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on Human Capital and Human Resource Management |
| By: | Rupprecht, Silke; Koole, Wibo; Chaskalson, Michael; Tamdjidi, Chris; West, Michael |
| Abstract: | Current workplace mindfulness research and interventions assume that teaching mindfulness will have beneficial effects for people and organizations. While research shows that mindfulness trainings may increase resilience of working adults, assuming that mindfulness will have independent effects on outcomes at different levels of an organization is not well grounded. We assert that mindfulness training would, however, be beneficial for organizations when tailored to that context and shaped by an understanding of organizational theory and practice. We also envisage mindfulness as a beneficial property of teams, organizations and the individuals who constitute them. To close the evidence gap we propose building multi-level models of mindfulness in organizations, broadening training programs, and developing a novel competency framework for teachers in this context. Highlights • Mindfulness improves resilience in working adults, but evidence for other work context outcomes such as performance is inconsistent. • Mindfulness interventions which also focus on team and organizational processes may be more effective than mindfulness alone • Research should be guided by multilevel models that offer explanations based on interactions between mindfulness and key organizational factors. • To ensure high quality training for mindfulness in organizations we propose the development of a competency framework for trainers • Mindful and compassionate leadership should facilitate team and organizational mindfulness. |
| Date: | 2018–10–14 |
| URL: | http://d.repec.org/n?u=RePEc:osf:mindrx:dm7v2&r=all |
| By: | Joonkyu Choi; Nathan Goldschlag; John Haltiwanger; J. Daniel Kim |
| Abstract: | We explore the role of founding teams in accounting for the post-entry dynamics of startups. While the entrepreneurship literature has largely focused on business founders, we broaden this view by considering founding teams, which include both the founders and the initial employees in the first year of operations. We investigate the idea that the success of a startup may derive from the organizational capital that is created at firm formation and is inalienable from the founding team itself. To test this hypothesis, we exploit premature deaths to identify the causal impact of losing a founding team member on startup performance. We find that the exogenous separation of a founding team member due to premature death has a persistently large, negative, and statistically significant impact on post-entry size, survival, and productivity of startups. While we find that the loss of a key founding team member (e.g. founders) has an especially large adverse effect, the loss of a non-key founding team member still has a significant adverse effect, lending support to our inclusive definition of founding teams. Furthermore, we find that the effects are particularly strong for small founding teams but are not driven by activity in small business-intensive or High Tech industries. |
| Date: | 2019–11 |
| URL: | http://d.repec.org/n?u=RePEc:cen:wpaper:19-32&r=all |
| By: | Hernán Bejarano (Centro de Investigación y Docencia Económicas (CIDE), Mexico); Brice Corgnet (Univ Lyon, CNRS, GATE UMR5824, 93 Chemin des Mouilles, F-69130, France; emlyon business school, 23 avenue guy de collongue, Ecully 69130); Joaquín Gómez-Miñambres (Lafayette College, Department of Economics, 730 High Street, Easton, PA 18042. Chapman University, Economic Science Institute. One University Drive, Orange, California 92866) |
| Abstract: | We extend Akerlof’s (1982) gift-exchange model to the case in which reference wages respond to changes in the work environment such as those related to unemployment benefits or workers’ productivity levels. Our model shows that these changes spur disagreements between workers and employers regarding the value of the reference wage. These disagreements tend to weaken the gift-exchange relationship thus reducing production levels and wages. We find support for these predictions in a controlled, yet realistic, workplace environment. Our work also sheds light on several stylized facts regarding employment relationships such as the increased intensity of labor conflicts when economic conditions are unstable. |
| Keywords: | Gift-exchange, incentives, self-serving biases, reference-dependent utility, laboratory experiments, labor conflicts |
| JEL: | C92 D23 M54 |
| Date: | 2019 |
| URL: | http://d.repec.org/n?u=RePEc:gat:wpaper:1929&r=all |
| By: | Thomas Görzen (University of Paderborn) |
| Abstract: | In pursuit of product innovation, companies increasingly use crowdsourcing for idea generation. Apart from financial motives, previous studies on the motivation of crowd workers identified intrinsic motivation, such as task meaningfulness, to play a key role. These studies, however, focused on routine tasks such as image labelling, using output quantity as the variable of interest. Since the primary goal for a creative task such as idea generation is not abundance but high quality, we investigate the influence of task meaning on workers’ effort and on output creativity. In a field experiment involving idea generation by an online crowdsourcing platform, we vary the task meaning in two different conditions, and evaluate the quality of the ideas generated. We find that higher task meaning has no positive influence on either the quantity or the creativity of the output, which carries practical implications for both commissioners and crowdsourcing platform designers.\\ |
| Keywords: | crowd working, task meaning, creativity, crowdsourcing |
| JEL: | L86 C93 M55 O32 |
| Date: | 2019–06 |
| URL: | http://d.repec.org/n?u=RePEc:pdn:dispap:54&r=all |
| By: | Marco Caliendo (University of Potsdam, IZA Bonn, DIW Berlin, IAB Nuremberg); Frank M. Fossen (University of Nevada, IZA Bonn); Alexander S. Kritikos (German Institute for Economic Research (DIW Berlin), University of Potsdam, IZA Bonn, IAB Nuremberg) |
| Abstract: | As the policy debate on entrepreneurship increasingly centers on firm growth in terms of job creation, it is important to better understand which variables influence the first hiring decision and which ones influence the subsequent survival as an employer. Using the German Socio-economic Panel (SOEP), we analyze what role individual characteristics of entrepreneurs play in sustainable job creation. While human and social capital variables positively influence the hiring decision and the survival as an employer in the same direction, we show that none of the personality traits affect the two outcomes in the same way. Some traits are only relevant for survival as an employer but do not influence the hiring decision, other traits even unfold a revolving door effect, in the sense that employers tend to fail due to the same characteristics that positively influenced their hiring decision. |
| Keywords: | employer, entrepreneurship, business venturing, recruitment, firm growth, employment growth, personality |
| JEL: | J22 J23 L26 |
| Date: | 2019–11 |
| URL: | http://d.repec.org/n?u=RePEc:pot:cepadp:13&r=all |