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.

Training And Personal Development, Thomas M. Cavanagh, Kurt Kraiger

Thomas M. Cavanagh

Getting (And Keeping!) A Graduate Assistantship At U Of I, School Of Information Sciences, Aisha Conner-Gaten

Aisha Conner-Gaten

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' …

Narcissism In Organizational Contexts, W. Keith Campbell, Brian Hoffman, Stacy Campbell, Gaia Marchisio

Gaia Marchisio

The literature on narcissism in organizational contexts is reviewed. We begin by describing the context of narcissism and several relevant theoretical approaches to understanding it. We next describe research on narcissism in a range of organizational topics, from leadership to meta-organizational issues. We conclude by highlighting several reoccurring themes involving the role of narcissism in organizational contexts, with an emphasis on articulating directions for future research.

An Ecological Approach To Organizational Cultural Competence, Judith Sabino, Jarret Patton, Erica Mahady, Lynn Deitrick, James Geiger, Marykay Grim, Debbie Salas-Lopez

Debbie Salas-Lopez MD, MPH

No abstract provided.

‘Campus Connect’: An Infosys Program To Develop India’S Information Technology Ecosystem, Arnoud De Meyer, Peter Williamson, Havovi Joshi, Christopher Dula

Arnoud De Meyer

This case is set in April 2013, and discusses the key elements that have contributed to the success of Infosys Ltd’s Campus Connect Program (CC) in developing India’s IT talent over the past eight years. The CC programme had been developed by Infosys in response to a growing belief among India’s IT industry majors that the large number of fresh graduates they were looking to recruit from engineering colleges were neither readily employable nor sufficiently industry-ready. The programme was envisaged to address this problem through an industry-academia initiative that would architect the education experience of engineering students. The goal was …

Rolls-Royce In Singapore: Harnessing The Power Of The Ecosystem To Drive Growth, Arnoud De Meyer, Peter Williamson, Havovi Joshi, Christopher Dula

Arnoud De Meyer

This case is set in April 2013, and discusses the key elements that have contributed to the successful operations of the Rolls-Royce Singapore Seletar Campus. The new facility has clearly succeeded in its objective to develop a talent ecosystem of engineering excellence, which would be a key factor in enabling the Group to significantly increase in size as the decade progresses. In 2006, Rolls-Royce had decided to expand its production capacity and set up operations outside the UK to meet growing customer demands and future growth. Asia was the Group’s largest and fastest growing market, with almost half of their …

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

A New Paradigm In Corporate Partnerships, David Cooke

David Cooke

Significant corporate partnerships can be built by the not-for-profit sector when an approach that acknowledges the principle of enlightened self interest is utilised. It's not about "please help us" it's about "what can we do to help you".

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 …

Workplace Bullying: What Can Be Done To Prevent And Manage It?, Sara Branch, Jane Murray, Sheryl Ramsey

Jane Murray

In recent decades workplace bullying has increasingly been recognized as an identifiable phenomenon, with an associated growth in understanding of its contributing factors, behaviors and negative effects on individuals and organizations. Despite this, however, the complexity of workplace bullying incidents and processes continue to challenge researchers and practitioners alike. Moreover, while interventions exist,"fragmentary information" on the effectiveness of such interventions are only beginning to emerge (Saam, 2010, p. 6). While there is recognition that multi-faceted approaches to addressing the phenomenon are needed, such solutions are not easy to develop, implement, or test. This chapter presents a review of the workplace …

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 …

Human Resource Consulting By Beginners: Applying Knowledge In The Real World, Cynthia Fisher, James Shaw

James B Shaw

No abstract provided.

Establishment Level Correlates Of Hr Practices, Cynthia Fisher, James Shaw

James B Shaw

This study tests the contingency view that HR practices at establishments will vary with differences in corporate headquarters location (Eastern versus Western), establishment size, rate of technological change, and presence of a formal HRM department on site. These factors were expected to be related to HR practices in a range of areas including recruiting and selection, training promotion, appraisal, and formalization of HR policies and job descriptions. Most hypotheses received support in a sample of establishments doing business in Singapore. Contrary to results in North American studies, but as expected in a Singaporean environment, extent of unionization was not a …

Human Resource Practices In Hong Kong And Singapore: The Impact Of Political Forces And Imitation Proceses, James Shaw, Paul Kirkbride, Sara Tang, Cynthia Fisher

James B Shaw

This study examined the influence of political forces and imitation processes on HR practices in local and foreign firms in Singapore and Hong Kong. Hong Kong has long practised a policy of positive non-interventionism while Singapore's government has taken a far more interventionist role not only on broad issues of economic policy but on HRM activities as well. Singapore's government has focused heavily on productivity improvement, including the development of incentive pay systems and more effective performance appraisal systems. Singapore firms use more extensive personnel selection procedures and more sophisticated methods of assessing employee performance and determining wage rates. On …

Organizational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James Shaw, Sara Tang, Cynthia Fisher, Paul Kirkbride

James B Shaw

Data were collected from 151 Hong Kong organizations to determine the relationship between culture, firm size, level of unionization and presence of an HRM department, and human resource management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionization were moderate predictors while firm size and the existence of a specialized training unit within the HRM department were the strongest predictors of HR practices.

From Maternalism To Accountability: The Changing Cultures Of Ma Bell And Mother Russia, James Shaw, Cynthia Fisher, W Randolph

James B Shaw

This article is about organizations changing from cultures of maternalism to cultures of accountability, and changing from environments of monopolistic security to competitive uncertainty. We examine these change processes using two seemingly diverse situations -- the American Telephone & Telegraph (At&T) divestiture and the Soviet Union under perestroika.

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 …