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This article aims to examine whether specific job tasks measured at the individual level or personality traits are associated with wages and whether the relationship between personality traits and wages differs depending on the job tasks that individuals perform.

This study analyzes the association between job tasks and personality traits, and their interaction, with regard to wages using German employee data from 2017/2018.

Results suggest that nonroutine manual, interactive or analytic tasks are associated with significantly higher wages compared to routine manual tasks, and while extraversion and emotional stability are related to higher wages, agreeableness and openness tend to be associated with lower wages also within occupations. Moreover, the association between personality traits and wages varies depending on the job task requirements at the workplace. A high degree of extraversion in particular is associated with higher wages when the employee performs nonroutine manual, interactive or analytic tasks.

To date, especially the interaction between individual job tasks and personality traits on wages has not been extensively studied because data on both job tasks and personality at the employee level are scarce. This study contributes to the understanding of wage differences among employees.

The purpose of this paper is to identify under what circumstances advisor gender and advice justification influence advice taking by managers.

The authors designed a quasirational managerial decision experiment with both analytic and intuitive cues. The design was a 2 × 2 between-subjects factorial, in which gender (male/female) and advice justification (intuitive/analytic) were crossed. The experiment involved two independent samples, taken from Amazon Mechanical Turk workers and Brazilian professionals.

Results suggest that, in general, analytic justification is more valued than intuitive justification. The findings also infer that depending on the advisees’ sample and providing that advice justification is analytic, quasirational scenarios seem to favor male advisors (MTurk sample) or both male and female advisors with “male values” (professional sample), as analysis is traditionally considered a “male value.”

Analytic justification will likely lead to more advice utilization in quasirational managerial situations, as it may act as a safeguard for the accuracy of the offered advice.

The results might signal an ongoing, but slow, process leading to the mitigation of gender stereotypes, considering that the male gender stereotype was active in the MTurk sample, but not in the professional one.

This study contributes to the advice-taking research field by showing the interplay between advisor gender and advice justification in a quasirational managerial decision setting with both analytic and intuitive cues. In advice-taking literature, observations are usually collected from students. However, as this study focused on managerial decisions, the authors collected independent samples from MTurk workers and Brazilian professionals.

Automation poses to change how service work is organized. However, there is a lack of understanding of how automation influences specific sectors, including specific hospitality jobs. Addressing this gap, this paper looks at the relative automatability of jobs and tasks which fall within one specific hospitality context: frontline food service.

Study 1 analyzes the UK Office for National Statistics' Standard Occupational Classification (2020) data to determine the degree to which frontline food service jobs consist of tasks requiring mechanical, analytical, intuitive or empathetic intelligence. Study 2 contrasts these findings to current state of intelligent automation technology development through interviews and a focus group with food service technology experts (n = 13).

Of all the tasks listed under food service in the ONS SOC 2020, 58.8% are found to require mechanical, 26.8% analytical, 11.3% intuitive and 3.1% empathetic intelligence. Further, the automatability of these tasks is found to be driven by three streams of technology development in particular: (1) autonomous navigation, (2) object manipulation and (3) natural language processing.

Hospitality management literature has started to conceptualize a move from mechanical and analytical service tasks to tasks centered around intuition and empathy. While previous studies have adopted a general view to what this might mean for hospitality jobs, this paper develops a novel, task-centric framework for Actioning Intelligent Automation in Frontline Food Service.

This paper assesses the contribution of management training and development programmes (MTPs) to the development of managerial skills in small and medium enterprises (SMEs). Different sets of variables were used to explore the managers’ skills development by dividing the managerial skills into three main categories: self, people, and task‐related skills. After the peace agreement, many training programmes were established in the Palestinian Territories in order to solve managerial weakness, and these almost always use off‐the‐job training. A combination of survey questionnaire and interviews were used to collect the primary data (field study). The target respondents for this first time study were the managers of SMEs who participated in the MT courses. The results of the study highlighted the presence of clusters of managerial skills for SME managers and supported the evidence in the literature suggesting that managerial skills should be analysed as a system of interrelated skills.

Computer self‐efficacy (CSE) is generally considered to have a positive effect on information systems use. Its effect on using executive support systems (ESS), however, has not been studied. This research elucidates the effect of CSE on ESS use by undertaking a field study on a group of 16 executives in the construction industry. The results indicate that executives with a lower CSE prefer more powerful systems (i.e. ESS with both analytical and intuitive tools). Executives with a higher CSE, on the other hand, prefer systems consisting of tools that can cognitively fit the task they perform. Implications for future application and research are discussed.

This paper seeks to empirically describe the role of research and planning units within contemporary, local police organizations in the US.

Data were collected from a national survey of police organizations, municipal police agencies and sheriffs' offices in the US and analyzed using univariate statistics.

The findings demonstrate that the task scope of research and planning units (RPU) within local law enforcement organizations is heterogeneous. RPUs perform a range of tasks and these tasks differ from one agency to another. When separate tasks are aggregated into broader categories, the data reveal that, overall, RPUs focus primarily on administrative tasks.

These findings suggest that RPUs primarily focus on administrative support tasks rather than research and planning projects. Thus, RPUs may be underutilized by law enforcement organizations. These findings suggest that administrators consider how the task scope of RPUs can be refocused to help law enforcement agencies achieve their goals.

This paper empirically updates the understanding of the tasks and functions of contemporary police research and planning units.

This study developed new measures of the routine and non-routine task contents of managerial, professional, technical, and clerical occupations from a workload perspective. Here, we present a comparative analysis of the workload structures of state and industrial sector employees.

Our method involves detailed descriptions of work processes and an element-wise time study. We collected and analysed data to obtain a workload structure that falls within three conceptual task categories: (i) non-routine analytic tasks, (ii) non-routine interactive tasks and (iii) routine cognitive tasks. A total of 2,312 state and industrial sector employees in Kazakhstan participated in the study. The data were collected using a proprietary web application that resembles a timesheet.

The study results are consistent with the general trend reported by previous studies: the higher the job level, the lower the occupation’s routine task content. In addition, the routine cognitive task contents of managerial, professional, technical, and clerical occupations in the industrial sector are higher than those in local governments. The work of women is also more routinary than that of men. Finally, vthe routine cognitive task contents of occupations in administrative units are higher than those of occupations in substantive units.

Our study sought to address the challenges of using the task-based approach associated with measuring tasks by introducing a new measurement framework. The main advantage of our task measures is a direct approach to assessing workloads consisting of routine tasks, which allows for an accurate estimation of potential staff reductions due to the automation of work processes.

Service robots are taking over the organizational frontline. Despite a recent surge in studies on this topic, extant works are predominantly conceptual in nature. The purpose of this paper is to provide valuable empirical insights by building on the attribution theory.

Two vignette-based experimental studies were employed. Data were collected from US respondents who were randomly assigned to scenarios focusing on a hotel’s reception service and restaurant’s waiter service.

Results indicate that respondents make stronger attributions of responsibility for the service performance toward humans than toward robots, especially when a service failure occurs. Customers thus attribute responsibility to the firm rather than the frontline robot. Interestingly, the perceived stability of the performance is greater when the service is conducted by a robot than by an employee. This implies that customers expect employees to shape up after a poor service encounter but expect little improvement in robots’ performance over time.

Robots are perceived to be more representative of a firm than employees. To avoid harmful customer attributions, service providers should clearly communicate to customers that frontline robots pack sophisticated analytical, rather than simple mechanical, artificial intelligence technology that explicitly learns from service failures.

Customer responses to frontline robots have remained largely unexplored. This paper is the first to explore the attributions that customers make when they experience robots in the frontline.

The purpose of this paper is to evaluate the effectiveness of a novel method for performing content analysis in managerial research – crowdsourcing, a system where geographically distributed workers complete small, discrete tasks via the internet for a small amount of money.

The authors examined whether workers from one popular crowdsourcing marketplace, Amazon's Mechanical Turk, could perform subjective content analytic tasks involving the application of inductively generated codes to unstructured, personally written textual passages.

The findings suggest that anonymous, self-selected, non-expert crowdsourced workers were applied content codes efficiently and at low cost, and that their reliability and accuracy compared to that of trained researchers.

The authors provide recommendations for management researchers interested in using crowdsourcing most effectively for content analysis, including a discussion of the limitations and ethical issues involved in using this method. Future research could extend the findings by considering alternative data sources and coding schemes of interest to management researchers.

Scholars have begun to explore whether crowdsourcing can assist in academic research; however, this is the first study to examine how crowdsourcing might facilitate content analysis. Crowdsourcing offers several advantages over existing content analytic approaches by combining the efficiency of computer-aided text analysis with the interpretive ability of traditional human coding.

The purpose of this paper is to demonstrate the similarities and differences of occupational identity among logistics managers, controllers and specialists.

After a thorough review of the literature, the authors opted for desk research and content analysis of job advertisements for these three occupations as the major research method, focusing on a sample of 60 Polish and German advertisements.

The analysis of these data confirmed that the three occupations have their own identity (although there is a certain closeness between controllers and managers), but, from a holistic perspective of logistics management considering current trends in logistics, these three occupations should be integrated as a whole.

This has been the first paper comparing ads focused on logistics professionals in two relevant European economies in terms of logistics development: Poland and Germany.