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Articles 1 - 30 of 445
Full-Text Articles in Business
The Governance Of Director Compensation, Lily Fang, Sterling Huang
The Governance Of Director Compensation, Lily Fang, Sterling Huang
Research Collection School Of Accountancy
The average total compensation of directors in U.S.-listed companies was $342,030 in 2020, 5.06 times the median household income. Directors set their own pay, giving rise to potential self-dealing. We argue and document that in the presence of self-dealing, external mechanisms such as legal standards act as effective means of governance. Following a landmark Delaware court ruling that subjected director pay to a more stringent legal standard, Delaware-incorporated firms reduced director compensation relative to non-Delaware firms and experienced positive and non-transient stock price reactions. Our results indicate that proper governance of director compensation enhances firm value.
Sustainability Transformation: The Role Of Accountancy And Finance Professionals In The Singapore Manufacturing Sector, Jiwei Wang, Holly I. Yang, Liandong Zhang, Sanli Pinar Darendeli, Ying-Chi Huang
Sustainability Transformation: The Role Of Accountancy And Finance Professionals In The Singapore Manufacturing Sector, Jiwei Wang, Holly I. Yang, Liandong Zhang, Sanli Pinar Darendeli, Ying-Chi Huang
Research Collection School Of Accountancy
Sustainability is already reshaping the Singapore manufacturing sector. The majority of companies surveyed (70%) have started their sustainability transformation in one form or another, and many have initiated discussions. However, on the whole, only 37% of companies have implemented sustainability initiatives, and 21% have reported on sustainability. On the bright side, these percentages are slated to double within 1-3 years. The infusion of sustainability into the manufacturing sector has led to accountancy and finance professionals potentially playing a bigger role in their organisations, particularly in aligning the sustainability objectives with business strategies. The study notes that manufacturing companies are mostly …
Formal Versus Informal Supervisor Socio-Emotional Support Behaviours And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris
Formal Versus Informal Supervisor Socio-Emotional Support Behaviours And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris
Research Collection Lee Kong Chian School Of Business
This research investigates how formal versus informal supervisor support behaviours shape employees' affect- and cognition-based trust across cultures of varying power distance. Using data from in-depth interviews, Study 1 found that trust-enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect- and cognition-based trust among Indian participants, but among US participants, …
Formal Versus Informal Supervisor Socio-Emotional Support Behaviors And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris
Formal Versus Informal Supervisor Socio-Emotional Support Behaviors And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris
Research Collection Lee Kong Chian School Of Business
This research investigates how formal versus informal supervisor support behaviours shape employees' affect- and cognition-based trust across cultures of varying power distance. Using data from in-depth interviews, Study 1 found that trust-enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect- and cognition-based trust among Indian participants, but among US participants, …
Effects Of A Mindfulness-Based Leadership Training On Leadership Behaviors And Effectiveness, Nina Tan, Eva Katharina Peters, Jochen Reb
Effects Of A Mindfulness-Based Leadership Training On Leadership Behaviors And Effectiveness, Nina Tan, Eva Katharina Peters, Jochen Reb
Research Collection Lee Kong Chian School Of Business
Objectives: Organizations increasingly integrate mindfulness elements into their leadership development. However, there is limited evidence supporting the efficacy of mindfulness-based leadership training (MBLT) due to a scarcity of intervention studies. Theoretically, little is known about mediating mechanisms through which MBLT might affect leadership effectiveness. Thus, this research examined whether MBLT can improve leadership effectiveness and whether leadership behaviors mediated this effect.MethodsWe conducted a quasi-experimental study conducted in a real-world setting with an active control condition. Sixty leaders from various industries participated in either a 2-day intensive MBLT workshop followed by three individual coaching sessions over 3 months, or a presentation …
3 Groundless Myths That Get In The Way Of Workforce Inclusivity, Kenneth T. Goh
3 Groundless Myths That Get In The Way Of Workforce Inclusivity, Kenneth T. Goh
Research Collection Lee Kong Chian School Of Business
In a commentary, SMU Associate Professor of Strategy & Entrepreneurship (Education) Kenneth Goh discussed and debunked three groundless myths that get in the way of workforce inclusivity. He also called for companies to seek expert advice from relevant agencies and explore partnerships with institutions of higher learning, such as SMU, to pursue inclusivity in a sustainable manner. He added that SMU provides its students opportunities to work with companies and examine the feasibility of their inclusivity initiatives as part of their coursework.
3 Groundless Myths That Get In The Way Of Workforce Inclusivity, Kenneth T. Goh
3 Groundless Myths That Get In The Way Of Workforce Inclusivity, Kenneth T. Goh
Research Collection Lee Kong Chian School Of Business
In a commentary, SMU Associate Professor of Strategy & Entrepreneurship (Education) Kenneth Goh discussed and debunked three groundless myths that get in the way of workforce inclusivity. He also called for companies to seek expert advice from relevant agencies and explore partnerships with institutions of higher learning, such as SMU, to pursue inclusivity in a sustainable manner. He added that SMU provides its students opportunities to work with companies and examine the feasibility of their inclusivity initiatives as part of their coursework.
A Reply To Commentaries On “Revisiting The Design Of Selection Systems In Light Of New Findings Regarding The Validity Of Widely Used Predictors”, Paul R. Sackett, Christopher M. Berry, Filip Lievens, Charlene Zhang
A Reply To Commentaries On “Revisiting The Design Of Selection Systems In Light Of New Findings Regarding The Validity Of Widely Used Predictors”, Paul R. Sackett, Christopher M. Berry, Filip Lievens, Charlene Zhang
Research Collection Lee Kong Chian School Of Business
No abstract provided.
Human Capital Effects In The Job Search Process For New Labor Market Entrants: A Double-Edged Sword?, Jomel Wei Xuan Ng, Zhaoli Song, Filip Lievens
Human Capital Effects In The Job Search Process For New Labor Market Entrants: A Double-Edged Sword?, Jomel Wei Xuan Ng, Zhaoli Song, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Although traditional research on human capital shows that it enhances employment success, its role in the job search process is unclear. To explain its weak effects in previous studies, this study draws on goal system theory to propose that human capital may act as a double-edged sword: On one hand it facilitates the ease of gaining employment, on the other hand it may compromise the frequency of job search behaviors. We conducted a bi-weekly repeated survey study on new labor market entrants and measured human capital using academic achievement scores. Results confirmed that human capital, though instrumental for proximal job …
Female Ceos And Investment Efficiency In The Vietnamese Market, Jun Myung Song, Chune Young Chung
Female Ceos And Investment Efficiency In The Vietnamese Market, Jun Myung Song, Chune Young Chung
Sim Kee Boon Institute for Financial Economics
This paper proposes female CEOs’ overconfidence and risky behavior stem from gender stereotype threats. With two subsamples in Vietnam—firms in the Northern and Southern regions–we empirically show that female CEOs in the North, where there is less gender stereotype, tend to overinvest relative to male CEOs. However, in the South, they are indifferent. Additional analysis reinforces the main finding that female CEOs from the North tend to take more risks even when dealing with market volatility and uncertainty (e.g., the COVID-19 pandemic). Such risky behaviors of female CEOs in the North do not deteriorate firm value but instead, possibly improve …
Mindfully Outraged: Mindfulness Increases Deontic Retribution For Third-Party Injustice, Adam A. Kay, Theodore Charles Masters-Waage, Jochen Reb, Pavlos A. Vlachos
Mindfully Outraged: Mindfulness Increases Deontic Retribution For Third-Party Injustice, Adam A. Kay, Theodore Charles Masters-Waage, Jochen Reb, Pavlos A. Vlachos
Research Collection Lee Kong Chian School Of Business
Mindfulness is known to temper negative reactions by both victims and perpetrators of injustice. Accordingly, critics claim that mindfulness numbs people to injustice, raising concerns about its moral implications. Exam-ining how mindful observers respond to third-party injustice, we integrate mindfulness with deontic justice theory to propose that mindfulness does not numb but rather enlivens people to injustice committed by others against others. Results from three studies show that mindfulness heightens moral outrage in witnesses of injustice, particularly when the injustice is only moderate. Although these findings did not replicate with a mindfulness induction, post-hoc analysis in a fourth study reveals …
Engaging Students Through Conversational Chatbots And Digital Content: A Climate Action Perspective, Thomas Menkhoff, Benjamin Gan
Engaging Students Through Conversational Chatbots And Digital Content: A Climate Action Perspective, Thomas Menkhoff, Benjamin Gan
Research Collection Lee Kong Chian School Of Business
In this case study, we report experiences developing a conversational chatbot as a pre-class and post-class engagement tool for undergraduate students enrolled in sustainability-related courses aimed at educating them about the severity of climate change and the importance of climate action by offsetting one’s carbon footprint (e.g, by planting trees or mangroves in SEA). The intitiative supports the university’s sustainability efforts in general and our new sustainability major in particular aimed at helping students to achieve sustainability-related learning outcomes with reference to climate change and climate action (SDG 13), one of the 17 Sustainable Development Goals established by the United …
Employer Branding In The Healthcare Sector: The Role Of Instrumental And Symbolic Image Attributes Among Potential Applicants And Doctors, Jiaxin Luo, Aristides I. Ferreira, Filip Lievens, Beatriz R. Trigo
Employer Branding In The Healthcare Sector: The Role Of Instrumental And Symbolic Image Attributes Among Potential Applicants And Doctors, Jiaxin Luo, Aristides I. Ferreira, Filip Lievens, Beatriz R. Trigo
Research Collection Lee Kong Chian School Of Business
This study draws from the instrumental-symbolic framework to analyze the employer image of public hospitals among final-year students and employed doctors. We examine the relative importance of perceived instrumental and symbolic employer image attributes in public hospitals in China among two groups of individuals (211 final-year students and 200 currently employed doctors). Both instrumental and symbolic attributes are significantly related to hospitals' attractiveness as an employer. Symbolic trait inferences explain incremental variance in employer attraction beyond instrumental attributes. Although both attributes explain similar portions of the variance in the two groups, the attributes that emerge as significantly related to hospitals' …
What You See Is What You Get? Measuring Companies' Projected Employer Image Attributes Via Companies' Employment Webpages, Christian P. Theurer, Philipp Schapers, Andranik Tumasjan, Isabell M. Welpe, Filip Lievens
What You See Is What You Get? Measuring Companies' Projected Employer Image Attributes Via Companies' Employment Webpages, Christian P. Theurer, Philipp Schapers, Andranik Tumasjan, Isabell M. Welpe, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Information on a company's employment webpage sends signals about the employer image the company intends to project to applicants. Nonetheless, we know little about the content of recruitment signals sent via company employment webpages. This study develops a method to measure companies' projected employer image attributes based on their employment webpages. Specifically, we analyze companies' projected employer image attributes by applying computer-aided text analysis (CATA) to the employment webpages of 461 Fortune 500 companies (i.e., more than 11,100 individual pages). Our results show that projected employer image attributes remain relatively stable over time. Moreover, we find relatively low levels of …
Employer Image Within And Across Industries: Moving Beyond Assessing Points-Of-Relevance To Identifying Points-Of-Difference, Greet Van Hoye, Filip Lievens, Bert Weijters, Saartje Cromheecke
Employer Image Within And Across Industries: Moving Beyond Assessing Points-Of-Relevance To Identifying Points-Of-Difference, Greet Van Hoye, Filip Lievens, Bert Weijters, Saartje Cromheecke
Research Collection Lee Kong Chian School Of Business
This study draws from brand positioning research to introduce the notions of points-of-relevance and points-of-difference to employer image research. Similar to prior research, this means that we start by investigating the relevant image attributes (points-of-relevance) that potential applicants use for judging organizations' attractiveness as an employer. However, we go beyond past research by examining whether the same points-of-relevance are used within and across industries. Next, we further extend current research by identifying which of the relevant image attributes also serve as points-of-difference for distinguishing between organizations and industries. The sample consisted of 24 organizations from 6 industries (total N = …
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Research Collection Lee Kong Chian School Of Business
Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …
Gender, Bottom-Line Mentality, And Workplace Mistreatment: The Roles Of Gender Norm Violation And Team Gender Composition, Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, Michelle K. Duffy, Seongsu Kim
Gender, Bottom-Line Mentality, And Workplace Mistreatment: The Roles Of Gender Norm Violation And Team Gender Composition, Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, Michelle K. Duffy, Seongsu Kim
Research Collection Lee Kong Chian School Of Business
Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female …
The Effect Of Formal Time Allocations On Learning Trajectories And Performance, Kenneth T. Goh, Colin M. Fisher, S. Amy Sommer
The Effect Of Formal Time Allocations On Learning Trajectories And Performance, Kenneth T. Goh, Colin M. Fisher, S. Amy Sommer
Research Collection Lee Kong Chian School Of Business
Organizational teams face important challenges with non-obvious solutions. For a solution to emerge, trial-and-error experimentation may be necessary with multiple iterations. We develop and test a theory for how the allocation of time for action and transition phases in teams affect group learning trajectories and performance. We argue that allocating more time for transition phases induces steeper learning trajectories that engender a positive group atmosphere, which in turn improves team outcomes by improving coordination quality. We tested our hypotheses in a laboratory experiment with 62 groups (186 individuals) performing a creative design task over multiple iterations. Results of latent growth …
How Employees Learn To Speak Up From Their Leaders: Gender Congruity Effects In The Development Of Voice Self-Efficacy, Thomas Taiyi Yan, Subrahmaniam Tangirala, Abhijeet K. Vadera, Srinivas Ekkirala
How Employees Learn To Speak Up From Their Leaders: Gender Congruity Effects In The Development Of Voice Self-Efficacy, Thomas Taiyi Yan, Subrahmaniam Tangirala, Abhijeet K. Vadera, Srinivas Ekkirala
Research Collection Lee Kong Chian School Of Business
Voice-or the expression of ideas, concerns, or opinions on work issues by employees-can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women's voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they have the opportunity to observe female rather than male leaders speak up. Hence, we point to the potential absence of women leaders who can role model speaking …
The Effects Of Conflict Type And Conflict Expression Intensity On Conflict Management, Gergana Todorova, Kenneth T. Goh, Laurie Weingart
The Effects Of Conflict Type And Conflict Expression Intensity On Conflict Management, Gergana Todorova, Kenneth T. Goh, Laurie Weingart
Research Collection Lee Kong Chian School Of Business
Purpose: This paper aims to add to the current knowledge about conflict management by examining the relationships between conflict type, conflict expression intensity and the use of the conflict management approach. Design/methodology/approach: The authors test theory-based hypotheses using a field study of new product development teams in an interdisciplinary Masters program (Study 1) and an experimental vignette study (Study 2). Findings: Results show that people are more likely to respond to task conflict and conflicts expressed with less intensity using collectivistic conflict management approaches (i.e. problem-solving, compromising and yielding), and to relationship conflicts and conflicts expressed with higher intensity through …
Mindfulness Attenuates Both Emotional And Behavioral Reactions Following Psychological Contract Breach: A Two-Stage Moderated Mediation Model, Samah Shaffakat, Lilian Otaye-Ebede, Jochen Reb, Rajesh Chandwani, Pisitta Vongswasdi
Mindfulness Attenuates Both Emotional And Behavioral Reactions Following Psychological Contract Breach: A Two-Stage Moderated Mediation Model, Samah Shaffakat, Lilian Otaye-Ebede, Jochen Reb, Rajesh Chandwani, Pisitta Vongswasdi
Research Collection Lee Kong Chian School Of Business
Breach of the psychological contract between organization and employee often evokes employee hostility, which in turn can instigate deviant behaviors. We examine whether employee mindfulness attenuates these reactions to psychological contract breach. Specifically, we develop and test a two-stage moderated mediation model in which employee mindfulness moderates the mediational path from psychological contract breach via hostility to deviance by attenuating both emotional and behavioral reactions. Findings across four studies (with 872 employee participants) both measuring and manipulating breach and mindfulness demonstrate substantial support for the proposed model. Further analyses including alternative moderators, mediators, and dependent variables provide evidence for discriminatory …
It's So Boring - Or Is It? Examining The Role Of Mindfulness For Work Performance And Attitudes In Monotonous Jobs, Andreas Wihler, Ute R. Hulsheger, Jochen Reb, Jochen I. Menges
It's So Boring - Or Is It? Examining The Role Of Mindfulness For Work Performance And Attitudes In Monotonous Jobs, Andreas Wihler, Ute R. Hulsheger, Jochen Reb, Jochen I. Menges
Research Collection Lee Kong Chian School Of Business
We examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee boredom would relate to downstream outcomes in the form of job attitudes (job satisfaction and turnover intentions) and task performance. We examined both objective task performance quality and quantity to shed light on the complexity of the mindfulness-task performance relation, which has so far mostly been investigated using subjective supervisor …
It’S So Boring – Or Is It? Examining The Role Of Mindfulness For Work Performance And Attitudes In Monotonous Jobs, Andreas Wihler, Ute R. Hülsheger, Jochen Reb, Jochen I. Menges
It’S So Boring – Or Is It? Examining The Role Of Mindfulness For Work Performance And Attitudes In Monotonous Jobs, Andreas Wihler, Ute R. Hülsheger, Jochen Reb, Jochen I. Menges
Research Collection Lee Kong Chian School Of Business
We examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee boredom would relate to downstream outcomes in the form of job attitudes (job satisfaction and turnover intentions) and task performance. We examined both objective task performance quality and quantity to shed light on the complexity of the mindfulness–task performance relation, which has so far mostly been investigated using subjective supervisor …
Microfoundations Of Dynamic Managerial Capabilities: A Personality Perspective, Alan Jiun Haw Tea
Microfoundations Of Dynamic Managerial Capabilities: A Personality Perspective, Alan Jiun Haw Tea
Dissertations and Theses Collection (Open Access)
Research in dynamic capabilities (Teece 2007) looks at how organizations derive and potentially sustain competitive advantage by dynamically making sense of opportunities, marshalling and manipulating assets and resources in response to these opportunities (Eisenhardt & Martin, 2000; Teece, 2007). The study of dynamic managerial capabilities is concerned with the microfoundations – attendant attributes as it were – that underpin managers’ ability to effectively participate in the dynamic capabilities of sensing, seizing and reconfiguring (Helfat & Martin, 2015b; Helfat & Peteraf, 2015). Apart from the predominant cognitive account of microfoundations, there remains an under-theorized and underresearched gap in the field of …
Smart Heuristics For Individuals, Teams, And Organizations, Gerd Gigerenzer, Jochen Reb, Shenghua Luan
Smart Heuristics For Individuals, Teams, And Organizations, Gerd Gigerenzer, Jochen Reb, Shenghua Luan
Research Collection Lee Kong Chian School Of Business
Heuristics are fast, frugal, and accurate strategies that enable rather than limit decision making under uncertainty. Uncertainty, as opposed to calculable risk, is characteristic of most organizational contexts. We review existing research and offer a descriptive and prescriptive theoretical framework to integrate the current patchwork of heuristics scattered across various areas of organizational studies. Research on the adaptive toolbox is descriptive, identifying the repertoire of heuristics on which individuals, teams, and organizations rely. Research on ecological rationality is prescriptive, specifying the conditions under which a given heuristic performs well, that is, when it is smart. Our review finds a relatively …
Developing Talent Through Work-Integrated Learning, Poh Sun Seow, Gary Pan
Developing Talent Through Work-Integrated Learning, Poh Sun Seow, Gary Pan
Research Collection School Of Accountancy
No abstract provided.
Toward A Model Of Hardiness Development: The Effect Of Hope On Hardiness, Chin Heng Low, Paul Heng Leong Lim, Kevin Koh
Toward A Model Of Hardiness Development: The Effect Of Hope On Hardiness, Chin Heng Low, Paul Heng Leong Lim, Kevin Koh
Research Collection Lee Kong Chian School Of Business
Hardiness has been proven to help with the management of psychological stress. It is an important state-like personality dimension that individuals can develop to cope with stressors. However, there is currently insufficient understanding on why hardiness develops in people. Through an exploratory study based on 55 undergraduate university students who worked on an international consulting project in return for grades, this research examines the relationship between individuals’ hardiness components of commitment, control and challenge and hope components of willpower and waypower. It is found that individuals’ hope components may be positively related to specific hardiness components. This bears considerable theoretical …
When Your Authority Fluctuates Throughout The Day, Eric M. Anicich, Michael Schaerer, Jake Gale, Trevor A. Foulk
When Your Authority Fluctuates Throughout The Day, Eric M. Anicich, Michael Schaerer, Jake Gale, Trevor A. Foulk
Research Collection Lee Kong Chian School Of Business
For many of us, the power we feel at work — how much, when it occurs, and around whom — can fluctuate. This can result in a surprising increase in stress and a decrease in well-being. To address this, consider these strategies for making power imbalances more manageable. First, be deliberate in scheduling your tasks to cluster activities with similar levels of power together. Second, give your work a routine and consider “theming” together days with similar activities. Third, create a role-transcendent identity in order to embrace your different levels of power. And finally, work to actively manage your well-being.
Burnout Isn’T Just Exhaustion: Workers Can Also Feel Cynical Or Inadequate, Tina Li Yi Ng, Andree Hartanto
Burnout Isn’T Just Exhaustion: Workers Can Also Feel Cynical Or Inadequate, Tina Li Yi Ng, Andree Hartanto
Research Collection School of Social Sciences
Employers, take note: There’s more to burnout which corporate wellness initiatives alone cannot solve, say SMU researchers. The huge wave of resignations spurred by the pandemic has forced companies to confront burnout, implementing “burnout breaks” to curb the loss of productivity that comes with working too much. Though initiatives like “mental health weeks” are widely appreciated, they merely scratch the surface and do not solve the issue. To truly put out the flames of burnout, a precise diagnosis of the problem is critical. This is especially true in Singapore, the world’s most fatigued country where one in two workers feels …
Looking At Candidates' Facebook Profiles As A Recruiter: Think Twice!, Filip Lievens, Smu Office Of Research
Looking At Candidates' Facebook Profiles As A Recruiter: Think Twice!, Filip Lievens, Smu Office Of Research
Research@SMU Infographics
In a research paper recently published in the prestigious Journal of Applied Pyschology, SMU Professor Filip Lievens and a team of researchers from the top universities in the United States and Australia revealed that it is not a good idea for recruiters to conduct social media checks on candidates.