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Full-Text Articles in Human Resources Management
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.
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 …
Greening Of The World Of Work: Implications For O*Net-Soc And New And Emerging Occupations, Erich Dierdorff, Jennifer Norton, Donald Drewes, Christina Kroustalis, David Rivkin, Phil Lewis
Greening Of The World Of Work: Implications For O*Net-Soc And New And Emerging Occupations, Erich Dierdorff, Jennifer Norton, Donald Drewes, Christina Kroustalis, David Rivkin, Phil Lewis
Erich C. Dierdorff
This report summarizes the recent research to investigate the impact of green economy activities and technologies on occupational requirements in an effort to determine their impact on current O*NET-SOC occupations and to identify new and emerging (N&E) occupations that may be considered as potential candidates for inclusion in the O*NET-SOC system. The report is organized in three sections. Section I describes the occupational implications of the green economy and its associated activities and technologies. Section II focuses on important occupational staffing implications within different sectors of the green economy. Section III describes the methodology and results of this research, including …
Do Workgroup Faultlines Help Or Hurt? A Moderated Model Of Faultlines, Team Identification, And Group Performance, Katerina Bezrukova, Karen Jehn, Elaine Zanutto, Sherry Thatcher
Do Workgroup Faultlines Help Or Hurt? A Moderated Model Of Faultlines, Team Identification, And Group Performance, Katerina Bezrukova, Karen Jehn, Elaine Zanutto, Sherry Thatcher
Karen A. Jehn
In this study we examine a moderated model of group faultlines, team identification, and group performance outcomes. We extend research on faultlines by showing how different faultline bases (social category and information-based faultlines) may have differential effects on the performance of groups. In addition to faultline strength (the extent of demographic alignment across members within a group), we examine the distance between faultline-based subgroups (e.g., two members of age 20 are closer in age to two members of an opposing subgroup of age 25 than of two members of age 50). We test our model using an archival field methodology …
Using Triangulation To Validate Themes In Qualitative Studies, Karsten Jonsen, Karen Jehn
Using Triangulation To Validate Themes In Qualitative Studies, Karsten Jonsen, Karen Jehn
Karen A. Jehn
Purpose – The purpose of this paper is to provide instructional guidance on how to increase validity and reduce subjectivity in qualitative studies, such as grounded theory. The paper also demonstrates how different techniques can help management research by including informants/managers in a time efficient way. Design/methodology/approach – This paper describes how three complementary triangulation methods can be used for validation and exploration of concepts and themes in qualitative studies. Tree graphs, concept mapping, and member checking are applied in a managerial case study, complementing a conventional grounded theory approach. Findings – The paper suggests that naturalistic inquiries, such as …
Cross-Cultural Differences In Conflict Management: An Inductive Study Of Chinese And American Managers, Lorna Doucet, Karen Jehn, Elizabeth Weldon, Xiangming Chen, Zhongming Wang
Cross-Cultural Differences In Conflict Management: An Inductive Study Of Chinese And American Managers, Lorna Doucet, Karen Jehn, Elizabeth Weldon, Xiangming Chen, Zhongming Wang
Karen A. Jehn
Purpose – The purpose of this paper is to compare conflict management behaviors of American and Chinese managers. Its main aim is to uncover cultural differences in the way Chinese and American managers approach conflict – thereby developing a more thorough understanding of conflict management across cultures. Design/methodology/approach – Inductive analysis is used to uncover conflict management constructs that are unique to each culture. Structured interviews and multidimensional scaling techniques are used. Findings – Results show that the conflict management behaviors suggested by American and Chinese managers are different. For Chinese managers alone, embarrassing the colleague and teaching a moral …
Follow Me: Strategies Used By Emergent Leaders In Virtual Organizations, Lindred Greer, Karen Jehn
Follow Me: Strategies Used By Emergent Leaders In Virtual Organizations, Lindred Greer, Karen Jehn
Karen A. Jehn
In this multi-method study, we investigated the strategies used by members who emerged as leaders in organizations communicating primarily via e-mail communication. We hypothesized and found that members who emerged as leaders tended to rely on soft influence tactics, were consistent in their usage of a certain influence tactic, and participated in e-mail exchanges more than other members. Additionally, we found that e-mail style moderated the relationship between soft tactic usage and emergent leadership, such that members who used weak e-mail style when using soft tactics were more likely to emerge as leaders. The use of weak e-mail style, such …
Bosses’ Perceptions Of Family-Work Conflict And Women’S Promotability: Glass Ceiling Effects, Grace Lemmon
Bosses’ Perceptions Of Family-Work Conflict And Women’S Promotability: Glass Ceiling Effects, Grace Lemmon
Grace Lemmon
We examine one potential reason for the persistence of the glass ceiling: bosses' perceptions of female subordinates' family-work conflict. Person categorization and social role theories are used to examine whether bosses (both male and female) perceive women as having greater family-work conflict and therefore view them as mismatched to their organizations and jobs. The results support our model: bosses' perceptions of family-work conflict mediated the relationships between subordinate sex and perceptions of person-organization fit, person-job fit, and performance. Both types of fit were related to promotability (nomination for promotion and manager-assessed promotability). We discuss implications for practice and future research. …
The Effects Of Conflict Types, Dimensions, And Emergent States On Group Outcomes, Karen Jehn, Lindred Greer, Sheen Levine, Gabriel Szulanski
The Effects Of Conflict Types, Dimensions, And Emergent States On Group Outcomes, Karen Jehn, Lindred Greer, Sheen Levine, Gabriel Szulanski
Karen A. Jehn
In this study, we examine three types of conflict (task, relationship, and process) and four dimensions of conflict (emotions, norms, resolution efficacy, and importance) in decision making groups. We also investigate emergent states (e.g., trust, respect, cohesiveness; Marks et al. 2001; Acad Manag Rev 26: 530–547) as mediating the effects of the conflict types and dimensions on group outcomes (productivity and viability). All three types of conflict decreased positive emergent states in groups and this led to a decrease in group viability (the ability of a team to retain its members through their satisfaction and willingness to continue working together; …