Donald H. Kluemper, Arjun Mitra and Siting Wang
Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought…
Abstract
Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought to begin an investigation of the myriad of ways that social media impacts organizations. To date, research evidence on a range of HR-related topics are just beginning to emerge, but are scattered across a range of diverse literatures. The principal aim of this chapter is to review the current literature on the study of social media in HRM and to integrate these disparate emerging literatures. During our review, we discuss the existent research, describe the theoretical foundations of such work, and summarize key research findings and themes into a coherent social media framework relevant to HRM. Finally, we offer recommendations for future work that can enhance knowledge of social media’s impact in organizations.
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Michael Howe, James K. Summers and Jacob A. Holwerda
The increasing prevalence and availability of big data represent a potentially revolutionary development for human resource management (HRM) scholars. Despite this, the current…
Abstract
The increasing prevalence and availability of big data represent a potentially revolutionary development for human resource management (HRM) scholars. Despite this, the current literature provides eclectic and often contradictory guidance for scholars attempting to conceptualize big data and subsequently incorporate it into relevant theoretical frameworks. The authors attempt to bridge this gap by discussing key considerations relevant to understanding and integrating big data into the existing theoretical landscape. Building on a novel, integrative definition of big data, the authors propose a parsimonious theoretical framework utilizing the established dimensions of complexity and dynamism as meta-attributes to bring order to the various attributes that have been proposed as central to defining big data (e.g., volume, variety, velocity, and variability). Throughout, the authors highlight numerous theoretical and empirical opportunities and considerations that this perspective holds for future HRM scholarship.
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Digitalization and marketing technologies have made it possible to overcome some barriers to pricing – a multidisciplinary field between marketing, finance and IT – and have set…
Abstract
Digitalization and marketing technologies have made it possible to overcome some barriers to pricing – a multidisciplinary field between marketing, finance and IT – and have set the stage for a paradigm shift in the pricing profession. Value creation, the pricing process, and price communication have been transformed by innovative business models and advanced algorithmic and human–machine solutions. This chapter synthesizes the literature to date and provides a comprehensive framework for an all-encompassing 360° pricing approach that broadens the understanding of pricing in the context of digital business across all steps of the price management process. Starting from product attributes and motivational beliefs in consumers' value assessment and adoption of (technological or digital) products or services, new business models and pricing models emerge in the digital economy, human–machine solutions for price implementation and repricing are increasingly applied, and price search and communication take place through a variety of digital communication channels. Each stage of this framework discusses concrete examples, highlighting the freemium strategy, the subscription model, price tracking and repricing tools, and digital price information channels such as e-commerce, marketplace, or price comparison platforms. The implications for price management in a digital, technology-driven landscape are discussed from the executive level to the analyst level.
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Tonya K. Frevert, Tarya Bardwell and Lisa Slattery Walker
In this chapter, we outline the evidence regarding the status effects of physical attractiveness in the workplace. We frame the effects of attractiveness as power and status…
Abstract
In this chapter, we outline the evidence regarding the status effects of physical attractiveness in the workplace. We frame the effects of attractiveness as power and status dynamics shaped by the context of the workplace. Attractiveness serves as a social status that mostly provides benefits in the workplace, although the results are not uniformly positive. We first explain attractiveness as a status characteristic and how it operates in general social interactions. We then examine these effects across three typical yet significant career development milestones in a worker's life: (1) the selection and hiring process of employment, (2) day-to-day interactions with colleagues and co-workers and (3) in leadership roles and positions.
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Amber N. Schroeder, Kaleena R. Odd and Julia H. Whitaker
Due to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of…
Abstract
Purpose
Due to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of cybervetting, including an examination of the impact of adding structure to the rating process.
Design/methodology/approach
Using a mixed-factorial design, 122 supervisors conducted cybervetting evaluations of applicant personality, cognitive ability, written communication skills, professionalism, and overall suitability. Cross-method agreement (i.e. the degree of similarity between cybervetting ratings and other assessment methods), as well as interrater reliability and agreement were examined, and unstructured versus structured cybervetting rating formats were compared.
Findings
Cybervetting assessments demonstrated high interrater reliability and interrater agreement, but only limited evidence of cross-method agreement was provided. In addition, adding structure to the cybervetting process did not enhance the psychometric properties of this assessment technique.
Practical implications
This study highlighted that whereas cybervetting raters demonstrated a high degree of consensus in cybervetting-based attributions, there may be concerns regarding assessment accuracy, as cybervetting-based ratings generally differed from applicant test scores and self-assessment ratings. Thus, employers should use caution when utilizing this pre-employment screening technique.
Originality/value
Whereas previous research has suggested that cybervetting ratings demonstrate convergence with other traditional assessments (albeit with relatively small effects), these correlational links do not provide information regarding cross-method agreement or method interchangeability. Thus, this study bridges a crucial gap in the literature by examining cross-method agreement for a variety of job-relevant constructs, as well as empirically testing the impact of adding structure to the cybervetting rating process.
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The purpose of this study is to provide a unique competitive advantage to businesses in providing a wide range of products to prospective customers. To the best of the author’s…
Abstract
Purpose
The purpose of this study is to provide a unique competitive advantage to businesses in providing a wide range of products to prospective customers. To the best of the author’s knowledge, there is no study to discuss the impact of customer-centric retailing on total supply chain profit under price competition between organized and unorganized retailers.
Design/methodology/approach
This paper considers a supply chain comprising of organized and unorganized retailers and a single manufacturer. This paper proposes three mathematical models considering a customer-centric approach in a competitive environment. Stackelberg game is used to examine how members of the chain interact, and Nash equilibrium was used to find optimal strategies for players under different customer-centric approaches.
Findings
The results show that the total supply chain profit is higher when both organized and unorganized retailers use a customer-centric approach independently instead of collaborating process. The result, in addition, establishes that when the dissatisfying cost exceeds a certain threshold (1.5), the total profit is higher for the organized customer-centric effort model compared to the other two models.
Originality/value
The main contribution of the study is to examine the effect of customer-centric retailing, considering dissatisfying costs on supply chains profit and individual decision-making under price competition between organized retailers and unorganized retailers. The authors developed different mathematical models in the different customer-centric approach.
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Tae-Youn Park, Reed Eaglesham, Jason D. Shaw and M. Diane Burton
Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in…
Abstract
Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in hazard/injuries, increases in errors, and reduction in cooperation, prosocial behaviors, and creativity. Relatively overlooked is whether, when, and how incentives can be designed to prevent such negative consequences. The authors review literature in several disciplines (construction, healthcare delivery, economics, psychology, and [some] management) on this issue. This chapter, in toto, sheds a generally positive light and suggests that, beyond productivity, incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity, particularly when the incentives are thoughtfully designed. The review concludes with several potential fruitful areas for future research such as investigations of incentive-effect duration.
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In 1984–85, Reference Services Review published a series of review articles on field guides for wildflowers (Potts), birds (Klaas), trees (Kinch), and insects (Chiang). A glance…
Abstract
In 1984–85, Reference Services Review published a series of review articles on field guides for wildflowers (Potts), birds (Klaas), trees (Kinch), and insects (Chiang). A glance at Books in Print indicates the number of new field guides appearing since that time. Rather than evaluate a new crop of highly focused field guides, the present essay examines a related kind of nature guide, the nature‐study manual. For the purposes of this essay, the nature‐study manual is defined as a guide that encourages investigation of the natural world, rather than offering facts and identifications. To be a nature‐study manual, a book must offer tools and techniques for identification (often through field guides), observation, recordkeeping, and often collection of specimens and experimentation. Books of narrative natural history and essays on a particular observer's experiences are thus excluded. The nature‐study manual's unique role is to instruct readers in how to observe and study nature for themselves, whether close to home or in far‐flung regions.
Andrew Franklin Johnson, Katherine J. Roberto, Christopher J. Hartwell and Jennifer F. Taylor
The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy…
Abstract
Purpose
The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy orientation model provides better understanding of complexities of selection and retention created by the social media landscape.
Design/methodology/approach
Organizations are increasingly seeking talent to support burgeoning social media strategies. Qualified employees may be expected to have related professional experience and an active personal social media presence. In contrast to this evolving demand, prevailing guidelines suggest applicants minimize their social media activity altogether. These restrictive guidelines may be better suited for organizations that prefer or require high levels of discretion on social media given the differing engagement expectations across firms and among individuals.
Findings
How the congruence between an employee's expectations of privacy on SM and the organization's expectation of employees' SM usage affects applicant attraction to organizations and employee retention is outlined. Propositions are offered to foster research in this area.
Practical implications
Social media congruence is an important consideration for human resource (HR) policies and associated training.
Social implications
Public policies toward the use of social media in recruitment and privacy should consider social media congruence.
Originality/value
The model advanced in the paper provides organizations and applicants with a stronger understanding of the complexities surrounding the use of SM in selection and retention decisions.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-05-2021-0260