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Aligning Employees Through Line Of Sight, Wendy R. Boswell, John B. Bingham, Alexander Colvin Nov 2006

Aligning Employees Through Line Of Sight, Wendy R. Boswell, John B. Bingham, Alexander Colvin

Articles and Chapters

Aligning employees with the firm’s larger strategic goals is critical if organizations hope to manage their human capital effectively and ultimately attain strategic success. An important component of attaining and sustaining this alignment is whether employees have “line of sight” to the organization’s strategic objectives. We illustrate how the translation of strategic goals into tangible results requires that employees not only understand the organization’s strategy, they must accurately understand what actions are aligned with realizing that strategy. Using recent empirical evidence, theoretical insights, and tangible examples of exemplary firm practices, we provide thought-leaders with a comprehensive view ...


Subject: Human Resource Management, Susan Lacette Oct 2006

Subject: Human Resource Management, Susan Lacette

ILR School Theses and Dissertations: A Listing

No abstract provided.


Subject: Wages, Salaries, And Employee Compensation, Susan Lacette Oct 2006

Subject: Wages, Salaries, And Employee Compensation, Susan Lacette

ILR School Theses and Dissertations: A Listing

No abstract provided.


Globalisation Of Hr At Function Level: Exploring The Issues Through International Recruitment, Selection And Assessment Processes, Paul R. Sparrow Oct 2006

Globalisation Of Hr At Function Level: Exploring The Issues Through International Recruitment, Selection And Assessment Processes, Paul R. Sparrow

CAHRS Working Paper Series

Much of the debate around convergence-divergence is based around comparative analysis of HR systems. However, we need now to combine these insights with work in the field of IHRM on firm-level motivations to optimise, standardise and export HR models abroad. A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards - by the process of globalisation highlighting the difference between globally standardised, optimised or localised HR processes. This paper reports on a study of firm-level developments in international recruitment, selection and assessment, drawing upon an analysis of four ...


Supported Employment: A Best Practice For People With Psychiatric Disabilities, Bonnie O'Day, Judith A. Cook Sep 2006

Supported Employment: A Best Practice For People With Psychiatric Disabilities, Bonnie O'Day, Judith A. Cook

K. Lisa Yang and Hock E. Tan Institute on Employment and Disability Collection

Over the past several decades, research from a variety of fields has presented powerful evidence of the importance of employment to people with psychiatric disabilities. Many of these people want to work and can successfully participate in the labor market in a variety of competitive jobs. Researchers have also shown how employment can alleviate poverty, reduce hospitalization, and improve quality of life. Society also benefits through taxes paid by workers, goods and services they purchase, and reductions in entitlements and the overall cost of care. However, the 1997 National Health Interview Survey (NHIS) reports employment rates for people with a ...


Internal Promotion Competitions In Firms, Jed Devaro Sep 2006

Internal Promotion Competitions In Firms, Jed Devaro

Articles and Chapters

[Excerpt] Using a sample of skilled workers from a cross section of establishments in four metropolitan areas of the United States, I present evidence suggesting that promotions are determined by relative worker performance. I then estimate a structural model of promotion tournaments (treating as endogenous promotions, worker performance, and the wage spread from promotion) that simultaneously accounts for worker and firm behavior and how the interaction of these behaviors gives rise to promotions. The results are consistent with the predictions of tournament theory that employers set wage spreads to induce optimal performance levels, and that workers are motivated by larger ...


Strategic Promotion Tournaments And Worker Performance, Jed Devaro Aug 2006

Strategic Promotion Tournaments And Worker Performance, Jed Devaro

Articles and Chapters

[Excerpt] In this analysis I study promotion schemes as human resource management strategies by which the firm can realize strategic goals by motivating workers to higher levels of effort and performance. Using information on promotions, wages, and performance for professional workers in a cross section of establishments in four metropolitan areas of the U.S., I investigate empirically the proposition that firms strategically organize promotion tournaments to motivate workers to higher levels of performance. I present evidence suggesting that relative performance of workers determines promotions, supporting the notion of internal promotion competitions in which internal hiring policies and fixed job ...


Knowledge Gathering, Team Capabilities, And Project Performance In Challenging Work Environments, Martine R. Haas Aug 2006

Knowledge Gathering, Team Capabilities, And Project Performance In Challenging Work Environments, Martine R. Haas

Articles and Chapters

Knowledge gathering can create problems as well as benefits for project teams in work environments characterized by overload, ambiguity, and politics. This paper proposes that the value of knowledge gathering in such environments is greater under conditions that enhance team processing, sensemaking, and buffering capabilities. The hypotheses were tested using independent quality ratings of 96 projects and survey data from 485 project team members collected during a multi-method field study. The findings reveal that three capability-enhancing conditions moderated the relationship between knowledge gathering and project quality: slack time, organizational experience, and decision-making autonomy. More knowledge gathering helped teams to perform ...


[Review Of Pay Without Performance: The Unfulfilled Promise Of Executive Compensation], Kevin F. Hallock Jul 2006

[Review Of Pay Without Performance: The Unfulfilled Promise Of Executive Compensation], Kevin F. Hallock

Articles and Chapters

[Excerpt] Every once in a while someone comes out with an important book concerning corporate governance or executive compensation. Like Aldolf A. Berle and Gardiner C. Means's The Modern Corporation and Private Property (New York: Harcourt, Brace, and World, 1932) and Graef S. Crystal's In Search of Excess: The Overcompensation of American Executives (New York: W.W. Norton, 1991), Bebchuk and Fried's new book is thought-provoking and interesting. It is a very important book and should be read not just by those interested in executive pay or corporate governance but by anyone interested in how corporations work.


[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell Jul 2006

[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell

Articles and Chapters

[Excerpt] In The Mismanagement of Talent, Brown and Hesketh argue that rooted within the dominant discourse of the "war for talent" are several core assumptions that have shaped our perspective on employability in the KBE. The most central of these is that there is a limited pool of talent capable of rising to senior managerial positions, which creates fierce competition to recruit the best and brightest. The perception of talent as a limited commodity is seen as driving organizations to diversify their talent pools and adopt more rigorous recruitment and selection tools in an effort to get the right people ...


Dynamic Organizations: Achieving Marketplace Agility Through Workforce Scalability, Lee Dyer, Jeff Ericksen Jun 2006

Dynamic Organizations: Achieving Marketplace Agility Through Workforce Scalability, Lee Dyer, Jeff Ericksen

CAHRS Working Paper Series

Dynamic organizations (DOs) operate in business environments characterized by frequent and discontinuous change, They compete on the basis of marketplace agility; that is on their ability to generate a steady stream of both large and small innovations in products, services, solutions, business models, and even internal processes that enable them to leapfrog and outmaneuver current and would-be competitors and thus eke out a series of temporary competitive advantages that might, with luck, add up to sustained success over time. Marketplace agility requires the ongoing reallocation of resources, including human resources. We use the term workforce scalability to capture the capacity ...


Strategic Hrm And Organizational Behavior: Integrating Multiple Levels Of Analysis, Patrick M. Wright, Lisa H. Nishii Jun 2006

Strategic Hrm And Organizational Behavior: Integrating Multiple Levels Of Analysis, Patrick M. Wright, Lisa H. Nishii

CAHRS Working Paper Series

[Excerpt] The purpose of this paper is related to these last two trends: we conceptually examine some of the mediating processes that might occur in the HRM – performance relationship, and try to make explicit their multilevel nature. In order to accomplish this, we will first explore the concept of variance, which is crucial to the analysis of any phenomena across multiple levels. We will show how virtually all existing SHRM research focuses on variance at one level of analysis while assuming constancy at other levels. We will next discuss the process through which HRM practices must act, and identify some ...


Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard Jun 2006

Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard

Articles and Chapters

Previous studies indicate that as many as 25-50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. This study uses meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching, and when identical forms were used. Additional research is needed ...


How Can Multinational Corporations Retain Their Employees In China?, Ke (Michael) Fan May 2006

How Can Multinational Corporations Retain Their Employees In China?, Ke (Michael) Fan

CAHRS Working Paper Series

To address the headache encountered by many multinational companies in China retention of their Chinese employees, this study first examined the current Chinese labor market, identifying the unique characteristics of the market mainly comprised of university graduates and experienced white-collar employees; then tried to explain the reasons behind employees departures from a perspective of deep-rooted Chinese cultures; in the end, proposed effective and efficient solutions for retention purposes. All the proposed solutions aim to address key human resources management concerns, including compensation management, talent acquisition, performance management and communication. This study examined the best practices in employee retention adopted by ...


Examining The Link Between Diversity And Firm Performance: The Effects Of Diversity Reputation And Leader Racial Diversity, Quinetta M. Roberson, Hyeon Jeong Park Apr 2006

Examining The Link Between Diversity And Firm Performance: The Effects Of Diversity Reputation And Leader Racial Diversity, Quinetta M. Roberson, Hyeon Jeong Park

CAHRS Working Paper Series

Given the scarcity of empirical research on the impact of diversity on organizational performance, we used longitudinal data for 100 firms to test hypotheses related to the effects of diversity reputation and leader racial diversity on firm financial outcomes. The results showed a positive relationship between diversity reputation and book-to-market equity, and a curvilinear U-shaped relationship between leader diversity and revenues, net income and book-to-market equity. Our analyses suggest that economic benefits generated from diversity reputation may primarily derive from capital rather than product markets. Further, firm performance declines with increases in the representation of racial minorities in leadership up ...


Strategic Management And Hrm, Mathew R. Allen, Patrick M. Wright Apr 2006

Strategic Management And Hrm, Mathew R. Allen, Patrick M. Wright

CAHRS Working Paper Series

[Excerpt] The purpose of this chapter is to discuss this intersection between Strategic Management and HRM, what we know, and future directions for SHRM research. We will begin by briefly discussing the concept of strategy and the popularization of the resource-based view (RBV) of the firm. Next we will address its role in creating the link between HRM and Strategic Management including key questions that the RBV has raised in relation to SHRM. We will then examine the current state of affairs in SHRM; the progress made, and key questions and concerns occupying the attention of SHRM researchers. Finally, we ...


The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung Apr 2006

The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung

CAHRS Working Paper Series

Information technology has been cited as a critical driver of HR’s transition from a focus on administrative tasks to a focus on serving as a strategic business partner. This strategic role not only adds a valuable dimension to the HR function but also changes the competencies that define the success of HR professionals. Interviews were conducted with HR representatives from 19 firms to examine the linkage between electronic human resources (eHR) and the reshaping of professional competence in HRM. Based on the findings, we draw implications for the development of HR competencies and identify learning strategies that HR professionals ...


Flexibility And Fairness In Liberal Market Economies: The Comparative Impact Of The Legal Environment And High Performance Work Systems, Alexander Colvin Mar 2006

Flexibility And Fairness In Liberal Market Economies: The Comparative Impact Of The Legal Environment And High Performance Work Systems, Alexander Colvin

Articles and Chapters

This paper compares management flexibility in employment decision-making in the United States and Canada through a cross-national survey of organizations in representative jurisdictions in each country, Pennsylvania and Ontario respectively, that investigates the impact of differences in their legal environments. The results indicate that, compared to their Ontario counterparts, organizations in Pennsylvania have a higher degree of flexibility in employment outcomes, such as higher dismissal and discipline rates, yet do not experience any greater flexibility or simplicity in management hiring and firing decisions. One explanation for this result may lie in the finding that organizations in Pennsylvania experience greater legal ...


International Labor Standards, Soft Regulation, And National Government Roles, Sarosh C. Kuruvilla, Anil Verma Feb 2006

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

Articles and Chapters

[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 ...


Job Opportunities For Older Workers: When Are Jobs Filled With External Hires?, Robert M. Hutchens Feb 2006

Job Opportunities For Older Workers: When Are Jobs Filled With External Hires?, Robert M. Hutchens

Articles and Chapters

This paper examines why firms sometimes employ older workers, but tend to not hire new older workers for the same job. It focuses on one aspect of that phenomenon: the propensity for firms to fill jobs from the inside rather than hire someone new from the outside. Using a survey of establishments with information on a white collar job currently held by an older worker, the paper tests hypotheses on what types of jobs are likely to be filled from the outside. Several of the results point to the potential importance of asymmetric information, whereby the firm has better information ...


Globalisation Of Hr At Function Level: Exploring The Issues Through International Recruitment, Selection And Assessment Processes, Paul R. Sparrow Jan 2006

Globalisation Of Hr At Function Level: Exploring The Issues Through International Recruitment, Selection And Assessment Processes, Paul R. Sparrow

Visiting Fellow Working Papers

Much of the debate around convergence-divergence is based around comparative analysis of HR systems. However, we need now to combine these insights with work in the field of IHRM on firm-level motivations to optimise, standardise and export HR models abroad. A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards - by the process of globalisation highlighting the difference between globally standardised, optimised or localised HR processes. This paper reports on a study of firm-level developments in international recruitment, selection and assessment, drawing upon an analysis of four ...


Integración Laboral Y Discapacidad, Miguel Ángel Verdugo, Borja Jordán De Urríes, Carmen Vicent, Raquel Martin Jan 2006

Integración Laboral Y Discapacidad, Miguel Ángel Verdugo, Borja Jordán De Urríes, Carmen Vicent, Raquel Martin

GLADNET Collection

[From Introduction] En el momento actual, cuando pensamos en las personas con discapacidad hay cuatro principios clave en la política social de cualquier nación occidental desarrollada: Igualdad de oportunidades, Participación total, Vida independiente y Autosuficiencia económica. Y en torno a estos principios hemos de hacer girar nuestro trabajo los investigadores, los profesionales, las organizaciones y los políticos. El trabajo, la actividad laboral de la persona, desempeña un importante papel en la puesta en marcha de esos principios. Y no hay que olvidar la gran desventaja que en este sentido tienen las personas con discapacidad respecto al resto de la población.


Concepto, Características Y Elementos Del Empleo Con Apoyo, Borja Jordán De Urríes Jan 2006

Concepto, Características Y Elementos Del Empleo Con Apoyo, Borja Jordán De Urríes

GLADNET Collection

[From Introduction] El empleo con apoyo surge ante la necesidad de buscar alternativas para el acceso al mundo del trabajo de aquellas personas con discapacidad que incluso dentro del propio colectivo mostraban mayores dificultades para acceder al empleo. No se trataba además de conseguir un empleo cualquiera o de que la persona estuviera "ocupada" o "haciendo algo", se trataba también y sobre todo de que lo hiciera de la misma manera que otras personas sin discapacidad respondiendo a principios como el de normalización (Nirje, 1980; Wolfensberger, 1972). Por ello, de la misma manera significa que el trabajador con discapacidad perciba ...


Large Firm Industrial Relations At The Crossroads, Sarosh Kuruvilla Jan 2006

Large Firm Industrial Relations At The Crossroads, Sarosh Kuruvilla

Articles and Chapters

[Excerpt] The studies in this volume focus heavily on industrial relations in large firms in Korea. This focus is appropriate, since a significant percentage of Korea’s roughly 1.5 million union members are employed in large firms. Unionism is a public sector and large firm phenomena in Korea. While less than 1% of workers in small firms (firms with less than 30 employees) were likely to be unionized, roughly 82% of employees working in large firms (> 500 employees) were likely to be unionized. Further, although large firms account for only 10.2% of the total wage and salary employees ...


Human Resource Management, Service Quality, And Economic Performance In Call Centers, Rosemary Batt, Lisa M. Moynihan Jan 2006

Human Resource Management, Service Quality, And Economic Performance In Call Centers, Rosemary Batt, Lisa M. Moynihan

CAHRS Working Paper Series

This paper examines the relationship between human resource practices, operational outcomes, and economic performance in call centers. The study draws on a sample of 64 call centers serving the mass market in a large telecommunications services company. Surveys of 1,243 employees in the 64 centers were aggregated to the call center level and matched to archival data on service process quality, as measured by customer surveys; call handling time, revenues per call, and net revenues per call. Our path analysis shows that human resource practices emphasizing employee training, discretion, and rewards lead to higher service quality, higher revenues per ...


What Types Of Organizations Benefit From Team Production, And How Do They Benefit?, Jed Devaro, Fidan Ana Kurtulus Jan 2006

What Types Of Organizations Benefit From Team Production, And How Do They Benefit?, Jed Devaro, Fidan Ana Kurtulus

Articles and Chapters

[Excerpt] Using data from a large cross section of British establishments, we ask how different firm characteristics are associated with the predicted benefits to organizational performance from using team production. To compute the predicted benefits from using team production, we estimate structural models for financial performance, labor productivity, and product quality, treating the firm’s choices of whether or not to use teams and whether or not to grant teams autonomy as endogenous. One of the main results is that many firm characteristics are associated with larger predicted benefits from teams to labor productivity and product quality but smaller predicted ...


The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins Jan 2006

The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins

Articles and Chapters

In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high ...


The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung Jan 2006

The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung

Articles and Chapters

[Excerpt] Information technology has been cited as a critical driver of HR’s transition from a focus on administrative tasks to a focus on serving as a strategic business partner. This strategic role not only adds a valuable dimension to the HR function but also changes the competencies that define the success of HR professionals. Interviews were conducted with HR representatives from 19 firms to examine the linkage between electronic human resources (eHR) and the reshaping of professional competence in HRM. Based on the findings, we draw implications for the development of HR competencies and identify learning strategies that HR ...


The Value Of Stock Options To Non-Executive Employees, Kevin F. Hallock, Craig A. Olson Jan 2006

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

Working Papers

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 ...


On The Nature And Importance Of Cultural Tightness-Looseness, Michele J. Gelfand, Lisa Hisae Nishii, Jana L. Raver Jan 2006

On The Nature And Importance Of Cultural Tightness-Looseness, Michele J. Gelfand, Lisa Hisae Nishii, Jana L. Raver

CAHRS Working Paper Series

Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in crosscultural research by developing a theory of cultural tightness-looseness, the strength of social norms and degree of sanctioning within societies, and advancing a multilevel research agenda for future research. Through an exploration of the top-down, bottom-up, and moderating impact that societal tightness-looseness has on individuals and organizations, as well as on variability across levels of analysis, the theory provides a new and complementary perspective to the values approach.