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1 – 10 of over 97000Shlomo Hareli, Motti Klang and Ursula Hess
The purpose of the present research is to test the hypothesis that hiring decisions are influenced by the perceived femininity and masculinity of candidates as inferred from their…
Abstract
Purpose
The purpose of the present research is to test the hypothesis that hiring decisions are influenced by the perceived femininity and masculinity of candidates as inferred from their career history.
Design/methodology/approach
Two job selection simulation studies were conducted in which students with and without personnel selection experience assessed the suitability of male and female job candidates for male and female sex‐typed jobs. The candidate's CVs varied with regard to the gender typicality of the candidate's career history.
Findings
As predicted, when they previously had occupied another gender atypical job, both men and women were perceived as more suitable for a job that is more typical of the opposite gender. These decisions were mediated fully for women and partially for men by the impact of the gender typicality of the candidate's career on their perceived masculinity or femininity. In addition, men who had a gender atypical career history were perceived as less suitable for gender typical jobs. Thus, for men a gender atypical career history can serve as a “double edged sword.” Importantly, experienced and inexperienced decision makers were equally subject to this effect.
Originality/value
Career history provides individuating information about a candidate over and above the skills and experiences they are likely to have. Gender type is one such information that is pertinent in a job market that divides jobs into male and female typical and makes hiring decisions on this basis. Previous research has largely ignored this aspect of career history.
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Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…
Abstract
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
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The purpose of this paper is to answer the question: What happens to the outcomes of pay dispersion when the employees own stock in their own company?
Abstract
Purpose
The purpose of this paper is to answer the question: What happens to the outcomes of pay dispersion when the employees own stock in their own company?
Design/methodology/approach
The data set consisted of over 20,000 employee surveys. Pay dispersion was measured with the Gini coefficient. The outcome variables were attitudes and behaviors with numerous controls. The moderation effect of employee ownership was investigated at the individual and group level using multilevel regression analysis.
Findings
Most hypothesized outcomes did not yield statistically significant results. The results that were statistically significant had two patterns: first, higher pay dispersion was consistently associated with improved attitudes and behaviors; and second, employee ownership moderated the outcomes of pay dispersion for certain outcomes and job types (e.g. perceptions of company fairness among administrative support personnel, or absenteeism and production personnel). There was no evidence to support a link between pay dispersion and attitudes across job types (vertical), only within job types (horizontal).
Research limitations/implications
All the data were self-reported in surveys. Attitudes were measured with single items rather than validated scales. The data were cross-sectional, so no causality can be inferred.
Practical implications
While both higher pay dispersion and employee ownership can motivate employees, the interaction between them can be negative, especially in a cooperative environment. Consideration should be given to this when designing compensation packages.
Social implications
There was a surprisingly strong link between higher pay differentials and improved attitudes, suggesting that the opportunity for higher pay is more influential than any feelings of inequity.
Originality/value
The effect of employee ownership on the outcomes of pay dispersion has never been investigated. This should be valuable given how widely higher pay is used to attract, retain and motivate employees (leading to pay dispersion) as well as how increasingly popular employee ownership is becoming.
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Klarita Gërxhani and Ferry Koster
The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship…
Abstract
Purpose
The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship. Insights from agency theory and the social embeddedness perspective are combined to hypothesize whether and why employers adapt their recruitment strategies to the job type (differing in level of discretion) for which they are externally hiring.
Design/methodology/approach
The hypotheses are empirically tested using data from a survey of 288 Dutch employers. Questions were asked about the two types of jobs. Multi-level logistic regression analysis is applied to investigate the effect of social context on the choice of recruitment strategy. In addition to that, separate analyses are conducted for the two job types, using logistic regression analysis.
Findings
As predicted, employers have the tendency to use informal recruitment channels more often for jobs with high degree of discretion (i.e. managerial, professional, and specialists jobs (MPS)) than for jobs with low degree of discretion (i.e. administrative and supporting jobs). In addition, the type of information transmitted through employers’ social contacts matters for their recruitment strategies. In particular, the reliable and trustworthy information from contacts with friends and family is more important for MPS jobs. This seems to be the way employers deal with the high agency costs characterizing this type of jobs.
Originality/value
This study extends prior research as follows. First, while earlier studies more closely looked at why organizations use formal or informal recruitment, this study specifically focusses on the role the job type plays in the hiring process. Second, it provides an extension of agency theory by including job type in the analyses. And, third, the study examines how the networks of employers, rather than employees, affect the hiring process.
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Stan De Spiegelaere, Monique Ramioul and Guy Van Gyes
The purpose of this paper is to identify different job types in the Belgian electricity sector and their relations with employee outcomes such as work engagement and innovative…
Abstract
Purpose
The purpose of this paper is to identify different job types in the Belgian electricity sector and their relations with employee outcomes such as work engagement and innovative work behaviour (IWB).
Design/methodology/approach
This paper uses a combination of latent profile analysis and relative operating characteristics (ROC) analysis.
Findings
Depending on the job resources and demands, five different job types are identified corresponding largely to the Karasek and Theorell (1990) job types. Their relation with the outcomes is not parallel with low-strain jobs performing best for work engagement, and active jobs for IWB.
Research limitations/implications
The combination of methods used in this study increases significantly the ease of communication of the findings, yet an external benchmark for the ROC analysis would be preferable.
Practical implications
To foster engagement and IWB with employees one should focus on the job content and only increase demands if they are combined with sufficient resources.
Originality/value
This research is the first in its kind that relates latent job types with different employee outcomes using a combination of latent profile and ROC analysis.
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Kong Beng Ang, Chye Tee Goh and Hian Chye Koh
Analyses the effects of age on the level of job satisfaction ofaccountants in Singapore. Four categories of accountants namely,government auditors, internal auditors, non‐auditor…
Abstract
Analyses the effects of age on the level of job satisfaction of accountants in Singapore. Four categories of accountants namely, government auditors, internal auditors, non‐auditor accountants, and external auditors were identified according to the nature of work performed by each, i.e. job‐type. Results of a three‐way analysis of variance (ANOVA) show that both age and job type, taken individually, have a direct significant effect on job satisfaction. In addition, there is also an interaction effect between age and job‐type on job satisfaction. In general, older accountants are more satisfied with their jobs than their younger counterparts. However their satisfaction increases at varying rates depending on their job types.
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Heather M. Clarke and Kara A. Arnold
There is a dearth of human resource management (HRM) literature examining the generalizability of research employing undergraduate student participants. The purpose of this study…
Abstract
Purpose
There is a dearth of human resource management (HRM) literature examining the generalizability of research employing undergraduate student participants. The purpose of this study is to conduct an experiment to compare the job applicant evaluations and hiring decisions of undergraduate student participants with those of working adults with hiring experience.
Design/methodology/approach
This study employed a between-person 2 × 2 × 4 experimental design: participant group (undergraduate students or working adults with hiring experience) × job gender-type (male typed or female typed) × job applicant (heterosexual female, lesbian female, heterosexual male or gay male). Participants read descriptions of a job and a job applicant and then evaluated the applicant.
Findings
The results supported a moderated mediation model where participant group moderated the interaction of applicant gender and job gender-type in predicting perceptions of competence, which in turn predicted perceptions of person-job fit, likeability and respect-worthiness, which then predicted hiring decisions. Undergraduate student participants, but not working adults with hiring experience, evaluated female applicants applying for a male-typed job in a manner consistent with gender stereotypes and were less likely to hire the female applicant than the male applicant.
Originality/value
To inform HRM practice, research must reflect real-world decision-making. The literature on the roles of gender stereotypes and bias in hiring, and other important HRM decisions, relies heavily on undergraduate student participants. Findings of this study suggest a need to further examine whether those studies can be generalized to working adults actually making those decisions.
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Tejinder K. Billing and Pamela Steverson
The purpose of this paper is to examine the moderating role of Type A/Type B personality on job stress-work and non-work outcomes. While research on the etiology of this…
Abstract
Purpose
The purpose of this paper is to examine the moderating role of Type A/Type B personality on job stress-work and non-work outcomes. While research on the etiology of this predisposition has become important in recent years, there seems to be a lack of agreement regarding its exact moderating effects on important work and non-work outcomes.
Design/methodology/approach
Data collected from US-based organizations were analyzed using moderated regression analyses.
Findings
The results of the study reveal that Type A personality moderates the relationships between job stress and job satisfaction, job involvement and personal life satisfaction. Findings indicate that individuals with Type A personalities do not necessarily experience concomitant decreases in these outcome measures when organizational stress increases.
Originality/value
Although there has been an increased interest on the significance of Type A/Type B personality in the area of human stress and cognition, there is no consensus in the literature as to how it might act as a moderator or buffer of the effects of work stress on organizationally and personally valued outcomes. By examining the moderating role of these personality dispositions, our study provides important insights for organizational stress literature.
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Muhammad Jamal and Jamal A. Badawi
The present study examined the relationship of job stress and Type‐A behavior pattern with employees' job satisfaction, turnover intention, absence behavior, organizational…
Abstract
The present study examined the relationship of job stress and Type‐A behavior pattern with employees' job satisfaction, turnover intention, absence behavior, organizational commitment, psychosomatic health problems, and happiness in life. Data were collected by means of a structured questionnaire from full‐time employed Muslims (N = 325) living in Canada and United States of America. Pearson correlation and moderated multiple regression were the statistical techniques employed to analyze data. Results generally supported the prediction that job stress will be significantly related with the dependent variables. Type‐A behavior was found to be related with only a few dependent variables. In addition, Type‐A behavior was found to be an important moderator of job stress and outcome relationships. Implications of the findings for management and for future research are highlighted.
Wage Structures and Wage Comparisons “Fair pay” is generally regarded as one of the main objectives of wage and salary administration in organisations. It is also becoming more…
Abstract
Wage Structures and Wage Comparisons “Fair pay” is generally regarded as one of the main objectives of wage and salary administration in organisations. It is also becoming more widely appreciated that government incomes policies are unlikely to succeed until they can alter the anomalies and distortions which exist between the wages of different occupations or sectors of employment. If organisations or governments are to move in the direction of fairer pay then they must understand wage structures and the wage comparisons which such structures give rise to. The purpose of this paper is to describe a set of methods for aiding this task. Without methods of analysing complex wage structures, organisations and governments lack the capability of moving in the direction of fairer pay. This paper is therefore about the establishment of a capability for policy making, and the concluding section will briefly suggest how policy might be improved with the aid of this capability.