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on Human Capital and Human Resource Management |
| By: | De Paola, Maria (University of Calabria); Gioia, Francesca (University of Edinburgh); Scoppa, Vincenzo (University of Calabria) |
| Abstract: | We ran a field experiment to investigate whether individual performance in teams depends on the gender of the leader. About 430 students from an Italian University took an intermediate exam that was partly evaluated on the basis of teamwork. Students were randomly matched in teams of three and in each team we randomly chose a leader with the task of coordinating the work of the team. We find a positive and significant effect of female leadership on team performance. This effect is driven by the higher performance of team members in female led teams rather than due to an improvement in the leader’s performance. We also find that, in spite of the higher performance of female led teams, male members tend to evaluate female leaders as less effective, whereas female members are more sympathetic towards them. |
| Keywords: | team, leadership, gender, stereotypes, randomized experiment |
| JEL: | J16 M12 M54 C93 |
| Date: | 2018–09 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp11861&r=hrm |
| By: | Ch. V. V. S. N. V. Prasad (Department of Economics, BITS- Pilani, K K Birla Goa Campus, Goa-403726, India Author-2-Name: Rohit Prabhudesai Author-2-Workplace-Name: Department of Economics, BITS- Pilani, K K Birla Goa Campus, Goa-403726, India Author-3-Name: Author-3-Workplace-Name: Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:) |
| Abstract: | Objective - Employee satisfaction and employee performance are critical to a service-oriented organization and its performance. Employees play a crucial role in the successful delivery of service and maintaining customer relationships in service oriented organizations. Satisfied employees in general perform better in service delivery as compared to unsatisfied employees. Employee satisfaction, in turn, results from total quality management initiatives such as top management support, employee training, employee participation, employee rewards, and team work that enable employees to provide better customer service. While the relationship of TQM practices and employee satisfaction has been tested in other service sectors, it has not been explored in the education sector. The objective of this paper is to investigate how TQM practices have an impact on employee satisfaction and employee performance within the context of technical institutions in India. Methodology/Technique - The data is collected from 250 teaching faculties of technical institutions in the southern states of India. Findings - The results of the study confirm that TQM practices are significantly positive predictors of employee satisfaction, which in turn contributes to better employee performance within the educational sector in India. Novelty - This study contributes to the development of literature by empirically testing the link between TQM practices and employee satisfaction and employee performance within the context of the education sector. |
| Keywords: | Total Quality Management; Employee Satisfaction; Employee Performance; Technical Institutions. |
| JEL: | A20 A29 |
| Date: | 2018–09–30 |
| URL: | http://d.repec.org/n?u=RePEc:gtr:gatrjs:jmmr195&r=hrm |
| By: | Vanessa, Mertins; Jeworrek, Sabrina; Vlassopoulos, Michael |
| Abstract: | Failure in organisations is a very common phenomenon. Little is known about whether past failure affects workers’ subsequent performance. We conduct a field experiment in which we follow up a failed mail campaign to attract new volunteers with a phone campaign pursuing the same goal. We recruit temporary workers to carry out the phone campaign and randomly assign them to either receive or not receive information about the previous failure and measure their performance. We find that informed workers perform better – in terms of both numbers dialed (about 14% improvement) and completed interviews (about 20% improvement) – regardless of whether they had previously worked on the failed mail campaign. Evidence from a second experiment with student volunteers asked to support a campaign to reduce food waste suggests that the mechanism behind our finding relates to contextual inference: Informing workers/volunteers that they are pursuing a goal that is hard to attain seems to add meaning to the work involved, leading them to exert more effort. |
| Keywords: | contextual inference,feedback,failure,field experiment,meaning of work |
| JEL: | C93 J22 M50 |
| Date: | 2018 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:vfsc18:181644&r=hrm |
| By: | Lang, Matthias (LMU Munich) |
| Abstract: | Consider managers evaluating their employees\' performances. Should managers justify their subjective evaluations? Suppose a manager\'s evaluation is private information. Justifying her evaluation is costly but limits the principal\'s scope for distorting her evaluation of the employee. I show that the manager justifies her evaluation if and only if the employee\'s performance was poor. The justification assures the employee that the manager has not distorted the evaluation downwards. For good performance, however, the manager pays a constant high wage without justification. The empirical literature demonstrates that subjective evaluations are lenient and discriminate poorly between good performance levels. This pattern was attributed to biased managers. I show that these effects occur in optimal contracts without any biased behavior. |
| Keywords: | communication; justification; subjective evaluation; centrality; leniency; disclosure; |
| JEL: | D82 D86 J41 M52 |
| Date: | 2018–10–11 |
| URL: | http://d.repec.org/n?u=RePEc:rco:dpaper:120&r=hrm |
| By: | Arntz, Melanie; Ben Yahmed, Sarra; Berlingieri, Francesco |
| Abstract: | Working from home has become more and more common, especially among high-skill workers, since the early 2000s. In this paper we investigate how such alternative work arrangements affect hours of work including overtime, wages, job and life satisfaction. We exploit five waves of the German Socio-Economic Panel between 1997 and 2014, a period during which the revolution in telecommunication technologies has dramatically reduced the costs to perform certain tasks at home. Controlling for individual fixed effects, we find that home-based work has led to an expansion of overtime hours among full-time employees, especially among women. However, these overtime hours seem to pay off in terms of wages for men only. We do not find that childless women are affected differently from mothers. We also control for selection into employment in a panel setting when time-varying unobserved preferences or characteristics may affect employment decision. |
| Keywords: | working from home,working hours,wages,gender,technological change |
| JEL: | J2 J31 O33 |
| Date: | 2018 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:vfsc18:181630&r=hrm |
| By: | Asseburg, Julia |
| Abstract: | Public service motivation (PSM) research has recently begun to investigate the “dark sides” of PSM. However, this stream of research is still in its infancy. This study investigates the work-family conflict (WFC) as a potential dark side of PSM and how job crafting, a type of proactive behaviour, mediates this relationship. Using two-wave survey data of 306 civil servants and public employees in Germany, SEM path analyses are conducted. Results suggest that PSM is a strong predictor of WFC and that this relationship is partially mediated by job crafting. In addition, the results suggest that only the demand-based dimensions of job crafting mediate the relationship, whereas the resource-based dimensions do not. Implications for PSM research as well as practical implications are discussed. The study concludes with actionable recommendations for HR managers in the public sector who wish to retain PSM-driven employees. |
| Keywords: | Work-Family Conflict,Public Service Motivation,Job Crafting,Dark sides |
| Date: | 2018 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:esprep:183185&r=hrm |
| By: | Hammarstedt, Mats (Linnaeus University Centre for Discrimination and Integration Studies); Aldén, Lina (Linnaeus University Centre for Discrimination and Integration Studies); Swahnberg, Hanna (Linnaeus University Centre for Discrimination and Integration Studies) |
| Abstract: | We present results from a unique nationwide survey conducted in Sweden on sexual orientation and job satisfaction. Our results show that gay men, on average, seem more satisfied with their job than heterosexual men; lesbians appear less satisfied with their job than heterosexual women. However, the issue of sexual orientation and job satisfaction is complex since gay men, despite their high degree of job satisfaction, like lesbians find their job more mentally straining than heterosexuals. We conclude that gay men and lesbians are facing other stressers at work than heterosexuals do. We also conclude that discrimination and prejudice may lead gay men to have low expectations about their job; these low expectations may translate into high job satisfaction. In contrast, prejudice and discrimination may hinder lesbians from realizing their career plans, resulting in low job satisfaction. |
| Keywords: | Job satisfaction; Sexual orientation |
| JEL: | J15 J28 J71 |
| Date: | 2018–10–12 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:iuiwop:1241&r=hrm |