Views on aging in selection: HR implications

2019 ◽  
Vol 18 (5) ◽  
pp. 227-232
Author(s):  
Debora Jeske ◽  
Annalisa Setti ◽  
Daisy Beth Gibbons
Keyword(s):  
Online Survey ◽  
Interpersonal Skills ◽  
Local Development ◽  
Performance Ratings ◽  
Developmental Potential ◽  
Content Type ◽  
Performance Capacity ◽  
Images Of Aging ◽  
And Performance ◽  
Aging Perceptions

Purpose It is well-known that stereotypes on aging and perceptions about the suitability of certain jobs for certain age groups can influence performance ratings. However, it is unclear whether and how subjective views on aging are associated with judgment on someone else’s performance. The purpose of this study is to explore the role of aging perceptions and images of aging on performance ratings for a fictitious set of male candidates with different age and job profiles. Ratings of interest were job suitability, developmental potential, interpersonal skills and performance capacity. Design/methodology/approach Using an online survey format, data was collected from 203 Irish and UK employees to assess how they evaluated different fictitious candidates for a local development committee. The age and mentorship status of the candidates were also manipulated. Findings The age or mentoring status of the candidate did not play a significant role in how they were rated. Multiple regression analyses indicated, however, that participants’ aging perceptions and aging images had a significantly positive influence on how they rated the fictitious candidates (after controlling for participant variables such as age and experience). However, positive images of aging and aging perceptions on the part of the participants predicted more positive overall job suitability ratings, developmental potential, interpersonal skills and performance capacity. When the participants had more negative views on aging, they would also allocate lower ratings. Originality/value The results indicate that employee attitudes about aging play a role in how they will rate others. Given the importance of potential rating bias, the authors propose a number of training interventions that human resource professionals may be able to carry out to positively shape the informational basis for more negative aging attitudes.

scholarly journals Types of professionalization

2018 ◽  
Vol 8 (3) ◽  
pp. 298-316 ◽  
Author(s):  
Grazia Lang ◽  
Torsten Schlesinger ◽  
Markus Lamprecht ◽  
Kaisa Ruoranen ◽  
Christoffer Klenk ◽  
...  
Keyword(s):  
Cluster Analysis ◽  
Organizational Development ◽  
Online Survey ◽  
Hierarchical Cluster ◽  
Organizational Characteristics ◽  
Future Research ◽  
Content Type ◽  
Organizational Patterns ◽  
And Performance ◽  
And Cluster Analysis

Purpose The purpose of this paper is to identify types of professionalization in Swiss national sport federations (NSFs) and analyze organizational characteristics associated with specific types of professionalization. Such types reveal common patterns among the increasingly complex organizational designs of NSFs and thus contribute to the understanding of professionalization in NSFs. Design/methodology/approach An online survey of all Swiss NSFs was conducted to identify types of professionalization in these organizations using hierarchical cluster analysis, based on a multi-dimensional framework of professionalization. Findings The analysis revealed four types of professionalization: formalized NSFs managed by paid staff, NSFs managed by volunteers and a few paid staff off the field, NSFs with differing formalization and paid staff on the field, and moderately formalized NSFs managed by volunteers. The types differ in terms of the NSFs’ organizational characteristics, in particular, size, financial resources, Olympic status, and performance. Originality/value Applying factor and cluster analysis is a new approach to analyzing professionalization in NSFs that makes uncovering distinctive organizational patterns among a large number of NSFs possible. These results lay the foundation for understanding the professionalization of NSFs, counseling NSFs on their organizational development, and conducting future research on the design types of sport organizations.

An empirical investigation of buyer–supplier relationship typologies and their behavioral and performance outcomes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jin Li ◽  
Linlin Chai ◽  
Chanchai Tangpong ◽  
Michelle Hong ◽  
Rodney D. Traub
Keyword(s):  
Performance Measures ◽  
Online Survey ◽  
Performance Outcomes ◽  
Superior Performance ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Behavioral Dynamics ◽  
And Performance ◽  
Supplier Relationship

Purpose This study aims to examine empirically the existence of four classical and four emerging buyer–supplier relationship (BSR) types and how they differ in terms of behavioral dynamics and performance measures. Design/methodology/approach This study uses an online survey to collect data from 371 purchasing managers in the USA. Findings A cluster analysis statistically supports the existence of five of these eight BSR types, including strategic/bilateral partnership, market/discrete, supplier-led collaboration, captive supplier/buyer dominant and captive buyer/supplier dominant BSRs. Further, ANOVA tests show that these five BSRs differ in terms of behavioral outcomes and performance measures. Research limitations/implications This study is based on a cross-sectional survey so it cannot examine how these BSR types may evolve over time, and it is not suitable to examine some rare types of BSRs. In addition, this study does not consider contextual factors that may moderate the influence of BSR types on the behavioral dynamics and performance measures. Practical implications Managers should consider the potential to be able to develop and enhance a strategic/bilateral relationship with their supply chain partners, which in at least some circumstances can lead to superior performance results. Similar observations can be made with respect to supplier-led and, to a lesser degree, buyer-led collaboration. Originality/value Most existing research of the BSR types is largely a product of theoretical classifications, and there is also a lack of research of their performance implications. This study fills these gaps in the literature.

Identification of critical brand community variables and constructs using importance-performance analysis and neural networks

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matti Haverila ◽  
Kai Christian Haverila ◽  
Caitlin McLaughlin
Keyword(s):  
Neural Networks ◽  
Statistical Analysis ◽  
Online Survey ◽  
Customer Engagement ◽  
Analysis Tool ◽  
Brand Community ◽  
Content Type ◽  
Target Construct ◽  
Statistical Analysis Tool ◽  
And Performance

Purpose This paper aims to use a unique statistical analysis tool to examine the importance and performance of critical brand community constructs and indicators to make concrete recommendations for brand community managers going forward. Design/methodology/approach An online survey was used to gather 501 responses from North American members of the Qualtrics panel. The data was analyzed with partial least squares (PLS) modeling software SmartPLS and neural networks available in statistical software JMP by SAS. Findings Using the brand community motives by Madupy and Cooley (2010), the results of this paper indicated that there was significant room for improvement in customer engagement. Based on further analysis, entertainment and identification with the brand community were the most important constructs in driving community engagement so that the identification construct received a “do better” ruling meaning that the improvement of the indentification construct score would enhance significantly the score of the target construct engagement score. Originality/value For brand community managers, it is important to know the true importance of the critical brand community constructs and indicators, along with an assessment of current performance. This helps to increase satisfaction and relationship quality among brand community members. The current study uses unique statistical analysis tools to make such concrete recommendations.

Organizational constraints and performance: an indirect effects model

2019 ◽  
Vol 34 (2) ◽  
pp. 79-95 ◽  
Author(s):  
Shani Pindek ◽  
David J. Howard ◽  
Alexandra Krajcevska ◽  
Paul E. Spector
Keyword(s):  
Indirect Effects ◽  
Online Survey ◽  
Content Type ◽  
Organizational Constraints ◽  
Alternative Approach ◽  
Indirect Path ◽  
Quantitative Results ◽  
And Performance ◽  
Organizational Rules ◽  
The Relationship

PurposeSurprisingly, most studies have failed to demonstrate a strong correlation between organizational constraints (conditions at work that make doing a job difficult) and job performance. The purpose of this paper is to challenge the view that constraints are a direct barrier on performance and take an alternative approach whereby constraints have an indirect effect via decreased motivation and increased workload. Further, differential effects of various constraints are examined.Design/methodology/approachQualitative and quantitative data were collected from 660 engineers licensed in the state of Florida using a single online survey.FindingsQualitative results showed that the most commonly experienced constraints were from coworkers and organizational rules and procedures. Constraints identified as having a greater detrimental effect on motivation are from the supervisor, and organizational rules and procedures. Quantitative results supported an indirect effects model that includes an indirect path via motivation, and a path via workload, which had a curvilinear component.Originality/valueThis is one of few studies to explain the relationship between constraints and performance, rather than simply estimate it. The use of mixed methods allows us to gain an in-depth understanding of constraints, and the convergence of findings across the methods increases confidence in this study’s results.

Effects of feedback motives on inquiry and performance

2015 ◽  
Vol 30 (2) ◽  
pp. 199-215 ◽  
Author(s):  
Jason Dahling ◽  
Alison L O'Malley ◽  
Samantha L Chau
Keyword(s):  
Image Enhancement ◽  
Task Performance ◽  
Public Image ◽  
Performance Ratings ◽  
Future Research ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Content Type ◽  
Seeking Behavior ◽  
And Performance

Purpose – The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance. Design/methodology/approach – Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis. Findings – Results show that perceptions of a supportive supervisory feedback environment are associated with both higher instrumental and image enhancement motives. The instrumental motive fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings. Practical implications – These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management. Originality/value – This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

Experiential learning in accounting work-integrated learning: a three-way partnership

2015 ◽  
Vol 57 (2) ◽  
pp. 204-218 ◽  
Author(s):  
Evangeline Elijido-Ten ◽  
Louise Kloot
Keyword(s):  
Experiential Learning ◽  
Online Survey ◽  
Study Data ◽  
Accounting Students ◽  
Integrated Learning ◽  
Content Type ◽  
Performance Reviews ◽  
Medium Enterprise ◽  
And Performance ◽  
Work Integrated Learning

Purpose – Work-integrated learning (WIL) helps improve the work readiness of accounting graduates. The purpose of this paper is to explore the role played by large and small-to-medium enterprise (SME) employers in providing experiential learning opportunities to accounting students in an Australian higher education context. Design/methodology/approach – Case-study data for this research were collected from the case university’s processes, semi-structured in-depth interviews with employer representatives and online survey with WIL students. Findings – The analysis reveals that both SMEs and large firms provide good training opportunities that enhance the student’s experiential learning particularly when proper WIL structures for pre-placement processes, training, supervision and performance reviews are in place. The results also confirm that WIL is seen as a positive experience by employers and students alike. Originality/value – There is a three-way partnership between the university, employers and students in a WIL contract. Calls for collaborative research involving all three parties have been made to enhance WIL programs. This study is a response to this call.

The impact of impression management over time

2014 ◽  
Vol 29 (3) ◽  
pp. 266-284 ◽  
Author(s):  
Mark C. Bolino ◽  
Anthony C. Klotz ◽  
Denise Daniels
Keyword(s):  
Field Study ◽  
Impression Management ◽  
Performance Ratings ◽  
Content Type ◽  
New Employees ◽  
Negative Effect ◽  
Repeated Use ◽  
And Performance ◽  
The Impact ◽  
Positive Effect

Purpose – The purpose of these studies was to investigate how the repeated use of impression management (IM) tactics is related to supervisor perceptions in newly formed supervisor-subordinate dyads. Design/methodology/approach – Two studies were conducted – a lab study in which participants evaluated a confederate who performed an accounting task while using different types of IM across five trials, and a field study examining the IM tactics of new employees and their supervisors' ratings of likability and performance at two points in time. Findings – In the lab study, the repeated use of ingratiation had an increasingly positive effect on performance ratings, whereas repeated apologies had an increasingly negative effect on evaluations of performance. The influence of IM tactics on ratings of subordinate likability did not change with repeated use. In the field study, subordinates' use of apologies and justifications was more strongly associated with supervisor evaluations of likability and performance in earlier stages of their relationship. Practical implications – Employees need to be mindful that IM tactics may vary in their effectiveness depending on the timing and frequency of their use. Furthermore, supervisors should consider the initial influence that IM has on their ability to objectively evaluate new subordinates. Originality/value – This research is unique in that it examined how the repeated use of both assertive (i.e. ingratiation and self-promotion) and defensive (i.e. apologies and justifications) IM tactics are related to both evaluations of likability and performance ratings at multiple points in time.

How logistics performance is affected by supply chain relationships

2018 ◽  
Vol 29 (1) ◽  
pp. 284-307 ◽  
Author(s):  
Miriam Catarina Soares Aharonovitz ◽  
José Geraldo Vidal Vieira ◽  
Suzi Sanae Suyama
Keyword(s):  
Supplier Selection ◽  
Structural Equation ◽  
Design Methodology ◽  
Interpersonal Skills ◽  
Equation Model ◽  
Retail Sector ◽  
Content Type ◽  
Supply Chain Relationships ◽  
Relationship History ◽  
And Performance

Purpose The purpose of this paper is to evaluate the effect of logistics collaboration, meetings, relationship history, and supplier selection on the logistics performance of shippers, carriers, and logistics services providers. Rather than focusing on collaboration and performance, the research provides a wide analysis of how logistics collaboration and performance interact with other organizational practices. Design/methodology/approach To investigate the interaction among the constructs, the authors proposed a structural equation model to understand the influence of meetings, relationship history, supplier selection, and collaboration on logistics performance. The data were obtained through a survey of 199 managers of Brazilian companies in the retail sector. Findings Supplier selection has the strongest effect on logistics collaboration, and relationship history has the strongest effect on logistics performance. Rather than meetings and operational features, the elements of interpersonal skills, organizational culture, and communication appear to be the most important contributors to logistics performance achievements; relationship history leads to better performance. Originality/value This study contributes to our understanding of how and with whom to collaborate by highlighting the relationships among supplier selection, relationship history, meetings, and logistics collaboration and logistics performance.

Employee performance appraisals

2019 ◽  
Vol 27 (5) ◽  
pp. 38-40
Keyword(s):  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Content Type ◽  
The Social ◽  
Pertinent Information ◽  
And Performance ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Traditional ritualistic annual appraisals are no longer favored, with many companies loosening the relationship between performance ratings and pay. The social and psychological aspects of appraisals are often overlooked. A balance of informal and formal processes is important, with continual feedback and dialogue. The skillset of managers is key to ensuring employees feel satisfied with the process and view outcomes as being fair. A good employment relationship thus leads to increased employee cooperation and performance, and increased outcomes for both the individual and the organization. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Moderating claims and disputes through collaborative procurement

2020 ◽  
Vol 20 (1) ◽  
pp. 79-95
Author(s):  
Taha Elhag ◽  
Smitha Eapen ◽  
Tabarak Ballal
Keyword(s):  
Early Identification ◽  
Construction Projects ◽  
Online Survey ◽  
Global Financial Crisis ◽  
Legal Framework ◽  
Risk Allocation ◽  
Content Type ◽  
And Performance ◽  
The Global Financial Crisis ◽  
Change Requests

Purpose Following the global financial crisis in 2008, the construction sector in UAE has been facing emergent criticisms for growing adversarial culture and rising prevalent claims and disputes between stakeholders. The complex, large size and fast track nature of construction projects in UAE, make project management very challenging under the commonly used traditional procurement routes. This paper aims to examine whether implementing collaborative procurement approaches can facilitate resolving the escalating number of claims and disputes in the UAE construction industry. Design/methodology/approach Considering the nature of the study, a quantitative method was selected to realize the research objectives. The questionnaire was uploaded using an online survey facility and distributed through e-mails and professional networks. The questionnaire was piloted with experts to assess whether the questions are unambiguous, easy to respond and intelligible. The feedback received was mostly positive with few comments and recommendations. The pilot responses were incorporated and the questionnaire was modified before the final sending out. The questionnaire survey consisted of six main sections to fulfill the research objectives. Findings Around three-quarters of the experts believe that the relationship is adversarial, with a lack of trust, win-lose attitude, with dismissive and opportunistic behavior. The survey reveals that the top causes of claims and disputes comprise the following: variations because clients initiated change requests; contractors selection on low bid only rather than including quality and performance considerations; and unfair risk allocation where majority of risks are transferred to contractors. The findings also identify eight collaborative practices, which have crucial positive impacts such as early identification of problems, better communication and enhanced trust and teamwork. Originality/value This research contributes to the enhancement of the management of claims and disputes for construction projects, which encompasses the following: the key characteristics of collaborative arrangements to improve the adversarial construction culture comprise: mutual respect, openness, fairness and non-opportunistic behaviors; the foremost roles of collaborative procurement in reducing claims and disputes embrace: early identification and resolution of problems, enhanced trust and teamwork spirit, improved relationships and better quality communication; the major practical barriers of implementing collaborative approaches incorporate: lack of awareness of their benefits, primitive legal framework of partnering arrangements and lack of transparency in procurement processes.

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