Personnel Review

The conscientious HR manager and the Rubik's Cube : Table of Contents

Ian Steers — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – By examining the literature on the ethical dilemmas of H/RM practitioners, the paper aims to put an “H” in H/RM. Design/methodology/approach – Analysing the significant contribution which H/RM scholars have made in studying the ethical dilemmas of H/RM practitioners, the paper builds a view of an H/RM practitioner as a “conscientious HR manager” loosely connected to an ethical dilemma, a “Rubik's Cube”. Using these linguistic devices to simplify others scholarly work, the paper introduces a complex autopoietic system to provide a more “connected knowing” of ethical dilemmas and the “H” in H/RM. Findings – Generalising from this analysis, the paper connects a social sub-system (H/RM) with a living human system. Research limitations/implications – Naturalistic “grounds” for launching a normative critique of H/RM that celebrates humans as social and biological animals are provisionally outlined. Originality/value – The paper adapts Capra's complex autopoietic system to present a normative critique of H/RM from the Darwinian left.

Factors influencing the adoption of online recruitment : Table of Contents

Emma Parry, Hugh Wilson — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – The internet is initially hailed as the future of recruitment and is expected to replace other media as the preferred recruitment method, but the adoption of online recruitment has not been as comprehensively predicted. In addition, empirical research regarding online recruitment from an organisational perspective is sparse. This paper aims to examine the reasons behind an organisation's decision to use online recruitment, and reports on the development of a model of the factors affecting the adoption of this recruitment method. Design/methodology/approach – The paper uses in-depth interviews and a survey of human resource (HR) managers with recruitment responsibility. The factors that affect the adoption of online recruitment are explored, and related to Rogers's diffusion of innovation theory (DIT) and Ajzen's theory of planned behaviour (TPB). Findings – Factors related to the adoption of corporate web sites and commercial jobs boards are found to be different, with positive beliefs/relative advantage, subjective norms and negative beliefs emerging in the case of corporate web sites and positive beliefs/relative advantage and compatibility for jobs boards. These results provide some fit with both Ajzen's and Rogers' factors. Originality/value – This paper addresses an important area that is under-researched academically and provides a basis for further research into how organisations may adopt online recruitment successfully.

Body art in the workplace: piercing the prejudice? : Table of Contents

Brian K. Miller, Kay McGlashan Nicols, Jack Eure — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – The prevalence of body art is on the rise; particularly among college age persons. This study aims to use group norms theory (GNT) and the justification-suppression model of the expression of prejudice to examine the impact of body art such as tattoos and piercings on ratings of acceptability by co-workers. Design/methodology/approach – In a full-factorial two-by-two scenario-based experiment the authors manipulated the presence or absence of face-to-face customer contact and the interdependency of the distribution of rewards. Findings – After controlling for participants' own tattoos and piercings, impression management, openness-to-experience, and agreeableness, the authors have found that an inside sales job and independent rewards are significantly positively related to acceptability but that their interaction was not. Research limitations/implications – The limitations of this study include the fact that it is a scenario-based experiment using a fictitious co-worker and that the sample is comprised of college students. However, manipulating body art in a live confederate would likely to have been impossible and college students are in the age group in which body art is most prevalent, making them logical candidates on which to examine the hypotheses. Practical implications – Even those with body art themselves still prefer not to work with body art (non-concealable) wearers in jobs with high levels of face-to-face customer contact or in jobs in which rewards are shared equally like team-based sales. Originality/value – An experimental design is used so as to manipulate only those characteristics of the work relationship hypothesized to be of interest, while controlling for extraneous variables like attractiveness and personality in the co-worker, which vary greatly from person to person.

Does participatory decision-making in top management teams enhance decision effectiveness and firm performance? : Table of Contents

Abraham Carmeli, Zachary Sheaffer, Meyrav Yitzack Halevi — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – The purpose of this paper is to examine how participatory decision-making processes in top management teams (TMT) influence strategic decision effectiveness and firm performance. Design/methodology/approach – Data from 94 TMTs are collected from structured surveys. Each firm's CEO provides data on strategic decision effectiveness, and a senior executive member of the TMT provided data on participatory decision-making processes and firm performance. Findings – Results show that participatory decision-making processes in the TMT are positively associated with decision effectiveness, but there is both a direct and an indirect relationship (through decision effectiveness) between participatory decision-making processes and firm performance. Originality/value – This paper sheds light on the importance of joint decision-making processes among TMT members for improving choices and enhances firm performance.

ERP-systems and job content: a case study of HR-assistants : Table of Contents

Jos Benders, Roel Schouteten, Mohamed Aoulad el Kadi — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – The purpose of this paper is to gain insights into the effects of an enterprise resource planning (ERP)-implementation on job content. Design/methodology/approach – Data are collected using a qualitative expert instrument (WEBA) and a questionnaire (NOVA-WEBA) among HR-assistants in a case study in the Dutch hospitality industry. Findings – Contrary to what one might expect, the introduction of an ERP-system does not automatically result in a more centralized organization: in granting local authorizations user/employee job decision latitude is affected c.q. realized. However, even when a decentralization policy is pursued as is the case in our study, job decision latitude is not necessarily enhanced. This is partly caused by ERP-related changes such as increasing standardization of operational procedures and data entry requirements, and partly by organization-specific developments in how tasks get assigned to jobs. Research limitations/implications – The configuration of ERP-systems varies by organization, and is largely a matter of organizational choice. The case is unique, as is indeed any case. Practical implications – Insights into ERP's effects can help organizations achieve better designed jobs. Pre-implementation simulations of effects can help steering towards desired outcomes. Originality/value – The paper provides useful insights into the effects of an ERP-implementation on job content through a case study of HR-assistants.

Homebased work: a review of research into themes, directions and implications : Table of Contents

Susanne Tietze, Gill Musson, Tracy Scurry — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – The purpose of this paper is to systematically summarise and evaluate recent articles on modern homebased work (2000-2009). In identifying the key recurrent themes and commonalities in the existing research, it brings order to the variety of contributions to provide future directions for inquiry and knowledge production. Design/methodology/approach – Papers are identified through systematic keyword searches of multi-disciplinary databases. The aim is to identify papers that explore the social/organisational embeddedness of homebased work, rather than framing it as a technology related phenomena/problem. Findings – The review highlights some contradictory evidence about the potential for change entailed in homeworking practices and an absence of studies which focus on “less visible” workers engaged in homebased production. It also argues that few longitudinal studies exist which could address the question of the ability of homebased work to initiate change. Practical implications – The paper provides an evaluation of the literature to make sense of the diversity of themes and issues within existing research. The insights gained are of use to both academics researching this form of working and practitioners implementing it. Gaps within existing knowledge and directions for future study are also identified. Originality/value – This paper is a timely review of the recent articles that have been published on homebased work.

Managing the HR function: the role of social capital : Table of Contents

Catherine Truss, Jas Gill — Mon Sep 28 08:59:09 BST 2009

Abstract:
Purpose – Under public sector reforms, HR departments are under increasing pressure to demonstrate how they add value to the organization. This paper seeks to contribute to our knowledge of HR functional roles in public sector organizations by considering how social capital may influence perceived HR department performance. Most prior research on HR functional performance has focused on what HR professionals do, rather than on how they do it, yet such process factors have been shown in the literature on organizational strategy to be crucial determinants of long-term effectiveness. This paper aims to use the framework of social capital as a means of conceptualizing HR processes, and investigates how these are played out in an exploratory study. Design/methodology/approach – The paper is based on four matched-pair case studies in public sector organizations in the UK. A total of 77 interviews are conducted. Findings – The research found that there appeared to be a link between HR social capital and perceptions of HR functional performance on the part of both HR staff and line managers. Research limitations/implications – This is a piece of case study based research in the UK public sector, and therefore the findings may not be generalizable. It would have been preferable to have had some hard metrics for HR department performance, but perceptual data was relied on instead. Further research is therefore recommended. Practical implications – The implication for HR practitioners is that attention needs to be paid to the structural and relational dimensions of how the HR department operates, as well as to what it does, if it is to be regarded as effective. Originality/value – This is a piece of original research on a topic that has received almost no prior attention. Previous research on the link between HRM and performance has focused almost exclusively on HR strategies and policies and has neglected process and implementation. This paper presents some evidence to show that HR processes in terms of social capital may be an important element.