Human Resources Management Commons^™

Differences Between Multimedia And Text-Based Assessments Of Emotion Management: An Exploration With The Multimedia Emotion Management Assessment (Mema), Carolyn Maccann, Filip Lievens, Nele Libbrecht, Richard D. Roberts

Research Collection Lee Kong Chian School Of Business

People process emotional information using visual, vocal, and verbal cues. However, emotion management is typically assessed with text based rather than multimedia stimuli. This study (N=427) presents the new multimedia emotion management assessment (MEMA) and compares it to the text-based assessment of emotion management used in the MSCEIT. The text-based and multimedia assessment showed similar levels of cognitive saturation and similar prediction of relevant criteria. Results demonstrate that the MEMA scores have equivalent evidence of validity to the text-based MSCEIT test scores, demonstrating that multimedia assessment of emotion management is viable. Furthermore, our results inform the debate as to whether …

Exploring Professional Development For Missouri City Police Department Sergeants, Keith Jemison

All Capstone Projects

The purpose of this project was to explore creation of an organizational development program that prepares potential mid-level managerial candidates to effectively assume the responsibilities associated with the rank of Sergeant in the Missouri City Police Department (MCPD). To that end, the researcher sought to identify the Knowledge, Skills, Abilities (KSA) and/or resources, if any, perceived by internal stakeholders, more specifically holding the rank of Sergeant as well as those who supervise those holding the rank of Sergeant, to be beneficial to potential candidates who want to assume the responsibilities of the position or to those who already hold the …

Correcting Misconceptions About Gamification Of Assessment: More Than Sjts And Badges, Michael B. Armstrong, Jared Z. Ferrell, Andrew B. Collmus, Richard N. Landers

Psychology Faculty Publications

Describing the current state of gamification, Chamorro-Premuzic, Winsborough, Sherman, and Hogan () provide a troubling contradiction: They offer examples of a broad spectrum of gamification interventions, but they then summarize the entirety of gamification as “the digital equivalent of situational judgment tests.” This mischaracterization grossly oversimplifies a rapidly growing area of research and practice both within and outside of industrial–organizational (I-O) psychology. We agree that situational judgment tests (SJTs) can be considered a type of gamified assessment, and gamification provides a toolkit to make SJTs even more gameful. However, the term gamification refers to a much broader and potentially more …

The Structure Of Work Placement In A Third-Level Accounting Programme : Employers' Perspective, Laura O'Callaghan

Theses

Extant literature on the benefits of work placement extols the virtues of embedding work placement in accounting degree programmes, not only for the students, but also for the employers. It provides employers with an extended period to vet students for graduate position (Gault et al, 2000; Beard, 2007), a cost-effective solution to hiring for short-term projects (Ferkins, 2002) and a valuable link with local colleges (Gault et al, 2000; Me Gann and Anderson, 2012). However, there is a dearth of literature exploring how placement should be structured to maximise these benefits (Buckley and El Amond, 2010; Sheridan and Linehan, 2003). …

Human Resource Planning Practices In The Omani Public Sector: An Exploratory Study In The Ministry Of Education In The Sultanate Of Oman, Adnan S. Al Wahshi

Theses: Doctorates and Masters

Human resource planning (HRP) is the management process that helps organisations prepare for the number of employees and the types of skills needed to achieve organisational goals and objectives. In short, the aim of HRP is to have the right people in the right place at the right time. However, unlike the private sector, HRP practices are not widespread in the public sector. Literature on the ways in which HRP is conducted in public sector organisations has been limited to date. While the process of moving from traditional models of public management to New Public Management (NPM), and the Resource-Based …

The Business Case For Hiring A Veteran: Beyond The Cliches, Institute For Veterans And Military Families At Syracuse University

Institute for Veterans and Military Families

This brief draws from academic literature to suggest a robust, specific, and compelling business case for hiring individuals with military background and experience. It also details the results of a comprehensive review of academic literature from the fields of business, psychology, sociology, and organizational behavior.

Faculty Perceptions Of Condensed Online Learning In Higher Education, Harold Irvin Mellieon, Jr.

LSU Doctoral Dissertations

In the past 10 years the realm of distance and online education has been expanding very fast. With the help of the Internet, it has cut the need for a student to be in the same space as the instructor in order to receive information and be assessed for learning. As more universities are using distance-learning platforms, faculty members are having issues adjusting and being successful. While the educational landscape continues to be reformed with technology in the United States, there are individuals and institutions that are engaging in distance learning to better serve a larger population of students. It …

An Exploratory Investigation Into The Impact Of Downsizing On Occupational Stress And Organisational Commitment, Bridget Girak

Theses : Honours

Downsizing has become an increasingly widespread organisational strategy to reduce costs in order to improve performance and remain globally competitive. However, the negative effects associated with survivor syndrome, a term used to describe a set of attitudes, feelings and perceptions that occur in employees who remain within an organisation following involuntary dismissal, continue to plague many organisations post-downsizing. Despite this prevalence of downsizing, little attention has been paid to explore the interrelationships between downsizing, occupational stress and organisational commitment of those who remain. Thus, the purpose of this research is to understand the effects of downsizing on survivors’ occupational stress …

Ghanaian Nurses’ Emigration Intentions: The Role Of Workplace Violence, Isaac Mensah Boafo

Research outputs 2014 to 2021

A cross-sectional study was conducted in Ghana to examine the impact of workplace violence on nurses’ emigration intentions from 2013 to 14. A combination of purposive and random sampling techniques was used to select 12 public hospitals and 592 professional nurses. The results showed that 48.9% of the participants had emigration intentions. Junior nurses were 2.8 times more likely to have emigration intentions compared to senior nurses, and those who experienced violence were also more likely than their counterparts who were not involved in such incidents (physical 2.1 times; verbally abused 1.8 times and sexually harassed 2.4 times) to have …

The Evidence Of High Performance Work Systems In Professional Service Firms, Yuliani Suseno, Ashly H. Pinnington

Research outputs 2014 to 2021

The study draws on the high-performance work systems (HPWS) to explore the different types of HPWS implemented in professional service firms, specifically in Australian law firms. Although there has already been considerable empirical effort toward understanding the relationship between HPWS and organisational performance outcomes, there is no agreement on what constitutes HPWS and more importantly, there is limited evidence exploring how HPWS are implemented in practice. Based on interviews with 21 Managing Partners and Partners of Australian law firms to gain an in-depth understanding of HPWS practices implemented by the firms, we found evidence of nine (9) HPWS practices of …

Peer Guides Deliver Popcorn And More At The University Of Nebraska-Lincoln, Joan Barnes

University of Nebraska-Lincoln Libraries: Faculty Publications

In recent years, one of our key strategic goals at the University of Nebraska-Lincoln (UNL; http://libraries.unl.edu) has been to transform into a more student-centered library by creating a more inviting and comfortable environment for study, collaboration, and academic programming. To accomplish this goal, we needed feedback from students, which meant we had to develop formal, and informal, ways to engage , them. As a member of the User Experience and Student Success Team, in August 2014, I was given the responsibility of coordinating a new initiative called the Peer Guide Program. The plan was that I'd hire undergraduate students to …

Public Sector Personnel Economics: Wages, Promotions, And The Competence-Control Trade-Off, Charles M. Cameron, John De Figueiredo, David E. Lewis

Faculty Scholarship

We model personnel policies in public agencies, examining how wages and promotion standards can partially offset a fundamental contracting problem: the inability of public sector workers to contract on performance, and the inability of political masters to contract on forbearance from meddling. Despite the dual contracting problem, properly constructed personnel policies can encourage intrinsically motivated public sector employees to invest in expertise, seek promotion, remain in the public sector, and develop policy projects. However, doing so requires internal personnel policies that sort "slackers" from "zealots." Personnel policies that accomplish this task are quite different in agencies where acquired expertise has …

Hotel Managers' Motivational Strategies For Enhancing Employee Performance, Vanessa Lizzette Barbosa-Mccoy

Walden Dissertations and Doctoral Studies

More than 600,000 employees depart the hospitality industry for a variety of reasons such as lack of motivational strategies (MS) of hotel general managers (GMs). The purpose of this multiple case study using census sampling was to explore what MS hotel GMs used to enhance employee performance. The 3 GMs of 3 full-service branded hotels with a guest capacity of 160-699 were randomly selected in South Florida. Data were collected from face-to-face interviews with the hotel GMs, employee performance evaluations, and results of guest and employee satisfaction surveys from the hotel GMs. Data analysis involved methodological triangulation to determine how …

Like A Boss: Moving From The Front Lines Into Middle Management, Megan Hodge, Nicole Spoor, Cassidy Sheehan

VCU Libraries Faculty and Staff Presentations

Can an academic librarian who has only worked on the front lines compete with those who have supervisory experience for middle management positions? What traits are hiring committees looking for in middle managers for public services, especially in applicants with no prior supervisory experience? While the literature does provide tips and advice for new managers, as yet there are no studies examining what hiring committees look for in middle management applicants.

This study has taken a three-pronged approach to data collection: a qualitative study consisting of interviews with academic librarians who have served on hiring committees for middle-management positions, and …

Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy

Faculty Publications

Research Summary:

Prior scholarship has assumed that firm-specific and general human capital can be analyzed separately. This paper argues that, in some settings, this is not the case because prior firm-specific human capital investments can be a market signal of an individual’s willingness and ability to make such investments in the future. As such, the willingness and ability to make firm-specific investments is a type of general human capital that links firm-specific and general human capital in important ways. The paper develops theory about these investments, market signals, and value appropriation. Then the paper examines implications for human resource management …

Forging Tomorrow's Air, Space, And Cyber War Fighters: Recommendations For Integration And Development, Mark Reith

Faculty Publications

Today’s Airmen operate in contested environments, and years of technical-data spillage, coupled with policies emphasizing commercial-off-the-shelf acquisition, ensure that the immediate future will remain contested as our adversaries seek to exploit level playing fields. Long gone are the days of Operation Desert Storm and Enduring Freedom when air superiority dominated and the supporting elements of space, communications, and computers were largely out of reach for many nation-states. Since then, technology has become ubiquitously intertwined in weapon systems and today largely turns the gears of warfare, allowing a range of actors to erode national instruments of power.

Perfectionism And Job Burnout: Does Religious Coping Moderate The Relationship?, Sahar Mohamed Badawy, Mohamad Saad Mohamad Prof.

Business Administration

This study aimed at investigating the relationship between perfectionism and burnout. Moreover, the moderating effect of religious coping in this relationship was also investigated. The sample of the current study consisted of 210 physicians, with a reasonable mix of demographic characteristics, working in public and private health institutions in the greater Cairo Area. The data were obtained using a structured questionnaire to assess perfectionistic striving, perfectionistic concerns, religious coping and the three dimensions of job burnout, namely, emotional exhaustion, cynicism, and feelings of inefficacy. Significant correlations were obtained between perfectionism and burnout dimensions. However, the moderating effect of religious coping …

Using Technology To Improve The Interview As A Selection Tool, Brad A. Chambers, John D. Arnold

Personnel Assessment and Decisions

Using the extant literature on best practices in the selection interview, this paper describes a technology-based selection interview system. The process includes interviewer training and certification, and the construction of standardized interview guides. Linked to a common set of human abilities and skills, answers to the questions and probes are evaluated using behaviorally anchored rating scales for each of a number of competency elements. The process described can be used to help ensure quality interviewing practices following these principles are used in organizations conducting multiple interviewers at different sites. How to use this process to address various research objectives is …

Assessment Of Personality Through Behavioral Observations In Work Simulations, Andrew B. Speer, Neil Christiansen, Christopher Honts

Personnel Assessment and Decisions

This study outlines the development of a rating scale designed to measure personality-related behavior in the context of work simulations. The tool, labeled the Work Simulation Personality Rating Scale (WSPRS), was validated in an assessment center by rating the personality of 123 assessment center participants. Scores from the WSPRS were correlated with corresponding traits from a self-reported personality inventory, and a Trait Activation Potential (TAP) framework was adopted to predict which traits would display best convergence based on assessment center observations. Correlations between the WSPRS dimensions and self-report trait scales ranged from .11 (Neuroticism) to .31 (Extraversion), with the rank-order …

Identifying The Strongest Or The Weakest Link: Effects On Subsequent Ratings, William S. Weyhrauch, Satoris S. Culbertson

Personnel Assessment and Decisions

The current study investigated the effect of a negative designation performance rating purpose in contrast to a positive designation purpose or a deservedness purpose on a) the ability of raters to differentiate amongst ratees at a later time and b) raters' tendencies to provide subsequently more severe or lenient ratings. Results from a laboratory study involving 102 participants indicated that positive designations tend to result in subsequently lenient ratings, while negative designations result in severe ratings. However, the nature of a rater’s previous decision had no discernable effect on the ability to differentiate levels of performance. Implications of these findings …