Human Resources Management Commons^™

Validity And Adverse Impact Potential Of Predictor Composite Formation, Wilfried De Corte, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

Previous research on the validity and adverse impact (AI) of predictor composite formation focused on the merits of regression-based or ad hoc composites. We argue for a broader focus. Ad hoc chosen composites are usually not Pareto-optimal, whereas the regression-based composite represents only one element from the total set of Pareto-optimal composites and can, therefore, provide only limited information on the potential for validity and AI reduction of forming predictor composites when both validity and AI are of concern. In that case, other Pareto-optimal composites may provide a better benchmark to decide on the merits of the predictor composite formation. …

Employee Development Using Webct Vista, Jennifer Link Jones

E-JASL: Electronic Journal of Academic and Special Librarianship (1999-2009, Volumes 1-10)

Abstract

In an effort to make required training easily available to academic library employees, the author used the campus course management system (CMS), WebCT Vista, to create online learning modules for the library. Also discussed are general benefits of online learning, the technology competencies that prompted the development of the learning modules, and the design and components of the learning modules.

Broadening International Perspectives On The Legal Environment For Personnel Selection, Brett Myors, Filip Lievens, Greet Van Hoye, Steven F Cronshaw, Antonio Mladinic, Viviana Rodriguez, Herman Aguinis, Dirk D Steiner, Florence Rolland, Heinz Schuler, Andreas Frintrup, Ioannis Nikolaou, Maria Tomprou, S Subramony, Shabu B Raj, Shay Tzafrir, Peter Bamberger, Marilena Bertolino, Marco Mariani, Franco Fraccaroli

Research Collection Lee Kong Chian School Of Business

Perspectives from 22 countries on aspects of the legal environment for selection are presented. Issues addressed include a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged minority”, b) whether research documents mean differences between groups on individual difference measures relevant to job performance, whether there are laws prohibiting discrimination against specific groups, d) what is required to make and refute a claim of discrimination, e) what are the consequences of violation of the laws, f) whether particular selection methods are limited or banned, g) whether preferential treatment of members of minority groups is permitted, and h) whether the practice of …

City Of Las Vegas Human Resources Promotional Selection Process Program Evaluation, Rik Holman, Cecil Johnson, April Thomas, Steve Weber

UNLV Theses, Dissertations, Professional Papers, and Capstones

The City of Las Vegas Human Resources Department requested the evaluation team examine the perception of fairness in the promotional selection process as demonstrated by the results of the 2007 Diversity and Inclusion Survey and related complaints from some of the employees. Based on discussions with the Human Resources department and subsequent interviews with other stakeholders, the main focus of the evaluation team covered the strengths and weaknesses of the promotional process and determining the reasons for the perceived preferential treatment in the promotional process as expressed by city employees who responded to the 2007 Diversity and Inclusion Survey. While …

A Study Of Craft Worker Length Of Employment At Select Missouri Construction Companies, Richard D. Bruce

All-Inclusive List of Electronic Theses and Dissertations

Craft worker retention is a constant concern of construction firms who selfperform portions of projects. These companies must maintain an understanding oftheir work force. A methodology is presented in this study for studying information in readily available employee databases to gain such an understanding. Using a sample of 10 of Missouri's 17 largest contractors, that employ 5,277 craft workers; this study examined the employee databases to identify differences in mean length of employment based on hire age, craft, union affiliation, and company size. The analysis of variance statistical technique was utilized to test four null hypotheses. Based on the test …

Women’S Careers Internationally: A Qualitative Study Of Female Western Knowledge Professionals Living In The South Of France, Marian Crowley-Henry

Conference papers

This paper is founded on a qualitative PhD study researching the careers of individuals who live outside their home country on a potentially permanent basis in the South of France. It interprets the careers of the females in the sample, and the findings highlight both the personal nature of careers and the permeable career/life boundary with the females ‘morphing’ their careers over time, as circumstances dictate and opportunities facilitate. The phenomenon of ‘morphing careers’ is identified in the literature as the protean career. Specific elements from the work/life trajectory influence women’s career choices at varying points in their life and …

Human Resource Administration In The Academic Library, Dennis R. Defa

Library Scholarship

Libraries at colleges and universities provide a challenging environment for the practice of human resource (HR) administration. The dynamics and structure of the academic library within the higher education community create complex environments for the library administrator attempting to navigate the myriad rules and regulations (state, federal, and institutional) that affect staff recruiting, hiring, processing, compensating, and related functions for library personnel. Depending upon the complexities of the HR function in any academic library, the organization may be best served by designating an HR expert as a member of the library’s administrative team. This article will review the HR function …

The Role Of The Board And Its Interaction With The Successor's Human Capital In The Asian Family Enterprise, Soo-Hoon Lee, Phillip H. Phan, Toru Yoshikawa

Research Collection Lee Kong Chian School Of Business

This study examined the human and social capital factors associated with higher post-succession firm performance in family enterprises in Singapore. We also investigated the moderating influence of the board of directors in terms of its service role as stewards of the enterprise. We found that a successor's industry experience and diversity of network ties were positively associated with firm performance and boards that focused their role as advisors to the successor enhanced post-succession firm performance.

Control And The Protean Career: A Critical Perspective From The Multinational’S International Assignees, Marian Crowley-Henry, David Weir

Articles

Mainstream management literature and research regarding the international career has long focused on the traditional expatriate experience. In this discourse the tendency has been to outline the benefits and issues to be considered for organizations and individuals embarking on international assignments. In contrast this chapter focuses on a special group whose positioning in the structures of employment and organization is in some ways exemplary of developing trends in the global labor force. They are the highly educated permanent expatriates who remain in the host country indefinitely (that is without a pre-determined organizational option of repatriation to their initial home country). …

Measuring Work Preferences: A Multidimensional Tool To Enhance Career Self Management, G. Ronald Gilbert, Ravipreet S. Sohi, Adriana G. Mceachern

Department of Marketing: Faculty Publications

Purpose: The purpose of this paper is to introduce a multidimensional work preference research instrument, and to relate scores on these dimensions with subjects' real world work choices.

Design/methodology/approach: Repeated samples of 1,002 and 975 adult subjects were used to identify 17 empirically derived constructs, using both EFA and CFA statistical applications. The CFA revealed measurement invariance among the predicted and measured constructs. The 17 validated constructs were culled from career development-related psychology that has variously been identified with learning styles, work interests, work values, and temperament. Using a third sample of 590 subjects, MANOVA analyses of work preference scores …

Inside Unlv, Shane Bevell, David Ashley, Tony Allen, Mamie Peers, Allison Miller

Inside UNLV

No abstract provided.

The Validity Of Assessment Centres For The Prediction Of Supervisory Performance Ratings: A Meta-Analysis, Eran Hermelin, Filip Lievens, Ivan T. Robertson

Research Collection Lee Kong Chian School Of Business

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24 < =rho < =.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

The Effects Of Entrepreneurial Growth Orientation On Organizational Change And Firm Growth, Wee Liang Tan, Thomas Menkhoff, Yue Wah Chay

Research Collection Lee Kong Chian School Of Business

Managing growth in an enterprise as it grows beyond the startup phase is a challenge for many entrepreneurs. One key element that can help or hinder growth is the entrepreneur. Entrepreneurial growth has been linked to micro variables (motivations and psychological attributes of the entrepreneur) and macro variables. However, few studies have examined the role of the growth aspirations of the entrepreneur on the necessary elements of organization change related to growth.

This paper reports a study employing a typology of entrepreneurs based on their growth aspirations using an established dichotomous scale devised by Smith to differentiate between what he …

The Protean Career: Exemplified By First World Foreign Residents In Western Europe?, Marian Crowley-Henry

Articles

This article presents findings from a qualitative study exploring the career-related motivations and experiences of a sample of 20 expatriates living and working on a permanent basis in the South of France (Sophia Antipolis) and in Germany (Munich). By virtue of their having established local links in the host country, either in having local working contracts or being installed in the area on a permanent basis (home owners; children born/being schooled in the host country), these expatriates could also be termed foreign residents in the host country. The study’s sample of highly educated workers originating from the United States of …

Inside Unlv, Shane Bevell, Diane Russell, Erin O'Donnell, Mamie Peers, Grace Russell, Cate Weeks

Inside UNLV

No abstract provided.

Social Influences On Organizational Attractiveness: Investigating If And When Word Of Mouth Matters, Greet Van Hoye, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences on organizational attractiveness. The present study investigated if and under what conditions word-of-mouth communication matters as a recruitment source. Results (N = 171) indicated that word of mouth had a strong impact on organizational attractiveness, and negative word of mouth interfered with recruitment advertising effects. Word of mouth from a strong tie was perceived as more credible and had a more positive effect on organizational attractiveness. For potential applicants high in self-monitoring, word of mouth had a stronger effect when presented after recruitment advertising. Finally, …

The Analysis Of Regional Logistics Capacity And Enterprise Performance-Bengbu And Bbca Group Analysis, Liang Liu

World Maritime University Dissertations

No abstract provided.

The Development Research On Market Of Chinese Seafarer Market, Jin Cao

World Maritime University Dissertations

No abstract provided.

Research On Kpi Management Project Of The Finished Vehicle Logistics Business Enterprise, Wenxin Hao

World Maritime University Dissertations

No abstract provided.

A Study Of Activity-Based Cost Evaluation For The Performance Of Modern Shipbuilding Enterprise, Shuyu Wang

World Maritime University Dissertations

No abstract provided.

An Empirical Examination Of The Mechanisms Mediating Between High Performance Work Systems And The Performance Of Japanese Organizations, Riki Takeuchi, David P. Lepak, Heli Wang, Kazuo Takeuchi

Research Collection Lee Kong Chian School Of Business

The resource-based view of the firm and social exchange perspectives are invoked to hypothesize linkages among high-performance work systems, collective human capital, the degree of social exchange in an establishment, and establishment performance. The authors argue that high-performance work systems generate a high level of collective human capital and encourage a high degree of social exchange within an organization, and that these are positively related to the organization's overall performance. On the basis of a sample of Japanese establishments, the results provide support for the existence of these mediating mechanisms through which high-performance work systems affect overall establishment performance.

Silence Speaks Volumes: The Effectiveness Of Reticence In Comparison To Apology And Denial For Repairing Integrity- And Competence-Based Trust Violations, Donald L. Ferrin, Peter H. Kim, Cecily D. Cooper, Kurt T. Dirks

Research Collection Lee Kong Chian School Of Business

Prior research on responses to trust violations has focused primarily on the effects of apology and denial. The authors extended this research by studying another type of verbal response that is often used to respond to trust violations but has not been considered in the trust literature: reticence. An accused party may use reticence in a sincere and even legitimate attempt to persuade a trustor to withhold judgment. Yet, by considering information diagnosticity and belief formation mechanisms through which verbal responses influence trust, the authors argue that reticence is a suboptimal response because it combines the least effective elements of …

Leadership And Longevity: A Study Of Presidential Selection In Higher Education, James O. Smith

All-Inclusive List of Electronic Theses and Dissertations

The study's objective was to gain an understanding of presidential longevity by gathering archival data. This quantitative study collected data about eight predictor variables that included the Carnegie classification, gender, institutional status (public or private), institutional wealth, insider/outsider status, institutional quality, reporting line, and prior experience for two Carnegie classification groups that included doctoral and baccalaureate liberal arts institutions (N = 4 71 ). The assumption underlying this study was a belief that leadership stability is important to a particular institution. There exists in the current literature anecdotal belief that shorter tenures of college and university presidents diminish institutional effectiveness, …

Newcomer Adjustment During Organizational Socialization: A Meta-Analytic Review Of Antecedents, Outcomes, And Methods, Talya N. Bauer, Berrin Erdogan, Todd Bodner, Donald M. Truxillo, Jennifer S. Tucker

Business Faculty Publications and Presentations

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work …

Omanization Of Oman's Private Sector: Implementation, Challenges, And Solutions, Mazid Al-Rawas

All-Inclusive List of Electronic Theses and Dissertations

This study was designed to determine the status of the implementation of the Omanization policy, challenges associated with the Omani government in implementing the Omanization policy, and the solutions appropriate to overcome these challenges in the implementation of Omanization. Data for this study was collected through a survey that included 13 Likert-type statements developed by the researcher. The population of this study consisted of 50 human resource managers in private companies; these companies were randomly selected from the list of all companies registered in the Ministry of Commerce and Industry for the Sultanate of Oman. The researcher received a total …

Leadership And Recruitment: What Leaders Can Learn From Coach Robert Montgomery Knight, Peter A. Maresco

WCBT Faculty Publications

The article discusses the leadership style of coach Robert Knight that can be adapted by business leaders in recruiting and managing their employees. Background information about Knight is presented. It is said that Knight believes that coaching is motivation and leadership and understanding human nature. According to the author, Knight is concerned with creating an environment where helping co-workers work to their fullest is the norm. Some additional insights into the leadership philosophy of Knight are presented.

An Analysis Of The Balance Of Management Technical And Leadership Progression Through The Three Usaf Officer Tiers, Matthew J. Heath Van Horn

Theses and Dissertations

The purpose of this research was to identify the balance of management, technical and leadership responsibilities learned at each of the three USAF officer tiers. Specifically, this thesis sought to answer research questions addressing the essential learning elements for developing leadership, technical and management knowledge and skills as well as the proportional emphasis of the three areas in each of the three officer tiers. The questions were answered through a comprehensive literature review and a review of current professional military education (PME) syllabi and educational profiles of USAF officers. The research identified that management training does not grow with the …

The Effects Of Career Broadening On Leadership Development, S. David Walker

Theses and Dissertations

The goal of this research was to improve the Air Force’s knowledge of the effects of career broadening jobs on the leadership development of its officer corps. Specifically, the study sought to find significant relationships between incidents of career broadening in the officers’ background and their odds of being selected for promotion and in-residence professional military education (PME). Selection under these two areas is considered recognition of an officer’s ability to handle more responsibility and greater leadership challenges. Therefore, they are logical assessments of an officer’s leadership development. Duty histories of officers who met the Major, Lieutenant Colonel, and Colonel …

Employer Branding In The Belgian Army: The Importance Of Instrumental And Symbolic Beliefs For Potential Applicants, Actual Applicants, And Military Employees, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This study conceptualizes employer brand as a package of instrumental and symbolic attributes. Using a sample of 955 individuals (429 potential applicants, 392 actual applicants, and 134 military employees), we examine the relative importance of instrumental and symbolic employer brand beliefs across different groups of individuals: potential applicants, actual applicants, and military employees (with less than three years of tenure). Results show that instrumental attributes explain greater variance in the Army's attractiveness as an employer among actual applicants compared to potential applicants or employees. In all three groups, symbolic trait inferences explain a similar portion of the variance. In addition, …

Generational Competence And Retention : A Study Of Different Generations In Law Enforcement And How These Differences Impact Retention In The Chesterfield County Police Department, Gary Scott Edwards

Master's Theses

There are currently four distinct generations in today's workforce (Veterans, Baby Boomers, Generation X, and Millennials). This presents unique challenges for employers since each of these generations is affected and shaped by different events in their lives, which define the values they bring to work. These differences can be increasingly difficult to manage and may lead to conflicts. Significant research has been conducted in this area, but little has focused on public sector employees, specifically sworn law enforcement officers. This research examines whether generational differences observed in society as a whole are the same as those differences found in law …