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Articles 331 - 360 of 478
Full-Text Articles in Human Resources Management
Future Directions Of Crisis Communication Research: Emotions In Crisis – The Next Frontier, Jin, A. Pang
Future Directions Of Crisis Communication Research: Emotions In Crisis – The Next Frontier, Jin, A. Pang
Research Collection Lee Kong Chian School Of Business
No abstract provided.
The Employment Relationship, John W. Budd, Devasheesh P. Bhave
The Employment Relationship, John W. Budd, Devasheesh P. Bhave
Research Collection Lee Kong Chian School Of Business
The employment relationship is the connection between employees and employers through which individuals sell their labor. This might consist of an immigrant day laborer paid by the bushel to pick fruit in the hot sun, a salaried manager who has been working in an air-conditioned office for the same company for 40 years, or innumerable other situations. Irrespective of situation, all employees and employers have fundamental interests they pursue through the employment relationship, all forms of this relationship are mediated by labor markets and states, and each instance of this relationship is governed by some form of a contract, ranging …
Exploring The Antecedents Of New Knowledge Creation In Organizational Settings: An Empirical Study, Thomas Menkhoff, Yue Wah Chay, Benjamin Loh, Hans-Dieter Evers
Exploring The Antecedents Of New Knowledge Creation In Organizational Settings: An Empirical Study, Thomas Menkhoff, Yue Wah Chay, Benjamin Loh, Hans-Dieter Evers
Research Collection Lee Kong Chian School Of Business
This study aims to understand the antecedents of new knowledge creation in knowledge-intensive organizations. A model of knowledge management and new knowledge creation inspired by the works of Nonaka, Nahapiet and Ghoshal and others was used to develop a questionnaire. 213 individuals responded from a knowledge-based organization in Singapore. The results of the study indicated that knowledge tools and technologies interact with the modus of knowledge combination to influence knowledge outcomes in terms of worker skills, competencies, market knowledge and client relationships. The key ingredients for creating new knowledge as well as synergistic collaborations between various knowledge players are also …
Understanding Performance Ratings: Dynamic Performance, Attributions, And Rating Purpose, Jochen Reb, Gary J. Greguras
Understanding Performance Ratings: Dynamic Performance, Attributions, And Rating Purpose, Jochen Reb, Gary J. Greguras
Research Collection Lee Kong Chian School Of Business
The present two studies integrate and extend the literatures on dynamic performance, performance attributions, and rating purpose, making several important contributions. First, examining attributions of dynamic performance, Study 1 predicted that performance mean and trend would affect judged ratee ability and effort and that performance variation would affect locus of causality; both predictions were supported by the results. Second, investigating the interaction between dynamic performance and rating purpose. Study 2 predicted that performance mean would have a stronger impact on administrative than on developmental ratings, whereas performance trend and variation would have a stranger impact on developmental than on administrative …
Asian Maths Whizz And Talkative Females: How Stereotypes Can Actually Boost Performance, Knowledge@Smu
Asian Maths Whizz And Talkative Females: How Stereotypes Can Actually Boost Performance, Knowledge@Smu
Knowledge@SMU
Nobody likes to be pigeonholed or reduced to a single stereotype. One reason could be because we believe ourselves to be products of multiple stereotypes: a combination of identities, such as "Asian", "female", "lawyer", "Gen X", "Christian", "Chinese", etc. While these labels connect us to like-individuals, they can also carry all sorts of connotations and expectations – positive, neutral and negative. For example, an Asian might be expected to outperform a non-Asian at mathematics because of stereotypes that Asians are mathematically inclined. Will such undue expectations affect the Asian's performance outcome? Research studies point to a 'Yes'.
An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus
An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus
Research Collection Lee Kong Chian School Of Business
Researchers have only recently turned their attention to the study of corporate reputation.As is characteristic of many early areas of management inquiry, the field is decidedly multidisciplinary and disconnected. This article selectively reviews reputation research conducted mainly during the past decade. A framework is proposed that views reputation from the perspective of organizational impression management. Corporations are viewed as social actors, intent on enhancing their respectability and impressiveness in the eyes of constituents.
Law And Capitalism: What Corporate Crises Reveal About Legal Systems And Economic Development Around The World By C. J. Milhaupt And K. Pistor, Ruth V. Aguilera, Abhijeet K. Vadera
Law And Capitalism: What Corporate Crises Reveal About Legal Systems And Economic Development Around The World By C. J. Milhaupt And K. Pistor, Ruth V. Aguilera, Abhijeet K. Vadera
Research Collection Lee Kong Chian School Of Business
The article reviews the book "Law & Capitalism: What Corporate Crises Reveal About Legal Systems & Economic Development Around the World," by Curtis J. Milhaupt and Katharina Pistor.
Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert
Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert
Research Collection Lee Kong Chian School Of Business
An unanswered question in employee development is how reflection can be used for improving performance in organizations. Drawing from research and theory on dual-process models, we develop and test a reflection strategy to Stimulate deeper learning after feedback. Results of two studies (N = 640 and N = 488) showed that reflection combined with feedback enhanced performance improvement on a web-based work simulation better than feedback alone. Reflection without feedback did not lead to performance improvement. Further analyses indicated that the proposed reflection strategy was less effective for individuals low in learning goal orientation, low in need for cognition, and …
Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens
Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences …
The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson
The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson
Research Collection Lee Kong Chian School Of Business
Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home …
Why Might Some Employees Sabotage Their Companies?, Knowledge@Smu
Why Might Some Employees Sabotage Their Companies?, Knowledge@Smu
Knowledge@SMU
The abuse of organisational resources, lying to colleagues, mishandling of confidential data, blackmail, etc - deviant behaviour in the workplace is not just a nuisance, but also a crippling and costly affair, easily reaching billions annually. As it is, business leaders are already saddled with enough worries over the market environment. Tackling deviant behaviour is an extra human resource challenge that most would prefer to go without. Lance Ferris, an organisational behaviour and human resources professor at Singapore Management University, looks at what causes such behaviour: self-esteem, and how managers can address this issue.
The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse
The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse
Research Collection Lee Kong Chian School Of Business
This study fills a key gap in research on response instructions in situational judgment tests (SJTs). The authors examined whether the assumptions behind the differential effects of knowledge and behavioral tendency SJT response instructions hold in a large-scale high-stakes selection context (i.e., admission to medical college). Candidates (N = 2,184) were randomly assigned to a knowledge or behavioral tendency response instruction SJT, while SJT content was kept constant. Contrary to prior research in low-stakes settings, no meaningfully important differences were found between mean scores for the response instruction sets. Consistent with prior research, the SJT with knowledge instructions correlated more …
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Research Collection Lee Kong Chian School Of Business
We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the prediction that when intention to quit is higher, abusive supervision is more strongly associated with supervisor-directed deviance than with organization-directed deviance. These results were replicated in a second study, a two-wave investigation of people employed in a variety of industries and …
The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic
The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic
Research Collection Lee Kong Chian School Of Business
This paper argues that the effect of dense social ties, or network closure, on a knowledge worker's performance depends on the predominant role this worker plays with his or her exchange partners in the relationships affected by that closure. Using data on informal exchanges among investment bankers in the equities division of a large financial services firm operating in Europe, Asia-Pacific, Africa, and the Americas in 2001, we find that network closure in relationships in which the banker acts as an acquirer of information increases his or her performance, whereas closure in relationships in which the banker acts as a …
Disclosure Of Management Guidance In Conference Calls: Materiality, Determinants And Consequences, Benjamin Lansford, Jimmy Kiat Bee Lee, Jennifer W. Tucker
Disclosure Of Management Guidance In Conference Calls: Materiality, Determinants And Consequences, Benjamin Lansford, Jimmy Kiat Bee Lee, Jennifer W. Tucker
Research Collection School Of Accountancy
The SEC advises firms to release all material information in their earnings announcement press release before their corresponding conference call. Until May 2009, the NYSE went further by explicitly prohibiting the disclosure of new material information in a conference call. However, we document that the S&P 500 firms, including those that are NYSE-listed, disclose a non-trivial amount of management guidance exclusively in their conference calls. Firms in challenging forecasting environments rely more on the conference call, probably because the call enables managers to “flesh out” the guidance. In contrast, firms with relatively low investor visibility and high litigation risk rely …
Drawing Talent Management Lessons From Supply Chain Practices, Knowledge@Smu
Drawing Talent Management Lessons From Supply Chain Practices, Knowledge@Smu
Knowledge@SMU
The concept of “just-in-time” supply chain management allows manufacturers to stay nimble, flexible, and meet ever-changing demands. Companies can borrow similar ideas in managing and developing their workforce, said Wharton management professor Peter Cappelli in a recent seminar at Singapore Management University. The commonly practised talent management processes were developed decades ago. It is now time for a change.
Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras
Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras
Research Collection Lee Kong Chian School Of Business
Organization personality perceptions have been defined as the set of personality characteristics associated with organizations. Previous research supports five distinct factors of organization personality perceptions: Boy Scout, Innovativeness, Dominance, Thrift, and Style. The purpose of this research was to understand how individuals' initial attraction to firms is influenced by their perceptions of the degree to which firms display these traits. Results of the present investigation indicated that organization personality perceptions accounted for significant variance in initial organizational attraction, after controlling for perceptions of the degree to which the jobs at the organizations offer traditional attributes. In addition, several self-rated Big …
Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff
Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff
Research Collection Lee Kong Chian School Of Business
Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction trod that psychological need satisfaction predicted affective …
Information & Communication Talent Development In Singapore, Knowledge@Smu
Information & Communication Talent Development In Singapore, Knowledge@Smu
Knowledge@SMU
Recent trends and developments in infocomm (information & communications) talent took centre stage at a business leaders seminar jointly held by the Singapore Computer Society (SCS) and Infocomm Development Authority (IDA) in November 2008 at the Singapore Management University. IDA CEO rear admiral Ronnie Tay was a key speaker at the event.
The Importance Of Exercise And Dimension Factors In Assessment Centers: Simultaneous Examinations Of Construct-Related And Criterion-Related Validity, Filip Lievens, Stephan Dilchert, Deniz S. Ones
The Importance Of Exercise And Dimension Factors In Assessment Centers: Simultaneous Examinations Of Construct-Related And Criterion-Related Validity, Filip Lievens, Stephan Dilchert, Deniz S. Ones
Research Collection Lee Kong Chian School Of Business
This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller …
"I Know What You Want To Know": The Impact Of Interviewees' Ability To Identify Criteria On Interview Performance And Construct-Related Validity, Klaus G. Melchers, Ute Christine Klehe, Gerald M. Richter, Martin Kleinmann, Cornelius J. Konig, Filip Lievens
"I Know What You Want To Know": The Impact Of Interviewees' Ability To Identify Criteria On Interview Performance And Construct-Related Validity, Klaus G. Melchers, Ute Christine Klehe, Gerald M. Richter, Martin Kleinmann, Cornelius J. Konig, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees who were more proficient at identifying the targeted dimensions received better evaluations. Furthermore, interviewees' ability to identify these evaluation criteria accounted for substantial variance in predicting their performance even after controlling for cognitive ability. Finally, the interviewer ratings showed poor discriminant and convergent validity. However, we found some support for the hypothesis that the …
Assessment Centers At The Crossroads: Toward A Reconceptualization Of Assessment Center Exercises, Filip Lievens, Robert P. Tett, Deidra J. Schleicher
Assessment Centers At The Crossroads: Toward A Reconceptualization Of Assessment Center Exercises, Filip Lievens, Robert P. Tett, Deidra J. Schleicher
Research Collection Lee Kong Chian School Of Business
Exercises are key components of assessment centers (ACs). However, little is known about the nature and determinants of AC exercise performance. The traditional exercise paradigm primarily emphasizes the need to simulate task, social, and organizational demands in AC exercises. This chapter draws on trait activation theory in proposing a new AC exercise paradigm. First, we develop a theoretical framework that addresses the complexity of situational characteristics of AC exercises as determinants of AC performance. Second, we argue for planting multiple stimuli within exercises as a structured means of eliciting candidate behavior. Third, we show how the new paradigm also has …
Decision Aids For Addressing The Validity-Adverse Impact Trade-Off, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Decision Aids For Addressing The Validity-Adverse Impact Trade-Off, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Typically, adverse impact (AI) is an after-the-fact analysis: Once predictor scores for a pool of applicants are available, AI is evaluated. Sometimes the analysis is made in real time, as predictor scores are obtained on a set of applicants, and AI calculations are done on a “what if” basis as input to decisions about features such as where to set a cutoff score. The focus of this chapter, however, is on attempts to estimate in advance the likely impact of a given selection system. Here, estimates are made based on available information about the features such as the expected magnitude …
The Emergence Of Justice Climate In Groups, Teams, And Organizations: A Theory Of Multilevel Information Aggregation And Judgment, D. Rupp, Elizabeth Layne Paddock
The Emergence Of Justice Climate In Groups, Teams, And Organizations: A Theory Of Multilevel Information Aggregation And Judgment, D. Rupp, Elizabeth Layne Paddock
Research Collection Lee Kong Chian School Of Business
We outline a theoretical model of the emergence of justice climate in groups, teams, and organizations, and in doing so integrate multiple justice perspectives (e.g., affective events, fairness heuristic, deonance, justice integration, multifoci justice, overall justice). We propose that justice climate is spawned at the event level, where individuals use their emotional reactions to situations as information in forming fairness judgments. Over time, these judgments about various perpetrators--which may include the evaluation of outcomes, procedures, information, and interpersonal treatment--are aggregated to form individual-level stable judgments regarding the fairness of exchange partners with whom employees interact (e.g., supervisors, co-workers, customers). Through …
Chinese Philanthropy In Southeast Asia: Between Continuity And Change, Thomas Menkhoff
Chinese Philanthropy In Southeast Asia: Between Continuity And Change, Thomas Menkhoff
Research Collection Lee Kong Chian School Of Business
What makes ethnic Chinese philanthropy tick? Thomas Menkhoff looks at what drives prominent Chinese business leaders to give back to society and offers a glimpse of the changing face of ethnic philanthropy.
Political Promotion, Ceo Compensation, And Their Effect On Firm Performance, Xiaping Jerry Cao, Michael Lemmon, Gary Tian, Xiaofei Pan
Political Promotion, Ceo Compensation, And Their Effect On Firm Performance, Xiaping Jerry Cao, Michael Lemmon, Gary Tian, Xiaofei Pan
Research Collection Lee Kong Chian School Of Business
We investigate the impact of CEO’s compensation-based and promotion-based incentives on firm performance in China, where the CEOs of most state-owned enterprises are government appointed and thus face dual incentives. We find that both monetary and political incentives are positively related to firm performance. More important, we pinpoint a substitution effect: the monetary compensation-based incentive is weaker when CEO incentives are heavily driven by political career concerns. Overall, the evidence suggests that, via a competitive arena in the external political job market, promotion helps mitigate weak incentives for CEOs in China. State control or political connection is not necessarily inconsistent …
Corporate Venture Capital, Disembodied Experimentation And Capability Development, Thomas Keil, Ekko Autio, Gerard George
Corporate Venture Capital, Disembodied Experimentation And Capability Development, Thomas Keil, Ekko Autio, Gerard George
Research Collection Lee Kong Chian School Of Business
Studies invoking a capabilities lens often ascribe deliberateness in organizational decisions to develop new capabilities. Drawing on five longitudinal case studies of large, global firms in the information and communication technology sector, we examine how firms engender cognizance of their future capability needs in situations characterized by high decision-making uncertainty. We develop a theoretical account of how firms use investments in start-ups to actively engage in experimentation outside organizational boundaries, a learning process which we term as disembodied experimentation. Disembodied experimentation creates awareness of voids in the capability base of an incumbent and helps to overcome inertial restraints thereby influencing …
Ceo Characteristics, Ceo-Firm Match And Corporate Refocus Value, Sheng Huang
Ceo Characteristics, Ceo-Firm Match And Corporate Refocus Value, Sheng Huang
Research Collection Lee Kong Chian School Of Business
This paper investigates how CEO characteristics affect firm value through divestiture. Using a novel dataset tracking CEO’s career path, from which CEO’s talent and expertise are reasonably inferred, I find when CEOs have differing abilities across divisions of conglomerates, they more likely divest divisions that they are less qualified to manage, and focus on divisions of better match with their talents and expertise. The better match of their talents with firms’ retained assets is the source of value creation from refocusing divestiture. Divestitures that increase corporate focus but not improve the talent-asset match do not create value in long run. …
Current Theory And Practice Of Assessment Centers: The Importance Of Trait Activation, Filip Lievens, Liesbet De Koster, Eveline Schollaert
Current Theory And Practice Of Assessment Centers: The Importance Of Trait Activation, Filip Lievens, Liesbet De Koster, Eveline Schollaert
Research Collection Lee Kong Chian School Of Business
Assessment centers have always had a strong link with practice. This link is so strong that the theoretical basis of the workings of an assessment center is sometimes questioned. In this chapter, we posit that trait activation theory (Tett and Burnett 2003) might be fruitfully used to explain how job-relevant candidate behavior is elicited and rated in assessment centers. Trait activation theory is a recent theory that focuses on the person–situation interaction to explain behavior based on responses to trait-relevant cues found in situations. These observable responses serve as the basis for behavioral ratings on dimensions used in a variety …
Pareto-Optimal Predictor Composite Formation: A Complementary Approach To Alleviating The Selection Quality/Adverse Impact Dilemma, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Pareto-Optimal Predictor Composite Formation: A Complementary Approach To Alleviating The Selection Quality/Adverse Impact Dilemma, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In our rejoinder to the comments of Kehoe (this issue) and Potosky, Bobko and Roth (this issue) we emphasize that our proposal on Pareto-optimal predictor composite formation is a complementary and not a competitive alternative for reducing the tension between selection quality and adverse impact. Our work addresses the decisions to be made once one has decided to use a predictor composite. We also further clarify the basic features of Pareto-optimal tradeoffs and Pareto-optimal composites within the context of personnel selection. In particular, we indicate that Pareto-optimal tradeoffs between validity and adverse impact emerge because these goals are different and …