Human Resources Management Commons^™

An Organization's Responsibility To Its Employees, Susan R. Madsen

Susan R. Madsen

Defining and deciding the responsibility of business organizations to provide and assist employees with work-family programs and initiatives is a current critical issue that has ignited controversy during the past decade. The author argues that work-family programs should be a part of every organization and should be linked to benefits to the employer. She argues that training and educating business leaders about work-family options and benefits is a better solution than continual legislation. Discussions include organizational responsibility, the increased need for these programs, work-family programs and services, benefits and suggestions for the employer, and finding a solution through shared responsibility.

Should The Federal Government Mandate Family Medical Leave Policy For Companies With 25-49 Employees?, Sonja Irlbeck, Susan R. Madsen, Sue Nash

Susan R. Madsen

Employees and employers struggle with balancing work/family responsibilities. While the U.S. Family Medical Leave Act (FMLA) has been effective for some companies, it created burdens for others. The current debate whether to extend the FMLA to employees in companies with 25-49 employees has spawned U.S. studies and hearings to understand better both sides of the issue. This article reviews both sides of this critical issue, providing a history of the current act and references to international documentation and experts on the topic. The authors discuss possible amendments to the FMLA, as well as expansion of the legislation that will benefit …

Incremental Validity Of Empirically Keyed Biodata Scales Over Gma And The Five Factor Personality Constructs

L. A. Witt

No abstract provided.

Describing The Elements Of Business And Human Resource Strategy, Daniel Koys

Daniel J. Koys

No abstract provided.

An Examination Of Organizational And Team Commitment In A Self-Directed Team Environment, J W. Bishop, Dow Scott

Dow Scott

A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were …

Factors Influencing Employee Beliefs That Pay Is Tied To Performance, M J. Vest, Dow Scott, J M. Vest, S E. Markham

Dow Scott

The unique relationship of perceived pay level equity, perceived appraisal accuracy, merit increase satisfaction, trust in supervisor, and trust in top management to employee beliefs that pay is tied to performance was investigated in a sample of 658 managerial, professional, and clerical employees. Pay level equity, merit increase satisfaction, and trust in top management exhibited a significant unique relationship. Post hoc analysis found appraisal accuracy exhibited a significant unique relationship with belief that pay is tied to performance among employees receiving a lower or higher than expected performance appraisal, but not among employees receiving the expected performance appraisal.

Support, Commitment And Employee Outcomes In A Team Environment, J W. Bishop, Dow Scott, S M. Burroughs

Dow Scott

This field study investigated whether perceived team support and team commitment relate to employee outcomes differently than perceived organizational support and organizational commitment. A LISREL analysis was conducted on data from 380 manufacturing plant employees and 9 supervisors. Job performance was related to team commitment; intention to quit was related to organizational commitment; and organizational citizenship behavior was related to both team and organizational commitment. Commitment mediated the relationships between support and the outcome variables.

West Point Market: Managing A Challenge From The Eeoc, Todd A. Finkle

Todd A Finkle