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Browsing Center for Advanced Human Resource Studies (CAHRS) by Title
Now showing items 33-52 of 605
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An Inside or an Outside Job? How Organizations Use the Information and Attributes of Internal Versus External Job Candidates to Fill Specific Jobs
(2015-12-01)Key Findings: Firm-specific skills, or those skills acquired through working at a specific organization, are often necessary for succeeding at certain jobs; and internal employees possess higher levels of these skills ... -
Applicant Attraction Strategies: An Organizational Perspective
(1989-05-01)Developing labor shortages are expected to increase the importance of applicant attraction into the next century. Unfonunately, previous research has provided little in the way of unified theory or operational guidelines ... -
Applying for Entitlements: Employers and the Targeted Jobs Tax Credit
(1988-02-09)The Targeted Jobs Tax Credit is probably the most outstanding example of a generous entitlement program with very low participation rates. Only about 10 percent of eligible youth are claimed. The causes of the low participation ... -
Are Early Investments In Computer Skills Rewarded In The Labor Market?
(2006-10-01)The paper assesses the relationship between investments in computer skills by adolescents and earnings at age 26. The heaviest investors earned 9 to 16 percent more than otherwise equivalent NELS-88 classmates. The payoff ... -
Attitudes Towards Work And The Market Economy In Bulgaria
(1992-08-17)[Excerpt] As in the reports on Poland (Ruiz Quintanilla 1992a) and Hungary (Ruiz Quintanilla 1992b), this summary will center on how life has changed in Bulgaria as evaluated by the Bulgarian people. The domain of interest ... -
Attitudes Towards Work and the Market Economy in Hungary
(1992-05-16)[Excerpt] A common approach in describing countries in Eastern and Central Europe is to focus on similarities among them currently and in their past but to neglect differences. This approach utilizes broad categories as ... -
Attitudes Towards Work and the Market Economy in Poland
(1992-04-16)[Excerpt] The results of the June, 1989 elections demonstrated the willingness of a majority of the Polish people to initiate the change from a one-party regime to political pluralism. While the past has been rejected, ... -
Attitudes Towards Work and the Market Economy in the Czech and Slovak Republics
(1992-09-08)[Excerpt] This report is the final in a series of four reports whose main purpose is to present a preliminary overview of attitudes towards work and the market economy in four Eastern and Central European countries (actually ... -
Back to the Future: A Century of Compensation
(1999-07-01)What were the hot compensation issues and practices over the past century? Does history offer any lessons that may inform our compensation decisions in the future? To answer these questions, we reviewed newspapers and ... -
Balanced and Imbalanced Societal Norms About Working: A Comparison of Four National Labor Markets at Two Time Points
(1993-10-01)Two normative orientations: work as an obligation/duty versus work as an entitlement/right are compared among representative samples from the American, German, Belgian, and Japanese labor force exploring four domains: "Work ... -
Beginning to Unlock the Black Box in the HR Firm Performance Relationship: The Impact of HR Practices on Employee Attitudes and Employee Outcomes
(2001-09-01)Theoretical models in strategic human resource management research commonly include employee attitudes and behaviors as key mediating links between human resource practices and firm performance. However, almost all empirical ... -
Believable or Biased? Overestimating the Impact of HR Practices on Firm Performance
(2010-04-01)KEY FINDINGS · HR and line managers intrinsically believe that high-performing companies have more progressive HR practices and effective HR functions. Likewise, they assume less successful companies have less effective ... -
Beyond Cost-per-Hire and Time to Fill: Supply-Chain Measurement for Staffing
(2001-10-01)Identifying and acquiring talent is one of the most important processes in human resource management. It is a key element in being competitive in a knowledge driven, talent constrained economy. In addition, it is often the ... -
Beyond Tenure: Building Managerial Competencies through Developmental Assignments
(2009-11-01)Key Findings: • The developmental quality of job assignments is critical for building managerial competencies. What matters most isn’t how long junior managers have been in an assignment, but the nature of ... -
Birds of a Feather: How New Employees' Similarity to Coworkers Affects Organizational Behavior and Productivity
(2011-07-01)Key Findings: All similarity is not created equal. The types of similarities that new employees share with their work groups affect the efforts they make to form relationships with their coworkers and bosses. In general, ... -
Boundaryless Organizations and Boundaryless Careers: A New Market for High-Skilled Temporary Work
(1998-02-01)A typology of four different groups of temporary workers (transitional, traditional, career, boundaryless) is derived from economic, strategic, and human resource theories. Based on a survey of 276 temporary workers, we ... -
Building A PC-Based Human Resource Management Curriculum at the School of Industrial and Labor Relations, Cornell University
(1990-01-01)In September, 1984, the Department of Personnel and Human Resource Studies at the School of Industrial and Labor Relations, Cornell University entered into the first three-year Joint Project with IBM corporation to bring ... -
Building Strong Social Connections Increases Innovation Capability
(2012-07-01)For many years, we have been trying to understand why some work groups are more innovative than others even though they sit in the same departmental and corporate infrastructures as one another. Under-standing why some are ... -
Building Teams from a Distance
(2010-01-01)[Excerpt] Virtual teams are comprised of individuals that are separated geographically or organizationally and that rely primarily on technology to complete tasks (Powell, Piccoli & Ives, 2004). This work arrangement has ... -
Buy the Book But Not the Stock: The Relationship Between Human Resource Reputation and Corporate Performance
(1992-07-07)Building upon the tenets of Signaling Theory, Spence (1974), this paper introduces the concept of human resource management reputation signals and examines the effects of these signals on the financial perfomance of over ...
