Human Resources Management Commons^™

Milwaukee Selects A Workforce Intervention: Organizational Culture & Climate, Quality Improvement Center For Workforce Development

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The Division of Milwaukee Child Protective Services (DMCPS) of the Wisconsin Department of Children and Families (DCF) will be implementing and testing an organizational culture and climate intervention called ARC, which stands for Availability, Responsiveness, & Continuity. ARC is an organizational change process that has improved outcomes in mental health settings by: 1) introducing core principles to guide service improvement efforts, 2) embedding research-based organizational components for service improvement, and 3) fostering attitudes necessary for ongoing service improvement. DMCPS employs approximately 185 State employees. These employees conduct initial child protective service assessments, oversee ongoing case management services delivered by private …

The Differential Impact Of Interactions Outside The Organization On Employee Well-Being, Devasheesh P. Bhave, Freyr Halldórsson, Eugene Kim, Alexandru M. Lefter

Research Collection Lee Kong Chian School Of Business

We examine two different perspectives of interactions outside the organization: the relational work design perspective and the emotional labour perspective. The relational work design perspective suggests that interactions outside the organization have favourable outcomes for employees, whereas the emotional labour perspective suggests that such interactions have adverse outcomes for employees. Our goal is to reconcile findings from these two research streams. In Study 1, using data from employees working in diverse occupations, we find that interactions outside the organization have a positive indirect effect on employee well‐being via task significance, and a negative indirect effect on employee well‐being via surface …

Impact Of Conditional Job Offer On Applicant Reactions To Social Media In The Selection Process, Ashley Gomez

Electronic Theses, Projects, and Dissertations

Social media (SM) permits the sharing of personal information online, which can lead to employers accessing personal, non-job-related information about applicants throughout the selection process. Limited prior research (Jeske & Shultz, in press; Stoughton et al., 2015) has found that, to varying degrees, applicants find this access of their personal information to be an invasion of their personal privacy. The aim of the present study was to replicate prior findings regarding invasion of privacy moderating the relationship between SM screening presence and procedural justice perceptions and to expand on prior research by exploring whether the stage at which this information …

The Empathetic Leader, Sarah Romney

Marriott Student Review

Research shows that “empathy” is an important quality in a leader and improves one’s ability to resolve group needs, obtain followers, perform prosocial behaviors, and get positive results. However, many business students do not recognize the value of empathy. Business schools can help improve this by teaching the importance of empathy and giving students the opportunity to develop it.

An Indentured Servant: The Impact Of Green Card Waiting Time On The Life Of Highly Skilled Indian Immigrants In The United States Of America, Pooja B. Vijayakumar, Christopher J. L. Cunningham

Industrial and Organizational Psychology Translational Research and Working Papers

Highlighting the archaic immigration system in the United States of America (US), the present study demonstrates for the first time the impact of green card waiting time on the work and family life of Indian immigrants living in the US. Our present findings show that 93.4% of our participants are very concerned about the estimated green card waiting time in the US. We find 70% of the total participants are seriously thinking at the present time about emigrating to a more visa-friendly country. Also, 30% of the participants have already applied for permanent residency in a visa friendly country and …

Washington Selects A Workforce Intervention: Telework, Quality Improvement Center For Workforce Development

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The Washington State Department of Children, Youth, and Families (DCYF) will be implementing and testing the effectiveness of telework for child welfare field operations staff and their supervisors. DYCF is a stateadministered system with a total of 3,075 employees. There are approximately 1,600 field operation staff and 260 field operation supervisors that make up the majority of the child welfare workforce in the agency. A comprehensive workforce needs assessment showed a strong desire among employees to be able to work from home or an alternate work site. A telework policy existed but was inconsistently implemented, and the majority of employees …

Nebraska Selects A Workforce Intervention: Addressing Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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The Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS) workforce intervention will address secondary traumatic stress (STS) among frontline staff and supervisors. Nebraska is a state-run child welfare system with about 400 Child and Family Service Specialists (CFSS) organized into five service areas across the state. Currently, the annual CFSS turnover rate in Nebraska is about 30%, but DCFS is committed to retaining and supporting high quality CFSS. Over the last year, DCFS has worked with the QIC-WD to review human resources (HR) data, feedback from the field (e.g., CFSS, supervisors, and administrators), and …

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Atlantic Coast Child Welfare Implementation Center

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Purpose: This training is designed to introduce supervisors to coaching concepts, provide them an opportunity to practice these skills in a safe environment, and receive timely feedback. Learning Objectives Upon completion of this day, the participant will:  Describe the purpose and structure of the training  Explore their preconceptions, feelings, beliefs and thoughts concerning coaching  Explore their assumptions about coaching  Develop a working definition of coaching for their state  Identify questions they would like answered by the end of the day  Recognize the 6 elements of the coaching mindset  State the importance of using …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2019, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

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What is Resilience? Resilience is a person’s ability to “bounce back” from hardship or a difficult situation. What is Resilience Alliance? Resilience Alliance is a series of weekly group sessions to create an improved, healthier work environment and help staff develop skills and behaviors that promote their physical and psychological well-being. The goals are to: • Decrease stress by enhancing resilience skills, increasing social support and changing the organizational culture • Help participants regulate their emotions and not engage in avoidance behaviors in response to traumatic situations • Reduce symptoms of secondary traumatic stress • Increase self-efficacy, collaboration and job …

The Changing Nature Of Work, Leadership, And Organizational Culture In Future Ready Organizations, Saloni Dhir

CMC Senior Theses

Abstract

The relationship between individual and organizational performance is a key challenge for leaders in modern organizations, especially with the current disruption in technology and innovation. This thesis is a literature review and compilation of the relevant empirical evidence on various processes of industrial groups and organizational characteristics such as the changing nature of work, leadership, and company culture in detail. I investigate the complex challenges that millennials and organizations are facing in the current VUCA work environment as well as their potential responses to these changes. I map out the evolution of the concept of work and compare changes …

Ecological Rationality: Fast-And-Frugal Heuristics For Managerial Decision Making Under Uncertainty, Shenghua Luan, Jochen Reb, Gerd Gigerenzer

Research Collection Lee Kong Chian School Of Business

Heuristics are often viewed as inferior to “rational” strategies that exhaustively search and process information. Introducing the theoretical perspective of ecological rationality, we challenge this view and argue that under conditions of uncertainty common to managerial decision making, managers can actually make better decisions using fast-and-frugal heuristics. Within the context of personnel selection, we show that a heuristic called Δ-inference can more accurately predict which of two job applicants would perform better in the future than logistic regression, a prototypical rational strategy. Using data from 236 applicants at an airline company, we demonstrate in Study 1 that despite searching less …

Retaining Millennials: Values-Based Communication Tactics Employers Can Use To Appeal To A Supposed Risk-Adverse Generation, Erica Santillo

UNF Graduate Theses and Dissertations

Millennials are growing within the workforce, but they are becoming difficult to attract and retain for longer than two years at a time. In addition, Millennials have generational-specific values that are different than their predecessors. Identifying and applying these workplace expectations to organizational policies have made it challenging for leaders to appeal to this generation. Millennials desire five aspects from their workplace: work with a purpose, to be their own boss or work for a boss that is a mentor, a collaborative work environment, flexible work schedules, and work-life integration and/or work-life balance. Using a survey research method, this thesis …

An Insight To Project Manager Personality Traits Improving Team Project Outcomes, Thomas G. Henkel, Gordon Haley, Debra T. Bourdeau, James Marion

Publications

Individual personality assessments tools have a strong following among Fortune 100 companies.[1] Besides being used for hiring purposes, individual personality assessment tools give project managers insight into personality and aspirations, as well as how they process and organize information, make decisions, and interact with team members and other stakeholders. The aim of this research study was to explore what personality traits project managers need to lead a project team effectively. To accomplish this, we employed the Big Five Personality® and the 1/11 Myers-Briggs (MBTI®) personality assessments to identify favorable personality traits and characteristics when managing projects.

Addressing Work-Related Traumatic Stress Nebraska - Peer Support Group Guidebook, Quality Improvement Center For Workforce Development

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This guide is intended for CFSS workers or supervisors facilitating a Peer Support Group (PSG) session. The PSG is part of CFS Strong, beginning in January 2020. CFS Strong is designed to address the cumulative effects of secondary traumatic stress (STS) that is part of the day-to-day work of CFSS. CFS Strong includes: (1) an adaptation of Resilience Alliance (RA) to teach skills and strategies to manage STS and build team cohesion, (2) Restoring Resiliency Response (RRR) to allow workers to debrief after an acute traumatic event, and (3) PSGs to reinforce the skills taught in RA and provide a …

Mindspace And Development Of Organizational Culture In Aviation Safety Management, Wilson Gilliam Jr

International Journal of Aviation, Aeronautics, and Aerospace

Abstract

The organization’s role in establishing a culture fertile for safety development, risk management and mitigation is paramount. Barriers to the effectiveness of aviation safety systems may emerge when human biases interfere with the basic processes of safety management systems. Biases come in many forms and can serve as unconscious discriminatory behaviors against a person’s race, gender, sexual orientation, profession, skill level or other characteristic. Biases can also result from instinctive reactions and habitual patterns serving to protect one’s status, sense of belonging, desire to be viewed as normal and other characteristics. Minimizing biases within an organization is a key …

Fighting For Time: Spillover And Crossover Effects Of Long Work Hours Among Dual-Earner Couples, Xiaohong Xu, Yisheng Peng, Peng Zhao, Richard Hayes, William P. Jimenez

Psychology Faculty Publications

Drawing upon the spillover-crossover model, this study examined the extent to which one's work time demands spilled over to the family domain, and crossed over to his or her spouse, utilizing data of 365 dual-earner couples from the 500 Family Study. The results of the distinguishable actor-partner interdependence model indicated that there was gender symmetry in the spillover processes such that the effects of work hours were identical between men and women. Further, although there was more bi-directional crossover between partners within couples, we observed some unidirectional crossover from husbands to wives. Specifically, husbands only increased their contribution to domestic …

Leadership Skills, Promoting Flow And Generating Profit: A Study Of Millennial Managers Through Gamification, Junior Badibanga

UNF Graduate Theses and Dissertations

An increased number or organizations are shifting away from traditional hierarchical, command and control business strategies which focus solely on generating profit to focusing on both people and profit. In this study, Csíkszentmihályi’s flow state (1975/2000) is considered to correspond with the people side of the social enterprise model, where organizations focus on both people and profit. Csíkszentmihályi (1990) describes the flow experience as a mental state which occurs when a person is motivated and fully immersed in an activity, resulting in feelings of energized focus and profound enjoyment. The current study analyzed secondary data from 1,184 millennial managers that …

Potential Applications Of Functional Magnetic Resonance Imaging (Fmri) To Organizational Research: A Primer And Sample Study, Allen I. Huffcutt, Wen-Ching Liu, Lori A. Russell-Chapin

Personnel Assessment and Decisions

The first purpose of this manuscript is to provide a primer for organizational researchers on both fMRI and brain physiology because few are likely to have encountered an in-depth treatment of either previously. The second purpose is to present the results of an actual fMRI study on an organizational topic (structured employment interviews) as a sample to help illustrate the potential of this type of research. Results of the sample study enhanced understanding of the brain processes behind responding to situational (SI) and behavior description (BDI) interviews, and offered several promising directions for follow-up research. To illustrate the latter, there …

Influence Of Vocal And Verbal Cues On Ratings Of Interview Anxiety And Interview Performance, Ryan O. Miller, Brianne L. Gayfer, Deborah M. Powell

Personnel Assessment and Decisions

In two studies, we examined the effect of the presence (versus absence) of vocal cues on judges’ ratings of interview anxiety and interview performance. In Study 1, we designed an experiment in which participants rated either a high-anxiety candidate or a low-anxiety candidate and were exposed to either an audio version of the interview or a text-only version. In Study 2, we added a third condition—a text-only version with filler words (um and ah) cleaned out. In two online studies (n = 72 and n = 411), we found that the high-anxiety interviewee was rated higher on observer-rated anxiety and …

Why Does The Public Sector Resist Unproctored Internet Testing?, Sami Nesnidol, Scott Highhouse

Personnel Assessment and Decisions

Two studies examine public-sector practitioners’ concerns about unproctored Internet testing (UIT) for preemployment tests. Study 1 compared public- and private-sector practitioners (n = 66) on possible barriers to UIT adoption (i.e., lack of diffusion, measurement concerns, legal risk, and costs of implementation). Results showed that public-sector practitioners were far less favorably disposed toward implementation of UIT and were more concerned about lack of diffusion, measurement issues, and costs of implementation. Study 2 utilized a policy-capturing design to examine the factors public-sector practitioners consider most important when making simulated decisions about UIT adoption (n = 33). Of the factors examined, test …

A Meta-Analysis Of Hiring Discrimination Against Muslims And Arabs, Timothy Bartkoski, Ellen Lynch, Chelsea Witt, Cort Rudolph

Personnel Assessment and Decisions

Muslim and Arab individuals are discriminated against in almost all domains. Recently, there has been a focus on examining the treatment of these groups in the work setting. Despite the great number of primary studies examining this issue, there has not yet been a quantitative review of the research literature. To fill this gap, this meta-analysis examined the presence and magnitude of hiring discrimination against Muslim and Arab individuals. Using 46 independent effect sizes from 26 sources, we found evidence of discrimination against Muslim and Arab people in employment judgments, behaviors, and decisions across multiple countries. Moderator analyses revealed that …

Gendered Companies, Gendered Security, Joseph Bongiovi, Lisa Leitz

Dismantling Bias Conference Series

No abstract provided.

Do Source Or Host Contry Practices Dominate In Female Executive Hiring?, Alessandra Gonzalez

Dismantling Bias Conference Series

No abstract provided.

"We Have Nothing Against Women": How Business Imperatives Tie The Hands Of Elite Business Organizations, Pernilla Bolander, Karin Svedberg Helgesson, Ebba Sjögren

Dismantling Bias Conference Series

No abstract provided.

Early Priorities And Adult Employment Outcomes, Julie Wellmann

Dismantling Bias Conference Series

No abstract provided.

Sexual Harassment Of Hospitality Student Interns, Joseph "Mick" La Lopa, Robert H. Woods

Dismantling Bias Conference Series

No abstract provided.

Gender Competence Bias Communication At Work: Exploring Mansplaining, Voice Nonrecognition, And Interruption Behaviors, Catlin Q. Briggs, Danielle Gardner, Ann Marie Ryan

Dismantling Bias Conference Series

No abstract provided.

Can Self-Affirmation Reduce Backlash?, Chiara Trombini, Hannah R. Bowles, Celia Moore

Dismantling Bias Conference Series

No abstract provided.

Generating Power Currency: Afro-Diasporic Women Navigating The Black Ceiling, Samantha E. Erskine, Estelle Archibold, Diana Bilimoria

Dismantling Bias Conference Series

No abstract provided.

Glass Cliff Or Invisible Bridge? How Intersectional Invisibility Allows Black Women Executives To Turn Risk Into Oportunity, Alexis S. Washington, Marla B. Watkins, Jamie Ladge

Dismantling Bias Conference Series

No abstract provided.