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Articles 1 - 22 of 22
Full-Text Articles in Human Resources Management
Not Featherbedding, But Feathering The Nest: Human Resource Management And Investments In Information Technology, Adam Seth Litwin
Not Featherbedding, But Feathering The Nest: Human Resource Management And Investments In Information Technology, Adam Seth Litwin
Adam Seth Litwin
This study draws on employment relations and management theory, claiming that certain innovative employment practices and work structures pave the way for organizational innovation, namely investments in information technology (IT). It then finds support for the theory in a cross-section of UK workplaces. The findings suggest that firms slow to adopt IT realize that their conventional employment model hinders their ability to make optimal use of new technologies. Therefore, the paper advances the literature beyond studies of unionization’s impact on business investment to a broader set of issues on the employment relations features that make organizations ripe for innovation.
The Globalization Of Service Work: Comparative Institutional Perspectives On Call Centers (Introduction To A Special Issue Of The Industrial & Labor Relations Review), Rosemary Batt, David Holman, Ursula Holtgrewe
The Globalization Of Service Work: Comparative Institutional Perspectives On Call Centers (Introduction To A Special Issue Of The Industrial & Labor Relations Review), Rosemary Batt, David Holman, Ursula Holtgrewe
Rosemary Batt
This introduction to the special issue on the globalization of service work provides an overview of the call center sector and its development in coordinated, liberal market, and emerging market economies. The introduction's authors situate this research in literature on the comparative political economy and industrial relations. Drawing on qualitative research and a unique survey of 2,500 establishments in 17 countries conducted in 2003-2006, they discuss the extent of convergence and divergence in management practices and employment relations. They also describe the research methodology for the overall research project, highlight its major findings, and summarize the contributions of the thematic …
How Institutions And Business Strategies Affect Wages: A Cross-National Study Of Call Centers, Rosemary Batt, Hiroatsu Nohara
How Institutions And Business Strategies Affect Wages: A Cross-National Study Of Call Centers, Rosemary Batt, Hiroatsu Nohara
Rosemary Batt
This paper, drawing on a 2003-2006 establishment-level survey of 1,819 call centers in 15 countries, examines effects of industrial relations institutions and employer strategies on wage variation across coordinated, liberal, and emerging market economies. The authors find several contradictory patterns, which confirm theoretical predictions for some countries and contradict them for others, suggesting diverse institutional reactions to the emergence of a new economic activity. Consistent with prior research, Denmark, France, and Sweden exhibit patterns of low wage dispersion and no union wage premium, and the United States, Canada, and emerging market economies exhibit quite high levels of dispersion. Contrary to …
Service Strategies Marketing, Operations, And Human Resource Practices, Rosemary Batt
Service Strategies Marketing, Operations, And Human Resource Practices, Rosemary Batt
Rosemary Batt
Over the last three decades, the principles of service management have become widely accepted. These call for an integrated approach to marketing, operations, and human resource management (HRM). The scholarly and business press routinely point to the importance of customer loyalty and customer relationship management for corporate profitability. Advances in marketing concepts and information systems make it possible to capture more precisely the demand characteristics of customers and to tailor solutions to meet their needs. Why is it, then, that measures of customer satisfaction have declined steadily in the last decade, websites for consumer complaints have proliferated, and media accounts …
Remote Work: Examining Current Trends And Organizational Practices, Bradford Bell
Remote Work: Examining Current Trends And Organizational Practices, Bradford Bell
Bradford S Bell
[Excerpt] Although remote work offers a number of potential benefits, it is not without risks and challenges. Companies can find it difficult to build a culture that is accepting and supportive of remote work. It can also be difficult to track exactly who is working remotely, particularly when remote work is adopted more informally, and to measure the business impact of these initiatives. Remote workers can face a number of personal and professional challenges. For instance, they may struggle for exposure and access to professional opportunities and there is the risk that those working outside the office can become socially …
The State Of The Art In Performance Management: Learnings From Discussions With Leading Organizations, Bradford S. Bell, Christopher J. Collins
The State Of The Art In Performance Management: Learnings From Discussions With Leading Organizations, Bradford S. Bell, Christopher J. Collins
Bradford S Bell
Performance management is one of the fundamental HR tools that has been part of organizational life for decades and has long been the backbone of other activities of the HR system (e.g., pay decisions, development plans). Despite the importance of performance management, it has historically been rated by employees, managers, and the HR function itself as one of the least effective and understood HR practices. Given the stagnation in academic research on the topic and discontent on the part of organizational stakeholders, we decided it was an opportune time to meet with leading companies to understand the state of the …
Rigor And Relevance, Bradford S. Bell
Rigor And Relevance, Bradford S. Bell
Bradford S Bell
[Excerpt] As the incoming editorial team, our goal is to build on this position of strength and to advance both the reputation and readership of the journal. One way in which we intend to do this is by staying true to the mission that has guided P-Psych since its inception, which is to publish rigorous psychological research centered around people at work. Over the years, this focused mission has enabled the journal to publish seminal articles in personnel selection (Barrick & Mount, 1991), person-organization fit (Schneider, 1987), organizational citizenship behavior (Organ & Ryan, 1995), and many other areas of industrial-organizational …
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 …
Employee Engagement With A Corporate Physical Activity Program: The Global Corporate Challenge, Pascal Scherrer, Lynnaire Sheridan, Ruth Sibson, Maria M. Ryan, Nadine Henley
Employee Engagement With A Corporate Physical Activity Program: The Global Corporate Challenge, Pascal Scherrer, Lynnaire Sheridan, Ruth Sibson, Maria M. Ryan, Nadine Henley
Maria M Ryan
Employers engage with corporate physical activity programs to foster employee well being with a view to reducing the costs of absence and recruitment. This study reports on employee engagement with a commercial program, the Global Corporate Challenge, in terms of motivation, barriers, team dynamics, social aspects and self-reported physical activity levels. It uses guided introspection to explore how participation affected employee's motivation to sustain regular physical activity within the workplace setting. The program raised awareness of employees' individual physical activity levels and fostered social interaction in the workplace. Findings highlight the importance of employers providing a supportive context, fostering staff …
Union Presence, Employee Relations And High Performance Work Practices, Carol Gill, Denny Myer
Union Presence, Employee Relations And High Performance Work Practices, Carol Gill, Denny Myer
Carol Gill
Purpose – To investigate the relationship between unions, employee relations and the adoption of High Performance Work Practices (HPWP). Design/methodology/approach – This study uses survey data collected from the senior members of the HRM function in 1789 large Australian organisations. Findings – We found that unions, when coupled with good employee relations, facilitate the adoption of HPWP and consequently have a positive impact on organisational competitiveness, contradicting the simplistic notion that unions are ‘bad for business’ Research limitations/implications – This study used cross sectional survey data from HRM managers, who whilst being the best single source of information, may have …
Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe
Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe
Christopher J Collins
[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to …
Employee Outcomes: Human Resource Management Practices And Firm Performance In Small Businesses, Christopher J. Collins, Jeff Ericksen, Mathew Allen
Employee Outcomes: Human Resource Management Practices And Firm Performance In Small Businesses, Christopher J. Collins, Jeff Ericksen, Mathew Allen
Christopher J Collins
[Abstract] Improving company performance is something of interest to all small business leaders. Small business leaders have many tools at their disposal — from finance to marketing to customer service — that could potentially improve the performance of their company. Among these tools is the way that small business leaders manage their people. As has been mentioned in previous reports, research has shown that people management does indeed impact company performance, even at the financial level. Studies show increases in value per employee of up to $40,000 and survival rates for IPO firms as much as 20% higher for companies …
Human Resource Management Practices, Workforce Alignment, And Firm Performance, Christopher Collins, Jeff Ericksen, Mathew Allen
Human Resource Management Practices, Workforce Alignment, And Firm Performance, Christopher Collins, Jeff Ericksen, Mathew Allen
Christopher J Collins
Small business leaders are charged with delivering high levels of company performance. There is no shortage of potentially fruitful investments available for consideration; these include developing new products or services, improving product or service quality, and enhancing marketing and sales. Another possible investment - improving the way a company manages its people - tends to receive less attention. This is somewhat surprising, however, when one considers that the human resource management practices a company uses can dramatically impact the bottom-line. One study of large publicly traded firms, for example, found that companies using "high performance" human resource practices have market …
Celebrating 50 Years, 50 Years Of Knowledge Sharing And Learning From A Field Moving Forward, James Hayton, Panagiotis Piperopoulos, Theresa Welbourne
Celebrating 50 Years, 50 Years Of Knowledge Sharing And Learning From A Field Moving Forward, James Hayton, Panagiotis Piperopoulos, Theresa Welbourne
Theresa M. Welbourne, PhD
No abstract provided.
[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell
[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell
Bradford S Bell
[Excerpt] In The Mismanagement of Talent, Brown and Hesketh argue that rooted within the dominant discourse of the "war for talent" are several core assumptions that have shaped our perspective on employability in the KBE. The most central of these is that there is a limited pool of talent capable of rising to senior managerial positions, which creates fierce competition to recruit the best and brightest. The perception of talent as a limited commodity is seen as driving organizations to diversify their talent pools and adopt more rigorous recruitment and selection tools in an effort to get the right people, …
Fast Hr - Enhancing Service Excellence, Theresa M. Welbourne
Fast Hr - Enhancing Service Excellence, Theresa M. Welbourne
Theresa M. Welbourne, PhD
This article introduces a model of HRM based on learning from agile and extreme programming. In addition to describing how HRM can benefit from the discipline of Fast HRM, several case studies and learning from research studies are introduced.
Transitional Leadership In The Defence And Aerospace Industry: A Critical Analysis For Recruiting And Developing Talent, Maurice Dawson, Emad Rahim
Transitional Leadership In The Defence And Aerospace Industry: A Critical Analysis For Recruiting And Developing Talent, Maurice Dawson, Emad Rahim
Maurice Dawson
This article proposes a framework to create effective transitional leadership in the defence and aerospace industry. The proposed framework identifies and maps traits and skills of military personnel in a manner that can be tested and validated in accordance with principles of human resource management. Applying this framework would assist hiring managers in their selection of program or project managers from the military in transition to a defence contractor support organisation. Employing a research approach embracing a mix of both qualitative and quantitative strategies, the study examined more than 50 respondents to a 34-question survey, focusing on 14 respondents who …
Engaged In What? So What? A Role-Based Perspective For The Future Of Employee Engagement, Theresa M. Welbourne
Engaged In What? So What? A Role-Based Perspective For The Future Of Employee Engagement, Theresa M. Welbourne
Theresa M. Welbourne, PhD
No abstract provided.
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
John Hausknecht
[Excerpt] This chapter provides a review of selection research for service and sales occupations and is organized into three major sections. First, we describe the nature of service and sales work and define the competencies that underlie success in these jobs. Second, we summarize past research concerning the methods that have been used to select service and sales employees with attention to issues of validity, applicant reactions, and adverse impact. Finally, we discuss the implications of this body of work for practice and future research, highlighting several important but often overlooked issues concerning selection system design for this critical segment …
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 …
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 …
Toward A Strategic Human Resource Management Model Of High Reliability Organization Performance, Jeff Ericksen, Lee Dyer
Toward A Strategic Human Resource Management Model Of High Reliability Organization Performance, Jeff Ericksen, Lee Dyer
Lee Dyer
In this article, we extend strategic human resource management (SHRM) thinking to theory and research on high reliability organizations (HROs) using a behavioral approach. After considering the viability of reliability as an organizational performance indicator, we identify a set of eight reliability-oriented employee behaviors (ROEBs) likely to foster organizational reliability and suggest that they are especially valuable to reliability seeking organizations that operate under “trying conditions”. We then develop a reliability-enhancing human resource strategy (REHRS) likely to facilitate the manifestation of these ROEBs. We conclude that the behavioral approach offers SHRM scholars an opportunity to explain how people contribute to …