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Full-Text Articles in Business
The Economic Pay-Offs To Informal Training: Evidence From Routine Service Work, Rosemary Batt
The Economic Pay-Offs To Informal Training: Evidence From Routine Service Work, Rosemary Batt
Rosemary Batt
This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company's electronic monitoring system. The results indicate that the receipt of informal training was associated with higher productivity over time, when unobserved individual heterogeneity is taken into account. Workers with lower pre-training proficiency showed greater improvements over time than did those with higher pre-training proficiency. Finally, whether the trainer was a supervisor or a peer also …
Wall Street Reaction To Women In Ipos: An Examination Of Gender Diversity In Top Management Teams, Theresa Welbourne
Wall Street Reaction To Women In Ipos: An Examination Of Gender Diversity In Top Management Teams, Theresa Welbourne
Theresa M. Welbourne, PhD
No abstract provided.
Asymmetrical Effects Of Positive Job Experiences And Generalized Workplace Harassment On Well-Being, Grace Lemmon
Asymmetrical Effects Of Positive Job Experiences And Generalized Workplace Harassment On Well-Being, Grace Lemmon
Grace Lemmon
No abstract provided.
Identity’S Role In The Relationship Between Abusive Supervision And Family Outcomes, Grace Lemmon
Identity’S Role In The Relationship Between Abusive Supervision And Family Outcomes, Grace Lemmon
Grace Lemmon
No abstract provided.
Building Genuine Trust Through Interpersonal Emotion Management: A Threat Regulation Model Of Trust And Collaboration Across Boundaries, Michele Williams
Building Genuine Trust Through Interpersonal Emotion Management: A Threat Regulation Model Of Trust And Collaboration Across Boundaries, Michele Williams
Michele Williams
I introduce the construct of threat regulation as an agentic interpersonal process for building and maintaining trust. I examine threat regulation as a specific dimension of interpersonal emotion management that fosters trust and effective cooperation by allowing individuals to understand and mitigate the harm that their counterparts associate with cooperating—in particular, harm from opportunism, identity damage, and neglect of their interests. To explicate the microprocesses of threat regulation, I draw on social cognitive theory, symbolic interactionism, and the psychology of emotion regulation.
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Carelessness And Discriminability In Work Role Requirement Judgments: Influences Of Role Ambiguity And Cognitive Complexity, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
Fundamental to effective human resource systems is the capture of data regarding work role requirements. However, previous research on factors that influence work role requirement judgments has been largely equivocal. From a sample of 203 incumbents, representing 73 unique occupations, we investigated 2 cognitive sources of influence on carelessness and discriminability in work role requirement judgments. We hypothesized that incumbents perceiving high role ambiguity would provide ratings that were more careless and showed less discriminability, and cognitively complex individuals would provide more careful and discriminating ratings. These influences were hypothesized to vary across different work descriptors and rating scales. Results …
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Consensus In Work Role Requirements: The Influence Of Discrete Occupational Context On Role Expectations, Erich Dierdorff, Frederick Morgeson
Erich C. Dierdorff
Although role theory has long described how expectations shape role behavior, little empirical research has examined differences among work role requirements and how features of the discrete occupational context may influence the extent to which role expectations are shared among role holders. The authors examined consensus in work role requirements from a sample of over 20,000 incumbents across 98 occupations. They found that consensus systematically decreased as work role requirements ranged from molecular tasks to responsibilities to molar traits. In addition, they found that consensus in these work role requirements was significantly influenced by the amount of interdependence, autonomy, and …
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Placing Peer Ratings In Context: Systematic Influences Beyond Ratee Performance, Erich Dierdorff, Eric Surface
Erich C. Dierdorff
Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how “strong” or “weak” the situation is for …
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Does Prevalence Mitigate Relevance? The Moderating Effect Of Group Level Ocb On Employee Performance, William Bommer, Erich Dierdorff, Robert Rubin
Erich C. Dierdorff
This article explores multilevel relationships between group-level OCB, individual-level OCB, and work performance. We also discuss conceptualizing OCB with regard to context and multiple levels of analysis. We hypothesize that group-level OCB moderates the relationship between individual-level OCB and job performance. Results based on 100 work groups in a manufacturing firm indicate that group-level OCB significantly moderated the relationship between individual-level OCB and job performance. Comparing contexts in which group-level OCB was rare with those in which it was prevalent, we found that high individual-level OCB yielded greater significant increases in job performance ratings when group-level OCB was rare.
Workforce Gender Diversity: Is It A Source Of Competitive Advantage?, Ali, Isabel Metz, Kulik
Workforce Gender Diversity: Is It A Source Of Competitive Advantage?, Ali, Isabel Metz, Kulik
Isabel Metz
No abstract provided.
Aacsb's White Papers On Deploying Aq And Pq Faculty, Daniel Koys
Aacsb's White Papers On Deploying Aq And Pq Faculty, Daniel Koys
Daniel J. Koys
No abstract provided.
Global Competition’S Perfect Storm: Why Business And Labor Cannot Solve Their Problems Alone, Denise M. Rousseau, Rosemary Batt
Global Competition’S Perfect Storm: Why Business And Labor Cannot Solve Their Problems Alone, Denise M. Rousseau, Rosemary Batt
Rosemary Batt
A perfect storm is a conjoining of forces that intensifies effects. This commentary addresses the economic perfect storm that the United States and many other developed countries face as they attempt to become globally competitive. Its forces conflate strategic change with the erosion of employment and income security as firms shed labor and old institutional arrangements, in turn degrading quality of work and family life for workers as well as the futures of retirees. We evaluate the responses of our commentators—Louis Uchitelle, J.T. Battenberg III, and Thomas Kochan—who assess the current crisis and possible solutions to it. Their responses and …
Scanlon Principles And Processes: Building Excellence At Watermark Credit Union, Dow Scott, P Davis, C Cockburn
Scanlon Principles And Processes: Building Excellence At Watermark Credit Union, Dow Scott, P Davis, C Cockburn
Dow Scott
No abstract provided.
Reward Programs: What Works And What Needs To Be Improved, Dow Scott, T D. Mcmullen, R S. Sperling, B Bowbin
Reward Programs: What Works And What Needs To Be Improved, Dow Scott, T D. Mcmullen, R S. Sperling, B Bowbin
Dow Scott
No abstract provided.