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Full-Text Articles in Human Resources Management
Employee Performance, Well‐Being, And Differential Effects Of Human Resource Management Subdimensions: Mutual Gains Or Conflicting Outcomes?, Chidiebere Ogbonnaya, Jake G. Messersmith
Employee Performance, Well‐Being, And Differential Effects Of Human Resource Management Subdimensions: Mutual Gains Or Conflicting Outcomes?, Chidiebere Ogbonnaya, Jake G. Messersmith
Department of Management: Faculty Publications
The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviors and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from …
Information Seeking Behavior Of Research Scholars At Muet Library & Online Information Center, Jamshoro: A Study, Liaquat Ali Rahoo Mr, Muhammad Ali Khan Nagar, Maryam Kalhoro, Qurat-Ul-Ain Abro, Shadab Kalhoro
Information Seeking Behavior Of Research Scholars At Muet Library & Online Information Center, Jamshoro: A Study, Liaquat Ali Rahoo Mr, Muhammad Ali Khan Nagar, Maryam Kalhoro, Qurat-Ul-Ain Abro, Shadab Kalhoro
Library Philosophy and Practice (e-journal)
The aim of this paper was to study the behavior of the information seeking by the researcher scholars of the at Mehran University of Engineering & Technology, Jamshoro, Sindh Pakistan. The overall purpose of the research study was to find out the awareness and information requirements by the researcher for the research purposes which were provided by the Higher education commission digital library. The data was collected from 230 researchers with the help of questionnaire through the Google online form. Data was analyzed in SPSS software. Research findings were majority of researchers were use electronics resources, text books and reference …
Lincoln Area Skills Gap Report: Final Report, Eric Thompson
Lincoln Area Skills Gap Report: Final Report, Eric Thompson
Bureau of Business Research Publications
In recent months, the Nebraska Departments of Labor and Economic Development have led efforts to conduct two surveys regarding the skills of workers and skill needs of employers in the Lincoln area. The surveys were conducted during late 2017 and early 2018. The Lincoln area includes the two counties of the Lincoln Metropolitan Area (Lancaster and Seward), all or most of five surrounding southeast Nebraska counties (Gage, Jefferson, Saline, Saunders, and York) and a portions of 4 other adjacent counties (Butler, Cass, Fillmore, and Otoe). The two surveys are the Lincoln Area Labor Availability Survey and the Lincoln Area Survey …
Bang For The Buck: Understanding Employee Benefit Allocations And New Venture Survival, Jake G. Messersmith, Pankaj C. Patel, Christopher Crawford
Bang For The Buck: Understanding Employee Benefit Allocations And New Venture Survival, Jake G. Messersmith, Pankaj C. Patel, Christopher Crawford
Department of Management: Faculty Publications
Providing employee benefits is costly for new ventures, yet offering such inducements is often essential to developing human capital. While a broad combination of employee benefits could yield synergistic effects, adopting a large number of benefits may not be feasible for resource constrained ventures. To ensure survival, while limiting misallocation of scarce resources towards benefits that have lower returns, entrepreneurs must be selective in choosing the benefits that generate the most ‘bang for the buck’. Our study assesses the effects of employee benefit offerings on venture survival odds. Based on a longitudinal sample of 1012 US-based ventures from the Kauffman …
Impact Of Authentic Leadership On Performance: Role Of Followers’ Positive Psychological Capital And Relational Processes, Hui Wang, Yang Sui, Fred Luthans, Danni Wang, Yanhong Wu
Impact Of Authentic Leadership On Performance: Role Of Followers’ Positive Psychological Capital And Relational Processes, Hui Wang, Yang Sui, Fred Luthans, Danni Wang, Yanhong Wu
Department of Management: Faculty Publications
Authentic leadership has received considerable attention and research support over the past decade. Now the time has come to refine and better understand how it impacts performance. This study investigates the moderating role followers’ positive psychological capital (PsyCap) and the mediating role that leader–member exchange (LMX) may play in influencing the relationship between authentic leadership and followers’ performance. Specifically, we tested this mediated moderation model with matched data from 794 followers and their immediate leaders. We found that authentic leadership is positively related to LMX and consequently followers’ performance, and to a larger degree, among followers who have low rather …
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
Department of Management: Faculty Publications
The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range = 394–6,200), we show that (a) N >100 has little practical impact on the reliability of norm-based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T-scores based on …