Showing papers in "Human Resource Management Review in 1991"

TL;DR: In this paper, the authors go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable components reflecting a desire (affective commitment), a need (continuance commitment), and an obligation (normative commitment) to maintain employment in an organization.

TL;DR: In this article, the authors present an integrative perspective of the human resource system based on the notion of managing competencies and behavior, and derive six basic HR strategies by juxtaposing the three fundamental elements of a system (input, process, output) with the two strategic foci of HRM (competencies and behaviour).

TL;DR: In this paper, a set of criteria for evaluating the effectiveness of the repatriation process is proposed and the key factors that facilitate adjustment to, and performance in, repatriate job assignments are identified.

TL;DR: In this article, the authors explore ways of harnessing socialization tactics constructively and purposefully to important organizational strategic goals, and explore how human resource management policies on socialization can be used to facilitate meeting corporate strategic goals.

TL;DR: In this paper, the authors present a framework that systematically describes the behavior of both sexual harassers and their targets within the context of power and politics in a dyadic relationship, and explain the type of sexual harassment that will be exhibited within the dyad of harasser and target, and also explain the response of the target to the harasser.

TL;DR: There are a variety of ways to develop and present conceptual material However, this article reviews approaches that have been found to be particularly useful by many contributors to theory in Human Resource Management as discussed by the authors.

TL;DR: In this paper, a review of the problems with job-based management systems is presented, focusing particularly on the impact of job evaluation within such systems and identifying the steps and issues involved in establishing a skill-or knowledge-based pay system.

TL;DR: The authors presented an alternative approach to viewing dysfunctional employee behaviors, outlined the "escape" meta-construct, and proposed a theoretical framework for examining these behaviors, which was used to examine attitude-behavior relationships.

TL;DR: In this article, the authors highlight the practical problems in using job evaluations and urge their critical examination prior to their adoption and use, and suggest that job evaluations suffer from inherent problems, they are often misused, and they are fundamentally incompatible with many innovative managerial approaches.

TL;DR: In this article, a model of cognitive information processing, schema theory, is reviewed and a perspective known as schema-triggered affect may yield greater understanding of punishment in an organizational context.

TL;DR: In this paper, the authors present a critique of job evaluation systems in terms of inconsistent construct formation, overlap between factors, hierarchical grounding, and gender bias, where some level statements of some subfactors are directly tied or grounded to the hierarchy means are being confused with ends.

TL;DR: In this article, Naylor, Pritchard and Ilgen's (1980) theory of motivation can be utilized as an alternative theoretical model for understanding the relationship between incentives and performance, and specific hypotheses are proposed regarding the effect of different incentive schemes on each of the hypothesized mediating relationships of goal level choice, spontaneous goal setting, and goal commitment.

TL;DR: The use of taxonomies in human resources management is considered both from theoretical and applications perspectives, and research questions and needs are identified which will help future model building, as well as assist in the increased efficiency of human resource management.

TL;DR: In this article, an illustration of how to solve the unmeasured variables problem by combining trait and situational models to develop, hopefully, a more cogent and productive explanation of behavior in work environments is presented.

TL;DR: Skill-based pay plans pay for the skill of the individual, not the job actually performed as mentioned in this paper, and require an individual rating of job skills which are weighted to determine the compensation of an individual.

TL;DR: This paper argued that job evaluation is neither good nor bad, and that the argument between critics and defenders is misdirected, arguing that job evaluations are appropriate for a paradigm of work which identifies and organizes work using job concepts, however, for paradigms which use concepts of performance and personal qualifications.

TL;DR: This article proposed a hybrid model of science that embodies the desirable features of past models to serve as an interim basis for modernizing the way science is conducted in this field, emphasizing the role of theory and theorizing in expressing current knowledge and advancing knowledge.

TL;DR: In this paper, the authors investigated the symbolic meanings of pay, particularly pay based on different contingeney relationships, in a study of employees working in different pay contingency settings, and found that pay earned under different contingency relationships also may be attributed with different symbolic meanings and thus indirectly affect motivation.

TL;DR: In this article, the authors argue that little has changed in Human Resource Management theory over the past twenty years and that practitioners are the ultimate consumers of theory and hence they form the market for it.

TL;DR: A framework for assessing model validity is presented and a summary of the advantages of structural equations modeling over traditional regression approaches for assessing wage structure within organizations is included.