Inclusive human resource management in freelancers' employment relationships: The role of organizational needs and freelancers' psychological contracts

This study aimed to advance our understanding of inclusive human resource management (HRM) in freelance employment. We examined organizational needs and freelancers' psychological contracts with a qualitative interview study among eight dyads of HR managers and freelancers. Although the findings showed that organisations and freelancers have different interests, both parties agreed on what inclusive HRM entails in freelancers' employment relationships. However, within the dyads, the content of the psychological contract was not always viewed the same by HR managers and freelancers. Hence, negotiating mutual expectations when implementing inclusive HRM to avoid psychological contract breach appeared important. Furthermore, organizational needs did not seem to be considered when designing inclusive HRM. Due to this lack of strategic fit, organisations may waste opportunities of tapping into the full potential of hiring freelancers. The findings provide organisations insight in considering freelancers as potential sources of competitive advantage.     

Automatic associations and discrimination in hiring: Real world evidence

This is the first study providing empirical support for automatically activated associations inducing discriminatory behavior among recruiters in a real-life hiring situation. Two different field experiments on ethnic discrimination in hiring are combined with a measure of employers' automatic attitudes and performance stereotypes toward Arab-Muslim men relative to Swedish men using the Implicit Association Test.The results show that the probability to invite Arab-Muslim job applicants decreases by five percentage points when the recruiter has a one standard deviation stronger negative implicit association toward Arab-Muslim men. This suggests that automatic processes may exert a significant impact on employers' hiring decisions, offering new insights into labor market discrimination.     

Hiring Managers in the Manufacturing Industry of Malaysia

Abstract

This paper aims to investigate the staffing practices of managerial positions among manufacturing companies in Malaysia. The results are based on responses from 68 hiring managers. A person needs to have at least three years of orking experience before the person can be selected for a middle-level managerial position. Sources for recruiting 60% of the managerial positions are determined by the human resource managers. The top management had the final say in hiring 69% of the managers. Media advertisement is the most highly utilized source to recruit managers. Testing is seldom used to choose managers.     

How alignment strategies influence ERP project success

The purpose of the study was to conduct an analysis of ERP implementations to develop a grounded theory of why, when, and how the successful alignment of ERP-supported processes and business needs is achieved over time and to identify alignment strategies that enable organisations to achieve a ‘fit’ between ERP-supported processes and business needs. The alignment strategies which support the best practices revealed in the case studies include functional expertise, knowledge integration, liaison mechanisms, project governance, and the scope and integration of enterprise-wide processes.     

审计师选择与业绩承诺精准达标——基于中国借壳上市公司的经验证据

在借壳交易中，对借壳方（非上市公司）财务报告执行审计的审计师可以是壳公司（上市公司）的现任审计师，也可以是新任审计师。以2011—2020年完成借壳上市并签订业绩补偿承诺的我国A股借壳交易案件为样本，检验借壳上市审计师选择对借壳公司业绩承诺实现情况的影响。研究发现，与保留壳公司现任审计师的借壳公司相比，借壳上市交易中选择新审计师的借壳公司更可能在业绩承诺期间精准实现业绩承诺，盈余管理是借壳交易中审计师选择影响借壳公司精准实现业绩承诺的作用渠道。此外，当业绩承诺补偿方式为股份补偿以及借壳交易双方为关联方时，借壳交易中选择新审计师的公司对业绩承诺精准达标的正向作用更加显著。进一步研究发现，借壳上市交易中选择新审计师的公司更可能在业绩承诺到期后经历业绩滑坡，且大股东更可能在锁定期结束后减持股票。结果表明，与保留壳公司现任审计师的借壳公司相比，借壳交易中选择新审计师的借壳公司的机会主义行为更严重。     

Gerrymandering in personnel selection: A review of practice

Gerrymandering personnel selection systems is defined as those practices explicitly intended to improve the outcomes of individual applicants or groups of applicants to the detriment of other individuals and groups. Gerrymandering can serve a variety of purposes, such as enhancing demographic diversity, rewarding political allies, or giving hiring preference to specific individuals. This paper reviews eleven strategies for gerrymandering personnel selection systems. The strategies fall into three categories of decisions: decisions in choosing or designing personnel selection tools; decisions in scoring personnel selection tools; decisions in selecting among passing applicants. Perspectives on the appropriateness and ethics of gerrymandering are then reviewed.     

Are employers assessing the right traits in hiring? Evidence from Hong Kong companies

Employers constantly function as information processors. The personnel selection process requires employers to decide among candidates characterized by multiple attributes. The purpose of this study (N = 300) was to develop an understanding of the selection decision process of recruiters, and to identify inconsistencies, if any, between recruiters' perception on the ideal qualities for effective performance and qualities actually assessed during interviews. Moreover, the paper compares the direct and indirect approaches in attribute importance estimation. Conscientiousness was the ideal quality for effective performance and Extraversion was most assessed during interviews, unveiling the possibility that managers may not be assessing the right traits and hiring the right candidate. This paper is of significance because it provides useful feedback for HR professionals and hiring managers in understanding their cognitive and actual behaviour and heightens the need for better selection strategies.     

The Impact of September 11 on the IT Sector in Rhode Island: A Partial Assessment of Human Resource Management Practice

The events of September 11 took the world by surprise. This study attempts to measure the impact of these events on hiring practices at information technology related companies. It examines whether the attacks changed the level of trust felt by information technology (IT) executives in their companies' use of job candidate reputation as a selection variable. In addition, it assesses the extent to which IT executives' future hiring expectations were affected by these events. It uses data from a larger survey that was underway at the time of the attacks. Results indicate that September 11 did not have an immediate impact on human resource management practices. Further lines of research are suggested.     

A framework for understanding the role of unlearning in onboarding

Onboarding provides an opportunity to realize a return on investment from hiring processes, and to ensure that new employees meet their full potential. Therefore, designing and managing effective onboarding is an important human resource management function. Discussion of onboarding emerged from the psychology literature and has focused heavily on socialization. In this paper, we offer a new framework of onboarding from a learning theory perspective. This framework contributes to the onboarding literature by identifying two additional and critical considerations. First, we demonstrate that learning theory provides a new lens through which to view onboarding, and we examine how the specific concept of unlearning could be applied in this context. In addition, we argue that it is critical to recognize the unique learning needs of specific talent segments to design appropriate onboarding. We conclude with key considerations for future research to enhance the onboarding experience for newcomers and optimize organizational outcomes.     

Do social enterprises attract workers who are more pro-socially motivated than their counterparts in for-profit organizations to perform low-skilled jobs?

Abstract

The literature highlights that social enterprises (SEs) attract workers who are motivated to help others and to meet the social aims in which they believe. However, this assumption is challenged in the case of low-skilled jobs. Therefore, we have performed an empirical study in the quasi-market of service vouchers in Belgium to know if SEs attract workers who have a different motivational profile than their counterparts in for-profit organizations (FPOs) to perform low skilled jobs (N = 217). No significant differences were found. Next, we have compared FPOs with two types of social enterprises, Home Care Services Organizations (HCSOs) and Work Integration Social enterprises (WISEs), and again no significant differences were found for the whole sample. However, it seems that a selection effect exists in WISEs when the sample is reduced to people who were not previously unemployed. In others words, when WISEs deviate from their initial mission of ‘hiring the most vulnerable people on the labor market’, it is only to hire workers whose are highly motivated to achieve the organization’s mission and who fit with the values defended by the organization.     

Hiring,firing, and relocation under employment protection

We analyze how hiring and firing costs as well as firing regulatory delays affect firms’ hiring, firing, and relocation policy with a stochastic control model. These frictions are substantial; e.g. the firing delay can be almost a year. In the model hiring and firing costs depend on the firm size and the number of people hired or fired. Based on our simulations, hiring and firing elasticities without relocation are highest with respect to demand and productivity volatility and the hiring and firing variable costs. The elasticity of firing due to relocation is highest with respect to the firm-sized firing cost.     

On the Virtues of Hiring Lemons

Recruiting high‐ability workers and implementing optimal efforts are among the key objectives of a firm's personnel policy. We show that, if the firm applies a tournament scheme—that is, a competitive career system—selection and incentive issues are strictly interrelated, thus leading to a fundamental conflict: if the firm is primarily interested in balanced worker competition, there will be a rationale for hiring low‐ability workers (‘lemons’). Copyright © 2012 John Wiley & Sons, Ltd.     

保证民间审计独立性措施研究

独立性是民间审计的本质特征,是审计质量的基本保证。我国目前民间审计独立性水平不高,究其原因,既有外部环境法制不完善且执法不严等原因;又有被审计单位法人治理结构不完善,事务所聘任制度存在缺陷等产生的影响;还有民间审计行业自身职业道德、事务所的规模等影响因素。针对目前情况,要通过制度的规范特别是完善民事赔偿制度约束审计人员的行为;必须解决被审计单位聘任并支付审计费用的问题;另外事务所必须增强自身实力,从而提高其抵御外界压力及增强自身独立性的能力。总之,只有各方共同努力,才能使民间审计的独立性得到加强,促进民间审计的进一步发展。     

The Deviance Information Criterion in Comparison of Normal Mixing Models

Model selection from several non‐nested models by using the deviance information criterion within Bayesian inference Using Gibbs Sampling (BUGS) software needs to be treated with caution. This is particularly important if one can specify a model in various mixing representations, as for the normal variance‐mean mixing distribution occurring in financial contexts. We propose a procedure to compare goodness of fit of several non‐nested models, which uses BUGS software in part.     

Late Payments and Leery Applicants: Credit Checks as a Selection Test

The use of pre-employment credit checks has grown dramatically in the U.S. in recent years, but there has been almost no research on their validity from a selection standpoint and none on how applicants respond to them. We examine the use of credit checks as a selection test, reviewing evidence for their validity and legal considerations. The theoretical part of the article highlights how credit checks are distinct in key respects from more commonly studied selection tests and how they are likely to violate many applicants’ expectations of privacy and procedural justice. The empirical section presents the results of a study of business undergraduates. Consistent with hypotheses, results indicate negative reactions to the use of credit reports in hiring, moderated by job and individual characteristics, and substantial misunderstanding of what credit reports contain. Implications for practice are discussed.     

Model identification for infinite variance autoregressive processes

We consider model identification for infinite variance autoregressive time series processes. It is shown that a consistent estimate of autoregressive model order can be obtained by minimizing Akaike’s information criterion, and we use all-pass models to identify noncausal autoregressive processes and estimate the order of noncausality (the number of roots of the autoregressive polynomial inside the unit circle in the complex plane). We examine the performance of the order selection procedures for finite samples via simulation, and use the techniques to fit a noncausal autoregressive model to stock market trading volume data.     

Major EEO issues relating to personnel selection decisions

This paper examines recent EEO (Equal Employment Opportunity) case law precedents relating to personnel selection, most notably hiring, training, promotion and downsizing. The statutes referenced include Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA) of 1967, the Americans with Disabilities Act (ADA) of 1990 as amended by the ADA Amendments Act of 2008 (ADAAA), Constitutional claims, the Civil Rights Act of 1991 (CRA-91), and Executive Order 11246 on Affirmative action. Seven topics are featured, including: (I) disparate treatment theory, (II) adverse impact theory in the ADEA, (III) adverse impact theory in Title VII, (IV) affirmative action based on operational needs, (V) key ADA rulings and the ADA amendments Act of 2008 (ADAAA), (VI) retaliation, and (VII) mandatory binding arbitration agreements. The case law surveyed reveals costly mistakes employers and HR managers can make, but which can be avoided with proper methods and policies. Some issues may require professional help (e.g., developing and validating selection tests), whereas others (e.g. retaliation), can be addressed in-house with knowledge of policies and procedures recommended by the EEOC to prevent problems from occurring, and to quickly correct them if they occur.     

Overcoming the liability of smallness by recruiting through networks in China: a guanxi-based social capital perspective

We investigate the role of guanxi in Chinese entrepreneurial firms’ recruitment practices in attempting to overcome the liability of smallness. Combining insights from the social capital and guanxi literature, we theorize the guanxi-based social capital perspective and use it to analysis 96 in-depth interviews with multiple members (entrepreneurs, senior managers and factory workers) from 15 die-casting entrepreneurial firms in Guangdong province, China. We find that the use of guanxi in recruitment practice can overcome the liability of smallness because it makes the hiring process more convenient, improves firms’ attractiveness to jobseekers and enhances the person-organizational fit between new hires and firms. We discuss how Chinese entrepreneurs and their senior managers use guanxi strategically to achieve these advantages. On the other hand, our findings suggest that jobseekers can also use guanxi to increase their options, improve their bargaining power and distract firms’ attention away from hiring the most appropriate candidate for the job in order to undermine the effectiveness of Chinese entrepreneurial firms’ recruitment procedures. We explore the implications of these findings for academic research and managerial practice.     

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

In order to be effective, HR practitioners need to be informed of best practice in a wide array of activities (Pfeffer 1994; Griffeth and Hom 2001). A key activity that is crucial to firm performance is recruitment and selection, yet many practitioners are poorly informed of the latest findings. In this review, evidence on the use of psychological testing for selection purposes was examined. Specifically, the focus of this paper is evidence that can be applied to ensure that psychological tests (ability and personality tests) are used in a way that ensures their effectiveness is maximized. A review of the extant literature identified five broad issues that relate to the use of psychological tests for selection purposes. These are: (1) how constructs for a particular job should be identified for selection purposes; (2) how test scores should be reported to a manager; (3) whether test information should be previewed prior to the interview;, (4) how psychological test scores and interview data should be combined; and, (5) whether a hiring recommendation should be given by the provider of candidate psychological test scores. The evidence on each of these issues is summarized and recommendations are made for effective HRM practices.     

Media industry creativity management applied to technology

Six cases of media companies venturing into technological innovation are studied. These companies feature expertise in creativity management but lack experience in managing technological innovation, production, or marketing. Failures highlight the needs for clear project definition and comprehension of the project from the outset. Success stories indicate lessons to be learned from media creativity management: the tailoring of ad hoc groups, openness to hiring the very best outside consultants, centralized decision making, top management authority and interest, legitimacy of intuitive decision making, and the creative individual in focus.