Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Human Resources Management (31)
- Social and Behavioral Sciences (13)
- Business Administration, Management, and Operations (8)
- International Business (7)
- Organizational Behavior and Theory (6)
-
- Management Sciences and Quantitative Methods (4)
- Performance Management (4)
- International and Area Studies (3)
- Sociology (3)
- Strategic Management Policy (3)
- Library and Information Science (2)
- Psychology (2)
- Sports Studies (2)
- Tourism and Travel (2)
- Accounting (1)
- African Studies (1)
- Arts Management (1)
- Arts and Humanities (1)
- Asian Studies (1)
- Computer Engineering (1)
- Economics (1)
- Education (1)
- Engineering (1)
- Entrepreneurial and Small Business Operations (1)
- Exercise Science (1)
- Feminist, Gender, and Sexuality Studies (1)
- Finance and Financial Management (1)
- Hospitality Administration and Management (1)
- Industrial and Organizational Psychology (1)
- Institution
-
- Bryant University (9)
- Technological University Dublin (8)
- Singapore Management University (6)
- Brigham Young University (4)
- Edith Cowan University (2)
-
- University of Nebraska - Lincoln (2)
- University of Richmond (2)
- City University of New York (CUNY) (1)
- Florida International University (1)
- Georgia Southern University (1)
- Loyola Marymount University and Loyola Law School (1)
- Pace University (1)
- Rhode Island College (1)
- Sacred Heart University (1)
- Trinity University (1)
- University of Dayton (1)
- University of Windsor (1)
- Publication Year
- Publication
-
- Honors Projects in Management (6)
- Research Collection Lee Kong Chian School Of Business (6)
- Faculty Publications (4)
- Articles (3)
- Conference papers (3)
-
- Case Studies (2)
- Department of Management: Faculty Publications (2)
- Association of Marketing Theory and Practice Proceedings 2013 (1)
- FIU Electronic Theses and Dissertations (1)
- Health and Sport Science Faculty Publications (1)
- Honors College Theses (1)
- Honors Projects (1)
- Honors Projects in Accounting (1)
- Honors Projects in Business (1)
- Management Department Faculty Journal Articles (1)
- Management Faculty Publications (1)
- Management Faculty Works (1)
- Odette School of Business Publications (1)
- Publications and Research (1)
- Research outputs 2014 to 2021 (1)
- Research outputs pre 2011 (1)
- Robins Case Network (1)
- School of Business Faculty Research (1)
- WCBT Faculty Publications (1)
Articles 1 - 30 of 43
Full-Text Articles in Business
Impact Of Training On Employee Motivation And Performance In The Sports Industry, Alyssa Macur
Impact Of Training On Employee Motivation And Performance In The Sports Industry, Alyssa Macur
Honors College Theses
This study explores the crucial relationship between employee training and its influence on motivation and performance within the sports industry, focusing on insights from Athletic Directors within the Pace University Athletic Department. Through three comprehensive, in-depth interviews with these key stakeholders, the study aims to discern the effects of targeted, effective training and clear goal setting on employee motivation and performance outcomes. The insights gathered from the Athletics Directors at Pace University reveal a strong correlation between well-designed, efficient training programs and heightened motivation. When training initiatives are aligned with clear objectives and goals, employees exhibit increased levels of enthusiasm, …
The Feminization Of Human Resources And How It Affects Women's Careers, Courtney Wegrzyn
The Feminization Of Human Resources And How It Affects Women's Careers, Courtney Wegrzyn
Honors Projects in Management
Over the past 50 years, women have advanced into managerial roles in the workplace at exponential rates (Beller, 1982; Scarborough, 2017). However, hiring and promotions based on societal norms and bias have often accentuated or hampered the balance of gender in certain industries (Gaucher et al., 2011; Tambe et al., 2019). The purpose of the present study is to research the differences in gender equality, perceptions, and representation in the often-feminized industry of Human Resources. This research outlines the historical progression of gender balance in the workplace and reviews societal pressures and cycles that lead to the manifestation of these …
An Analysis Of The Direct Effect Of Siestas On: Local And Multinational Business In Spain, Arana S. Torres Alicea
An Analysis Of The Direct Effect Of Siestas On: Local And Multinational Business In Spain, Arana S. Torres Alicea
Honors Projects in Business
The study investigates the impact of siestas on workplace productivity and employee well-being in local and multinational companies based in Spain. Qualitative data was collected through interviews to examine how these companies have adapted to remote work arrangements and their views on the relevance of siestas in their operations. The study seeks to determine whether siestas play a significant role in shaping workplace cultures and policies, even amidst changing work habits brought about by the pandemic, providing insights into the ongoing debate on the relevance of siestas in modern-day work environments in Spain. Furthermore, the findings of this study can …
The Future Of The Workforce Depends On Generation Z: A Study On Generational Workforce Preferences, Laura Urgal
The Future Of The Workforce Depends On Generation Z: A Study On Generational Workforce Preferences, Laura Urgal
Honors Projects in Management
This research paper closely analyzes Gen Z in order to better understand their views, preferences, and expectations of the workforce. We are living in the era with the largest generational diversity to date. The idea of a multigenerational workforce has become an integral part of the workforce itself. With Gen Z’s coming of age and beginning to enter the workforce en masse – with them a unique set of skills, values, and expectations. It becomes of utmost importance for businesses and organizations to understand Gen Z workforce preferences as the demographic group is determined to shape the workforce. As Gen …
Automation, Ai, And Future Skills Needs: An Irish Perspective, Raimunda Bukartaite, Daire Hooper
Automation, Ai, And Future Skills Needs: An Irish Perspective, Raimunda Bukartaite, Daire Hooper
Articles
This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI) and technology. The study also seeks to understand what human resource policies and educational interventions are needed to support and take advantage of these changes.
Uab Sdg: Recruitment Based On Values, Lina Girdauskiene, Asta Savaneviciene Dr, Rasa Laliene Dr, Zivile Stankeviciute
Uab Sdg: Recruitment Based On Values, Lina Girdauskiene, Asta Savaneviciene Dr, Rasa Laliene Dr, Zivile Stankeviciute
Case Studies
JSC SDG is a group of companies providing safe work consultancy services. The company was established in 2002 and has grown to the group of the companies. During the growth period organization faced various human resource management problems. One of the most significant issues are leadership. Recruiting suitable employees is a challenging aspect, as it affects the well-being of the employees and the goals of the organization.
Rimi Lietuva, Uab: Journey Towards Employment Of People With Disability, Zivile Stankeviciute, Asta Savaneviciene Dr, Lina Girdauskiene, Rasa Laliene
Rimi Lietuva, Uab: Journey Towards Employment Of People With Disability, Zivile Stankeviciute, Asta Savaneviciene Dr, Lina Girdauskiene, Rasa Laliene
Case Studies
Rimi Lietuva is one of the largest retailers in Lithuania. Rimi Lietuva's retail network is designed to meet the most diverse needs of customers and to serve them as well as possible. The company has more than 3000 employees representing various generations, different nationalities, various backgrounds and different skills and abilities. Rimi Lietuva has a huge focus on employee diversity and inclusion. Behind this orientation lies the commitment of the organization and its CEO to corporate social responsibility and wiliness to help people to find the job who are usually “left behind”.
Personality Research In The 21st Century: New Developments And Directions For The Field, Michele N. Medina-Craven, Kathryn Ostermeier, Pratigya Sigdyal, Benjamin David Mclarty
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.
What About Them? The Health And Well-Being Of Those Who Care For Others, Catherine Papayannopoulos
What About Them? The Health And Well-Being Of Those Who Care For Others, Catherine Papayannopoulos
Honors Projects in Management
Employee Health and Wellness Programs are increasingly more prevalent in different work environments and industries. Studies have shown that these programs can potentially increase employee productivity and reduce absenteeism, in addition to emphasizing a priority on mental and physical wellness. Healthcare workers already have a stressful job, but since the breakout of COVID-19, they have been overwhelmed with this pandemic to an even higher degree. It is important that healthcare workers take care of their own health and wellness and that it is prioritized at their place of work. Through surveying various healthcare workers, this study investigates if healthcare professionals …
Effective Management In The Post-Pandemic Hybrid Workplace, Logan Michael Sarkisian
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 …
High Commitment Hrm And Burnout Of Frontline Food Service Employees: A Moderated Mediation Model, Stephen T. Teo, Diep T. N. Nguyen, Azadeh Shafaei, Tim Bentley
High Commitment Hrm And Burnout Of Frontline Food Service Employees: A Moderated Mediation Model, Stephen T. Teo, Diep T. N. Nguyen, Azadeh Shafaei, Tim Bentley
Research outputs 2014 to 2021
Purpose:
Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees.
Design/methodology/approach:
A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling.
Findings:
There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect …
Time For Realignment: The Hr Ecosystem, Scott Snell, Shad Morris
Time For Realignment: The Hr Ecosystem, Scott Snell, Shad Morris
Faculty Publications
The concepts of fit and alignment have been foundational to the field of strategic human resource management. And while the theoretical premises that underlie these concepts remain useful and intuitively compelling, the lack of empirical evidence to support them proves problematic. Part of the reason, we suspect, is that our research on fit and alignment does not fully reflect realities of contemporary organizations or the practical challenges faced by managers. We argue that HR researchers have an opportunity to reframe concepts of fit and alignment to better reflect the complexities and dynamics of contemporary models of strategy and organization. We …
Dancing With The Stars: The Practical Value Of Theory In Managing Star Employees, Shad Morris, Sharon A. Alvarez, Jay B. Barney
Dancing With The Stars: The Practical Value Of Theory In Managing Star Employees, Shad Morris, Sharon A. Alvarez, Jay B. Barney
Faculty Publications
Star employees create disproportionate value for organizations. However, managing stars is decidedly difficult. Scholars have not yet appropriately addressed this practical problem. Much of the problem is interpreting our theoretical models that convey human capital from a static perspective. By combining incomplete contract theory with human capital research and theories of strategy, we show how existing theory can provide a framework for solving problems related to managing stars while also offering a platform for further research within the strategic human capital field. To do this, we recap extant theory and examine how stars create value for an organization by co-developing …
Performance Management: Quo Vadis?, Filip Lievens, Philipp Schapers, Christoph N. Herde
Performance Management: Quo Vadis?, Filip Lievens, Philipp Schapers, Christoph N. Herde
Research Collection Lee Kong Chian School Of Business
Traditionally performance management has been described as a powerful tool in Human Resource Management (HRM) because it has potentially a wide array of application possibilities for various HR topics. However, the reality in practice is different. Various surveys reported that more than 90 percent of the performance management systems are unsuccessful. Further studies have shown that up to 75% of staff feel that their organization’s performance management system does not help them to improve their performance and is largely a waste of time (e.g., Capelli & Tavis, 2016; Pulakos, 2009). Economic analyses of the return on investment (as compared to …
Stakeholder Management: A Managerial Perspective, Jeffrey S. Harrison, Andrew C. Wicks
Stakeholder Management: A Managerial Perspective, Jeffrey S. Harrison, Andrew C. Wicks
Management Faculty Publications
Scholars and practitioners have acknowledged the practical relevance of stakeholder theory as it has been applied to management. This chapter provides a brief foundation for understanding the basic principles of stakeholder management and some of its best known tools, including the development of an enterprise strategy, identification and prioritization of stakeholders, and measurement of the value firms create with and for stakeholders. We then share insights about implementation of stakeholder management based on interviews with high-level executives from a variety of well-known companies. We found that stakeholder principles have been applied in a variety of ways and under various labels. …
The Influence Of Perceived Psychological Contract Violations On Expatriate Attitudes: The Moderating Role Of Individual, Organizational, And National Factors, Kowoon Kim
FIU Electronic Theses and Dissertations
As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attention as an underlying mechanism for managing expatriates. However, existing psychological contract studies …
Compliance Police Or Business Partner? Institutional Complexity And Occupational Tensions In Human Resource Managment, Kurt Sandholtz, Tyler N. Burrows
Compliance Police Or Business Partner? Institutional Complexity And Occupational Tensions In Human Resource Managment, Kurt Sandholtz, Tyler N. Burrows
Faculty Publications
Faced with institutional demands, organizations often create departments whose work is divorced from technical imperatives. This paper examines workers in one such department: Human Resources. Analysis of HR's recent history and evidence from an ethnographic study of HR work highlight the institutional origins of conflict between HR's established "compliance police" role and the "business partner" expectations of line managers. The paper outlines a theory of how organizational responses to institutional complexity contribute to persistent tension in HR and other heteronomous occupations.
Bringing Africa In: Promising Directions For Management Research, Gerard George, Christopher Corbishley, Jane N. O. Khayesi, Martine R. Haas, Laszlo Tihanyi
Bringing Africa In: Promising Directions For Management Research, Gerard George, Christopher Corbishley, Jane N. O. Khayesi, Martine R. Haas, Laszlo Tihanyi
Research Collection Lee Kong Chian School Of Business
Africa is beginning to capture the imagination of entrepreneurs, corporate executives, and scholars as an emerging market of new growth opportunities. Over 15 years, the continent has experienced an average growth rate of 5% (World Economic Forum, 2015: v). Out of its 54 countries, 26 have achieved middle-income status, while the proportion of those living in extreme poverty has fallen from 51% in 2005 to 42% in 2014 (African Development Bank, 2014a: 49). Although there are regional differences, the primary drivers of growth have been rapidly emerging consumer markets, regional economic integration, investment in infrastructure, technological leap-frogging, and the opening …
Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy
Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy
Faculty Publications
Research Summary:
Prior scholarship has assumed that firm-specific and general human capital can be analyzed separately. This paper argues that, in some settings, this is not the case because prior firm-specific human capital investments can be a market signal of an individual’s willingness and ability to make such investments in the future. As such, the willingness and ability to make firm-specific investments is a type of general human capital that links firm-specific and general human capital in important ways. The paper develops theory about these investments, market signals, and value appropriation. Then the paper examines implications for human resource management …
Ryanair Holdings, Nicole Blake Tran, Jamie Perkinson, Caron Sinnenberg, Lionel Tarcia, Jeffrey S. Harrison
Ryanair Holdings, Nicole Blake Tran, Jamie Perkinson, Caron Sinnenberg, Lionel Tarcia, Jeffrey S. Harrison
Robins Case Network
The crass Irish CEO of Ryanair presides over a modern miracle. Ryanair, with its ridiculously low prices and poor reputation for service, has become one of Europe’s largest and most successful airlines. Employees pay for their own training, flights are cancelled if they won’t be full enough to be profitable, and the concept of “no frills” is heartily embraced. However, some new competitors have come on the scene, and Ryanair may be forced to improve its service and reputation to keep up.
Rethinking Cross-Border Talent Management: The Emerging Markets Perspective, Tejpavan Gandhok, Richard Raymond Smith
Rethinking Cross-Border Talent Management: The Emerging Markets Perspective, Tejpavan Gandhok, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
A closer look at the relatively little understood issue of how and why emerging market MNCs manage their senior talent for international growth leads us to question the conventional wisdom on talent management practices.
Officiating Attrition: The Experiences Of Former Referees Via A Sport Development Lens, Stacy Warner, Jacob K. Tingle, Pamm Kellett
Officiating Attrition: The Experiences Of Former Referees Via A Sport Development Lens, Stacy Warner, Jacob K. Tingle, Pamm Kellett
School of Business Faculty Research
Referees are key sport personnel who have important responsibilities both on- and off- the field. Organized competition would not survive without referees, yet little is known about what cause referees to discontinue in the role. This research examines the experiences of former referees so that managers may better understand strategies that might encourage more referees to be retained. Fifteen previous basketball referees were interviewed about their refereeing experience. Ten themes emerged that were related to the sport development stages of referee recruitment, referee retention, and referee advancement. The results indicate that issues experienced during the retention phase (Problematic Social Interaction, …
Working With The Plateaued Employee, Janet Butler Munch
Working With The Plateaued Employee, Janet Butler Munch
Publications and Research
As supervisors, middle managers may observe employees who have lost interest in their work, have become demotivated, or seem to be in a rut. This phenomenon can happen to even the most productive employees. Managers can help mitigate negative aspects by supporting their librarians, and helping them to make self-enhancing decisions for their continual professional growth and development.
Utilizing Relationship Marketing And Partnership Development As Critical Elements For Developing And Transforming Leadership Programs And Courses: Best Practice, Howard F. Rudd Jr., Thomas Kent, Carrie A. Blair
Utilizing Relationship Marketing And Partnership Development As Critical Elements For Developing And Transforming Leadership Programs And Courses: Best Practice, Howard F. Rudd Jr., Thomas Kent, Carrie A. Blair
Association of Marketing Theory and Practice Proceedings 2013
This paper utilizes some of the same literature of relationship marketing and partnership building as previous AMTP papers but applies these variables within the context of developing and transforming leadership programs and courses offered to undergraduate students. More specifically, the focus of this paper is on required and elective courses that are components of a leadership program including leadership and management development and human resource management. In addition, a most innovative noncurricular or extra-mural model program for leadership development that has already been replicated within another discipline on campus will also be examined as to its value added. Their use …
An Investigation Into The Factors That Lead To Career Success In Accounting: Are Great Accountants Born Or Made?, Kelly Cocco
An Investigation Into The Factors That Lead To Career Success In Accounting: Are Great Accountants Born Or Made?, Kelly Cocco
Honors Projects in Accounting
Are great accountants born or made? This paper examines various factors and personality traits which lead to career success in accounting, as perceived by accountants with various levels of earnings and job satisfaction. The current literature indicates that a gap exists between employer expectations of potential employees and the skills and traits that accounting graduates prioritize as most important when they are about to enter the workforce (Muda 2009). This study extends the literature by attempting to identify the traits and characteristics of successful accountants by surveying accounting professionals, who are defined as those who have careers in accounting functions …
Seeking Resources: Predicting Retirees' Return To Their Workplace, Francine K. Schlosser, Deborah Zinni, Marjorie Armstrong-Stassen
Seeking Resources: Predicting Retirees' Return To Their Workplace, Francine K. Schlosser, Deborah Zinni, Marjorie Armstrong-Stassen
Odette School of Business Publications
Purpose ‐ This study aims to employ a resource-oriented theoretical perspective to examine retirees' desire to return to their former organization. Design/methodology/approach ‐ Using a cross-sectional field study design, data were collected from 243 retirees under 65 years of age who had been retired from a career job less than ten years. Findings ‐ Regression results indicate that retirees who had experienced financial and pervasive role loss as well as retirees who perceived a higher fit with their former organization and the availability of desired job role options expressed significantly greater interest in returning. Retirees who experienced gains in leaving …
Are You My Mentor? Informal Mentoring Mutual Identification, Elizabeth T. Welsh, Devasheesh P. Bhave, Kyoung Yong Kim
Are You My Mentor? Informal Mentoring Mutual Identification, Elizabeth T. Welsh, Devasheesh P. Bhave, Kyoung Yong Kim
Research Collection Lee Kong Chian School Of Business
The purpose of this study is to understand the extent to which potential mentors and protégés agree that an informal mentoring relationship exists. Because these relationships are generally tacitly understood, either the mentor or protégé could perceive that there is a mentoring relationship when the other person does not agree. Whether gender affects this is also to be examined. Individuals were asked to identify their mentoring partners. Each report of a partner was then compared to the partner's list to determine whether there was a match (i.e. both reported the relationship as an informal mentoring relationship) or a mismatch (i.e. …
Ethnic Identity And Job Attribute Preferences: The Role Of Collectivism And Psychological Capital, Gwendolyn Combs, Ivana Milosevic, Wonho Jeung, Jakari Griffith
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 …
Key Hrm Strategies For M&A Integration In The Global Banking Industry: A Comparative Study Of The Usa, Europe And South America, Yongsun Paik, Jennifer S. Belcher
Key Hrm Strategies For M&A Integration In The Global Banking Industry: A Comparative Study Of The Usa, Europe And South America, Yongsun Paik, Jennifer S. Belcher
Management Faculty Works
Based on in-depth interviews with over ten major banks and financial corporations in the USA, Europe, and South America, this paper identifies the main reasons for the more effective post-merger integration strategy of European and South American banks than that of their US counterparts. Overall, we found that human resource managers are essential to the M&A integration process in Europe and South America owing to the influence of labour laws in those regions. In particular, substantial differences were noted in the retention strategy and negotiation process regarding compensation between the USA and both European and South American banks.
Gender & Leadership: Do Human Resource Policies And Practices Affect A Woman’S Ascent In Organizations?, Arielle Langlais
Gender & Leadership: Do Human Resource Policies And Practices Affect A Woman’S Ascent In Organizations?, Arielle Langlais
Honors Projects in Management
As more women began assuming leadership roles in organization, researchers established a number of consistencies in the promotion of women into the upper ranks of an organization. Jonsen, Maznevski, and Schneider have taken a look at these differences in their study, “Gender Differences in Leadership: Believing is Seeing.” In this study they examine three ways in which organizations view women and the Human Resource policies and programs that support these views. Based on this and other research, I conducted a study in hopes of assessing the validity and existence of these views as they are evident in Southern New England …