Human Resources Management Commons^™

Managers' Pay Duration And Voluntary Disclosures, Qiang Cheng, Young Jun Cho, Jae B. Kim

Research Collection School Of Accountancy

Given the adverse effect on their welfare, managers are reluctant to disclose bad news in a timely fashion. We examine the effect of managers' pay duration on firms' voluntary disclosures of bad news. Pay duration refers to the average period that it takes for managers' annual compensation to vest. We hypothesize and find that pay durations can incentivize managers to provide more bad news earnings forecasts. This result holds after controlling for the endogeneity of pay duration. In addition, we find that the effect of pay duration is more pronounced for firms with weaker governance and with poorer information environments, …

Ambivalent Bosses: An Examination Of Supervisor Expressed Emotional Ambivalence On Subordinate Task Engagement, Jia Hui Lim, Kenneth Tai, Maryam Kouchaki

Research Collection Lee Kong Chian School Of Business

Supervisors often have to manage conflicting and contradictory demands in increasingly dynamic work environments. In the process of doing so, they may express emotional ambivalence observed by subordinates. Drawing on emotions as social information (EASI) theory and research on unpredictability and stress, we examine when and why supervisor expressed emotional ambivalence influence subordinate outcomes. In two studies, we find that supervisor expressed emotional ambivalence is indirectly related to subordinate task engagement via supervisor unpredictability (Studies 1 and 2). In addition, supervisor unpredictability and anticipated stress serially mediate the effect of supervisor expressed emotional ambivalence on task engagement (Studies 3 and …

Building Digital-Ready Culture, Richard Raymond Smith

Research Collection Lee Kong Chian School Of Business

The rapid change to digital and remote working in organizations around the world has been a great test of human spirit and resilience. Yet, over the weeks and months of meeting and engaging people through cameras and microphones, many have noted that “Things are not quite the same.” While we have replaced the formal physical meetings, the paper-intensive processes, and the auditorium town-hall meetings, many are missing the informal interactions, the social connections, the spontaneous discussions in the day-to-day digital work life. The traditional business handshake has all but disappeared from the planet and many are wondering if it will …

Addressing Work-Related Traumatic Stress Nebraska - Intervention Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Onboarding Program Eastern Band Of Cherokee Indians - Intervention Overview, Quality Improvement Center For Workforce Development

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The QIC-WD coordinated with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to create an onboarding program for child welfare social workers. The intervention was designed to address role clarity, social integration, and understanding of Cherokee history and culture for new hires. (For more information see the Site Overview.) The 5-week onboarding program included activities completed by the new employee, his/her supervisor, and other FSP team members. Onboarding program elements included:

• A structured, interactive review of FSP’s policies and procedures;
• A mock family case to illustrate the full case process;
• Content related to Cherokee culture, historical …

Supportive Supervision And Resiliency Ohio - Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Supportive Supervision And Resiliency Ohio - Intervention Overview, Quality Improvement Center For Workforce Development

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Coach Ohio, a multi-level supportive supervision intervention, was designed as part of the QIC-WD project to help child welfare staff within the six Ohio implementation counties prevent and mitigate the effects of burnout, secondary trauma, employee dissatisfaction, and disengagement from families and children served by the agencies (for more information see the Site Overview). Coach Ohio initially included two components: Resilience Alliance (RA) was developed by the New York City Administration of Children’s Services-New York University Children’s Trauma Institute to mitigate the effects of secondary trauma, create a healthier work environment for child welfare staff, and to help staff develop …

J Mich Dent Assoc July 2021

The Journal of the Michigan Dental Association

Every month, The Journal of the Michigan Dental Association brings news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. No publication reaches more Michigan dentists!

In this issue, the reader will find the following original content:

• A cover story on “Measuring Outcomes to Improve the Quality of Clinical Care”.
• A feature article, “Is Your Office Winning or Losing the Race? You Won’t Know Without Measurement”.
• The feature article, “The DQA and Quality Measurement in Dental Programs and Plans”.
• News you need, Editorial and regular department articles on MDA Foundation activities, Dentistry …

The Importance Of Strategic Communication For Building Employee Resource Groups In Aviation, Lynnette Darnell

Doctoral Dissertations and Projects

In this qualitative case study, the research explores the importance of strategic communication for building employee resource groups in aviation, specifically at a regional airline. To expand and develop knowledge regarding employee resource groups, the researcher looks at a widely distributed workforce to understand how the lack of strategically planned communication can impact employee resource group development and employee engagement. The data were collected through semi-structured interviews and a focus group of the employee resource group members, which provided insight on their experience engaging with the employee resource groups, preferred communication methods and tools, and their perception of leadership involvement. …

Abusive Supervision, Megan Paul

Umbrella Summaries

What is abusive supervision?

Abusive supervision refers to “subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). Abusive supervision is most commonly measured using 15 items that describe abusive behaviors, and subordinates rate the frequency with which the supervisor engages in each behavior. Examples include “Ridicules me,” “Puts me down in front of others,” “Blames me to save himself/herself embarrassment,” and “Breaks promises he/she makes” (Tepper, 2000). Thus, subordinates do not judge whether they feel abused or consider their supervisors’ behavior abusive; they …

Variations In Regulations To Control Standards For Training And Licensing Of Physicians: A Multi-Country Comparison, Wafa Aftab, Mishal Khan, Sonia Rego, Nishant Chavan, Afifah Rahman-Shepherd, Isha Sharma, Shishi Wu, Zahra Zeinali, Rumina Hasan, Sameen Siddiqi

Community Health Sciences

Background: To strengthen health systems, the shortage of physicians globally needs to be addressed. However, efforts to increase the numbers of physicians must be balanced with controls on medical education imparted and the professionalism of doctors licensed to practise medicine.
Methods: We conducted a multi-country comparison of mandatory regulations and voluntary guidelines to control standards for medical education, clinical training, licensing and re-licensing of doctors. We purposively selected seven case-study countries with differing health systems and income levels: Canada, China, India, Iran, Pakistan, UK and USA. Using an analytical framework to assess regulations at four sequential stages of the medical …

The Role Of Cognitive Load And Individual Differences When Interpreting Human-Resource Data Visualizations, Zachary Hesson

University Honors Theses

Data visualizations (e.g., bar graph, dashboard) can be used as decision-support and storytelling tools that aid users’ interpretation of sometimes complex information, including within the human resource management (HRM) context. As HRM evolves towards implementing more data-informed decisions, it is important to understand how users interpret data visualizations. The aims of this thesis are to (a) identify whether cognitive load affects the amount of time users spend arriving forming and interpretation and the accuracy of their interpretations, and (b) to evaluate whether cognitive load moderates the association between individual-difference variables and interpretation time and accuracy. The individual differences that are …

Lgbtq Notion Evaluation: A Bibliometric Analysis And Systematic Review, Poonam Gautam, Dr. Ajay Solkhe

Library Philosophy and Practice (e-journal)

Several conservative sectors and employers are embracing equality objectives, including financial institutions, for example, more importantly, there has been a change in attitude and support towards the LGBT+ issues, which has been noticed in other professions and companies, including law and accountancy. The LGBT group includes Lesbians, Gay, Bisexuals and Transgender sexual orientation. Gay men and heterosexuals have also been observed to be in these groups. If we talk only about sexual orientation, we should avoid using the label “lesbian, gay, bisexual, and transgender” More than one of these labels can recognise and identify a person. The organization should review …

Staff Council Agenda, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

• Call to Order
• Consent Agenda
• Long-Range Enrollment Presentation | Dr. Scot Lingrell
• Presidential Updates and Comments | Dr. Kyle Marrero
• Information Sharing and Gossip
• Human Resources Updates | Rebecca Carroll
• Treasurer Report | Paul Barnes
• Committee Reports
• Old Business
• New Business
• Important Dates and Announcements
• Adjournment

Staff Council Meeting Minutes, Georgia Southern University, Staff Council

Staff Council Meeting Minutes & Agendas

No abstract provided.

Do They See A Half-Full Water Cooler? Relationships Among Group Optimism Composition, Group Performance, And Cohesion, William P. Jimenez, Xiaoxiao Hu, Chad Kenneally, Feng Wei

Psychology Faculty Publications

In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multi-source data were collected from 56 workgroups including 202 group members and 56 group leaders. We found that the mean, maximum, and minimum operationalizations of group optimism composition were positively related to the three group performance variables and that group cohesion mediated the optimism–performance relationships for the mean and minimum operationalizations of group optimism. We recommend that practitioners generally consider selecting optimistic …

Generations In The Workplace, Stephanie Weddington

Umbrella Summaries

What is a generation?

A generation is defined as “a group of individuals, who are roughly the same age, and who experience and are influenced by the same set of significant historical events during key developmental periods in their lives, typically late childhood, adolescence, and early adulthood. Further, these differences are not attributable solely to an individual’s age but rather to the common influence of shared experiences on the cohort” (Costanza et al., 2012, p. 377). There is general agreement on the labeling of generations (i.e., Silent, Baby Boomer, Generation X, Millennial, Generation Z); however, the date ranges used to …

Honours Bachelor Of Commerce Degree (Human Resources Management) Pac Minutes-, Meghan Jennings

PAC Minutes

No abstract provided.

Finding Workable And Mutually Beneficial Solutions To Eradicate Illegal Gold Mining, Ongku Hasibuan, Jann Hidajat Tjakraatmadja, Yos Sunitiyoso

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Illegal gold mining is a controversial activity. It provides livelihoods for rural communities in gold-rich areas and contributes to poverty alleviation; however, it also creates environmental devastation, losses to state revenue and often triggers social conflicts. Various eradication efforts have been made, ranging from persuasive approaches to harsh law enforcement involving the military and police, yet this illegal activity continues. This qualitative study aims to find and propose workable solutions to eradicate this activity, particularly in Indonesia. The study was conducted at two illegal- mining sites in Kalimantan, involving some 6,000 illegal-gold-miners. Data were collected through field observations and in-depth …

How Large-Established Joint Venture Firm Remains Resilient In A Disruptive Era: A Process Tracing Case Study, Moris Tarigan, Togar Mangihut Simatupang, Yuni Ros Bangun

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The crises have spread out globally and have impacted industries, either large firms or small firms. These impacts make the firms economically in intense trouble or file bankruptcies and lay off their employees, as their incomes are falling significantly globally. Therefore, this study investigates how businesses can improve their resilience and be prepared to cope with crises and threats in this disruptive era. What were the strategies the firm has implemented?

The authors have conducted this research in PT Alpha by using the process Tracing case study method in semi-structured interviews with eight critical respondents in ten in-depth interviews, split …

Vocation, Belonging, Courage: Gender Equity In Narratives Of Non-Exempt Women Administrative Assistants In Academic Units At The University Of Dayton, Julio A. Quintero, Heather Ashley

Reports from the Gender Equity Research Fellowship

Gender roles normalize thinking patterns, behaviors, actions, and attitudes. The workplace is not immune to their influence. Gender roles make certain labor invisible, either because it does not typically fit with the expectations of a determined gender group, or because it is deemed normal and therefore expected.

This report condenses the narratives of 11 non-exempt women administrative assistants at the University of Dayton in reference to how vocation, belonging, and courage are affected by gender. Based on the responses, the report proposes several approaches to equity, which is defined as the modifying of structures and practices that have intentionally or …

Faculty Start-Up Negotiations: An Examination Of Gender Differences And Recommendations For Improvement Opportunities At The University Of Dayton, Kathrin Hanek

Reports from the Gender Equity Research Fellowship

Amidst well-documented gender differences in negotiation and gender wage gaps in academia, ensuring gender equity in faculty start-up negotiations is an important part of the University of Dayton’s commitment to diversity, equity, and inclusion. The current investigation examined the faculty start-up negotiation process at the University of Dayton from the perspective of department chairs and new tenure-track faculty hires with an emphasis on gender differences in the initiation and outcomes of negotiations as well as potential underlying factors that may contribute to gender disparities.

Data collected from surveys and interviews indicated gender differences primarily in the initiation of negotiations, satisfaction …

Microfinance Institutions And Women Empowerment Trends And Future Research Directions: A Bibliometric Analysis, Neelam Kaushal, Sanjoli Singla, Madhur Raj Jain, Suman Ghalawat

Library Philosophy and Practice (e-journal)

Microfinance is a powerful emerging instrument for the empowerment of women is, particularly for rural women. It provides small loans to poor people so that they can start their small business startup. The goal of the prompt research is to notice substantial contributors, existing refinements, fields and advocates for additional directions in the study area of Microfinance Institutions (MFI) and Women Empowerment. The bibliometrics, and network analysis (NA) has been performed on 395 documents recovered from the Scopus database to evaluate the research occurrences that have engaged a place on this subject. The study will serve as a fundamental foundation …

Study On Green Products Innovation Of Fashion Sme “Np”, Griba Raymundo Ginting, Lamtiur Hasianna Tampubolon

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Innovation is a social and economic success due to the discovery of new solutions that significantly improve value offered to customers and benefits perceived by customers with cost exchanges as profits. Therefore, innovation becomes a competitive advantage for MSME to have the ability to compete and survive in dynamic markets. The purpose of this research is to examine innovations in the green products of MSME Fashion. The research uses qualitative methods with semi-structured interviews and observations. Data is obtained through in-depth interviews with three informants namely the owner and two employees of Fashion SME and triangulation to two consumers of …

Accommodating Decision-Makers Needs & Preferences In An Oil And Gas State-Owned Enterprise By Ssm Based Action Research, Hanto Yananto, Utomo Sarjono Putro, Yos Sunitiyoso

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The Covid-19 Pandemic has shifted the behaviour of decision-makers in all business processes. This situation has accelerated the process of digitizing all information, information technology, and business processes. As a subsidiary of an Oil and Gas State-Owned Enterprise in Indonesia, The SHU also has a similar SOE's bureaucracy for the approval process in business development. What factors were considered, and how did the interaction and interrelation within those factors influence the decision-making is the main question in this research. This research aims at developing the decision-making system by accommodating the decision-maker's needs and preferences. Action research based on soft systems …

Frontline Job Redesign Louisiana - Site Overview, Quality Improvement Center For Workforce Development

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The Louisiana Child Welfare Division (CWD) of the Department of Child and Family Services (DCFS) is a state-administered child welfare system. In 2016, the Secretary of DCFS separated child welfare from economic security and child support enforcement, creating CWD. CWD is organized into a state office and three regional “super areas” composed of three regions each. (The super areas consist of regions 1, 3 and 4; regions 2, 5 and 6; and regions 7, 8 and 9.) Though Louisiana has 64 parishes statewide there are only 48 parish/local CWD offices in the nine regions due to small size of some …

Onboarding Program Eastern Band Of Cherokee Indians - Site Overview, Quality Improvement Center For Workforce Development

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The federally-recognized Eastern Band of Cherokee Indians (EBCI) administers the Division of Public Health and Human Services (PHHS), a multi-service agency. PHHS is led by a Secretary who reports directly to the Tribe’s governing Council. PHHS consists of two Departments, each led by a Director. The Tribe’s child welfare agency is the Family Safety Program (FSP), and it sits within the PHHS Department of Human Services under the leadership of a Manager. Human Resources is a separate tribal division and is directed by a Secretary who is appointed by the Chief. Individual programs have discretion of hiring and manage the …

Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development

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The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, countyadministered child welfare system. Ohio’s 83 singlecounty agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. Sixty-three agencies are housed in a county ODJFS department, overseen by county commissioners, and 22 children services boards are stand-alone child welfare agencies overseen by citizens appointed by county commissioners. OFC is responsible for state-level administration and oversight of programs that prevent child abuse and neglect; provide services to …

Addressing Work-Related Traumatic Stress Nebraska - Site Overview, Quality Improvement Center For Workforce Development

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The Nebraska Department of Health and Human Services (DHHS) is a multi-service agency led by a Chief Executive Officer (CEO), who is appointed by the Governor. The CEO oversees six divisions including the Division of Children and Family Services (DCFS), which is the state’s child welfare agency. The divisions are supported by centralized operations that include Human Resources (HR) & Development. HR has at least one individual with a strong working knowledge of DCFS operations and who is specifically assigned to provide support solely to DCFS.

DCFS is a state-administered system organized into five geographic regions: Western Service Area (WSA), …

Competency-Based Personnel Selection Oklahoma - Site Overview, Quality Improvement Center For Workforce Development

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The Child Welfare Services division of Oklahoma Human Services (OKDHS) is a state-administered child welfare agency. The OKDHS divisions are supported by centralized operations including Human Resource Management (HRM). A small team of human resources professionals within Child Welfare Services work closely with HRM to support Child Welfare Services’ personnel needs.

The executive team of Child Welfare Services includes the director and deputy directors (who lead teams of district directors, field administrators, and program administrators). The agency is divided into five field regions serving 27 districts and 77 counties. At least one district director leads each district. The district directors …