Suchergebnisse

Many studies of bargaining behavior use an experimental paradigm in which a role play manipulation is contrasted with a "real" social force manipulation. These design changes confound the results because the experiment's social forces are created by two qualitatively different methods (role play versus "reality") which are not quantitatively controlled. The present study replicates a previous experiment with this paradigm as a control condition and remedies the design problems as an experimental condition. The confounding is evident since a significant difference between control and experimental conditions is found. These results suggest that (1) methodologically, previous studies using the confounded design are tenuous; (2) contextually, loyalty does not have a significantly stronger influence on a negotiator than the need for logic; and (3) the group processes that affect the outcome are not obvious, although three post hoc explanations are proposed for future investigation.

"Human Resource Information Systems: Basics, Applications, and Future Directions is a one-of-akind book that provides a thorough introduction to the field of Human Resource Information Systems (HRIS) and shows how organizations today can leverage HRIS to make better people decisions and manage talent more effectively. Unlike other texts that overwhelm students with technical information and jargon, this revised Fifth Edition offers a balanced approach in dealing with HR issues and IT/IS issues by drawing from experts in both areas. It includes the latest research and developments in the areas of HRIS justification strategies, HR technology, big data, and artificial intelligence"--

The limited empirical research on lateral cross-job retraining supports the idea that analysis of employee transferability of skills is related to retraining success in the new assignment. The present study extends this line of research by investigating retraining climate as an additional predictor of retraining success and as a moderator of the relationships between cross-job retraining time estimates and time to proficiency in the new assignment. Of the three climate dimensions studied, situational constraints (but not organizational support or supervisory support) exhibited the predicted direct and moderator effects.