School of Human Resource Management

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https://hdl.handle.net/10315/6208

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Open Access
The drunkard's search: looking for 'HRM' in all the wrong places
(Springer Verlag, 2008) McKenna, Steve; Singh, Parbudyal; Richardson, Jules
Specific concerns have been raised about the ontologies and epistemologies that have dominated HRM research and the concomitant ubiquity of positivistic research methodologies. These concerns have also given rise to calls for more pioneering research framed within alternative paradigms. This paper considers the theoretical and practical value of alternative approaches to the study of HRM. Results show, drawing on interpretive studies of HRM rooted in different epistemologies, ontologies, and methodologies that a composite body of HRM scholarship is needed, where dominant and emerging approach is to the study of HRM are mutually supportive.
Open Access
Overeducated Immigrants in the Canadian labour market: evidence from the workplace and employee survey
(University of Toronto Press, 2008) Wald, Steven; Fang, Tony
This paper addresses the overeducation of recent immigrants in the Canadian labour market. Data from the 1999 Workplace and Employee Survey are used to explore the determinants and earnings consequences of overeducation. Although a well-developed body of literature examines the earnings consequences of overeducation, this paper presents the first Canadian estimates of returns to years of schooling that are contingent upon perceived job requirements. Compared with Canadian-born workers, recent immigrants are found to have a relatively high incidence of overeducation and to earn relatively low returns for surplus schooling. These are shown to be major contributors to the earnings gap between recent immigrants and workers born in Canada.
Open Access
Transitions from temporary to permanent work in Canada: who makes the transition and why?
(Springer Verlag, 2008) Fang, Tony; MacPhail, Fiona
The focus of this paper is on a microeconomic analysis of the annual transition rate from temporary to permanent work of individual workers in Canada for the period 1999-2004. Given that a large proportion of temporary employment is involuntary, an understanding of the factors associated with the transition to permanent work may inform public policy. Factors associated with the transition, namely, human capital, household structures and labour market segmentation are analyzed using data from the Statistics Canada's Survey of Labour and Income Dynamics (SLID) for the period 1999-2004, limited to paid workers aged 2-4 years, excluding students. Among the key factors associated with the transitions are younger age and low unemployment rates. The analysis adds to the Canadian and international literature on transitions from temporary to permanent work.
Open Access
Job analysis for a changing workplace
(Elsevier, 2008) Singh, Parbudyal;
Job analysis sits at the heart of all human resource practices, making it a critically important management activity in every organization. However, with increasing competition, shorter product life-cycles, rapid technological innovations, and the changing nature of organizational structures, its underlying assumptions are becoming increasingly questionable in today's dynamic work environment. Moreover, the methods used by traditional job analysis are simply not applicable to many new and emerging jobs and some authors feel it may even be an obstacle to organizational success. This has led to calls for a more proactive and strategic approach to job analysis so that the procedures will continue to be relevant. In this article, I emphasize the need for a strategic approach to job analysis, present a strategic job analysis framework, and discuss implications for organizations.
Open Access
The man behind the woman: a qualitative study of the spousal support received and valued by executive women
(SAGE, 2008) Ezzedeen, Souha R.; Ritchey, Kristen G.
Little is known about the spousal support received by married executive women and the support behaviors that they value. This article details the results of a qualitative study of 20 senior and executive-level women, with the aim of understanding their received and valued spousal support. An inductive typology was developed through semistructured interviews of the supportive behaviors deemed general, most valued, and least valued, as well as those behaviors perceived as being unsupportive, across six categories: emotional support, help with household, help with family members, career support, esteem support, and husbands' career and lifestyle choices. This article concludes by contextualizing the results relative to existing research, discussing study implications and limitations, and presenting recommendations.
Open Access
Integrating realistic job previews and realistic living conditions previews: realistic recruitment for internationally mobile knowledge workers
(Emerald, 2008) Richardson, Julia; McBey, Ken; McKenna, Steve
Purpose - The purpose of this paper is to explore the use of realistic job previews (RjPs) and realistic living conditions previews (RLCPs) during the recruitment of a group of internationally mobile knowledge workers who elect to go overseas independently rather than as part of an overseas assignment. It also aims to explore individual perceptions of the value of RjPs and RLCPs in contributing to work and general living adjustment. Design/methodology/approach - The paper draws on a qualitative study of international faculty in six Canadian universities using in-depth interviews to examine their experiences of recruitment and focusing specifically on the extent to which RjPs and RLCP were provided. Findings - The findings reflect the need for realistic recruitment that includes information about position specifications and responsibilities as well as non-organizational factors such as opportunities for spousal employment. Thus, respondents did not conceptualize the recruitment process in terms of two separate components of "job" (RjP) and "living conditions" (RLCP). Instead realistic recruitment emerged as a holistic process, with each individual having hislher own differential weighting of the relative importance of different factors. Research limitations/implications - The sample comprises mostly white-western faculty, thus ethnic minority faculty are underrepresented. Further research might also explore the perceptions and experiences of international recruiters. Originality/value - The paper extends the current literature on RjPs and RLCPs to consider internationally mobile knowledge workers who elect to go overseas independently. Located within an interpretive perspective it also enhances our understanding of individual experiences and the need for a more holistic approach to international recruitment.
Open Access
Facilitating class discussions around current and controversial issues: ten recommendations for teachers
(Taylor & Francis, 2008) Ezzedeen, Souha R.
Facilitating productive class discussions is one of the most challenging tasks facing college educators, especially when potentially divisive issues are discussed. The author shares ten recommendations derived from teaching a course on current and controversial managerial issues via conversational learning. Excerpts from student comments are included to demonstrate the appropriateness of these recommendations. These recommendations are applicable to conversations across subjects and are meant to encourage college teachers to experiment with conversational learning in their own classrooms.
Open Access
Human resource practices, organizational commitment and intention to stay
(Emerald, 2008) Chan, Christopher C.A.; Chew, Janet
Purpose - The purpose of this paper is to examine the impacts of key human resource (HR) practices on permanent employees' organizational commitment and intention to stay. These practices include facilitating of person-organization fit (p-O fit), designing effective remuneration and recognition, creating sufficiently challenging assignments, and implementing training and career development. Design/methodology/approach - The study was carried out in three phases. First, 13 experts (e.g. academics, HR managers and organizational psychologists) were interviewed using the Delphi technique. Second, in-depth interviews with 12 HR managers were conducted. Third, 457 employees from nine Australian organizations responded to a survey. Structural equation modeling was used to test the hypotheses. Findings - Organizational commitment was positively affected by p-o fit, remuneration, recognition, and an opportunity to undertake challenging employment assignments. Intention to stay was significantly related to p-o fit, remuneration, recognition, training and career development. Surprisingly, training and career development was not significantly related to organizational commitment and challenging assignment was not significantly related to intention to stay. Originality/value - This paper contributes to existing knowledge by testing HR practices in large public and private Australian organizations, which are impacted by demographic changes, increasing dependence on outsourcing, and industrial relations reforms. Thus, the results of this study will provide practitioners with better insights into some practices that could elevate organizational commitment and retention of employees.
Open Access
In justice we trust: A model of the role of trust in the organization in applicant reactions to the selection process
(Elsevier, 2008) Celani, Anthony; Deutsch-Salamon, Sabrina; Singh, Parbudyal
Despite the reliance on organizational justice in applicant reactions research, and the research attention devoted to the relationship between organizational justice and organizational trust (Brockner, J., & Siegel, P. (1996). Understanding the interaction between procedural and distributive justice: The role of trust In R. Kramer, & T. Tyler (Eds.), Trust in organizatiorc: Frontiers of theory and research (pp.390-413 ). Thousand Oaks, CA: Sage; lewicki, R.J., Wiethoff, C., & Tomlinson, E. C. (2005). What is the role of trust in organizational justice? InJ. Greenberg, &J.A. Colquitt (Eds.), Handboak of ArganizationalJustice (pp.247-270). Mahwah, NewJersey: Lawrence Erlbaum Associates), to date little, if any, attention has been directed to cornbining organizational justice and organizational trust perspectives in applicant reactions research. In this pape[ we first review extant applicant reactions literature which has been based on the organizational justice literature. We then develop a model that integrates organizational justice and trust perspectives to better understand the processes underlying applicant reactions across different stages of the selection process. We explain how the propositions derived from this model can inform future research on applicant reactions to selection procedures.
Open Access
Using action research to teach students to manage team learning and improve teamwork satisfaction
(SAGE, 2008) Chan, Christopher C.A.; Scott-Ladd, Brenda
This article reports on a study investigating strategies that students can use to develop skills in managing team learning. Two groups of second-year management students participated in a semester long action research project over two semesters. The students were educated on team development. team processes and conflict management and how to review and enhance team development. Teaching staff supported the approach and students were regularly encouraged to reflect on and learn about how their behaviour contributed to team effectiveness. This approach encouraged student participation and ownership as well as early intervention if problems arose. Findings suggest that when students are taught to manage the processes of teamwork and take greater ownership of managing conflict and team relations they report less conflict and less social loafing and are more satisfied with their learning outcomes.
Open Access
Career advancement and family balance strategies of executive women
(Emerald, 2009) Ezzedeen, Souha R.; Ritchey, Kristen G.
Purpose - The purpose of this paper is to explore coping strategies devised by executive women in family relationships to advance their career and to maintain career/family balance. Design/methodology/approach - A qualitative methodology using a sample of 25 executive women explores career advancement and career/family balance strategies within work and family contexts. Findings - Analysis produces multiple career advancement and career/family balance strategies, including professional support, personal support, value system, and life course strategies such as the "ordering" of career and family, negotiating spousal support, and whether to have children. Research limitations/implications - Adaptive strategies facilitate engagement in career and family, even in challenging gender environments, encouraging continued research on executive women's advancement and career/family balance. The idiosyncratic nature of career/family balance calls for greater emphasis on the context and timing of career and family experiences. Practical implications - The paper offers guidance to women seeking to combine executive career and family and to organizations committed to the advancement and retention of women. Originality/value - The paper jointly explores career advancement and career/family balance strategies pursued by executive women in family relationships. It contributes to a growing body of research on the coping mechanisms and adaptive strategies underlying balance between career and family.
Open Access
Pay for performance - panacea or Pandora's box? Revisiting an old debate in the current economic environment
(SAGE, 2009) Bevilacqua, Christine M.; Singh, Parbudyal
New research in neuroeconomics suggests that money may be a more powerful motivator than previously thought, with important implications for incentive pay programs.
Open Access
The evolution of employee benefits at the Economical Insurance Group
(SAGE, 2009) Hubbard, Jennifer; Singh, Parbudyal
Employee benefit plans can be an important part of an organization's employment deal and can help differentiate one employer from another. This article defines employee benefits as an extensive offering of programs that is broader than the conventional definition. Not only does it include traditional benefits; it also includes pension and savings, time off work, wellness and flexible work arrangements. The article reviews one company's experience as its employee benefit program has evolved from one of fixed and defined benefits to one that prOVides greater choice, flexibility and control to better support the organizational and human resource strategy and to better meet the needs of its diverse workforce. Several lessons have been learned by this company and are shared in this article. Although the company has focused on continual improvement of its employment deal over the past several years, it cannot halt the progress it has made thus far.
Open Access
Career and family strategies of executive women: revisiting the quest to "have it all"
(Elsevier, 2009) Ezzedeen, Souha R.; Ritchey, Kristen G.
Open Access
Workplace response to vacancies and skill shortages in Canada
(Emerald, 2009) Fang, Tony
Purpose - The purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices. Design/methodology/approach - Making use of the longitudinal nature of the Workplace and Employee Survey, a nationally representative sample of Canadian organizations, the paper applies both linear and probit models to examine incidence of positive vacancies and vacancy rates and subsequent adoptions of various workplace practices in response to such vacancies and skill shortages. Findings - Employers respond to labour and skill shortages in a number of ways, focusing more on short-term and less costly solutions, such as adoption of flexible working hours and increases in overtime hours, greater reliance on flexible job design and part-time workers, and implementation of self-directed work groups and problem-solving teams. There is no evidence that workplaces would raise employee wages or fringe benefits to alleviate shortages. Practical implications - In the absence of a well-developed internal market, firms are likely to continue using short-term and less costly solutions. Governments should work with firms, workers and their representatives and act strategically to resolve issues of timely identification of skill shortages in order to make informed decisions and put mechanisms in place to address such shortages. Originality/value - The results are based on a national longitudinal survey and a number of important practical and policy implications are discussed in the paper.
Open Access
Minimum wage impacts on older workers: longitudinal estimates from Canada
(Wiley-Blackwell, 2009) Gunderson, Morley; Fang, Tony
We use the longitudinal nature of the master file of the Survey of Labour and Income Dynamics in Canada for the period 1993-99 to estimate the employment impacts for older workers of the large number (24) of minimum wage increases that have occurred across the different provincial jurisdictions over that period Perhaps somewhat surprisingly, the minimum wage increases have positive impacts on the employment of older workers compared with the negative impacts that are commonly estimated for youths in Canada. The results are robust across various comparison groups and measures of the minimum wage increases. Reasons for this unusual finding are discussed.
Open Access
Career success of immigrant professionals: stock and flow of their career capital
(Emerald, 2009) Novicevic, Milorad M.; Zikic, Jelena; Fang, Tony
Purpose - The purpose of this paper is to investigate how the interplay between individual and organizational human capital investments may impact on immigrant career success Design/methodology/approach - Analysis is based on the 2003 Canadian Workplace and Employee Survey (WES) in order to determine the impact of training (both self-funded and employer-sponsored) and other human resource practices (such as training expenditure per employee, membership of a team, and job rotation) on employee career outcomes. The most basic estimate is a linear function based on immigrant and non-immigrant sub-samples of the WES. Findings - A positive relationship was found between employers' investment in training and development (as indicated by their training expenditure per employee), and objective career success indicators (wage and promotions) for non-immigrants but not for immigrant professionals (IPs). Practical implications - The topic is timely, given the growing need to explore the relationship between the existing labour shortages emerging under the forces of globalization and the talent flow of internationally mobile and experienced professionals. In particular, as organizations strive to become more global, their ability to integrate and leverage the international expertise, language knowledge, and networks that IPs bring with them is paramount., Originality/value - The study is original and makes a unique contribution because it combines the individualistic and organizational perspectives concerning the stock and flow of human capital with regard to immigrant professionals. While most research to date has focused on the individualistic approach and on capital investments made by the immigrant, the study addresses the equally important organizational perspective.
Open Access
Canada's bold experiment with pay equity
(Emerald, 2010) Singh, Parbudyal; Peng, Ping
Purpose - The purpose of this paper is to examine the evolution, implementation and effectiveness of the Pay Equity Act in Ontario, Canada. Given that this Act is considered by many as the world's most progressive equal pay for work of equal value legislation, there are important implications for policy globally. Design/methodology/approach - Through a review of relevant documents and the literature, the paper examines the need for the Pay Equity Act in Ontario, its origins, and with two decades of experience, analyze its effectiveness. A case study is also used to assess related procedures and effects of the law. Findings - In spite of its limitations and the wide pay gap that still exists between men and women, many female workers have benefited from Ontario's progressive Pay Equity Act. In targeting the discriminatory aspect of women's work evaluations, the Act has resulted in pay increases for thousands of women, especially in the public sector. Practical implications - There are many practical and social implications for jurisdictions across the globe, as they try to grapple with gender pay equities. Policy makers can learn from the successes and challenges experienced in Ontario. Pay equity legislation will unlikely achieve any significant progress in reducing the wage gap if it relies on workers to complain about the inequity in their pay. A proactive pay equity law, such as that in Ontario, will force employers to make more focused efforts to deal with gender pay discrimination. Ontario's bold "experiment" with pay equity holds valuable lessons for jurisdictions globally. Originality/value - While there has been some research on the Ontario Pay Equity Act, there is a paucity of scholarly work that examines the details of the pay system that the Act has spawned. There is also little work in assessing the effectiveness of the legislation.
Open Access
Managing, managerial control and managerial identity in the post-bureaucratic world
(Emerald, 2010) McKenna, Steve; Garcia-Lorenzo, Lucia; Bridgman, Todd
Purpose - The purpose of this paper is to provide an overview of the issues involved in managerial control and managerial identity in relation to the idea of a post-bureaucratic organization. In addition it introduces the papers in this special issue. Design/methodology/approach - The paper identifies the increasing complexity of issues of managerial control and managerial identity that arise from the idea of a post-bureaucratic organization and post-bureaucratic working practices, such as flex-work and project management. Findings - The paper suggests that the form and nature of managerial control and managerial identity are constantly evolving and in a state of flux as a consequence of processes of (de)bureaucratization and (re)bureaucratization. Originality/value - The paper raises important questions about the nature of management in post-bureaucratic work environments and challenges the behaviourist competencies approach to developing managers.
Open Access
Managing flexworkers: holding on and letting go
(Emerald, 2010) Richardson, Julia
Purpose - The purpose of this paper is to explore what it means to be a manager in the context of working from home, or "flexworking", as an increasingly common work practice. Design/methodology/approach - The paper is located within an interpretive interactionist perspective, drawing on interviews with managers who took part in a larger qualitative study of employees who work from home two or more days a week in the Canadian subsidiary of a high-tech MNC. Template analysis identified themes which are most salient in managers" experiences of managing these "flexworkers". Findings - The findings point to several key themes in interviewees' experiences of managing flexworkers: maintaining a balance between providing autonomy alongside appropriate levels of cohesion between themselves and employees and between employees; the increasing importance of trust and the centrality of interpersonal relationships and interactions. Research limitations/implications - A limitation is a relatively small sample size (27) in the Canadian hi-tech industry. Also, the findings may not be applicable to other industries or to managers in other countries. The paper's location within an interpretive interactionist framework accords primary focus to individual action rather than structural forces. Practical implications - Contemporary management development initiatives should balance communication and support, while avoiding micromanagement. They should also develop managers' ability to ensure that social bonds are maintained but do not undermine the principles of flexwork. Originality/value - There is a paucity of qualitative research on flexworking in Canada. Moreover, the paper contributes a theoretical understanding of this work arrangement, whereas previous research has been primarily descriptive.