Business Commons^™

Thinking Strategically About Your Human Resources, Marcella Kowalchuk

Publications and Scholarship

From 2018 to 2023, Thinking Strategically About Your Human Resources, provided small and medium businesses of Black Brick Capital with relevant information on how to navigate common workplace matters. The themes throughout the years dealt with leadership, employee engagement, performance management, equity, and inclusivity, retaining talent, total rewards, psychological safety, employment legislation and much more.

The Five Factor Model Of Personality And Hr Employees’ Perceptions Of Ai Adoption, Maddy L. Filetti

Student Publications

The use of artificial intelligence (AI) tools to support Human Resources (HR) functions has recently gained influence and sparked controversy in both academic and applied settings. While studies on human-technology interaction have mainly focused on the response of humans to digital technologies in various contexts (e.g., instant messaging and social media), there remains a lack of empirical research on HR professionals’ individual perceptions of AI tools. This paper will utilize McCrae & Costa’s Big-Five Factor Model of Personality (1989) to develop five theoretical propositions about HR workers’ dispositional willingness to accept AI technology. It is proposed that while agreeableness, openness …

Exploring Factors For Employee Attrition And Retention By Life Stage, Robert Joshua Whitton

Doctoral Dissertations and Projects

The objective of this study was to evaluate if a relationship exists between factors for push (attrition) and pull (retention) and employee life stage. With job attrition rates increasing almost 10% in the last 10 years and employers paying $2.4 trillion in 2021 because of employee turnover, the need to understand what drives retention and attrition remains very real. A survey, containing a demographics section and items rated on a Thurstone-like scale, was administered to full-time employees in the United States. Four hundred and eighty participants responded to the survey, but after removing responses that were incomplete or were completed …

How Recruitment And Staffing In The Healthcare Industry Has Been Impacted By The Covid-19 Pandemic, Jake O'Neil

Honors Program Theses and Projects

No abstract provided.

Organizational Change In The Workplace During The Covid-19 Pandemic, Takeisha Shante Miles

Doctoral Dissertations and Projects

Failed change initiatives continuously plagued organizations throughout time, mainly because of the complexities involving the response to change. Researchers studied to understand the cause and effect of failed change efforts. The type of change often notes as a precursor to the kind of response, while the resistance to change was a catalyst to the 70% rate of failed change initiatives (Burnes & Jackson, 2011; Maheshwari & Vohra, 2015). Organizational change initiatives become further complicated, involving a crisis. This qualitative multiple case study included the phenomenon of unsuccessful change proposals during a crisis, its implications on job satisfaction and employee resistance, …

Action: Asap, Inc., Employee Handbook, Timothy J. Riley

IPS/BAS 495 Undergraduate Capstone Projects

A project focused on the employee/employer relationship within a septic and excavation company located in the Treasure Valley. My mission was to create an administrative document defining the expectations of new and current employees, paired with their expectations from the company. This is an entirely new document to ASAP, Inc. as the company has grown and is seeking a better approach to defining the employee/employer relationship.

The Relationships Between Dimensions Of Inclusive Leadership And Aspects Of Employee Engagement: Crucial Connections For Organizational Success, Rosalind F. Cohen

Antioch University Full-Text Dissertations & Theses

In light of the current economic conditions in the United States brought about by the COVID pandemic, the war for talent is at a high point, and the acquisition and retention of qualified employees are highly competitive. Because employees want to feel challenged by their work and need to feel a sense of belonging, organizations that create engaging and inclusive cultures are at an advantage and need to understand how leadership behaviors can impact these cultures. This three-phased exploratory concurrent mixed-methods research study posed two questions to bring light to the relationship between Inclusive Leadership, Employee Engagement, and individual or …

Variations In Regulations To Control Standards For Training And Licensing Of Physicians: A Multi-Country Comparison, Wafa Aftab, Mishal Khan, Sonia Rego, Nishant Chavan, Afifah Rahman-Shepherd, Isha Sharma, Shishi Wu, Zahra Zeinali, Rumina Hasan, Sameen Siddiqi

Community Health Sciences

Background: To strengthen health systems, the shortage of physicians globally needs to be addressed. However, efforts to increase the numbers of physicians must be balanced with controls on medical education imparted and the professionalism of doctors licensed to practise medicine.
Methods: We conducted a multi-country comparison of mandatory regulations and voluntary guidelines to control standards for medical education, clinical training, licensing and re-licensing of doctors. We purposively selected seven case-study countries with differing health systems and income levels: Canada, China, India, Iran, Pakistan, UK and USA. Using an analytical framework to assess regulations at four sequential stages of the medical …

Covid-19_Umaine News_Harkins Discusses Remote Work Outlook On ‘Maine Calling’, University Of Maine Division Of Marketing And Communications

Division of Marketing & Communications

Screenshot of UMaine in the News regarding Jason Harkins, associate dean of the Maine Business School at the University of Maine, appeared on Maine Public Radio’s “Maine Calling” to discuss the future of remote work as Maine employers and employees return to their offices.

A Culture Of Contribution-The Hiring, Training, And Retaining Of Passionate Employees: A Disney Perspective, Kimberly Graham

Senior Honors Theses

The company culture of Walt Disney World is renown and worthy of emulation. The underlying culture incorporates servant leadership attributes and encourages the employees to demonstrate these attributes through a commitment to excellence and a desire to serve. It is through hiring, training, and retention techniques that a competitive advantage is garnered, and those in who work for Disney serve as a role model for other companies to follow. Training the Disney way is unique. It is considered a true culture of contribution. By using Disney’s training techniques and commitment to excellence, other companies can see a drastic improvement in …

Turn Departing Employees Into Loyal Alumni A Holistic Approach To Offboarding, Alison Dachner, Erin E. Makarius

2021 Faculty Bibliography

No abstract provided.

Implementing Lasting Change: Hr In The Social Service Sector, Fermin Diez, Run Qian Ng

Research Collection Lee Kong Chian School Of Business

The Human Resources (HR) practices in any organisation can make a big difference in its ability to implement the strategic plan (Thomas, Smith & Diez, 2013). This assertion points towards an additional question: Can a whole sector of the economy increase its overall capability and capacity by improving the overall HR abilities of the organisations in the sector? The Social Service Sector in Singapore has been undergoing just such a sector-wide transformation over the past 6 years, and provides a great opportunity to analyse empirically whether a systemic approach to improve the overall HR practices of the Social Service Agencies …

The Gender Pay Gap That No One Is Paying Attention To, Felice Klein

Management Faculty Publications and Presentations

That women are paid less than male colleagues is a stubborn fact in the U.S. workplace.

As of July, women earned 84 cents for every dollar a man earned. It is a discrepancy that has garnered significant attention from scholars, the media and sex discrimination lawsuits.

But this figure only tells part of the story regarding gender pay inequality.

As a professor of business management, I have long studied compensation and inequality and know that base pay is only one way that women are disadvantaged in the workplace. Recent research by myself and colleagues shines a light on how female …

Business School_Response To Request For Syllabi/Information About Pandemic-Related Courses And Activities Email, Tracy B. Bigney, Niclas Erhardt

Maine Business School

Email thread of the response from the Maine School Business to the request for syllabi/information about pandemic-related courses and activities from the Provost Office. Content was submitted by Tracy B. Bigney, Cooperating Instructor, University of Maine to Niclas Erhardt, Associate Dean, Maine Business School, University of Maine.

Business School_Pandemic Related Material In Bua 330 Human Resource Management Email, Tracy B. Bigney

Maine Business School

Email from Tracy B. Bigney to the University of Maine Provost Office detailing how she had incorporated pandemic-related material into her class BUA 330 Human Resource Management.

Business School_Bua 330 Employment Law Paper, Tracy B. Bigney

Maine Business School

Employment Law Paper for University of Maine Course BUA 330 class on Mandatory Paid Sick Leave, from Tracy B. Bigney, Cooperating Instructor, Maine Business School.

Covid-19 Hr Challenge: Lessons From Vigilant Singaporeans, Richard R. Smith

Research Collection Lee Kong Chian School Of Business

Lessons from Singapore that may benefit global HR business leaders in caring for the health and well-being of the workforce during this challenging time.

Business School_Bua 330 Hr Role In Pandemic Planning Class Presentation, Tracy B. Bigney

Maine Business School

Class presentation slides for University of Maine Course BUA 330 class on "HR's Role in Pandemic Planning", from Tracy B. Bigney, Cooperating Instructor, Maine Business School.

Uber, Jeffrey S. Harrison, Bryant Holden, Kelli Mckenna, Scott Mcquiddy, Alex Wiles

Robins Case Network

Uber focuses primarily on the ride-hailing industry, which puts the company in direct competition with regular taxis. The company is like a lot of tech-driven, fast growing entrepreneurial firms in that it still struggles for profitability. Also, the popularity of this new form of transportation has put the company and its close competitors, such as Lyft, in the spotlight of government lawmakers and regulators. If they classify Uber drivers as employees rather than independent contractors, it could dramatically alter the Uber business model. This case is written in the aftermath of the ouster of one of the company’s co-founders as …

Leadership Doctorates Newsletter: Volume 5, Number 2, Larry Starr, Phd

Leadership Doctorates Newsletter (Formerly Strategic Leadership Newsletter)

In this Issue:

• Dean's Report
• Jefferson’s 195th Graduation Ceremony
• Jefferson Leadership Doctorate 2nd Annual Graduation Social
• Successful Defense Announcement
• Commencement Reflection
• Docendo Discimus
• 2019 Delaware Valley HR Person of the Year
• Artificial Intelligence (AI) in Global Health
• DSL Strategic Planning and Consulting
• Russell L. Ackoff Centennial
• PhD in Complex Systems Leadership
• Community Updates and Activities
• DSL Digital Communities and Documents
• Upcoming Conferences and Events
• SCPS DSL / CSL on Both Campuses
• Americanada Day Celebration

The Double-Edged Sword Of Jurisdictional Entrenchment: Explaining Human Resources Professionals’ Failed Strategic Repositioning, Kurt Sandholtz, Daisy Chung, Isaac Waisberg

Faculty Publications

To protect themselves against deskilling and obsolescence, professionals must periodically revise their claims to authority and expertise. Although we understand these dynamics in the broader system of professions, we have a less complete understanding of how this process unfolds in specific organizational contexts. Yet given the ubiquity of embedded professionals, this context is where jurisdictional shifts increasingly take place.Drawing on a comparative ethnographic study of human resources (HR) professionals in two engineering firms, we introduce the concept of jurisdictional entrenchment to explain the challenges embedded professionals face when they attempt to redefine their jurisdiction. Jurisdictional entrenchment describes a condition in …

The Employee Engagement Framework: High Impact Drivers And Outcomes, Amena Shahid

Publications and Scholarship

For the prior two decades, employee engagement has been a subject of interest both in academic research and among managers. Organizations have invested vital resources in promoting employee engagement since employee engagement is identified as a critical driver of organizational performance. Engagement adds distinctly to an organization’s performance, driving to gains in quality, customer satisfaction, and long-term monetary results. In a world that is evolving both regarding the global essence of work and the diversity of the employees, engaged employees may be a core of an ambitious resource. Companies promoting employee engagement will achieve organizational goals effectively. Several employees look …

A Guide To Leadership Development At A Company, Bridget Nobiletti

Senior Honors Projects

Leadership development is essential for companies because it drives a company’s effectiveness in reaching its goal and promotes growth among employees, causing them to want to stay with the company. Knowing how to develop employee leadership is complex because it is largely dependent on the individual and their role within the organization. I interviewed leadership professionals and human resource professionals who have experience in leadership development to guide my research. I broke up management into three categories and found that the different segments of management need different skills in order to be effective at their jobs. The first step to …

Management Communication Failures In Faculty Hiring Processes: A Case Study, Christopher J. Mckenna

Faculty Publications

While universities contribute directly to the future successes of students through the delivery of content knowledge and the development of key career skills, they might also reasonably be expected to model the “best practices” of industry professionals. However, based upon a three-year study of the communications between universities and graduate students applying to nearly two-hundred faculty positions, universities often fail the best practice test when interacting with job candidates. Ironically, they do so even when recruiting for faculty positions that target candidates specializing in the pedagogies and practices of effective communication.

Law Library Blog (October 2017): Legal Beagle's Blog Archive, Roger Williams University School Of Law

Law Library Newsletters/Blog

No abstract provided.

Correcting Misconceptions About Gamification Of Assessment: More Than Sjts And Badges, Michael B. Armstrong, Jared Z. Ferrell, Andrew B. Collmus, Richard N. Landers

Psychology Faculty Publications

Describing the current state of gamification, Chamorro-Premuzic, Winsborough, Sherman, and Hogan () provide a troubling contradiction: They offer examples of a broad spectrum of gamification interventions, but they then summarize the entirety of gamification as “the digital equivalent of situational judgment tests.” This mischaracterization grossly oversimplifies a rapidly growing area of research and practice both within and outside of industrial–organizational (I-O) psychology. We agree that situational judgment tests (SJTs) can be considered a type of gamified assessment, and gamification provides a toolkit to make SJTs even more gameful. However, the term gamification refers to a much broader and potentially more …

Era Of Big Data: Danger Of Descrimination, Andra Gumbus, Frances Grodzinsky

WCBT Faculty Publications

We live in a world of data collection where organizations and marketers know our income, our credit rating and history, our love life, race, ethnicity, religion, interests, travel history and plans, hobbies, health concerns, spending habits and millions of other data points about our private lives. This data, mined for our behaviors, habits, likes and dislikes, is referred to as the “creep factor” of big data [1]. It is estimated that data generated worldwide will be 1.3 zettabytes (ZB) by 2016. The rise of computational power plus cheaper and faster devices to capture, collect, store and process data, translates into …

A Cross Country Comparison Of Best Practices In Recruitment And Selection, Greg Vickers, Michael P. Mcdonald, Sara J. Grimes

Department of Management Faculty Publications

This study examines best practices in hiring related to the recruitment and selection process in English-speaking countries with an Anglo-Saxon heritage. Since such countries share a similar cultural backgrounds and histories, best practices are likely to be somewhat similar. Studies of best practices were examined in the following countries: United States of America, Australia, United Kingdom, Canada, and New Zealand. After looking at commonalities across “best practices” studies, the current investigation presents a common set of such practices in terms of usage.

Optimizing Performance Of Hrss And Selling Of The Shared Services Model, Elizabeth Wixted, Stuart Smith Phd

Research in Human Capital Development (HCD 770)

In today’s business world, organizations must continuously change in order to stay relevant and competitive in the marketplace. One of the ways organizations have been doing this is by moving functional groups to centers of excellence and shared services models. The purpose of these models is to standardize processes across organizations with the added intention to recognize significant cost savings. My company is no exception to this phenomenon but we are moving one line of business at a time in a slow and thoughtful manner. If I had the opportunity to sell the shared services model to my entire enterprise, …

A Strategic Approach To Improving Workplace Performance At The West Philadelphia Skills Initiative, Sheila Ireland, Stuart Smith Phd

Research in Human Capital Development (HCD 770)

In this paper I will focus on the talent management issues in my own department rather than the ones in the larger organization. Specifically, I used the framework proposed in Beyond HR to help my department:

1. Identify our strategic pivot points
2. Identify the organization and talent pivot points that matter most
3. Develop the program policies and investments that will make those pivot points happen.

As I have the authority to do so within my own department my role has accordingly changed from Influencer of Action to Change Agent. I have used a combination of library research and action research for …