It Was the Best of Times; It Was the Worst of Times

The importance of work–life balance has increased dramatically in recent years. Hyperconnected employees are struggling to balance the “spillover” between internal work and external life demands. We questioned whether there was a difference in organizationally supported work–life balance at Fortune Magazine’s “Best Places to Work For” versus Wall St. 24/7’s “Worst Places to Work.” We analyzed 1,100 unsolicited, open-ended employee reviews from a major career web site and conducted a contextual analysis of the differences between the “best” and “worst” places to work. Our findings show clear differences in the time benefits offered and governance structures used to support these benefits. Our findings also reveal that employees today are not seeking “balance.” Instead, they are seeking “work–life flexibility,” a new, complex way of looking at the employee today. Findings are discussed and implications for work–life flexibility are provided.</jats:p

Strategic Human Resource Management of Volunteers and the Link to Hospital Patient Satisfaction

This article uses strategic human resource management theory to consider the ways in which volunteers can potentially enhance hospital patient satisfaction. Results of a structural equation modeling analysis of multi-source data on 107 U.S. hospitals show positive associations between hospital strategy, volunteer management practices, volunteer workforce attributes, and patient satisfaction. Although no causality can be assumed, the results shed light on the volunteer–patient satisfaction relationship and have important implications for hospital leaders, volunteer administrators, and future research.Rogers1_Rev_Strategic_HR.pdf: 1799 downloads, before Aug. 1, 2020

Web-based recruiting’s impact on organizational image and familiarity: too much of a good thing?

Little is known about the efficacy of many of the newer forms of online recruitment. Using a quasi-experimental design, we tested the impact of individual exposure to corporate recruitment websites and Facebook on perceptions of organizational familiarity and organizational image over time. Most interestingly, we found evidence of a curvilinear or non-linear relationship between frequency of exposure to organizational communications and perceptions of organizational familiarity across time. Implications of our findings for HR theory and practice are discussed.Rogers7_Web_based_recruiting.pdf: 307 downloads, before Aug. 1, 2020