Business Commons^™

Personality Research In The 21st Century: New Developments And Directions For The Field, Michele N. Medina-Craven, Kathryn Ostermeier, Pratigya Sigdyal, Benjamin David Mclarty

Management Department Faculty Journal Articles

The purpose of this study is to systematically examine and classify the multitude of personality traits that have emerged in the literature beyond the Big Five (Five Factor Model) since the turn of the 21st century. The authors argue that this represents a new phase of personality research that is characterized both by construct proliferation and a movement away from the Big Five and demonstrates how personality as a construct has substantially evolved in the 21st century.

Effective Management In The Post-Pandemic Hybrid Workplace, Logan Michael Sarkisian

Honors Projects in Management

In 2020, the COVID 19 pandemic struck the world and called for a change in the way business is conducted. Companies are being forced to redesign their business models to accommodate the widespread push to digital platforms, also known as the digital transformation era. As a result, more companies are shifting their environments to utilize a blend of the increasingly popular remote work approach with the traditional in-office practice. This sudden rise in remote work and the numerous affects it has on employees has caused a need for change in the way managers conduct their business. A qualitative research study …

Strategies For Using Analytics To Improve Human Resource Management, Rosaline Uduak Etukudo

Walden Dissertations and Doctoral Studies

The use of analytics in human resource (HR) management has proven successful in improving company performance by reducing workforce costs, improving the quality of recruitment, improving talent management and employee engagement, and generally improving productivity. The purpose of this qualitative, multiple-case study was to explore how HR managers use analytics to improve company performance using the contextually based human resource theory as the conceptual framework. The target population comprised a purposeful sample of 5 HR managers in Washington DC; the United States; and Lagos, Nigeria, who had experience using analytics for HR management. Data were collected through semistructured interviews using …

Employer Branding: An Islamic Perspective, Norasyikin Binti Shaikh Ibrahim

The South East Asian Journal of Management

This paper discusses employer branding from an Islamic perspective. Islam is a way of life and so do the employer and employee relationship, which strengthens employer branding in an organization. The definition, importance and process related to employer branding are discussed in the context of human resource management, such as job satisfaction and work environment. In addition to that, related human resource management practices such as recruitment and selection were discussed in an Islamic context. Related concepts such as employee value proposition (EVP), ethics and Islamic values were discussed with reference from Al-Quran and Hadith. The paper concludes with a …

Servant Leaders' Use Of High Performance Work Practices And Corporate Social Performance, Michelle Kathleen Fitzgerald Preiksaitis

Walden Dissertations and Doctoral Studies

Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership style and the use of HPWPs and CSP, by using a quantitative, nonexperimental design. U.S. business …

An Exploration Of Human Resource Personnel And Toxic Leadership, Sabrina Michele Maxwell

Walden Dissertations and Doctoral Studies

An Exploration of Human Resource Personnel and Toxic Leadership

by

Sabrina Michele Maxwell

MA, Pepperdine University, 2006

MA, BIOLA University, 2003

BS, BIOLA University, 2001

Dissertation Submitted in Partial Fulfillment

of the Requirements for the Degree of

Doctor of Philosophy

Management

Walden University

May 2015

'

Toxic leaders are destructive of morale, productivity, and organizational effectiveness. Literature has reported the perspectives of followers, and sometimes how organizations address those toxic behaviors, but research has not examined the perspectives of human resource (HR) managers who must detect the existence of toxic behaviors and handle with the consequences of them. To address …

Ethnic Identity And Job Attribute Preferences: The Role Of Collectivism And Psychological Capital, Gwendolyn Combs, Ivana Milosevic, Wonho Jeung, Jakari Griffith

Department of Management: Faculty Publications

The globalization of the workforce has resulted in the need to recruit talent from an increasingly diverse labor market. Understanding how ethnicity may drive individual preferences regarding two important types of job attributes is of value in knowing how to attract potential employees from different ethnic backgrounds. Using a sample of 380 college students from the Midwest and Southeastern region, the authors examined the relationship between ethnic identity, job attributes, collectivism/individualism, and psychological capital. Using structural equation modeling, they found that ethnical identity is more strongly related to the competence and growth aspect of job attribute preferences than status and …

[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell

Bradford S Bell

[Excerpt] In The Mismanagement of Talent, Brown and Hesketh argue that rooted within the dominant discourse of the "war for talent" are several core assumptions that have shaped our perspective on employability in the KBE. The most central of these is that there is a limited pool of talent capable of rising to senior managerial positions, which creates fierce competition to recruit the best and brightest. The perception of talent as a limited commodity is seen as driving organizations to diversify their talent pools and adopt more rigorous recruitment and selection tools in an effort to get the right people, …

A Study On Workforce Integration In An International Acquisition, Christopher Lussier

Honors Projects in Management

International acquisitions are extremely difficult to maneuver and success is far from guaranteed. Navigating through financial statements is one thing, but trying to link together two or more geographically and culturally diverse workforces is an entirely another thing. This study analyzes fourteen employee interviews from four different companies involved in international acquisitions within the last ten years. It develops a comprehensive comparison of companies looking to partially integrate through hands-off management or fully integrate through synergistic collaboration of workforces. The analysis looks at the actions companies take once the decision is made to grow internationally through mergers and acquisitions in …