Training and Development Commons^™

Work Ethic And Work Outcomes In An Expanded Criterion Domain, C. Allen Gorman, C. P. Meriac

C. Allen Gorman

Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.

The Ambivert Advantage: Curvilinear Effects Of Extraversion On Job Performance And Organizational Citizenship Behavior, C. Allen Gorman

C. Allen Gorman

No abstract provided.

Debunking The Myths Of Performance Management, C. Allen Gorman

C. Allen Gorman

No abstract provided.

Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe

Christopher J Collins

This study advances research on strategic human resource management by examining whether better firm performance depends on the alignment between an organization’s human resources (HR) system and its innovation strategy. The authors argue that the unique problems underlying exploration innovation strategies and exploitation innovation strategies require core workers to engage in different types of knowledge-search and -combination behaviors. Alternative HR systems theoretically produce different knowledge-search and -combination behaviors by way of their effect on employees’ ability, motivation, and opportunity structures at work. Drawing on a field study of 230 software firms, the authors demonstrate that alternative HR systems support either …

Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht

John Hausknecht

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively …

Causes And Consequences Of Collective Turnover: A Meta-Analytic Review, Angela L. Heavey, Jacob A. Holwerda, John Hausknecht

John Hausknecht

Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size heterogeneity for …

Mind The Gap, Ala Annual Conference 2017, Aisha Conner-Gaten

Aisha Conner-Gaten