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Article
Publication date: 8 February 2011

Anthony Celani and Parbudyal Singh

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the…

16324

Abstract

Purpose

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the integration of signaling theory and the social identity approach may provide an improved understanding of the associations between an organization's recruitment activities and applicant attraction outcomes. The paper, first, summarizes the existing research and theoretical developments pertaining to signaling theory, multi‐level theory, and the social identity approach. From this literature a theoretical model from which research propositions are developed is suggested.

Design/methodology/approach

This is a literature review, within recruitment contexts, on signaling theory, the association between market signals and applicant attraction outcomes, and the integration of signaling, social identity, and self‐categorization theories as a theoretical foundation for research propositions.

Findings

Despite widespread acceptance of signaling theory in recruitment research, surprisingly little is known about the boundary conditions in the association between an organization's recruitment activities and applicant attraction outcomes.

Practical implications

A greater understanding of the application of signaling theory will enable managers to design and administer recruitment activities and processes in order to improve applicant attraction to recruiting organizations.

Originality/value

This paper fills a void in the recruitment literature by integrating signaling theory, social identity theory, and self‐categorization theory and providing avenues for future work.

Details

Personnel Review, vol. 40 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 1 January 2005

Sara Ann McComb, Melissa Woodard Barringer and Kristina A Bourne

Part-time employment is a vital portion of the U.S. labor force, yet research to date has provided only limited insights into how to successfully create and manage this sector of…

Abstract

Part-time employment is a vital portion of the U.S. labor force, yet research to date has provided only limited insights into how to successfully create and manage this sector of the workforce. We propose that these limitations are due, at least in part, to an inadequate explication of the levels issues inherent in this area. In this article, we present a summary framework of constructs at the economic, industry, organization, individual, and work levels that influence part-time work arrangements. We then specify a cross-level moderator model that examines how the number of hours worked by employees influences their attitudes and behaviors. We posit that this relationship is moderated by a number of contextual effects at multiple levels. Using this sample model, we demonstrate the way in which researchers examining part-time work arrangements can effectively address levels issues. Our article concludes with a discussion of the implications that this summary framework has for researchers, practitioners, and policy makers.

Details

Multi-level Issues in Organizational Behavior and Processes
Type: Book
ISBN: 978-1-84950-269-6

Article
Publication date: 12 October 2015

Pedro Marques-Quinteiro, Pedro J. Ramos-Villagrasa, Ana Margarida Passos and Luís Curral

While scales were developed to measure individual adaptive performance (IAP), fewer contributions have been done to assess the construct at the team level of analysis. This issue…

3622

Abstract

Purpose

While scales were developed to measure individual adaptive performance (IAP), fewer contributions have been done to assess the construct at the team level of analysis. This issue is addressed through two related studies: Study 1 builds on Pulakos et al. (2000) to develop a measure of IAP. Study 2 follows from the results in Study 1 and tests a measure of team adaptive performance (Chan, 1998).

Design/methodology/approach

Scale development was done adopting a single level (Study 1) and multi-level (Study 2) structural equations modeling approach.

Findings

Results suggest that both measures of individual and team adaptive performance are reliable and show evidence supporting the adequacy of adopting referent-shift methodologies to the measurement and aggregation of team members’ rating of team adaptive performance.

Originality/value

The study offers a reliable, parsimonious and easy to apply measure of individual and team adaptive performance in organizational work environments.

Details

Team Performance Management, vol. 21 no. 7/8
Type: Research Article
ISSN: 1352-7592

Keywords

Book part
Publication date: 18 August 2006

Kerstin A. Aumann and Cheri Ostroff

In recent years, theory and research have been increasingly devoted to understanding organizational behavior in cross-cultural and global contexts, with particular attention being…

Abstract

In recent years, theory and research have been increasingly devoted to understanding organizational behavior in cross-cultural and global contexts, with particular attention being paid to the appropriateness of various human resources management (HRM) practices because practices that may be effective within one cultural context may not be effective in other cultural contexts. This chapter argues that a multi-level perspective is needed to explain the interplay between HRM practices and employee responses across cultural contexts. Specifically, the multi-level framework developed in this chapter elucidates the importance of fit between HRM practices, individual values, organizational values, and societal values. Societal values play a key role in the adoption of HRM practices, and the effectiveness of these HRM practices will depend largely on “fit” or alignment with the values of the societal culture in which the organization is operating. HRM practices also shape the collective responses of employees through organizational climate at the organizational level and through psychological climate at the individual level. For positive employee attitudes and responses to emerge, the climate created by the HRM practices must be aligned with societal and individual values. Building on these notions, the strength of the societal culture in which the organization is operating serves as a mechanism that links relationships between climate, value fit, and attitudes across levels of analysis. The chapter concludes with some recommendations for future research and implications for practice.

Details

Multi-Level Issues in Social Systems
Type: Book
ISBN: 978-1-84950-432-4

Book part
Publication date: 19 May 2009

Shelley D. Dionne and Peter J. Dionne

Previous literature has compared the effectiveness of different styles of leadership, yet most of this research has not compared different levels of analyses regarding leader…

Abstract

Previous literature has compared the effectiveness of different styles of leadership, yet most of this research has not compared different levels of analyses regarding leader styles or behaviors. This shortcoming often limits our understanding of how leadership acts on a phenomenon of interest to a single level of analysis. This article develops a computational model and describes a levels-based comparison of four types of leadership that represent three different levels: individual, dyad, and group. When examined across a dynamic group decision-making optimization scenario, group-based leadership is found to produce decisions that are closer to optimal than dyadic-based and individual-based leadership. An alternative computational model varying individual cognitive and experience-based components among group members also indicates that group-based leadership produces more optimal decisions. First published in Leadership Quarterly (Dionne, S. D., & Dionne, P. J. (2008). Levels-based leadership and hierarchical group decision optimization: A simulation. Leadership Quarterly, 19, 212–234), this version offers an updated introduction discussing simulation as a theoretical development tool and supplies additional evidence regarding the growth of simulation methods in leadership research.

Details

Multi-Level Issues in Organizational Behavior and Leadership
Type: Book
ISBN: 978-1-84855-503-7

Article
Publication date: 28 August 2019

Mehran Rezvani, Mahdi Lashgari and Jahangir Yadolahi Farsi

The purpose of this study is to change the level of entrepreneurial alertness from individual to group and from the group to the organizational level and apply it to international…

1254

Abstract

Purpose

The purpose of this study is to change the level of entrepreneurial alertness from individual to group and from the group to the organizational level and apply it to international market entry.

Design/methodology/approach

A literature review, meth-synthesis, interview and focal group are used for the final research framework. The way of theorizing for changing levels of entrepreneurial alertness is multi-level method. A framework for international market entry, a process of internationalization and an organizational learning process was used for the final conceptual framework.

Findings

A new framework for international entrepreneurial alertness in the opportunity discovery of individual, group and organizational level was developed.

Research limitations/implications

Researchers will be able to use this framework for extending opportunity discovery and entrepreneurial alertness theories at individual, group, organizational and international levels.

Practical implications

Using the final framework, entrepreneurs and organizations will be able to discover new opportunities, and teachers will be able to educate international entrepreneurial alertness and opportunity discovery at individual, group and organizational levels.

Originality/value

The paper begins with an overview of previous researches in this area and then moves on to combine them using meth-synthesis to create a new framework for international entrepreneurial alertness in opportunity discovery. Note that the levels of entrepreneurial alertness from individual to group and from the group to the organizational level have been changed using a multi-level theorizing method.

Details

Journal of Research in Marketing and Entrepreneurship, vol. 21 no. 2
Type: Research Article
ISSN: 1471-5201

Keywords

Book part
Publication date: 29 August 2005

Albert A. Cannella and Tim R. Holcomb

The upper-echelons model of Hambrick and Mason ((1984). Academy of Management Review, 9, 193–206) launched a new area of research and provided the first overall theoretical…

Abstract

The upper-echelons model of Hambrick and Mason ((1984). Academy of Management Review, 9, 193–206) launched a new area of research and provided the first overall theoretical framework for use in understanding how the experiences, backgrounds, and values of senior executives in organizations can influence the decisions that they make. The model is typically assumed to be what Rousseau ((1985). In: B. M. Staw, & L. L. Cumming (Eds), Research in organizational behavior (Vol. 7, pp. 1–37). Greenwich, CT: JAI Press) calls “multi-level,” as it describes how both individuals and top management teams (TMTs) make decisions in line with their preferences, biases, and values; the same model is applicable to both individuals and groups. However, the levels issues in the model have never been subjected to rigorous analysis. This chapter juxtaposes levels concepts and theories on the upper-echelons model, in an effort to highlight its strengths as well as its weaknesses. While the majority of researchers use the model to describe team-level decision making, the analysis presented here reveals that the model is inherently individual-level in focus, and several important limitations must be overcome before the model will provide a full explanation of team-level decision making.

Details

Multi-Level Issues in Strategy and Methods
Type: Book
ISBN: 978-1-84950-330-3

Article
Publication date: 6 November 2017

Rui-Hsin Kao

Improving employees’ change-oriented organizational citizenship behavior (OCB) is important because of the work content and service nature of the National Immigration Agency…

1974

Abstract

Purpose

Improving employees’ change-oriented organizational citizenship behavior (OCB) is important because of the work content and service nature of the National Immigration Agency (NIA). The purpose of this paper, which targeted immigration workers using the work design model (knowledge oriented), leadership types and organizational climate as perspectives, is to study immigration workers’ change-oriented OCB. Inspecting the knowledge-oriented work characteristics (KOWCs) of the NIA of Taiwan to find ways of stimulating change-oriented OCB through employees’ high self-efficacy is also critical. The investigators also explored how transformational leadership and organizational climate directly affect employees’ change-oriented OCB in a cross-level organization.

Design/methodology/approach

The subject of this research is the frontline immigration workers of Taiwan’s NIA, with its entire staff on duty at the country’s airports and ports as targets of the research. This study used a total of 312 questionnaires.

Findings

At the group level, transformational leadership shows significant positive influence on organizational climate. KOWCs can positively influence self-efficacy and affect change-oriented OCB on an individual basis; similarly, self-efficacy can also positively impact the individual’s change-oriented OCB. In addition, transformational leadership and organizational climate have a contextual effect on the outcome variable on an individual basis.

Originality/value

This finding is helpful for researching and practicing implications of HRM, such as in further understanding how the motivation from work characteristics, organization’s environment and interpersonal networks can increase employees’ change-oriented OCB.

Article
Publication date: 1 November 1993

Chrwan‐jyh Ho

Past research in examining the performance of alternativelot‐sizing rules has focused on the total cost of inventory carryingcost and set‐up cost. Although this cost‐related…

Abstract

Past research in examining the performance of alternative lot‐sizing rules has focused on the total cost of inventory carrying cost and set‐up cost. Although this cost‐related performance measure is significant for evaluating the overall efficiency of production systems, there are other variations such as frequent rescheduling, generally referred to as system nervousness, occurring that would affect the production scheduling and subsequently the system performance. Expands the performance criteria to re‐evaluate the effectiveness of using several commonly tested lot‐sizing rules in a multi‐level MRP system under stochastic operating environments by means of a simulation study. Results indicate that the Silver‐Meal algorithm seem to perform very well under most operating environments tested. Also, the operating environments play a significant role in the relative performance of lot‐sizing rules tested.

Details

International Journal of Operations & Production Management, vol. 13 no. 11
Type: Research Article
ISSN: 0144-3577

Keywords

Book part
Publication date: 12 December 2002

Neal Schmitt

The article by Ployhart and Schneider provides an excellent specification and explication of a multilevel model of personnel selection hypotheses. However, questions concerning…

Abstract

The article by Ployhart and Schneider provides an excellent specification and explication of a multilevel model of personnel selection hypotheses. However, questions concerning the nature of group- or organization-level tasks and KSAs, how the appropriateness of aggregating individual level data is determined, the practicality of conducting meaningful multi-level research, the practical utility of research results, and the long term reliance on individual difference paradigms represent obstacles or challenges to the development of multilevel research in personnel selection. Applications of multi-levels research in personnel selection are very much needed.

Details

The many faces of multi-level issues
Type: Book
ISBN: 978-0-76230-805-7

21 – 30 of over 13000