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Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
M. Diane Burton
[Excerpt] Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article ex-amines one such mechanism-employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover associated with organizational change appears to be concentrated among the most senior employees, suggesting "old guard disenchantment" as the primary cause. The results are consistent with the claim of neoinstitutionalist scholars that founders impose cultural blueprints on nascent organizations and …
Personality And Employee Selection: Credibility Regained, Cynthia D. Fisher, Gregory J. Boyle
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 …