This paper aims to contend that the traditional interview is one of the least effective ways of recruiting for important posts and that there are at least five alternative ways to…
Abstract
Purpose
This paper aims to contend that the traditional interview is one of the least effective ways of recruiting for important posts and that there are at least five alternative ways to recruit more efficiently.
Design/methodology/approach
Outlines the five steps to more effective recruitment.
Findings
Highlights the importance of reversing the interview process, capability testing, psychometrics, research tasks and recruitment centers.
Practical implications
Presents alternatives to the job interview for recruiting staff.
Originality/value
Argues that, while the interview will continue to be a significant tool in the recruitment process, firms should take time to consider their current practice, to decide if they are really doing enough to make the right candidate choice. The investment they make now could be repaid tenfold in the future.
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Esra Memili, Kimberly A. Eddleston, Thomas M. Zellweger, Franz W. Kellermanns and Tim Barnett
Drawing on organizational identity theory, we develop a model linking family ownership and expectations, entrepreneurial risk taking, and image in family firms to explain family…
Abstract
Drawing on organizational identity theory, we develop a model linking family ownership and expectations, entrepreneurial risk taking, and image in family firms to explain family firm growth. Testing our model on a sample of 163 Swiss family firms, we suggest that entrepreneurial risk taking and image can both lead to growth in family firms. We further find that family expectations have an influence on both entrepreneurial risk taking and family firm image. This finding suggests that family firms may benefit from two growth paths – forward looking risk taking and the image of the family firm that builds on the past, and that these paths are nurtured by family expectations.
Alex Stewart, G.T. Lumpkin and Jerome A. Katz
The peer-reviewed chapters in Volume 12 emphasize the role of family systems in shaping entrepreneurial outcomes. Interestingly, spousal influence is a major topic in three of the…
Abstract
The peer-reviewed chapters in Volume 12 emphasize the role of family systems in shaping entrepreneurial outcomes. Interestingly, spousal influence is a major topic in three of the chapters. Another important theme is family business identity and how a range of different influences – from within-family perceptions to broad institutional pressures – affect family business image and organizational performance. Both quantitative and qualitative research methods are employed to address the role of entrepreneurship in family businesses.
Ioannis Kinias, Ilias Kampouris and Stathis Polyzos
It is widely accepted that coauthorship and collaboration promotes intellectual partnerships and improves the quality of publications. This paper examines the relationship between…
Abstract
Purpose
It is widely accepted that coauthorship and collaboration promotes intellectual partnerships and improves the quality of publications. This paper examines the relationship between collaboration, productivity and publications in the field of family business.
Design/methodology/approach
The authors identify the most prolific authors, affiliations and countries and focus on the evolution of research in the field of family business. In doing so, the authors employ social network analysis to discover the structure of the networks and the ways in which authors, institutions and countries interact.
Findings
The empirical results show that collaboration is positively related to productivity, and there is significant evidence that the shaped networks exhibit small-world characteristics, a condition in which collaboration within authors becomes integrated in conjunction with time.
Practical implications
The findings highlight the mechanics of collaborative research production and can be useful to understand the importance of collaboration patterns to be followed in the field of family business.
Originality/value
The contributions are as follows: (a) application of social network analysis to model the coauthorship patterns among individuals, institutions and countries in family business; (b) distinguishing the most degree-central authors in the social network of collaborating academics; (c) investigation of the academic collaborations in family business that have the characteristics of a small-world social network and (d) suggesting a unique connection, through published keywords, between the research priorities of the most central or prolific authors with the research trends in the family business literature. The authors demonstrate that authors' collaboration becomes integrated in conjunction with time.
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Daniel Ames, Deborah L. Seifert and Jay Rich
In an experimental setting, we investigate the impact of religious social identity on whistle-blowing. We hypothesize and find that individuals are less likely to perceive others…
Abstract
In an experimental setting, we investigate the impact of religious social identity on whistle-blowing. We hypothesize and find that individuals are less likely to perceive others in their religious group as being behaving unethically. However, we find that once individuals perceive wrongdoing, they are incrementally more likely to whistle-blow when the perpetrator is a member of their religious group.
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The purpose of this study is to examine the influence of moral intensity on the ethical decision-making process of professional accountants based on a combined…
Abstract
Purpose
The purpose of this study is to examine the influence of moral intensity on the ethical decision-making process of professional accountants based on a combined importance-performance map analysis (cIPMA).
Design/methodology/approach
Using partial least squares structural equation modeling (PLS-SEM) on data from 309 accountants, the study examined the relationships between four moral intensity dimensions: magnitude of consequences, social consensus, probability of effect and concentration of effect, and the ethical decision-making process. The study also methodologically complemented by a combined importance-performance map analysis and necessary condition analysis.
Findings
The findings reveal that moral recognition and moral judgment are necessary conditions for predicting accountants’ moral intent. However, in terms of importance and performance, moral recognition plays a less significant role compared to moral judgment. Furthermore, the influence of moral intensity dimensions is pronounced on moral recognition, while their influence on moral judgment and moral intent is more context dependent. This is also exhibited in the combined importance-performance map analysis results.
Research limitations/implications
The study highlights the importance of considering specific ethical dilemmas and the differential influence of moral intensity when developing strategies to strengthen ethical decision-making in the accounting profession. Future research is encouraged to explore how cultural backgrounds and diverse settings influence accountants’ ethical decision-making with tailored measurement tools for a more comprehensive understanding.
Originality/value
To the best of the authors’ knowledge, the study is among the first to complement the results of PLS-SEM with importance-performance map analysis and necessary condition analysis to examine the relationship between moral intensity and ethical decision-making of accountants.
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J. David Johnson and Omar Souki Oliveira
Central to the study of intercultural communication has been the question of what promotes closer ties between nations. This research replicates and extends a model that specifies…
Abstract
Central to the study of intercultural communication has been the question of what promotes closer ties between nations. This research replicates and extends a model that specifies three factors (perceptions of homophily, shared interests, and threats), drawn from social distance and systems perspectives, that are posited to have an influence on the desire for closer ties between Brazil and the U.S. Each of the factors have previously been identified as occupying central positions in the development of international relationships. This research extends this model by explicitly incorporating a range of communication channels which are impacted by these factors and which are also hypothesized to effect the desire for closer ties. The results were supportive of the model, with excellent goodness of fit measures for the specified model to the observed data. The results are discussed in terms of their implications for conflict management.
Judith Plomp, Maria Tims, Jos Akkermans, Svetlana N. Khapova, Paul G.W. Jansen and Arnold B. Bakker
The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and…
Abstract
Purpose
The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being.
Design/methodology/approach
Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings
The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications
This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications
Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value
This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
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Stine Waibel, Tim Aevermann and Heiko Rueger
The purpose of this paper is to examine the health-related well-being of public sector expatriates paying particular attention to the family situation.
Abstract
Purpose
The purpose of this paper is to examine the health-related well-being of public sector expatriates paying particular attention to the family situation.
Design/methodology/approach
A cross-sectional survey was conducted among the entire staff of the German Foreign Service (GFS), resulting in a response rate of 35.5 percent (analytical sample n=1,390). Partnership status, childlessness, and experiences of partnership break-ups were analyzed by gender and by age. Using OLS regression, the authors examine how gender and individual perceptions of conflict between international relocation and family stability and formation contribute to subjective well-being.
Findings
The results show that females are significantly over-represented among GFS employees who experience partnership instability as well as among single and childless employees. Yet barriers to partnership and family formation appear to be increasing for younger cohorts of male employees.
Practical implications
Unstable families can jeopardize the well-being of employees highlighting that expatriates’ relationship and family needs are insufficiently met in high mobility contexts.
Originality/value
The focus on family formation challenges in non-corporate expatriation makes a novel contribution to the literature and practice of expatriate management, as the system-wide rotational staff mobility of public service institutions has received minor attention.