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Browsing Center for Advanced Human Resource Studies (CAHRS) by Title
Now showing items 312-331 of 605
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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 ... -
My Manager Moved: Manager Mobility and Subordinate Career Outcomes
(Center for Advanced Human Resource Studies, 2021-08)Managers change jobs with some frequency. Considerable research has focused on the implications of these moves for both the managers and their organizations. But what about subordinates who are left behind? What happens ... -
National Industrialization Strategies and Firm Level IR/HR Practices: Case Studies in Malaysia and Philippines
(1994-04-01)[Excerpt] Any economy is characterized by several different patterns of industrial relations (IR)and human resource (HR) practices at the level of the workplace. Often, the patterns of IR/HR practices of firms differ based ... -
Negotiating Relationally: The Dynamics of the Relational Self In Negotiations
(2007-02-15)Although negotiation research is thriving, it has been criticized as having an arelational bias—emphasizing autonomy, competition, and rationality over interdependence, cooperation, and relationality. In this article, we ... -
Nerd Harassment and Grade Inflation: Are College Admissions Policies Partly Responsible?
(1999-11-01)[Excerpt] In the eyes of American parents, college admissions officers control the single most important gate their children will ever pass through. Nearly all parents hope their child will go to college. Perceptions of ... -
NET WORKING: Work Patterns and Workforce Policies for the New Media Industry
(2000-11-01)This report, based on a study of a group of highly accomplished professionals in New York City, is one of the first to take up labor market issues in the new media industry. It describes the challenges faced by professionals ... -
New Data for Answering Old Questions Regarding Employee Stock Options
(2008-03-13)This paper is a description and summary of existing questions and sources of data on stock options with an emphasis on two issues; what are the issues surrounding stock options in the national accounts and what value do ... -
New Directions in Compensation Research: Synergies, Risk, and Survival
(1995-07-01)We describe and use two theoretical frameworks, the resource-based view of the firm and institutional theory, as lenses for examining three promising areas of compensation research. First, we examine the nature of the ... -
Next Generation SHRM Research: From Covariation to Causation
(2003-01-16)[Excerpt] In response to the longstanding and repeated criticisms that HR does not add value to organizations, the past 10 years has seen a burgeoning of research attempting to demonstrate that progressive HR practices ... -
Non-Union Grievance Systems and Organizational Justice: The Relationships Among System Characteristics and Fairness Perceptions
(1992-11-23)[Excerpt] This study investigates fairness perceptions of non-union grievance systems by examining employee perceptions of distributive justice, procedural justice and interactional justice. A policy capturing methodology ...
