HUMAN RESOURCES Conference Paper Abstracts

A CHANGE RECIPIENT PERSPECTIVE ON TRAINING AND COMPETENCE DEVELOPMENT DURING ORGANIZATIONAL CHANGE
Olsen, Trude Hogvold; Harstad U. College; trude.olsen@hih.no Stensaker, Inger G.; NHH Norw.Schl of Economics and Business Adm.; inger.stensaker@nhh.no
As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills. Ideally, new skill requirements should be identified and developed early in the change process in order to ensure that managers and employees are ready to face their new tasks and roles when the changes are implemented. However, despite good intentions at the top management level, employees and middle managers often report uncertainty and a lack of the necessary skills required to implement change. In this paper, we report from a qualitative study of two planned organizational change initiatives in the public sector. The changes involved new work tasks and managerial roles for a group of middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving competence-related uncertainties and ambiguities during change. Instead, more informal and horizontal communication appears to successfully resolve ambiguities about new skill requirements during change. Keywords:training, organizational change, change recipient

A MODERATED MEDIATION MODEL OF THE RELATIONSHIP BETWEEN DISCRETION AND TURNOVER INTENTIONS
Avgar, Ariel C.; U. of Illinois, Urbana-Champaign; avgar@illinois.edu Kwon, Kiwook; U. of Illinois, Urbana-Champaign; kikwon@uiuc.edu Pandey, Niti; Purdue U.; pandeyn@purdue.edu
This paper examines the relationship between employee discretion and turnover intentions. We test the proposition that this relationship is mediated by employee stress and moderated by employee perceptions of staffing adequacy. We maintain that in assessing the potential effects of increased employee discretion, scholars must also examine the mechanisms through which these benefits are delivered, and the context in which it is provided. In an effort to study discretion in context, we develop and test a moderated mediation model in the healthcare setting. Our findings support the hypotheses that employees stress mediates the relationship between discretion and turnover intentions. In addition, employee perceptions of staffing adequacy are shown to moderate the relationship between employee discretion and stress. Keywords:Discretion, Stress, Turnover

A MULTILEVEL INVESTIGATION OF TURNOVER INTENTION ANTECEDENTS

Chang, Wan-Jing April; National Hsinchu U. of Education; wjchang1@ms8.hinet.net Wang, Yung-Shui; China U. of Technology; yswang@cute.edu.tw Huang, Tung-Chun; Ching Yun U.; tch@mgt.ncu.edu.tw
Previous research on employee turnover intention has focused mostly on a single level of analysis. This multilevel study of 1,149 employees and 144 managers from a home improvement retail chain in Taiwan with 21 stores demonstrates that individual- and store-level factors were significantly associated with employee turnover intention: job characteristics explain the withinstore variance, and compensation, transformational leadership, age similarity and tenure similarity of employees explain the between-store variance, as well as the interaction of job characteristics with training and development. Theoretical and practical implications of the research are also discussed. Keywords:turnover intention, job characteristics, HR practices

ABILITY TO MANAGE RESOURCES IN THE IMPRESSION MANAGEMENT PROCESS

Brouer, Robyn L.; U. at Buffalo, SUNY; robynbro@buffalo.edu Gallagher, Vickie Coleman; Cleveland State U.; vcgallagher@att.net Wallace, Angela S.; U. at Buffalo, SUNY; angelawa@buffalo.edu
Based on key resources, conservation of resource (COR) theory, and Resource-GainDevelopment, we hypothesize that individuals who are able to manage their resources and thus utilize impression management effectively will gain resources, leading to positive work outcomes. Two studies were conducted. Study 1 found that individuals able to manage their resources more effectively used impression management to increase their actual resources. This increase in resources led to higher job satisfaction. Study 2 found that subordinates who were able to manage their resources were able to employ impression management to improve the quality of their relationships with their supervisor (as measured by leader-member exchange). This led to higher job performance. Strengths and limitations and directions for future research are discussed. Keywords:impression management, conservation of resources, resource-gaindevelopment

AN EXTENDED MODEL OF EMBEDDEDNESS: APPLYING NETWORK THEORY TO ENRICH JOB EMBEDDEDNESS THEORY
Hom, Peter; Arizona State U.; peter.hom@asu.edu Rogers, Kristie M; Arizona State U.; kristie.rogers@asu.edu Allen, David G.; U. of Memphis; dallen@memphis.edu Zhang, Mian; Tsinghua U.; zhangm6@sem.tsinghua.edu.cn

This investigation extends an innovative new theoretical approach explaining why employees stay, known as job embeddedness theory. Traditional schools of thought exclusively focus on why employees quit but this dominant orientation overlooks forces inducing them to stay, which represents a different psychological process than the withdrawal process. Drawing from network theory and turnover research, we propose a broad integrative framework that refine links (employee connections to workplace and community constituents) to more fully explain embeddedness. Going beyond earlier links operationalizations (emphasizing perceived totality of direct ties), we surveyed a national sample of financial service representatives and six restaurants in a large urban community. Using network methodology, we focused on affective strength of links as well as network closure among colleagues, social capital (contact status, structural holes, network centrality), and potentially unembedding social forces (normative prescriptions to leave and external social-capital networks). We found that network friendship centrality, normative pressures, defecting links, and colleague network closure explained unique variance in withdrawal cognitions and turnover beyond that by job embeddedness. Keywords:job embeddedness, turnover, Social Networks

AN OPTIMIZED REWARDS DISTRIBUTION (ORD) MODEL FOR JOB FUNCTIONS

Datta, Pratim; Kent State U.; datta.pratim@gmail.com Talebi Ashoori, Minoo; Kent State U.; mtalebia@kent.edu
How can a HR manager best distribute rewards among individuals in a job group? While the literature on compensation has established clauses for equitable reimbursements for individuals holding similar positions in a function or group, an objective grounding of rewards allocation has certainly escaped scrutiny. The aim of this research is to introduce a portfolio management scheme for HR rewards distribution. Akin to investing in capital assets, organizations invest considerable resources in their human capital. In doing so, organizations, over time, create a portfolio of human capital assets. The portfolio approach allows organizations to envision human capital assets as a set (i.e. a team, group, function), rather than independent contractors. The portfolio can be organized and managed for meeting various organizational objectives (e.g. optimizing returns and instrumental benefits, assessing resource allocations). We exemplify rewards distribution using four different rewards allocation scenarios based on HR managerial prerogatives. Keywords:Rewards Distribution, Optimization, Human Capital

ANALYSIS OF THE FACTORS WHICH AFFECT CREATIVITY IN JAPANESE BUSINESS

Hirakimoto, Hiroya; U. of Hyogo; hiroya@biz.u-hyogo.ac.jp Watada, Rie; Kobe U.; riewatada@hotmail.com
This research aims to clarify the factors which affect creativity (Creativity Factors) in business. And, we will verify that Creativity can be better predictor for business performance. We requested 158 respondents to answer web-based questionnaires consisting of 309 items within a definite period of time in 2008. We developed the items in reference to three researches; literature, a qualitative research in which we interviewed 20 Japanese creative CEOs in 2007, and a preliminary quantitative research with 303 sales persons in 2007. The respondents belong to a creative department in Japanese venture businesses. Their supervisors evaluated their creativity.

We used their supervisors f evaluation as a criterion variable of creativity (CV) and the sales performances of the respondents as a criterion variable of performance(Performance). And we used control variables such as sex, tenure, type of employment and IQ score. Our results showed that the relation of CV and the Creative Factors are statistically significant. The Creative Factors were "Idea Creation", "Information Gathering", hIssue Spotting h, hIntrinsic Motivation h , hExcessive Workload h, hRisk Taking h, hJob Contents h.And we also found that creativity predicts Performance significantly. Thus, selecting and assessing employees based on Creativity Factors evaluation means that we can efficiently employ high performers in business. Keywords:Creativity, Performance, IQ

ANTECEDENTS OF HUMAN RESOURCE MANAGEMENT SYSTEM CHANGES: FROM THE ATTENTION-BASED THEORY
Park, Tae-Youn; U. of Minnesota; parkx315@umn.edu Shaw, Jason D.; U. of Minnesota; shawx218@umn.edu Lee, KiYoung; U. of Minnesota; leex4240@umn.edu
The authors explore the antecedents of human resource management (HRM) system changes. Drawing upon attention-based theory, three hypotheses were proposed companies are more likely to change HRM systems in response to past poor performance when they have (1) high family culture, (2) high HRM investments experience, and (3) high level of communication among members. The hypotheses were tested in a two-wave study of single-unit supermarkets and then the results were replicated in another two-wave study of trucking organizations. Keywords:organizational performance, HRM system, organizational change

ANTECEDENTS OF INTERVIEW STRUCTURE: INTERVIEW TRAINING, PURPOSE, AND NATURE OF CONSTRUCTS ASSESSED
Raymark, Patrick H; Clemson U.; praymar@clemson.edu Slade, Benjamin H; Clemson U.; bslade@clemson.edu Seibert, Melinda; Aptima, Inc.; mseibert@aptima.com Odle-Dusseau, Heather; Gettysburg College; hodle@gettysburg.edu Doll, Jessica; Clemson U.; jdoll@g.clemson.edu Williams, Kate; Clemson U.; kwill@clemson.edu
In this study we examine whether interview training, the purpose of the interview (selection versus recruitment), and the constructs assessed in an interview are related to four different components of interview structure. Interviewers (N = 139 from 86 different organizations) provided data concerning the interviews that they conducted at a campus career center. Results revealed that interview training was related to increased interview structure, and that both the quality of the interview training and the structure of the interview were related to the interviewers perception that the interview was effective at selecting quality applicants. Keywords:Interviews

APPLYING UE THEORY TO EXPLAIN WHY FIRMS ADOPT HPWS-THEORETICAL DEVELOPMENT AND EMPIRICAL EXAMINATION
Tsao, Chiung-wen; Tajen U.; cwtsao@mail.tajen.edu.tw Chen, Shyh-jer; National Sun Yat-sen U.; schen@mail.nsysu.edu.tw
Drawing from upper-echelons (UE)theory and using firm-level company and survey data for Taiwan-based public firms, we investigate the linkages between top management teams perception towards HR value (TMT HR value), behavioral integration among team members(TMT behavioral integration), and the adoption of high performance work systems (HPWS) within organizations. We find that TMT HR value positively affects the adoption of HPWS. Additionally, when the level of TMT behavioral integration was accounted for, the results show that the relationship between TMT HR value and HPWS is significantly positive for TMT with higher degree of team behavioral integration. Keywords:top management team, Upper-Echelons Theory, high performance work system

ASIAN AND WESTERN MANAGEMENT STYLES, INNOVATIVE CULTURE AND PROFESSIONALS SKILLS
Yu, Pei-Li; National Cheng Kung U.; h4584933@ms24.hinet.net
A significant body of research has focused on the conceptualization of management styles (Asian style and Western style) showing evidence of a positive relationship between management style and professional skills. However, little attention has been drawn to how innovative culture affects this link. Keeping track of limited research in this issue, this study attempts to fill this gap by investigating the moderating effect of innovative culture on the link between management style and professional skills. Based on motivation theory, and treating innovative culture as a reinforcement motivation mechanism to strengthen employees learning behavior, hypotheses that assume such links are proposed and tested using a sample drawn from the high-tech industry. The hypotheses are partially supported, and the managerial implications of the results are discussed. Keywords:Innovative Culture, Professional Skills, Asian and Western Managment styles

AUTONOMY AND JOB SATISFACTION IN TRIADIC EMPLOYMENT RELATIONS

Nesheim, Torstein; SNF; Torstein.Nesheim@snf.no Olsen, Karen Modesta; NHH; karen.olsen@nhh.no Kalleberg, Arne L; U. of North Carolina, Chapel Hill; arnekal@email.unc.edu
In this paper we examine under which conditions workers employed by Temporary Help Agencies (THAs) obtain greater autonomy and job satisfaction. We analyze a representative sample of 2,678 agency employees. Three main findings are reported: (1) When agency employees work in the core activities of the client-firm, they have higher autonomy. (2) Support from THA is positively associated with autonomy and job satisfaction, however, support from both from THA and the client firm reduce job satisfaction. (3) Volition is associated with higher job satisfaction.

The paper adds to the literature on the quality of nonstandard jobs and to the management of agency workers in the client firms. Keywords:employment relations, temporary work, autonomy

BIG HAT, NO CATTLE? HIGH PERFORMANCE WORK SYSTEMS AND EXECUTIVES PERCEPTIONS OF HR CAPABILITY
Guthrie, James P.; U. of Kansas; jguthrie@ku.edu Flood, Patrick Christopher; Dublin City U.; patrick.flood@dcu.ie Liu, Wenchuan; Capital U. of Economics and Business; wenchuan.liu@ul.ie MacCurtain, Sarah; U. of Limerick; sarah.maccurtain@ul.ie Armstrong, Claire; U. of Limerick; claire.armstrong@ul.ie
This study examines the relationship between the use of high performance work systems (HPWS) and firms human resource capabilities, as reflected in measures of workforce human capital, social capital and HR department strategic capability. Based on survey responses from 132 firms, we match HR Managers descriptions of human resource practices with the evaluations of HR capabilities provided by firms general managers (GMs). Results indicate that general managers assessments of their firms HR capabilities are significantly influenced by relative HPWS use. When HR managers report higher utilization of high performance HR practices, the GM respondents (1) evaluate their firms workforce as having higher levels of human capital and social capital and (2) believe their HR departments have higher levels of strategic capability and value. Based on previous arguments, we also tested and found a curvilinear relationship between HPWS use and GMs evaluations of HR departments. Beyond a certain threshold, the positive association between HPWS and GMs assessments of HR department strategic value attenuates and becomes non-significant. Keywords:strategic human resource management, high performance work systems, HR capability

BIOLOGICAL INFORMATION AND THE CHANGING LANDSCAPE OF HUMAN BEHAVIORAL RESEARCH

Clark, Brent; U. of Missouri - Columbia; bbc356@mail.missouri.edu
Biology and the social sciences are colliding and collaborating in increasingly frequent and important ways. In particular, genetics has proven to be a game-changing aspect of the research and theory of human behavior. This paper examines this topic within the context of personnel selection. The dialogue begins with a brief discussion of personnel selection followed by several topics surrounding behavioral genetics that are relevant to current directions and some potential future directions of personnel selection. Beyond summarizing what we currently know, this paper also discusses ways in which theory, research, and practice will be impacted by further scientific progress. In addition, a brief discussion is included of some practical, legal, and ethical considerations in using genetic information in the 21st century. Keywords:Genetics, Human Behavior, Personnel Selection

BOUNDARY SPANNING ELEMENTS OF PROFESSIONALISM: PRELIMINARY FINDINGS OF A SYSTEMATIC REVIEW

de Jong, Jeroen; Tilburg U.; j.p.dejong@uvt.nl Winthagen, Thijs; Tilburg U.; t.winthagen@uvt.nl
The concept of professionalism and its building blocks remain subject of debate. The aim of this paper is to review profession-specific research to draw conclusions on boundary-spanning elements of professionalism. Using Web of Science, we systematically identified 125 papers reporting research on professionalism and its elements by means of empirical or review approaches. In this paper, we will present our findings that are based on 50 papers that were selected from this database based on alphabetical order. From this set of papers, we conclude that research on professionalism is presented on the basis of three perspectives; professionalism as imposed ideology, professionalism as shared identity, and professionalism as perceived behavior. The analysis of the elements emerging from the 50 sources resulted in 12 clusters of elements of professionalism; appearance, attitude, behavior, excellence, craft development, job, knowledge, personal, relational, skill, institutional, and values. Keywords:Professionalism, Review

CAN YOU TAKE IT WITH YOU? A FIELD INVESTIGATION EXAMINING THE PORTABILITY OF WORK EXPERIENCE.
Klimchak, Malayka; Winthrop U.; malayka_klimchak@hotmail.com Morrell, Daniel L.; Middle Tennessee State U.; dmorrell@mtsu.edu Mahony, Douglas; Lehigh U.; dmm309@Lehigh.EDU
While numerous studies have demonstrated a positive link between previous job experience and subsequent job performance (e.g. Judge et al., 2007), others have found that the link between experience and performance is weak or even negative (e.g. McDaniel & Schmidt, 1985). This study seeks to obtain a more nuanced understanding of the portability of prior work experience as it relates to job performance. Through a field study of newcomers with varying degrees of previous work experience, we hope to further explicate the linkages between experience and performance. Furthermore, we examine two moderators of the relationship between prior industry experience and job performance. Keywords:Job performance, Experience, Careers

COMPARING THE PREDICTIVE POWER OF NATIONAL CULTURE DISTANCE MEASURES: HOFSTEDE VERSUS PROJECT GLOBE
Oh, Kyetaik; Chung-Ang U.; ok8941@hotmail.com Pieper, Jenna Renae; U. of Wisconsin, Madison; jrpieper@wisc.edu Gerhart, Barry; U. of Wisconsin-Madison; bgerhart@bus.wisc.edu
National culture has been shown to influence various work behaviors, attitudes, and outcomes (Kirkman et al., 2006). National culture distance (NCD) is used to determine when cultural differences are largest and, by implication, of most potential relevance to managing employees.

This study compares NCD measures based on Hofstede and Project GLOBE to determine their relative ability to predict organizational commitment (OC) and workplace cultural distance (WCD). We also examine whether the influence of NCD on OC is mediated by WCD. Results from multilevel analyses based on a sample of 1941 migrant and local workers in 211 Korean (domestic and overseas) plants indicated that NCD, whether based on Hofstedes national culture scores or on Project GLOBEs national culture scores, had similar predictive power. Further, the effects of both NCD measures on OC were largely direct (i.e., not mediated by WCD). Keywords:National Culture, Organization effects, Organizational Commitment

COMPLEMENTARITIES BETWEEN HIGH INVOLVEMENT WORK PRACTICES AND INNOVATION IN GEOGRAPHICAL CLUSTERS
Cespedes-Lorente, Jose; U. of Almeria; jcespede@ual.es Martnez-del-Ro, Javier; U. de Almeria; jamartin@ual.es
This paper studies the nature of the relationship between High Involvement Work Practices (HIWPs), innovation and performance in the context of geographical clusters. We propose and test for HIWPs the role of complementary asset to innovation and confront it with the universalistic approach. This paper also studies the influence of a number of geographical cluster features on the development of competitive capabilities related to HIWPs and innovation. Results support that non-redundancy in the managers contacts network and local rivalry foster innovative capabilities in clusters but not HIWPs. Keywords:High involvement work practices, innovation, geographical clusters

CONCEPTUALIZING GLOBAL PROACTIVITY: A GENERALIZABLE PROACTIVE PROCESS

Thomas, Jeffrey P.; Florida International U.; jthom016@fiu.edu Kraus, Eyran; City of MIami, Employee Relations; EKraus@miamigov.com Matamala, Alejandra; Florida International U.; amatamala1@gmail.com Michel, Jesse S.; Florida International U.; jmichel@fiu.edu Viswesvaran, Chockalingam; Florida International U.; vish@fiu.edu
This paper has been designed to advance an integrative understanding of proactivity across contexts and disciplines by extending preliminary research on generalizable proactive processes. Authors conceptualize and discuss a three-phase model of overall proactivity, which includes elements of proactive vision, facilitation, and perseverance. In Study 1, confirmatory factor analysis is used to evaluate the hypothesized model of overall proactivity. Data from a preliminary sample of 464 undergraduate student participants supported the hypothesized model of overall proactivity, as established proactivity scale items were linked to unifying elements of overall proactivity. Further support for the proposed model of overall proactivity was found in Study 2, as the hypothesized factor structure was replicated within data from a validation sample of 471 government job candidates. Implications, limitations, and future research avenues are discussed. Keywords:proactive, process, integration

CONSTRAINTS OF LINE MANAGERS' HR PERFORMANCE: THE IMPACT OF ORGANIZATIONAL CHARACTERISTICS

Nehles, Anna Christina; U. of Twente; a.c.nehles@utwente.nl van Riemsdijk, Maarten J.; U. of Twente; m.j.vanriemsdijk@saxion.nl Looise, Jan C; U. of Twente; j.c.looise@utwente.nl
The purpose of this study is to investigate which HR constraints line managers perceive in implementing HR practices on the work floor in four Dutch organizations, taking their organizational characteristics into consideration. The literature about devolving HR responsibilities to the line identifies five constraining factors for HR performance, but does not differentiate between different organizational situations and its impact on which constraints are important. We present four case studies, in which we base our findings about which organizational characteristics influence the perceived HR constraints on quantitative and qualitative data of the cases. The qualitative data reveal more organizational characteristics than previously measured in a quantitative way. Keywords:devolution, line management, case study

DO WORKERS WITH WORK-FAMILY CONFLICT HIT A GLASS CEILING? A META- ANALYTIC STUDY
Hoobler, Jenny M.; U. of Illinois, Chicago; jhoobler@uic.edu Hu, Jia; U. of Illinois, Chicago; jasmine.jia.hu@gmail.com Wilson, Morgan; U. of Illinois, Chicago; morgan.s.wilson@gmail.com
Based in Conservation of Resources (COR; Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains this should have implications for evaluations of their performance, and ultimately affect more objective career outcomes such as salary and hierarchical level attained, as well as attitudinal outcomes such as career satisfaction. Our meta-analysis includes 96 studies, for a combined sample size of 32,783. We find mixed support for our model and conclude with implications for future research and practice. Keywords:work-family, career, performance

DOES COLLECTIVE BARGAINING AFFECT PROFITS OR REACT TO IT? EXAMINATION OF FRENCH ESTABLISHMENTS
Laroche, Patrice; U. of Nancy 2; patrice.laroche@univ-nancy2.fr Wechtler, Heidi; Sorbonne Business School / IAE Paris; wechtler@iae.univparis1.fr
How do unionization and collective bargaining affect firm financial performance? In this paper, we revisit this question using a nationally representative sample of French firms. In exploring the effects of bargaining at firm and workplace-level we found that the union effect seems to be contingent on institutional factors and the relationship between unions and profitability appeared

to be different in France than in other countries. In particular, we found that unionization in France is associated with poorer financial performance in single-site firms although, among multi-site firms, it is those with workplace-level bargaining who perform most poorly. These results in the French context provide support to challenge the neo-classical economic view found in the literature and suggest that union presence does not inevitably reduce firm performance. The heterogeneity of these union effects in multi-site and single-site firms were not anticipated and are worthy of further exploration in future research. Keywords:union, performance, collective bargaining

DOING E-HRM AND DOING IT RIGHT: WHEN DOES E-HRM UTILIZATION LEAD TO IMPROVEMENTS IN HRM SERVICES?
Bondarouk, Tanya; U. Twente, The Netherlands; t.bondarouk@utwente.nl Harms, Rainer; U. of Twente; r.harms@utwente.nl Lepak, David P.; Rutgers U.; lepak@smlr.rutgers.edu
Electronic Human Resource Management (e-HRM) is generally expected to make the HRM function more effective and more efficient. However, empirical evidence on the benefits of e-HRM is scarce. The purpose of this study is to analyze the impact on performance of two key aspects of e-HRM: the IT strength and the HRM strength. Using the concept of HRM strength and Adaptive Structuration Theory, we test whether the frequency of e-HRM usage mediates the relationships between the IT and HRM strengths and performance, and whether the strength of the mediation differs under regimes of high and low appropriation. While our findings identify strong direct effects, neither mediation nor contingent mediation effects could be identified. Keywords:HRM services, HRM strength, electronic HRM

DON'T LET KNOWLEDGE WALK AWAY: KNOWLEDGE RETENTION DURING ORGANIZATIONAL DOWNSIZING
Schmitt, Achim; Audencia School of Management; aschmitt@audencia.com Borzillo, Stefano; CERAM; borzillo@gmail.com Probst, Gilbert; U. of Geneva; gilbert.probst@unige.ch
While organizational downsizing is a popular strategy in todays business environment, the theoretical debate on this phenomenon is divergent: some scholars consider organizational downsizing beneficial to operational effectiveness, whereas others question whether this strategy improves a firms long-term performance. Among others, the literature holds the potential damage that organizational downsizing may do to organizational learning accountable for this misperception. In this paper, we build on these tensions and develop a comprehensive framework that explores the relationships between organizational downsizing and knowledge retention. By holding distinct organizational levels responsible for knowledge retention, we derive propositions that contribute to a better understanding of how firms can avoid critical knowledge losses during downsizing efforts. The theoretical and practical implications are discussed. Keywords:Organizational Downsizing, Organizational Memory, Knowledge Retention

DUAL SUPPORT IN CONTRACT WORKERS TRIANGULAR EMPLOYMENT RELATIONSHIPS

Buch, Robert; BI Norwegian School of Management; Robert.Buch@bi.no Kuvaas, Bard; BI Norwegian School of Management; bard.kuvaas@bi.no Dysvik, Anders; BI Norwegian School of Management; anders.dysvik@bi.no
This study investigated the interplay between perceived investment in contract worker development by the client organization and contract workers perceived organizational support from their temporary employment agency. A study among 2022 contract workers from three temporary employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers perceived organizational support from the agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the client organization was accompanied by higher levels of perceived support from the temporary employment agency. These findings suggest that client organizations that hire from temporary employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers development. Keywords:Temporary employment, Perceived organizational support, Social exchange

DYSFUNCTIONAL BOSS-SUBORDINATE DYADS: EXTENDING THE INFLUENCE OF HR

Manzoni, Jean-Francois; IMD; jean-francois.manzoni@imd.ch Barsoux, Jean-Louis; IMD; jean-louis.barsoux@imd.ch
Through in-depth field research, we have identified a powerful self-fulfilling and self-reinforcing dynamic that helps to explain the genesis of many dysfunctional working relationships. The dynamic initially suppresses compassion in one or both parties and as a result undermines the passion in the other party, whose engagement progressively diminishes. Drawing on several streams of research, we first analyze the mechanisms that contribute to the development of such relationships. We then highlight the direct and indirect human and organizational costs of dysfunctional boss-subordinate relationships, including their time-consuming impact on the HR function. Finally, we explore various dimensions along which HR practitioners can contribute to interrupting and preventing those dynamics hence promoting business effectiveness, compassion in the workplace, and extending their role and their credibility within the business. It is a ubiquitous phenomenon and of relevance to HR academics in all areas of research. Keywords:HR, dysfunctional relationships, coaching

EFFECTIVENESS OF CANADAS EMPLOYMENT EQUITY LEGISLATION FOR WOMEN: IMPLICATIONS FOR POLICY MAKERS
Jain, Harish C.; McMaster U.; jainhar@mcmaster.ca Lawler, John; U. of Illinois; jjlawler@uiuc.edu Bai, Bing; U. of Redlands; bing_bai@redlands.edu Lee, Eun Kyung; U. of Illinois, Urbana-Champaign; elee67@illinois.edu

This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to female employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1997 to 2004. The most significant finding is that employment equity has increased over time, but at a diminishing rate. If fact, there now may be something of a downturn in employment equity for women in the industries covered by the EEA. Several policy implications following from the study are provided. Keywords:Employment Equity Act, Women

EFFECTS OF PRESTIGIOUS JOB TITLES IN RECRUITMENT ADVERTISEMENTS: A MODEL AND ITS EMPIRICAL TEST
Templer, Klaus J.; Nanyang Technological U.; akjtempler@ntu.edu.sg
Based on self-theories, the instrumental-symbolic framework, the signaling construct, and expectancy theory, a process model was proposed that describes, explains, and predicts how and why prestigious job titles in job advertisements evoke in potential applicants higher job expectations and higher intention to apply. In study 1, participants were 456 undergraduate students as potential applicants for a salesperson part-time job; in study 2, participants were 206 salespersons employed in shopping malls. Both groups expressed higher job expectations if the job was advertised with a prestigious title. Study 1 participants also expressed higher intention to apply, but salespersons already employed in a similar job did not. Job expectations mediated the relationship between job title and intention to apply. The results led to a revision and refinement of the model. Managerial implications for recruitment practice are discussed. Keywords:recruitment, job title, applicant reactions

EMOTIONAL DISSONANCE, EMOTIONAL EXHAUSTION, AND TURNOVER INTENTION: MODERATION EFFECT OF POS
Mishra, Sushanta Kumar; Indian Institute of management Indore; sushantam@iimahd.ernet.in
Based on a sample of 468 medical sales representatives (MSRs) in Indian pharmaceutical context, the present study found support for the moderation effect of perceived organizational support (POS) on the relationship between emotional dissonance and emotional exhaustion as well as between emotional exhaustion and turnover intention. The study also tests the mediation effect of emotional exhaustion on the relationship between emotional dissonance and turnover intention. Contributions of the study to the literature and to human resource management (HRM) practices are discussed. Keywords:Emotional dissonance, Turnover Intention, Emotional Exhaustion

EMPLOYEE PERFORMANCE AS A FUNCTION OF AN INTEGRATIVE PAY-FOR-PERFORMANCE FRAMEWORK

Nyberg, Anthony J; U. of South Carolina; anthony.nyberg@gmail.com Pieper, Jenna Renae; U. of Wisconsin, Madison; jrpieper@wisc.edu Trevor, Charlie O.; U. of Wisconsin-Madison; ctrevor@bus.wisc.edu
There has been growing interest in the degree to which pay-for-performance can contribute to employee performance and ultimately to organizational performance. Yet, limited research attention has been paid to multiple dimensions of the pay-for-performance construct and the contextual conditions that moderate the efficacy of pay-for-performance practices. Based on expectancy theory, procedural justice, and the notion of compensatory effects among multiple pay outcomes, we examined how a variety of pay-for-performance characteristics affect future employee performance. Keywords:Pay-for-performance, Future job performance, Long-term effects

EMPLOYEE REACTIONS TO PERFORMANCE APPRAISAL: A META-ANALYSIS AND TEST OF THE DUE PROCESS MODEL
Pichler, Shaun; California State U., Fullerton; spichler@fullerton.edu
Performance appraisal is one of the most heavily researched topics in human resource management, and employee reactions to appraisals are an important outcome of the appraisal process (some scholars and practitioners say the most important outcome), yet there has been a critical science-practice gap in this literature in that research has not produced a coherent understanding of why employees react in different ways to appraisals. The purpose of this paper is to provide an integrative framework to organize this literature, using the due process model of performance appraisal, including mediators and moderators of main effects. A related purpose is to test, using meta-analytic correlations and multivariate analyses with these meta-analytic correlations, some of the relationships articulated by this framework, as to guide future theory, research and practice related to performance management and appraisal. Keywords:Performance appraisal, Employee reactions, Due Process

EMPLOYEE REACTIONS TO TERMINATION INTERVIEWS: EFFECTS OF LANDMINE PHRASES AND MENTIONING POSITIVES
Karau, Steven J.; Southern Illinois U. Carbondale; skarau@cba.siu.edu Walker, Sean; Southern Illinois U. Carbondale; scwalker@siu.edu
Despite the everyday importance of terminations, little research has examined how different termination interview practices affect employee reactions. Two scenario-based experiments examined how statements made during the termination affected various perceptions and reactions. Experiment 1 found that mentioning positive contributions of the employee, as well as making organizationally-focused and managerially-focused statements, increased positive perceptions of the termination interview. Experiment 2 found that managers expressing low levels of empathy evoked highly negative reactions, whereas those expressing high levels of empathy produced some positive reactions. These results suggest that the manner in which termination interviews are conducted has several important consequences.

Keywords:landmine phrases, termination interviews, employee reactions

EMPLOYMENT-ORIENTED PERSONALITY MEASURES AND SEX-BASED DIFFERENTIAL PREDICTION OF PERFORMANCE

Berry, Christopher; Texas A&M U.; cmberry@tamu.edu Kim, Anita; Texas A&M U., College Station; anitakim@tamu.edu Wang, Ying; U. of Sheffield; y.wang@sheffield.ac.uk Thompson, Rebecca; Texas A&M U., College Station; beckersd13@aol.com
Virtually no research has investigated sex-based differential prediction of personality tests. Using a Five-Factor-Model personality test in two managerial samples, the current study found differential prediction in 9.3% of analyses. This is more than is expected due to chance, given alpha=.05, but suggests that differential prediction was not particularly common. Most instances of differential prediction were in the form of intercept differences between sexes, but there was no consistent pattern of over- versus under-prediction of performance. Patterns of results suggested that the few instances of differential prediction were likely a function of criterion measurement issues, rather than personality test bias. Keywords:Differential Prediction, Personality, Sex

ENHANCING COMMITMENT AND PERFORMANCE: THE CROSS-LEVEL, DOUBLE MEDIATION EFFECTS

Takeuchi, Riki; Hong Kong U. of Science and Technology; mnrikit@ust.hk Way, Sean A.; Cornell U.; saw234@cornell.edu
Building on prior strategic human resource management (HRM) research, we propose cross-level mediating mechanisms through which group-level high performance work system (HPWS) use enhances individual group member job performance behaviors. We test our hypotheses using data collected from 701 food and beverage (F&B) managers working in 120 hierarchical workgroups in 40 Asian hotel property F&B departments. Results of random coefficient modeling analyses provided general support for the hypothesized relationships but they also highlighted more intricate relationships among group-level HPWS use, group-level concern for employee climate, individual commitment, and individual job performance behaviors (task performance, organizational citizenship behavior aimed toward individuals, and organizational citizenship behaviors aimed toward organizations), suggesting multiple pathways through which HPWS impact job performance. Keywords:Strategic HRM, High Performance Work Systems, Multilevel theorizing

ENHANCING NPD PERFORMANCE THROUGH HUMAN RESOURCE MANAGEMENT

Liang, Hsiao-Yun; National Cheng Kung U.; Ireneyun0916@gmail.com Hsu, Chu-Chun; Southern Taiwan U.; hsuchuchun@ntu.edu.tw

The purpose of this study is to examine the roles of innovation supportive culture and social capital in the relationship between Human Resource Management (HRM) practices and new product development (NPD) performance in organizational context. A sample of 104 Taiwanese firms at electronic industry is used to identify the linkage between constructs. The results demonstrated that HRM practices contributed to the development of innovation supportive culture and social capital within the organizational context. Meanwhile, both innovation supportive culture and social capital were significantly and positively related to NPD performance. This study also found the existence of the mediating roles of innovation supportive culture and social capital in the relationship between HRM practices and NPD performance. These results reinforce the importance of both two organizational mechanisms and their contribution toward organizational performance, especially NPD. Keywords:HRM practices, Social Capital, NPD performance

EXAMINING THE STRUCTURE AND DETERMINANTS OF TOP OFFICERS' PAY IN AMERICAN LABOR UNIONS
Klein, Felice B.; Cornell U.; fbk3@cornell.edu Hallock, Kevin; Cornell U.; kfh7@cornell.edu
Although labor unions continue to represent over 12% of the workforce, little is known about how leaders of these organizations are compensated. The work reported in this paper is an effort to use agency theory and tournament theory to explain the disparity in pay of the top three officers of international, intermediate, and local labor unions. We do this by analyzing compensation data in 14,538 different unions across eight years. Among our findings are as membership and average member wage increase, so does the pay of the top three officers of the union. We also find that within unions the number of officers is correlated with the prize of the top officer, and although unanticipated, we find that top officers generally have lower pay- performance relationships than officers below them. In the end, compensation in unions cannot be completely described by either model by itself. Keywords:Compensation, Unions, Panel data

EXCHANGE CLIMATE: A MULTILEVEL PSYCHOLOGICAL CONTRACTS PERSPECTIVE ON HRM RESEARCH

Hglund, Mathias; Hanken School of Economics; mathias.hoglund@hanken.fi
I review previous HRM literature on the processes through which HRM can influence outcomes at different levels of analysis. I apply a signaling perspective of HRM to illustrate how the psychological contract can be used as a framework for future HRM research focusing at the work group level. I distinguish HRM system content and process features based on previous literature to develop a multilevel model depicting HRM influences within the context of work groups on individual and work group level employee obligations and propose how the psychological contract can be raised to the workgroup level of analysis. Implications for workgroup outcomes are discussed. Keywords:HRM, Social exchange theory, Multilevel

EXPLORING THE EFFECTS OF RETESTING ON SUBGROUP DIFFERENCES AND CRITERION-RELATED VALIDITY

Van Iddekinge, Chad H.; Florida State U.; cvanidde@fsu.edu Morgeson, Frederick P.; Michigan State U.; morgeson@msu.edu Schleicher, Deidra J; Purdue U., West Lafayette; deidra@purdue.edu Campion, Michael A.; Purdue U.; campionm@mgmt.purdue.edu
Despite recent interest in the practice of allowing job applicants to retest, surprisingly little is known about how retesting affects two of the most critical factors on which staffing procedures are evaluated: subgroup differences and criterion-related validity. We examined these important issues in a sample of candidates who completed a job knowledge test for a within-job promotion. This was an ideal context for these questions because we had job performance data on all candidates (N = 403), regardless of whether they passed or failed the promotion test (i.e., there was no direct range restriction). Findings showed that retest effects varied by subgroup, such that females and younger candidates improved more upon retesting than did males and older candidates. There also was some evidence that Black candidates did not improve as much as did candidates from other racial groups. In addition, among candidates who retested, their retest scores were significantly more predictive of subsequent job performance than were their initial test scores (rs = .38 versus .27). The overall results suggest that retesting does not negatively affect criterion-related validity, and may even enhance it. Further, retesting may reduce the likelihood of adverse impact against some subgroups (e.g., female candidates), but increase the likelihood of adverse impact against other subgroups (e.g., older candidates). Keywords:staffing, personnel selection, retesting

EXPLORING THE INFLUENCE OF GOAL ORIENTATION FROM A PATTERN PERSPECTIVE

Esson, Patrice; Fanshawe College; pesson@fanshawec.ca Donovan, John; Rider U.; jdonovan@rider.edu

Keywords:None

EXTERNAL EFFECTS OF EDUCATIONAL DIVERSITY WITHIN OCCUPATIONS

Tuor, Simone N.; U. of Zurich; simone.tuor@isu.uzh.ch
Drawing from a management and an economic perspective, we discuss sources of external effects of co-workers education within occupational groups. The theories predict a positive relationship between the level (and diversity) of human capital and the level of pay in an occupational group. We test our hypotheses using linked employer-employee data to obtain information about the occupational group and the individual worker. The results support our theoretical predictions: there are external effects of co-workers education within occupational

groups. These effects vary by type of occupation and education. We discuss implications for workers employment decisions, firms recruitment strategies and policy considerations. Keywords:diversity effects, spillover effects, workforce composition

FEEDBACK ORIENTATION AND FEEDBACK ENVIRONMENT INTERACTION IN ORGANIZATIONAL EFFECTIVENESS

Thompson, Darlene J; U. of Akron; dt29@zips.uakron.edu Levy, Paul E.; U. of Akron; pelevy@uakron.edu

Keywords:None

FLEXTIME AND PROFITABILITY: THE MODERATING ROLE OF ORGANIZATIONAL BUSINESS STRATEGIES

DeVoe, Sanford Ely; U. of Toronto; Sanford.DeVoe@rotman.utoronto.ca Lee, Byron; U. of Toronto; byronlee@gmail.com
Generalizeable assessments of how flexible work schedules (flextime) influence profitability has proven elusive. Using a unique dataset representative of organizations in Canada, we examine the effect of flextime in combination with organizational business strategies to predict profitability. Using fixed effects and controlling for prior profitability, we find that flextime increases profitability when implemented within an employee-centered business strategy and decreases profitability when implemented within a cost reduction business strategy. These findings support the often theorized benefits of alignment between human resource practices and organizational strategy that has yet to be explored for the implementation of flextime. Keywords:flextime, profitability, strategy

GOAL ORIENTATION AND CREDIBILITY EFFECTS ON EFFORT AFTER NEGATIVE FEEDBACK

Schmidt, Gordon Bruce; Michigan State U.; schmi306@msu.edu Park, Guihyun; Michigan State U.; parkguih@msu.edu Ilgen, Daniel R.; Michigan State U.; ilgen@msu.edu

Keywords:None

HARNESSING BOOMERANG EMPLOYEES: THE LASTING EFFECTS OF MENTORSHIP AND RECOGNITION

Harris, Brad; Texas A&M U.; brad.harris@tamu.edu Shipp, Abbie J.; Texas A&M U.; ashipp@mays.tamu.edu Furst, Stacie; U. of Cincinnati; Stacie.Furst@uc.edu Rosen, Benson; U. of North Carolina; Ben_Rosen@unc.edu
In todays economy, organizations make substantial investments in their employees in order to build intellectual capital. Accordingly, rapid turnover can be extremely costly for organizations. While a large literature explores the antecedents and costs of turnover, research largely fails to consider the possibility that employees may leave but later return to an organization. In this paper, we analyze approximately 800 alumni and boomerang employees in an international professional services firm. Using logistic regression, we find that mentorship and recognition during first tenure significantly predict whether an employee will return to the organization. Implications include greater commitment and less required socialization. Keywords:Turnover, Human Resources, Boomerang

HELP ON THE HUNTING TRAIL: AN EXPLORATORY ANALYSIS OF MEDIATED LABOR POACHING FROM COMPETITORS
Horn, Sarah; Maastricht U.; S.Horn@maastrichtuniversity.nl Heijltjes, Marielle; Maastricht U.; m.heijltjes@maastrichtuniversity.nl Van Olffen, Woody; RSM Erasmus U.; wolffen@rsm.nl
This study empirically investigates whether poaching employees from direct competitors, namely competitor recruitment (CR), is a common recruitment practice and under which conditions it occurs. Qualitative interview data from 19 consultants working with top executive search firms in Germany indicate that CR oftentimes affects middle-management and specialist positions with a strong industry-specific knowledge component. Despite arguments against engaging in CR, our data suggest that CR can be a valuable tool to cope with internal talent shortages. Keywords:Labor Mobility, Strategic Poaching, External Recruitment

HIGH PERFORMANCE WORK SYSTEMS AND TURNOVER: HR PRACTICES IN SMALL AND MEDIUM ENTERPRISES
Klaas, Brian S.; U. of South Carolina; klaasb@moore.sc.edu Klimchak, Malayka; Winthrop U.; malayka_klimchak@hotmail.com Ward, Anna Katherine; U. of South Carolina; annakward@hotmail.com
We examine 1) the effect of high-performance work systems (HPWSs) and firm leader HR background on turnover in small business organizations, and 2) how the leaders capacity to obtain knowledge as HR programs are being designed and implemented might moderate this relationship. Using archival data and survey responses from 300 small businesses, we found that: a) firm leader HR background directly affects voluntary turnover; b) HPWSs partially mediate the HR background/turnover relationship; and c) the HPWS/turnover relationship is moderated by factors associated with the capacity to obtain additional knowledge as HR programs are being designed and implemented.

Keywords:Human Resources, Turnover, High Performance Work Systems

HIGH PERFORMANCE WORK SYSTEMS IN LOW-WAGE AMERICA: INDUSTRY WAGES, HRM AND EMPLOYEE TURNOVER
Guthrie, James P.; U. of Kansas; jguthrie@ku.edu Datta, Deepak K; U. of Texas, Arlington; ddatta@uta.edu Wadhwa, Preeti; U. of Kansas; pwadhwa@ku.edu
This study explores the impact of high-performance work systems (HPWS) on both voluntary and involuntary employee turnover. Guided by contingency theory, we examine whether industry wage rates moderate the relationship between HPWS and firm-level measures of voluntary and involuntary turnover. Our findings suggest that the impact of HPWS on voluntary turnover is more pronounced in industries with relatively lower wage rate, resulting in significant reduction of voluntary turnover. The effect of industry wage on the relationship between HPWS and involuntary turnover was not significant. Our results advance the extant research by identifying an important contingent factor that may affect the strength of the HPWS - turnover relationship across industries. Word Count: (109) Keywords:High performance work systems, Turnover, Industry wages

HIGH-COMMITMENT HRM SYSTEM AND TOP TALENT MANAGEMENT PRACTICE: COMPLEMENTARY OR SUPPLEMENTARY FIT?
Son, Jooyeon; UIUC-ILIR; son22@illinois.edu
The person-environment (P-E) fit paradigm has been received extensive conceptual development in Organizational Behavior field. In this article, the concepts of complementary and supplementary fit that represent two distinct streams in P-E fit paradigm are used to explain how high commitment human resource management practices and Top Talent Management practice, or Hacksiminjae practice interact in Korean companies. Also, there has been growing interest in the degree to how high commitment human resource management practices contribute to organizational knowledge creation, yet limited amount of research has empirically examined the relationship between high commitment human resource management practices and knowledge creation. Thus, in this study, first, the relationship between high commitment human resource management practices and knowledge creation is examined. Second, the moderating effect of Top Talent Management practice on this relationship is figured out. Keywords:Top Talent Management Practice, High Commitment Human Resource Management Practices, Fit

HIGH-PERFORMANCE WORK SYSTEMS AND EMPLOYEE CREATIVITY

Aryee, Samuel; Aston U.; s.aryee@aston.ac.uk Chu, Chris WL; Stockholm School of Economics; chuwl@aston.ac.uk

Liu, Zhiqiang; Hua Zhong U. of Science and Technology; zqliu@mail.hust.edu.cn

Based on self-determination theory (SDT) this study proposed and tested a model of the processes linking high performance work systems (HPWS) and employee creativity. Data were obtained from supervisor-subordinate dyads in multiple organizations (N=54) in China. Results of hierarchical linear modeling (HLM) revealed that HPWS was related to supervisor-rated employee creativity but this relationship was indirect through intrinsic motivation. Furthermore, learning orientation moderated the HPWS-intrinsic motivation relationship such that the relationship was stronger for individuals high rather than low in learning orientation. In addition to highlighting the utility of SDT, these findings further our understanding of the individual level processes through which HPWS influences employee creativity. Keywords:high performance work systems, intrinsic motivation, creativity

HIRING FOR STRENGTH, HIRING FOR WEAKNESS: EVIDENCE OF INTERNAL STRATEGIC FIT FROM THE NFL
Hill, Andrew; Harvard U.; ahill@hbs.edu
Upper echelons research explores the sources and implications of fit between the competitive context of the firm and the characteristics of senior management. A firms performance depends on a combination of activities, and most firms are not equally proficient in all areas. Some CEOs are hired for weakness (functional background is in an area of lagging firm performance). Conversely, others are hired for strength. Examining the hiring of NFL head coaches, this paper finds that CEOs hired for weakness underperform those hired for strength, and that the difference is moderated by whether the hire is an insider or outsider. Keywords:upper echelons, person-organization fit, human capital

HOW DO HRM ARCHETYPES EFFECT FIRM INNOVATION AND PERFORMANCE? AN INTERACTION-MEDIATION MODEL TEST
Zhou, Yu; Renmin U. of China; zhouyuzoy@gmail.com Liu, Xiao-yu; U. of International Business and Economics; rainy306@163.com
This paper takes a social dynamics perspective to understand two HR archetypes in influencing firm innovation and performance. Using data from 179 organizations in China, we found that both commitment-oriented HR system, which emphasized internal cohesiveness, and collaborationoriented HR system, which were intended to build external connections, contributed to innovation outcomes and firm bottom-line performance. In addition, distinct from previous studies, our results showed an attenuate interaction effect between the two HR systems to predict innovation outcomes, indicating an ambidexterity between two systems. Using decomposition analytical approaches, we also found support for a mediated-moderation path model. Ideas for future research and practical implications are discussed. Keywords:Performance, HRM, Innovation

HOW DOES EXECUTIVE PAY AFFECT WORKERS?: AN ANALYSIS OF EMPLOYEE RELATIONS AND PRODUCTIVITY
Fulmer, Ingrid; U. of South Carolina; ingrid.fulmer@mgt.gatech.edu Nyberg, Anthony J; U. of South Carolina; anthony.nyberg@gmail.com
Some have argued that high levels of executive pay are harmful to worker morale and possibly to worker productivity because they engender negative reactions on the part of workers. This view relies at least implicitly on the assumption that employees will behave as predicted by relative deprivation theory and equity theory and will generally perceive themselves as relatively disadvantaged; this is an assumption that may not be valid in all organizations. We posit that the relationship between the pay of executives and the attitudes and actions of employees in the same organization is likely influenced by other factors, such as the pay level of key workers themselves and whether employees view the organization and its management with a competitive/adversarial or a cooperative/ shared success mindset. Among organizations that treat employees well in general, we argue that cooperative framing effects may occur such that high executive pay does not have a negative effect and may even have a positive effect on workforce outcomes. Using a group of publicly traded firms from Fortunes lists of 100 Best Companies to Work for in America published from 2001 through 2008, we examined how firmlevel employee relations and productivity are affected by CEO pay as reported for the previous year (total compensation and salary). We found that higher total CEO compensation was associated both with better employee relations and with higher worker productivity. CEO salary levels were also positively associated with worker productivity, but only in organizations with relatively lower paid hourly/production workers. These results suggest that among firms that treat their employees well, workers are not necessarily demotivated by executive pay. Keywords:Executive pay, Employee attitudes, Productivity

HOW DOES HRM ENHANCE STRATEGIC CAPABILITIES?: AN EVIDENCE OF THE KOREAN MANAGEMENT CONSULTING FIRMS
Kim, Andrea; Rutgers U., Dept. of HRM; andrea12@eden.rutgers.edu Lee, Choonwoo; U. of Seoul; choonwoo@uos.ac.kr
This study examines strategic capabilities as an intermediate outcome in the HRM-performance linkage. We suggest that organizations can improve performance by aligning HR practices with intellectual capital of strategic jobs that are crucial to strategic capabilities. Regression analyses with a sample of 41 management consulting firms in Korea substantiated that HR practices targeted for social capital of strategic jobs positively influence strategic capabilities and organizational performance. We contribute to the strategic HRM literature by providing a new locus of external fit and evincing effectiveness of strategic HRM in relatively new settings (i.e., small organizations, professional service industry, and non-U.S. settings). Keywords:strategic human resource management, external fit, strategic capability

HOW EMPLOYEE TURNOVER AFFECTS PRODUCTIVITY

Eriksen, Bo H.; U. of Southern Denmark; bo@sam.sdu.dk

Extant research argues that employee turnover is related to negative organization-level outcomes. This paper provides a firm- level analysis of the impact of the in- and outflows of human resources on labor productivity. Drawing on a unique longitudinal dataset of 2929 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that in- and outflows of human resources influence labor productivity negatively but that the firms capital intensity mediates this effect. The results suggest that prior findings in plant-level studies of the effects of in- and outflows of human resources generalize to the firm-level. Keywords:Employee turnover, labor productivity, Mixed effects estimation

HOW IMPORTANT ARE WORK-FAMILY SUPPORT PROGRAMS? A META-ANALYSIS OF THEIR EFFECTS ON WORK OUTCOMES
Butts, Marcus M.; U. of Texas, Arlington; mbutts@uta.edu Casper, Wendy J.; U. of Texas, Arlington; wjcasper@uta.edu Yang, Tae Seok; U. of Texas, Arlington; tae75yang@gmail.com Lucas, Nicole; U. of Texas, Arlington; nlucas@uta.edu
This study reports a meta-analytic investigation of the effects family-related support programs have on job attitudes and performance. Further, we provide a theoretical framework detailing how the psychological mechanisms underlying program use versus the mere provision of work-family programs differ from one another. Meta-analytic structural equation results demonstrated that work-to-family conflict and perceived organizational family support mediated the effects on attitudinal and performance outcomes. Additionally, we provide evidence of the moderating effects of program breadth and sample characteristics. We conclude with theoretical implications and practical considerations for the future of human resources management in light of the demographically changing workforce. Keywords:Meta-analysis, work-family policies, dependent care

HOW THE COMPONENTS OF HR SYSTEMS WORK TOGETHER?

Jiang, Kaifeng; Rutgers U., Dept. of HRM; kaifeng.jiang@gmail.com Lepak, David P.; Rutgers U.; lepak@smlr.rutgers.edu Hu, Jia; U. of Illinois, Chicago; jasmine.jia.hu@gmail.com McCarthy, John E; Rutgers U., Dept. of LSER; mccarthyjr@gmail.com
Drawing on recent conceptual arguments, this study empirically examines the logic for conceptualizing HR systems as consisting of three interrelated HR policy domains (i.e., KSA, motivation and effort, and opportunity to contribute domains). Using a sample of 995 employees from 31 establishments, the results provide support for a three-component structure of HR systems. Moreover, the results indicate that the employees perceptions of the HR policy domains interacted to influence employees affective commitment and job satisfaction. Theoretical and practical implications are also discussed in this study. Keywords:Human resource systems, Internal synergy, employee attitudes

HR ISSUES IN POST-ACQUISITION INTEGRATION: A KNOWLEDGE-BASED APPROACH

Lakshman, C; Bordeaux cole de Management; c.lakshman@bem.edu
This paper proposes a knowledge-based theoretical approach to cultural/organizational integration in mergers and acquisitions (M&A). The model proposed in this paper aims to examine the nature and features of the integration process using a knowledge lens to view the cultural/organizational integration mechanism, leading to integration effectiveness. Drawing from advances in the acquisition, strategic HRM, knowledge management and leadership literatures, the model identifies knowledge-leadership, cultural knowledge integration, early involvement in integration process design, and variables related to causal ambiguity, under the rubric of a relational (or cooperative) HR archetype, as key components of an effective set of practices for integration in these contexts. The model explains the processes through which these constructs impact integration effectiveness. The paper discusses contributions of this approach, limitations, and directions for future theoretical and empirical research. Keywords:HR practices, integration, M&A

HR PRACTICES AND HRM-PERFORMANCE LINK IN THE CULTURAL CONTEXT

Vanhala, Sinikka; Helsinki School of Economics; sinikka.vanhala@hse.fi Alas, Ruth; Estonian Business School; ruth.alas@ebs.ee
The purpose of this paper is to examine HR practices and HRM - performance (HRM-P) link in different cultural contexts. The increasing number of publications with results from different cultures is gradually moving the US universalistic paradigm from its dominating position in HRM and HRM-P studies towards more contingent and contextual approaches. In line with this call for more contextual research, this paper focuses on HR practices and HRM-performance link in three cultural clusters: Anglo-American, Ibero-American and Northern European. According to prior studies, the role of HRM differs between the clusters: the Anglo-American cluster represents company-centered and employer-driven HRM, while the Ibero-American cluster is more humanistic and employee-centered; the Northern European cluster represents a third way between the two other ones. The paper is based on data from manufacturing companies gathered in the International Manufacturing Strategy Survey (IMSS) project. The results indicate that the differences between the country clusters in HR practices and HRM performance link only partly follow the hypotheses based on prior research. The Nordic cluster got highest values in softer HR practices and the Ibero cluster in hard, more formal HR practices. In Anglo-American countries, HRM was related to higher labor productivity and employee satisfaction, in IberoAmerican countries, to higher employee satisfaction, and in the Northern European companies, to higher labor productivity. Keywords:HR practices, Performance, Comparative HRM

HRM PRACTICES AND EMPLOYEE ATTITUDES: THE ROLE OF BASIC NEED SATISFACTION
Marescaux, Elise; Lessius Hogeschool - K.U.Leuven; elise.marescaux@econ.kuleuven.be

De Winne, Sophie; Lessius Hogeschool - K.U.Leuven; sophie.dewinne@econ.kuleuven.be Sels, Luc; Katholieke U. Leuven; luc.sels@econ.kuleuven.be
Integrating soft HRM and self-determination theory, a model is proposed in which the presence of HRM practices and degree to which the individual is taken into account within these practices influences employee attitudes and behavioral intentions through basic need satisfaction. Data from 5749 Belgian employees were gathered. Results show that different HRM practices satisfy basic needs and that the degree to which the individual is accounted for has an additional positive effect. In addition, need satisfaction positively influences affective organizational commitment and work engagement, and subsequently lowers turnover intention. These findings indicate that basic need satisfaction is an important, but neglected, mediating variable in the HRM-performance relationship. Keywords:HRM practices, Employee attitudes, Basic need satisfaction

HRM, EMPLOYEE WELL-BEING AND ORGANIZATIONAL PERFORMANCE:A SYSTEMATIC REVIEW OF THE LITERATURE
van de Voorde, Karina; Tilburg U.; f.c.v.d.voorde@uvt.nl Paauwe, Jaap; Tilburg U.; paauwe@uvt.nl Van Veldhoven, Marc; Tilburg U.; m.j.p.m.vanveldhoven@uvt.nl
This review examines which of the competing perspectives, mutual gains or conflicting outcomes is more appropriate to describe the role of employee well-being at work in the HRM performance relationship. Employee well-being is described here according three dimensions: happiness, health, and relationships. It covers 41 studies published from 1995 to 2008. Based on the quality of the studies and the consistency of the study findings, it is concluded that employee well-being in terms of happiness and relationships function as mutual gain with performance. Health-related well-being, however, seems to function as a conflicting outcome with performance. Keywords:HRM, employee well-being, competing hypotheses

HUMAN CAPITAL DIVERSITY AND FINANCIAL PERFORMANCE IN PROFESSIONAL SERVICE FIRMS

Zardkoohi, Asghar; Texas A&M U.; zardkoohi@tamu.edu Chakrabarty, Subrata; Texas A&M U.; schakrabarty@tamu.edu Bierman, Leonard; Texas A&M U.; len-bierman@tamu.edu
Professional service firms are becoming an increasingly important part of today's global landscape. This research examines the effects of human capital diversity in the top management teams on peformance in large professional service firms in the United States. Keywords:diversity, professional services, human capital

HUMAN RESOURCE STRATEGY IN SMALL AUSTRALIAN

FIRMS: A MULTILEVEL ANALYSIS

Verreynne, Martie-Louise; U. of Queensland; m.verreynne@uq.edu.au Parker, Polly; U. of Queensland; p.parker@business.uq.edu.au Wilson, Marie Elaine Gee; Griffith U.; m.wilson@griffith.edu.au
The performance of small firms rests largely on the ability to implement effective processes to capture the resources and capabilities of available human capital. In this exploratory study, we use the perspectives of employees and managers from 50 small Australian firms to build a more complete and nuanced view of the interaction of resources and capabilities in supporting performance. Specifically, we use the voice and perspective of employees to articulate what they saw as drivers for their firms performance. Analysis using Leximancer identified concepts and subsequently linked these into themes that enabled a comparison between the views of employees in higher and lower performing firms. Our results show that higher performing firms had more highly rated people management processes, characteristics of high performance work systems (HPWS), and that voice and participation are critical elements of this mix. Implications for managers are discussed. Keywords:Small firms (SMEs), High Performance Work Systems, Employee Voice

IMPACT OF HRM CAPABILITIES ON THE PRODUCTIVITY OF MANUFACTURING SMES:A CONTINGENCY APPROACH

Fabi, Bruno; U. du Qubec Trois-Rivires; bruno.fabi@uqtr.ca Lacoursire, Richard; U. du Qubec Trois-Rivires; richard.lacoursiere@uqtr.ca Raymond, Louis; U. du Qubec Trois-Rivires; louis.raymond@uqtr.ca St-Pierre, Jose; U. du Qubec Trois-Rivires; josee.st-pierre@uqtr.ca
In this paper we assume that the entrepreneurial capability of SME owner-managers is reflected in the choices they make in terms of human resource management (HRM), research and development (R&D) and advanced manufacturing technologies (AMT). However, to what extent do managerial choices made in these areas affect the performance of SMEs? And to what extent do the interactions of HRM capabilities with R&D and AMT capabilities also affect the performance of these enterprises? In order to answer these questions, an empirical study was conducted among 182 Canadian SMEs. Emanating from a perspective based on contingency theory, the results of this study indicate that the development of HRM capabilities allow SMEs not only to improve their productivity but also to significantly amplify the effect of R&D and AMT capabilities on this same productivity. Keywords:Human resource management, small business, productivity

IMPULSIVE ITINERANT AND DELIBERATE DEPARTER: DOMINANT PATHWAYS OF EMPLOYEE TURNOVER IN IT FIRMS
Malik, Ashish; U. of Newcastle; ashish.malik@newcastle.edu.au Nilakant, Venkatarman; U. of Canterbury; ven.nilakant@canterbury.ac.nz

Wordsworth, Russell; U. of Canterbury, New Zealand; russell.wordsworth@canterbury.ac.nz

This paper examines the dynamics on voluntary turnover from an organizational perspective in ten firms from Indias information technology (IT) sector. The unfolding model of voluntary employee turnover (Lee & Mitchell, 1994; Lee et al, 1996; Niederman, Sumner & Maertz, 2007) formed the theoretical basis for analysing qualitative data from case study organsiations. Data collected through semi-structured interviews of multiple and diverse group of informants was analysed. Two dominant pathways of turnover, conforming to those specified in the unfolding model, were identified. Our study supports and extends the unfolding model to a developing country setting by providing an organizational view of voluntary employee turnover. Limitations of this study and implications for practitioners are also identified. Keywords:Employee turnover, India, information technology

INNOVATION-ORIENTED ADVERTISING MESSAGES, JOB SEEKER GOAL ORIENTATION AND RECRUITING EFFECTIVENESS
Gully, Stanley M; Rutgers U.; gully@rci.rutgers.edu Phillips, Jean; Rutgers U.; jeanp@rci.rutgers.edu Castellano, Bill; Rutgers U.; castellano@smlr.rutgers.edu
Signaling theory suggests that job advertisement wording signals potential job seekers about key characteristics of the advertising organization. Our model suggests that signals about a firms innovation culture will interact with job seekers goal orientation to influence their attraction to the organization. We propose that the positive relationship between attraction to the organization and intentions to pursue a job with the organization will be moderated by job seekers need for person-organization fit. We use a sample of 332 job seekers with realistic advertisements to test the model. Results support the model and implications for theory and research are presented. Keywords:recruiting, organizational attraction, goal orientation

INSTITUTIONAL EFFECTS OF EMPOWERMENT: A COMPARISON BETWEEN AN ANGLO-SAXON AND SCANDINAVIAN CONTEXT

Humborstad, Sut I Wong; BI Norwegian School of Management; sut_iwong@hotmail.com
Many empowerment studies focus on issues at organizational and individual levels. However, few empirical investigations have been placed at a more macro level looking at the social environmental forces of empowerment. To attempt to fill this gap, the present study investigates the existence of institutional effects on empowerment practices. The study is based on a secondary analysis of data from the 2005 European Working Conditions Survey (EWCS), and has chosen to compare an Anglo-Saxon and Scandinavian context due to their distinct historical empowerment movements. It concludes that Scandinavian countries possess a higher institutional context for empowerment practices than Anglo-Saxon countries. Theoretical and practical implications are discussed.

Keywords:Empowerment, institutional effects, industrial democracy

JOB ATTITUDES AND EMPLOYEE ENGAGEMENT: A META-ANALYSIS OF CONSTRUCT REDUNDANCY

Joseph, Dana L.; U. of Illinois, Urbana-Champaign; dlrhodes@gmail.com Newman, Daniel A.; U. of Illinois, Urbana-Champaign; d5n@uiuc.edu Hulin, Charles; U. of Illinois, Urbana-Champaign; chulin@s.psych.uiuc.edu
The employee engagement concept has faced scrutiny due to its near-redundancy with three classic job attitudesjob satisfaction, organizational commitment, and job involvement. We address this scrutiny in four steps. First, we present a higher-order attitude factor, or A-factor, that underlies job satisfaction, affective commitment, and job involvement. Second, we use metaanalysis to extend Harrison, Newman, and Roths (2006) Attitude-Engagement Model, showing that the A-factor robustly predicts a broad work-behavior criterion (r = .51). Third, we metaanalytically review the strong overlaps between the higher-order attitude A-factor and attitudinal employee engagement, to show that typical employee engagement measures are essentially redundant with the A-factor (r = .77). Finally, factor-analytic evidence suggests engagement items likely measure the same construct, in the same way, as classic job attitude/satisfaction measures. Results are discussed in light of both the high empirical redundancyand high practical utilityof employee engagement. Keywords:employee engagement, job attitudes, meta-analysis

JOB HAZARDS AND ABSENTEEISM: TAKING SUPERVISOR SUPPORT AND REFERENT GROUP NORMS INTO ACCOUNT
Biron, Michal; Tilburg U. & U. of Haifa; mbiron@gsb.haifa.ac.il Bamberger, Peter A.; Tel Aviv U.; peterb@post.tau.ac.il
Empirical evidence concerning the impact of job-related hazards on employee absenteeism is limited and inconclusive (Darr & Johns, 2008). Drawing from social identity and social categorization theories, the current study suggests that the influence of job hazards on absenteeism may be contingent upon both the normative and relational context. Using a prospective study design and a random sample of urban transit workers, our results indicate that exposure to job-related hazards over the previous 12 months were not significantly related to the number of days of absence recorded in the subsequent 12 month period. However, job hazards were found to be positively related to absenteeism under conditions of more permissive referent group absence norms, with this interaction amplified among employees perceiving their supervisor to be less supportive, and attenuated to the point of non-significance among those viewing their supervisor as more supportive. Keywords:Absenteeism, Referent Group Norms, Supervisor Suppurt

JOB INSECURITY AND CHANGE: WHEN DOES PERFORMANCE SUFFER?

Krischer, Mindy; U. of Houston; mmkrisch@gmail.com Waite, Eleanor; U. of Houston; lenniewaite@gmail.com

The success of organizational change initiatives depends largely on employees ability to adapt to organizational changes, many of which increase perceptions of job insecurity. We examined the influence of job insecurity on adaptive performance with data from 95 employees and their supervisors. Using conservation of resources theory, we suggested that an individuals ability and decision to allocate resources to perform at different levels of job insecurity is different in light of change versus in anticipation of change. As hypothesized, the relationship between job insecurity and adaptive performance was curvilinear and was moderated by the level of change experienced. Keywords:job insecurity, adaptive performance, organizational change

JOB SATISFACTION GROWTH AND VOLUNTARY TURNOVER: A DYNAMIC MULTILEVEL INVESTIGATION

Liu, Dong; U. of Washington; dongliu@u.washington.edu Mitchell, Terence R.; U. of Washington; trm@u.washington.edu Lee, Thomas; Foster School of Business, U. of Washington; orcas@u.washington.edu
Diverging from the emphasis on the individual-level link between job satisfaction and turnover in previous turnover inquiries, we develop a dynamic multilevel model regarding the individual-, organizational- and cross-level relationships between job satisfaction growth and turnover. Analyses of multiphase, multisource, and multilevel data collected from 5,270 employees in 175 U.S. firms confirmed the multilevel three-way interactive effect of organization-level job satisfaction growth, job satisfaction growth dispersion, and individual job satisfaction growth on individual turnover. Moreover, at the organizational level, we demonstrate that organization-level job satisfaction growth and job satisfaction growth dispersion jointly affect the overall turnover rate in an organization. Keywords:Job Satisfaction Growth, Voluntary Turnover, Multilevel Investigation

JOINT ANALYSIS OF TWO COGNITIVE ABILITY TESTS: A COMPARISON OF TWO TEST DEVELOPMENT THEORIES
Teachout, Mark S; U. of the Incarnate Word; teachout@uiwtx.edu Ree, Malcolm James; Our Lady of the Lake U.; mree@satx.rr.com Barto, Erica; Operational Technologies Corporation; erica.barto@otcorp.com Chappelle, Wayne; U.S. Air Force Academy; wayne.chappelle@brooks.af.mil
A major area of research has involved the distinction between tests that measure general cognitive ability (g) versus tests designed to measure specific abilities (s). These two approaches to test construction are guided by different theories and should produce results that confirm a structure that is consistent with the intent of the theory and design. This paper examined the structural similarity of two cognitive ability tests designed using two different development approaches. The model of abilities used to build the MAB II is described as the individual differences psychometric approach, while the model of abilities used to build the MicroCog is described as an approach based on brain-behavior relationships. The MAB II and the MicroCog

were administered to 10,612 young men and women as part of military screening. Despite the fact that two different theories underlie the two test construction methods, results indicated that the tests measured much in common. Correlational analyses suggested that the two tests were highly related, indicating that they are measuring similar constructs. Confirmatory factor analyses using maximum likelihood methods showed a strong overlap in the constructs measured, as well as the presence of a hierarchical structure with g at the apex. Therefore, the test battery constructed to measure specific abilities (MicroCog) measured general cognitive ability to a large extent. Keywords:Cognitive Ability, Confirmatory Factor Analysis, Specific Abilities

LATENT PROFILES OF GOAL ORIENTATION AND MOTIVATIONAL OUTCOMES

Daniels, Michael A; Bowling Green State U.; mdaniel@bgsu.edu Kain, Jason; American Institutes for Research; jkain@air.org Gillespie, Jennifer Zophy; Bowling Green State U.; jcarr@bgsu.edu

Keywords:None

LAYOFF CHARACTERISTICS AND LAYOFF AGENTS' COGNITIONS: EVIDENCE FROM TWO EXPERIMENTAL TRIALS
Lin, Jasmin C; Robert Morris U.; lin@rmu.edu McKinley, William; SIU Carbondale; decline@siu.edu Huo, Yangchung Paul; Metropolitan State U.; huopster@gmail.com
This paper uses cognitive dissonance theory as a framework for examining the effects of layoff characteristics on layoff agents cognitions. We hypothesized that the dispersion of layoff candidates performance scores and the size of the severance package available to layoff candidates will affect layoff agents cognitive dissonance and also their perceptions of downsizing. The hypotheses were tested in 2x2 between-subjects factorial experiments, one performed with business undergraduates, and another with working managers. Subjects were asked to play the role of a layoff agent and make a decision to let one of four subordinates go in a randomly assigned scenario. Similarity of subordinates performance scores (equal/unequal) and size of severance package (large/small) were varied across four different scenarios. Results in both studies show support for the argument that layoff agents faced with the task of laying off one of four equally performing candidates experience more cognitive dissonance. Although cognitive dissonance theory suggests that positive perceptions of downsizing might alleviate layoff agents cognitive dissonance, the undergraduates showed no significant differences in perceptions of downsizing across scenarios. Unexpectedly, the working managers perceived downsizing more negatively when layoff candidates performance scores were similar, suggesting that cognitive dissonance was not the mechanism driving these perceptual differences. Implications for future research in the stream of work on layoff agency are discussed. Keywords:Layoff agent, Cognitive Dissonance, Experiment

LIABILITY-OF-FOREIGNNESS EFFECTS ON JOB SUCCESS OF IMMIGRANT JOB SEEKERS

Fang, Tony; York U.; tonyfang@yorku.ca Samnani, Al-Karim; York U.; alkarim@yorku.ca Novicevic, Milorad M.; U. of Mississippi; mnovicevic@bus.olemiss.edu Bing, Mark N.; U. of Mississippi; mbing@bus.olemiss.edu
This paper examines the liability-of-foreignness (LOF) hypothesis for immigrant and native job seekers, which posits that the level of job success for immigrants will be significantly lower than that for natives. We test this hypothesis empirically by analyzing a sample of national survey data (2005) that tracks immigrants and natives use of job search methods and the associated job success outcomes in the Canadian labor market. We found support for the LOF hypothesis when immigrant and native applicants used job search methods involving rich media (social networks and recruitment agencies), but no such effect was found when applicants used job search methods involving lean media (newspaper ads and the internet). This study contributes to the literature by providing the first empirical test of the LOF hypothesis at the individual level of analysis, conducted by controlling for potentially influential variables at multiple levels. Keywords:liability of foreignness, job search, immigrant

LOCALITY, LEADERSHIP CHANGE AND COLLEGIATE BASKETBALL RECRUIT PERFORMANCE

Barden, Jeffrey; Foster School of Business, U. of Washington; jbarden@u.washington.edu
This paper fills the theoretical gap between propinquity theory and agglomeration theory by introducing the concept of human resource locality. Human resource locality - the geographic proximity of a new recruits local community to a recruiting organization - can influence the recruits performance after joining the organization by triggering the mechanisms of embeddedness knowledge sharing, trust building and commitment. However, the direction of the effects of such proximity is not clear. Previous studies indicate that embeddedness can have both positive and negative influences. In this empirical study of collegiate basketball recruits, we find that the proximity of an organization to a new recruits hometown has a positive influence on the recruits subsequent performance. However, locality becomes a disadvantage when there is an involuntary leadership change after the recruit joins the organization. Keywords:Proximity, Human Resource Performance, Embeddedness

LOW PERFORMANCE WORK SYSTEMS? THE DELETERIOUS EFFECTS OF FORMAL HRM ON SMALL FIRM LABOR PRODUCTIVITY
Chadwick, Clinton; U. of Alabama, Huntsville; Clint.Chadwick@uah.edu Way, Sean A.; Cornell U.; saw234@cornell.edu Kerr, Gerry; U. of Windsor; gkerr@uwindsor.ca Thacker, James W.; U. of Windsor; jwt@uwindsor.ca

We propose that managerial attention is a critical limited resource for small firms and that informal HRM can be more effective than formal HRM in small firms. In support of these assertions, we find a robust negative relationship between formal HRM systems and labor productivity within a sample of Canadian small firms. Additionally, we find that differentiation strategy magnifies this negative relationship, whereas capital intensity, firm age, industry growth, and industry dynamism mitigate this negative relationship. Thus, our findings rebut the view that formal HRM systems universally enhance firm performance. Implications for small firms and for strategic HRM are discussed. Keywords:strategic HRM, strategic contingencies, small business

MAKING DOLLARS AND SENSE: FINANCIAL CONSEQUENCES OF EMPLOYER-SPONSORED WELLNESS INITIATIVES

Austin, Christa L.; McMaster U.; AustinCL@McMaster.ca Connelly, Catherine E; McMaster U.; connell@mcmaster.ca
The popular press has reported on the anecdotal benefits of wellness initiatives, but the long-term impact of these initiatives on corporate profits has yet to be studied empirically. This study uses human capital theory to predict the financial consequences of employer-sponsored wellness initiatives for employees. We hypothesize that the impact will be negative over the short-term but positive over a longer term. The underlying factor structure of wellness initiatives is first established using three waves of archival data. We then use the emergent factors to examine the impact of wellness initiatives on financial performance. Our findings suggest that after one year education and screening initiatives decrease return on assets (ROA), while human resources initiatives increase ROA. However, both effects become non-significant after three years. Our findings provide a more nuanced understanding of the impact of wellness initiatives on corporate profits, and have important implications for the effective management of employer-sponsored wellness initiatives. Keywords:human capital, workplace wellness, financial performance

MANAGERIAL GENDER PAY GAP IN TOP CORPORATE JOBS IN CHINA

Xiu, Lin; U. of Toronto; lin.xiu@utoronto.ca
This paper uses a unique data set from a survey of firms and managers in China to examine the managerial gender earnings gap in China. Female managers receive a much lower pay than male managers. A larger portion of the gender earnings gap can be attributable to firm-level characteristics than individual characteristics. Female managers tend to have fewer firm-level characteristics that are associated with higher pay, and when they do, they tend to receive a smaller pay premium for those characteristics. Keywords:Managerial Pay, Gender, China

MANAGING HUMAN RESOURCES IN DYNAMIC ENVIRONMENTS TO CREATE VALUE: ROLE OF HR

OPTIONS
Sanyal, Sanghamitra; Indian Institute of Management, Calcutta; sanyal.sanghamitra@gmail.com Sett, Prodip Kumar; Indian Institute of Management, Calcutta; pksett@iimcal.ac.in
HR options as firm investments in human assets in uncertain environments to create the capability to flexibly respond to future contingent events have been recognised as valuable. However, the black box of causal interlinkages between environmental uncertainties, HR options, and firm performance is yet to be explored in strategic HRM literature. Based on data obtained from 108 IT software firms in India, this study empirically explores these linkages using a multilevel causal model. The results suggest that the use of HR options positively mediates the effects of environmental uncertainties on firm performance. The mediating influences of different types of HR options, used by the firms to manage various types of uncertainties affecting their human assets, on the operational- and the financial- performance of the firms are found to be different. Implications of findings of the study for managing investments in human assets under uncertainty have been discussed. Keywords:strategic HRM, HR options, environmental dynamism

MANIPULATING THE ENVIRONMENT THROUGH BOARD MEMBERS

Rivas, Jose Luis; ITAM; jose.rivas@itam.mx
Through the lens of Resource dependence theory we use the boards of 108 US & European firms to test the following variables: percentage of women, outsiders, government experience and international members on firm internationalization. We find that the percentage of females and international members both have a positive effect on firm internationalization. Contrary to our expectations we find that it is the percentage of insiders and not outsiders as hypothesized- that is related to internationalization. Keywords:internationalization, boards, women

MARSHALING TALENT
Ulrich, David; U. of Michigan; dou@umich.edu Ulrich, Michael; The RBL Group; mikedulrich@gmail.com
Organizations with greater talent have more success in meeting stakeholder and financial needs. The dominant metaphor for talent in the last decade has been the war for talent. We suggest that given social, technological, economic, and demographic trends, the war for talent may be updated with a new metaphor: the Marshal Plan for talent. This paper synthesizes 11 talent insights, shows how they build a marshalling talent metaphor, and then report a preliminary study showing the relevance of these insights on business performance and talent management. The paper offers research and practitioner implications for study and application of talent management. Keywords:Talent, Management, Marshall

MEETING SCHEDULING PREFERENCES AND SCHEDULING SATISFACTION

Lelchook, Ariel Maya; Wayne State U.; alelchook@wayne.edu Naughton, Thomas J.; Wayne State U.; tnaughton@wayne.edu Martin, James E.; Wayne State U.; James.Martin@wayne.edu
A standard work schedule is generally defined by work between the hours of 9am - 5pm Monday through Friday. However, in the U.S., about one-fifth of the workforce has a schedule involving work outside of those hours and days (McMenamin, 2007), called nonstandard schedules. Many employees find such schedules undesirable because they involve hours usually allocated to social, family, and leisure activities (Deery & Mahoney, 1994; Demerouti, Geurts, Bakker & Euwema, 2004). Thus, Presser (2003) argued that many employees working nonstandard schedules would prefer to be on another schedule. The current study is based on the premise that individuals may vary on their scheduling preferences regarding: a) the number of hours worked, b) the pattern of days worked and c) the pattern of hours worked (shifts), and that these preferences are important to understanding employee satisfaction with their schedules. This study expanded on previous literature by incorporating measures that assessed the degree of discrepancy between actual and preferred schedules. We also considered the role of distributive justice and dispositional affect. We tested hypotheses based on discrepancy theory (Lawler, 1973) with data from 621 employees from a retail organization. The results suggest that differences between actual and preferred shift are important predictors of satisfaction and worknonwork time conflicts. Results also suggest that there are some differences in the impact of scheduling preferences for full-time and part-time employees. Keywords:Schedules, Work Status Congruence, Discrepancy Theory

MOTIVATED REASONING AND THE IMPACT OF A DISCOVERED RSUM EMBELLISHMENT

Kuhn, Kristine; Washington State U.; kmkuhn@wsu.edu Johnson, Timothy; U. of Idaho; trjohns@uidaho.edu Miller, Douglas; Washington State U.; drm.mba@gmail.com
In a multi-level experiment designed to minimize demand characteristics, seventy-three participants completed a simulated hiring task in which they first evaluated applicants based on their rsums, then read reference and background reports, and subsequently made a final evaluation on three response dimensions and provided an overall hiring recommendation. Results indicate that motivated reasoning alters the impact of a discovered rsum lie, such that its effects depend on characteristics of the target applicant as well as the nature of the lie. In contrast to previous research on lies in social settings, in this context the revelation of a lie that makes a person seem less trustworthy does not necessarily render him any less likeable. Keywords:Selection, Deception, Applicant faking

MOTIVATIONS OF BYSTANDERS TO INTERVENE DURING INTERPERSONAL MISTREATMENT: A CHINESE PERSPECTIVE

Ho, Cynthia YP; UNSW; Cynthia.Ho@student.unsw.edu.au Cogin, Julie Ann; AGSM-Australian School of Business; julie.cogin@agsm.edu.au
Although interpersonal workplace mistreatment has received considerable attention from both management scholars and practitioners, most studies have focused on the target, the perpetrator or their dyadic relations. Bystanders to interpersonal mistreatment have received the least attention in research; yet a third party observer could potentially play an important role in detecting and stopping interpersonal mistreatment. Using data obtained from 40 interviews in a Chinese context we identify the prevalence of interpersonal mistreatment, types and sources of mistreatment and the motivators for bystander intervention. In addition, we test the applicability of Western bystander intervention models in a Chinese cultural workplace. Keywords:interpersonal mistreatment, bystander intervention, deviant

OPTIMAL CONTRACTING, MANAGERIAL POWER, AND CEO COMPENSATIOBN: A TEST OF COMPETING HYPOTHESES
Mackey, Alison; California Polytechnic State U., San Luis Obispo; mackey@calpoly.edu Kiousis, Panayiota Konstantina; Southern Methodist U.; pkiousis@gmail.com
Two contrasting views of CEO compensation have emerged in the literature. The optimal contracting view predicts that market pressures as well as effective governance devices ensure that compensation schemes aligning the interests of CEOs and firm owners will generally be adopted. The managerial power view is pessimistic about the effectiveness of these markets and governance devices in the face of powerful CEOs. Testing these views, the portion of CEO compensation over and above the wage CEOs must be paid to compensate them for the quality of their human capital is estimated. This portion of compensation can be thought of as a payment to a CEO out of the economic profits a firm has created. Results suggest that, consistent with optimal contracting, partially compensating CEOs from a firms economic profits is consistent with increasing the value of a firm for 82.4% of the firms in this sample. Firms destroying value through this form of compensation generally adopt weak forms of corporate governance, a result consistent with the managerial power view of CEO compensation. Keywords:Managerial Power, Optimal Contracting, CEO Compensation

ORGANIZATIONAL AFFIRMATIVE ACTION PROGRAMS ACROSS CULTURES: EFFECTS ON ABSENTEEISM AND TURNOVER
Peretz, Hilla; ORT Braude College; hillap@braude.ac.il Fried, Yitzhak; Syracuse U.; yfried@syr.edu Levi, Ariel; Wayne State U.; a.levi@wayne.edu
This study focused on two complementary issues: (a) the influence of national values on affirmative action programs (AAPs) adopted by organizations (programs aimed at recruiting individuals from the following groups: racial minorities, people older than 50 years of age,

disabled people, and women); and (b) the contribution of the level of fit between national values and the use of these AAPs to two organizational performance indicators: absenteeism and turnover. Data from 5,991 organizations in 21 countries were obtained for this study. Data on cultural values were taken from the GLOBE (Global Leadership and Organizational Effectiveness) study and assigned respectively to the organizations in our sample. We used multilevel analysis (hierarchical linear modeling, HLM) to model the structure of the data (Bryk & Raudenbush, 1992). Overall, the results supported the hypothesized effects of national culture on AAPs implemented by organizations, and the interactive effects of national values and AAPs on turnover and absenteeism. The findings should help managers who are responsible for global operations or who are in organizations competing in global markets, to determine more accurately and effectively when to establish AAPs in organizations operating in different countries, and what characteristics these programs should have to maximize their contribution to organizational competitiveness. Keywords:Affirmative Action, cross-culture, Absenteeism

ORGANIZATIONAL SUPPORT FOR ACTION LEARNING AND ITS IMPACT ON EMPLOYEE LEARNING AND PERFORMANCE
Cho, Yonjoo; Indiana U., Bloomington; choyonj@indiana.edu Egan, Toby Marshall; Texas A&M U.; egan@tamu.edu
The purpose of the study was to examine the nature of organizational support for action learning (AL) and its impact on employee learning and performance in South Korean organizations. This exploratory study had two steps: (1) to conduct one-on-one, structured interviews with AL leaders and (2) to undertake an online survey of current practices of South Korean companies with a pair of respondents, AL participants and their bosses, to see the organizations support for AL. Study findings indicated that organizational support for AL has broader effects on employee attitudes, motivation and performance. Interviews with AL leaders ensured that organizational support was a critical factor in the success of AL practices in South Korea. Keywords:Organizational support, Employee learning and performance, Action learning

PARDON THE INTERRUPTION: PERSON-SITUATION EFFECTS ON INTERRUPTION RESPONSE

Tolli, Adam P; U. of Akron; apt1@uakron.edu

Keywords:None

PARTNERSHIP CLIMATE, HIGH PERFORMANCE WORK SYSTEMS AND ORGANIZATIONAL EFFECTIVENESS

Flood, Patrick Christopher; Dublin City U.; patrick.flood@dcu.ie Guthrie, James P.; U. of Kansas; jguthrie@ku.edu Armstrong, Claire; U. of Limerick; claire.armstrong@ul.ie

MacCurtain, Sarah; U. of Limerick; sarah.maccurtain@ul.ie Mkamwa, Thaddeus; Dublin City U.; Thaddeus.mkamwa@dcu.ie
Using data gathered from 132 organizations operating in Ireland, we examine the association of partnership climate and high performance work systems (HPWS) with firm-level outcomes. Our results reveal that HPWS and partnership climate are positively associated with labour productivity, workplace innovation and employee retention. Results suggest that the influence of partnership climate on organizational effectiveness is at least partially mediated by use of a system of high performance HR practices. Keywords:None

PAY OR PEOPLE? THE EFFECT OF APPLICANTEMPLOYEE FIT AND TEMPORAL CONSTRUAL ON EMPLOYER PREFERENCES
von Walter, Benjamin; U. of St.Gallen; benjamin.vonwalter@unisg.ch Wentzel, Daniel; U. of St.Gallen; daniel.wentzel@unisg.ch Tomczak, Torsten; U. of St.Gallen; Torsten.Tomczak@unisg.ch
Although employer image has emerged as one of the most important factors to attract applicants, little is known about when and why job seekers' beliefs about the people working for an organization affect employer preferences. In this research, we introduce temporal construal as a crucial moderating variable and study how the temporal decision context affects the weighting of applicant-employee fit. In particular, we argue that beliefs about current employees and subsequent fit perceptions are construed in abstract, high-level terms and exert a stronger influence when prospective applicants hold a distant time perspective. In contrast, instrumental attributes such as pay level represent low-level construals and are more important than applicantemployee fit when prospective applicants hold a near time perspective. Two experiments involving real and fictitious employers as well as a student sample and a sample of unemployed job seekers confirmed these predictions. Keywords:recruitment, employer image, applicant-employee fit

PAY SATISFACTION AND WORK-FAMILY CONFLICT ACROSS TIME

Bhave, Devasheesh P.; John Molson School of Business, Concordia U.; dbhave@jmsb.concordia.ca Kramer, Amit; U. of Illinois - Urbana-Champaign; kram0262@umn.edu
In this study we propose that the employee experience of pay, specifically pay satisfaction, is associated with work-family conflict (WFC) according to spillover and exchange theories. Using two waves of data, we find that change in pay satisfaction has a statistically significant and negative relationship with change in WFC. A finer-grained analysis reveals the facets of satisfaction with benefits and pay structure are significantly and negatively related to WFC whereas satisfaction with pay level and pay raise are not. We also examine the role of perceived job inputs in moderating the pay satisfaction-WFC relationship. We find that the non-job related input of number of children and the job-related input of education both moderate the relationship between pay satisfaction and WFC. Research and practical implications are discussed.

Keywords:Pay satisfaction, work family conflict, multilevel

PEOPLE MANAGEMENT ACTIVITIES IN A FINANCIAL SERVICE FIRM

Knies, Eva; Utrecht U.; e.knies@uu.nl Leisink, Peter; Utrecht U.; p.l.m.leisink@uu.nl
Theoretical models of the HRM-performance chain differentiate between intended, actual and perceived HR practices. A survey of 2,154 employees and 730 line managers of a financial service firm provides empirical support for this differentiation. The survey also demonstrates that within one firm espousing one set of intended HR practices actual HR practices vary significantly. This variation in line managers people management activities appears to be dependent on the coaching abilities of line managers and their willingness to use these, which in turn is to an extent dependent on the discretionary room that the organization provides to line managers. Keywords:people management activities, line managers, HRM-performance chain

PERCEIVED TRAINING INTENSITY AND KNOWLEDGE SHARING: SHARING FOR INTRINSIC AND PROSOCIAL REASONS
Kuvaas, Bard; BI Norwegian School of Management; bard.kuvaas@bi.no Buch, Robert; BI Norwegian School of Management; Robert.Buch@bi.no Dysvik, Anders; BI Norwegian School of Management; anders.dysvik@bi.no
This study investigated the relationship between perceived training intensity and knowledge sharing, including the moderating roles of intrinsic motivation and social and economic exchange perceptions. Data from 310 employees working in three organizations located in Norway revealed a positive relationship between perceived training intensity and knowledge sharing for employees with high levels of intrinsic motivation and social exchange perception, and low levels of economic exchange perception. These findings suggest that perceived training intensity increases knowledge sharing only under specific motivational influences. Implications for practice and directions for future research are discussed. Keywords:knowledge sharing, intrinsic motivation, prosocial motivation

PERFORMANCE PAY AND FEEDBACK AS STRUCTURAL ANTECEDENTS TO EMPLOYEE WELL-BEING

Merriman, Kimberly K.; Penn State U. School of Graduate Professional Studies; kum4@psu.edu Deckop, John R.; Temple U.; jdeckop@temple.edu
Using a cross-sectional sample of working adults, the present study investigates performance pay and competence supportive performance feedback as antecedents to psychological job strain and related coping behaviors. We apply the job demand-control model, which points to unmanaged stress as the driver of job strain, and self-determination theory, which associates well-being with satisfaction of essential psychological needs, to propose a model in which these

two distinct paths to employee well-being operate simultaneously. This integrated conceptualization provides insights for theory and well-being research. Additionally, the findings have practical implications for the effective use of two ubiquitous organizational practices. Keywords:job demand-control model, self-determination theory, performance pay

POSTSECONDARY EDUCATION AND COUNTERPRODUCTIVE WORK BEHAVIORS: EVIDENCE OF HUMAN CAPITAL?

Stark, Ernest E; Bellevue U.; ernie.stark@bellevue.edu Poppler, Paul; Bellevue U.; paul.poppler@bellevue.edu Ashley, Greg; Bellevue U.; greg.ashley@bellevue.edu
Employers often pay a premium wage for holders of college/university degrees based on an assumption that such individuals represent a unique form of human capital that will enable an acceptable future return on the employers investment. There is reason to suspect that the value of such degrees may be found within contextual aspects of job performance. Proceeding from existing theory regarding counterproductive work behavior, this study (N=2,719) tested two hypotheses about the relationship between postsecondary education and the propensity to demonstrate behaviors considered either counterproductive or productive in stressful job environments. Results of hierarchical linear regression suggest that after accounting for variables known to predict counter productive and productive work behaviors, holding a college/university degree demonstrated predictive utility in accounting for variance in such behaviors. The paper concludes with a discussion regarding the difficulties encountered when arguing that such findings are evidence of human capital and justify the premium wages paid by employers. Keywords:Human Capital, Postsecondary Education, Counterproductive Work Behaviors

PRESOCIALIZATION RE-EXAMINED: STUDYING CHANGES IN VALUES AND IMAGE PERCEPTIONS DURING JOB SEARCH
Yu, Kang Yang Trevor; Nanyang Technological U.; akyyu@ntu.edu.sg
The present study investigates how job seeker search behaviors and employer use of certain recruitment practices impact presocialization outcomes. Job seeker presocialization occurs in two distinct ways: via changes in (a) job seeker values and (b) perceptions of employer image. Drawing on the behavioral plasticity hypothesis (Brockner, 1988), self-esteem was also examined as a moderator of the above relationships. Results suggested that both job search and employer use of employee endorsements influenced changes in job seeker values and image perceptions for certain dimensions of employer image. Some of these relationships were also moderated by job seeker self-esteem.The implications of these findings are discussed in terms of the influence of self-esteem on how job seekers interpret their job search experiences as signals of less observable job and organizational attributes. Keywords:Recruitment, Job Search, Socialization

PROFILING HRM IN INNOVATIVE FIRMS

Jrgensen, Frances; Aarhus U.; fraj@asb.dk Becker, Karen; Queensland U. of Technology; karen.becker@qut.edu.au Hyland, Paul William; Queensland U. of Technology; paul.hyland@qut.edu.au
Effective people management is essential to successful innovation, however no single human resource function or practice can facilitate the development of innovation capacity in an organization. Several studies have argued that different bundles or configurations of human resource practices can improve innovation performance, but there is little empirically based research that provides details of the practices utilized by different types of innovative firms. In this exploratory, qualitative study of innovative Danish firms we examine the profiles of human resource practices evident in a sample of firms recognized for their innovative performance. In examining these profiles, we analyze how characteristics of the organizations, namely their size and the nature of industry specific core capabilities, influence the human resource practices used to support innovation. Our initial findings indicate that in this sample of firms size is not a factor but knowledge-intensive firms have notably different profiles of human resource practices to technology-based firms. Keywords:HRM, Innovation Capabilities, Technology and Knowledge intensive

PROXIMAL AND DISTAL VARIABLES: THE SOCIAL CONTEXT OF PERFORMANCE EVALUATION

Miller, Janice S.; U. of Wisconsin, Milwaukee; jsm@uwm.edu Verbos, Amy Klemm; U. of South Dakota; Amy.Verbos@usd.edu
Performance evaluation is embedded in an organizations social context. The context includes proximal factors such the feedback interview and management-employee relationship and distal factors including workplace resources, communication adequacy and coworker relations. This study investigated the extent to which a set of proximal and distal factors predict reactions to the performance evaluation process among 313 employees of six non-profit organizations and two for-profit businesses. Workplace resources are elements outside employee control including time availability, materials and supplies, budget support, information, and tools and equipment. Resources and climate factors explained unique variance in reactions to performance evaluation after controlling for job motivating potential score, each organization, number of performance evaluations experienced at the organization, and years employed. This research provides additional evidence of the contribution the social context makes to performance evaluation systems and to employee reactions to them. Keywords:performance evaluation, social context

RE-CONCEPTUALIZING COLLECTIVE TURNOVER: THE ROLES OF POSITION, TIME, AND MEMBER PROFICIENCIES
Hausknecht, John P.; Cornell U.; jph42@cornell.edu Holwerda, Jacob; Cornell U.; jah99@cornell.edu
Researchers have taken interest in studying how collective turnover (aggregate levels of employee departures) influences organizational performance. We document conflicting evidence regarding this relationship and explain how and why theoretical misalignments among logic,

concepts, and measures may account for disparate results. We address collective turnovers critical properties, offer three conceptual perspectives (separation, instability, capacity), and show that capacity-based approaches may better account for factors determining when, why, and how collective turnover affects organizational performance. Keywords:turnover, performance, human resources

RELATIONSHIPS BETWEEN INFLUENCE TACTICS, MENTORING FUNCTIONS AND MENTORING BENEFITS

Tung, Yu-Chuan; Naional Kaohsiung U. of Applied Sciences; panela@cc.kuas.edu.tw Lin, Yi-Ping; National Kaohsiung Marine U.; yplin@mail.nkmu.edu.tw Yen, Tusi-Ling; National Kaohsiung U. of Applied Sciences; julia@mail.mirdc.org.tw Liao, Ruei-Yuan; National Sun Yat-sen U.; n954050002@student.nsysu.edu.tw
Using expectancy theory we discuss the relationships between upward/downward influence behaviors (efforts) and mentoring functions, and also those between mentoring functions (performances) and benefits to mentors and proteges (outcomes). We further discuss the moderating effects of organization situations on these various relationships. The subjects of this research were mentors and proteges in organizations. Personally administered questionnaires were used to collect data and a total of 159 valid mentor-protege paired questionnaires were returned. The results showed that career mentoring for proteges was positively related to the mentor's reputation. Psychosocial mentoring improved a mentorsreputation and led to improved performance. It also helped protegesacquire information and gain promotion, as well as reducing psychological distress. A mentor's reputation was also positively influenced by the use of rational strategies. Individual development culture, information sharing norms, and opportunities for interactions on the job all acted as significant moderators of the relationship between upward influence tactics and mentoring functions. Keywords:influence behaviors, mentoring functions, mentoring benefits

RESTORING BALANCE? STATUS INCONSISTENCY, ABSENTEEISM AND HR PRACTICES

Biron, Michal; Tilburg U. & U. of Haifa; mbiron@gsb.haifa.ac.il de Reuver, Renee; Tilburg U.; s.m.dereuver@uvt.nl
Although it is commonly assumed that perceptions of equity at work have a significant impact on employee absenteeism, the nature of the equity-absence relationship remains unclear. The current study examines the association between status inconsistency and absenteeism, and suggests that this association may be contingent upon employee perceptions regarding the human resource practices promoted by the organization. Using a sample of 420 employees in a costumer care centre of a large energy company, our results indicate that while perceived income-related status detraction is positively associated with the number of days of absence, job rank-related status detraction is not associated with days of absence. In addition, consistent with the signalling theory, perceptions of human resource practices as more commitment-focused were found to attenuate the link between detraction status inconsistency and absenteeism.

Keywords:Absenteeism, HR practices, Status inconsistency

RETHINKING THE NATURE OF KNOWLEDGE FOR MANAGEMENT RESEARCH: IMPLICATIONS FOR SHRM
McIver, Derrick; U. of Texas, San Antonio; derrick.mciver@utsa.edu Ramachandran, Indu; U. of Texas, San Antonio; indu.ramachandran@utsa.edu Lengnick-Hall, Mark L.; U. of Texas, San Antonio; mark.lengnickhall@utsa.edu Lengnick-Hall, Cynthia A.; U. of Texas, San Antonio; cynthia.lengnickhall@utsa.edu
The knowledge-based view suggests that the foundation of an organizations strategy lies in its ability to generate, combine, recombine, and exploit knowledge. Over the evolution of this stream of research, models have been designed around conceptualizing two distinct types of knowledge: tacit and explicit. The focus is then on how to convert tacit knowledge into explicit knowledge. Tsoukas (2003) contested the idea of two types of knowledge. Reflecting Polanyis (1966) conceptualization of tacit and explicit as two interdependent dimensions of knowledge, he argues that all knowledge contains at least some tacit component. We argue that strategic human resource management research would benefit from focusing on what sociologists call working knowledge or knowledge-in-practice rather than trying to distinguish tacit from explicit knowledge. We propose a typology of knowledge-in-practice that reflects varying dimensions of tacitness and learnability. This reconceptualization makes several contributions to strategic human resource management research. First, by clarifying the misunderstanding involving the two types of knowledge, we explain how this leads to inadequate theories and practice. Second, we create a refocused dimensional understanding of the knowledge construct based on Polanyis (1966) original work, which we believe effectively re-directs the focus from knowledge conversion, to the learnability and/or leverageability of knowledge involved in organizational practices. Third, we articulate the implications of this refocused dimensional understanding for strategic human resource management and management research in general. The implications for strategic human resource management, we argue, becomes how to manage human capital by understanding how knowledge-in-practice is acquired, developed, and retained. Keywords:knowledge management, strategic human resource management, tacit knowledge

ROLE OF ETHICAL LEADERSHIP ON RELATIONS BETWEEN ABUSIVE SUPERVISION AND WORK ATTITUDES AND BEHAVIORS
Kacmar, K. Michele; U. of Alabama; mkacmar@cba.ua.edu Tillman, C Justice; U. of Alabama; cjtillman@cba.ua.edu Harris, Kenneth J.; Indiana U., Southeast; harriskj@ius.edu
Despite increased attention given to abusive supervision and its negative effects, few studies have examined the processes through which it influences employee outcomes. In this study, the authors examined the role of ethical leadership as a mediator of the relationships between

abusive supervision and the work-related outcomes of job performance, task-focused organizational citizenship behavior (OCB), and affective commitment. Hierarchical linear modeling analyses were conducted to test the main effects of abusive supervision as well as mediating hypotheses. Drawing on social exchange theory, results of the study using data collected at 2 points in time, separated by 12 months, suggested that ethical leadership fully mediates the relations between abusive supervision and the consequences of job performance and task-focused OCB. Ethical leadership was not found to mediate the association between abusive supervision and affective commitment. The studys theoretical implications as well as limitations and directions for future research are discussed. Keywords:abusive supervision, ethical leaderhip, longitudinal

ROLE OF POLITICAL SKILL IN THE PREDICTION OF INSURANCESALES PERFORMANCE OUTCOMES

Blickle, Gerhard; U. of Bonn; gerhard.blickle@uni-bonn.de John, Julia; U. of Bonn; jjohn@uni-bonn.de
Political skill is a relatively recently developed social effectiveness construct, and already has demonstrated in previous studies some impressive evidence of construct and criterion-related validity. The present study investigated the political skill-sales performance relationship in a sample of 252 salespersons from an insurance company after controlling for basic personality traits, work values, sex, age, educational level, years of experience in sales jobs, and organizational tenure. In the cross-sectional study, political skill of salespersons was associated with the monetary value of their total annual sales, sales performance-based pay outs, sales performance-based position in job hierarchy, and sales performance-based commission rate, after controlling for the other predictors. The implications of these results, strengths and limitations, and directions for future research are discussed. Keywords:Political skill, Sales jobs, Objective indicators of job performance

SOCIAL EXCHANGE AND POST-EMPLOYMENT CITIZENSHIP: EVIDENCE FROM PUBLIC ACCOUNTING

Herda, David N.; North Dakota State U.; davidherda@sbcglobal.net Lavelle, James J.; U. of Texas, Arlington; Lavelle@uta.edu
In this study, we examine why some ex-employees choose to benefit their former firm (postemployment citizenship) more than others. Our study is based on social exchange theory and involves former employees of a Big Four accounting firm. Post-employment citizenship was found to be predicted by a two-phase social exchange relationship between employees and the firm, and the two-phases, represented by during-employment perceived organizational support and during-employment organizational commitment, partially mediated the relationship between during-employment organizational fairness and post-employment citizenship. Keywords:Organizational citizenship behavior, social exchange, commitment

SOCIAL SUPPORT AND DIMENSIONS OF PSYCHOLOGICAL EMPOWERMENT: JOB INVOLVEMENT

AS A MODERATOR
Singh, Manjari; Indian Institute of Management, Ahmedabad; manjari@iimahd.ernet.in Sarkar, Anita; XLRI; anitasarkar@xlri.ac.in
The study examines the role played by job involvement in influencing the relationship between social supports provided to an individual and the dimensions of psychological empowerment. Based on earlier studies six dimensions of psychological empowerment are considered here: meaning, competence, impact, self-determination at job and organizational levels, and control in non-work domain. We hypothesized that job involvement weakens the relationship between family support (support received from family members) and each dimension of empowerment and strengthens the relationship between workplace support (support provided by colleagues and superior) and each dimension of empowerment. After a pilot survey of 288 respondents for pretesting the instrument, the study was done for 401 women primary school teachers from 54 schools located in the state of West Bengal in India. These teachers rated their psychological empowerment and the family support available to them. Colleague support was rated by the teachers colleagues (2-3 colleagues for each teacher), which resulted in total 1026 colleague responses. Colleagues responses were aggregated after checking inter-rater agreement. Each teachers superior rated the support provided by them to the teacher and the job involvement of the teacher. Data is collected from three different rater groups to minimize common method bias. Tests for job involvement as moderator were done in two ways: one, by hierarchical regression analysis after applying the centering procedure and two, using the macro simple-2way.sps available with the statistical package SPSS 17. As hypothesized, we found that employees having low job involvement required stronger family support to perceive greater meaning in their work, better opinion of their competence, more impact of their work, higher level of selfdetermination in job and organizational context, and more control in non-work domain. Our findings showed that for employees with high job involvement, colleague support increased their perception regarding meaning and self-determination in job and organizational contexts. Interestingly, contrary to one of the hypotheses, colleague support increased perception of meaning and control in non-work domain for employees with low job involvement. We also found that superiors support increased employees perceptions regarding all dimensions of psychological empowerment when job involvement was high. Keywords:job involvement, social support, dimensions of psychological empowerment

SOCIAL-STRUCTURE & PSYCHOLOGICAL EMPOWERMENT A TEN YEAR NARRATIVE REVIEW

Humborstad, Sut I Wong; BI Norwegian School of Management; sut_iwong@hotmail.com
There are currently two major perspectives on empowerment research, namely social-structure and psychological empowerment. Recent research and reviews stress the importance of integrating these two perspectives so as to reach a more comprehensive picture of empowerment phenomenon. Thus, this study aims to provide some grounds for future research to advance empowerment theory. It grasps the current state of empowerment literature, in particular, the development of social-structure and psychological empowerment. The present narrative review summarized and compared 108 empirical studies of both social-structure and psychological empowerment over the past decade. The study also discusses directions for future research. Keywords:social-structure empowerment, psychological empowerment, narrative review

SOURCES OF ERROR VARIANCE AND THEIR EFFECTS ON SUPERVISORS JOB PERFORMANCE RATINGS
Sturman, Michael; Cornell U.; mcs5@cornell.edu Murphy, Kevin; Penn State U.; krm10@psu.edu
The measurement of job performance is a significant challenge for both organizational research and practice, and our understanding of what is often referred to as the criterion is essential for any theoretical model or applied research involving this critical construct. As a result, there has been abundant work examining the construct of job performance, theoretical models of the construct, and the psychometric characteristics of performance measures. While understanding the measures construct validity is of obvious importance, the body of research has led to debate as to the right measure of reliability. This debate, though, has served to distract the field from the broader and more important issues related to developing a better understanding about the job performance construct. Using Wherrys Theory of Rating, we show that typical measures of reliabilitycoefficient alpha, interrater correlations, and test-retest correlationsall provide information that can help estimate the effects of performance and random error on job performance ratings. Our analyses suggest that performance ratings may capture as much as 52% of the variance in true performance, or as little as 0%. This paper demonstrates that a theoretically-driven approach to understanding job performance ratings clarifies the debate as to measures of its reliability, and more importantly to the sources of error variance affecting performance measurement. This approach also reveals that the field is lacking critical empirical information that is necessary to develop a better understanding of the proportion of variance from various sources affecting performance measurement. Keywords:Reliability, Job performance, Performance measurement

STAFF DIVERSITY AND NEWCOMER ADJUSTMENT AND SOCIALIZATION IN AUSTRALIA (WITHDRAWN)

Lund, Daniel W; Fudan U.; daniel.w.lund@fudan.edu.cn Hibbins, Raymond; Griffith U.; r.hibbins@griffith.edu.au Barker, Michelle; Griffith U.; m.barker@griffith.edu.au
The purpose of this study is to examine and build knowledge about the phenomenon of staff diversity and newcomer adjustment and socialisation in Australia. Through qualitative, theorybuilding, multiple case analysis, the socialization and adjustment experiences of ethnically and linguistically diverse immigrant and Australian-born organizational members are analysed. The study finds disconnects between organizational socialization policies and practices regarding the socialization of diverse newcomers. Contributions are made to the organizational socialization theory and practice literature. Keywords:Socialization, Adjustment, Diversity

STANDARDIZE OR CUSTOMIZE:EFFECTS OF HRM, INTRAFIRM ATTRIBUTES AND THE ENVIRONMENT ON MNC PERFORMANCE

Cogin, Julie Ann; AGSM-Australian School of Business; julie.cogin@agsm.edu.au Williamson, Ian O.; U. of Melbourne; i.williamson@mbs.edu
This study examines the influence of human resource management (HRM) practices in multinational corporations (MNC) on performance. Specifically we draw upon contingency theory to examine how customization of HRM practices influence MNC business unit performance. We used data from 213 managers located in 27 countries of a large multinational corporation to: (1) determine the impact of customized HRM practices on business unit performance, and (2) how this relationship is influenced by intra-firm attributes and characteristics of a business units local external environment. The results showed that customized HRM practices were positively associated with business unit net profit margin and customer satisfaction. In addition, this relationship was moderated by a subsidiarys strategic orientation. Keywords:MNC HRM strategy, Customization, Contingency

STEERING EMPLOYEES AFFECTIVE COMMITMENT: A SHARED RESPONSIBILITY OF LINE MANAGERS AND HR DEPARTMENT
Gilbert, Caroline; Katholieke U. Leuven; caroline.gilbert@econ.kuleuven.be De Winne, Sophie; Lessius Hogeschool - K.U.Leuven; sophie.dewinne@econ.kuleuven.be
The purpose of this paper is to investigate the role of employees perceptions of HRM implementation by both line management and the HR department in steering employees affective commitment. More specifically, we focus on the relative and joint impact of three different independent variables: HR practices enactment by the line manager, leadership behavior by the line manager and the HR departments service quality. Our contribution to HRM-performance research is twofold. First, we study both the role of the line manager and the HR department in implementing HRM. Although the line manager is considered to be an important HR actor in conceptual models, its role has been largely neglected in empirical studies. Second, we focus on employees perceptions of implemented HRM rather than on intended HRM. We do so because perceived HRM is seen as the driver of employees attitudinal and behavioral reactions. Data for this study were collected among 1363 employees (response rate 72%), working in three different service organizations. The results indicate that both line management and the HR department have a distinct, complementary role in enhancing employee commitment. Implications for research and practice are discussed. Keywords:HRM implementation, line management, perceived HRM

STRATEGIC HUMAN RESOURCE MANAGEMENT AND INTELLECTUAL CAPITAL IN PROFESSIONAL SERVICE FIRMS
Gianecchini, Martina; U. of Padova; martina.gianecchini@unipd.it Gubitta, Paolo; U. of Padova; paolo.gubitta@unipd.it
Professional Service Firms (PSFs) are knowledge intensive organizations that provide expert advice and services to clients. PSFs draw on intellectual capital (which components are human,

relational and organizational) as a crucial resource in creating value for clients. The aim of the paper is to analyze to what extent PSFs can increase their performance focusing their human resource management (HRM) practices on (one of) the components of intellectual capital. We assume that this impact could vary according to the organizational forms adopted by the PSFs (professional partnership or managed professional business). A survey has been conducted on a group (186) of small and medium Italian PSFs, which offer management consultancy and accounting services. The results of the statistical analysis show that 1) the focalization of HRM practices on one of the components of intellectual capital, instead of the creation of an HRM system which mixed up practices related to more components, has a positive effect on performance, 2) PSFs organized as partnership have better performance when their HRM practices are aimed to detect relational capital. Keywords:Human resource management configuration, Intellectual Capital, Professional Service Firms

STRATEGIC INTEGRATION OF HRM AND FIRM PERFORMANCE: THE IMPACT OF ORGANIZATIONAL EFFECTIVENESS
Zhu, Cherrie J.; Monash U.; cherrie.zhu@buseco.monash.edu.au Cooper, Brian; Monash U.; brian.cooper@buseco.monash.edu.au Thomson, Stanley Bruce; St. George's U.; stanleybruce.thomson@gmail.com DeCieri, Helen; Monash U.; helen.decieri@buseco.monash.edu.au Zhao, Shuming; Nanjing U.; zhaosm@nju.edu.cn
This paper investigates the relationship between the perceived changing business environment and strategic integration of human resource management (HRM), and the mediating role of organizational effectiveness in the strategic HRM - firm financial performance relationship. These relationships are examined using the survey responses of 618 managers in state-owned, domestic/private- and foreign-invested enterprises in China. Most studies of the linkage between HRM practices and firm performance in China have measured firm financial performance or used a combination of financial and non-financial indicators. We argue for a distinction to be made between non-financial organizational effectiveness and financial performance. As hypothesised, we find positive relationships between perceived business environment and strategic integration of HRM, and between strategic integration of HRM and organizational effectiveness. Our research adds an important conceptual link by showing that organizational effectiveness plays an important role as a mediator in the HRM and firm financial performance relationship and reinforces the importance of the organizational and environmental context for HRM. Keywords:HRM, Organizational Effectiveness, Firm Performance

STRENGTHENING EMPLOYMENT RELATIONSHIPS:EFFECTS OF WORK-HOURS MISFIT ON EMPLOYEE ATTITUDES

Sturman, Michael; Cornell U.; mcs5@cornell.edu Walsh, Kate; Cornell U.; kmw33@cornell.edu Zahn, Lindsey; Cornell U.; lindseyzahn@yahoo.com

Todays workers are facing resizing, layoffs, and reduced paychecks and hours all of which have critical implications for the ways in which they think about their employers and approach their jobs. Applying research in employment relationships, as well as in work-family integration, this study considers the impact of working hours misfit on key employee attitudes such as job stress, work-family conflict, life satisfaction and intent to turnover. We define hour misfit as the difference between the desired number of hours worked and the actual number of hours worked Results indicate that hours misfit is a better predictor of work-related and life-related attitudes, especially job stress, than actual hours worked, whether actual hours were under or over a forty hour work-week. This paper provides empirical support for the importance of considering preferences when scheduling working hours and offers ways for employers to strengthen their relationship and tenure with their employees. Keywords:employment relationaships, work-family integration, work-hour preferences

STRUCTURAL SOCIAL CAPITAL AND THE ACADEMIC LABOR MARKET: PHD EXCHANGE NETWORKS AND OUTCOMES
Hadani, Michael; Long Island U., C.W. Post; michael.hadani@liu.edu Jalajas, David; Long Island U.; david.jalajas@liu.edu Coombes, Susan; Virginia Commonwealth U.; scoombes@vcu.edu
The impact of universalistic or merit and particularistic or non-merit based criteria on academic hiring has been receiving growing attention in the last decade. Yet, most studies done on hiring norms in academy and management academy have ignored the impact of social capital, in particular structural social capital, on occupational outcomes. This could lead to a partial if not misleading view of the sociology of hiring in management academy. Utilizing a novel approach to structural social capital, based on PhD exchange networks, we explore how this type of social capital impacts job seekers occupational prestige for new academic jobs in management departments. We find that while merit based criteria matter somewhat, structural social capital, alongside particularistic criteria, explains more variance in occupational outcomes than extant literature assumes. We also find that for the most part structural social capital has an independent effect on occupational outcomes and does not moderate the impact of other criteria on academic job prestige and resources. We discuss the implications for management science. Keywords:Social capital, hiring, univesalism

SUPPORTING HUMAN RESOURCE MANAGEMENT CAREER OPPORTUNITIES THROUGH EXPERIENTIAL LEARNING PARTNERSHIPS
Richardson, Beth C.; St. Joseph's College of Maine; brichardson@sjcme.edu
This paper introduces a teaching methodology for introducing college students to the workplace through collaboration between a college business degree program and an organization with needs appropriate for an entry level employment assignment. The work assignment becomes the Project that is the focus of the college course, and therefore the focus of the professors instruction and guidance. The project has, within the collaborating workplace, an organizational champion, or sponsor, who is responsible for developing the project detail and direction with the professor and student, introducing the workplace and its strategic direction to the class, acting as the contact for the students assigned to the project, and hosting the final project presentation.

The academic sponsor, in the form of the course instructor, carries full responsibility for oversight of the project, providing ongoing guidance to insure that the final result addresses the initial project description and reflects the initial direction provided by the organizational champion. The paper focuses on a collaborative effort with undergraduate, rather than graduate, business programs, which adapts best to basic operational assignments and topical research projects. To provide context, the paper notes applicable academic research on experimentation learning, including the 1968 groundbreaking work of George J. Gore and the more recent exploration by Michael Reynolds and Russ Vince of Lancaster and Hull Universities in the UK of the synergies and contradictions characterizing the utilization of action based learning in management education. The paper proposes to act as a blueprint for organizational champions, as well as undergraduate professors, in undertaking an experiential learning partnership. In doing so, the paper also highlights various rubrics necessary for a successful collaboration, including those for project development, papers and presentations and overall student performance. Finally, the paper notes anecdotal results from two years of experiential learning partnerships guided by the author, within a BSBA human resource management program, including project topics and results, student career placements following graduation, and ongoing collaborations. Keywords:Experiential learning, human resource management, internship

SUSTAINING AGING WORKERS: DEVELOPMENT OF A MODEL WITH ERGONOMIC FACTORS IN THE DECISION TO RETIRE
Ritter, Charles H; Ohio U.; cr409409@ohio.edu Schwerha, Diana J; Ohio U.; schwerha@ohio.edu Gerasymchuk, Slava; Ohio U.; slavagerasymchuk@yahoo.com Robinson, Sean; Ohio U.; sr204008@ohio.edu Griffeth, Rodger; Ohio U.; griffeth@ohio.edu
A great deal of research done to describe and explain the decisions a worker makes before he or she leaves employment. However, the processes before retirement have received far less attention. We propose a theoretical model, based on well-established models of employee turnover, and incorporating ergonomic factors that might negatively influence workers, to explicate the retirement decision. Keywords:Retirement, turnover, ergonomic factors

TASK STRUCTURE- WORK OUTCOME RELATIONSHIPS: THE MODERATING ROLE OF PLANNING AND SCHEDULING
Billing, Tejinder K; Rowan U.; billing@rowan.edu Bhagat, Rabi S.; U. of Memphis; rbhagat@memphis.edu
The nature of tasks performed by job incumbents is a significant determinant of valued work outcomes. However, there have been no studies that provide any kind of systematic insights into the role of the emphasis on planning and scheduling that individuals must engage in performing their tasks. In this investigation, we examine 1) the relationships between task structure and four valued work outcomes of job satisfaction, job involvement, organizational commitment, and job alienation and 2) the moderating role of emphasis on planning and scheduling on the relationship

between task structure and these four work outcomes. Implications for future research are discussed. Keywords:Task Structure, Emphasis on Planning & Scheduling

TELEWORK AND THE ACTIVATION OF ORGANIZATIONAL IDENTIFICATION: EXAMINING IMPACTS ON WORK OUTCOMES
Golden, Timothy; Rensselaer Polytechnic Institute; goldent@rpi.edu
While evidence is growing suggesting telework and other forms of virtual work may impact work outcomes, literature has been slow to investigate how these impacts may occur. In this study we therefore examine the role of organizational identification in an effort to understand how telework alters work outcomes. Results suggest organizational identification plays an important intervening role reflecting the teleworkers changed view of their relationship with the organization, spurring changes in work outcomes. We also find that the explanatory role of identification in the telework context is not universal, highlighting the need for further study. Keywords:telework, telecommuting, virtual work

TEMPORAL ANALYSIS OF ORGANISATIONAL CAPABILITIES IN INDIAS INFORMATION TECHNOLOGY (IT) SECTOR

Malik, Ashish; U. of Newcastle; ashish.malik@newcastle.edu.au Blumenfeld, Stephen; Victoria U. of Wellington; stephen.blumenfeld@vuw.ac.nz
Recent literature explaining the growth of Indias information technology (IT) sector argues for the role of organisational capabilities. However, little is known of what these capabilities are and more importantly, how they are developed? Following a literature review and employing a case study research strategy, we identify key organisational capabilities and the role human resource management and development (HRM&D) practices play in developing these capabilities. Among other capabilities identified, our findings highlight the critical role of quality management and market-based organisational learning capabilities in ensuring growth and sustained high performance of Indias IT sector firms. Practice implications are also discussed. Keywords:Organsiational Capabilities, Strategic HRD, SHRM

THE CONTEXT OF WORKPLACE HARASSMENT: HR PRACTICES, WORK ENVIRONMENTS, AND ORGANIZATIONAL FACTORS
Raver, Jana L.; Queen's U.; jraver@business.queensu.ca Chadwick, Ingrid C.; Queen's U.; ichadwick@business.queensu.ca Jensen, Jaclyn M.; George Washington U.; jmn1@gwu.edu

The purpose of this research was to expand the scope of workplace harassment research by investigating how contextual factors may influence employees reports of generalized work harassment (GWH) and sexual harassment (SH). Our specific research goals were: (1) to investigate the extent to which harassment levels were predicted by organizations HR practices/policies, namely the implementation of anti-harassment policies, interpersonal skills training, and competitive performance management practices; (2) to investigate the extent to which work environment characteristics (i.e., management tolerance for uncivil treatment, work constraints, work overload) predict harassment in additive and interactive ways with HR practices/policies; and (3) to explore if macro organizational characteristics (i.e., industry type, ownership, size, gender composition, threat of layoffs) also predicted levels of harassment, which addresses the need for greater organizational contextualization in this domain of research. We investigated these relationships for both GWH and SH to establish evidence on the extent of parallel results for two forms of mistreatment. The study employed a time-lagged survey completed by adult women in the U.S. who worked full-time. Our results illustrate the importance of HR practices and work environment characteristics in predicting both GWH and SH, including several interactions showing contingencies between HR and the work environment. Macro organizational characteristics were less effective at predicting GWH and SH, suggesting that harassment levels are more strongly influenced by proximal HR and work conditions, rather than distal organizational characteristics. Implications for researchers and human resource practitioners are highlighted. Keywords:harassment, bullying, context

THE CRITERION-RELATED VALIDITY OF INTEGRITY TESTS: AN UPDATED META-ANALYSIS

Van Iddekinge, Chad H.; Florida State U.; cvanidde@fsu.edu Roth, Philip L.; Clemson U.; rothp@clemson.edu Raymark, Patrick H; Clemson U.; praymar@clemson.edu Odle-Dusseau, Heather; Gettysburg College; hodle@gettysburg.edu
Integrity tests have become a prominent predictor within the selection literature over the past two decades. However, some researchers have expressed concerns about the criterion-related validity evidence for such tests due to a heavy reliance on unpublished data from test publishers and a perceived lack of methodological rigor within this literature. In response to these concerns, we meta-analyzed 103 studies (representing 133 independent samples) whose conduct was consistent with professional standards for test validation, and whose results were relevant to the criterion validity of integrity-specific scales for predicting individual work behavior. The resulting validity evidence consistently was weaker than previous research would suggest. For example, overall validity estimates (corrected for criterion unreliability) were .17 for job performance and .30 for counterproductive work behaviors. Studies conducted by integrity test publishers and developers tended to report larger validity estimates than did studies conducted by independent researchers (e.g., p = .14 versus .27 for job performance studies). Finally, studies that used predictive designs, with job applicant samples, and conducted by independent researchers were associated with corrected validities of around .10 for both performance and CWB criteria. Keywords:Staffing, Personnel selection, criterion-related validity

THE DRUNKEN IDIOT BIAS: CONSUMING ALCOHOL REDUCES PERCEIVED INTELLIGENCE

Rick, Scott; U. of Michigan; srick@bus.umich.edu

At large doses, alcohol impairs cognitive performance. We examine whether people hold a lay theory consistent with this empirical regularity and, more importantly, whether they apply it too loosely (e.g., by overestimating how quickly alcohol impairs cognitive performance). Specifically, we consider whether merely observing minimal alcohol consumption reduces the perceived intelligence of the person consuming alcohol, a mistake we term the 'drunken idiot' bias. To detect the bias, we experimentally unconfound alcohol consumption and cognitive performance. Specifically, we manipulate whether confederates appear to be consuming alcohol, but hold their cognitive performance constant across conditions. Consistent with a drunken idiot bias, we found that speakers delivering a persuasive argument appeared less intelligent when consuming alcohol than when consuming soda, regardless of whether or not the decision to consume alcohol was theirs (Experiment 1). Job candidates drinking wine during a hypothetical interview held over dinner were also perceived (by real-world managers) as less intelligent and less hireable than candidates drinking soda, even when the boss was also drinking wine (Experiment 2). We demonstrate that the bias persists even when the evaluator is drinking alcohol, in face-to-face interviews with candidates (Experiment 3). Unfortunately, job candidates generally do not anticipate the bias. Most candidates believe they should follow the bosss lead, even if the boss orders alcohol (Experiment 4). Keywords:job interview, intelligence, alcohol

THE EFFECT OF APPLICANT POLITICAL SKILL ON THE RACE DISTANCE-RECRUITER EVALUATIONS RELATIONSHIP
Breland, Jacob W.; U. of Idaho; jbreland@uidaho.edu Treadway, Darren C.; SUNY @ Buffalo; darrent@buffalo.edu Lovelace, Kathi J; U. of Idaho; klovelace@uidaho.edu Shaughnessy, Brooke; U. at Buffalo, SUNY; bas29@buffalo.edu
Race distance has been found to have significant and negative effects on interviewing outcomes, but the results have been inconsistent. Additionally, the research that has been conducted has been limited in important ways, including an overreliance on laboratory studies, use of panel and/or highly structured interviews, and focusing only on racial main effects. In this study, we attempt to address these shortcomings and understand the moderating conditions of the race distance recruiter evaluations relationship. We collected data over time from actual interviews using multiple methods to investigate this phenomenon and found support for our model. Specifically, we found that the negative effects of being racially distant from a recruiter can be reversed for those applicants who are highly political skilled. Keywords:race distance, employment interview, political skill

THE EFFECT OF HIGH COMMITMENT HR PRACTICES AND CHARISMATIC LEADERSHIP ON FIRM PERFORMANCE
McClean, Elizabeth; Cornell U.; ejm45@cornell.edu

In this study, I examine the simultaneous effect of high commitment HR practices (HCHR) and charismatic leadership on firm performance through employee attitudes (affective commitment) and behaviors (customer service orientation and helping). I posit that HCHR practices and charismatic leadership are key drivers of employee attitudes and behaviors and need to be examined together given that they operate simultaneously in organizations. Further, when examined together I posit that HCHR practices and charismatic leadership will have a positive and additive effect on employee attitudes and behaviors, which will affect firm performance. I analyzed data collected in small firms using a path model. Results show that both HCHR practices and charismatic leadership affect employee attitudes and behaviors. Further, HCHR practices and charismatic leadership affected firm performance through affective commitment and customer service orientation; results did not support the link between helping and firm performance. Lastly, charismatic leadership appeared to have a larger effect on employee affective commitment than HCHR practices. Keywords:High Commitment HR, Charismatic Leadership, Firm Performance

THE EFFECTS OF APPLICANT DEFENSIVE IM TACTICS ON INTERVIEWERS' PSYCHOLOGICAL EVALUATIONS

Tsai, Wei-Chi; National Chengchi U., Taiwan; weichi@nccu.edu.tw Wu, Chih-Yun; Department of Business Administration, TungHai U., Taiwan; annacywu@gmail.com
According to attitude theory and information processing perspective, the researcher discusses cognitive and affective mechanisms of defensive impression management (IM) tactics simultaneously. Perceived applicants competence and liking toward applicants are included to capture the interviewers cognitive and affective evaluations. Following the findings of pilot studies, the researcher adopts tripartition of defensive IM tactics: apology, excuse, and justification. A 2x2x2 between-subject experiment with video-taped design is conducted to investigate the impact of defensive IM tactics on interviewers psychological processes. The results show that the main mechanism of justification lies in cognitive evaluation, however, the main mechanisms of apology and excuse are not identified as expectation. These unexpected findings may result from the actors non-verbal behaviors. Therefore, another sample is collected for further investigation, and the audio-taped design is used to wipe out the effect of non-verbal behaviors. It shows the influence of apology on liking is supported, though the impact of excuse on perceived competence remains unsupported. These findings provide not only further understanding of interviewers psychological processes, but also guidance for the applicants to choose appropriate defensive IM tactics. Keywords:defensive impression management, perceived competence, liking

THE EFFECTS OF HRM AND ORGANIZATIONAL CONTEXT ON TRANSFORMATIONAL LEADERSHIP AND TEAM PERFORMANCE
Han, Joo Hun; R. H. Smith School at U. of Maryland; jhhan@rhsmith.umd.edu Liao, Hui; U. of Maryland, College Park; hliao@rhsmith.umd.edu Taylor, Susan M.; U. of Maryland; staylor@rhsmith.umd.edu Kim, Seongsu; Seoul National U.; sk2@snu.ac.kr

By integrating strategic HRM and transformational leadership literatures, we propose that highperformance work systems (HPWS) can enhance managers transformational leadership which in turn leads to higher team performance. We also investigate contextual factors moderating the relationship between HPWS and transformational leadership. Using data from 182 teams in 46 organizations, we found that HPWS positively related to transformational leadership when organizations are low on efficiency orientation, task formalization, and bureaucracy, and high on task discretion. Further, moderated path analysis revealed that transformational leadership mediated the relationship between HPWS and team performance when organizations are low on efficiency orientation and bureaucracy. Keywords:strategic human resource management, high-performance work systems, transformational leadership

THE EFFECTS OF INTERRUPTIONS ON SELFREGULATION AND LEARNING IN TECHNOLOGYDELIVERED INSTRUCTION

Federman, Jessica; Cornell U.; jef236@cornell.edu Bell, Bradford S; Cornell U.; brad.bell@cornell.edu
Interruptions have been reported among the most common reasons why e-learners have trouble completing their training (Baldwin-Evans, 2004). Yet, research is lacking in identifying what types of interruptions e-learners experience during training and what interruption characteristics create learning and performance difficulties for e-learners. This article presents a conceptual framework that advances understanding of the different types of interruptions that can occur during elearning and their effects on learning. Additionally, the conceptual framework was used in the development of an internet-based survey that was distributed among e-learners who had experienced interruptions during training. Data of 172 observations (i.e., interruptions) that were nested within 55 individuals is used to examine the occurrence of different interruptions during elearning. E-learners had more difficulty completing their training when interrupted four times, interruptions were longer in duration, and interruptions were due to computer malfunctions. The findings also indicate that the most frequent interruption encountered by participants came from co-workers. Suggestions for effective self-regulated learning in the event of interrupted training are discussed. Keywords:learning, e-learning, self-regulation

THE FIVE FACTOR MODEL OF PERSONALITY AND SUPERVISOR, PEER, AND ASSESSOR COMPETENCY RATINGS.
Thomason, Stephanie; U. of Tampa; sthomason@ut.edu Bernardin, John; Florida Atlantic U.; bernardi@fau.edu Kane, Jeffrey S.; Alliant International U.; orgdoctor@earthlink.net
While the use of competency programs in organizations has increased dramatically over the past decade, few studies have examined the complex relationship between multi-rater competency ratings and the personality of the job candidates whose competency is being assessed. One reason may relate to findings suggesting a lack of construct validity in multisource ratings (Yammarino, 2003). The present study uses role theory to hypothesize that certain personality

traits would differentially appeal to raters when making competency assessments. Results from a field survey in a Fortune 500 organization provide some support for the hypotheses that emotionally stable job candidates garner high competency ratings from supervisors and trained assessors, while more agreeable candidates are more appealing to peers. Construct validity of the multisource ratings is assessed using the currently accepted methodology of the correlated uniqueness model (Kenny & Kashy, 1992). Difficulties in obtaining discriminant validity in such models may be attributable to the method of assessing discriminant validity (a comparison between traits with aggregate method effects), which differs from the original conception of discriminant validity using the heterotrait heteromethod approach by Campbell and Fiske (1959). These comparisons may be inflated due to rater stability in ratings (Kane, Bernardin, Villanova, & Peyrefitte, 1995). Theoretical and practical implications are offered. Keywords:Personality, competency modeling, 360 performance appraisals

THE HUMAN RESOURCE DIMENSION OF BUSINESS MODEL CHANGE

Spector, Bert Alan; Northeastern U.; b.spector@neu.edu Van-der-heyden, Ludo; INSEAD; ludo.van-der-heyden@insead.edu
Interest in the concept of business models and the potential for business model change (BMC) to be a key engine for improved performance has grown dramatically in recent years. Academic analysis of BMC has emerged largely from four domains: strategy, value-chain analysis, entrepreneurship and innovation, and the management of technology. Although that attention yielded a robust field of inquiry, it also has failed to recognize the centrality of a firms human resources to its business model, and the requirement to engage in transformational organizational change in order to alter that business model. This paper uses three case studies to present first evidence of three propositions: 1. Business models include both physical transactions and human relations. 2. The process of business model change will require behavioral change in order to be effective. 3. A firms human resource function can play a key role in improving the effectiveness of the BMC process. Keywords:strategic human resource management, business models, organizzational change

THE HYBRIDISATION OF HRM PRACTICES IN TUNISIAN SUBSIDIARIES OF FRENCH MULTINATIONALS

Yahiaoui, Dorra; Normandy Business School; d.yahiaoui@em-normandie.fr Golli, Adel; Euromed Management; adel.golli@euromed-marseille.com
Existing research on international management has tended to approach the topic of transfer by examining unilateral HRM practice transfers from parent companies to their subsidiaries, or by studying their adaptation. This analysis aims to elucidate a new aspect of transfer: HRM hybridisation practices. In order to observe the ways in which the hybridisation process is carried out within subsidiaries, an exploratory study has been conducted within two French subsidiaries operating in Tunisia. The results reveal the importance of this new concept for research on transfers, through an investigation of the strategies employed by various stakeholders during the hybridisation process. Keywords:Multinational corporations, HRM practices, hybridisation

THE IMPACT OF NEGATIVE COMPENSATION SHOCKS ON INDIVIDUAL PERFORMANCE

Dustin, Susan; Southern Illinois U., Edwardsville; sdustin@siue.edu
This study examines the impact of negative compensation shocks on individual performance over time. To do so, performance data over a two year time period were obtained for individuals who remained with their organization after experiencing a reduction in compensation. Using both equity theory and the unfolding model of turnover as theoretical perspectives, the study examines whether the magnitude of the shock matters, whether the individuals pay level affects their reaction to a negative shock, and whether or not the impact of a negative compensation shock dissipates over time. To examine these questions, the study used an interrupted time series with a nonequivalent no-treatment control group method of design. Data on 292 individuals were analyzed. The results show that in response to a negative compensation shock, individuals at high pay levels change their performance less than individuals at lower pay levels. Thus, high pay seems to be an insulating factor as it relates to negative compensation shocks. Second, the effects of negative compensation shocks on performance tend to dissipate time. Third, the study shows that the magnitude of the shock matters such that the larger the shock, the larger the resulting performance impact. The practical implications of these findings provide important new insights into contingencies that may affect the outcomes of pay for performance programs, particularly in the case of individuals whose performance in tightly linked to their compensation. Keywords:None

THE IMPACT OF VIRTUAL HR ON EMPLOYEE PSYCHOLOGICAL EMPOWERMENT, EMBEDDEDNESS, AND TURNOVER

Dong, Yuntao; U. of Maryland - College Park; yundong@rhsmith.umd.edu Bartol, Kathryn M.; U. of Maryland, College Park; kbartol@rhsmith.umd.edu
Synthesizing organizational information technology theories, embeddedness theory, and empowerment theory, we examined the effects of virtual HR system valuation on employee retention. In analyses of data from 243 newcomers in a U.S. professional services firm, we found that virtual HR system valuation was positively related to employee on-the-job embeddedness and subsequent voluntary turnover, and the relationship between virtual HR valuation and embeddedness was partially mediated by employees perceived psychological empowerment. Moreover, we found that the benefits of virtual HR for empowerment depend on the extent to which the organization encourages IT self-service usage. In the effort of integrating various theories to understand the impacts of virtual HR, we contribute to all three research streams. Keywords:Virtual HR, embeddedness, turnover

THE IMPLICATIONS OF MAGNITUDE, TIMING, AND REALIZATION OF WORKFORCE DOWNSIZING ON FIRM PROFITABILITY
Brauer, Matthias F.; U. of St. Gallen; matthias.brauer@unisg.ch

Prior studies on workforce downsizing have commonly compared the performance of firms that downsize with the performance of firms that do not downsize. However, in the presence of a serious performance downfall, declining demand, or external institutional pressures, workforce downsizing sometimes cannot be avoided. Therefore, the primary question for most companies is not whether or not to downsize but rather how to downsize successfully. So far, however, few empirical studies have focused on the internal characteristics of the downsizing process that influence the relationship between workforce downsizing and organizational performance. Our study addresses this gap by analyzing the effects of magnitude, timing, and realization of workforce downsizing on downsizing firms subsequent financial performance. Based on an analysis of the workforce downsizing actions by the largest European firms (Eurostoxx 50/Stoxx50) between 1996 to 2006, we find that the relationship between the magnitude of workforce downsizing and subsequent firm profitability is non-linear. Counter intuitively, however, the relationship is not inverted U-shaped but U-shaped. Further, findings suggest that this relationship is enhanced by the early timing of the downsizing and weakened by the use of divestitures for realizing the workforce reduction. Keywords:downsizing, firm profitability, timing

THE INFLUENCE OF FORCED DISTRIBUTION RANKING SYSTEMS ON ORGANIZATIONAL PERFORMANCE: A NEW HOPE
Wieland, Jamie R; Illinois State U.; jamie.wieland@ilstu.edu Bull Schaefer, Rebecca A.; Illinois State U.; beckybullphd@gmail.com
Using simulations to study performance appraisal (PA) format, we extend the work of Scullen, Bergby, and Aiman-Smith (2005) by comparing the benefits of using different variations of a forced distribution ranking system (FDRS) with termination consequences to a PA system without systematic termination. Findings suggest that after considering the effects of PA format on voluntary turnover rates, organizations may be better off in the long-run using FDRS with probationary periods rather than a using traditional Rank and Yank system, a temporary Rank and Yank system, or choosing to not terminate based on PA. Keywords:FDRS, Rank and Yank, PA format

THE MANY FACES OF PAY VARIATION

Conroy, Samantha A.; U. of Arkansas; sconroy@walton.uark.edu Gupta, Nina; U. of Arkansas; ngupta@walton.uark.edu Delery, John E.; U. of Arkansas; jdelery@walton.uark.edu
Research on pay variation has yielded conflicting and ambiguous results. In this paper, we argue that this is due to a lack of construct clarity regarding pay variation and seek to provide this needed clarification, to distinguish across the nuances of pay variation, and to tease out the conditions under which variations in pay are likely to be beneficial or detrimental for organizational effectiveness. Measurement recommendations are also provided. Keywords:Pay Variation, Pay Dispersion, Organizational effectiveness

THE MECHANISMS THROUGH WHICH A PREVENTIVE STRESS MANAGEMENT INTERVENTION INFLUENCES STRAIN
Unsworth, Kerrie; U. of Western Australia; kerrie.unsworth@uwa.edu.au
We investigate the effects of a theoretically-based, preventive stress management intervention on reducing strain. Based on conservation of resources theory, we propose that a self-leadership intervention will increase self-efficacy, locus of control and positive affect which will be associated with decreases in strain. Results confirmed that these changes occurred in the experimental group (N=23) but not in the control group (N=23). Regression analyses on a wider sample taking part in the intervention (N=127) supported our mediation hypotheses even after controlling for baseline measures. These results contribute to our understanding of the black-box of stress management. Keywords:Stress management, self-leadership, self-efficacy

THE MEDIATING EFFECT OF AOS ON THE RAPPORT BUILDING-APPLICANT REACTION RELATIONSHIP

Stewart, Robert; U. of Houston; rwstew@gmail.com Nicely, Daniel; U. of Houston; danielrnicely@hotmail.com Campion, James E; U. of Houston; jcampion@uh.edu
Engendering positive applicant reactions is important to attract and retain high-quality applicants as well as avoid legal issues. To help achieve this goal, researchers have focused on selection techniques designed to increase applicant reactions. Out of this research, two new branches have emerged: rapport building and anticipated organizational support. This study investigated the effects of rapport building behavior on two applicant reactions, attraction to the organization and job acceptance intentions, via the psychological mechanism anticipated organizational support. Using a sample of 196 college-recruit first-round interviewees, this study found evidence that anticipated organizational support acts as a partial mediator in the rapport building-attraction relationship. Results help to verify the recruiting role that interviewers play as well as explain applicant perceptions of the selection process. Keywords:Applicant Reactions, Anticipated Organizational Support, Interviewing

THE PERFORMANCE EFFECT OF NON-EXPENSE EMPLOYEE STOCK BONUS: EVIDENCE FROM TAIWANESE HIGH-TECH FIRMS
Liu, Nienchi; National Central U.; nliu@cc.ncu.edu.tw Wang, Mei-Ling; Tamkang U.; magcute@seed.net.tw
Whether expensing broad-based stock incentives or not has been a highly controversial debate in academic research as well as in practical world. Our study provided some insightful findings to reconcile some debates about the effectiveness of the non-expense broad-based stock incentives. By utilizing a unique longitudinal dataset from Taiwanese high-tech firms over the period of 1997-2008, our results indicated that non-expense employee stock bonus had positive effects on value-added creation, and the stock market also reacted positively to the productivity

gains. However, the dilution effects of broad-based stock incentives in Taiwan indeed eroded organizational profitability. Moreover, an inverted U-shaped relationship between the intensity of employee stock incentives and organizational productivity provided some evidences for the overexploitation argument. The existence of a dark side of non-expense employee stock incentives then result in more voices on changing the regulative context of non-expense employee stock incentives. Keywords:Broad-based stock incentives, non-expense accouting regulations, firm performance

THE POSITIVE EFFECTS OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE COMMITMENT OVER TIME

Holtz, Brian C.; Rutgers U., Camden; bholtz@camden.rutgers.edu Harold, Crystal M.; Temple U.; charold@temple.edu
Organizational cost-saving practices have fundamentally altered employment relationships. Whereas previous generations often spent entire careers with one organization, employee commitment is fleeting in the modern workforce. Adopting a positive psychology perspective, this longitudinal study examines how the practice of transformational leadership can help foster and maintain employee commitment over time. Results suggest that employees of managers who engage in transformational leadership report higher levels of affective and normative commitment. Further, results suggest that employees of transformational leadership have more stable levels of commitment across time. Keywords:commitment, leadership, well-being

THE RELATIONSHIP BETWEEN PAY DISPERSION AMONG R&D EMPLOYEES AND FIRM R&D PERFORMANCE
Cui, Victor; U. of British Columbia; victor.cui@sauder.ubc.ca Yanadori, Yoshio; U. of British Columbia; yoshio.yanadori@sauder.ubc.ca
Empirical research on the relationship between firm pay dispersion and workforce performance yields mixed findings. In an effort to disentangle the theoretical and empirical contradiction of pay dispersion research, this study examined the relationship between pay dispersion among R&D employees and firm R&D performance using employee-level pay data collected from US hightechnology firms during the 1997-2002 period. Our results revealed that the relationship between pay dispersion and firm R&D performance took an inverted U-shaped curve. Increasing the range of pay dispersion is beneficial at the beginning but once its range goes beyond a certain point, further increasing the range is detrimental. Unlike the authors expectation, the negative effect of large pay dispersion is attenuated when the US economy was declining (i.e., in 2001 and 2002). Keywords:Compensation, Pay dispersion, High technology firms

THE RELATIONSHIP BETWEEN TYPICAL AND MAXIMUM PERFORMANCE: A META-ANALYTIC EXAMINATION

Beus, Jeremy M.; Texas A&M U., College Station; jeremybeus@gmail.com Whitman, Daniel S.; U. of Bridgeport; dwhitman@yahoo.com
The purpose of this study was to meta-analytically examine the relationship between typical and maximum job performance. In addition, we examined several theoretical antecedents of typical and maximum performance (i.e., motivation, ability, and personality), and tested four potential moderators associated with the boundaries of this relationship (i.e., the length of both typical and maximum performance assessments, the time between assessments, and task complexity). Meta-analyses revealed a moderate typical-maximum performance association ( = .40), suggesting that a meaningful distinction exists between the two types of performance. Furthermore, consistent with theory, results revealed that motivation is more strongly related to typical performance whereas ability is related more strongly to maximum performance. Regarding personality, analyses revealed that Conscientiousness is more predictive of typical performance and Openness is more predictive of maximum performance. None of the proposed moderators were found to meaningfully affect the typical-maximum performance relationship suggesting that extant boundary conditions may be too strict. Practical and theoretical implications are discussed. Keywords:typical performance, maximum performance, meta-analysis

THE RISE OF WOMEN IN HRM: JUGGLING TOP MANAGEMENT DIVERSITY AND SEX STEREOTYPES
Reichel, Astrid; WU Vienna; astrid.reichel@wu.ac.at Brandl, Julia; WU Vienna; julia.brandl@wu.ac.at
Over the last decades, HRM scholars associated the inclusion of women into HRM with the occupations loss of status. Such views have difficulties to explain more recent developments in Europe that show a co-evolution of feminization and status increase of HRM. In this article, we review these developments and offer an explanation that accounts for them. Linking neoinstitutional arguments with literature on sex stereotypes, we suggest that allocating women to HRM offers a solution for organizations to deal with growing demands for enhancing diversity within top management without giving up the traditional division of female and male work. We show how the patterns of the inclusion of women into HRM in 11 European countries between 1995 and 2004 support this explanation. Keywords:HRM status, feminization, institutional pressure

THE ROLE OF EVALUATION-RELATED PERSON CHARACTERISTICS IN TEST-TAKER PERCEPTIONS

Reeder, Matthew C; Michigan State U.; reederm1@msu.edu Powers, Charlotte L; Michigan State U.; powers54@msu.edu Ryan, Ann Marie; Michigan State U.; ryanan@msu.edu Gibby, Robert E; Proctor & Gamble Company; gibby.re@pg.com
The present study examined the influence of implicit theories of ability and locus of control on perceptions of face validity and predictive validity for two cognitive ability tests. The role of sample type (student versus job-seeker) and employment status was also considered. Interactions between implicit theories and self-assessed performance in predicting perceptions were found, although not of the form expected. Job knowledge and prior success in selection contexts were

related to perceptions, while job experience and test experience were not. Sample interacted with test type to influence perceptions. Implications for selection system design and research on applicant perceptions are discussed. Keywords:Applicant reactions, Personnel selection, Cognitive predictors

THE ROLE OF INTRINSIC HUMAN RESOURCE MANAGEMENT IN THE PERFORMANCE OF SMALL FIRMS
Allen, Mathew R; Northeastern U.; ma.allen@neu.edu Ericksen, Jeff; Michigan State U.; erickse8@msu.edu Collins, Christopher; Cornell U.; cjc53@cornell.edu
In spite of the fact that small businesses make up a substantial part of the economy, little has been done to understand how strategic human resource management can be adapted to this unique and important context. Using responses from both CEOs and employees of small businesses over a 3 year period of time, we examined the relationship between human resource practices specifically orientated towards intrinsic motivation and small business performance. Results indicate that the use of intrinsic human resource management practices contributes to lower turnover and higher levels of firm performance. Further, the relationship between intrinsic human resource practices and firm level performance takes place through increased levels of employee involvement. Implications and future research directions are also discussed. Keywords:None

THE ROLE OF SYNERGIES AND CONFLICTS OF INTEREST IN SHAPING CONSULTANTS ATTITUDES AND BEHAVIORS (WITHDRAWN)
Donnelly, Rory; Birmingham Business School; r.donnelly@bham.ac.uk
The management of human resources represents a critical strategic function for consultancies. In light of the importance of these assets, the resource-based view of the firm advocates a management framework that centers on strengthening the internal relationship between a consultancy firm and its staff. However, this perspective currently fails to take account of consultants engagement with external actors, particularly clients. This paper explores the interplay between the synergies and conflicts of interest generated by the relational environment in which consultants operate and the implications of these tensions for consultants attitudes and behaviors in a leading international consultancy firm. The findings from this UK-based study advance our understanding of the factors affecting the management of these key human resources and contribute to growing critiques calling for the refinement of the resource-based view of the firm. Keywords:consultancy firms, consultants, resource-based view

THE ROLE OF THE HR DEPARTMENT AND CONDITIONS THAT AFFECTS ITS DEVELOPMENT: EXPLANATIONS FROM THE TOP

Brandl, Julia; WU Vienna; julia.brandl@wu.ac.at Pohler, Dionne; U. of Saskatchewan; pohler@edwards.usask.ca

Using a qualitative approach to study considerations of Austrian CEOs, this study fills a key void within the broader literature on strategic human resource management by analyzing CEOs perceptions about the current role of the HR department in their organizations, and the conditions that constrain or enable the development of a more strategic role. The results of this study suggest that even if CEOs have an overall positive evaluation of the capabilities of their HR departments and are willing to delegate responsibility for higher-level decision-making, in order to develop the role of the HR department, the CEO must also feel he or she has the scope to do so. Our framework expands upon previously identified factors that assist in shaping these three conditions and also identifies new ones. Directions for future research are discussed, as well as practical implications for the opportunities and constraints confronting HR managers when attempting to develop a more strategic role for their departments. Keywords:HR department, strategic integration, CEO

THE ROLES OF FAMILY-FRIENDLY BENEFITS AND WORK-FAMILY CULTURE IN PREDICTING WORK-FAMILY CONFLICT
Henle, Chris A.; Colorado State U.; chris.henle@business.colostate.edu Zellars, Kelly L; U. of North Carolina, Charlotte; kzellars@uncc.edu
More companies are implementing family-friendly benefits in an effort to reduce the conflict employees experience between their work and family roles. However, we propose and empirical test the notion that these benefits will only reduce work-family conflict if they are implemented in conjunction with a supportive work-family culture. Results indicate that two components of workfamily culture (organizational time demands and career consequences) moderated the relationship between family-friendly benefits and work-family conflict. Two additional components of work-family culture, managerial and coworker support, did not moderate this relationship although coworker support had main effects on work-family conflict. Keywords:family-friendly benefits, work-family culture, work-family conflict

UNION CITIZENSHIP BEHAVIOR AND ABSENTEEISM: AN ORGANIZATIONAL LEVEL ANALYSIS

Buttigieg, Donna Michelle; Monash U.; donna.buttigieg@buseco.monash.edu.au Deery, Stephen; U. of London; stephen.deery@kcl.ac.uk Iverson, Roderick D; Simon Fraser U.; riverson@sfu.ca
Although there has been an expanding body of research on union citizenship behavior (UCB) there is still a limited understanding of its antecedents and outcomes. In this paper we seek to address this deficiency by using data from 305 branches of a large unionized Australian-based multinational banking organization. The results indicate that UCB comprises behavior supporting the union as an organization (UCBO) and behavior supporting individual members (UCBI). UCBI was found to have a negative effect on branch level absenteeism, while union loyalty mediated

the impact of job satisfaction, extrinsic instrumentality and union satisfaction on UCB. The implications for theory and practice are discussed in the paper. Keywords:Union citizenship behavior, absenteeism, union loyalty

UNIT-LEVEL SATISFACTION AND PERFORMANCE: INTERVENING VARIABLES AND INDIRECT RELATIONSHIPS

Holwerda, Jacob; Cornell U.; jah99@cornell.edu Ericksen, Jeff; Michigan State U.; erickse8@msu.edu Dyer, Lee D; Cornell U.; ldd3@cornell.edu
Employee satisfactions role in the human resources literature is long-lived and, while theoretical rationales explaining why satisfaction influences firm performance abound, little convincing evidence of a strong connection between these constructs exists. This study suggests one possibility, namely that the relationship can be purely indirect. By examining unit-level employee satisfaction and financial performance in the presence of other theoretically relevant intervening variablesemployee responsiveness, retention, and customer satisfactiona model exhibiting good fit to the data indicated that the path from satisfaction to performance was indirect as opposed to mediated. Further, proximity effects resulting from causal distance were found. Keywords:employee satisfaction, performance, unit-level

USING SOCIAL CAPITAL-ENHANCING HUMAN RESOURCE PRACTICES TO PROMOTE INNOVATIVENESS IN ORGANIZATIONS

Kehoe, Rebecca R.; Cornell U.; rar33@cornell.edu
This study examines the role of an original set of social capital- enhancing (SCE) HR practices in creating the context for innovativeness in organizational subunits. Specifically, I present a theoretical model in which SCE HR practices predict access to knowledge and access to tangible resources, which interact to predict innovativeness at the subunit level. I then present an empirical test of this model based on data collected from employees and managers in 72 subunits in the science and engineering division of a large hydroelectric power organization. Implications for research and practice are discussed. Keywords:SHRM, innovation, social capital

USING TEAM-BASED HRM SYSTEMS AND EMPOWERING LEADERSHIP TO SUPPORT KNOWLEDGE ACQUISITION AND SHARING
Chuang, Chih-Hsun; national U. of tainan; chctn@mail.nutn.edu.tw Jackson, Susan E.; Rutgers U.; sjackson@smlr.rutgers.edu Jiang, Yuan; Indiana-Purdue; jiangy@ipfw.edu

Using a sample of 172 knowledge-intensive teams, the current study simultaneously examined the impacts of team-based HRM systems and empowering leadership on team knowledge acquisition and sharing, and explored knowledge tacitness as a moderator. Team-based HRM systems were found to be positively related to knowledge acquisition and sharing, and knowledge tacitness moderated the relationship between HRM systems and knowledge acquisition. Further, teams led by more empowering leaders engaged in more knowledge sharing regardless of the degree of knowledge tacitness, even without strong team-based HRM systems. The positive relationship between empowering leadership and knowledge sharing was stronger when teambased HRM systems and high degrees of knowledge tacitness were present. Keywords:Knowledge acquisition and sharing, HRM systems, Empowering leadership

VALIDITY OF OBSERVER RATINGS OF PERSONALITY: A META-ANALYSIS

Oh, In-Sue; U. of Alberta Business School; insue.oh@gmail.com Wang, Gang; U. of Iowa; gang-wang@uiowa.edu Mount, Michael K; U. of Iowa; michael-mount@uiowa.edu
The purpose of the current study is to meta-analytically examine the validity of observer ratings of Big Five personality. Results show that: (a) compared to self-reports of Big Five traits, observer ratings are substantially more predictive of overall job performance as operational validities were on average 209% higher (ranging from 82% for Conscientiousness to 420% for Openness to Experience) than corresponding self-reports; (b) when based on observer ratings, Conscientiousness is the best predictor of overall job performance, task performance, and counterproductive work behavior, and Agreeableness is the best predictor of contextual performance; and (c) observer ratings of personality provide substantial incremental validity over corresponding self-reports of personality, but not vice versa. Implications for theory and practice are discussed along with research strengths and weaknesses, and future research needs. Keywords:Personality, Observer rating, meta analysis

WHAT INFLUENCES EMPLOYEES TO BECOME INVOLVED IN DEVELOPMENT ACTIVITIES?

Jehng, Jihn-Chang Joseph; National Central U. Taiwan; jehng@mgt.ncu.edu.tw Chen, Chun-Hsi Vivian; National Central U. Taiwan; cvchen@mgt.ncu.edu.tw Liu, Hsiao-Wen; National Central U. Taiwan; hsiaowenliu@hotmail.com
This study sets out to explore the relevance of self-directed learning(SDL), self-awareness for professional development, supportive organizational climate and learning organization to employees professional development. Based on a study of 242 teachers from 11 schools in Taiwan, this study develops and tests a multi-level model in order to examine the relationships. The results showed that SDL promoted employees professional development, whereas organization-level learning organization did not. In addition, the self-awareness for professional development mediated the relationship between SDL and employees professional development at the individual level. Furthermore, results showed a cross-interaction effect that supportive organizational climate moderated the relationship between SDL and teachers professional development. Therefore, employees with SDL and who have a greater self-awareness for

professional development in a supportive organizational climate will be more involved in their own professional development. Implications and suggestions for future research are discussed. Keywords:professional development, multilevel analysis, Self-directed learning

WHAT JOB SEEKERS KNOW VS. THINK THEY KNOW: EFFECTS OF FAMILIARITY ON EMPLOYER INFERENCES & CHOICES
Stevens, Cynthia Kay; U. of Maryland; cstevens@rhsmith.umd.edu Dragoni, Lisa; Cornell U.; ld284@cornell.edu Burnett, Meredith F.; Florida International U.; meredith.burnett@fiu.edu
We explored the content, structure, and accuracy of job seekers inferences and their implicit theories about employers who varied in familiarity. New labor market entrants rated their familiarity with actual employers and then compared them in pairs, choosing which was more attractive as an employer and why. Results indicated that firm names and industries influenced preferences for unfamiliar firms, whereas prior awareness and perceived reputation affected preference for familiar firms. Respondents chose familiar over unfamiliar firms in 75% of comparisons, and were equally likely to draw inferences about firms regardless of their familiarity. However, respondents drew fewer false objective inferences per firm when they rated themselves as more (.42) rather than less familiar (.78) with the firm, and they drew fewer false objective inferences for chosen (.14) than non-chosen firms (.41). These findings suggest that although new labor market entrants may draw fewer false inferences about chosen familiar firms, they may discount unfamiliar firms for invalid reasons. Keywords:job search, recruitment, job choice

WHY ARE JOB SEEKERS ATTRACTED TO SOCIALLY RESPONSIBLE COMPANIES? TESTING UNDERLYING MECHANISMS
Jones, David A.; U. of Vermont; dajones@bsad.uvm.edu Willness, Chelsea; U. of Saskatchewan; willness@edwards.usask.ca Madey, Sarah; U. of Vermont; smadey@maguireassoc.com
Research shows that job seekers tend to be more attracted to organizations that are known for their corporate social responsibility (CSR); however, few studies have included direct tests of mechanisms that may explain this relationship. Using data from 171 job seekers who attended job fairs, we tested three hypothesized mediators of the relationship between job seekers perceptions of CSR and their evaluations of organizational attractiveness: perceived value-fit, employer prestige, and expectations about employee treatment. Results showed that job seekers perceptions of an organizations CSR relating to its environmental and community-focused practices explained variance in organizational attractiveness beyond the effects of other variables (e.g., location favorability, job offer expectancy). Results from structural equation modeling showed support for all three mediating mechanisms that explain why job seekers are attracted to organizations known for CSR. We discuss the implications of our findings for theory, research, and practice. Keywords:recruitment, corporate social responsibility, organizational attractiveness

WHY DO SOME APPLICANTS CHOOSE LOW-PAY JOBS? THE COMPENSATORY EFFECTS OF NON-PECUNIARY JOB ATTRIBUTES
Tsai, Wei-Chi; National Chengchi U., Taiwan; weichi@nccu.edu.tw Huang, Chia-Hsiung; National Chengchi U.; 93355503@nccu.edu.tw Kang, Chia-Lin; Nan Shan Life Insurance Company, Ltd.; crancon@gmail.com
Pay-level is recognized as an important factor when applicants make job choice decisions. However, some applicants choose low-pay over high-pay jobs because of non-pecuniary job features as well as applicants preferences. The present study examines whether more favorable relatedness and growth job attributes, along with applicants' need for affiliation and growth needs strength, influence the relationship between low salaries and applicant job choice. A 22 between-subject experimental design, with low-pay job acceptance intention and job choice as the dependent variables, was conducted with 151 undergraduate students in Taiwan who were pursuing jobs at the time of the data collection. Results showed that applicants were more likely to choose low-paying jobs with better relatedness or growth job attributes; besides, growth needs positively influenced the intention to accept low-paying jobs with better growth attributes. Keywords:recruitment and job choice, need for affiliation, job acceptance intention

WORKPLACE SOCIAL SELF-EFFICACY: CONCEPT, MEASURE, AND INITIAL VALIDITY EVIDENCE

Fan, Jinyan; Hofstra U.; fanjinyan@yahoo.com Islam, Sayeed; Hofstra U.; sislam1@pride.hofstra.edu Weiner, Brianne; Hofstra U.; brianne.weiner@gmail.com Alexander, Monique; Hofstra U.; monique.n.alexander@gmail.com Liu, Cong; Hofstra U.; cong.liu@hofstra.edu Kulviwat, Songpol; Hofstra U.; mktszk@hofstra.edu
We proposed the construct of workplace social self-efficacy (WSSE) and developed an inventory to measure it. An empirical study was conducted to examine the psychometric properties of this new measure. Participants were 141 full-time employees (who provided self-report data) and 363 coworkers of these employees (who submitted peer ratings). Results showed that the WSSE inventory had a 4-factor structure, high internal consistency, excellent convergent and discriminant validity, and meaningful correlation patterns with related constructs in the nomological network. In addition, coworker-rated popularity was found to mediate the relationships between WSSE and several interpersonal outcome variables, as predicted. Theoretical and practical implications were discussed. Keywords:social self-efficacy, scale development and validation, popularity

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Copyright of Academy of Management Annual Meeting Proceedings is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use.