Human Resources Management Commons^™

Team-On-Team Negotiation: How Internal Structure Shapes What Teams Can Do At The Table, Leyi Holly Shi, Tianyu He, Robert B. Lount Jr., Michael Schaerer, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

Team negotiation research presents a paradox: teams sometimes achieve more integrative outcomes than solo negotiators, yet in other cases they escalate competitiveness and harm relational outcomes. Existing theory has not resolved this inconsistency, in part because it treats negotiating teams as if they could change positions as easily as individual negotiators. We argue this assumption overlooks a central constraint of team-on-team negotiation: before any adaptive external exchange can occur, teams must internally authorize revisions to their positions as new information emerges. Drawing on evidence from research on team negotiation, multiparty negotiation, and team design, we identify this internal capacity as …

Transnational Social Protections And The Market: Seeking Support From The Global Cruise Industry, Yasmin Y. Ortiga

Research Collection School of Social Sciences

Migration studies have mostly portrayed employers as paternalistic or exploitative, creating the very conditions that make migrants’ lives insecure and unstable. This paper challenges this view by showing how the market can also be an unlikely source of protections, where extractive work conditions co-exist with a certain degree of social support. Drawing on interviews with 45 Filipino cruise workers during the COVID-19 pandemic, I discuss how migrants used a logic of employee rights to claim benefits such as food, housing and insurance. Cruise lines willingly provided such protections, but only while workers maintained active contracts onboard their ships. Rather than …

Commentary: Survey Finds Singapore Workers Disengaged - But We Shouldn’T Resign Ourselves To This, Nick Chiam

Research Collection Yong Pung How School Of Law

If narratives of unhappy and disengaged Singapore workers solidify, there will be less reason to strive for a better workplace, says SMU’s Nick Chiam.

The Power And Peril Of Awe In Leadership: Transforming Follower Identity And Behavior, Jack Mcguire, Daniel Mcallister, Jochen Menges, David De Cremer

Research Collection Lee Kong Chian School Of Business

Awe is a profound emotion that has captured significant attention within psychological research. While the potential for leaders to inspire awe in followers has received some recognition, systematic research on the nature and effects of awe in leadership—and within organizational contexts more broadly—remains limited. In this article, we offer a conceptual framework that explains the multifaceted and transformative nature of leadership through the power of awe. Specifically, we identify four leader behaviors—charismatic leadership tactics, exceptional performance, problem reframing, and self-sacrificial behavior—that elicit awe among followers. We further propose three variants of awe-inspiring leaders, describing how variation in a leader’s self-construal …

Fighting Against Recruitment Scams: Theory-Driven Supervised Learning And Empirical Analysis For Digital Fraudulent Recruitment Posting Behavior, Tom (Tianteng) Wang, David (Jingjun) Xu, Keng Siau, Zhongju (John) Zhang

Research Collection School Of Computing and Information Systems

The number of recruitment postings on digital recruitment hiring platforms has increased since the COVID-19 pandemic. However, the weak surveillance and operations of these platforms, combined with the fact that most job seekers have relatively low vigilance and a strong desire for recruitment offers, enable scammers to easily deceive job seekers for their money and confidential information. In this work, we combine prevailing text mining techniques (i.e., ChatGPT with prompting engineering and supervised machine learning) with interpersonal deception theory (IDT) from social science to design an interpretable IT system to predict fraudulent recruitment postings on digital recruitment-hiring platforms. We compare …

Meritocracy And Equal Access To The Public Sector: A Comparative Analysis Of Accessibility To Public Sector Jobs And Public Services, Beomgeun Cho, Heasun Choi

Research Collection School of Social Sciences

This study investigates the impact of meritocracy on equal access to the public sector, focusing on public sector employment and services. While meritocratic principles promote impartiality and fairness in administrative processes, their effectiveness in improving equal accessibility remains understudied and contested. Drawing on the literature linking meritocracy to democratic stability, we argue that strong meritocratic systems enhance equal access to the public sector regardless of social groups and gender by fostering professional stewardship in the bureaucracy and strengthening checks and balances between bureaucrats and politicians. Our findings, drawn from a panel dataset consisting of 161 countries over 49 years, suggest …

Leading Ai Adoption In Organizations: Introducing A Behavioral Human-Centered Approach, Shane Schweitzer, Devesh Narayan, Jack Mcguire, David De Cremer

Research Collection Lee Kong Chian School Of Business

Initiatives to implement AI technologies in organizations fail at an alarming rate. We argue that leading the adoption of AI is not a simple engineering exercise but rather represents a behavioral exercise where change management principles—the process by which organizations plan, implement, and embed changes in practices—are employed. However, many AI initiatives in business focus predominantly on the AI systems themselves, assuming humans will fall in line. To solve this, we integrate ideas from change management with scholarship on human-centered artificial intelligence to offer a behavioral approach that accounts for the impact of AI adoption on humans at all stages …

Impending-Exit Period And Employee Performance: Rethinking Human Capital Disruption, Yea Hee Ko, Charlie O. Trevor

Research Collection Lee Kong Chian School Of Business

The well-established disruptive effects of employee turnover on firms have typically been attributed to post-exit dynamics, such as losses of human and social capital. Little is known, however, about leavers’ pre-exit job performance, which, if declining in sufficient magnitude as separation nears, may drive some of this disruption. Drawing on career concerns research, we argue that impending exit weakens incentives to improve future career prospects at the firm, thereby resulting in reduced performance. Our analysis reveals strikingly large negative relationships, as job performance during the impending-exit period declines by 53.9% and 79.8% across two performance measures. Additionally, we predict and …

Commentary: If You’Re Unhappy At Work, A Hasty Job Change May Not Help, Nick Chiam

Research Collection Yong Pung How School Of Law

Finding joy at work isn’t about having the perfect job, but seeing work as part of the larger story of a life well lived, says SMU lecturer Nick Chiam.

The Impact Of Corporate Social Responsibility On Employees' Work Attitudes And Behaviors, Qian Yuan

Dissertations and Theses Collection (Open Access)

Why do some new employees voluntarily leave within a short period after joining a corporation, while others do not? Drawing on information asymmetry theory and adverse selection theory, this dissertation argues that information asymmetry and adverse selection between job seekers and firms before organizational entry, or during the job search process, are important reasons for new employees’ short-term voluntary turnover. Because corporate social responsibility (CSR) can provide people with information about a firm’s capabilities, willingness, and intentions, this dissertation proposes that firms’ CSR activities can provide job seekers with information about various aspects of the firm. In doing so, CSR …

Personality And Personnel Selection: Going Beyond Self-Reports And Linear Relationships, Filip Lievens, Jinyan Fan, Jingyi Li

Research Collection Lee Kong Chian School Of Business

The study of personality in selection and assessment represents one of the most longstanding and voluminous literature in industrial and organizational psychology. In this paper, we review two important recent research streams. First, we review studies on alternatives to self-report personality inventories, namely the use of Situational Judgment Tests (SJTs), assessment center (AC) exercises, and a multi-rater framework. Second, we review studies that go beyond linear relationships between personality and job performance. Generally, our review reveals that these alternative approaches show promises in better understanding personality and how personality relates to performance.

Do Bank Ceos Learn From Crisis Experiences?, Gloria Yang Yu

Research Collection Lee Kong Chian School Of Business

Does the early-career exposure of bank CEOs to the 1980s savings and loans (S&L) crisis affect the outcomes of banks they subsequently managed? We measure the S&L crisis exposure by the bank failure rate in the states where CEOs worked during the S&L crisis. Armed with this measure, we find that banks managed by CEOs with higher S&L crisis exposure took on less risk and that these banks better survived the financial crisis of 2008. In particular, CEOs adjusted risk attitudes in areas causing the S&L crisis: their more intense crisis experience reduced banks’ interest rate risk, exposure to risky …

Retirement And Organizations: Advocating Organizational Responsibility For Retirement In Practice And Scholarship, Valerie Caines, Gokhan Ertug, Prashant Bordia, Deidra J. Schleicher

Research Collection Lee Kong Chian School Of Business

In this editorial we discuss organizations’ role in the process of retirement. We argue that organizations have abdicated their moral obligation to older workers, thereby negatively impacting older workers’ wellbeing and their successful transition to retirement. We also note that organizational studies scholars have not paid adequate attention to that negligence, or its alternatives. We suggest that, among other reasons, this oversight can be a result of the comparatively privileged socioeconomic positions of faculty in business schools vis-à-vis older workers in many other occupations, as well as to a discord between traditional human capital and human resource management theories and …

Effects Of Applicants' Use Of Generative Ai In Personnel Selection: Towards A More Nuanced View?, Filip Lievens, Patrick D. Dunlop

Research Collection Lee Kong Chian School Of Business

Generative AI (GenAI) has made rapid inroads in assessment, as a growing number of applicants rely on it as a coach in unproctored assessments of various selection procedures. This had led to assertions that applicants' GenAI use undermines key assumptions of the predictive model underlying selection and is thus disruptive for organizations' current unproctored assessments, thereby invoking various strategies of organizations to deter and detect its use. In this provocation article, we present a more nuanced view. To this end, we start by reviewing the recent research related to the effects of applicants' use of GenAI in assessment and discuss …

The Effect Of Computer Monitoring On Employees’ Productivity In Telecommuting Arrangements, Yea Hee Ko, In Gyun Baek

Research Collection Lee Kong Chian School Of Business

When employees work from home, organizations have traditionally placed a stronger reliance on output-based controls because of the inability to physically observe its employees. Because of recent advances in technology, however, many organizations now use input-based controls. One such input-based control is computer monitoring, which records the number of hours spent working and leaves out any time in which an employee does not perform work activities. On the one hand, computer monitoring may provide productivity-enhancing benefits by reducing the likelihood of employees experiencing self-control problems, such as procrastination. On the other hand, computer monitoring may motivate reduced effort by decreasing …

The Effect Of Human Resource Business Partners' Power On Business Managers' Work Outcomes: The Mediating Role Of Voice, Wei Liu

Dissertations and Theses Collection (Open Access)

As a fundamental construct in social sciences, power is defined as an ability to influence others’ behavior to pursue one’s own interests, which affects the work outcomes of individuals within the organizations. The main purpose of Human Resource Business Partners (HRBPs) is to cooperate with business managers to achieve work outcomes, but in practice, HRBPs are often positioned differently in different organizations due to the lack of a precise definition of HRBPs, so their support to business managers is different. In-depth research on the power and influence of HRBPs can provide theoretical guidance for enhancing the internal work outcomes within …

Case Study: Should A Chro Abandon Performance Improvement Plans?, Devasheesh P. Bhave, Sin Mei Cheah

Research Collection Lee Kong Chian School Of Business

At Barton Creek Technologies, Anna Chen, the chief human resources officer, faces a dilemma over the company’s performance improvement plan (PIP). Introduced as a supportive tool to rehabilitate struggling employees, the PIP has widely become perceived as a punitive mechanism. An internal audit revealed that only 15% of employees placed on PIPs complete them, while 60% are terminated and 25% go on stress-­related medical leave, often not returning. Managers admit they lack the training to implement PIPs effectively, and employees describe the plans as stigmatizing and demoralizing. Chen is torn between reforming the program into a mentorship-based system—requiring significant investment …

Trust Building Across And Within Cultures: A Study Of Guinea, West Africa, And China, Hwee Hoon Tan, Xiushun Sun, Yue Wang

Research Collection Lee Kong Chian School Of Business

Adopting a cross-cultural perspective, this study provides insights into how Chinese multinational corporations (MNCs) with a focus on Confucian values, builds trust and contributes to the globalization process in African settings, specifically Guinea. Using a mixed-methods methodology, we explore the dynamics of trust relationships within and across cultures. In Study 1, semi-structured interviews were conducted with 19 Chinese supervisors, 20 Guinean supervisors and 19 Guinean workers. We found Chinese expatriates to emphasize ability and integrity in trust building while Guinean workers care more about benevolence. Drawing on the insights of study 1, we proposed a model of interpersonal trust within …

Smart Heuristics In Business Relationships: Toward A Typology, Jochen Reb, Nilotpal Jha

Research Collection Lee Kong Chian School Of Business

Purpose – The purpose of this paper is to develop a typology of heuristics in business relationships. We distinguish between four categories: (1) general heuristics used in the context of a business relationship but that may also (and are often) used in other contexts; (2) relational context heuristics that are typically used in a relational context; (3) relational information heuristics that rely on relational information and (4) genuine relational heuristics that use relational information and are applied in relational contexts. Design/methodology/approach – We draw on existing literature on heuristics and business relationships to inform our conceptual paper. Findings – We …

Validity Of Social Media Assessments In Personnel Selection: A Systematic Review Of The Initial Evidence, Franz W. Mönke, Nicolas Roulin, Filip Lievens, Marie Therese Bartossek, Philipp Schäpers

Research Collection Lee Kong Chian School Of Business

Approximately two out of three recruiters report screening candidates’ KSAOs (knowledge, skills, abilities, and other characteristics like personality) or hireability based on social media platforms (e.g., Facebook, LinkedIn), often referred to as cybervetting. However, various researchers cautioned against engaging in this emerging practice due to questions about the validity of social media assessments. Therefore, we conducted a systematic review to summarize initial research on the psychometric properties of social media assessments: Reliability, construct-related validity, and criterion-related validity. Our literature search yielded 12 studies with 536 raters and 2,019 ratees, and most of these studies addressed personality traits. We found that …

Construction And Empirical Assessment Of An Employee Health Management Index System For Chinese Enterprises, Ming Dong

Dissertations and Theses Collection (Open Access)

Purpose: Employee health management is critical for enhancing corporate productivity, and scientific evaluation is core to effective health management practices. This study aims to construct an evaluation index system for assessing the employee health management effectiveness tailored to China’s national conditions (Hereinafter called “evaluation system”), and to empirically assess its differentiation, accuracy, and universality.

Methodology: (1) Grounded in literature and policy analysis, the study adopts the PDCA theory as a foundational framework and employs a modified Delphi method to finalize the evaluation system's structure. Indicator weights were determined using the Analytic Hierarchy Process, and a standard scale was created for …

Insights From An Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role In The Validity-Diversity Trade-Off, Christopher M. Berry, Filip Lievens, Charlene Zhang, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

General mental ability (GMA) tests have long been at the heart of the validity–diversity trade-off, with conventional wisdom being that reducing their weight in personnel selection can improve adverse impact, but that this results in steep costs to criterion-related validity. However, Sackett et al. (2022) revealed that the criterion-related validity of GMA tests has been considerably overestimated due to inappropriate range restriction corrections. Thus, we revisit the role of GMA tests in the validity-diversity trade-off using an updated meta-analytic correlation matrix of the relationships six selection methods (biodata, GMA tests, conscientiousness tests, structured interviews, integrity tests, and situational judgment tests) …

From The Guest Editors: The Human Side Of The Future Of Work: Understanding The Role People Play In Shaping A Changing World, Jochen I. Menges, Lauren C. Howe, Erika Hall, Jon M. Jachimowicz, Sharon K. Parker, Riki Takeuchi, Abhijeet K. Vadera, Ashley Whillans, Susan K. Cohen

Research Collection Lee Kong Chian School Of Business

For as long as there has been work, there has been a “future of work,” through humans’ ingenuity and drive to get things done easier, faster, and better. With the industrial revolution, efforts to shape a better future of work were dominated by improvements in machinery that soon led to fears that these machines might take away jobs from workers, enriching the rich and leaving the poor poorer (Allen, 2017). Later, John Maynard Keynes (1930) optimistically predicted technological unemployment (a net loss of jobs due to shifts in the nature of work outpacing the economy’s ability to redeploy talent) would …

Job Insecurity And Well-Being: Integrating Life History And Transactional Stress Theories, Nina Sirola

Research Collection Lee Kong Chian School Of Business

The current research proposes and tests a novel model explaining how job insecurity shapes well-being and has consequences for stratification and inequality. I draw on evolutionary life history theory, which proposes that growing up in a poorer versus wealthier environment impacts the sense of control people feel when exposed to threat in adulthood. I integrate this perspective with transactional stress theory to propose that job insecurity has a disproportionately negative effect on employees from poorer backgrounds, leading to lower engagement and higher emotional exhaustion among such employees, while those from wealthier backgrounds are buffered against these effects. These responses to …

What Drives Employers’ Favorability Ratings On Employer Review Platforms? The Role Of Symbolic, Personal, And Emotional Content, Christoph E. Höllig, Andranik Tumasjan, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Employer review platforms have changed the recruitment landscape by allowing current and former employees to post messages about an employer outside of direct company control. Therefore, they have emerged as an important form of third-party employer branding. However, we know little about how such open-ended comments relate to the key variable in employer reviews: employers’ favorability rating. Therefore, we start by situating this variable among other constructs in the employer branding space. Next, we build theory on how content in the open-ended comments of an employer review relates to the positivity or negativity of the reviews’ favorability rating. We test …

Formal Versus Informal Supervisor Socio-Emotional Support Behaviours And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris

Research Collection Lee Kong Chian School Of Business

This research investigates how formal versus informal supervisor support behaviours shape employees' affect- and cognition-based trust across cultures of varying power distance. Using data from in-depth interviews, Study 1 found that trust-enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect- and cognition-based trust among Indian participants, but among US participants, …

The Governance Of Director Compensation, Lily Fang, Sterling Huang

Research Collection School Of Accountancy

The average total compensation of directors in U.S.-listed companies was $342,030 in 2020, 5.06 times the median household income. Directors set their own pay, giving rise to potential self-dealing. We argue and document that in the presence of self-dealing, external mechanisms such as legal standards act as effective means of governance. Following a landmark Delaware court ruling that subjected director pay to a more stringent legal standard, Delaware-incorporated firms reduced director compensation relative to non-Delaware firms and experienced positive and non-transient stock price reactions. Our results indicate that proper governance of director compensation enhances firm value.

Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) …

Politics Speak Louder Than Skills: Political Similarity Effects In Hireability Judgments In Multiparty Contexts And The Role Of Political Interest, Franz W. Moenke, Filip Lievens, Ursula Hess, Philipp Schaepers

Research Collection Lee Kong Chian School Of Business

Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized two-party political system, it is pivotal to test and refine the PAM in a multiparty context. Therefore, we asked working professionals from the United States (two-party context, N = 266) and Germany (multiparty context, N = 747) to rate an applicant’s hireability after cybervetting a LinkedIn profile …

Sustainability Transformation: The Role Of Accountancy And Finance Professionals In The Singapore Manufacturing Sector, Jiwei Wang, Holly I. Yang, Liandong Zhang, Sanli Pinar Darendeli, Ying-Chi Huang

Research Collection School Of Accountancy

Sustainability is already reshaping the Singapore manufacturing sector. The majority of companies surveyed (70%) have started their sustainability transformation in one form or another, and many have initiated discussions. However, on the whole, only 37% of companies have implemented sustainability initiatives, and 21% have reported on sustainability. On the bright side, these percentages are slated to double within 1-3 years. The infusion of sustainability into the manufacturing sector has led to accountancy and finance professionals potentially playing a bigger role in their organisations, particularly in aligning the sustainability objectives with business strategies. The study notes that manufacturing companies are mostly …