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Browsing Center for Advanced Human Resource Studies (CAHRS) by Title
Now showing items 303-322 of 605
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Keeping Our Best: Econometric Analysis of Retention and Performance at Engineering Solutions
(2002-07-01)This study analyzes the retention and performance of 100 engineers who started work at “Engineering Solutions” in 1996, of whom 65 were still with the firm in 2002. The retention analysis shows that the firm retained ... -
Leading For The Bottom Line: A View Of Leadership In A Bottom-Line Context
(2006-03-01)This paper sets out to establish and describe a new approach to leadership called Bottom Line Leadership. The essence of Bottom Line Leadership is that a leader’s most critical responsibility is to clearly identify, ... -
Legally Defensible vs. Organizationally Sensible: Avoiding Legal-Centric Employment Decision Making
(2002-09-24)Managers and human resource professionals express grave concern about the increasing influence that the law and lawyers are having on their ability to manage employees effectively. Blame is typically placed on growing ... -
Line and HR Executives’ Perceptions of HR Effectiveness in Firms in the People’s Republic of China
(1998-12-01)This paper examines the differences in perceptions of the importance and effectiveness of HR practices in firms operating in the People's Republic of China. The major finding is that while there are no significant differences ... -
Managing Customer Services: Human Resource Practices, Turnover, and Sales Growth
(2000-06-29)This study examines the relationship between human resource practices, employee quit rates, and organizational performance by drawing on a unique nationally representative sample of 354 customer service and sales establishments ... -
Managing Human Assets in an Uncertain World: Applying Real Options Theory to HRM
(2004-03-01)While many authors have proposed a firm’s human resources as an asset that can provide value and competitive advantage, the SHRM field has tended to ignore the fact that assets have associated uncertainties and risks. The ... -
Managing Transformational Change: The Role of Human Resource Professionals
(1992-07-01)[Excerpt] Can the United States maintain its traditional position of economic leadership and one of the world's highest standards of living in the face of increasing global competition? Concerned observers cite the following ... -
Measurement and Dimensionality of Compensation Satisfaction in Law Enforcement
(1990-09-01)This research examined the dimensionality of carpensation satisfaction for the occupational area of law enforcanent by analyzing the factor structure of Henanan and SChwab's (1985) Pay Satisfaction Questionnaire (PSQ) . ... -
Measurement Error in Research on Human Resource Decisions and Firm Performance: How Much Error is There and How Does its Influence Effect Size Estimates?
(1998-12-01)Recent empirical research finds that the relationship between human resource (HR) decisions and firm performance is significant in both statistical and practical terms. However, the typical research design in this area ... -
Measurement Error in Research on Human Resources and Firm Performance: Additional Data and Suggestions for Future Research
(2000-11-01)Gerhart and colleagues and Huselid and Becker recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from three more studies, one of large ... -
Measures of New Constructs or Old Ones? The Case of Organizational Commitment and Job Satisfaction
(1991-03-02)The construct validity of organizational commitment has recently been investigated in several studies. The authors of these studies have concluded that organizational commitment is a valid construct, sufficiently distinct ... -
Measuring Intellectual Capital: Learning from Financial History
(1996-09-01)[Excerpt] Emerging evidence from scientific studies and specific organizations suggests that how people are managed significantly affects organizational success, and that certain patterns of human resource activities are ... -
Measuring Organizational Performance in Strategic Human Resource Management: Looking Beyond the Lamppost
(1998-11-01)A major challenge for Strategic Human Resource Management research in the next decade will be to establish a clear, coherent and consistent construct for organizational performance. This paper describes the variety of ... -
Measuring Organizational Performance in Strategic Human Resource Management: Problems and Prospects
(1998-03-01)A major challenge for Strategic Human Resource Management research in the next decade will be to establish a clear, coherent and consistent construct for organizational performance. This paper describes the variety of ... -
Message and Medium: The Role of Social and Individual Factors in Using Computer Mediated Communications
(1998-11-01)The proliferation of computers and technology has resulted in increased use of computer mediated communications. However, the effective use of technology like bulletin boards and e-mail based communications can only be ... -
Minimizing Competition? Entry-level Compensation in Japanese Firms
(2003-12-01)This is the first empirical study of the determinants of pay for entry-level jobs among Japanese firms. Pay data of 1,382 companies obtained from the Nikkei survey was matched with company size, performance, industry, and ... -
Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals
(2005-02-07)Much progress has been made with regard to theory building and application in the field of Strategic Human Resource Management (HRM) since Wright and McMahan’s (1992) critical review. While researchers have increasingly ... -
Multi-Level Bargaining Cartels in Periods of Transitions: On the Example of Bulgaria
(1998-11-22)This paper examines the levels of social dialogues and the specific links among them that have emerged during the post-communist transformations of central and eastern Europe. Using evidence from Bulgaria, the author adds ... -
Multi-Level Issues in International HRM: Mean Differences, Explained Variance, and Moderated Relationships
(2007-09-07)[Excerpt] While neither denying that differences in HR systems exist, nor that some of the variety of practices is due to real differences across countries, we will attempt to dissect the issue of International HRM using ... -
Multiple Approaches to Absenteeism Analysis
(1996-03-01)Absenteeism research has often been criticized for using inappropriate analysis. Characteristics of absence data, notably that it is usually truncated and skewed, violate assumptions of OLS regression; however, OLS and ...
