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Article
Publication date: 1 June 2004

Kimberly A. Eddleston, David C. Baldridge and John F. Veiga

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we…

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Abstract

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career‐related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman's sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.

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Journal of Managerial Psychology, vol. 19 no. 4
Type: Research Article
ISSN: 0268-3946

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Publication date: 19 July 2005

Zeki Simsek, John F. Veiga and Michael H. Lubatkin

Given the ubiquity of Internet access in the business world, the question for strategy researchers is no longer over whether or not Internet surveys are viable, but rather over…

Abstract

Given the ubiquity of Internet access in the business world, the question for strategy researchers is no longer over whether or not Internet surveys are viable, but rather over the comparative advantages and disadvantages of this modality. To address this question, we provide guidelines for researchers to help minimize the challenges while still reaping the benefits. We begin by first defining Internet survey modalities and some of their benefits, and then we focus on the associated sampling challenges and often ways that strategy researchers can address them. To further assist researchers in using this survey modality, we present a comparison of some software packages that might be useful, followed by a discussion of the lessons that we have learned from our own use of Internet surveys.

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Research Methodology in Strategy and Management
Type: Book
ISBN: 978-0-76231-208-5

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Article
Publication date: 1 March 2003

Alan D. Smith and William T. Rupp

Historically, performance appraisals were intended to focus on three areas: development, motivation, and recognition of achievement. One major purpose of performance appraisals is…

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Abstract

Historically, performance appraisals were intended to focus on three areas: development, motivation, and recognition of achievement. One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high performance ratings should entail high merit increases while low performance ratings result in low merit increases. However, it appears that decoupling performance ratings and merit increases is common practice. This paper explores the effects of receiving a low performance rating and high merit increase or a high performance rating and a low merit increase and empirically investigate its impact on knowledge workers’ motivational and general morale.

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Journal of Knowledge Management, vol. 7 no. 1
Type: Research Article
ISSN: 1367-3270

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Book part
Publication date: 19 July 2005

Abstract

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Research Methodology in Strategy and Management
Type: Book
ISBN: 978-0-76231-208-5

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Book part
Publication date: 19 July 2005

Abstract

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Research Methodology in Strategy and Management
Type: Book
ISBN: 978-0-76231-208-5

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Book part
Publication date: 23 July 2020

Shahriar M. Saadullah, Charles D. Bailey and Emad Awadallah

Purpose – Past literature suggests that the performance and turnover of the subordinate are affected by the support, abuse, and feedback provided by the supervisor. In this study…

Abstract

Purpose – Past literature suggests that the performance and turnover of the subordinate are affected by the support, abuse, and feedback provided by the supervisor. In this study, we posit that support, abuse, and feedback in an accounting firm, are in turn, affected by the supervisor's personality, as defined by the Big Five personality factors.

Methodology/approach – We conducted a web-based study with 115 accountants from a top 100 US accounting firm. The accountants completed questionnaires related to the personality of their supervisors along with questionnaires related to the support, abuse, and feedback they received from their supervisors. We analyzed the data using factor analysis and multiple regression.

Findings – We hypothesize that Openness and Agreeableness increase support; Neuroticism increases abuse, but less so if the supervisor is an Extravert; and Extraversion and Conscientiousness increase feedback. Among the hypothesized relationships, all are supported except the relationship between Openness and support. Additional findings are that Extraversion and Conscientiousness increase support; Agreeableness and Conscientiousness decrease abuse; and Agreeableness increases feedback.

Research implications – Our study contributes to the literature by demonstrating the relationship between the personality traits of supervisors and their behavior toward subordinates in an accounting setting. The results of our study can be used in identifying the supervisors who have the right personality for the position, which will likely improve the work environment and reduce turnover.

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Advances in Accounting Behavioral Research
Type: Book
ISBN: 978-1-83867-402-1

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 20 July 2017

Angela Hall, Stacy Hickox, Jennifer Kuan and Connie Sung

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their…

Abstract

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78714-709-6

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Book part
Publication date: 18 January 2022

Brian McBreen, John Silson and Denise Bedford

This chapter focuses on the types of roles, responsibilities, and competencies essential to organizational intelligence. The authors draw upon earlier series authors’ important…

Abstract

Chapter Summary

This chapter focuses on the types of roles, responsibilities, and competencies essential to organizational intelligence. The authors draw upon earlier series authors’ important work (Drucker, 2012; Garcia-Perez et al., 2019; Lafayette, Curtis, Bedford, & Iyer, 2019; Reinhardt, Schmidt, Sloep, & Drachsler, 2011) to define competencies. The authors define four categories of intelligence competencies, including those suited to strategic roles, those that support specialized intelligence work, those that support embedded intelligence roles, and universal competencies that apply to everyone.

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Organizational Intelligence and Knowledge Analytics
Type: Book
ISBN: 978-1-80262-177-8

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Book part
Publication date: 12 June 2018

Zanita E. Fenton

This chapter contributes to the discourse of difference by problematizing the sameness/difference trope through the lens of the exceptional. It explores the nature of being…

Abstract

This chapter contributes to the discourse of difference by problematizing the sameness/difference trope through the lens of the exceptional. It explores the nature of being exceptional with an expectation that its nature is contingent and variable. At the heart of understanding what constitutes exceptional is its implicit comparison with the average. While exceptional is defined to include both individuals who achieve in extraordinary ways and individuals with a physical or mental impairment, the two definitions are consonant in that both describe individuals who deviate from expected norms. Relying on the insights from pragmatism, this chapter considers community habits exceptional individuals must confront in forming their choices. In this way, it further adheres to the lessons from pragmatism for norm change. The strategies individuals use to alter the effects of being perceived as exceptional contribute to the overall discourse in equality and equal protection and potentially constitute the individual action that formulates change. It examines some approaches to the Americans with Disabilities Act (ADA) derived from civil rights and from economic perspectives and the relevant matrix of choices available to the exceptional to understand the potential for productive change. With this foreground, it examines the choice of exceptional individuals to cover or convey matters of their identity. This chapter pays particular attention to these choices in seeking accommodations under the ADA. Ultimately, this study strives to participate in the conversation seeking to maximize human potential.

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