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- Absenteeism (8)
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Articles 1 - 30 of 104
Full-Text Articles in Business
Employee Attendance Policies: The Foundation For Successful Absenteeism Control, Dow Scott, Steve Markham, G Stephen Taylor
Employee Attendance Policies: The Foundation For Successful Absenteeism Control, Dow Scott, Steve Markham, G Stephen Taylor
Dow Scott
No abstract provided.
Rewarding Good Attendance: A Comparative Study Of Positive Ways To Reduce Absenteeism, Dow Scott, Steve Markham, Richard W. Robers
Rewarding Good Attendance: A Comparative Study Of Positive Ways To Reduce Absenteeism, Dow Scott, Steve Markham, Richard W. Robers
Dow Scott
No abstract provided.
The Configuration Of Performance Appraisal: Investigating The Impact Of Leadership And Personality Using A Within- And Between-Supervisory Group Analysis, Steve Markham, W D. Murry, Dow Scott
The Configuration Of Performance Appraisal: Investigating The Impact Of Leadership And Personality Using A Within- And Between-Supervisory Group Analysis, Steve Markham, W D. Murry, Dow Scott
Dow Scott
The key to improvfrig performance appraisals in organizations may be the leadership exchange processes that occur between managers and subordinates. We suggest two ways in which this might unfold: (a) the direct relationships among leadership attention, tenure with supervisor, and actual performance appraisal rating and (b) the cqnfiguration of these three variables around the organization's structure in which differences between supervisory groups are highlighted. Our findings suggest that all three variables are significantly related. For leadership attention and performance appraisal, an individual-level model best applies. A group model is implied for leaders~ip attention and tenure with supervisor, whereby entire supervisory …
Trust Differences Between Blacks And Whites In An Organizational Setting, Dow Scott
Trust Differences Between Blacks And Whites In An Organizational Setting, Dow Scott
Dow Scott
As increased numbers of blacks enter jobs from which they were formerly excluded, concerns about whether they can perform the work and interact successfully with peers, subordinates, and superiors have been expressed. This study examines a large organization that has been racially mixed through top management for over ten years. The author identifies and examines trust differences between black and white exempt employees (supervisors, managers and professionals) toward superiors, peers, and top management.
A New Job For The '90s: The Productivity-Gainsharing Coordinator May Be The Answer To Improved Employee Productivity, Dow Scott, Steve Markham
A New Job For The '90s: The Productivity-Gainsharing Coordinator May Be The Answer To Improved Employee Productivity, Dow Scott, Steve Markham
Dow Scott
No abstract provided.
The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, Dennis A. Mabes
The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, Dennis A. Mabes
Dow Scott
No abstract provided.
The Relationship Between Employee Age And Interpersonal Trust Within An Organizational Context, Dow Scott, Brian Cook
The Relationship Between Employee Age And Interpersonal Trust Within An Organizational Context, Dow Scott, Brian Cook
Dow Scott
No abstract provided.
Tracking The Merit Of Merit Pay, Frederick S. Hills, Dow Scott, Steve Markham, Robert M. Madigan
Tracking The Merit Of Merit Pay, Frederick S. Hills, Dow Scott, Steve Markham, Robert M. Madigan
Dow Scott
No abstract provided.
Controlling Absenteeism: A National Study Of Union And Non-Union Differences, Dow Scott, Steve Markham
Controlling Absenteeism: A National Study Of Union And Non-Union Differences, Dow Scott, Steve Markham
Dow Scott
No abstract provided.
Employment Testing: The U.S. Job Service Is Spearheading A Revolution, Robert M. Madigan, Dow Scott, Diana L. Deadrick, Jil A. Stoddard
Employment Testing: The U.S. Job Service Is Spearheading A Revolution, Robert M. Madigan, Dow Scott, Diana L. Deadrick, Jil A. Stoddard
Dow Scott
No abstract provided.
Attendance Control Techniques: Union Vs. Non-Union Differences In The Southeast United States, S E. Markham, Dow Scott
Attendance Control Techniques: Union Vs. Non-Union Differences In The Southeast United States, S E. Markham, Dow Scott
Dow Scott
This research examines both the rate of absenteeism and the attendance control methods found in a sample of 423 union and non-union organizations located in the Southeast United States. These data indicate that absenteeism rates for union and non-union organizations are not significantly different. Methods of controlling absenteeism are reported for both union and non-union facilities. Implications for the control of absenteeism are discussed.
Merit Pay: Just Or Unjust Desserts, Frederick S. Hills, Dow Scott, Steve Markham, Michael J. Vest
Merit Pay: Just Or Unjust Desserts, Frederick S. Hills, Dow Scott, Steve Markham, Michael J. Vest
Dow Scott
No abstract provided.
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
Dow Scott
Although absenteeism rates can be reduced significantly in most organizations, it must be recognized that absenteeism is a legitimate employee benefit and will occur at some level despite control efforts. The author proposes that a human resource planning approach can substantially reduce the cost of absenteeism by staffing for predicted levels of absenteeism. There are three preconditions for such an approach: (1) absenteeism measures must be developed and attendance data collected: (2) the probability that jobs will be vacant must be calculated; and (3) a cost analysis for alternative strategies of filling job vacancies must be completed. Diagnostic instruments are …
Absenteeism Control Methods: A Survey Of Practices And Results, Dow Scott, Steve Markham
Absenteeism Control Methods: A Survey Of Practices And Results, Dow Scott, Steve Markham
Dow Scott
No abstract provided.
Teacher Absenteeism In Secondary Education, Dow Scott, James C. Wimbush
Teacher Absenteeism In Secondary Education, Dow Scott, James C. Wimbush
Dow Scott
Teacher absenteeism is a serious problem for school systems. Using an existing model of attendance behavior as a guide, attitudinal, demographic and absenteeism data from 265 secondary teachers were examined. Canonical correlation analysis revealed that absenteeism among teachers was significantly related to distance to work, gender, job involvement, and overall job satisfaction.
Affirmative Action: New Interpretations And Realities, Dow Scott, Beverly L. Little
Affirmative Action: New Interpretations And Realities, Dow Scott, Beverly L. Little
Dow Scott
Affirmative action emerged during the 1960s as a government-mandated strategy for rectifying the effects of past discrimination. Although the goal of providing equal opportunity for all citizens regardless of race or gender has never been questioned seriously, controversy has swirled around affirmative action with claims by nonminorities of "reverse discrimination" and complaints by employers of coercion to hire unqualified job applicants. This paper examines the relevance of affirmative action for the 1990s in light of changes in public policy and changes in society. It suggests that the judicious use of affirmative action can increase a company's competitiveness in increasingly diverse …
Selecting The Right Employee: Examining The General Validity Of Employee Testing Can Lead To Solid Recruitment, Dow Scott, Robert M. Madigan, Diana L. Deadrick
Selecting The Right Employee: Examining The General Validity Of Employee Testing Can Lead To Solid Recruitment, Dow Scott, Robert M. Madigan, Diana L. Deadrick
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.
Revolutionizing Workplace Culture Through Scanlon Gain Sharing, Dow Scott, Paul Davis
Revolutionizing Workplace Culture Through Scanlon Gain Sharing, Dow Scott, Paul Davis
Dow Scott
No abstract provided.
Is There Merit In Merit Pay? A Survey Of Reward Professionals., Dow Scott, R. Somersan, B. Repsold
Is There Merit In Merit Pay? A Survey Of Reward Professionals., Dow Scott, R. Somersan, B. Repsold
Dow Scott
No abstract provided.
Assessing Reward Effectiveness: A Survey Of Reward, Hr, And Line Executives, Dow K. Scott, T. Mcmullen
Assessing Reward Effectiveness: A Survey Of Reward, Hr, And Line Executives, Dow K. Scott, T. Mcmullen
Dow Scott
No abstract provided.
Rewards Next Practices: 2013 And Beyond, Dow K. Scott, T. Mcmullen
Rewards Next Practices: 2013 And Beyond, Dow K. Scott, T. Mcmullen
Dow Scott
No abstract provided.
Six Steps To Implement A Mentor Program., Dow Scott, S. Patel, D. Klien, D. Moyer
Six Steps To Implement A Mentor Program., Dow Scott, S. Patel, D. Klien, D. Moyer
Dow Scott
No abstract provided.
Are You Spending Your Company's Compensation Dollars Wisely?, Dow Scott
Are You Spending Your Company's Compensation Dollars Wisely?, Dow Scott
Dow Scott
Compensation costs are the largest single expense most organizations have—ranging from 15 to 20 percent in manufacturing to more than 80 percent in the human services industry. Recognizing the strategic impact of compensation, senior executives want to know if these dollars are being spent effectively. However, few organizations systematically evaluate their pay programs or only do so in the most rudimentary fashion.
Blending General Increases With A Pay-For-Performance Policy, Dow Scott
Blending General Increases With A Pay-For-Performance Policy, Dow Scott
Dow Scott
T he system of awarding annual across-the-board merit raises— central to how most employees are paid—no longer makes sense.
Rentention Of Key Talent And The Role Of Rewards, Dow Scott
Rentention Of Key Talent And The Role Of Rewards, Dow Scott
Dow Scott
Retention of key talent – those employees who are the strongest performers, have high potential, or are in critical jobs – is particularly important during economic recoveries when organizations compete more aggressively for market share and talent. Key talent disproportionally contributes to current and future organization performance since key employees often become organization leaders or employees with unique skills. In today’s world it is more challenging to hide your top talent because of social media applications like Linked In openly promote their capabilities and accomplishments. Furthermore, top talent can compare the “deal” or pay package they currently receive with that …
An Investigation Of Determinants Of Turnover Intention Among Truck Drivers In The Usa., Al Arkoubi, J. W. Bishop, Dow Scott
An Investigation Of Determinants Of Turnover Intention Among Truck Drivers In The Usa., Al Arkoubi, J. W. Bishop, Dow Scott
Dow Scott
No abstract provided.
Does Trust In Top Management Mediate Top Management Communication, Employee Involvement And Organizational Commitment Relationships?, A. Mahajan, J. W. Bishop, Dow Scott
Does Trust In Top Management Mediate Top Management Communication, Employee Involvement And Organizational Commitment Relationships?, A. Mahajan, J. W. Bishop, Dow Scott
Dow Scott
No abstract provided.
Retention Of Key Talent And The Role Of Rewards, Dow Scott, T. Mcmullen, M. Royal
Retention Of Key Talent And The Role Of Rewards, Dow Scott, T. Mcmullen, M. Royal
Dow Scott
No abstract provided.
Reward Fairness: Slippery Slope Or Manageable Terrain?, Dow Scott, T. D. Mcmullen, M. Royal
Reward Fairness: Slippery Slope Or Manageable Terrain?, Dow Scott, T. D. Mcmullen, M. Royal
Dow Scott
No abstract provided.