Business Commons^™

The Role Of Benchmarking In Establishing Standards For The Evaluation Of Human Resources, Chris Andrews, Chris Hogan

Dr Chris Andrews

No abstract provided.

Aviation Internship Toolkit For The Next Generation Of Aviation Professionals, Lori J. Brown, James C. Fox

Lori Brown

On behalf of the Next Generation of Aviation Professionals (NGAP) Outreach partners, we would like to congratulate you on your first step toward building or improving a comprehensive, competitive internship program for your organization. Through internships and externships, a company can provide exciting work in aerospace and a rewarding learning experience for young professionals, who are the industry's future. Interns also will gain insight into the demands and tasks of the many roles, as well as the important internal and external interactions that make up the team. The power of internships as a first step to expose youth to careers …

Linking Innovation & Creativity With Diversity & Inclusion Using Lean Six Sigma, Robin A. Roberts

Robin A. Roberts

“The SHRM Workplace Diversity Conference & Exposition fosters awareness and appreciation of workplace diversity issues through thought leadership, strategy development, resources, publications and professional development for HR professionals and other business leaders. Making the business case for diversity, helping HR professionals to better articulate its strategic business value, and enabling them to build more diverse and inclusive cultures, are the cornerstones of the initiative.”—Society for Human Resource Management website

A Call To Leadership: The Awakening, Robin A. Roberts

Robin A. Roberts

A presentation given to student leaders at Bethune-Cookman University highlighting the transition from student to young professional.

Hospitality Management Graduates’ Perceptions Of Career Factor Importance And Career Factor Experience, Eric A. Brown, Susan W. Arendt, Robert Bosselman

Eric A. Brown

The purpose of this research was to examine the perceived importance and perceived experiences of career factors for hospitality management graduates and to examine differences in perceptions of hospitality graduates who left the hospitality industry with those who stayed. In addition, differences in perceptions between hospitality graduates and hiring managers were examined. Compared to those who had left the industry, hospitality graduates working in the hospitality industry indicated 11 factors were more important to them. Examples of these factors included having a career where graduates use their degree and a career with good promotion prospects. Graduates who left the hospitality …

Perceptions Of Transformational Leadership Behaviors And Subordinates' Performance In Hotels, Eric A. Brown, Susan W. Arendt

Eric A. Brown

This study examined front desk supervisors' transformational leadership dimensions and employees' performance. The Multifactor Leadership Questionnaire and a researcher developed performance questionnaire were used. Employees from 34 hotels (83% response) in one Midwestern state participated in the study. Results indicated that front desk employees perceived their supervisors exhibited leadership dimensions of inspirational motivation and idealized influence more frequently and individualized consideration and intellectual stimulation less frequently. Front desk supervisors reported the most frequently exhibited performance areas as positive attitude, safety/care of equipment, and attendance/punctuality. Least frequently exhibited performance areas were judgment and initiative/motivation. No significant relationship was found between supervisors' …

Individual Moral Development And Ethical Climate: The Influence Of Person-Organization Fit On Job Attitudes, Maureen L. Ambrose, Anke Arnaud, Marshall Schminke

Dr. Anke Arnaud

This research examines how the fit between employees’ moral development and the ethical work climate of their organization affects employee attitudes. Person–organization fit was assessed by matching individuals’ level of cognitive moral development with the ethical climate of their organization. The influence of P–O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment and job satisfaction and lower levels of turnover intent. Ethical P–O fit was related to higher levels of affective commitment …

Psum: Training In Google Glass And Android, Keith R. Macarthur, Sarah Greenstein, Ben Sawyer

Keith Reid MacArthur

An Economic Analysis Of Fertility, Market Participation And Marriage Behaviour In Recent Japan, David K. C. Lee, Chin Lee Gan

David LEE Kuo Chuen

This is the 1st attempt in modelling fertility, labor force participation and marriage rate using Japanese data. The authors use Butz and Ward's model and extend it to a simultaneous equation system as in the case of Winegarden. Although the estimates obtained by Full Information Maximum Likelihood and Three Stage Least Squares of the model are statistically significant, some of the signs of the estimates are not consistent to a priori predictions. The crux of the model is that an increase in the wages of men has an unambiguous positive effect on fertility, whereas an increase in wages of women …

The Availability Of Personal And External Coping Resources: Their Impact On Job Stress And Employee Attitudes During Organizational Restructuring. [2nd Rev. Ed.], James B. Shaw, Mitchell W. Fields, James W. Thacker, Cynthia D. Fisher

Cynthia D. Fisher

This study examined the relationships among personal coping resources, social support, external coping resources, job stressors and job strains in a sample of 110 American Telephone & Telegraph employees undergoing a major organizational restructuring. The study expanded on a model suggested by Ashford (1988) by defining another category of coping resources that employees may draw upon to deal with the stressors and strains which occur during major organizational changes. External coping resources were defined as those which provided employees with a sense of "vicarious control" in stressful situations. Results indicated that personal coping resources, social support, and external coping resources …

Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher

Cynthia D. Fisher

Data were collected from 151 Hong Kong organisations to determine the effect of culture, firm size, level ofunionsation and several indices related to the presence of an HRM department within the firm on Human Resource Management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionisation were moderate predictors while firm size and the existence of specialised training departments within the HRM department were the strongest preditors of HR practices.

Human Resource Practices In Hong Kong And Singapore: A Comparative Analysis, James B. Shaw, Paul S. Kirkbride, Cynthia D. Fisher, Sara F. Y. Tang

Cynthia D. Fisher

Extract:Due to the explosive growth of the Asian economies over the past two decades, considerable attention has been focused on the human resource management (HRM) practices of Asian businesses. In the 1980's, numerous authors described Japanese HRM practices and debated their applicability and transferability to firms in other Asian and Western nations. Although interest in Japanese HRM practices continues, increasing attention is being drawn to management practices of firms in the "little dragons" of East Asia --- Hong Kong, Singapore, Taiwan and South Korea. These "little dragons" have had phenomenal economic success in the last 20 years, with many authors …

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 …

Teaching Hrm And Managerial Skills With The 'Living Case' Exercise: An Evaluation, Cynthia D. Fisher, Carol A. Dickenson, James B. Shaw, Gregory N. Southey

Cynthia D. Fisher

Extract:The purpose of this paper is to describe and evaluate an innovative approach to teaching human resource management. The approach involves students working in small groups on a semester-long project in the form of an on-going case study (here after called the 'living case'). After setting up a simulated organisation complete with identification of strategies, structure and culture, students are required to make and defend a series of HR decisions in which they apply theory and classroom learning about HRM to their "real" organisation. The approach emphasises the context of HRM decisions and helps to develop a range of both …

Mood And Emotions While Working - Missing Pieces Of Job Satisfaction, Cynthia D. Fisher

Cynthia D. Fisher

Job satisfaction is often described as an affective response to one's job, but usually measured largely as a cognitive evaluation ofjob features. This paper explores several hypothesized relationships between real time affect while working (50 observations ofmood and emotions over two weeks) and measures ofjob satisfaction. As expected, affect measures predict satisfaction but are not identical to satisfaction. Affect is more strongly related to a faces measure ofsatisfaction than to more verbal measures of satisfaction. Positive and negative emotions both make unique contributions to satisfaction, and contribute to the prediction of overall satisfaction above and beyond facet satisfactions. Frequency ofnet …

Emotions At Work: What Do People Feel And How Should We Measure It?, Cynthia D. Fisher

Cynthia D. Fisher

Affect at work is of increasing interest to organisational researchers. Prior research on felt affect at work has focused almost exclusively mood rather than emotion. As yet we have little knowledge about which emotions are felt or how frequently they are felt in the workplace, or of what their causes or consequences might be. There has not even been an instrument available for measuring emotion at work. This paper reports on a preliminary study designed as a lead-in to further research on emotion at work. One hundred sixteen people reported on the frequency with which they had experienced 135 different …

Transformational Leadership And Workplace Injury And Absenteeism: Analysis Of A National Nursing Assistant Survey, Doohee Lee, Alberto Coustasse, Andrew Sikula Sr.

Alberto Coustasse, DrPH, MD, MBA, MPH

Background: Transformational leadership (TL) has long been popular among management scholars and health services researchers, but no research studies have empirically tested the association of TL with workplace injuries and absenteeism among nursing assistants (NAs). Purpose: This cross-sectional study seeks to explore whether TL is associated with workplace injuries and absenteeism among NAs. Methodology: We analyzed the 2004 National Nursing Assistant Survey data (n = 2,882). A multivariate logistic regression analysis was performed to test the role of TL in the context of workplace performances. Principal Findings: Results reveal that the TL model was positively linked to workplace injury in …

One Model For Creating A Career Ladder For Library Support Staff, Jane Fama, Elaine Russo Martin

Jane Fama

This article describes a unique career ladder model for library support staff. Major components include a promotion in place opportunity based on specified achievement levels, competencies, cross training, and measurable evaluation. The authors discuss the background, development, and program description of the career ladder model.

Policy Approaches Towards Undeclared Work: A Conceptual Framework, Colin C. Williams

Colin C Williams

The aim of this working paper is to provide a conceptual framework for understanding the policy approaches for tackling undeclared work. In doing so, the intention is to provide the structure for a future comprehensive review of the policy measures available for tackling undeclared work.

This paper is part of a series of papers associated with the project entitled ‘Out of the shadows: developing capacities and capabilities for tackling undeclared work in Bulgaria, Croatia and FYR Macedonia’. Funded by the European Commission’s Framework 7 Industry-Academia Partnerships Programme (IAPP), the objective of this project is to provide concrete policy recommendations about …

Decision Making Regarding Employee Access To Training And Development In Medium-Sized Enterprises, Alan Coetzer, Janice Redmond, Jalleh Sharafizad

Alan Coetzer

Employees in small and medium-sized enterprises (SMEs) form part of a ‘disadvantaged’ group within the workforce that receives less access to formal training and development than employees in large firms. The manager’s decisional role is critical when considering employee access to training and development. Unfortunately, there is scant research into factors affecting managers’ decisions regarding employee access to a requested development opportunity in SMEs. To address this research gap, semi-structured interviews incorporating critical incidents were conducted with a purposive sample of 12 managers of medium-sized enterprises based in Perth. We report key findings of the interviews and assess the effectiveness …

Validation Of The Employment Hope Scale: Measuring Psychological Self-Sufficiency Among Low-Income Jobseekers, Philip Young P. Hong, Joshua R. Polanin, Terri D. Pigott

Philip Hong

The Employment Hope scale (EHS) was designed to measure the empowerment-based self-sufficiency (SS) outcome among low-income job-seeking clients. This measure captures the psychological SS dimension as opposed to the more commonly used economic SS in workforce development and employment support practice. The study validates the EHS and reports its psychometric properties. Method: An exploratory factor analysis (EFA) was conducted using an agency data from the Cara Program in Chicago, United States. The principal axis factor extraction process was employed to identify the factor structure. Results: EFA resulted in a 13-item two-factor structure with Factor 1 representing “Psychological Empowerment” and Factor …

Towards Dignity And Respect At Work: An Exploration Of Bullying In The Public Sector., Maryam Omari

Maryam Omari

Organisations today function in complex and dynamic environments which exert continual pressure to change and compete. Employees are often seen as a key to success in this world, as flexible and adaptable resources. The quality of their work life therefore takes on an important role in ensuring they reach their full potential. A long-standing safety and performance issue in the workplace is bullying, or mobbing as it is called in the European literature. Bullying can have adverse effects for individuals, including both the perpetrator and the victim, as well as their families, the organisation, and ultimately the wider society.

Experimenting In An Ipad Sandbox, Liz Thompson, Jamie Calcagno-Roach, Jennifer Keach, Mark Lane, Jonathan Paulo, Cindi Sandridge

Jennifer A Keach

Many people use personal mobile devices, but what are the advantages to educational and organizational use? The JMU Libraries and Educational Technologies (L&ET) faculty and staff experimented with mobile devices using a Sandbox format. From program structure and budgeting to sample group demonstrations and assessment, get a practical look at the planning necessary to implement a technology Sandbox. This results of the JMU L&ET technology Sandbox was presented at the 2012 VLA Annual Conference in the VLACRL poster session.

Decision Making Regarding Employee Access To Training And Development In Medium-Sized Enterprises, Alan Coetzer, Janice Redmond, Jalleh Sharafizad

Janice Redmond Dr

Employees in small and medium-sized enterprises (SMEs) form part of a ‘disadvantaged’ group within the workforce that receives less access to formal training and development than employees in large firms. The manager’s decisional role is critical when considering employee access to training and development. Unfortunately, there is scant research into factors affecting managers’ decisions regarding employee access to a requested development opportunity in SMEs. To address this research gap, semi-structured interviews incorporating critical incidents were conducted with a purposive sample of 12 managers of medium-sized enterprises based in Perth. We report key findings of the interviews and assess the effectiveness …

The Ins And Outs Of Change Of Shift Handoffs Between Nurses: A Communication Challenge, John S. Carroll, Michele Williams, Theresa M. Gallivan

Michele Williams

Background: Communication breakdowns have been identified as a source of problems in complex work settings such as hospital-based healthcare. Methods: The authors conducted a multi-method study of change of shift handoffs between nurses, including interviews, survey, audio taping and direct observation of handoffs, posthandoff questionnaires, and archival coding of clinical records. Results: The authors found considerable variability across units, nurses and, surprisingly, roles. Incoming and outgoing nurses had different expectations for a good handoff: incoming nurses wanted a conversation with questions and eye contact, whereas outgoing nurses wanted to tell their story without interruptions. More experienced nurses abbreviated their reports …

A Voice Is Worth A Thousand Words: The Implications Of The Micro-Coding Of Social Signals In Speech For Trust Research, Benjamin Waber, Michele Williams, John Carroll, Alex Pentland

Michele Williams

While self-report measures are often highly reliable for field research on trust (Mayer and Davis, 1999), subjects often cannot complete surveys during real time interactions. In contrast, the social signals that are embedded in the non-linguistic elements of conversations can be captured in real time and extracted with the assistance of computer coding. This chapter seeks to understand how computer-coded social signals are related to interpersonal trust.

An Ethical Analysis Of The Second Amendment: The Right To Pack Heat At Work, William Martin, Helen Lavan, Yvette Lopez, Charles Naquin, Marsha Katz

Helen LaVan

We examine the issues concerning the legality and ethicalityof the Second Amendment right to bear arms balanced by the employer’s duty to provide a safe workplace for its employees. Two court rulings highlight this balancing act: McDonald et al. v. City of Chicago et al. and District of Columbia v. Heller. “Stand Your Ground” and “Castle Doctrine” laws in the recent Traven Martin shooting on February 26, 2012 are also applicable. Various ethical frameworks examine the firearms debate by viewing the Second Amendment from three perspectives. These include a pro-gun perspective drawing upon libertarianism and fundamental rights; a moderate gun …

Whistleblowing In Organizations: A Logit Analysis Of Litigated Cases, Yvette P. Lopez, Helen Lavan, Marsha Katz

Helen LaVan

This study examines the issue of whistleblowing in organizations. As suggested by the literature, a variety of legal protections and issues were examined to predict case outcomes in future litigation by individuals who engage in the act of whistleblowing. We used chi square analyses and a logit model to predict when an individual plaintiff would prevail, and the results indicate that case characteristics including discrimination laws, safety behavior, sexual harassment, and refusal to participate in illegal activities are significant predictors. The odds of a finding in favor of the employee increase with the presence of these particular case characteristics. Our …

An Ethical Analysis Of The Second Amendment: The Right To Pack Heat At Work, William Martin, Helen Lavan, Yvette Lopez, Charles Naquin, Marsha Katz

William Marty Martin

We examine the issues concerning the legality and ethicalityof the Second Amendment right to bear arms balanced by the employer’s duty to provide a safe workplace for its employees. Two court rulings highlight this balancing act: McDonald et al. v. City of Chicago et al. and District of Columbia v. Heller. “Stand Your Ground” and “Castle Doctrine” laws in the recent Traven Martin shooting on February 26, 2012 are also applicable. Various ethical frameworks examine the firearms debate by viewing the Second Amendment from three perspectives. These include a pro-gun perspective drawing upon libertarianism and fundamental rights; a moderate gun …

Assessing Reward Effectiveness: A Survey Of Reward, Hr, And Line Executives, Dow K. Scott, T. Mcmullen

Dow Scott

No abstract provided.