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Human Resources Management

2009

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Articles 1 - 30 of 62

Full-Text Articles in Organizational Behavior and Theory

An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus Dec 2009

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.

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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 Dec 2009

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.

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Further Examinations Of The Impact Of Training On Emotional Intelligence, Jane Murray, Peter Jordan Nov 2009

Further Examinations Of The Impact Of Training On Emotional Intelligence, Jane Murray, Peter Jordan

Jane Murray

This poster presents the results of extended analyses conducted to determine the outcomes of Emotional Intelligence (EI) training for specific groups. Using a quasi-experimental design, two training programs were conducted over 18 months in a Public Sector organisation. Results demonstrated that emotions focused training (2 1/2 days) increased participant EI, and especially their ability to discuss own emotions, awareness of others’ emotions, and ability to manage others’ emotions. Results also revealed that interpersonal skills training (1 1/2 days) increased participant EI, including their ability to discuss own emotions and ability to manage others’ emotions. No change was revealed for a …

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Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton Oct 2009

Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton

M. Diane Burton

[Excerpt] Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article ex-amines one such mechanism-employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover associated with organizational change appears to be concentrated among the most senior employees, suggesting "old guard disenchantment" as the primary cause. The results are consistent with the claim of neoinstitutionalist scholars that founders impose cultural blueprints on nascent organizations and …

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The Chief Student Affairs Officer: What Constitutes Effective Leadership?, Bryan L. Smith, Tracy M. Lara, Aaron W. Hughey Oct 2009

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 …

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Strategic Management In A Networked World, Christine G. Springer Sep 2009

Strategic Management In A Networked World, Christine G. Springer

Public Policy and Leadership Faculty Publications

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.

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Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens Sep 2009

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 …

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Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert Sep 2009

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 …

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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 Sep 2009

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 …

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Building Relationships And Resilience In The Workplace: Construction Of A Workplace Bullying Training Program, Sara Branch, Jane Murray Aug 2009

Building Relationships And Resilience In The Workplace: Construction Of A Workplace Bullying Training Program, Sara Branch, Jane Murray

Jane Murray

In recent years a growing number of interventions have been designed to reduce the impact of workplace bullying within organisations. However, due to a lack of research into this area relatively little is known about the efficacy of such programs. This paper presents an overview of a longitudinal research project being constructed to determine the impact of training on workplace bullying to assist employees to manage workplace bullying when it occurs. We propose an intervention which includes restorative justice practices, emotional intelligence and interpersonal skills training may be able to assist in reducing the impact of antisocial behaviours. The project …

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The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson Aug 2009

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 …

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The Role Of Resources In Social Exchange, Grace Lemmon Jul 2009

The Role Of Resources In Social Exchange, Grace Lemmon

Grace Lemmon

No abstract provided.

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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 Jul 2009

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 …

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Healers And Helpers, Unifying The People: A Qualitative Study Of Lakota Leadership., Kem M. Gambrell Jul 2009

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 Scholarship

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, …

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The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse Jul 2009

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 …

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Making Your Goals Clear, Ken Margolies Jun 2009

Making Your Goals Clear, Ken Margolies

Ken Margolies

[Excerpt] Lack of definition can make people confused, agitated and sometimes even hostile. These disastrous consequences are avoidable. Here are some examples that show how lack of definition can get in a steward's way — and what can be done about it.

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Emotional Intelligence And Leadership In Organization: A Meta-Analytic Test Of Process Mechanisms, Daniel S. Whitman Jun 2009

Emotional Intelligence And Leadership In Organization: A Meta-Analytic Test Of Process Mechanisms, Daniel S. Whitman

FIU Electronic Theses and Dissertations

The present study – employing psychometric meta-analysis of 92 independent studies with sample sizes ranging from 26 to 322 leaders – examined the relationship between EI and leadership effectiveness. Overall, the results supported a linkage between leader EI and effectiveness that was moderate in nature (ρ = .25). In addition, the positive manifold of the effect sizes presented in this study, ranging from .10 to .44, indicate that emotional intelligence has meaningful relations with myriad leadership outcomes including effectiveness, transformational leadership, LMX, follower job satisfaction, and others. Furthermore, this paper examined potential process mechanisms that may account for the EI-leadership …

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Reciprocally Interlocking Boards Of Directors And Executive Compensation, Kevin F. Hallock Jun 2009

Reciprocally Interlocking Boards Of Directors And Executive Compensation, Kevin F. Hallock

Kevin F Hallock

Is executive compensation influenced by the composition of the board of directors? About 8% of chief executive officers (CEOs) are reciprocally interlocked with another CEO—the current CEO of firm A serves as a director of firm B and the current CEO of firm B serves as a director of firm A. Roughly 20% of firms have at least one current or retired employee sitting on the board of another firm and vice versa. I investigate how these and other features of board composition affect CEO pay by using a sample of 9,804 director positions in America's largest companies. CEOs who …

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Dual Agency: Corporate Boards With Reciprocally Interlocking Relationships, Kevin F. Hallock Jun 2009

Dual Agency: Corporate Boards With Reciprocally Interlocking Relationships, Kevin F. Hallock

Kevin F Hallock

[Excerpt] This paper studies reciprocal interlocks of boards of directors of large firms where an employee of firm A sits on firm B's board and at the same time an employee of firm B sits on firm A's board. The study of Boards of Directors by those in economics and finance is not new. In fact, Dooley (1969) writes of interlocking directorates, but his definition is different in that he presents evidence of interlock where "at least one director ... sat on the board of at least one other of the largest companies". Books by Mizruchi (1982) and Pennings (1980) …

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The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic Jun 2009

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 …

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The Irresistible Rise Of The Net Generation, Aaron W. Hughey May 2009

The Irresistible Rise Of The Net Generation, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

No abstract provided.

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Ergonomics: Safety Or Wellness Issue, William C. Mcpeck Apr 2009

Ergonomics: Safety Or Wellness Issue, William C. Mcpeck

William C. McPeck

This is an article I wrote for the worksite wellness newsletter of a local health related non-profit.

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Book Review 22 Liberation From The Lie: Cutting The Roots Of Fear Once And For All, William C. Mcpeck Apr 2009

Book Review 22 Liberation From The Lie: Cutting The Roots Of Fear Once And For All, William C. Mcpeck

William C. McPeck

This is my personal review of Liberation From the Lie: Cutting the Roots of Fear Once and for All by Eric Gross, BookSurge Publishing, 2009.

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Establishing And Maintaining Organizational Trust In The 21st Century, Matthew L. Hunt, Tracy M. Lara, Aaron W. Hughey Apr 2009

Establishing And Maintaining Organizational Trust In The 21st Century, Matthew L. Hunt, Tracy M. Lara, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

Recent corporate and academic scandals have led to decreasing levels of trust and confidence in many organizations. Whether the organization is a college or university, a government agency, a private company or a public corporation, the establishment and maintenance of trust is essential to both short-term success and long-term efficacy. This article deals with how managers and leaders can work to establish trust in their organizations via such strategies as fostering behavioural consistency, behavioural integrity, sharing of control, effective communication and demonstration of concern for employees. Also included are strategies of maintaining and enhancing trust, how the level of trust …

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Book Review 21 The Immunity To Change By Robert Kegan And Lisa Laskow Lahey, William C. Mcpeck Mar 2009

Book Review 21 The Immunity To Change By Robert Kegan And Lisa Laskow Lahey, William C. Mcpeck

William C. McPeck

This is my personal review of Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organization (Leadership for the Common Good) by Robert Kegan and Lisa Laskow Lahey,

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Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard Mar 2009

Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard

Jane Halpert

Previous studies indicate that as many as 25-50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. This study uses meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching, and when identical forms were used. Additional research is needed to …

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The Myth Of Equality In The Employment Relation, Aditi Bagchi Mar 2009

The Myth Of Equality In The Employment Relation, Aditi Bagchi

All Faculty Scholarship

Although it is widely understood that employers and employees are not equally situated, we fail adequately to account for this inequality in the law governing their relationship. We can best understand this inequality in terms of status, which encompasses one’s level of income, leisure and discretion. For a variety of misguided reasons, contract law has been historically highly resistant to the introduction of status-based principles. Courts have preferred to characterize the unfavorable circumstances that many employees face as the product of unequal bargaining power. But bargaining power disparity does not capture the moral problem raised by inequality in the employment …

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Book Review 20 - The Tazie Effect By Heather Whittaker, William C. Mcpeck Mar 2009

Book Review 20 - The Tazie Effect By Heather Whittaker, William C. Mcpeck

William C. McPeck

This is my personal review of the book, The Tazie Effect by Healther Whittaker, published in March 2009, by Penn-Tech Professionals.

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Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff Mar 2009

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 …

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Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras Mar 2009

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 …

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