ORG: Values最新文献

{"title":"Do Moral Transgressions Lead to Pro-Social Effort? A Real-Effort Experiment","authors":"E. Feess, Roee Sarel","doi":"10.2139/ssrn.3227908","DOIUrl":"https://doi.org/10.2139/ssrn.3227908","url":null,"abstract":"The literature on moral licensing usually considers two sequential moral decisions such as lying and donating which involve no real effort. We complement this literature by substituting the second stage with a real-effort task. Subjects first decide whether to take money designated for charity and then proceed to two real-effort tasks, where payoffs are either donated or given to the subjects. Subjects taking the money perform relatively worse in the pro-social task, suggesting that stable preferences dominate moral licensing. We highlight the importance of controlling for ability and effort costs. Results prevail when taking the money is potentially punishable.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"121 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124319932","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee Retention Practices in Hospitality Industry in Nepal: Investigating the Moderating Effect of Management Hierarchy, Age Group and Gender","authors":"Prof. Arhan Sthapit, PhD, B. Shrestha","doi":"10.2139/ssrn.3521281","DOIUrl":"https://doi.org/10.2139/ssrn.3521281","url":null,"abstract":"Since it is indispensable for organizations to employ and retain quality human resources (HRs) and talents for their effective operation and continuous growth, it is imperative and relevant to investigate into the HR retention practices and strategies. Hence, the paper examines the influence of human resource management practices on employee retention and the moderating effect of management hierarchy, age group and gender on HR retention factors in hospitality industry of Nepal. The study employed a cross-sectional descriptive survey design with a sample of 292 respondents from six out of eight five-star hotels of Nepal stationed in the capital Valley of Kathmandu. Using correlation analysis, Jonckheere-Terpstra test, as well as post hoc and Mann-Whitney U tests, the study discovered that rewards and compensation help retain entry level employees, while employer branding is a strong retention measure for those on higher hierarchies. Likewise, balanced work life and employer branding help retain higher age group employees, while career growth is the strongest and balanced work life the weakest measure to retain male hotel employees in Nepal.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116028681","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Applicant Reactions in Saudi Arabia: Organizational Attractiveness and Core‐Self Evaluation","authors":"N. Anderson, Sara Ahmed, A. Costa","doi":"10.1111/j.1468-2389.2012.00592.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00592.x","url":null,"abstract":"This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country – interviews, resumes, work sample tests, and references – being included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, resumes, and references. For specific procedural dimensions, resumes were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and resumes. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"109 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123415037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Cross‐Cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam","authors":"Thu Hoang, D. Truxillo, B. Erdogan, T. Bauer","doi":"10.1111/j.1468-2389.2012.00593.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00593.x","url":null,"abstract":"The current study explored the differences in applicant reactions to various selection methods in the United States and in Vietnam, an emerging economy that has been generally ignored in the selection and assessment literatures. College students (n = 376) from the United States and Vietnam rated the favorability of 10 selection methods and indicated the bases for their reactions on eight process fairness dimensions. Results showed that interviews and work sample tests were perceived most favorably, while personal contacts and graphology were perceived least favorably in both countries. Face validity of the selection methods was found to be the strongest predictor of process favorability in both countries. In addition, the results indicated substantial differences between the two countries in terms of the perceived interpersonal warmth of selection methods and a perceived employer's right to obtain information using the selection methods. Implications of the findings for multinational corporations and future research directions are discussed.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"46 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114987266","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Role of Person Characteristics in Perceptions of the Validity of Cognitive Ability Testing","authors":"Matthew C. Reeder, C. Powers, A. Ryan, Robert E. Gibby","doi":"10.1111/j.1468-2389.2012.00579.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00579.x","url":null,"abstract":"Individuals vary in how they perceive cognitive ability tests; thus, it is useful for organizations to consider how individual differences influence applicant perceptions of selection tools. 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. Relationships between perceptions and test experience, job‐relevant experience, and job familiarity were also examined. Interactions between implicit theories and self‐assessed performance in predicting perceptions were found, although not of the form hypothesized. Furthermore, job familiarity and prior success in selection contexts were related to perceptions. Finally, sample type interacted with test type to influence perceptions. Implications for selection system design and research on applicant perceptions are discussed.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115460729","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Job Embeddedness: A New Attitudinal Measure","authors":"M. Clinton, Terry Knight, D. Guest","doi":"10.1111/j.1468-2389.2012.00584.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00584.x","url":null,"abstract":"Job embeddedness is a relatively new concept that offers the potential to improve our ability to explain why people stay in their jobs. This article outlines the development and testing of new measures of on‐ and off‐the‐job embeddedness. Analyses of survey data show the measures demonstrate adequate psychometric properties across samples (three military and one nonmilitary organization) and across different organizational levels, genders, and tenure, as well as discriminant validity over other turnover‐relevant constructs and appropriate convergent validity with a number of further constructs identified in the literature.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129398384","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Optimism, Vulnerability, and Entrepreneurial Intent: Occupation Change Intentions in Rural East Africa","authors":"G. George, Reddi Kotha, P. Parikh, Tufool Alnuaimi, A. Bahaj","doi":"10.2139/ssrn.1974060","DOIUrl":"https://doi.org/10.2139/ssrn.1974060","url":null,"abstract":"We examine how income seeking attitude, economic and occupational vulnerability jointly influence individual intentions to switch into entrepreneurship under desperate poverty. We posit that vulnerability negatively moderates the relationship between optimism and entrepreneurial intention. We find support for our predictions in a sample of 673 individuals from two sub-locations in rural Kenya. The study design enables us to compare intention to change occupation into entrepreneurship against changing into other occupations. We find that intention to change into entrepreneurship has a distinctly different causal process. We discuss implications of our findings entrepreneurship under conditions of desperate poverty and the theory of planned behavior.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129938708","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Costly Budget Negotiations and Financial Distress: An Experimental Investigation","authors":"M. Arnold","doi":"10.2139/ssrn.1909536","DOIUrl":"https://doi.org/10.2139/ssrn.1909536","url":null,"abstract":"This experiment examines how two exogenous constraints, financial distress and high opportunity costs of the negotiation, affect superiors’ and subordinates’ behavior during and after budget negotiations. Both constraints manipulated in the experiment impair the superior’s situation only and leave the subordinate’s monetary position unchanged. Thus, the experiment studies behavioral effects on subordinate behavior that extend beyond monetary incentives. However, the constraints differ with respect to the degree of the superior’s dependency on the subordinate. The question of how exogenous constraints affect behavior in budget negotiations represents an important research topic, as the answer might contribute to resolving the tension inherent in prior experimental and empirical evidence. In particular, the empirical evidence of less participative decision making under adverse financial conditions challenges findings in the budgeting literature of performance decreases following budget impositions. If the performance decreases persisted under financial distress, the decision to abandon participative decision making might be suboptimal, as the impact of performance decreases in a financially constrained situation is likely to be worse than under “normal” conditions. Findings show that exogenous constraints strongly affect the behavior during and after negotiations as well as the process by which fairness perceptions affect performance. First, financial distress but not increased opportunity costs decrease the initial negotiation conflict between superior and subordinate. Second, under exogenous constraints, subordinates seem to attribute superiors’ budget impositions to the constraints and not to the superior, their performance following a budget imposition strongly increases relative to the baseline treatment. Finally, exogenous constraints moderate the effect of procedural fairness considerations on subordinate performance. The paper contributes to the accounting literature in several important ways: First, the results raise doubt that findings derived under “normal” conditions can always be generalized to constrained settings. Second, the study provides a behavioral rationale for the observed tendency toward less participative decision making in financially constrained situations. In these situations the trade-off between efficiency of the decision making process and motivational benefits of participative decision making might be shifted. Finally, the study informs theory about the relevance of procedural fairness in budgeting processes. While prior contributions have stressed their relevance, this study provides evidence that procedural considerations lose importance if individuals have other, direct information to judge fairness.","PeriodicalId":311794,"journal":{"name":"ORG: Values","volume":"43 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133721108","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}