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Article
Publication date: 1 September 2004

Paul Fadil, Sharon L. Segrest‐Purkiss, Amy E. Hurley‐Hanson, Mike Knudstrup and Lee Stepina

A comparison of distributive justice strategies was made between a collectivistic culture, i.e., Mexico, and an individualistic culture, i.e., the United States. This study is the…

Abstract

A comparison of distributive justice strategies was made between a collectivistic culture, i.e., Mexico, and an individualistic culture, i.e., the United States. This study is the first to include the effect of ingroup/outgroup on the distribution strategies as Fischer and Smith (2003) called for in their extensive meta‐analysis of the topic. Distributive justice was operationalized as the monetary rewards given by Northern Mexicans and Americans in sixteen different allocation vignettes. The results showed that the two groups were significantly different in only one of the allocation vignettes. These results indicate a convergence between the cultures of the northern maquiladora region of Mexico and of the United States. Northern Mexicans and Americans were not significantly different in their distributive justice strategies.

Details

Cross Cultural Management: An International Journal, vol. 11 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 6 August 2019

Cristina M. Giannantonio, Amy E. Hurley-Hanson, Sharon L. Segrest, Pamela L. Perrewé and Gerald R. Ferris

The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment…

1814

Abstract

Purpose

The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment process.

Design/methodology/approach

In total, 498 participants watched a videoed simulation of a recruitment interview and completed a questionnaire. Three-way analysis of variance (ANOVA) was used to test the interaction and main effect hypotheses.

Findings

Applicant reactions were more favorable with a friendly recruiter. The more favorable the verifiable job attribute information (JAI), the more favorable the applicant reactions were to the employment opportunity. Compared to applicants who received negative or no non-verifiable JAI, applicants who received positive or mixed non-verifiable JAI were more attracted to the recruiter, perceived the employment opportunity as more desirable, and were more willing to pursue the employment opportunity. Reactions were most favorable in the positive non-verifiable JAI condition, less favorable in the mixed condition, and least favorable in the negative condition. Surprisingly, the “no information” mean was above the negative information condition.

Originality/value

This fully crossed 2 × 3 × 4 experiment simultaneously examined 2 levels of recruiter friendliness, 3 levels of verifiable job attributes and 4 levels of non-verifiable job attributes. The five dependent variables were attraction to the recruiter, attraction to the employment opportunity, willingness to pursue the employment opportunity, the perceived probability of receiving a job offer and the number of positive inferences made about unknown organizational characteristics. Previous research examining the effects of employment inducements and job attributes were conducted in field settings where it is difficult to control the amount and favorability of JAI applicants receive.

Article
Publication date: 1 August 2006

Amy E. Hurley‐Hanson and Cristina M. Giannantonio

To introduce a model which examines the relationship between recruiters’ perceptions of image and the stigma of image norms.

5909

Abstract

Purpose

To introduce a model which examines the relationship between recruiters’ perceptions of image and the stigma of image norms.

Design/methodology/approach

This paper examines the influence of image norms on recruiters’ perceptions of applicants during interviews and explores the manner in which recruiters may stigmatize applicants. A model is presented which explores how image norms may be used to stigmatize applicants and affect recruiters’ decisions.

Findings

Image norms are found to have an influence on recruiters’ evaluations of applicants during the interview process.

Research limitations/implications

Empirical tests of the model are suggested to illustrate how image norm violations lead to stigmatization during the recruitment process.

Practical implications

Applicants who are denied entry into organizations on the basis of their appearance or image, experience a subtle, yet unacceptable form of employment discrimination. Organizations need to ensure that they are not excluding potential employees who do not meet the image norm expectations of recruiters. Organizations need to make sure that the image norms used to evaluate applicants are not a proxy for discrimination based on protected characteristics.

Originality/value

This paper looks at image, a broader construct than physical attractiveness, to ensure equal opportunities for everyone. This is the first paper to consider the discriminatory effects of image in organizations.

Details

Equal Opportunities International, vol. 25 no. 6
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 1 August 2006

Amy E. Hurley‐Hanson

The purpose of this paper is to explore whether organizations have increased their crisis response planning in response to the terrorist attacks of 9‐11. While organizations were…

1826

Abstract

Purpose

The purpose of this paper is to explore whether organizations have increased their crisis response planning in response to the terrorist attacks of 9‐11. While organizations were encouraged to implement crisis response plans or improve their existing plans after the events of 9‐11, there is mixed research on whether firms have taken such actions.

Design/methodology/approach

This study used a survey to explore if the number of firms implementing crisis response plans had increased since 9‐11. The survey also looked at employee perceptions of their company's preparedness for a crisis. By using subjects in New York and California, the survey also explored if there were geographical differences to the crisis response planning which occurred after 9‐11.

Findings

The survey found that firms have not responded as well as researchers and the government had hoped. The survey did find that the west coast firms seem to be responding quicker than the east coast companies.

Research limitations/implications

Limitations of the survey include asking people to recollect the past. Another limitation is not having control over who filled out the survey since the survey was e‐mailed to the executives. The respondents also may have been susceptible to the social desirability bias.

Practical implications

This paper should impress upon organizations the need for an organizational crisis response plan. After the events of 9‐11, Hurricane Katrina has more recently focused attention on how firms were not prepared for a natural crisis and that firms may not be prepared for the Avian Flu.

Originality/value

The value of this paper is that it shows empirically the need for organizations to prepare crisis response plans. Future research should focus on exactly which elements should be included in a firm's crisis response plan.

Details

Management Research News, vol. 29 no. 8
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 1 October 2005

Amy E. Hurley‐Hanson, Stefan Wally, Sharon L. Segrest Purkiss and Jeffrey A. Sonnenfeld

This study aims to explore the role of formal education in managerial career attainment and how this role has changed over time.

2210

Abstract

Purpose

This study aims to explore the role of formal education in managerial career attainment and how this role has changed over time.

Design/methodology/approach

The personnel records of two cohorts of managers who entered the firm at different times in a large internal labor market company were examined. The study encompassed years of education, subject of degree, timing of degree conferral, and quality of educational institution. Career attainment was regressed on the control variables and the hypothesized predictor variables using hierarchical multiple regression analysis.

Findings

The research suggests that the importance of having an undergraduate degree seems to be increasing, while the importance of the selectivity of the university seems to be decreasing with respect to career attainment. Also, majoring in business continues to be an important factor related to career attainment.

Research limitations/implications

Future research focusing specifically on the differences in managerial career attainment of individuals who stay with their initial firm versus those who change employers would be beneficial. It would also be interesting to focus on the different reasons why people go back to school to obtain a degree.

Practical implications

Obtaining a degree after entering the firm was not related to career attainment. Universities have advocated the benefits of obtaining a degree to students who are already in the workforce. These results must be investigated further.

Originality/value

The data for this study were obtained from occupational records and allowed a more detailed analysis of an actual internal labor market organization and a longitudinal look at the changing role of education in relationship to career attainment.

Details

Personnel Review, vol. 34 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Content available
Article
Publication date: 1 November 2006

252

Abstract

Details

Personnel Review, vol. 35 no. 6
Type: Research Article
ISSN: 0048-3486

Content available
Article
Publication date: 1 August 2006

Mustafa Özbilgin

346

Abstract

Details

Equal Opportunities International, vol. 25 no. 6
Type: Research Article
ISSN: 0261-0159

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