Personality Types and Career Patterns: Some Empirical Evidence on Holland's Model

Using John Holland's theory of career development, the paper tests nine hypotheses about the role of personality type in individuals' career choices, career mobility, and career satisfaction. Data were collected from 964 accountants on the impact that personality type has on the following dependent variables: entry into the occupation; satisfaction with vocational choice; job satisfaction; professional commitment; opportunities to develop friendships at work; co-operation with co-workers; tenure in the profession; and intention to change professions. The data suggest that personality type is significantly related to job satisfaction, satisfaction with vocational choice, and professional commitment but has much less impact on entry into the occupation, opportunities to develop friendships at work, co-operation with co-workers, tenure in the profession, and intentions to change professions. Résumé En utilisant la théorie de John Holland sur les plans de carrière, cette étude examine neuf hypothèses relatives au rǒle de la personnalité dans le choix de carrière de l'individu, sa mobilité professionnelle, et sa satisfaction au travail. Les données furent recueillies auprès de 964 comptables pour étudier l'impact du type de personnalité sur les variables dépendantes suivantes: entrée dans la profession: degré de satisfaction du choix de carrière; possibilités de faire des nouvelles amitiés au travail: coopération avec les collègues; permanence; intention de changer de profession. Les données indiquent que le type de personnalité est étroitement lié au degré de satisfaction professionnelle, à la satisfaction quant au choix de carrière, et au dévouement professionnel mais a beaucoup moins d'impact sur le choix de carrière, les nouvelles amitiés développées au travail, la coopération avec les collègues, la permanence, et l'intention de changer de profession.     

HRM and performance: the vulnerability of soft HRM practices during recession and retrenchment

This multi‐method case explores how change in HRM implementation can impact performance metrics in a recessionary climate. Qualitative HR outcome data are mapped against financial metrics to explore adoption of hard‐line HRM practices in a major UK retailer. Despite record profits throughout the recession, the organisation responded strategically to worsening conditions in the labour market, firstly to maintain operational flexibility, but then to opportunistically enlarge jobs and intensify work to help achieve immediate gains in financial metrics, including a gain of 37 per cent in profit per employee over 3 years. These gains were achieved by derailing commitment‐based approaches to HRM, pointing towards the vulnerability of soft HRM systems during times of austerity or retrenchment.     

Board members,corporate social responsiveness and profitability: Are tradeoffs necessary?

The relationship between corporate social responsiveness and profitability is investigated in a sample of corporate directors. The findings show there is no relationship between the level of director social responsiveness and corporate profitability. The implications of these results are discussed, especially as they relate to concerns about corporate governance.Hugh M. O'Neill is an Associate Professor of Strategic Management at the University of Connecticut. He has published studies on corporate strategies and on worker alienation.Charles Saunders is Professor of Strategic Management at the University of Connecticut, and Director of the Ph.D. Program. He has written numerous articles for a wide variety of business journals.Anne McCarthy is a doctoral student in Strategic Management at the Krannert Graduate School of Management, Purdue University. She has an MBA from the University of Connecticut and an AB in Economics from Georgetown University in Washington, D.C. Her research interests include strategy and entrepreneurship as well as business ethics.     

Food shortages and farm prices

In the forthcoming GATT negotiations attention is expected to focus more than in any previous round on the problems in international agricultural trade. The author suggests a set of courses that might be able to restore some semblance of order in world agricultural markets.     

ASYMMETRIC INFORMATION FLOWS IN CUSTOMER MARKETS

In customer markets an information asymmetry exists between a firm's current customers and prospective customers. When a firm changes its price, current customers are instantly aware of the price change, while potential customers are informed slowly of the change. The paper explicitly models this information imperfection and the associated asymmetry in firms' customer flows. The main result of the paper is that, because of the information asymmetry, there will be a range of marginal cost and demand over which the firm has no incentive to change price. It is also shown that prices will be more upwardly flexible than downwardly flexible. The size of the range, and the extent of downward price inflexibility, depends on the rate at which information is transmitted to customers.     

The odd couple?: re-engineering business processes; managing human relations

Here the author examines continuities and tensions between the discourses of Business Process Re-engineering and Human Resource Management. Addressing their respective assumptions and claims, especially with regard to the organization of 'human resources', critical attention is focused upon their shared advocacy of employee empowerment and strong leadership from senior managers.