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Articles 1 - 23 of 23
Full-Text Articles in Business
Human Resource Management, Cynthia Fisher, Lyle Schoenfeldt, James Shaw
Human Resource Management, Cynthia Fisher, Lyle Schoenfeldt, James Shaw
James B Shaw
No abstract provided.
Compensation Policy And Organizational Performance: The Efficiency, Operational, And Financial Implications Of Pay Levels And Pay Structure, Mark P. Brown, Michael C. Sturman, Marcia J. Simmering
Compensation Policy And Organizational Performance: The Efficiency, Operational, And Financial Implications Of Pay Levels And Pay Structure, Mark P. Brown, Michael C. Sturman, Marcia J. Simmering
Michael C. Sturman
In this study, we investigated the relationship between organization-level compensation decisions and organizational performance. Specifically, we examined how companies' pay structures and pay levels relate to resource efficiency, patient care outcomes, and financial performance. We expected both nonlinear and interactive effects. Results from a large database of hospitals support our predictions. We discuss the implications for practice and compensation research theory development in light of the study's results.
Strategic Human Resource Practices, Top Management Team Social Networks, And Firm Performance: The Role Of Human Resource Practices In Creating Organizational Competitive Advantage, Christopher J. Collins, Kevin D. Clark
Strategic Human Resource Practices, Top Management Team Social Networks, And Firm Performance: The Role Of Human Resource Practices In Creating Organizational Competitive Advantage, Christopher J. Collins, Kevin D. Clark
Christopher J Collins
In this article, we begin to explore the black box between human resources (HR) practices and firm performance. Specifically, we examine the relationships between a set of network-building HR practices, aspects of the external and internal social networks of top management teams, and firm performance. Results from a field study with 73 high-technology firms showed that the relationships between the HR practices and firm performance (sales growth and stock growth) were mediated through their top managers’ social networks.
Emotional Intelligence Skills Training, Jane Murray
Emotional Intelligence Skills Training, Jane Murray
Jane Murray
In recent times a significant amount of research has been undertaken in the area of emotions in organisations (Ashkanasy, Härtel, & Daus, 2002). In particular, the emotional intelligence construct has been widely researched and highlighted as a tool that organisations can harness to improve individual performance of organisational members at all levels (Jordan, Ashkanasy, & Härtel, 2002). This has led to an increased offering of emotional intelligence training interventions, many of which lack empirical support. At present, a debate exists over whether emotional intelligence is an ability, or can be learned (Mayer, Salovey, Caruso, & Sitarenios, 2001). Additionally, the research …
A Content Analysis Of Telework Theory And Literature, Susan R. Madsen
A Content Analysis Of Telework Theory And Literature, Susan R. Madsen
Susan R. Madsen
The purpose of this review is to explore the literature related to telework and its benefits, challenges, and implications for individuals, work groups, and organizations. It investigates the possible implications of telework to human resource theory and practice. It lists a number of theories/models and discusses concerns about the lack of researched theoretical frameworks. Finally, after the benefits and challenges are reviewed, human resource recommendations and contributions are presented.
What Hrd Curriculum Is Being Taught Within Hr Programs In U.S. Business Schools, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
What Hrd Curriculum Is Being Taught Within Hr Programs In U.S. Business Schools, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
Susan R. Madsen
The number of academic human resource development (HRD) programs has substantially increased over the past 15 years (Kuchinke, 2001). This growth has been attributed to the increased demands for HRD-related employee skills, expertise, and performance in today’s dynamic workplace and economic environment. Kuchinke found that the large majority of HRD programs are located in colleges and schools of education. However, as we strive to describe and measure the influence and growth of HRD in academic settings, it is important to consider the HRD curriculum taught within other schools, departments, degrees, programs, and specializations. One such area of HRD influence and …
Job Esteem: Definition And Instrument Development, Douglas G. Miller, Susan R. Madsen
Job Esteem: Definition And Instrument Development, Douglas G. Miller, Susan R. Madsen
Susan R. Madsen
The purpose of this study was to introduce a new construct that would assist in understanding employee attitudes and behaviors in hospitality sector jobs. The research introduces job-esteem and justifies it as a unique construct worthy of further study. Job-esteem is defined as the level of respect and dignity an individual believes is associated with his/her job. An instrument is developed to assist in measuring the level of job-esteem found in hospitality employees. The instrument is then administered to 75 employees of a large hotel chain in Hawaii. Tests show the instrument meets reliability standards.
An Exploration Of The Factors That Influence Employee Participation In Europe, Elizabeth Cabrera, Jaime Ortega, Ángel Cabrera
An Exploration Of The Factors That Influence Employee Participation In Europe, Elizabeth Cabrera, Jaime Ortega, Ángel Cabrera
Jaime Ortega
The goal of this study was to identify the determinants of direct participation in organizations across Europe. Some factors were predicted to be related to levels of participation in general, namely competition, sector, the pursuit of a differentiation strategy based on either quality or service, and indirect participation. Two additional factors were expected to be differentially related to two forms of direct participation: consultation and delegation. These factors were organizational size and the pursuit of a cost leadership business strategy. The hypothesized relationships were contrasted using data from the EPOC survey, a representative survey of over 5,700 organizations located in …
Moral Imagination And The Future Of Sweatshops, Laura Hartman, Denis Arnold
Moral Imagination And The Future Of Sweatshops, Laura Hartman, Denis Arnold
Laura Hartman
Disputes concerning global labor practices are at the core of contemporary debates regarding globalization. In this essay we explore two multinational corporations’ global labor programs in an effort to illustrate the positive impact of moral imagination at the individual, organizational, and systems levels on the “sweatshop” problem. The intent is to identify the factors that have allowed particular multinational corporations (MNCs) to respect at least some of the basic rights of workers and thereby exhibit positive deviancy from historical norms in the apparel and footwear manufacturing industry. The labor initiatives discussed in this paper were trailblazing at their inception. However, …
Social Skill As Moderator Of The Conscientiousness-Performance Relationship: Convergent Results Across Four Studies
L. A. Witt
No abstract provided.
The Impact Of Leader-Member Exchange On Communication Type, Frequency, And Performance Ratings
The Impact Of Leader-Member Exchange On Communication Type, Frequency, And Performance Ratings
L. A. Witt
No abstract provided.
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
Susan R. Madsen
Flexible work arrangements are becoming more important to entrepreneurs today. However, effective new business owners are taking more time to consider the pros and cons of these arrangements. The purpose of this review is to explore the literature related to telework and its benefits, challenges, and implications for individuals, work groups, and organizations. It investigates the possible implications of telework to management theory and practice. It lists a number of theories/models and discusses concerns about the lack of researched theoretical frameworks. Finally, after the benefits and challenges are reviewed, recommendations and contributions are presented.
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
Susan R. Madsen
Change is the basis for improving and expanding individual, group, and organizational effectiveness, performance, and learning. However, HRD has utilized and developed few empirically validated individual change models or theories. Because HRD is a multidisciplinary in nature, it is important for researchers and practitioners to consider what models or theories others have to offer. One influential model from the health and medical field that has promising utility in HRD is the Transtheoretical Model (TTM) of individual change. The purpose of this article is to introduce this model and explore its application to HRD. This article uses Dubin’s criteria for theory-building …
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Susan R. Madsen
Work and family issues and challenges have substantially changed during the past few decades. One specific concern is related to the continuous rise in reported work-family conflict. The purpose of this review is to explore the literature related to work and family conflict and its possible implications to human resource management theory and practice. It defines work-family conflict and discusses its relevance to human resource practitioners and researchers. It presents four existing theoretical frameworks and reviews the literature related to antecedents/determinants and possible outcomes of work-family conflict. Finally, it provides recommendations and contributions to management and human resource professionals.
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Susan R. Madsen
Although interest in corporate wellness continues to increase in workplaces in various countries, many businesses still consider employee wellness as unrelated to the organization and its functions. Some continue to view wellness as having little or no financial impact on an organization and, therefore, not part of the overall organizational system. This paper argues that wellness programming should be analyzed as both a freestanding system and also a subsystem of the overall business. By viewing it through the general systems theoretical lens, the wellness system can find its place and be ultimately seen as integral within the overall organizational system.
The Development Of A Human Resource Curriculum For Institutions Experiencing Rapid Growth, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
The Development Of A Human Resource Curriculum For Institutions Experiencing Rapid Growth, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
Susan R. Madsen
A key challenge with the growth and expansion of institutions of higher education is in the development of degree programs and emphases. It is imperative that new programs and emphases be designed to reflect current research findings and job market needs and competencies. Curricula at some institutions have been formed through the opinions of local experts instead of through valid and rigorous research projects. In 2002 Utah Valley State College (UVSC) ranked eighth in the nation for student growth and institutional expansion when compared with other four-year public institutions (Stewart, 2002). Although this is exciting and exhilarating in many ways, …
How The Achievement Of Human-Resources Goals Drives Restaurant Performance, Daniel Koys
How The Achievement Of Human-Resources Goals Drives Restaurant Performance, Daniel Koys
Daniel J. Koys
No abstract provided.
Reliability And The Actfl Oral Proficiency Interview: Reporting Indices Of Interrater Consistency And Agreement For 19 Languages, Eric Surface, Erich Dierdorff
Reliability And The Actfl Oral Proficiency Interview: Reporting Indices Of Interrater Consistency And Agreement For 19 Languages, Eric Surface, Erich Dierdorff
Erich C. Dierdorff
The reliability of the ACTFL Oral Proficiency Interview (OPI) has not been reported since ACTFL revised its speaking proficiency guidelines in 1999. Reliability data for assessments should be reported periodically to provide users with enough information to evaluate the psychometric characteristics of the assessment. This study provided the most comprehensive analysis of ACTFL OPI reliability to date, reporting interrater consistency and agreement data for 19 different languages. Overall, the interrater reliability of the ACTFL OPI was found to be very high. These results demonstrate the importance of using an OPI assessment program that has a well-designed interview process, a well-articulated …
A Meta-Analysis Of Job Analysis Reliability, Erich Dierdorff, Mark Wilson
A Meta-Analysis Of Job Analysis Reliability, Erich Dierdorff, Mark Wilson
Erich C. Dierdorff
Average levels of interrater and intrarater reliability for job analysis data were investigated using meta-analysis. Forty-six studies and 299 estimates of reliability were cumulated. Data were categorized by specificity (generalized work activity or task data), source (incumbents, analysts, or technical experts), and descriptive scale (frequency, importance, difficulty, time-spent, and the Position Analysis Questionnaire). Task data initially produced higher estimates of interrater reliability than generalized work activity data and lower estimates of intrarater reliability. When estimates were corrected for scale length and number of raters by using the Spearman-Brown formula, task data had higher interrater and intrarater reliabilities. Incumbents displayed the …
Gainsharing And Eva: The United States Postal Service Experience, Dow Scott, G Shivers
Gainsharing And Eva: The United States Postal Service Experience, Dow Scott, G Shivers
Dow Scott
No abstract provided.
Linking Compensation Policies And Programs To Organizational Effectiveness, Dow Scott, R S. Sperling, T D. Mcmullen, M Wallace
Linking Compensation Policies And Programs To Organizational Effectiveness, Dow Scott, R S. Sperling, T D. Mcmullen, M Wallace
Dow Scott
No abstract provided.
In The Hands Of Employees, Dow Scott, M Reilly, J Andrzejewski
In The Hands Of Employees, Dow Scott, M Reilly, J Andrzejewski
Dow Scott
No abstract provided.
An Examination Of The Relationship Of Employee Involvement With Job Satisfaction, Employee Cooperation, And Intention To Quit In U.S. Invested Enterprise In China, Dow Scott, J W. Bishop, X Chen
An Examination Of The Relationship Of Employee Involvement With Job Satisfaction, Employee Cooperation, And Intention To Quit In U.S. Invested Enterprise In China, Dow Scott, J W. Bishop, X Chen
Dow Scott
In a U.S. invested enterprise in China, the receptivity of Chinese employees to a participative work environment was examined. Structural equation analysis indicated support for a model in which job satisfaction mediates the relationships between elements of a participative work environment (i.e., tasks performed, the relationships individuals had with their work groups, and the nature of the decision making processes) and employee willingness to cooperate with co-workers and intention to quit. Task interdependence also had a direct relationship with willingness to cooperate.