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Articles 1 - 9 of 9
Full-Text Articles in Labor Relations
Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe
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 …
The Relationship Of Achievement Motivation To Entrepreneurial Behavior: A Meta-Analysis, Christopher J. Collins, Paul J. Hanges, Edwin A. Locke
The Relationship Of Achievement Motivation To Entrepreneurial Behavior: A Meta-Analysis, Christopher J. Collins, Paul J. Hanges, Edwin A. Locke
Christopher J Collins
Entrepreneurship is a major factor in the national economy; thus, it is important to understand the motivational characteristics spurring people to become entrepreneurs and why some are more successful than others. In this study, we conducted a meta-analysis of the relationship between achievement motivation and variables associated with entrepreneurial behavior. We found that achievement motivation was significantly correlated with both choice of an entrepreneurial career and entrepreneurial performance. Further, we found that both projective and self-report measures of achievement motivation were valid. Finally, known group studies yielded a higher validity coefficient than did individual difference studies.
Entrepreneurial Motivation, Scott Shane, Edwin Locke, Christopher Collins
Entrepreneurial Motivation, Scott Shane, Edwin Locke, Christopher Collins
Christopher J Collins
Recent research on entrepreneurship has focused largely on macro-level environmental forces. Although researchers adopting this focus have rightly criticized much of the existing empirical research on the role of human motivation in entrepreneurship, we believe that the development of entrepreneurship theory requires consideration of the motivations of people making entrepreneurial decisions. To provide a road map for researchers interested in this area, we discuss the major motivations that prior researchers have suggested should influence the entrepreneurial process, as well as suggest some motivations that are less commonly studied in this area. In addition to outlining the major reasons for exploring …
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 …
Entrepreneurial Human Resource Strategy, Christopher J. Collins, Matthew Allen, Scott Snell
Entrepreneurial Human Resource Strategy, Christopher J. Collins, Matthew Allen, Scott Snell
Christopher J Collins
[Excerpt] Entrepreneurship is the process by which "opportunities to create future goods and services are discovered, evaluated, and exploited" (Shane and Venkataraman, 2000: 218). In other words, it is the process by which organizations and individuals convert new knowledge into new opportunities in the form of new products and services. Strategic human resource management (SHRM) has been defined as the system of organizational practices and policies used to manage employees in a manner that leads to higher organizational performance (Wright and McMahan, 1992). Further, one perspective suggests that sets of HR practices do not themselves create competitive advantage; instead, they …
The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg
The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg
Christopher J Collins
We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to …
Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins
Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins
Christopher J Collins
[Excerpt] How have recruitment practices changed in response to the tight labor market pressures? A few brief examples will suffice for the present. Cisco Systems, a rapidly growing California-based networking firm, has replaced virtually all of its prior recruitment advertising (for example, newspaper, radio, etc.) with the Internet-based recruiting programs that are specially targeted to the desired applicant population. Based on their own market research that most job-related web entries are received from employed candidates searching the Internet during work hours, Cisco provides job browsers easy to access fake computer screens in case a boss or co-worker enters the room …
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
Christopher J Collins
In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high. …
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Christopher J Collins
Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were …