Showing papers in "Human Resource Management Review in 2000"

TL;DR: In this article, a review of the literature bearing on the nature of creativity is reviewed to identify the conditions that influence innovation, and it is argued that organizations should consider multiple interventions that take into account the individual, the group, the organization and the strategic environment when selecting interventions intended to enhance creativity.

TL;DR: In this article, a hierarchical integrated model is proposed to represent the underlying structure of the citizenship performance domain, which can be applied to a number of previously developed theoretical or empirically derived models, identifying similar constructs between the models and clarifying the relationships between their models.

TL;DR: In this paper, the authors examine some basic issues that might pose conceptual challenges in applying ideas related to contextual performance and organizational citizenship behavior to human resource management, and explore the consequences of behavioral patterns connoted by these terms for organizational effectiveness and individual motivation, job satisfaction, and commitment.

TL;DR: In this paper, the effects of task performance and contextual performance on turnover, job satisfaction, and affective organizational commitment were examined for two samples of Air Force mechanics for two consecutive years.

TL;DR: In this paper, the applicability and meaningfulness of the concept of "Organizational Citizenship Behavior" across other cultures is considered. But, as suggested by George and Jones, the context in which an organization operates may have as much or more to do with the occurrence of OCB as the more intensively studied antecedents in OCB literature (i.e., satisfaction, commitment, disposition, perceived fairness).

TL;DR: In this article, the effectiveness of different recruitment sources for new employees has been the topic of speculation and research for over 50 years, and the effectiveness has primarily been assessed by examining turnover/job survival rates and job performance.

TL;DR: In this article, the authors take an interactionist perspective by presenting a model and propositions of how organization socialization tactics impact on and interact with newcomer pro-active socialization techniques to influence socialization outcomes.

TL;DR: The literatures concerning organizational citizenship behavior and contextual performance are selectively reviewed in an effort to build a case for citizenship behaviors as one central element in a multi-dimensional individual performance construct as mentioned in this paper.

TL;DR: In this article, the authors compared multiple ratings of the organizational citizenship behavior (OCB) of managers obtained from three different sources: self, superiors, and subordinates, and found that ratings made by self and superiors were higher than those made by subordinates.

TL;DR: The past decade has seen continued interest in the employment interview, with several changes in research emphasis as discussed by the authors, and the present review is a comprehensive examination of interview research conducted since Harris last reviewed this literature.

TL;DR: In this article, the conceptual domain of new employee orientation programs is defined, and orientation programs are distinguished from socialization, psychological contracts, training, and realistic job previews (RJPs).

TL;DR: In this article, a model for examining mentoring relationships which encompasses both mentor and protege perspectives is proposed, focusing on the exchange of behaviors exhibited by both partners in the mentoring relationship.

TL;DR: In this article, the authors explore inpatriation as an innovative means to develop managers as strategic resources to be used in formulating and implementing a global strategic plan, and explore the potential pool of uniquely qualified global managers to be utilized in global organizations.

TL;DR: In this article, a model of realistic job previews (RJPs) is presented and three counterintuitive hypotheses about their operation are examined using separate meta-analyses, and modest support for two of the three hypotheses is found.

TL;DR: In this article, a contingency perspective that combines the organizational life cycle, team design, and organizational learning literatures is developed to explain and predict the application of team-based pay in organizations.

TL;DR: In this article, the authors describe enduring debates concerning the nature of political citizenship, and the requirements of civic virtue, from political philosophy, the crafting of the American republic, and modern organizational behavior.

TL;DR: A preliminary framework for examining the contextual determinants of variable pay plan design is offered, which includes characteristics of the environment, characteristics ofThe organization, and the organization's pay strategies.

TL;DR: In this article, a general model of the fairness perceptions and responses related to job rotation decisions is developed to guide future research and specific propositions to address the reverberating effects of job rotation on nonrotating employees are also discussed.

TL;DR: In this paper, the authors propose a model of the individual employee's skill seeking under skill-based pay, and propose that workers' choice of whether or not to progress through the pay structure is a function of the workers' attitudes, subjective norms, and perceived behavioral control.

TL;DR: The authors proposed an integrative framework to examine antecedents of the perception of sexual harassment in organizations from an interactional perspective, highlighting and examining the intermediate stages of social-sexual interaction that may be critical in understanding the nature and perception of harassment in the workplace.

TL;DR: In this paper, it is argued that the articles in this special issue will advance our understanding of why the new pay systems are effective because they provide research propositions helpful for the study of midrange theories, interaction effects, and differences across types of pay systems.