Business Commons^™

The Feminization Of Human Resources And How It Affects Women's Careers, Courtney Wegrzyn

Honors Projects in Management

Over the past 50 years, women have advanced into managerial roles in the workplace at exponential rates (Beller, 1982; Scarborough, 2017). However, hiring and promotions based on societal norms and bias have often accentuated or hampered the balance of gender in certain industries (Gaucher et al., 2011; Tambe et al., 2019). The purpose of the present study is to research the differences in gender equality, perceptions, and representation in the often-feminized industry of Human Resources. This research outlines the historical progression of gender balance in the workplace and reviews societal pressures and cycles that lead to the manifestation of these …

An Analysis Of The Direct Effect Of Siestas On: Local And Multinational Business In Spain, Arana S. Torres Alicea

Honors Projects in Business

The study investigates the impact of siestas on workplace productivity and employee well-being in local and multinational companies based in Spain. Qualitative data was collected through interviews to examine how these companies have adapted to remote work arrangements and their views on the relevance of siestas in their operations. The study seeks to determine whether siestas play a significant role in shaping workplace cultures and policies, even amidst changing work habits brought about by the pandemic, providing insights into the ongoing debate on the relevance of siestas in modern-day work environments in Spain. Furthermore, the findings of this study can …

The Future Of The Workforce Depends On Generation Z: A Study On Generational Workforce Preferences, Laura Urgal

Honors Projects in Management

This research paper closely analyzes Gen Z in order to better understand their views, preferences, and expectations of the workforce. We are living in the era with the largest generational diversity to date. The idea of a multigenerational workforce has become an integral part of the workforce itself. With Gen Z’s coming of age and beginning to enter the workforce en masse – with them a unique set of skills, values, and expectations. It becomes of utmost importance for businesses and organizations to understand Gen Z workforce preferences as the demographic group is determined to shape the workforce. As Gen …

Uab Sdg: Recruitment Based On Values, Lina Girdauskiene, Asta Savaneviciene Dr, Rasa Laliene Dr, Zivile Stankeviciute

Case Studies

JSC SDG is a group of companies providing safe work consultancy services. The company was established in 2002 and has grown to the group of the companies. During the growth period organization faced various human resource management problems. One of the most significant issues are leadership. Recruiting suitable employees is a challenging aspect, as it affects the well-being of the employees and the goals of the organization.

Rimi Lietuva, Uab: Journey Towards Employment Of People With Disability, Zivile Stankeviciute, Asta Savaneviciene Dr, Lina Girdauskiene, Rasa Laliene

Case Studies

Rimi Lietuva is one of the largest retailers in Lithuania. Rimi Lietuva's retail network is designed to meet the most diverse needs of customers and to serve them as well as possible. The company has more than 3000 employees representing various generations, different nationalities, various backgrounds and different skills and abilities. Rimi Lietuva has a huge focus on employee diversity and inclusion. Behind this orientation lies the commitment of the organization and its CEO to corporate social responsibility and wiliness to help people to find the job who are usually “left behind”.

What About Them? The Health And Well-Being Of Those Who Care For Others, Catherine Papayannopoulos

Honors Projects in Management

Employee Health and Wellness Programs are increasingly more prevalent in different work environments and industries. Studies have shown that these programs can potentially increase employee productivity and reduce absenteeism, in addition to emphasizing a priority on mental and physical wellness. Healthcare workers already have a stressful job, but since the breakout of COVID-19, they have been overwhelmed with this pandemic to an even higher degree. It is important that healthcare workers take care of their own health and wellness and that it is prioritized at their place of work. Through surveying various healthcare workers, this study investigates if healthcare professionals …

Effective Management In The Post-Pandemic Hybrid Workplace, Logan Michael Sarkisian

Honors Projects in Management

In 2020, the COVID 19 pandemic struck the world and called for a change in the way business is conducted. Companies are being forced to redesign their business models to accommodate the widespread push to digital platforms, also known as the digital transformation era. As a result, more companies are shifting their environments to utilize a blend of the increasingly popular remote work approach with the traditional in-office practice. This sudden rise in remote work and the numerous affects it has on employees has caused a need for change in the way managers conduct their business. A qualitative research study …

High Commitment Hrm And Burnout Of Frontline Food Service Employees: A Moderated Mediation Model, Stephen T. Teo, Diep T. N. Nguyen, Azadeh Shafaei, Tim Bentley

Research outputs 2014 to 2021

Purpose:

Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees.

Design/methodology/approach:

A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling.

Findings:

There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect …

Performance Management: Quo Vadis?, Filip Lievens, Philipp Schapers, Christoph N. Herde

Research Collection Lee Kong Chian School Of Business

Traditionally performance management has been described as a powerful tool in Human Resource Management (HRM) because it has potentially a wide array of application possibilities for various HR topics. However, the reality in practice is different. Various surveys reported that more than 90 percent of the performance management systems are unsuccessful. Further studies have shown that up to 75% of staff feel that their organization’s performance management system does not help them to improve their performance and is largely a waste of time (e.g., Capelli & Tavis, 2016; Pulakos, 2009). Economic analyses of the return on investment (as compared to …

Time For Realignment: The Hr Ecosystem, Scott Snell, Shad Morris

Faculty Publications

The concepts of fit and alignment have been foundational to the field of strategic human resource management. And while the theoretical premises that underlie these concepts remain useful and intuitively compelling, the lack of empirical evidence to support them proves problematic. Part of the reason, we suspect, is that our research on fit and alignment does not fully reflect realities of contemporary organizations or the practical challenges faced by managers. We argue that HR researchers have an opportunity to reframe concepts of fit and alignment to better reflect the complexities and dynamics of contemporary models of strategy and organization. We …

The Influence Of Perceived Psychological Contract Violations On Expatriate Attitudes: The Moderating Role Of Individual, Organizational, And National Factors, Kowoon Kim

FIU Electronic Theses and Dissertations

As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attention as an underlying mechanism for managing expatriates. However, existing psychological contract studies …

Compliance Police Or Business Partner? Institutional Complexity And Occupational Tensions In Human Resource Managment, Kurt Sandholtz, Tyler N. Burrows

Faculty Publications

Faced with institutional demands, organizations often create departments whose work is divorced from technical imperatives. This paper examines workers in one such department: Human Resources. Analysis of HR's recent history and evidence from an ethnographic study of HR work highlight the institutional origins of conflict between HR's established "compliance police" role and the "business partner" expectations of line managers. The paper outlines a theory of how organizational responses to institutional complexity contribute to persistent tension in HR and other heteronomous occupations.

Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy

Faculty Publications

Research Summary:

Prior scholarship has assumed that firm-specific and general human capital can be analyzed separately. This paper argues that, in some settings, this is not the case because prior firm-specific human capital investments can be a market signal of an individual’s willingness and ability to make such investments in the future. As such, the willingness and ability to make firm-specific investments is a type of general human capital that links firm-specific and general human capital in important ways. The paper develops theory about these investments, market signals, and value appropriation. Then the paper examines implications for human resource management …

Ryanair Holdings, Nicole Blake Tran, Jamie Perkinson, Caron Sinnenberg, Lionel Tarcia, Jeffrey S. Harrison

Robins Case Network

The crass Irish CEO of Ryanair presides over a modern miracle. Ryanair, with its ridiculously low prices and poor reputation for service, has become one of Europe’s largest and most successful airlines. Employees pay for their own training, flights are cancelled if they won’t be full enough to be profitable, and the concept of “no frills” is heartily embraced. However, some new competitors have come on the scene, and Ryanair may be forced to improve its service and reputation to keep up.

Rethinking Cross-Border Talent Management: The Emerging Markets Perspective, Tejpavan Gandhok, Richard Raymond Smith

Research Collection Lee Kong Chian School Of Business

A closer look at the relatively little understood issue of how and why emerging market MNCs manage their senior talent for international growth leads us to question the conventional wisdom on talent management practices.

Working With The Plateaued Employee, Janet Butler Munch

Publications and Research

As supervisors, middle managers may observe employees who have lost interest in their work, have become demotivated, or seem to be in a rut. This phenomenon can happen to even the most productive employees. Managers can help mitigate negative aspects by supporting their librarians, and helping them to make self-enhancing decisions for their continual professional growth and development.

An Investigation Into The Factors That Lead To Career Success In Accounting: Are Great Accountants Born Or Made?, Kelly Cocco

Honors Projects in Accounting

Are great accountants born or made? This paper examines various factors and personality traits which lead to career success in accounting, as perceived by accountants with various levels of earnings and job satisfaction. The current literature indicates that a gap exists between employer expectations of potential employees and the skills and traits that accounting graduates prioritize as most important when they are about to enter the workforce (Muda 2009). This study extends the literature by attempting to identify the traits and characteristics of successful accountants by surveying accounting professionals, who are defined as those who have careers in accounting functions …

Are You My Mentor? Informal Mentoring Mutual Identification, Elizabeth T. Welsh, Devasheesh P. Bhave, Kyoung Yong Kim

Research Collection Lee Kong Chian School Of Business

The purpose of this study is to understand the extent to which potential mentors and protégés agree that an informal mentoring relationship exists. Because these relationships are generally tacitly understood, either the mentor or protégé could perceive that there is a mentoring relationship when the other person does not agree. Whether gender affects this is also to be examined. Individuals were asked to identify their mentoring partners. Each report of a partner was then compared to the partner's list to determine whether there was a match (i.e. both reported the relationship as an informal mentoring relationship) or a mismatch (i.e. …

Key Hrm Strategies For M&A Integration In The Global Banking Industry: A Comparative Study Of The Usa, Europe And South America, Yongsun Paik, Jennifer S. Belcher

Management Faculty Works

Based on in-depth interviews with over ten major banks and financial corporations in the USA, Europe, and South America, this paper identifies the main reasons for the more effective post-merger integration strategy of European and South American banks than that of their US counterparts. Overall, we found that human resource managers are essential to the M&A integration process in Europe and South America owing to the influence of labour laws in those regions. In particular, substantial differences were noted in the retention strategy and negotiation process regarding compensation between the USA and both European and South American banks.

Gender & Leadership: Do Human Resource Policies And Practices Affect A Woman’S Ascent In Organizations?, Arielle Langlais

Honors Projects in Management

As more women began assuming leadership roles in organization, researchers established a number of consistencies in the promotion of women into the upper ranks of an organization. Jonsen, Maznevski, and Schneider have taken a look at these differences in their study, “Gender Differences in Leadership: Believing is Seeing.” In this study they examine three ways in which organizations view women and the Human Resource policies and programs that support these views. Based on this and other research, I conducted a study in hopes of assessing the validity and existence of these views as they are evident in Southern New England …

Can Leadership Be Developed By Applying Leadership Theories? : An Examination Of Three Theory-Based Approaches To Leadership Development, Joshua C. Laguerre

Honors Projects

Investigates the possibility of leadership development by application of leadership theory. Through a critical literature review, examines empirical studies utilizing three development approaches: Fiedler's Contingency Model, Burns and Bass's Transformational Leadership Theory, and Avolio's Authentic Leadership Theory. Concludes that, while leadership can be generated employing any of these theories, an overall framework for developing leadership is lacking. Presents a possible framework, based on the transformational and authentic leadership models.

A Study On Workforce Integration In An International Acquisition, Christopher Lussier

Honors Projects in Management

International acquisitions are extremely difficult to maneuver and success is far from guaranteed. Navigating through financial statements is one thing, but trying to link together two or more geographically and culturally diverse workforces is an entirely another thing. This study analyzes fourteen employee interviews from four different companies involved in international acquisitions within the last ten years. It develops a comprehensive comparison of companies looking to partially integrate through hands-off management or fully integrate through synergistic collaboration of workforces. The analysis looks at the actions companies take once the decision is made to grow internationally through mergers and acquisitions in …

The Employment Relationship, John W. Budd, Devasheesh P. Bhave

Research Collection Lee Kong Chian School Of Business

The employment relationship is the connection between employees and employers through which individuals sell their labor. This might consist of an immigrant day laborer paid by the bushel to pick fruit in the hot sun, a salaried manager who has been working in an air-conditioned office for the same company for 40 years, or innumerable other situations. Irrespective of situation, all employees and employers have fundamental interests they pursue through the employment relationship, all forms of this relationship are mediated by labor markets and states, and each instance of this relationship is governed by some form of a contract, ranging …

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.

Impact Of Behavioral Performance Management In A Korean Application, Fred Luthans, Shanggeun Rhee, Brett C. Luthans, James B. Avey

Department of Management: Faculty Publications

Purpose – The purpose of this study is to examine whether the use of money, social recognition, and feedback have a similar impact on employee performance in the context of a modern Korean broadband internet service firm.

Design/methodology/approach – The study design was a quasi-field experiment (with control group). First, the leaders of this Korean firm were trained in behavioral performance management. Following the steps of organisational behavior modification (O.B. Mod.) they identified, measured, and analyzed critical performance behaviors and then intervened with the following reward incentives: money (n = 38), social recognition and caring attention (n = 41), and …

Small Business Owners: Too Busy To Train?, Elizabeth Walker, Janice Redmond, Beverley Webster, Megan Le Clus

Research outputs pre 2011

Purpose – The reason often cited for the poor relationship between small businesses and their uptake of vocational education and training is that small business owner-managers claim that they are too busy to engage in training or any type of learning activity and that most training is of little value to them. The aim of the research is to examine the relationship between these factors.

Design/methodology/approach – Using qualitative research methods the study collected data of the knowledge, attitudes and needs of small business owner-managers, both before and after participation in a training program.

Findings – This study has indicated …

The International Protean Career: Considerations For Human Resource Management, Marian Crowley-Henry

Conference papers

This paper presents some career patterns from a research undertaking which qualitatively sampled highly educated Western foreign residents in the South of France. In the data collection, their individual career stories were relayed to the researcher from in-depth exploratory interviews. The very personal and individual nature of these careers is underlined in the research findings. The aim of this paper is to share some of the broader findings from the study, which invoke discussion on the wider concerns for career management within the HRM discipline in the future.

Indexing Change In Lis Work: Implications For Recruiting Managers, John Cullen, Allison Kavanagh

Articles

Purpose: This paper reports on three periods of library and information service (LIS) recruitment data collected over a six-year timeframe with the aim of developing a tool for indexing change in the recruitment and labour market for workers in the field. Methodology / Approach: The recruitment data was collected in an Irish context over three distinct 12-month timeframes (1999, 2001-2002 and 2005). The two earlier annual sets of data have already been reported and discussed (the latter in Library Management in 2004a), and the most recent set (2005) is presented here. The data over the three timeframes is compared here, …

Temporal Spans In Talk: Doing Consistency To Construct Fair Organization, Jeanie M. Forray, Jill Woodilla

WCBT Faculty Publications

It is generally understood that time, among its other aspects, is a resource in organizational life. In this paper, we take an interpretive perspective to this notion by considering temporality as a verbal resource in the work of organizing. We introduce the concept of 'temporal span' and discuss the ways in which temporal spans serve to establish consistency as an ongoing attribute of organizational reality. Empirical examples drawn from an ethnomethodological study of human resource managers demonstrate interactions during which these managers invoke temporal spans to construct 'fair organization'. We discuss the use of temporality as a verbal resource with …

Competencies: A New Sector, Tony Kiely, Monica Brophy

Articles

Outlines the processes involved in the development of a competency based framework for use by middle managers of three-star Irish hotels within rooms division and the food and beverage department. Secondary research provides an overview of existing generic competency models. Competency models and frameworks have been applied and customised across a broad range of industry sectors. Seeks to address the need for an innovative and fresh approach to HRM within the Irish hotel sector. The primary research is conducted among three-star hotels nation wide, giving equal representation to all regions of Ireland. Job analysis techniques are used as the basis …