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Workplace Ostracism and Organizational Citizenship Behavior: The Roles of Organizational Identification and Collectivism

Wu, Z; Liu, J; Hui, C - 2010

A considerable amount of research has revealed that ostracism is an important social phenomenon that substantially impacts the way people treat and are treated by others. Despite the importance of ostracism, little attention has been paid to workplace ostracism (WOS). This is surprising given...

Persistent link: https://www.econbiz.de/10009471424

First Name Office Culture and Employee Behavior in Work Places

Ugwuzor, Miebi - 2016

Abstract The examination of the behavioural responses of the reciprocal first name exchange as a policy in firms in Nigeria was the main objective of this research. It was also the intent of this empirical work to highlight the challenges and issues of the transferability and applicability of...

Persistent link: https://www.econbiz.de/10011504488

National geprägte Unternehmenskultur am Beispiel Schwedens

Werner, Eva Charlotte - 2009

Unternehmenskultur ist ein interdisziplinärer Begriff. Einerseits findet er Anwendung im Rahmen der … international tätigen Unternehmen anhaften kann: Es ist dies die nationale Prägung von Unternehmenskultur. Eine sich stellende Frage … ist, ob es objektiv feststellbare nationale Besonderheiten und Spezifika in der Unternehmenskultur gibt. In der …

Persistent link: https://www.econbiz.de/10009467159

Corporate sponsorship of a cause: the role of identification in purchase intent

Cornwell, T. Bettina; Coote, Leonard V. - 2005

Nonprofit organizations (NPOs) have attracted significant levels of support from corporate sponsors over the past decade. Despite this significant and continuing interest, very little is known about how consumers perceive and respond to corporate sponsors of NPOs. Drawing on social identity...

Persistent link: https://www.econbiz.de/10009448854

Hospitality Culture and Climate: Keys to Retaining Hospitality Employees and Creating Competitive Advantage

Dawson, Mary E; Abbott, JeAnna - 2009

In order to gain competitive advantage, companies must determine the relationship between HR practices and firm performance. This conceptual paper proposes a model that highlights the importance of selecting people who “fit” within the organizational culture and climate of the firm. The...

Persistent link: https://www.econbiz.de/10009467984

Comparing Five Empirical Biodata Scoring Methods for Personnel Selection

Ramsay, Mark J. - 2002

A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse...

Persistent link: https://www.econbiz.de/10009475048

The extent and consequences of downward nominal wage rigidity

Devereux, Paul J.; Altonji, Joseph G. - 2000

Using the Panel Study of Income Dynamics, we find that true wage changes have many fewer nominal cuts and more nominal freezes than reported nominal wage changes. The data overwhelmingly rejects a model of flexible wage changes and provides some evidence against a model of perfect downward...

Persistent link: https://www.econbiz.de/10009475674

Employee retention : utilization of employee's international experience

Cassel, Sterling - 2001

Cendant International Assignment Services is a relocation company that specializes in managing and coordinating international and domestic moves for organizations all over the world. While some organizations maintain high levels of employee retention, others encounter difficulties with attrition...

Persistent link: https://www.econbiz.de/10009449583

Talent management in the role of employee retention

Tanton, S.N. - 2007

Retention of key productive employees is a major challenge for all organisationslocally and internationally because the resulting churn created by replacingemployees that voluntarily leave the organisation costs the business both directlyand indirectly. The purpose of this study is to determine...

Persistent link: https://www.econbiz.de/10009457800

Firm-Explicit Human Capital: Understanding the Value of Transferable Firm Knowledge in the Labor Marketplace

Sturman, Michael C.; Walsh, Kate; Cheramie, Robin A. - 2007

An executive's firm-specific human capital is argued to be a critical resource to the executive's current organization, but because of its lack of transferability, is of little value outside the firm. We argue that there exists a form of firm-based knowledge, which we term firm-explicit human...

Persistent link: https://www.econbiz.de/10009459053