2,666 research outputs found
Employee Attitudinal Effects of Perceived Performance Appraisal Use
This research investigates how employee perceptions of performance appraisal use relate to employee satisfaction with the performance appraisal and with the appraiserâthe employeesâ immediate supervisor. Employee perceptions that appraisals were used for development positively associated with both attitudinal variables, after controlling for justice perceptions, performance, and demographics. Perceptions of PA use for evaluation did not show a significant relationship with either employee attitude. Implications of these findings are discussed
Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research
Since the early 1980âs the field of HRM has seen the independent evolution of two independent subfields (strategic and functional), which we believe is dysfunctional to the field as a whole. We propose a typology of HRM research based on two dimensions: Level of analysis (individual/ group or organization) and number of practices (single or multiple). We use this framework to review the recent research in each of the four sub-areas. We argue that while significant progress has been made within each area, the potential for greater gains exists by looking across each area. Toward this end we suggest some future research directions based on a more integrative view of HRM. We believe that both areas can contribute significantly to each other resulting in a more profound impact on the field of HRM than each can contribute independently
Interface creation and stress dynamics in plasma-deposited silicon dioxide films
The stress in amorphous silicon dioxide filmgrown by plasma-assisted deposition was investigated both during and after film growth for continuously and intermittently depositedfilms. It is shown that an intermittent deposition leads to the creation of interfacial regions during film growth, but also causes dynamical structural change in already-deposited film which results in a significantly different stress-thickness profile measured after deposition.Film growth in the continuously depositedfilm was also monitored using an in situ laser reflection technique, and a strong change in stress was detected at about 145nm which was attributed to the onset of island coalescence
Plasma control by modification of helicon wave propagation in low magnetic fields
By making use of nonuniform magnetic fields, it is shown experimentally that control of helicon wave propagation can be achieved in a low pressure (0.08 Pa) expanding plasma. The m=1 helicon waves are formed during a direct capacitive to wave mode transition that occurs in a low diverging magnetic field(Bâ<3âmT). In this initial configuration, waves are prevented from reaching the downstream region, but slight modifications to the magnetic field allows the axial distance over which waves can propagate to be controlled. By changing the effective propagation distance in this way, significant modification of the density and plasma potential profiles can be achieved, showing that the rf power deposition can be spatially controlled as well. Critical to the modification of the wave propagation behavior is the magnetic field strength (and geometry) near the exit of the plasma source region, which gives electron cyclotron frequencies close to the wave frequency of 13.56 MHz
Detailed plasma potential measurements in a radio-frequency expanding plasma obtained from various electrostatic probes
On-axis plasma potential measurements have been made with an emissive probe in a low pressure (0.044 Pa) rf expanding plasma containing an ion beam. The beam is detected with a retarding field energy analyzer (RFEA), and is seen to disappear at high pressure (0.39 Pa). The emissive probe measurements are in very good agreement with corresponding measurements made with two separate RFEAs, and the results indicate that the floating potential of the strongly emitting probe gives an accurate measure of the plasma potential under the present conditions
Aligning Employees Through \u3ci\u3eLine of Sight\u3c/i\u3e
Aligning employees with the firmâs larger strategic goals is critical if organizations hope to manage their human capital effectively and ultimately attain strategic success. An important component of attaining and sustaining this alignment is whether employees have âline of sightâ to the organizationâs strategic objectives. We illustrate how the translation of strategic goals into tangible results requires that employees not only understand the organizationâs strategy, they must accurately understand what actions are aligned with realizing that strategy. Using recent empirical evidence, theoretical insights, and tangible examples of exemplary firm practices, we provide thought-leaders with a comprehensive view of LOS, how it is created, how it can be enhanced or stifled, and how it can be effectively managed. We integrate LOS with current thinking on employee alignment to help managers more effectively benefit from understanding human capital potential
When Stock Options Fail to Motivate: Attribution and Context Effects on Stock Price Expectancy
This study draws on attribution theory and literature from compensation and strategy to investigate executivesâ perceptions about their influence over the firmâs stock price. We define stock price expectancy as the extent to which executives feel that they can influence the firmâs stock price. Results from of a survey of 435 U.S. executives suggest that stock price expectancy is related to both attributional and contextual antecedents. Based on these findings we discuss implications for the extension of expectancy theory and the design and administration of incentive systems
Boron nanobelts grown under intensive ion bombardment
High-quality α-tetragonal crystalline boronnanobelts with [001] growth axis were synthesized using a novel method combining e-beam evaporation and plasma ion bombardment techniques. Intensive ion bombardment of the growingboronnanobelts at a high substrate temperature (âŒ1200°C) was found to be effective in increasing the atomic density, reducing the crystal disorder, and improving the yield of the nanobelts.This work was supported by the Australian Research
Council ARC
The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance
This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership
âYouâre Nobody âtil Somebody Loves Youâ: The Use of Job Search for Bargaining Leverage
The purpose of this research is to investigate a previously overlooked yet important objective for an employee engaging in job search â seeking alternative employment to obtain leverage against the current employer. We focus specifically on how employees conduct job search to obtain leverage, and then turn to the question of what motivates employees to adopt this objective. Using a sample of high-level managers, our results indicate the leverage-seeking job search predicts both preparatory and active search beyond the more traditional reason for engaging in job search (i.e., to change jobs). However, as expected, leverage-seeking search was a weaker predictor of the job search processes compared to searching to leave and was not significantly related to job satisfaction. Hierarchical level, perceived alternatives, financial independence, and the meaning attached to money significantly predicted leverage-seeking search, while compensation level, equity, and career plateau showed little effect. Implications for practice and future research on job search and employee retention more generally are discussed
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