Business Commons^™

The Role Of Cognitive Load And Individual Differences When Interpreting Human-Resource Data Visualizations, Zachary Hesson

University Honors Theses

Data visualizations (e.g., bar graph, dashboard) can be used as decision-support and storytelling tools that aid users’ interpretation of sometimes complex information, including within the human resource management (HRM) context. As HRM evolves towards implementing more data-informed decisions, it is important to understand how users interpret data visualizations. The aims of this thesis are to (a) identify whether cognitive load affects the amount of time users spend arriving forming and interpretation and the accuracy of their interpretations, and (b) to evaluate whether cognitive load moderates the association between individual-difference variables and interpretation time and accuracy. The individual differences that are …

Lgbtq Notion Evaluation: A Bibliometric Analysis And Systematic Review, Poonam Gautam, Dr. Ajay Solkhe

Library Philosophy and Practice (e-journal)

Several conservative sectors and employers are embracing equality objectives, including financial institutions, for example, more importantly, there has been a change in attitude and support towards the LGBT+ issues, which has been noticed in other professions and companies, including law and accountancy. The LGBT group includes Lesbians, Gay, Bisexuals and Transgender sexual orientation. Gay men and heterosexuals have also been observed to be in these groups. If we talk only about sexual orientation, we should avoid using the label “lesbian, gay, bisexual, and transgender” More than one of these labels can recognise and identify a person. The organization should review …

Staff Council Agenda, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

• Call to Order
• Consent Agenda
• Long-Range Enrollment Presentation | Dr. Scot Lingrell
• Presidential Updates and Comments | Dr. Kyle Marrero
• Information Sharing and Gossip
• Human Resources Updates | Rebecca Carroll
• Treasurer Report | Paul Barnes
• Committee Reports
• Old Business
• New Business
• Important Dates and Announcements
• Adjournment

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei

Psychology Faculty Publications

In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multi-source data were collected from 56 workgroups including 202 group members and 56 group leaders. We found that the mean, maximum, and minimum operationalizations of group optimism composition were positively related to the three group performance variables and that group cohesion mediated the optimism–performance relationships for the mean and minimum operationalizations of group optimism. We recommend that practitioners generally consider selecting optimistic …

Generations In The Workplace, Stephanie Weddington

Umbrella Summaries

What is a generation?

A generation is defined as “a group of individuals, who are roughly the same age, and who experience and are influenced by the same set of significant historical events during key developmental periods in their lives, typically late childhood, adolescence, and early adulthood. Further, these differences are not attributable solely to an individual’s age but rather to the common influence of shared experiences on the cohort” (Costanza et al., 2012, p. 377). There is general agreement on the labeling of generations (i.e., Silent, Baby Boomer, Generation X, Millennial, Generation Z); however, the date ranges used to …

Honours Bachelor Of Commerce Degree (Human Resources Management) Pac Minutes-, Meghan Jennings

PAC Minutes

No abstract provided.

Finding Workable And Mutually Beneficial Solutions To Eradicate Illegal Gold Mining, Ongku Hasibuan, Jann Hidajat Tjakraatmadja, Yos Sunitiyoso

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Illegal gold mining is a controversial activity. It provides livelihoods for rural communities in gold-rich areas and contributes to poverty alleviation; however, it also creates environmental devastation, losses to state revenue and often triggers social conflicts. Various eradication efforts have been made, ranging from persuasive approaches to harsh law enforcement involving the military and police, yet this illegal activity continues. This qualitative study aims to find and propose workable solutions to eradicate this activity, particularly in Indonesia. The study was conducted at two illegal- mining sites in Kalimantan, involving some 6,000 illegal-gold-miners. Data were collected through field observations and in-depth …

How Large-Established Joint Venture Firm Remains Resilient In A Disruptive Era: A Process Tracing Case Study, Moris Tarigan, Togar Mangihut Simatupang, Yuni Ros Bangun

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The crises have spread out globally and have impacted industries, either large firms or small firms. These impacts make the firms economically in intense trouble or file bankruptcies and lay off their employees, as their incomes are falling significantly globally. Therefore, this study investigates how businesses can improve their resilience and be prepared to cope with crises and threats in this disruptive era. What were the strategies the firm has implemented?

The authors have conducted this research in PT Alpha by using the process Tracing case study method in semi-structured interviews with eight critical respondents in ten in-depth interviews, split …

Vocation, Belonging, Courage: Gender Equity In Narratives Of Non-Exempt Women Administrative Assistants In Academic Units At The University Of Dayton, Julio A. Quintero, Heather Ashley

Reports from the Gender Equity Research Fellowship

Gender roles normalize thinking patterns, behaviors, actions, and attitudes. The workplace is not immune to their influence. Gender roles make certain labor invisible, either because it does not typically fit with the expectations of a determined gender group, or because it is deemed normal and therefore expected.

This report condenses the narratives of 11 non-exempt women administrative assistants at the University of Dayton in reference to how vocation, belonging, and courage are affected by gender. Based on the responses, the report proposes several approaches to equity, which is defined as the modifying of structures and practices that have intentionally or …

Faculty Start-Up Negotiations: An Examination Of Gender Differences And Recommendations For Improvement Opportunities At The University Of Dayton, Kathrin Hanek

Reports from the Gender Equity Research Fellowship

Amidst well-documented gender differences in negotiation and gender wage gaps in academia, ensuring gender equity in faculty start-up negotiations is an important part of the University of Dayton’s commitment to diversity, equity, and inclusion. The current investigation examined the faculty start-up negotiation process at the University of Dayton from the perspective of department chairs and new tenure-track faculty hires with an emphasis on gender differences in the initiation and outcomes of negotiations as well as potential underlying factors that may contribute to gender disparities.

Data collected from surveys and interviews indicated gender differences primarily in the initiation of negotiations, satisfaction …

Microfinance Institutions And Women Empowerment Trends And Future Research Directions: A Bibliometric Analysis, Neelam Kaushal, Sanjoli Singla, Madhur Raj Jain, Suman Ghalawat

Library Philosophy and Practice (e-journal)

Microfinance is a powerful emerging instrument for the empowerment of women is, particularly for rural women. It provides small loans to poor people so that they can start their small business startup. The goal of the prompt research is to notice substantial contributors, existing refinements, fields and advocates for additional directions in the study area of Microfinance Institutions (MFI) and Women Empowerment. The bibliometrics, and network analysis (NA) has been performed on 395 documents recovered from the Scopus database to evaluate the research occurrences that have engaged a place on this subject. The study will serve as a fundamental foundation …

Study On Green Products Innovation Of Fashion Sme “Np”, Griba Raymundo Ginting, Lamtiur Hasianna Tampubolon

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Innovation is a social and economic success due to the discovery of new solutions that significantly improve value offered to customers and benefits perceived by customers with cost exchanges as profits. Therefore, innovation becomes a competitive advantage for MSME to have the ability to compete and survive in dynamic markets. The purpose of this research is to examine innovations in the green products of MSME Fashion. The research uses qualitative methods with semi-structured interviews and observations. Data is obtained through in-depth interviews with three informants namely the owner and two employees of Fashion SME and triangulation to two consumers of …

Accommodating Decision-Makers Needs & Preferences In An Oil And Gas State-Owned Enterprise By Ssm Based Action Research, Hanto Yananto, Utomo Sarjono Putro, Yos Sunitiyoso

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The Covid-19 Pandemic has shifted the behaviour of decision-makers in all business processes. This situation has accelerated the process of digitizing all information, information technology, and business processes. As a subsidiary of an Oil and Gas State-Owned Enterprise in Indonesia, The SHU also has a similar SOE's bureaucracy for the approval process in business development. What factors were considered, and how did the interaction and interrelation within those factors influence the decision-making is the main question in this research. This research aims at developing the decision-making system by accommodating the decision-maker's needs and preferences. Action research based on soft systems …

Frontline Job Redesign Louisiana - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Louisiana Child Welfare Division (CWD) of the Department of Child and Family Services (DCFS) is a state-administered child welfare system. In 2016, the Secretary of DCFS separated child welfare from economic security and child support enforcement, creating CWD. CWD is organized into a state office and three regional “super areas” composed of three regions each. (The super areas consist of regions 1, 3 and 4; regions 2, 5 and 6; and regions 7, 8 and 9.) Though Louisiana has 64 parishes statewide there are only 48 parish/local CWD offices in the nine regions due to small size of some …

Onboarding Program Eastern Band Of Cherokee Indians - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The federally-recognized Eastern Band of Cherokee Indians (EBCI) administers the Division of Public Health and Human Services (PHHS), a multi-service agency. PHHS is led by a Secretary who reports directly to the Tribe’s governing Council. PHHS consists of two Departments, each led by a Director. The Tribe’s child welfare agency is the Family Safety Program (FSP), and it sits within the PHHS Department of Human Services under the leadership of a Manager. Human Resources is a separate tribal division and is directed by a Secretary who is appointed by the Chief. Individual programs have discretion of hiring and manage the …

Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, countyadministered child welfare system. Ohio’s 83 singlecounty agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. Sixty-three agencies are housed in a county ODJFS department, overseen by county commissioners, and 22 children services boards are stand-alone child welfare agencies overseen by citizens appointed by county commissioners. OFC is responsible for state-level administration and oversight of programs that prevent child abuse and neglect; provide services to …

Addressing Work-Related Traumatic Stress Nebraska - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Nebraska Department of Health and Human Services (DHHS) is a multi-service agency led by a Chief Executive Officer (CEO), who is appointed by the Governor. The CEO oversees six divisions including the Division of Children and Family Services (DCFS), which is the state’s child welfare agency. The divisions are supported by centralized operations that include Human Resources (HR) & Development. HR has at least one individual with a strong working knowledge of DCFS operations and who is specifically assigned to provide support solely to DCFS.

DCFS is a state-administered system organized into five geographic regions: Western Service Area (WSA), …

Competency-Based Personnel Selection Oklahoma - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Child Welfare Services division of Oklahoma Human Services (OKDHS) is a state-administered child welfare agency. The OKDHS divisions are supported by centralized operations including Human Resource Management (HRM). A small team of human resources professionals within Child Welfare Services work closely with HRM to support Child Welfare Services’ personnel needs.

The executive team of Child Welfare Services includes the director and deputy directors (who lead teams of district directors, field administrators, and program administrators). The agency is divided into five field regions serving 27 districts and 77 counties. At least one district director leads each district. The district directors …

How Can Child Welfare Agencies Leverage Data To Address Important Workforce Questions?, Quality Improvement Center For Workforce Development

QIC-Tips

Child welfare agencies experience workforce turnover (14-20% annually) that can be costly and result in poorer outcomes for children and families. Although turnover is often acknowledged as a significant problem, it is not one that is easily understood or addressed. The following tips and strategies being implemented by jurisdictions working with the QIC-WD may be helpful for child welfare administrators, legislators, and other policymakers seeking to utilize agency data to answer pertinent child welfare workforce questions.

• Understand what data is collected and stored, and where. Oftentimes, there are multiple systems used by agencies during the employee lifecycle that may contain …

How Can Public Child Welfare Agencies Get And Keep A Great Workforce?, Quality Improvement Center For Workforce Development

QIC-Tips

Public child welfare agencies continue to face complex challenges including high workforce turnover. An examination of federal data found that, from 2003 to 2015, states experienced 14-22% annual turnover rates, with caseworkers staying on the job for an average of 1.8 years. Such turnover increases workloads for remaining workers and negatively impacts children and families. The QIC-WD is working with eight jurisdictions to better understand turnover and test interventions to improve workforce retention. The following tips were compiled based on the experience of QIC-WD sites. They are intended to help child welfare administrators, state legislators, or other local policymakers consider …

Generalist Versus Specialist Ceos And Acquisitions: Two-Sided Matching And The Impact Of Ceo Characteristics On Firm Outcomes, Guoli Chen, Sterling Huang, Philipp Meyer-Doyle

Research Collection School Of Accountancy

Research Summary: To address endogeneity concerns stemming from firm-CEO matching, we deploy a two-sided matching model that identifies the complementarities arising from the CEO-firm match and subsequently account for these complementarities in empirical tests. Applying this approach, we examine how the nature of CEOs' human capital affects the acquisition behavior and performance of firms. We find that generalist CEOs (CEOs with a broader set of knowledge and skills) are more likely to engage in unrelated acquisitions than specialist CEOs (CEOs with a narrower but deeper set of knowledge and skills). We also find that the fit between the nature of …

J Mich Dent Assoc June 2021

The Journal of the Michigan Dental Association

Every month, The Journal of the Michigan Dental Association brings news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. No publication reaches more Michigan dentists!

In this issue, the reader will find the following original content:

• A cover story “Team-Based Treatment of Oral Cancer: The U-M Experience”.
• A feature article, “Dental Management of the Head and Neck Cancer Patient Treated with Radiation Therapy: Update 2021”.
• A feature article on “Understanding Cyber Threats and the Risk they Pose to Your Practice”.
• "A Train-the-Trainer Education Model and Rural Dental Opioid Prescribing Outcomes”, a …

Gender Differences In Leadership: An Investigation Into Female Leadership Styles And Affective Organisational Commitment., Katrine Juliane Schubert

Business ETD Collections

As many women enter the ranks of leadership, more research is conducted and needed. Through qualitative analyses based on bibliographic research, this study aims to explore the gender differences in leadership, providing an investigation into female leadership styles and affective organisational commitment. The review and analysis of existing literature demonstrated that the transformational leadership style is more typical of females than male leaders. The study’s findings also indicate that there are differences between female and male leaders’ styles and traits, reinforcing the existing leadership gender stereotype that female leaders are seen as more emotional, supportive, caring, and people-oriented. In contrast, …

Counterpoint: Laying The Groundwork For The First Geospatial Red Team, Rachel Parkin

Critical and Creative Thinking Capstones Collection

The goal of this synthesis has been to develop a set of principles or strategies to guide the establishment of a permanent red team within the National Geospatial-Intelligence Agency (NGA). Over the course of a decade spent working at NGA, I discovered a passion for analytic tradecraft and looking for ways I can push the agency toward a culture that allows critical and creative thinking to thrive. This paper combines my research about organizational culture and reflective narratives about events and observations that shaped my understanding of NGA’s current organizational culture. I identify significant blind spots in our organizational approach …

Judicious Vulnerability: How Humility, Teachability, And Awareness Impact Teams In Organizational Settings, Mac Strachan

Intuition: The BYU Undergraduate Journal of Psychology

In some professions, such as medicine, law enforcement, athletics, and education, maintaining high performance standards while being emotionally stoic often leads to work fatigue and burnout. This state of being can be detrimental to the health of both the professionals and the organization that employs them, bringing into question the necessity of a culture driven by competition and ego. As such, this paper explores the concept of vulnerability as a means to explain cognitive and emotional processes that positively affect relational behavior and organizational culture. Judicious vulnerability sits at the intersection of humility, teachability, and awareness and has the capacity …

Business-Human Resources Pac Minutes May 27,2021, Meghan Jennings

PAC Minutes

No abstract provided.

Business Administration- Human Resources Pac Minutes May 27,2021, Meghan Jennings

PAC Minutes

No abstract provided.

Human Resources Management Pac Minutes- May 27, 2021, Meghan Jennings

PAC Minutes

No abstract provided.

From Managing Nurses To Serving Nurses: The Case For Transfusing Nursing Management With Servant Leadership During The Global Covid-19 Pandemic, William P. Jimenez, Seterra D. Burleson, Matthew J. Haugh

Psychology Faculty Publications

No abstract provided.