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Browsing Center for Advanced Human Resource Studies (CAHRS) by Title
Now showing items 171-190 of 605
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Employee Compensation: Theory, Practice, and Evidence
(1995-05-01)[Excerpt] As organizations continue to face mounting competitive pressures, they seek to do more with less and do it with better quality. As goals for sales volume, profits, innovation, and quality are raised, employment ... -
Employee Health Insurance Decisions In a Flexible Benefits Environment
(1992-04-01)Empirical investigations of flexible benefits plans, an increasingly popular type of plan that allows employees to choose among multiple benefits options, have been limited. This study investigates hypotheses relating to ... -
Employee Outcomes: Human Resource Management Practices and Firm Performance in Small Businesses
(2005-09-01)[Abstract] Improving company performance is something of interest to all small business leaders. Small business leaders have many tools at their disposal — from finance to marketing to customer service — that could potentially ... -
Employee Participation in Pollution Reduction: Preliminary Analysis of the Toxics Release Inventory
(1995-06-01)Can the amount of toxic waste released into the environment by manufacturing facilities be reduced by formally involving employees in pollution prevention? Pursuant to the Pollution Prevention Act of 1990, the U.S. ... -
Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry
(2001-02-01)In this paper, we examine the predictors of aggregate quit rates at the establishment level. We draw on strategic human resource and industrial relations theory to identify the sets of employee voice mechanisms and human ... -
Employer Training and Skill Shortages: A Review of the State of Knowledge With Recommendations for Future Research by the Department of Labor
(1991-10-22)"This report proposes that the Department of Labor undertake a program of research designed to inform the policy debate related to skill shortages and the role of employer training in ameliorating them. The paper reviews ... -
Employment Stability Under Different Managerial Compensation Systems
(1991-02-01)Compensation design may influence the extent to which managerial decision-makers take a long-term perspective in managing important resources like employees. I hypothesize that organizations relying more heavily on long-term ... -
Employment Testing and Incentives to Learn
(1988-08-09)Employment tests predict job performance because they measure or are correlated with a large set of malleable developed abilities which are causally related to productivity. Our economy currently under-rewards the achievements ... -
Enrollment, Attendance and Engagement → Achievement: Successful Strategies for Motivating Students - Evidence of Effectiveness from Comparisons of 50 States and 45 Nations
(2004-11-01)The purpose of the educational enterprise is LEARNING. Engagement is essential to achieving this purpose. How do we increase the proportion of our young people who enroll in and attend school while simultaneously setting ... -
Examining the Link Between Diversity and Firm Performance: The Effects of Diversity Reputation and Leader Racial Diversity
(2006-04-01)Given the scarcity of empirical research on the impact of diversity on organizational performance, we used longitudinal data for 100 firms to test hypotheses related to the effects of diversity reputation and leader racial ... -
Execution: the Critical “What’s Next?” in Strategic Human Resource Management
(1999-07-01)The Human Resource Planning Society’s 1999 State of the Art/Practice (SOTA/P) study was conducted by a virtual team of researchers who interviewed and surveyed 232 human resource and line executives, consultants, and ... -
Executive Compensation Eligibility in Global Businesses: A Global Banding Approach
(2004-01-01)As corporations expand their geographic reach and executive talent moves across geographic borders as freely as capital, global compensation executives must keep pace. Ethnocentric, nationalistic and parochial HR systems ... -
Executive Compensation in American Unions
(2011-06-17)[Exerpt] Studying compensation in the nonprofit sector is difficult. In nonprofit organizations, it is not always clear what the objectives of the organization are and, therefore, perhaps even more difficult to consider ... -
Expected Changes in the Workforce and Implications for Labor Markets
(1991-06-01)[Excerpt] While many have written about possible effects of the baby boom on the U.S. economy, few have recognized that this demographic transition provides analysts with a unique and valuable opportunity to investigate ... -
Expertise and Excellence
(1995-06-01)[Excerpt] Most of one's educational career is spent learning generic skills such as reading, writing and arithmetic that are in abundant supply. Success in developing these skills does not, however, make one a highly ... -
Exploring the Trust Gap: Dimensions and Predictors of Trust Among Labor and Management Representatives
(1992-02-01)Existing literature on interpersonal trust in work relationships has largely focused on trust as an independent variable. This study examined trust as a dependent variable by investigating its dimensions and predictors. ... -
Extending Social Learning Theories to Collectivist Cultures: The Effect of Behavior Modeling Training, Service Orientation and Language Skills on Service Skills and Behaviors
(1996-01-01)Although previous research has suggested that training approaches using behavior modeling yield better results than lecture-based approaches, these assumptions have not been tested in collectivist cultures. This study ... -
Extending the Human Resource Architecture: Relational Archetypes and Value Creation
(2003-05-01)Theories of knowledge-based competition focus on internal resources as the source of value creation. The HR architecture (Lepak & Snell, 1999) brought human resource management directly into this forum by developing a model ... -
EXTMOV: A Computer Spreadsheet Program For Analyzing Staffing Costs and Benefits
(1991-04-01)[Excerpt] EXTMOV is a LOTUS 1-2-3 spreadsheet program specially designed to assist those managing their human resources. The program allows you to construct a simulation of your workforce that can depict the dollar-valued ...
