Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Social and Behavioral Sciences (49)
- Human Resources Management (36)
- Industrial and Organizational Psychology (30)
- Psychology (30)
- Public Affairs, Public Policy and Public Administration (29)
-
- Social Welfare (29)
- Training and Development (29)
- Performance Management (28)
- Public Policy (28)
- Social Work (28)
- Arts and Humanities (8)
- Organizational Behavior and Theory (7)
- Religion (5)
- Business Administration, Management, and Operations (4)
- Sociology (4)
- Business Law, Public Responsibility, and Ethics (3)
- Education (3)
- Marketing (3)
- Work, Economy and Organizations (3)
- Biblical Studies (2)
- Christianity (2)
- Communication (2)
- Family, Life Course, and Society (2)
- Gender and Sexuality (2)
- Higher Education (2)
- Practical Theology (2)
- Strategic Management Policy (2)
- Anthropology (1)
- Art Education (1)
- Institution
-
- University of Nebraska - Lincoln (29)
- University of Wollongong (22)
- Edith Cowan University (3)
- Liberty University (3)
- Sacred Heart University (3)
-
- Singapore Management University (3)
- Southern Adventist University (2)
- Technological University Dublin (2)
- Brigham Young University (1)
- Calvin University (1)
- Cedarville University (1)
- Dordt University (1)
- Florida International University (1)
- Loyola University Chicago (1)
- Seattle Pacific University (1)
- University of Nevada, Las Vegas (1)
- University of Pittsburgh School of Law (1)
- University of South Carolina (1)
- University of Texas at Tyler (1)
- Utah State University (1)
- Western Kentucky University (1)
- Western University (1)
- Publication Year
- Publication
-
- Umbrella Summaries (27)
- Faculty of Commerce - Papers (Archive) (12)
- Faculty of Business - Papers (Archive) (9)
- Research Collection Lee Kong Chian School Of Business (3)
- Research outputs 2014 to 2021 (3)
-
- Faculty Publications (2)
- Faculty Works (2)
- Senior Honors Theses (2)
- WCBT Faculty Publications (2)
- Anthropology Publications (1)
- Book Chapters (1)
- Business Administration Faculty Publications (1)
- Center for Leadership Current Research (1)
- Conference papers (1)
- Criminal Justice Faculty Publications (1)
- Dissertations (1)
- Doctoral Dissertations and Projects (1)
- Economic Development & Workforce (1)
- Faculty Work Comprehensive List (1)
- Human Resource Development Faculty Publications and Presentations (1)
- Library Philosophy and Practice (e-journal) (1)
- Marketing and Strategy Faculty Publications (1)
- Other QIC-WD Products (1)
- Other resources (1)
- SPU Works (1)
- School of Business: Faculty Publications and Other Works (1)
- Sydney Business School - Papers (1)
- University Faculty Publications and Creative Works (1)
Articles 1 - 30 of 81
Full-Text Articles in Business
The Covid-19 Pandemic And Work From Home, 2019-2021, Maryam Raja, Caitlin J. Saladino, William E. Brown Jr.
The Covid-19 Pandemic And Work From Home, 2019-2021, Maryam Raja, Caitlin J. Saladino, William E. Brown Jr.
Economic Development & Workforce
This fact sheet presents data from the American Community Survey (ACS) Report, “Home Based Workers and the COVID-19 Pandemic,” which examines how the COVID-19 pandemic affected commuting patterns and workplace systems. The data examine how the pandemic shifted norms in work culture and conditions in Mountain West states and metropolitan statistical areas (MSAs).
Training Transfer, Sarah Stepanek, Megan Paul
Training Transfer, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is training transfer?
Training transfer is formally defined as “the degree to which trainees effectively apply the knowledge, skills, and attitudes gained in a training context to the job” (Baldwin & Ford, 1988, p. 63). Training transfer has been conceptualized based on three main factors, which are detailed further below.
► Maintenance versus generalization: Maintenance consists of the degree to which knowledge, skills, and abilities (KSAs) from the learning environment are able to persist over time, whereas generalization consists of being able to take KSAs acquired from a learning environment and apply them to situations or settings that are …
Organizational Citizenship Behavior, Sarah Stepanek, Megan Paul
Organizational Citizenship Behavior, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is organizational citizenship behavior?
Organizational citizenship behavior (OCB) is defined as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, 1988, p. 4). This definition has been further refined to specify that OCB supports task performance in organizations by enhancing the work environment where task performance takes place (Organ, 1997). OCB is one of the three main domains comprising workplace performance, along with task performance and counterproductive work behavior (CWB; Dalal, 2005). OCB is thought to be conceptually opposite …
Work-Family Conflict, Sarah Stepanek, Megan Paul
Work-Family Conflict, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is work-family conflict?
Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …
Work-Family Enrichment, Sarah Stepanek, Megan Paul
Work-Family Enrichment, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is work-family enrichment?
Work-family enrichment is used to describe the positive benefits derived from spillover between work and family. Specifically, work-family enrichment is formally defined as “the extent to which experiences in one role improve the quality of life in the other role” (Greenhaus & Powell, 2006, p. 73). This is often contrasted with the concept of work-family conflict, which represents the negative spillover between the work and family domains. Work-family enrichment is often distinguished by the direction of its effect; benefits from work that are applied to the family domain are termed work-to-family enrichment (WFE), and benefits from …
Employee Engagement, Megan Paul
Employee Engagement, Megan Paul
Umbrella Summaries
What is employee engagement?
Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …
Leader-Member Exchange, Sarah Stepanek, Megan Paul
Leader-Member Exchange, Sarah Stepanek, Megan Paul
Umbrella Summaries
What is LMX?
Leader-member exchange (LMX) refers to the quality of relationship exchange formed between a leader and their subordinate (Gerstner & Day, 1997). Note that in this context, leaders may include supervisors, not just upper-level leaders such as managers or administrators. LMX theory is based on the idea that leaders develop unique relationships with each follower, and the quality of this relationship then has the power to influence various attitudes and behaviors (Illies et al., 2007). Whereas most leadership theories focus entirely on the role that a leader plays, LMX differs in that it emphasizes the dyadic nature of …
Political Skill, Megan Paul
Political Skill, Megan Paul
Umbrella Summaries
What is political skill?
Political skill refers to “the ability to effectively understand others at work, and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives” (Ahearn et al., 2004, p. 311). Unlike organizational politics, which involve selfserving and detrimental behavior, political skill involves positive, sincere, and effective influence (Ferris et al., 2005). The primary measure of political skill is the 18-item Political Skill Inventory, which assesses political skill through four factors: social astuteness, interpersonal influence, networking ability, and apparent sincerity. Example items from each factor, respectively, include “I always seem …
Improving Networking Supports For Women In The Workplace, Karen E. Pennesi, Javier Alvarez Vandeputte, Zsofia Agoston, Rawand Amsdr
Improving Networking Supports For Women In The Workplace, Karen E. Pennesi, Javier Alvarez Vandeputte, Zsofia Agoston, Rawand Amsdr
Anthropology Publications
This report describes findings from research on networking activities and strategies among women in executive and leadership positions in Canadian organizations. The project was carried out by graduate student researchers in collaboration with the Women's Executive Network. Networking is defined as the creation and maintenance of a community of diverse interests, through in-person and online engagements, that can be mobilized for the benefit of oneself or other members of one’s network. We found that the shift to primarily online networking activities due to COVID-19 removed some existing barriers related to age, gender and location, while introducing others related to family …
Workload, Megan Paul
Workload, Megan Paul
Umbrella Summaries
What is workload?
There is no one, universally accepted definition of workload. A broad definition is that it is “an all-encompassing term that includes any variable reflecting the amount or difficulty of one’s work” (Bowling & Kirkendall, 2012, p. 222). Quantitative workload is the label for the amount of work done, and qualitative workload is the label for the difficulty of work (Bowling & Kirkendall, 2012). Further, there is a distinction between mental and physical workload and between objective and perceived workload (Bowling & Kirkendall, 2012). A variety of approaches have been used to measure objective workload. A common one …
Strategic Human Resource Management And Covid-19: Emerging Challenges And Research Opportunities, David G. Collings, John Mcmackin, Anthony Nyberg, Patrick M. Wright
Strategic Human Resource Management And Covid-19: Emerging Challenges And Research Opportunities, David G. Collings, John Mcmackin, Anthony Nyberg, Patrick M. Wright
Faculty Publications
No abstract provided.
Generations In The Workplace, Stephanie Weddington
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 …
Intrinsic And Extrinsic Factors And Their Effects On The Long-Term Retention Of Business Analysts Within Organizations, Quiana Shanti Campbell
Intrinsic And Extrinsic Factors And Their Effects On The Long-Term Retention Of Business Analysts Within Organizations, Quiana Shanti Campbell
Doctoral Dissertations and Projects
Business analysts continue to be in high demand across multiple industries. Because of this, organizations face the challenge of trying to maintain high-level talent long-term. The study looks at the effects of intrinsic and extrinsic factors on the long-term retention of business analysts within organizations in the New England region of the United States. Participants in the study represented multiple industries to include education, health insurance, and business. All participants had at least three years of work experience under their belt. With the qualitative research method using a case study design, the study found a potential relationship between intrinsic and …
Mowdoc: A Dataset Of Documents From Taking The Measure Of Work For Building A Latent Semantic Analysis Space, Kim Nimon
Human Resource Development Faculty Publications and Presentations
Introduction
For organizational researchers employing surveys, understanding the semantic link between and among survey items and responses is key. Researchers like Schwarz (1999) have long understood, for example, that item order can impact survey responses. To account for “item wording similarity,” researchers may allow item error variances to correlate (cf. Rich et al., 2010, p. 625). Other researchers, such as Newman et al. (2010), have pointed to semantic similarity between items as support for the premise that work engagement is like old wine in a new bottle.
Recently, organizational researchers (e.g., Arnulf et al., 2014, 2018) …
The Effect Innovation Of Information Technology, Product, Work, And Service Toward Development Performance Academic Business Laboratory In Indonesia, Ilham M, Tanti Handriana, Fendy Suhariadi
The Effect Innovation Of Information Technology, Product, Work, And Service Toward Development Performance Academic Business Laboratory In Indonesia, Ilham M, Tanti Handriana, Fendy Suhariadi
Library Philosophy and Practice (e-journal)
This study was conducted to compile a work plan and create an integrated laboratory information system and improve academic services at Uin Sunan Ampel Surabaya based on the implementation of work programs towards a world class university. The purpose of this research activity is to design and implement a system capable of providing work information for each manager of the integration laboratory and maximizing the utilization of the integration laboratory so that the use of the integration laboratory is better and more precise. The results of this research can form an integrated laboratory information system that can optimize the performance …
Emotional Labor, Tara Myers, Megan Paul
Emotional Labor, Tara Myers, Megan Paul
Umbrella Summaries
What is emotional labor?
Emotional labor is “the management of feelings to create a publicly observable facial and bodily display” as necessary at work (Hochschild, 2012, p. 50). Thus, people engage in emotional labor when they ensure their facial expressions and body language match what is expected for the job (Grandey, 2000). Clear display rules (e.g., always smile, show empathy, stay neutral, seem stern) are most typically seen within service industries (e.g., customer service, protective services, law enforcement). People accomplish this adherence to display rules through surface acting—managing the expression of emotions—or through deep acting—managing the experience of emotions (Hochschild, …
Workaholism, Megan Paul
Workaholism, Megan Paul
Umbrella Summaries
What is workaholism?
The term was coined 50 years ago and referred to the uncontrollable need to work incessantly (Oates, 1971). Since then, many different definitions have emerged, with variations related to what exactly workaholism looks like (e.g., degree of enjoyment and engagement), why it occurs (e.g., personality), and its outcomes (e.g., on health, work-life balance), among others (Clark, Smith, & Haynes, 2020). Because many of these approaches confuse workaholism with related but distinct concepts (e.g., causes and effects), the following definition has recently been suggested as a more pure description: 1) an inner pressure or compulsion to work, 2) …
Covid-19 And The Workplace: Implications, Issues, And Insights For Future Research And Action, Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, John Antonakis, Susan P. Ashford, Arnold B. Bakker, Peter Bamberger, Hari Bapuji, Devasheesh P. Bhave, Virginia K. Choi, Stefanie J. Creary, Evangelia Demerouti, Francis J. Flynn, Michele J. Gelfand, Lindred L. Greer, Gary Johns, Selin Kesebir, Peter G. Klein, Sun Young Lee, Hakan Ozcelik, Jennifer Louise Petriglieri, Nancy P. Rothbard, Cort W. Rudolph, Jason D. Shaw, Nina Sirola
Covid-19 And The Workplace: Implications, Issues, And Insights For Future Research And Action, Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, John Antonakis, Susan P. Ashford, Arnold B. Bakker, Peter Bamberger, Hari Bapuji, Devasheesh P. Bhave, Virginia K. Choi, Stefanie J. Creary, Evangelia Demerouti, Francis J. Flynn, Michele J. Gelfand, Lindred L. Greer, Gary Johns, Selin Kesebir, Peter G. Klein, Sun Young Lee, Hakan Ozcelik, Jennifer Louise Petriglieri, Nancy P. Rothbard, Cort W. Rudolph, Jason D. Shaw, Nina Sirola
Research Collection Lee Kong Chian School Of Business
COVID-19’s impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literatures focuses on: (i) emerging changes in work practices (e.g., working from home, virtual teams) and (ii) economic and social psychological impacts (e.g, unemployment, mental well-being). In addition, we examine the potential moderating factors of age, race and ethnicity, gender, family status, personality, andcultural differences to generate disparate effects. Illustrating the benefits of …
Reference Checks, Tara Myers, Megan Paul
Reference Checks, Tara Myers, Megan Paul
Umbrella Summaries
What are reference checks?
Reference checks are hiring tools, typically used as one of the last steps in the hiring process. “A reference check generally involves contacting applicants’ former employers, supervisors, coworkers, and educators to verify previous employment and to obtain information about the individual’s knowledge, skills, abilities and character” (Society for Human Resource Management, 2020, p. 1). For example, potential employers use this as an opportunity to get additional information about applicants’ job performance, communication, time management, teamwork, professionalism; honesty; and attention to detail (Hendricks, Rupayana, Puchalski, & Robie, 2018). The questions used on reference checks depend on the …
Occupational Commitment, Megan Paul, Anita Barbee
Occupational Commitment, Megan Paul, Anita Barbee
Umbrella Summaries
What is occupational commitment?
Occupational commitment refers to the extent to which employees are committed to their line of work (Meyer, Allen, & Smith, 1993). Over the past 40 years, various researchers also labeled the construct as career commitment or as professional commitment, but the term occupation is intended to convey that the concept (a) does not apply to a more general concept of a career, which may involve different occupations over time and (b) applies to both professional and non-professional occupations (Meyer et al., 1993). Occupational commitment is one of many forms of work-related commitment. Some of the other, …
Flexible And Family-Friendly Policies At Utah's "Best Places To Work", Robbyn T. Scribner, Michelle Vargas, Susan R. Madsen
Flexible And Family-Friendly Policies At Utah's "Best Places To Work", Robbyn T. Scribner, Michelle Vargas, Susan R. Madsen
Marketing and Strategy Faculty Publications
The COVID-19 pandemic that reached Utah in March of 2020 has had an enormous impact on the way companies do business. Perhaps the biggest change for employees came in the widespread shift to remote work as a public health measure, but many companies adjusted work practices and policies in other ways to support their employees during a challenging time. Many changes focus on flexibility and family-friendly policies, which have traditionally been a double-edged sword for working women. Though such offerings have made it possible for some mothers to remain in the workforce, taking advantage of such programs has often placed …
Thriving, Megan Paul
Thriving, Megan Paul
Umbrella Summaries
What is thriving?
Thriving is defined as “a positive psychological state in which individuals experience both a sense of vitality and a sense of learning at work” (Spreitzer, Sutcliffe, Dutton, Sonenshein, & Grant, 2005, p. 538). Vitality refers to feeling energized, and learning is about experiencing personal growth and development (Spreitzer et al., 2005). The most popular measure of thriving includes ten items, with instructions to think about the questions in relation to work (Porath, Spreitzer, Gibson, & Garnett, 2012). Examples of vitality items include, “I have energy and spirit” and “I feel alive and vital,” and examples of learning …
Assessment Centers, Tara Myers, Megan Paul
Assessment Centers, Tara Myers, Megan Paul
Umbrella Summaries
What are assessment centers?
Assessment centers measure knowledge, skills, abilities, and other characteristics by assessing participants’ responses to job-related simulations. Assessment centers can be used for hiring, placement, and career and skill development (Gaugler, Rosenthal, Thornton, and Bentson, 1987). Typically, participants complete a combination of in-basket, leaderless group discussion, role play, case analysis, and oral presentation exercises (Hoffman, Kennedy, LoPilato, Monahan, and Lance, 2015). Within each exercise, participants review job-relevant information and complete tasks. For the in-basket, participants are presented with documents (e.g., emails, memos, reports, requests—things that might be in an inbox) to which they provide responses and about …
Coworker Influence, Megan Paul, Lauren Sparks
Coworker Influence, Megan Paul, Lauren Sparks
Umbrella Summaries
What is coworker influence?
Coworkers are the individuals in an organization that regularly work with a given employee, often performing similar tasks or collaborating in some way. Coworkers are typically in a similar hierarchical position in the organizational structure, differentiating them from subordinates, supervisors, or managers. Coworker influence is about how coworkers impact a given employee’s work experiences. There are two facets of coworker influence—coworker support and coworker antagonism (Chiaburu & Harrison, 2008). Coworker support is a positive influence, including desirable actions and behaviors. More specifically, there are two types of coworker support—instrumental and affective (Chiaburu & Harrison, 2008). Instrumental …
Telework, Megan Paul
Telework, Megan Paul
Umbrella Summaries
What is telework?
Telework is a type of alternative work arrangement in which employees perform some or all of their job duties at an approved location other than their official worksite. Other labels for telework include telecommuting, remote work, mobile work, virtual work, distance work, distributed work, work from/at home, and flexplace, though definitions can vary (e.g., Allen, Golden, & Shockley, 2015). Telework arrangements can be informal and determined through individual agreements or formal, as part of a more structured program. Formal arrangements may be governed by federal or state statute, executive orders, organizational policy, or collective bargaining agreements. The …
Organizational Socialization, Martin Hall, Megan Paul
Organizational Socialization, Martin Hall, Megan Paul
Umbrella Summaries
What is organizational socialization?
Organizational socialization—also referred to as onboarding—is “…the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007, p. 707). The overall goal of organizational socialization is to facilitate newcomer adjustment (Bauer & Erdogan, 2011). Specifically, adjustment means that new employees understand the key tasks of their job (i.e., role clarity), have confidence in their ability to perform the key tasks of their job (i.e., self-efficacy), feel like they are an accepted member of the organization (i.e., social acceptance), and understand the organization’s culture (e.g., goals, …
Accountability In A Virtual Work Environment, Quality Improvement Center For Workforce Development
Accountability In A Virtual Work Environment, Quality Improvement Center For Workforce Development
Other QIC-WD Products
With the advent of the COVID-19 pandemic, many child welfare supervisors suddenly were managing a virtual team with little or no preparation. Maintaining accountability when staff telework (i.e., work from home) poses challenges in defining and measuring productivity. These challenges can feel different from managing performance in an office environment. Supervisors needed to navigate between emphasizing process (how the work is done) and the achievement of specific outcomes (what gets done). Some agencies may require daily activity logs to help supervisors manage their team, which emphasizes process. An over emphasis on process can lead to workers feeling micro-managed. Keeping track …
Law And Authors: A Legal Handbook For Writers (Introduction), Jacqueline D. Lipton
Law And Authors: A Legal Handbook For Writers (Introduction), Jacqueline D. Lipton
Book Chapters
Drawing on a wealth of experience in legal scholarship and publishing, Professor Jacqueline D. Lipton provides a useful legal guide for writers whatever their levels of expertise or categories of work (fiction, nonfiction, academic, journalism, freelance content development). This introductory chapter outlines the key legal and business issues authors are likely to face during the course of their careers, and emphasizes that most legal problems have solutions so law should never be an excuse to avoid writing something that an author feels strongly about creating. The larger work draws from case studies and hypothetical examples to address issues of copyright …
Informal Learning Behaviors, Megan Paul, Robert Blagg
Informal Learning Behaviors, Megan Paul, Robert Blagg
Umbrella Summaries
What are informal learning behaviors?
Informal learning behaviors (ILBs) are self-directed, intentional activities to acquire knowledge and skill outside of formal learning environments (Cerasoli, Alliger, Donsbach, Mathieu, Tannenbaum, & Orvis, 2017). Informal learning is distinct from learning that is externally imposed or required, involves structured content or processes, or occurs accidentally (Cerasoli et al., 2017). It is the day-to-day, on-the-job learning that occurs in the workplace. ILBs include things like observing, asking questions, seeking information, and practicing (Cerasoli et al., 2017). A highly related behavior is seeking feedback, which is sometimes described as a form of informal learning but has …
Workplace Supports For Lgbt Employees, Toby Burnham, Megan Paul
Workplace Supports For Lgbt Employees, Toby Burnham, Megan Paul
Umbrella Summaries
What are workplace supports for LGBT employees?
Workplace supports for LGBT employees are organizational policies and practices that are thought to improve the work experiences of LGBT employees and foster diversity within an organization. Although there isn’t one set of specific workplace supports for LGBT employees, one way of summarizing the contextual supports in the workplace is to categorize them as (a) formal LGBT-supportive policies and practices, (b) LGBT-supportive climates, and (c) supportive workplace relationships (Webster, Adams, Maranto, Sawyer, & Thoroughgood, 2017). Formal policies and practices that are supportive of LGBT employees include things like same-sex benefits coverage, LGBT resource …