Women’S Upward Mobility: The Glass Ceiling Reexamined, Grace Lemmon

Grace Lemmon

No abstract provided.