Search results

This paper aims to discuss the concept of human capital pipelines and explain how pipelines originate and the consequences of pipeline-based hiring in terms of labor market uncertainty, job embeddedness, social ties, homosocial reproduction, employee referrals and turnover intent.

The author provides a viewpoint grounded on a review of recent research regarding human capital pipelines.

This paper aims at further developing our understanding of human capital pipelines and the implications of such practices. The author points out both the positive and negative aspects of pipeline-based hiring, with the hope that human resource practitioners and mangers will adopt such practices based on the organization’s strategic needs.

To date, very little conceptual and/or empirical work has been carried out on pipeline-based hiring. In organizations, it is important to understand how repeated hiring from labor sources can reduce labor market uncertainty regarding a job seeker’s quality and potential productivity. However, it is also crucial to appreciate that such practices may have important pre and posthire implications for organizations and employees alike.

This paper aims to examine the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to access large amounts of professional and personal information of job applicants. This information is used primarily to narrow the applicant pool, but concerns exist regarding the appropriateness of using such practices. The author identifies several best practices that can increase the effectiveness and reliability of using social media as a source of applicant data.

The author reviewed relevant literature and research on the use of social media websites to screen applicants, identifying the benefits of such practices, along with its costs.

This paper aims at further developing the understanding of strategically using social media for applicant screening purposes and the implications of such practices. The author points out both the positive and negative aspects of using social media as a screening tool, with the hope that practitioners will use the information from job seekers’ social media pages in an unbiased and nondiscriminatory manner.

This paper provides guidelines regarding appropriate utilization of social media as a screening tool as part of an organization’s recruitment and selection process.

The case describes the evolution of Bangladesh's garment industry, the second largest garment exporter in the world, and its operational problems. The focus is on the fire that occurred on November 24, 2012 at Tazreen Fashions, a unit that is a part of a global supply chain for US and European retailers. The case explores the role of the government, western retailers, industry association and NGOs subsequent to the fire, and shows how increasing CSR expectations of corporations are making them take on responsibility for what should be that of the government or the garment unit.

Secondary sources; published materials.

International Business, Business and Society, Supply Chain Management, Doing Business in Emerging Markets.

Corporate social responsibility stakeholder theory market entry.

Decision comprehensiveness is an important process in determining the outcomes of strategic decision-making. While recent research began to explore its individual level antecedents, a fundamental aspect of organizational life, heterogeneous goals, have not been investigated for their effects on comprehensiveness. In this study, our purpose is to study the impact of goal heterogeneity on decision comprehensiveness and explore behavioral integration as a potential mediator in this relationship.

To test our hypotheses, we utilize a survey-based study with a sample of teams undertaking a business simulation. Our longitudinal data collection process captures team data across the initial-, mid-, and the ending-stages of the simulation.

Our findings show that goal heterogeneity negatively impacts behavioral integration and decision comprehensiveness. Moreover, the negative impact of goal heterogeneity on decision comprehensiveness is mediated through behavioral integration.

Given that many strategic decisions are undertaken by groups of individuals, it is imperative to understand the factors that impact team-level decision-making processes. Extending the literature, we empirically show the negative effects of goal heterogeneity on decision comprehensiveness. While doing so, we also show that behavioral integration – a team trait that can endure over time, as opposed to a one-time state – can be crucial in dampening this negative effect. Our findings suggest researchers, and managers, to be cautious in assuming decision comprehensiveness may easily be achieved in any given team context.