Predicting human resource competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Cognitive Ability ◽  
Human Resource ◽  
Work Experience ◽  
Positive Relationship ◽  
Service Industry ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Content Type ◽  
Challenging Tasks ◽  
Hr Competencies

Purpose The purpose of the research is to conceptually define and empirically investigate the density of work experience along with individual characteristics [cognitive ability, conscientiousness, openness to experience] and examine their influence on HR competencies. Design/methodology/approach 140 Human Resource [HR] professionals and their supervisors from a service industry sector were surveyed. Conscientiousness and openness to experience were assessed using scales from a five factor inventory. Density of work experience was assessed using a profile with five distinct areas of challenge. Two measures of intelligence were used and averaged. Supervisors were asked to respond to competency items which covered business knowledge, functional expertise and change management. Findings The hypotheses were supported by the evidence in that 1. Cognitive ability had a direct positive relationship both with HR competencies and density of work experience 2. Openness to experience had a direct positive relationship both with HR competencies and density of work experience 3. Conscientiousness had a direct positive relationship with their density of work experience 4. There is a direct positive relationship between density of work experience and HR competencies Research limitations/implications The author notes the following limitations 1. Learning from each role [manager, team leader, individual contributor] was not assessed 2. The measure of density of work experience could be queried or supplemented 3. Any feedback that respondents might have received and any course corrections that may have been made were not considered Practical implications Organizations could consider increasing the density of work experience within the same role and this could have implications for progression to higher levels of pay. Employers could use an approach of gradually increasing the level of responsibility and involvement in challenging tasks of employees who are not of higher cognitive ability. Originality/value Prior to this study there had yet to be no convincing theory developed as to how individuals with specific characteristics acquire the specific competencies necessary for managerial effectiveness.

The relative contribution of personality, cognitive ability and the density of work experience in predicting human resource competencies

2020 ◽  
Vol 49 (8) ◽  
pp. 1573-1590
Author(s):  
Srikanth P.B.
Keyword(s):  
Cognitive Ability ◽  
Human Resource ◽  
Work Experience ◽  
Service Industry ◽  
Personality Characteristic ◽  
Individual Characteristics ◽  
Content Type ◽  
Relative Contribution ◽  
Challenging Tasks ◽  
Hr Competencies

Purpose The purpose of this paper is to conceptually define and empirically investigate the density of work experience along with individual characteristics (cognitive ability, conscientiousness and openness to experience) and examine their influence on human resource (HR) competencies. Design/methodology/approach Regression analysis was used to analyze the data. In total, 140 HR professionals from service industry background and their supervisors participated in the data collection efforts. Findings Data analyses revealed three key findings. Employees’ density of work experience positively relates to HR competencies. Cognitive ability is the strongest predictor of the positive relationship to HR competencies, and density of work experience. Research limitations/implications The author did not assess learning from each role (individual contributor, team lead and manager). Another limitation stems from the measure of density of work experience. The author did not consider the feedback that each incumbent might have received while dealing with challenging activities and the course corrections that may have been made. Practical implications Using an approach of gradually increasing the level of responsibility and involvement in challenging tasks may also help incumbents develop who may not be intellectually gifted. In the process of gradually increasing the level of involvement in challenging tasks, incumbents could develop a nuanced view of the field expertise required to deal with challenges, gain an in-depth understanding of the business, and acquire change management skills. Originality/value The author attempts to know which aspects of personality influence density of work experience the most. In addition, which personality characteristic predicts HR competencies more strongly?

Vulnerability and agency work: from the workers’ perspectives

2015 ◽  
Vol 36 (6) ◽  
pp. 947-965 ◽  
Author(s):  
Robyn Cochrane ◽  
Tui McKeown
Keyword(s):  
Work Experience ◽  
Small Sample Size ◽  
Individual Characteristics ◽  
Small Sample ◽  
Computer Assisted ◽  
Apparent Contradiction ◽  
Content Type ◽  
Nonstandard Work ◽  
Template Analysis ◽  
Social Vulnerabilities

Purpose – The notion of worker vulnerability is often seen as synonymous with disadvantage in discussions of nonstandard work. The purpose of this paper is to separate and examine these two notions by considering economic, social and psychological perspectives and exploring the reality as experienced by agency workers. Design/methodology/approach – In total, 178 Australian clerical agency workers employed by eight agencies completed a mail questionnaire. Personalised responses were subjected to computer-assisted template analysis. Findings – Sample characteristics revealed a gendered and heterogeneous workforce. Findings showed evidence of economic, psychological and social vulnerabilities although favourable features were also reported. This apparent contradiction suggests linkages between the features of nonstandard work, worker preferences, individual characteristics and the experience of worker vulnerability. Research limitations/implications – The notion of varying degrees of worker vulnerability offers a new lens to investigate agency work. The relatively small sample size, focus on clerical work and features of the Australian context may limit generalisability. Practical implications – Findings demonstrate the nature and extent of agency worker vulnerability which allows us to offer policy interventions for governments, agencies and user organisations and insights for prospective agency workers. Originality/value – The widespread use of agency workers provides an imperative for frameworks to assess the nuances of the agency work experience. This study presents the reality of agency work as experienced by the workers and reveals the good and bad aspects of agency work.

Does managerial personality influence pricing practices under uncertainty?

2017 ◽  
Vol 26 (7) ◽  
pp. 771-784 ◽  
Author(s):  
Mario Kienzler
Keyword(s):  
Personality Traits ◽  
Factor Model ◽  
Five Factor Model ◽  
Cross Sectional Study ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Cross Sectional ◽  
Content Type ◽  
Pricing Decisions ◽  
The Relationship

Purpose While marketing and management research suggests that managers’ individual characteristics influence pricing decisions, the influence of personality traits in this context remains unclear. This study aims to explore the relationship between the five basic personality traits of the five-factor model (extraversion, conscientiousness, openness to experience, agreeableness and neuroticism) and three basic pricing practices (value-, competition- and cost-informed). Design/methodology/approach On the basis of a non-experimental decision-making scenario, the analysis examines the pricing decisions of 57 managers in relation to a new business service. Findings The results suggest that managers’ conscientiousness and openness to experience are positively related to preference for value-informed pricing. Similarly, managers’ agreeableness is positively related to preference for competition-informed pricing and managers’ openness to experience and agreeableness are positively related to preference for cost-informed pricing. Research limitations/implications The cross-sectional study design does not support causal inference, and the modest sample size may limit the external validity of the findings. Practical implications By increasing awareness of the influence of personality on pricing preferences, the findings are of relevance to managers who are directly involved in pricing decisions. Additionally, the findings are informative for managers who must assign responsibility for pricing authority within firms. Originality/value This empirical exploration of the relationship between certain personality traits and specific pricing practices contributes to the literature on psychological aspects of pricing theory by showing how managerial personality influences pricing preferences under uncertainty.

Study shows how cognitive style and personality of leaders determine what they are good at

2019 ◽  
Vol 27 (6) ◽  
pp. 7-9
Keyword(s):  
Personality Traits ◽  
Cognitive Style ◽  
Identity Work ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Leadership Roles ◽  
Institutional Work ◽  
Content Type ◽  
Intuitive Thinking ◽  
The Impact

Purpose The authors wanted to find out if they could establish a connection between the cognitive styles and also the personality traits of managers and the roles they were best at. Design/methodology/approach They tested a series of six hypotheses on 101 managers and senior managers in diverse leadership roles in India. The four major types of cognitive style were intuitive thinking (NT), sensing thinking (ST), intuitive feeling (NF) and sensing feeling (SF). Meanwhile, the Big Five personality traits were openness to experience (O), extraversion (E), consciousness (C), agreeableness (A), and neuroticism (N). Finally, the three categories of leadership roles were identity work, institutional work, and integrative work. Findings The data from 101 managers in diverse industries found that an “intuitive feeling” cognitive style is suitable for identity work, whereas an “intuitive thinking” style works well for integrative work. Meanwhile, “openness to experience” and “conscientiousness” are correlated positively with identity work. “Conscientiousness” was also the most important trait for managers doing institutional work, but “agreeableness” had a negative effect on both institutional and identity work. Originality/value The authors said that no previous researchers had measured the impact of personality and cognitive style on work types. They said it was important for organizations to make sure they found the right roles for their managers depending on their individual characteristics.

TRAIT EMOTIONAL INTELLIGENCE AND HAPPINESS

2003 ◽  
Vol 31 (8) ◽  
pp. 815-823 ◽  
Author(s):  
Adrian Furnham ◽  
K. V. Petrides
Keyword(s):  
Emotional Intelligence ◽  
Cognitive Ability ◽  
Big Five ◽  
Positive Relationship ◽  
Openness To Experience ◽  
Total Variance ◽  
Hierarchical Regression ◽  
Trait Emotional Intelligence

Participants completed measures of trait emotional intelligence (trait EI), happiness, personality, and cognitive ability. Neuroticism was negatively related to happiness, whereas Extraversion and Openness to Experience were positively related to it. Cognitive ability was not related either to happiness or to trait EI. A three-step hierarchical regression showed that trait EI explained over 50% of the total variance in happiness. The positive relationship between trait EI and happiness persisted in the presence of the Big Five. In contrast, the Big Five did not account for a significant amount of happiness variance when trait EI was partialled out.

The survey thinking style and its relation with creativity in physical education teachers

2014 ◽  
Vol 28 (4) ◽  
pp. 400-412 ◽  
Author(s):  
Saeed Sadeghi Boroujerdi ◽  
Kaveh Hasani
Keyword(s):  
Physical Education ◽  
Correlation Coefficient ◽  
Significant Relationship ◽  
Work Experience ◽  
Pearson Correlation ◽  
Individual Characteristics ◽  
Thinking Styles ◽  
Physical Education Teachers ◽  
Thinking Style ◽  
Content Type

Purpose – The purpose of this paper is to survey the relationship between thinking styles with creativity in physical education teachers. Design/methodology/approach – The research method is descriptive – applied and based on related purpose it was applicative. The study's statistical community includes all physical education teachers in the middle period in Iran and their numbers at the time of the study were 600 individuals. The statistical sample using a Morgan table was selected to be 235 individuals. To measure research variables two questionnaires (Sternberg thinking style and creativity, Torrance, 1972) were used. To calculate the validity of the questionnaire questions, Cronbach's α test was used, and the obtained α for the thinking style questionnaire and creativity were equal to 0.86 and 0.89, respectively. Descriptive and inferential statistics were also used in this study, which in statistical inference section (Kolmogorov-Smirnov test, Pearson correlation coefficient, Spearman correlation coefficient, Friedman ranking test and t-test) were used. Findings – The results showed that there is no significant relationship between individual characteristics (gender, education and work experience) and styles of thinking, but there is significant relationship between creativity and thinking style. Besides, there is a meaningful difference between creativity with thinking style. In the ranking between thinking style factors, significant differences were observed and at the end some proposals were stated. Originality/value – The theoretical framework provides a new direction for conceptualizing research, development and practice, designed to promote thinking, creativity in education and other sectors in a new era of globalization and great transformation.

scholarly journals When knowledge management matters: interplay between green human resources and eco-efficiency in the financial service industry

2019 ◽  
Vol 23 (9) ◽  
pp. 1691-1707 ◽  
Author(s):  
Silvana de Souza Moraes ◽  
Charbel Jose Chiappetta Jabbour ◽  
Rosane A.G. Battistelle ◽  
Jonny Mateus Rodrigues ◽  
Douglas S.W. Renwick ◽  
...  
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Service Industry ◽  
Financial Service ◽  
Service Industries ◽  
Content Type ◽  
Financial Service Industry ◽  
Green Human Resource Management

Purpose Drawing on the ability–motivation–opportunity theory applied to the greening of service industries, this paper aims to analyze the extent to which green human resource management plays a role in the adoption of eco-efficiency principles in the financial sector. Environmental knowledge management represents one of the key green human resource management components. Design/methodology/approach This study conducted a survey with 178 employees working within one of the largest financial banks in Brazil, which has been investing in eco-efficiency for more than ten years. Findings On the basis of structural equation modelling, this study has provided the following findings: Among all factors taken into consideration in this study, only environmental training positively influences eco-efficiency; training may be suffering owing to barriers associated with empowerment and teamwork; the eco-efficiency program of the studied company would get benefits if it provided more autonomy to employees; and finally, the eco-efficiency program of the studied bank could be more effective if connected with green teams. Originality/value To date, this is the first work that relates – with empirical evidence from Brazil – GHRM and eco-efficiency in the financial service industry.

High-performance work systems and burnout: the moderating role of mindset and the need for achievement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Promila Agarwal
Keyword(s):  
High Performance ◽  
Positive Relationship ◽  
Interactive Effect ◽  
Individual Characteristics ◽  
Growth Mindset ◽  
Need For Achievement ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems

Purpose Drawing from the conservation of resources (COR) theory, this paper aims to examine the interaction among high-performance work systems (HPWS), growth mindset and need for achievement to explain burnout among employees. Design/methodology/approach The authors used SPSS PROCESS to test the research model on a sample of 341 employees from the manufacturing sector. The authors followed random sampling process to select organizations and employees within the organization. Findings The findings reveal a positive relationship between HPWS and job burnout. The study also confirms the interactive effect of HPWS, growth mindset and the need for achievement on burnout. Research limitations/implications The study explains the boundary conditions of HPWS and resolves the discrepancy associated with the negative effect of HPWS on employees. The results both confirm and expand the COR theory. Originality/value This is the first study to reveal the role of individual characteristics in understanding the positive relationship between HPWS and burnout. The study points out that the belief system and how need for achievement influence resource conservation strategies.

scholarly journals Bangladesh HR professionals’ competencies

2018 ◽  
Vol 6 (2) ◽  
pp. 203-220 ◽  
Author(s):  
Verma Prikshat ◽  
Kumar Biswas ◽  
Alan Nankervis ◽  
Md. Rakibul Hoque
Keyword(s):  
Life Cycle ◽  
Firm Performance ◽  
Human Resource ◽  
Developing Economies ◽  
Growth Stages ◽  
Minor Variation ◽  
Public And Private ◽  
Content Type ◽  
The Impact ◽  
Hr Competencies

Purpose The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored. Design/methodology/approach This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship. Originality/value There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh.

Does feeling holier than others predict good deeds? Self-construal, self-enhancement and helping behavior

2014 ◽  
Vol 31 (6/7) ◽  
pp. 441-451 ◽  
Author(s):  
Joon Yong Seo ◽  
Debra L. Scammon
Keyword(s):  
Structural Equation ◽  
Positive Relationship ◽  
Structural Equation Models ◽  
Helping Behavior ◽  
Individual Characteristics ◽  
Content Type ◽  
Non Profit ◽  
Self Construal ◽  
Helping Behaviors ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship between self-enhancement and helping behavior/intentions. Some people are more inclined than others to engage in helping behaviors. Determining what individual characteristics are related to helping behavior could have important implications for both marketers and non-profit organizations. Drawing on research on self-enhancement, this paper examines the relationship between the “above-average effect” (the tendency of individuals to rate themselves more favorably than they rate others) specifically on altruistic traits and helping behavior. Design/methodology/approach – Data were collected through two surveys and analyzed with correlation analysis, path analysis and structural equation models. Findings – In two studies, we find a positive relationship between interdependence and self-enhancement and a positive relationship between self-enhancement and helping behavior (volunteering in Study 1 and donation behavior in Study 2). We further show that self-enhancement mediates the effect of interdependence on helping. Personal importance of altruistic traits is shown to underlie these relationships. Practical implications – By understanding the antecedents of helping behaviors, non-profit and charity organizations, social marketers and other advocates of pro-social behaviors can enhance the effectiveness of their appeals. Our findings provide insights for both messaging and targeting. Originality/value – This study examines the relationship between self-enhancement and helping behavior. In so doing, it contributes to the self-enhancement literature by identifying the relationship between self-construal and self-enhancement. It also extends understanding of the relationship between these two constructs and helping behavior by revealing the mediating role of self-enhancement on helping behavior.

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