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1 – 10 of over 6000This chapter proposes a model of person-situation interactions to explain when individuals react to demographic diversity in their work places. Qualitative research reported here…
Abstract
This chapter proposes a model of person-situation interactions to explain when individuals react to demographic diversity in their work places. Qualitative research reported here suggests individual identities likely influence reactions to diversity and should be considered in conjunction with traditional situational factors. The model developed from this research looks at interactions between high and low identification with demographic categories and strong and weak situational cues toward such categories to explain when individuals are most likely to respond (or not respond) to diversity. The proposition that motivated reactions to diversity are observable only when both situational and personal factors contribute is advanced.
Prithviraj Chattopadhyay, Elizabeth George and Carmen Kaman Ng
In this chapter, we review relational demography literature underpinned by the similarity–attraction paradigm and status characteristics and social identity theories. We then…
Abstract
In this chapter, we review relational demography literature underpinned by the similarity–attraction paradigm and status characteristics and social identity theories. We then develop an uncertainty reduction model of relational demography, which describes a two-stage process of uncertainty emergence and reduction in a workgroup setting. The first stage depicts how structural features of the workgroup (workgroup composition) and occupation (the legitimacy of its status hierarchy) induce two forms of uncertainty: uncertainty about group norms and uncertainty about instrumental outcomes. The second part of the model illustrates employees' choice of uncertainty reduction strategies, depending on the type of uncertainty they experience, and the status of their demographic categories. Implications for theory and practice are discussed.
Francis J Flynn and Jennifer A Chatman
Social categorization processes may lead work groups to form different types of group norms. We present a model of norm formation and suggest that group norms may emerge…
Abstract
Social categorization processes may lead work groups to form different types of group norms. We present a model of norm formation and suggest that group norms may emerge immediately following the group’s inception. Further, the content of such norms may be influenced by group members’ demographic heterogeneity. We outline a profile of work group norms and describe how social categorization processes influence norm formation. We also develop a series of testable propositions related to these norms. Finally, we discuss the implications of our social categorization model for future research on work groups in organizations.
Connie R Wanberg, Elizabeth T Welsh and Sarah A Hezlett
Organizations have become increasingly interested in developing their human resources. One tool that has been explored in this quest is mentoring. This has led to a surge in…
Abstract
Organizations have become increasingly interested in developing their human resources. One tool that has been explored in this quest is mentoring. This has led to a surge in mentoring research and an increase in the number of formal mentoring programs implemented in organizations. This review provides a survey of the empirical work on mentoring that is organized around the major questions that have been investigated. Then a conceptual model, focused on formal mentoring relationships, is developed to help understand the mentoring process. The model draws upon research from a diverse body of literature, including interpersonal relationships, career success, training and development, and informal mentoring. Finally, a discussion of critical next steps for research in the mentoring domain is presented.
Heather Moore, Lihua Dishman and John Fick
Employee turnover is a growing challenge for health-care providers delivering patient care today. US population demographics are shifting as the population ages, which leaves the…
Abstract
Employee turnover is a growing challenge for health-care providers delivering patient care today. US population demographics are shifting as the population ages, which leaves the field of health care poised to lose key leaders and employees to retirement at a time when patient care has grown more complex. This means health care will lose its core of key employees at a time when skilled leadership and specialized knowledge is most needed and directly impacts health care's ability to deliver quality care. Operational succession planning (OSP) may be one solution to manage this looming challenge in health care, as the process identifies and develops the next generation of leadership. Thus, this exploratory national study used a quantitative and cross-sectional design to examine the relationship between OSP and employee turnover. Demographic and 10-point Likert scale data were collected from n = 66 medical practices, using an online survey instrument. Data were analyzed using various descriptive and inferential statistical methods. Distribution (frequency and chi-square) analyses of the study sample, one-way analysis of variance (ANOVA), and regression analyses were performed across seven demographic characteristics of the medical practices: Specialty, Ownership Structure, Number of full-time equivalent (FTE) Physicians, Number of FTE Clinical Employees, Number of FTE Nonclinical Employees, Number of FTE Employees Left Position, and Region. Study results provided statistically significant evidence to support the relationship between OSP and employee turnover, highlighting that OSP was associated with lower employee turnover. The finding suggests that OSP can serve as an effective mechanism for increasing employee retention.
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Stephen G. Bronars, Melissa Famulari, Paul Bingley and Niels Westergard-Nielsen
Andrei Mikhailitchenko and Thomas W. Whipple
The study is focused on exploring demographic characteristics of the target audience of retail grocery stores whose buyer behavior is most responsive to coupon promotions. The…
Abstract
The study is focused on exploring demographic characteristics of the target audience of retail grocery stores whose buyer behavior is most responsive to coupon promotions. The demographic variables considered in the paper are age, employment status, and household size. As a result of a statistical analysis of scanner data, the demographic profile is developed for the coupon-sensitive category of consumers. Managerial recommendations for grocery stores’ coupon-promotion tactics are discussed.
This chapter introduces a conceptual framework which links consumers' demographic characteristics with their attitudes toward major shopping area attributes (the push/pull…
Abstract
This chapter introduces a conceptual framework which links consumers' demographic characteristics with their attitudes toward major shopping area attributes (the push/pull factors), as well as their motivations toward cross-border shopping. It is built on the extant literature of outshopping, cross-border shopping, and consumer switching behavior. It has been tested with data collected from 485 Hong Kong residents. A nonparametric approach will be used to analyze the data. Findings of this study show that “age” and “education” characteristics are good indicators for most of the macrofactors (shopping area attributes). As for microfactors (motivational factors), “age” and “gender” are the best indicators. Results of this study also confirm previous findings that demographic characteristics of consumers affect their cross-border shopping behavior. Low prices on products and good services are the most important pull-factor attracting cross-border shopping. It further reveals that a higher percentage of cross-border shoppers are from lower income families, having only secondary education level, and in the age category of 30–49. Implications for retailers, governments, and tourism-related institutions are discussed.
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Coffee producers typically sell raw coffee beans as the first step in a global value chain. Recently, groups of producers have formed coffee cooperatives that attempt to regain…
Abstract
Coffee producers typically sell raw coffee beans as the first step in a global value chain. Recently, groups of producers have formed coffee cooperatives that attempt to regain market power by integrating the other steps of the value chain. This study uses matching to estimate the effect of membership in one such cooperative on the household economy of indigenous coffee producers in the state of Chiapas, Mexico. It contributes to the literature by considering new determinants of participation and outcomes of interest. First, social capital at the individual and village level is correlated with cooperative membership more than other demographic factors. Second, cooperative members report an increase in the share of coffee sold and income from coffee sales but not in per-kilo price or total income. These two results reflect particular features of the Chiapas reality and the desires of the indigenous people the cooperative serves. Thus, they reiterate the importance for economic development projects to consider the context of their interventions.
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