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Articles 1 - 30 of 88
Full-Text Articles in Human Resources Management
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
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.
Boys And Girls Clubs Of Conejo And Las Virgenes Employee Handbook, Boys And Girls Clubs Of Conejo And Las Virgenes
Boys And Girls Clubs Of Conejo And Las Virgenes Employee Handbook, Boys And Girls Clubs Of Conejo And Las Virgenes
Human Resource and Volunteer Management
Boys and Girls Clubs of Conejo and Las Virgenes Employee Handbook as of December 2009.
Differences In Computer Mediated Versus Face To Face Negotiation, Melissa Oates
Differences In Computer Mediated Versus Face To Face Negotiation, Melissa Oates
Psychology and Child Development
Ninety Cal Poly students participated in a study to test the hypothesis that e-negotiators would be more likely than face-to-face (FTF) negotiators to employ unethical or competitive negotiation styles in a subsequent negotiation after being lied to in a previous negotiation. Sixty-four Cal Poly students were randomly assigned to partake in a computer mediated or FTF negotiation over the sale of a car. After the initial negotiation was completed, buyers in each condition were led to believe they had been lied to about the accident history of the car. Participants then completed The Incidents in Negotiation Questionnaire by Robinson, Lewicki, …
The Role Of Cultural And Change During Mergers And Acquisitions: Bringing The Pride Back, Geoffrey W. Denight Jr
The Role Of Cultural And Change During Mergers And Acquisitions: Bringing The Pride Back, Geoffrey W. Denight Jr
UNLV Theses, Dissertations, Professional Papers, and Capstones
In 1998 a small family run casino operation was acquired by a large Las Vegas Casino Corporation. At the time the two companies had different cultures and there was an immediate clash between the two as the larger corporation sought to change the ways business was being conducted. Compounded by out side economic factors the business experienced a dramatic decline in revenue and employee morale. In this case study, the personalities and outside factors that had an impact on this acquisition will be revealed and the steps taken to change and manage the culture of the company, improve morale and …
An Entry Level Managerial Training Program For Hourly Hospitality Employees, Cynthia Mejia
An Entry Level Managerial Training Program For Hourly Hospitality Employees, Cynthia Mejia
UNLV Theses, Dissertations, Professional Papers, and Capstones
The purpose of this paper is to develop an entry-level managerial training program for line-level hospitality employees. An analysis of the current literature regarding training and motivation will be used as the foundation for the proposed training program. In addition, two central issues will be addressed to ensure the success of the participants in the managerial training program: a) The identification and resolution of perceived obstacles employees face when contemplating advancement, and b) the practice of developing internal employees to increase retention, and thereby reduce the high costs associated with middle management turnover.
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.
Human Resource Economics And Public Policy: Essays In Honor Of Vernon M. Briggs Jr., Charles J. Whalen Editor
Human Resource Economics And Public Policy: Essays In Honor Of Vernon M. Briggs Jr., Charles J. Whalen Editor
Upjohn Press
This book pays tribute to Vernon Briggs and his enduring mark on the study of human resources. The chapters, by his students and colleagues, explore and extend Briggs’s work on employment, education and training, immigration, and local labor markets. His unwavering emphasis on institutional reality, public policy, and economic dynamics animates the entire collection.
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
Employment And Training Policy In The United States During The Economic Crisis, Christopher J. O'Leary, Randall W. Eberts
Employment And Training Policy In The United States During The Economic Crisis, Christopher J. O'Leary, Randall W. Eberts
Conference Papers
No abstract provided.
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
Ua3/9 Fall 2009 Midpoint Report, Wku President's Office, Gary Ransdell
Ua3/9 Fall 2009 Midpoint Report, Wku President's Office, Gary Ransdell
WKU Administration Documents
Memo from President Gary Ransdell to all faculty and staff regarding events and announcements for Fall semester 2009.
The Chief Student Affairs Officer: What Constitutes Effective Leadership?, Bryan L. Smith, Tracy M. Lara, Aaron W. Hughey
The Chief Student Affairs Officer: What Constitutes Effective Leadership?, Bryan L. Smith, Tracy M. Lara, Aaron W. Hughey
Counseling & Student Affairs Faculty Publications
The leadership characteristics of a 21 chief student affairs officers (CSAOs) within four-year, postsecondary institutions in the Southeast were examined using The Leadership Practices Inventory (LPI) developed by Kouzes and Posner. The LPI measures five fundamental leadership factors: challenge the process, inspire a shared vision, enable others to act, model the way, and encourage the heart. Each of these factors was investigated in relation to length of time in the current position, length in the student affairs profession, gender, and geographic location. Statistical analyses of performance on the LPI suggest that CSAOs tend to be most effective in leadership practices …
Determining Return On Investment For Professional Development In Public Education: A Model, Michael F. Kosloski, Philip A. Reed
Determining Return On Investment For Professional Development In Public Education: A Model, Michael F. Kosloski, Philip A. Reed
STEMPS Faculty Publications
Return on investment with respect to employee training is a growing phenomenon in business and industry, as understanding the impact of training on an organization is often not enough. Public educational systems also spend a significant amount of resources on professional development. However, because education is a non-revenue generating industry, rarely do we analyze return on investment in the educational sector. This article examines return on investment for public school teacher training and professional development. While this model was developed for a specific school system and software, the model outlined below may be used by administrators in many non-profit or …
Individuals And Contex00tual Factors: An Interactionist Approach To Understanding Self-Development, Gregory Paul Letller
Individuals And Contex00tual Factors: An Interactionist Approach To Understanding Self-Development, Gregory Paul Letller
Psychology Theses & Dissertations
While the extant research has identified several individual and contextual factors influential on an employee's quantity of self-development participation, no prior research has examined potential multiplicative effects among these factors. The current study investigated person-situation interactions among five individual factors ( e.g., self-efficacy for self-development, learning goal orientation, and openness to experience) and the contextual factors of organizational and supervisor support ( combined to reflect overall work support). This study also sought to investigate the influence of proactive personality on self-development participation, a promising individual difference that has received little attention in the self-development literature. Using data collected from 136 …
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
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 …
Strategic Management In A Networked World, Christine G. Springer
Strategic Management In A Networked World, Christine G. Springer
Public Policy and Leadership Faculty Research
The article provides guidelines to an effective approach of managing employees in the U.S. These include the ability to both detect a problem and to effectively respond to it. It is also considered important when strategies are adopted, where a collaborative action among network partners can be promoted. The author also stresses the importance of valuing and nurturing organizational learning and development.
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
Department of Management: Faculty Publications
The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range = 394–6,200), we show that (a) N >100 has little practical impact on the reliability of norm-based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T-scores based on …
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 …
Application Of Ict Ii: The Impact Of Performance Management System On The Performance Of The Employees & The Organization, Arshad Siddiqui, Faryal Malik
Application Of Ict Ii: The Impact Of Performance Management System On The Performance Of The Employees & The Organization, Arshad Siddiqui, Faryal Malik
International Conference on Information and Communication Technologies
The purpose of this paper is to examine the relationship between performance management system (PMS), employee's job satisfaction and thus, their commitment to the organization by working for its fate. If various characteristics of PMS that build commitment and satisfaction could be identified, then managers may be more capable of using PMS so as to yield positive results. Further, the study will also examine the impact of PMS on organizational effectiveness by enhancing personal performance using appropriate performance measures.
The Effect Of Holland's Person-Environment Fit On Trait Anger, Interpersonal Conflict At Work, And Workplace Aggression, Aimee Chantelle Pseekos
The Effect Of Holland's Person-Environment Fit On Trait Anger, Interpersonal Conflict At Work, And Workplace Aggression, Aimee Chantelle Pseekos
Dissertations
This study examined the effect of Person-Environment fit, as defined by Holland's (1997) theory, on trait anger, interpersonal conflict at work, and workplace aggression in a sample of employees in the United States. Job satisfaction was also examined with regard to concurrent and discriminant validity information for this sample. Results indicated that there was not a statistically significant effect of Person- Environment fit on trait anger, interpersonal conflict at work, or workplace aggression. The concurrent and discriminant validity of findings was supported through relationships between job satisfaction, Person-Environment fit, and workplace aggression. Limitations and implications for further research related to …
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.
Healers And Helpers, Unifying The People: A Qualitative Study Of Lakota Leadership, Kem M. Gambrell
Healers And Helpers, Unifying The People: A Qualitative Study Of Lakota Leadership, Kem M. Gambrell
Department of Agricultural Leadership, Education, and Communication: Dissertations, Theses, and Student Research
The purpose of this critical grounded theory qualitative study was to explore Lakota Leadership from a Native perspective. Interviews were conducted with enrolled members of a Lakota tribe in an urban setting as well as on the Rosebud reservation to gain better awareness of leadership through a non-mainstream viewpoint. Previously, in order to understand leaders and followers, research limited its scope of discernment to dominant society, implying that non-mainstream individuals will acquiesce, or that differences found are inconsequential. Leadership scholars also have implied that leadership theory is “universal enough”, and can be applied globally regardless of influences such as race, …
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 …
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes, Georgia Southern University, Staff Council
Staff Council Meeting Minutes & Agendas
No abstract provided.
Motivated To Serve: An Empirical Examination Of Motivation And Consequences In The Public And Nonprofit Organizations, Sung Min Park, Jessica Word
Motivated To Serve: An Empirical Examination Of Motivation And Consequences In The Public And Nonprofit Organizations, Sung Min Park, Jessica Word
Public Policy and Leadership Faculty Research
This article draws upon a sample of nonprofit and state government managers to examine the role that service motivation plays in both sectors. The research addressed three main questions: 1) what are the main motivational types and constructs of managers in the public and nonprofit sectors? 2) what differences exist between these sectors in terms of level of motivation? And 3) what are the long-term and short-term consequences of different types of motivation? Our findings suggest that in many ways public and nonprofit managers are similar in terms of the importance of intrinsic versus extrinsic rewards. Public and nonprofit managers …