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Articles 1 - 30 of 66
Full-Text Articles in Human Resources Management
Further Examinations Of The Impact Of Training On Emotional Intelligence, Jane Murray, Peter Jordan
Further Examinations Of The Impact Of Training On Emotional Intelligence, Jane Murray, Peter Jordan
Jane Murray
This poster presents the results of extended analyses conducted to determine the outcomes of Emotional Intelligence (EI) training for specific groups. Using a quasi-experimental design, two training programs were conducted over 18 months in a Public Sector organisation. Results demonstrated that emotions focused training (2 1/2 days) increased participant EI, and especially their ability to discuss own emotions, awareness of others’ emotions, and ability to manage others’ emotions. Results also revealed that interpersonal skills training (1 1/2 days) increased participant EI, including their ability to discuss own emotions and ability to manage others’ emotions. No change was revealed for a …
Decent Work And Development Policies, Gary S. Fields
Decent Work And Development Policies, Gary S. Fields
Gary S Fields
Welcoming the shift to outcomes which he perceives in the ILO's focus on decent work, the author explores the major issues thus raised. He discusses how to make the notion of decent work more precise in operational terms, and how to develop an integrated approach to economic and social policy in the decent work context, before formulating an empirical approach to assessing the effects of economic growth on decent work. Finally, he outlines a structure for the ILO's planned country reviews of progress towards decent work.
Achievement, Test Scores And Relative Wages, John H. Bishop
Achievement, Test Scores And Relative Wages, John H. Bishop
John H Bishop
[Excerpt] This article examines the causal connections between these two phenomena: changes in the academic achievement of high school graduates and changes in the payoff to college. Four specific questions are addressed. The questions and the answers generated by our examination of the data are outlined below[...]
Signaling, Incentives And School Organization In France, The Netherlands, Britain And The United States: Lessons For Education Economics, John H. Bishop
Signaling, Incentives And School Organization In France, The Netherlands, Britain And The United States: Lessons For Education Economics, John H. Bishop
John H Bishop
[Excerpt] What causes differences in secondary school achievement across these four nations? The first two sections of the paper describe the achievement differences among the four countries and examine the proximate causes of the differentials. I conclude that these achievement differentials are caused by differences in the quality of teachers and of student time and effort inputs devoted to academic achievement.
Are National Exit Examinations Important For Educational Efficiency?, John H. Bishop
Are National Exit Examinations Important For Educational Efficiency?, John H. Bishop
John H Bishop
“This paper analyses effects of national or provincial exit examinations on education quality. On theoretical grounds, the paper argues that such examinations should increase high school achievement, particularly in examination subjects, and that teachers and students and parents and school administrators should focus more on academic achievement when making school-quality decisions. On the negative side, exit examinations may lead to a tendency to concentrate on learning facts, rather than understanding contexts.”
The Impacts Of School-Business Partnerships On The Early Labor-Market Success Of Students, John H. Bishop, Ferran Mane
The Impacts Of School-Business Partnerships On The Early Labor-Market Success Of Students, John H. Bishop, Ferran Mane
John H Bishop
[Excerpt] This chapter examines the effects of improved signaling of student achievement in high school on the labor market success of recent high-school graduates. The chapter is organized into three sections. In the first section, we reproduce the argument that Bishop put forth in 1985 that better signaling of student achievement to employers would improve the quality of the jobs that recent high-school graduates could obtain and strengthen incentives to learn. In the second section, we analyze longitudinal data on eight graders in 1988 and attempt to measure the effect of school-employer partnerships on their subsequent success in the labor …
Student, Staff, And Employer Incentives For Improved Student Achievement And Work Readiness, John H. Bishop
Student, Staff, And Employer Incentives For Improved Student Achievement And Work Readiness, John H. Bishop
John H Bishop
“This article proposes a strategy for banishing mediocrity and building in its place an excellent American system of secondary education. Before a cure can be prescribed, however, a diagnosis must be made.”
Is The Test Score Decline Responsible For The Productivity Growth Decline?, John H. Bishop
Is The Test Score Decline Responsible For The Productivity Growth Decline?, John H. Bishop
John H Bishop
[Excerpt] The test score decline between 1967 and 1980 was large (about 1.25 grade-level equivalents) and historically unprecedented. New estimates of trend in academic achievement, of the effect of academic achievement on productivity and of trend in the quality of the work force are developed. They imply that if test scores had continued to grow after 1967 at the rate that prevailed in the previous quarter century, labor quality would now be 2.9 percent higher and 1987 GNP $86 billion higher.
Some Thoughts On The Cost Effectiveness Of Graduate Education Subsidies, John H. Bishop
Some Thoughts On The Cost Effectiveness Of Graduate Education Subsidies, John H. Bishop
John H Bishop
[Excerpt] How much should doctorate training be subsidized? The answer proposed is, "Doctorate training should be subsidized to the extent and only to the extent that it produces externality or public benefits – i.e. benefits received by people other than the one receiving the diploma." This value judgment derives from three propositions: (1) In general, an adult knows better than anyone else what is best for himself; (2) the price (measured in both time and money) he is willing to pay for graduate education is the best measure of how much he values it relative to other offerings; and (3) …
On-The-Job Training Of New Hires, John H. Bishop
On-The-Job Training Of New Hires, John H. Bishop
John H Bishop
This paper presents an analysis of a unique data set containing measures of the time devoted to training during the first three months on a job and the productivity consequences of that training. The major findings derived from the analysis of the data on new hire training may be summarized as follows.
In Search Of A Niche, John H. Bishop
In Search Of A Niche, John H. Bishop
John H Bishop
"As enrollment in secondary vocational education programs declines and employers re-evaluate the attributes needed for success in today’s job market, some observers of the U.S. education system have called for schools to limit – or even eliminate – the teaching of occupational skills. Does this mean employers don’t reward such training?"
Making Vocational Education More Effective For At-Risk Youth, John H. Bishop
Making Vocational Education More Effective For At-Risk Youth, John H. Bishop
John H Bishop
"Occupationally specific vocational training pays off for disadvantaged students, but only if graduates work in the jobs they were trained for. Implication: Vocational educators must help make sure that the skills they teach are used."
What We Know About Employer-Provided Training: A Review Of Literature, John H. Bishop
What We Know About Employer-Provided Training: A Review Of Literature, John H. Bishop
John H Bishop
While the importance of on-the-job training is recognized by everyone, it is a phenomenon that is very difficult to study. Most training is informal and hard to measure and its effects on productivity are even more difficult to quantify. An elegant theory explaining how the quantity of training is determined and who pays for and benefits from it has been available for more than a third of a century (Becker 1962). However, the absence of data on the key theoretical constructs of the theory--general training, specific training, informal training and productivity growth--means that the only predictions of the theory that …
Do Profit Maximizers Take Cold Showers?, Neil Campbell, Jeffrey Kline
Do Profit Maximizers Take Cold Showers?, Neil Campbell, Jeffrey Kline
Neil Campbell
A firm takes a "cold shower" if removal of a protective subsidy induces investment in a cost-reducing technology. We show that if the investment lowers marginal cost everywhere, then profit maximizers never take cold showers. However, if the investment does not lower marginal cost everywhere, a profit maximizer may take a cold shower.
Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
M. Diane Burton
[Excerpt] Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article ex-amines one such mechanism-employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover associated with organizational change appears to be concentrated among the most senior employees, suggesting "old guard disenchantment" as the primary cause. The results are consistent with the claim of neoinstitutionalist scholars that founders impose cultural blueprints on nascent organizations and …
Building Relationships And Resilience In The Workplace: Construction Of A Workplace Bullying Training Program, Sara Branch, Jane Murray
Building Relationships And Resilience In The Workplace: Construction Of A Workplace Bullying Training Program, Sara Branch, Jane Murray
Jane Murray
In recent years a growing number of interventions have been designed to reduce the impact of workplace bullying within organisations. However, due to a lack of research into this area relatively little is known about the efficacy of such programs. This paper presents an overview of a longitudinal research project being constructed to determine the impact of training on workplace bullying to assist employees to manage workplace bullying when it occurs. We propose an intervention which includes restorative justice practices, emotional intelligence and interpersonal skills training may be able to assist in reducing the impact of antisocial behaviours. The project …
[Review Of Pay Without Performance: The Unfulfilled Promise Of Executive Compensation], Kevin F. Hallock
[Review Of Pay Without Performance: The Unfulfilled Promise Of Executive Compensation], Kevin F. Hallock
Kevin F Hallock
[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 Personnel Economics In Imperfect Labour Markets], Kevin F. Hallock
[Review Of Personnel Economics In Imperfect Labour Markets], Kevin F. Hallock
Kevin F Hallock
Excerpt] This book is an attempt to consolidate what we know about Personnel Economics by focusing on Personnel Economics in Imperfect Labor Markets. Even on the first page of the book, the author is clear about this mission. In particular he notes that "The view of personnel economics analyzed in this book is based on two key properties of... labour markets: labour markets are imperfect and jobs are associated to [sic] rents; labour market institutions interact with personnel policies. Notably, wages are partly set outside the firm-worker pair (minimum wages and collective agreements are widespread)" and "job termination policies are …
Emotions At Work: What Do People Feel And How Should We Measure It?, Cynthia D. Fisher
Emotions At Work: What Do People Feel And How Should We Measure It?, Cynthia D. Fisher
Cynthia D. Fisher
Affect at work is of increasing interest to organisational researchers. Prior research on felt affect at work has focused almost exclusively on mood rather than emotion. As yet we have little knowledge about which emotions are felt or how frequently they are felt in the workplace, or of what their causes or consequences might be. There has not even been an instrument available for measuring emotion at work. This paper reports on a preliminary study designed as a lead-in to further research on emotion at work. One hundred and sixteen people reported on the frequency with which they had experienced …
The Availability Of Personal And External Coping Resources: Their Impact On Job Stress And Employee Attitudes During Organizational Restructuring. [2nd Rev. Ed.], James B. Shaw, Mitchell W. Fields, James W. Thacker, Cynthia D. Fisher
The Availability Of Personal And External Coping Resources: Their Impact On Job Stress And Employee Attitudes During Organizational Restructuring. [2nd Rev. Ed.], James B. Shaw, Mitchell W. Fields, James W. Thacker, Cynthia D. Fisher
Cynthia D. Fisher
This study examined the relationships among personal coping resources, social support, external coping resources, job stressors and job strains in a sample of 110 American Telephone & Telegraph employees undergoing a major organizational restructuring. The study expanded on a model suggested by Ashford (1988) by defining another category of coping resources that employees may draw upon to deal with the stressors and strains which occur during major organizational changes. External coping resources were defined as those which provided employees with a sense of "vicarious control" in stressful situations. Results indicated that personal coping resources, social support, and external coping resources …
Affective Events - Emotions Matrix: A Classification Of Work Events And Associated Emotions, John Basch, Cynthia D. Fisher
Affective Events - Emotions Matrix: A Classification Of Work Events And Associated Emotions, John Basch, Cynthia D. Fisher
Cynthia D. Fisher
Extract:Affective Events Theory (AET) (Weiss and Cropanzano, 1996) proposes that organizational events are proximal causes of affective reactions. "Things happen to people in work settings and people often react emotionally to these events. These affective experiences have direct influences on behaviors and attitudes". Recent research by Fisher (1998) has supported the hypothesized relationship between aggregated moment to moment emotions at work and outcomes such as job satisfaction, organizational commitment, and intention to quit. AET also proposes that stable work environment features such as job scope predispose the occurrence of certain types of affect-producing events. For instance, an enriched job might …
Personality And Employee Selection: Credibility Regained, Cynthia D. Fisher, Gregory J. Boyle
Personality And Employee Selection: Credibility Regained, Cynthia D. Fisher, Gregory J. Boyle
Cynthia D. Fisher
Conceptual and methodological advances on both the predictor and criterion side and several influential meta-analytic reviews have contributed to a resurgence of credibility for personality as a predictor in employee selection. This paper reviews the prior problems with personality as a predictor, summarises research findings on the effectiveness of personality in selection, and lays out the circumstances under which personality measures are most likely to be useful. The most consistent findings are that personality measures such as integrity and conscientiousness predict contextual and motivational aspects of performance reasonably well. Suggestions for future research on personality in selection are made, and …
Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher
Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher
Cynthia D. Fisher
Data were collected from 151 Hong Kong organisations to determine the effect of culture, firm size, level ofunionsation and several indices related to the presence of an HRM department within the firm on Human Resource Management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionisation were moderate predictors while firm size and the existence of specialised training departments within the HRM department were the strongest preditors of HR practices.
The Role Of Resources In Social Exchange, Grace Lemmon
The Role Of Resources In Social Exchange, Grace Lemmon
Grace Lemmon
No abstract provided.
Making Your Goals Clear, Ken Margolies
Making Your Goals Clear, Ken Margolies
Ken Margolies
[Excerpt] Lack of definition can make people confused, agitated and sometimes even hostile. These disastrous consequences are avoidable. Here are some examples that show how lack of definition can get in a steward's way — and what can be done about it.
Reciprocally Interlocking Boards Of Directors And Executive Compensation, Kevin F. Hallock
Reciprocally Interlocking Boards Of Directors And Executive Compensation, Kevin F. Hallock
Kevin F Hallock
Is executive compensation influenced by the composition of the board of directors? About 8% of chief executive officers (CEOs) are reciprocally interlocked with another CEO—the current CEO of firm A serves as a director of firm B and the current CEO of firm B serves as a director of firm A. Roughly 20% of firms have at least one current or retired employee sitting on the board of another firm and vice versa. I investigate how these and other features of board composition affect CEO pay by using a sample of 9,804 director positions in America's largest companies. CEOs who …
Dual Agency: Corporate Boards With Reciprocally Interlocking Relationships, Kevin F. Hallock
Dual Agency: Corporate Boards With Reciprocally Interlocking Relationships, Kevin F. Hallock
Kevin F Hallock
[Excerpt] This paper studies reciprocal interlocks of boards of directors of large firms where an employee of firm A sits on firm B's board and at the same time an employee of firm B sits on firm A's board. The study of Boards of Directors by those in economics and finance is not new. In fact, Dooley (1969) writes of interlocking directorates, but his definition is different in that he presents evidence of interlock where "at least one director ... sat on the board of at least one other of the largest companies". Books by Mizruchi (1982) and Pennings (1980) …
A Descriptive Analysis Of Layoffs In Large U.S. Firms Using Archival Data Over Three Decades And Interviews With Senior Managers, Kevin F. Hallock
A Descriptive Analysis Of Layoffs In Large U.S. Firms Using Archival Data Over Three Decades And Interviews With Senior Managers, Kevin F. Hallock
Kevin F Hallock
This paper uses data on over 4,600 layoff announcements in the U.S., covering each firm that ever existed in the Fortune 500 between 1970 and 2000, along with 40 interviews of senior managers in 2001 and 2002 to describe layoffs in large U.S. firms over this period. In order to motivate further work in the area, I investigate six main issues related to layoffs: timing of layoffs, reasons for layoffs, the actual execution of layoffs, international workers, labor unions, and the types of workers by occupation and compensation categories. The paper draws on literature from many fields to help further …
Applying The Enneagram To Manage And Motivate People, Sudhir H. Kale, Samir Shrivastava
Applying The Enneagram To Manage And Motivate People, Sudhir H. Kale, Samir Shrivastava
Sudhir H. Kale
The Enneagram is an ancient technique of personality classification dating back at least two thousand five hundred years. Enneagram theory suggests that humans can be categorized into nine major personality types. In this paper, we briefly discuss the nine personality types, and make a case for applying Enneagram to inform the traditional sub-functions of HR. We note that Enneagram theory identifies the internal motivations and calling of each personality type and point out that individuals cannot help getting motivated provided their energies are engaged in a manner that enables them to answer their calling. The accomplishment of a task, in …
An Assessment Of The Singapore Skills Development System: Does It Constitute A Viable Model For Other Developing Nations?, Sarosh Kuruvilla, Christopher L. Erickson, Alvin Hwang
An Assessment Of The Singapore Skills Development System: Does It Constitute A Viable Model For Other Developing Nations?, Sarosh Kuruvilla, Christopher L. Erickson, Alvin Hwang
Sarosh Kuruvilla
In this paper, we briefly describe the institutional background to Singapore’s successful national skills development model. We devise a tentative framework to evaluate national level skills development efforts, and we use it to assess the Singapore model. We argue that the model has the potential to constantly move towards higher skills equilibria, and in those terms, it is successful. However, we question the long-term sustainability of the model, and whether it is transferable to other developing nations. We outline several useful principles that other nations might use in organizing their own skills development systems.