Human Resources Management Commons^™

Emotional Intelligence Towards Job Performances : A Study On Medical Marketing Companies In Klang Valley., Tharmaraja Arumugam

Student Works (2010-2019)

The primary purpose of this study was to evaluate the influence of emotional intelligence on the managers and how people began to see that managers who were aware of their own emotions as well as those of others were better able to challenge, motivate and inspire teams towards productive work than the more traditional manager who has tried to divorce emotions from the workplace in the medical marketing companys in the Klang Valley. Data for the study was collected from a total of 10 medical marketing company in the Klang Valley with 106 samples.. Emotional Intelligence for this study was …

A New Perspective On Role-Player Training In Assessment Centres, Eveline Schollaert, Filip Lievens

Research Collection Lee Kong Chian School Of Business

The most recent assessment centre guidelines emphasize that exercises should be designed to evoke a substantial amount of relevant behaviour (International Task Force on Assessment Center Guidelines, 2009). However, no empirical evidence exists of how one can manage this This study aims to fill this gap by suggesting that role-player training should be extended via the use of 'prompts' to evoke behaviour. Prompts are standardized cues that a role-player consistently mentions in an AC exercise across candidates to elicit behaviours related to specific job-related dimensions In the present study, role players and candidates were randomly assigned to two experimental conditions …

The Impact Of African American Skin Tone Bias In The Workplace: Implications For Critical Human Resource Development, Cynthia Sims

Online Journal for Workforce Education and Development

The impact of skin tone bias among African Americans in the workplace was examined utilizing grounded theory. The data revealed the harmful personal and workplace effects of the phenomenon. Findings suggest that there is a silencing of issues of race, power, and privilege in organizations. The author recommends utilizing a critical human resource development perspective in order to explore and address systems of privilege that silence employees and perpetuate inequities in the workplace.

Servant Leadership: A Review Of Literature, Clay Brewer

Online Journal for Workforce Education and Development

The philosophical foundation of servant leadership existed thousands of years ago. Servant leadership is a unique style of leadership ideology which flows against the grain of self-interest human behavior. America’s financial collapse has created need for leaders to unite with followers and defy the trade and industry meltdown. Servant leadership values reflect and heal the organizational needs necessary in pioneering the road to recovery from the economic recession. In this paper, servant leadership is characterized by listening, empathy, healing, awareness, persuasion, conceptualizing, foresight, stewardship, commitment to growth, and community building (Spears, 2004). The application of servant leadership principles creates increased …

Unfair Way To Evaluate Teachers: Test Scores About More Than Classroom, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

No abstract provided.

External Confirmation Of Adherence To Standards: As Applicable To Academic Programmes As To Business And Industry, Aaron W. Hughey, Monica G. Burke

Counseling & Student Affairs Faculty Publications

The development of, and adherence to, performance standards is imperative for success in today’s competitive global market. This is as true for academic programmes in higher education as it is for the manufacturing and service sectors. Just like their counterparts in business and industry, it is important that graduate career preparation programmes are subject to an external validation process that can substantiate whether or not they are indeed following applicable standards. In this paper the authors discuss the current status of accreditation for graduate programmes designed to prepare tomorrow’s leaders in the student services profession and argue for the development …

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Change Capacity As A Determinant Of Sustainable Roi Implementation In Human Resource Development Practice, Hollis Jo Ann Burkett

Dissertations

The demand for accountability through measurement continues to heighten application and use of the ROI (return-on-investment) Methodology™ as an essential part of human resource development (HRD) and program evaluation in both private and public sector organizations. Although progress has been made towards identifying best practices in ROI process implementation, sustainability of the process is an aspect of implementation that is often overlooked and under-estimated.

This research identifies characteristics of sustainable ROI process implementation in HRD practice and offers a framework for ROI process maturity, along with practical guidelines to enhance evaluation process and practice maturity. The target population was drawn …

Why Work When You Can Shirk?: Worker Productivity In An Experimental Setting, Russell P. Engel

WCBT Faculty Publications

Employee shirking has the potential to be extremely costly to firms. To counter the productivity loss caused by shirking, firms may institute various incentive schemes. Previous experimental research has shown that while monitoring does decrease shirking, some subjects work without explicit financial incentives. This paper presents the experimental results of an economic experiment designed to investigate the effect of various incentive schemes on subject behavior. Subjects are allowed to engage two tasks; one task mimics work for an employer, the other task allows for gains due to shirking. We find that subjects who are given incentives to shirk do in …

An Analysis Of Supervisor’S Gender And Subordinate Employees’ Job Satisfaction Within The Casino-Entertainment Industry, Nicholas J. Thomas

UNLV Theses, Dissertations, Professional Papers, and Capstones

This study investigates supervisor gender and various dimensions of employee job satisfaction within the casino-entertainment sector of the hospitality industry. Specifically, these dimensions were analyzed from the perspective of three variables related to individual employees: (1) satisfaction with company; (2) satisfaction with department; and, finally, (3) satisfaction with the supervisor. The data for this study was obtained from an employee survey administered to employees in three separate Nevada casino-entertainment properties and their corresponding corporate office. The results of this study fill existing gaps in the academic literature related to job satisfaction and the role of supervisor gender. There are implications …

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Uob's Sustainable Approach To Talent Management For The Private Banking Industry, Knowledge@Smu

Knowledge@SMU

After a hiatus during the financial crisis, the poaching of private banking relationship managers is back. For the players, incumbent and new, local and international, poaching is probably the quickest and most straightforward means of a headcount-led expansion. No need to nurture and develop new recruits when they come nicely packaged with all the right credentials to hit the ground running. But what happens as more and more companies adopt this attitude to recruitment? Wilson Aw, head of private banking at United Overseas Bank, says the industry knows that it cannot grow from within such a vicious cycle. He shares …

Research Methods And Issues, Laura R. Weingart, Kenneth T. Goh

Research Collection Lee Kong Chian School Of Business

Group processes can be conceptualized as the mechanisms or intervening factors that connect properties of groups (e.g., group size, average skill level, diversity, or identity) to outcomes. Examples include the actions or communication that groups engage in while making decisions, negotiating, or coordinating their activities. These behaviors are driven by the group's task and associated performance goals, creating interdependencies among group members that lead to coordinated and actively integrated behavior. It is this set of behaviors that researchers investigating group processes attempt to capture and analyze.

Promoting Organizational Citizenship Behaviour Through High Involvement Human Resource Practices And Organizational Justice Among Hotel Frontline Employees In Malaysia : An Attempt To Reduce Turnover Intention., Wee Yu Ghee

Student Works (2010-2019)

Acknowledging the need to pool human capital in the light of strong relational infrastructure so as to increase employees retention, this study examines the possibility of inducing organizational citizenship behaviour (OCB) through human resource (HR) philosophy embraced by the organizations, high involvement HR practices and organizational justice administered at the workplace. Two bases which form the relational infrastructure, namely leader-member exchange and trust in supervisor are posited to be potential mediators. Based on the social exchange theory, an integrated model with three sets of predicting variables (human resource philosophy, high involvement human resource practices and organization justice), two mediating variables …

The Antecedents And Consequences Of Salesperson Deviance: A Question Of Fit, Mahmoud Darrat

Doctoral Dissertations

The linkages between salesperson-organization fit and salesperson deviance behaviors have not received adequate attention in the marketing literature. Salespeople can be viewed as either a tremendous asset for the realization of an organization's long term goals or as a potential threat to its overall success. This research addresses the importance of managing salesperson-organization fit in mitigating subsequent anti-normative behaviors. The study employs a conceptual model of sales-specific organizational congruence factors (work/nonwork demands fit, compensation structure fit, and values congruence) which drive salesperson deviance behaviors. The study examines how deviant behaviors are employed as a coping mechanism by salespeople who do …

Making The Most Of Opportunities During A Recession, Christine G. Springer

Public Policy and Leadership Faculty Research

The best public managers know that conventional thinking won’t get them through tough times and that a recession is a rich opportunity to reinvent their organization and to lay the groundwork for future successes. Good times are when managers experience their greatest success. But bad times provide the greatest opportunities to rethink how the organization will persist through the inevitable up and down economic cycles so as to be successful in the future. Smart managers today that I have engaged regarding this process say that they plan for both the good and bad times by continually focusing on six processes: …

Antecedents Of Servant Leadership: A Mixed Methods Study, Curtis D. Beck

Department of Agricultural Leadership, Education, and Communication: Dissertations, Theses, and Student Research

The purpose of this mixed methods study was to explore the antecedents of servant leadership. The sequential explanatory research design consisted of two distinct phases: quantitative followed by qualitative. The Phase One quantitative survey collected data from 499 leaders and 630 raters from community leadership programs in the United States using the Servant Leadership Questionnaire (Barbuto & Wheeler, 2006). During Phase Two, selected leaders from phase one (N = 12) were interviewed to explain those results in more depth. The data were coded and analyzed for possible themes. Triangulation was used to analyze the quantitative and qualitative data to validate …

The Association Between Corporate Culture And Employee Outcomes : Examining The Mediating Effect Of Person-Environment Fit., Kayathry Veerapandian

Student Works (2010-2019)

Purpose - Research has suggested that understanding corporate culture as a management philosophy is essential to managing an organization in improving its overall performance. This study examines the association between corporate culture and employee outcomes. Specifically, this study examines four dimensions of corporate culture, namely teamwork, communication, rewards and recognition and training and development on employees’ outcomes explicitly job satisfaction, organizational commitment and turnover intention. The influence of person-environment fit dimension as a mediating variable was further explored. Design/methodology/approach – Data were gathered from two hundred and four employees from various Malaysian organizations. Data were analyzed using descriptive statistics, factor …

The Influence Of Organizational Climate On Innovative Behaviour In A Malaysian Public Sector Agency., Azizah Lockman

Student Works (2010-2019)

This research attempts to identify the determinants that can stimulate and undermine the innovative behaviour among the public servants in Malaysia. The relationship between organizational climate and innovative behaviour was investigated in a sample of 200 employees. A questionnaire was used for the data collection. The results from the study have shown that stimulant scales (organizational encouragement, supervisory encouragement, teamwork support, freedom, challenging work and sufficient resources) have significant positive relationship with the innovative behaviour. Surprisingly this study reveals that organizational impediments have a weak significant positive relationship with innovative behaviour. It is found that workload pressure has no significant …

Who Cares? The Role Of Job Involvement In Psychological Contract Violation, Jason S. Stoner, Vickie C. Gallagher

Business Faculty Publications

This study examined survey data from full-time employees employed in a variety of occupations. We empirically examined how psychological involvement with one’s job affects reactions to psychological contract violation. Data for control variables (i.e., age, gender, organizational tenure), the independent variable (i.e., psychological contract violation), and the moderator (i.e., job involvement) were taken at Time 1; and dependent variables (i.e., depressed mood at work, turnover intention) were taken at Time 2. Results illustrated that job involvement was an important construct in understanding individuals’ negative reactions to psychological contract violations. Implications and limitations are discussed, and suggestions for future research are …

The 2010 Racial And Gender Report Card: National Basketball Association, Richard Lapchick, Christopher Kaiser, Christina Russell, Natalie Welch

Faculty Publications

The Institute for Diversity and Ethics in Sport (TIDES) at the University of Central Florida publishes the Racial and Gender Report Card to indicate areas of improvement, stagnation, and regression in the racial and gender composition of professional and college sports personnel and to contribute to the improvement of integration in front office and college athletics department positions. Each year the National Basketball Association (NBA) has made progress in almost all categories examined for both race and gender.

The NBA continues to set the standard for the industry as the leader on issues related to race and gender hiring practices. …

Workplace Religious Discrimination, Rebecca Garnett, Joan M. Clay

Caesars Hospitality Research Summit

Legal cases of religious discrimination are on the rise, a 32.5% increase in claims between 1997 and 2007. Company dress codes are increasingly being challenged based on religious discrimination. This paper focuses on legal cases involving religious discrimination based on dress.

A Case Study On Contracted Seasonal Workers And Farm Labor Contractors In The Stockton Area, Cristal Verduzco

Agribusiness

This study was conducted to define the current situation between contracted seasonal workers and farm labor contractors in the Stockton area. Specifically, this study focuses on the perception workers have of farm labor contracted employment. It also addresses the perception farm labor contractors have on the contracting business.

To gather the information needed to compare perceptions, interviews with twelve contracted seasonal workers and two farm labor contractors were conducted in Stockton. The analysis process consists of a detailed account of the problems workers and farm labor contractors encounter in the farm labor contracting business.

The results of these interviews concluded …

Learn Versus Earn: A Case For The Small Business Employers And Those Fresh Graduates Who Join Them, Knowledge@Smu

Knowledge@SMU

Go to university. Collect scroll. Join a multinational corporation. Prosper. Advance to Go. Collect $200. Newly minted graduates, venturing beyond the comforts of the ivory towers for the very first time, can often hold strong views on what 'the outside world' has to offer, and how that might subsequently colour their future. Join a big international conglomerate and earn bragging rights. Join a 'boutique' outfit (read: sweatshop) and, well, blame the economy. Such sentiments present employers of small-and-medium enterprises (SMEs) with the short end of the stick. One successful SME employee-turned-employer would argue, however, that it is the fresh graduate …

Do Attractive Organisations Fare Better On The Job Market?, Knowledge@Smu

Knowledge@SMU

Some employers can come across as more alluring than others. Few job seekers, for instance, would ignore openings at Apple, Google, Nike or Goldman Sachs. And if they do, it may have more to do with their own self-esteem than a lack of wanting to work at some of these 'World's Most Admired Companies' (according to Fortune magazine's yearly list). However, why do some organisations seem more attractive than others, and does it factor into our own career decisions? Also, while it may seem as if attractive organisations will get their pick of the most desirable 'suitors', a new study …

White Supremacy Culture : A Barrier To Career Upward Mobility For Malaysian Employees In Multinational Corporations (Mncs)?., Chong Kean Woon

Student Works (2010-2019)

This study examines factors that influence White Supremacy Culture, a potential modern discrimination within multinational companies (MNCs) local subsidiaries in Malaysia. Over the years, Malaysia foreign direct investments (FDI) grew substantially, with MNCs from the United States and countries from the Europe being the important sources of Malaysian FDI. As a result, the use of white expatriates from the western countries to hold key posts in local subsidiaries has increased, with the aim to facilitate managerial and technical development as well as knowledge transfer to Malaysians. However, as time goes by, the decision power and autonomy of the local subsidiaries …

Impact Of Lean Practices On Printing Companies, Jenna Bodolay

Graphic Communication

The purpose of this study was to bring understanding to what Lean and sustainable practices are most efficient and popular within printing companies. The information and data collected provides insight into what companies are doing to be Lean. The data exhibits what Lean and sustainable techniques that provide positive effects for companies and identifies potential pitfalls for why companies have not been able to be productive with Lean strategies.

This study collected and analyzed data on Lean and sustainability efficiency through historical case studies and descriptive research surveys. Case studies in the printing industry were studied and compared on the …

Moderating Effect Of Knowledge Workers On Pay Satisfaction, Formal And Informal Organization Career Management With Affective Organization Commitment., Yong Jing Ren

Student Works (2010-2019)

Knowledge Workers (KW) are identified as the most important factor going into the 21st century, largely due to the elimination of national borders through globalization. Knowledge Workers are sought-after employees throughout the world that would play an important role towards the future of an organization. This coincides with Malaysian government’s effort to retain its KW work force while trying to attract Malaysian KW in other countries to return to the mother nation in the effort to move towards Vision 2020. A conceptual model exploring the effect of Pay Satisfaction, Formal and Informal Career Management towards Affective Organization Commitment is created …

Spirituality At Work And Organizational Citizenship Behavior: A Replication Study In Taiwan, Gilbert Tan, Christine Kuo, Eugene Zhen Yao Geh

Research Collection Lee Kong Chian School Of Business

Interest in Management, Spirituality and Religion (MSR) research has surged over the last decade. However, most of the studies are done in the Western context. Tan and Geh’s (2009) is an exception. In Tan and Geh’s study, they provided a theoretical model linking spirituality at work with organizational citizenship behavior (OCB) through organizational commitment as the mediator and tested it empirically. The findings of the study, though exploratory, were interesting. They affirmed the effectiveness of affective commitment as a mediator between spirituality at work and OCB. Normative commitment, however, was not as effective. Their findings also show that continuance commitment …

Employee, Manage Thyself: The Potentially Negative Implications Of Expecting Employees To Behave Proactively, Mark Bolino, Sorin Valcea, Jaron Harvey

Business Faculty Publications

Previous research investigating proactive behaviour at work has generally focused on the ways in which proactive behaviour enables individuals and organizations to be more effective. Although it has been noted that some proactive behaviours may be undesirable or have potentially negative consequences, researchers have not examined the ‘dark side’ of proactive behaviour in any systematic way. In this conceptual paper, we explore the potentially negative individual and organizational implications of expecting employees to behave proactively. Specifically, at the individual level, we argue that expecting proactive behaviour in organizations may contribute to stress among employees and friction between proactive and less …