Do High Performance Work Systems Pay for Small Firms? An Intellectual Capital Building Perspective

Prior research suggests that small firms often struggle with human resource management, and limited research indicates that high performance work systems may assist firms in boosting their level of performance via the construction of intellectual resources for the firm. However, exploration of these phenomena in the small firm context is limited. We examine the mediating role of intellectual capital on the relationship between HPWS implementation levels and firm performance and find that a mediating impact is present for sales growth, profit growth, and perceived performance. Results suggest that HPWS implementation enhances small firm performance via intellectual capital building

Do management control systems stifle innovation in small firms? A mediation approach

How entrepreneurial orientation (EO) as a strategy manifests into entrepreneurial behaviors like innovation, is an important research topic but not well understood. There is a gap in the examination of EO and entrepreneurial behavioral outcomes. Since mediators exist (see Rauch, Wiklund, Lumpkin, & Frese, 2009; Wales, 2016; Wales, Patel, Parida, & Kreiser, 2013) additional research is needed to uncover these potential relationships. Research suggests that management controls systems (MCS) may serve as a mediator between strategy and innovation outcomes. There is, however, conflicting evidence regarding the impact and use of management control systems (MCS) in the small firm context. As such, we examine the relationship between an individual-level measure of EO (IEO) and innovation level and explore the mediating role of financial and nonfinancial MCS on that relationship. Results suggest that nonfinancial MCS partially mediate the relationship between IEO and innovation, while financial MCS do not

Effect of Skill and RIASEC Congruence on Job Satisfaction in a Survey of Supply Chain Professionals in Small Businesses

Effect of Skill and RIASEC Congruence on Job Satisfaction in a Survey of Supply Chain Professionals in Small Businesses Michael Givens, Western Kentucky University LeAnne Coder, Department of Management, Western Kentucky University Barney (1991), Pfeffer & Veiga (1999), Goffnett, Williams, Gibson & Garver (2016) are some of many authors who have published theories within management literature regarding the importance of employees within an organization. In these readings, employees are viewed as one of the most, if not the most, critical capital in business. Therefore, employee retention is of the utmost importance within all businesses but especially small businesses. This is due to the interconnectivity of each employee within each department and the inability of a small company to fill a new opening right away. For small businesses to retain their employees, they must do their best to keep job satisfaction and company morale high. This research examines the correlation between job satisfaction and employee skill level versus the correlation between job satisfaction and RIASEC interest level in supply chain professionals within small businesses. We have determined that individuals who are highly skilled in their job have a much higher job satisfaction. The research also shows that individuals who are happier in their job are less likely to look for a career or employer change

Why are there so few women in information technology? Assessing the role of personality in career choices

Despite increases in female labor force participation, women remain substantially under represented in most scientific and technical fields. The small number of women in engineering, physics, chemistry, computer science and other similar fields has variously been attributed to discrimination, differences in ability or choice. This paper uses a unique data set containing information on vocational interests to examine the determinants of entry in to Information Technology occupations. We show that men and women differ systematically in their interests, and that these differences can account for an economically and statistically large fraction of the occupational gender gap.

IT Workforce Composition and Characteristics

Women are under represented in the information technology (IT) workforce. In the United States, although women make up about 45% of the overall labor force they make up only about 35% of the IT workforce. (Information Technology Association of America, 2003, p. 11). Within IT, women’s representation declines as one moves up to higher-level occupations. While women are relatively more numerous among data entry keyers and computer operators, they are relatively less likely to be found in high-level occupations like systems analysts and computer programmers. The relatively low representation of women in IT fields parallels a broader pattern of gender differentials in other scientific and technical fields. In all science, technology, engineering, and mathematics fields combined, women held 25.9% of jobs in 2003. Women’s representation varies widely by sub-fields, however; 65.8% of psychologists and 54.6% of social scientists are women, but only 10.4% of engineers, and 37.4% of natural scientists (Commission on Professionals in Science and Technology, 2004, p. 2). Over the course of the past 100 years, there has been a dramatic change in women’s economic role. In 1900, only one in five adult women worked outside the home, and most of these were young and unmarried (Goldin, 1990). Since then, male and female labor force participation rates have tended to converge. Between 1900 and 1950 there was a gradual expansion of women’s labor force participation. After World War II the pace of change accelerated sharply as more married women entered the labor force. During the 1960s and early 1970s a series of legal changes significantly broadened protection of women’s rights ending essentially all forms of overt discrimination (Fuchs, 1988; Long, 2001, p. 9-10). The removal of these barriers in combination with the availability of cheap and reliable birth control technology greatly facilitated the entry of women into higher education, and technical and professional positions (Goldin &amp; Katz, 2002). Nevertheless, as the figures cited at the outset reveal, women’s participation in IT and other technical fields has not increased as rapidly as it has in less technical fields. And in striking contrast to the general trend toward increasing female participation in most areas of the workforce, women’s share of the IT workforce in the United States has actually declined over the past two decades. Any effort to explain gender differences in IT must begin with an understanding of how the number, characteristics, and pay of women in IT have evolved over time, and across different sub-fields within IT. This chapter provides a foundation for this analysis by documenting recent changes in the number of women employed in IT, their demographic characteristics, and relative pay. </jats:p

Economic and business dimensionsIncreasing gender diversity in the IT work force

Want to increase participation of women in IT work? Change the work.</jats:p