Human Resources Management Commons^™

Key Factors Predicting The Effectiveness Of Organizational Change, Shreen Ahmad

Student Works (2000-2009)

Change management is the process of continually renewing an organization's direction, structure and capabilities to serve the ever-changing needs of the external and internal customers. Mastering strategies for managing change is more important today since the rate of change is greater than at any other time in history. Research shows that many change initiatives, even those undertaken by organizations with the best of intentions, are often destined for failure. It is therefore imperative for organizations to develop and implement strategies for successful organizational change. Many authors have provided guidelines on the principles and practices underlying the effective management of change. …

A Study Of Recruitment And Selection Procedures In The Private Sector, P. George Koshy

Student Works (2000-2009)

It is universally recognized that people make the difference to an organization. Hence the type of people recruited by organizations are extremely important. How they are managed at work is influenced by a variety of factors ranging from the size of the organization to government regulations and it's culture and philosophy. The need to have employees identify themselves with the organizational objectives and contribute positively to it's success is the crux of human resource management in general and recruitment in particular. Taking cognizance of the importance of people and their contributions, companies generally are making every effort to recruit the …

Factors Affecting Work Values Of The Malay Society : A Comparative Study Between Males And Females, Azrina Abdullah Al-Hadi

Student Works (2000-2009)

The results of previous investigation on work values suggest that the contradictory findings in regard to gender differences may be rooted in variations in the underlying structure of the work-values domain. In present study, work values are regarded as (1) evaluative standards relating to work or the work environment by which individuals discern what is right and (2) the importance of preferences at work. The former is operationally defined as ethical work behavior and attitudes toward religious issues at work. The other definition emphasizes the preferences of workers, between intrinsic values and extrinsic values. Here, the main objectives are to …

Tanggapan Kakitangan Perkhidmatan Awam Terhadap Prinsip-Prinsip Pengurusan Islam, Azlina Abdul Aziz

Student Works (2000-2009)

Sistem pengurusan Islam tertegak di atas paradigma Tauhid yang diasaskan kepada beberapa prinsip utama. la merupakan satu model yang unggul kerana mampu membawa setiap individu ke arah ketaqwaan dan keimanan kepada Allah s.w.t selaras dengan tujuan hakiki manusia itu diciptakan. Atas keyakinan ini, maka seharusnya prinsip pengurusan Islam ini diaplikasikan secara total dalam organisasi bagi memastikan penghayatan konsep khalifah dalam segala tugas dan gerakkerja yang dilakukan. Di Malaysia, kerajaan telah mengambil pelbagai langkah untuk memasukkan elemen-elemen Islam dalam pengurusan. Namun begitu, kerana terdapatnya kelemahan-kelemahan dari segi pertaksanaan dan penerimaannya, maka tidak dapat dinafikan bahawa masalah pengurusan masih terus kedengaran. Dalam …

Organizational Attractiveness For Prospective Applicants: A Person-Organisation Fit Perspective, Filip Lievens, Christoph Decaesteker, Pol Coetsier, Jo Geimaert

Research Collection Lee Kong Chian School Of Business

This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective …

Religious Involvement And Dispositional Characteristics As Predictors Of Work Attitudes And Behaviors, Tami Leigh Knotts

Doctoral Dissertations

The purpose of this dissertation was to empirically examine the effects of (1) religious involvement on job attitudes, (2) dispositions on job attitudes, and (3) religious involvement on workplace behaviors. This study also assessed whether job attitudes mediated the effect of religious involvement an workplace behaviors or the interaction effect of religious involvement and dispositional characteristics on workplace behaviors.

Higher levels of religious involvement were hypothesized to lead to more positive work attitudes and behaviors. Conservative and self-transcendent values along with positive well-being were expected to lead to positive attitudes at work. The effect of religious involvement on work behaviors …

Knowing In Firms: Understanding, Managing And Measuring Knowledge; Edited By Georg Von Krogh, Johan Roos And Dirk Kleine, New Delhi: Sage Publications, 1998, Abhoy K Ojha

IIMB Management Review

No abstract provided.

Application Of The Deming Philosophy To Higher Education, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

A brief overview of the historical significance of the work of W Edwards Deming, one of the originators of Total Quality Management (TOM), is provided. The essence of the Deming philosophy is that quality must be the pre-eminent consideration in any strategy aimed at long-term success. Within this context, the idea of what constitutes true quality in higher education is discussed followed by an explanation of how Deming's famous '14 points' are as applicable to colleges and universities as they are to business and industry. The author then explains how the '14 points' can be used as a framework for …

Sources Of Work-Family Conflict: A Sino-U.S. Comparison Of The Effects Of Work And Family Demands, Nini Yang, Chao C. Chen, Jaepil Choi, Yimin Zou

Research Collection Lee Kong Chian School Of Business

Given differences in values about work and family time, it is hypothesized that Americans will experience greater family demand, which will have greater impact on work-family conflict, whereas the Chinese will experience greater work demand, which will have the greater impact on work-family conflict. The results of a survey of working men and women in the 2 countries generally support the hypotheses; however, work demand did not differ significantly between the 2 countries and did not have a greater effect than family demand on work-family conflict in China.

Similarities And Differences In European Conceptions Of Human Resource Management: Toward A Polycentric Study, Timothy Adrian Robert Clark, Derek Pugh

Research Collection Lee Kong Chian School Of Business

Increasingly managers need to distinguish between those oftheir activities and practices that can be successfully transferred acrossnational boundaries and those that will require modification in view ofdivergences between national settings. This can be determined by initiallyidentifying those features of managing organizations that remain similar acrossnational boundaries and those that are different, and then ascertaining thestrength of the forces for convergence or divergence. This article describes anexploratory attempt to conduct a polycentric (in the terms described below)research study of conceptions of human resource management in seven Europeancountries. It examines whether there is a single, shared conception of HRM thattranscends national boundaries, …

Stress Dan Mekanisme Daya Tindak Di Kalangan Operator Pengeluaran : Satu Kajian Di Omron Malaysia Sdn. Bhd., Norashikin Ismail

Student Works (2000-2009)

Di dalam mana-mana organisasi, baik organisasi awam atau swasta, penyelidikan lepas telah menemui bahawa golongan pekerja yang kerap mengalami stress dan sering terdedah kepada punca-punca stress ialah golongan pekerja yang bekerja di peringkat bawahan seperti operator pengeluaran di kilang-kilang. Mereka yang berada di posisi ini adalah golongan pekerja yang sentiasa terikat dengan kerja yang memerlukan komitmen dan tumpuan yang menyeluruh. Kesilapan dan kegagalan melakukan kerja dengan baik yang dilakukan oleh operator pengeluaran menyebabkan mereka terpaksa melakukan kerja-kerja tersebut berulang-ulang kali. Oleh yang demikian, mekanisme daya tindak merupakan usaha yang boleh dilakukan oleh individu untuk mengurus atau mengendalikan tuntutan clan masalah …

Perbandingan Kepuasan Bekerja Di Antara Pegawai Dan Kakitangan Kementerian Perusahaan Utama, Roslan Mahmood

Student Works (2000-2009)

Kajian ini memtokuskan kepada analisis data ke atas keseluruhan responden (responden pegawai dan responden kakitangan atau stat sokongan dikategorikan kepada satu kumpulan sahaja) dan analisis data melalui perbandingan responden (iaitu perbandingan di antara responden pegawai dan responden kakitangan atau stat sokongan). Bagi analisis data ke atas keseluruhan responden, kajian melihat kepada tahap kepuasan responden terhadap faktor kerja, taktor gaji, taktor kenaikan pangkat, taktor penyelia dan taktor rakan sekerja, tahap keseluruhan kepuasan kerja responden dan pandangan responden terhadap kepentingan taktor-taktor yang mempengaruhi kepuasan kerja.

Keberkesanan Penglibatan Langsung Dalam Pengurusan Pekerja : Satu Kajian Kes, Yee Mun Chin

Student Works (2000-2009)

Direct Participation is also known as participative management, co-determination and employee involvement. ln this research, Direct Participation will be known as DP. Direct participation is a management concept that is gaining popularity in Europe. This concept requires management and workers to work together. Management should not direct but should integrate contributions from both parties to ensure the development of the organization. This research focuses on the effectiveness of DP in Syarikat X Bhd. . SyarikaJ X Bhd. is the company where the research was being done. In addition, this research will also evaluate the suitability of the implementation and the …

Positioning Hr To Create Value, Y Sriram

IIMB Management Review

The HA function today seems to vacillate along a broad spectrum. There are companies where the function has contributed conclusively to reaching business objectives, but in the majority of organisations it is relegated to the administrative routine. While it is true that the expectations from HA are often vague and undefined, the HA professional too must introspect on his/her role in the positioning of the function in organisations today. The best students in management schools do not opt for HA and most HA professionals who have done well for themselves early in their career want to change slots as HA …

An Empirical Examination Of Individual, Issue-Related, And Organizational Determinants Of Ethical Judgments, Sean Robert Valentine

Doctoral Dissertations

The purpose of this dissertation was to empirically examine an ethical decision-making model that contained individual, issue-related, and organizational factors. At the individual level, the relationship between two job attitudes, job satisfaction and organizational commitment, and ethical judgments was assessed. At the issue-related level, the association between moral intensity and ethical judgments was examined. At the organizational level, the relationship between ethical context and ethical judgments was examined. The hypothesized moderating effect of ethical context on the relationship between job attitudes and ethical judgments was also tested.

A national sample of 3,000 sales professionals was used to test the hypotheses. …

Consequences Of Contingent Compensation, James Herschel Turner

Doctoral Dissertations

The principal objective of this study is the explication of the impact of incentives on measures of performance. The effects of contingent compensation (commissions and bonuses) on role stress, job attitudes, and performance outcomes were studied in a multi-industry sample of 255 employees.

It was hypothesized that as compensation contingency increases, role conflict and financial anxiety also increase and the increase in stress would be negatively related to in-role performance, organizational commitment, and job satisfaction. Finally, it was hypothesized that as organizational commitment and job satisfaction are reduced, intent-to-leave will be increased and extra-role performance will be reduced. The sum …

Moderating Effects Of Vertical Exchange Relationship On The Relationship Between Firm Market Orientation And Selected Salesperson Role Variables, Patrick Dwain Fountain

Doctoral Dissertations

The purpose of this dissertation is to examine the moderating effects of identified dimensions of vertical exchange relationship (VER) between firm market orientation and the salesperson role variables of job satisfaction, organizational commitment, role ambiguity and role conflict. The sample utilized in this dissertation is the salesforce of a major United States publishing company. Moderated regression analysis is used to determine moderating effects. Three dimensions of vertical exchange relationship are identified using factor analysis and are labeled work, loyalty and congruence. The results indicate that the work dimension is a moderator of the relationship between market orientation and job satisfaction. …

Observable Outcomes And Performance Effects Of The Application Of Theory Of Constraints To Organizational Management, Martha Lair Sale

Doctoral Dissertations

The objectives of the study were to empirically examine the relationships among the three elements of the Theory of Constraints (TOC), a number of observable outcomes expected to be associated with application of TOC, and business unit performance. Measures were developed for each of the elements of TOC and a number of observable outcomes (OUTCOMES) expected to be associated with practice of TOC. TOC is defined as consisting of scheduling logistics (LOGISTICS), the Thinking Process (THINKING), and non-traditional performance measures (MEASURES). A previously developed and widely used measure of business unit performance (PERFORMANCE) was employed.

The sampling frame for this …

Running On The Spot? A Review Of Twenty Years Of Research On The Management Of Human Resources In Comparative And International Perspective, Timothy Adrian Robert Clark, Howard Gospel, John Montgomery

Research Collection Lee Kong Chian School Of Business

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/ organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately …

Differences Between Stayers And Leavers Among Part-Time Workers, Kevin W. Sightler, Janet S. Adams

Faculty Articles

Some 23 million US workers are employed part-time, presenting significant challenges to the practicing manager. Successfully managing turnover has both operational and strategic consequences for an organization. However, very little is known about the turnover of part-time employees. In this exploratory study, a discriminant analysis is presented of biographic characteristics of stayers and leavers among 1,053 part-time hospital employees. Pay, length of employment, management status, race and gender significantly discriminate stayers from leavers. Managerial and research implications are discussed.

The Effects Of An Organizational Communication Intervention On Job Satisfaction In A Public Health Organization, Ann Kathleen Riley

All Master's Theses

The purpose of this study was to determine the effects of an organizational communication intervention on job satisfaction levels. Nineteen employees of a rural public health department served as the subjects of the study. Archival data was reviewed based on a pre and postjob satisfaction questionnaire administered to subjects in relation to a communication intervention. It was hypothesized that job satisfaction levels would increase as a result of an organizational communication intervention. Results of an independent !-test analysis for overall pre and postjob satisfaction scores did not support this hypothesis. Implications of the study and recommendations for future research are …

Development Of A Simulated Assessment Center, Filip Lievens

Research Collection Lee Kong Chian School Of Business

In this study a simulation of an assessment center is developed consisting of videotaped performances of four candidates in three exercises: sales presentation, role-play, and group discussion. To develop the simulation, candidate profiles are constructed which vary along three dimensions: problem analysis and problem solving, interpersonal sensitivity, and planning and organizing. Dimension-specific behaviors are adapted from 173 critical incidents provided by 20 experienced assessors. As a result, scripts are written and enacted by actors. To validate the simulation, experienced assessors evaluate all candidates under optimal conditions. High interrater agreement among these experts (intraclass conelation = .9) and a high correlation …

Rethinking Rewards: Rewarding A And Hoping For B!, Abhoy K Ojha

IIMB Management Review

It would seem to be well established wisdom that if a particular behaviour is desired, that should be rewarded rather than any other behaviour. Based on a case study of two hospitals in a Canadian province, Abhoy Ojha concludes that in situations where it may not be practical to reward the desired behaviour, a related behaviour could be rewarded in order to elicit the behaviour desired. An adequate understanding of the complex relationship between rewards and behaviour may allow organisations to design systems that are seen to encourage one behaviour, but also elicit multiple other desirable behaviours.

Attracting And Retaining Talent : A Managerial Challenge, Y Sriram, Abhijit Bhaduri

IIMB Management Review

Getting the right person for the right job and retaining him/her is a challenge all organisations face. What are the strategies evolved by organisations to attract and retain talented manpower, across different levels and functions? How do attractive compensation schemes and 'golden handcuffs' rate against providing learning opportunities and a work culture that promotes creativity? Where do the old fashioned virtues of loyalty, honesty and hard work stand? Are some organisations more successful in nurturing their employees in line with their vision? What can be done to counter the flight of talent? These were some of the issues which came …

Where All The Children Are Above Average: A Meta Analysis Of The Performance Appraisal Purpose Affect, J. Jawahar, Chuck R. Williams

Scholarship and Professional Work - Business

More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta-analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes …

A New Look At Within-Source Interrater Reliability Of 360-Degree Feedback Ratings, Gary J. Greguras, Chet Robie

Research Collection Lee Kong Chian School Of Business

This study investigated within-source interrater reliability of supervisor, peer, and subordinate feedback ratings made for managerial development. Raters provided 360-degree feedback ratings on a sample of 153 managers. Using generalizability theory, results indicated that little within-source agreement exists; a large portion of the error variance is attributable to the combined rater main effect and Rater X Ratee effect; more raters are needed than currently used to reach acceptable levels of reliability; supervisors are the most reliable with trivial differences between peers and subordinates when the numbers of raters and items are held constant; and peers are the most reliable, followed …

No. 130 1997 November

International Journal for Business Education

SIEC Historical Documents

Creating Effective Teams: Redefining Team Roles, Y Sriram

IIMB Management Review

Today world-class organisations are able to achieve their goals only through team work. Team work is no longer a passing fad but an absolute prerequisite for business improvements to succeed, particularly now, when business seems to be facing a recession. Effective team working through the understanding of team roles has been facilitated by a Human Resource intervention in ABB, a large engineering company in India.

No. 129 1997 April

International Journal for Business Education

SIEC Historical Documents

No. 128 1996 November

International Journal for Business Education

SIEC Historical Documents