Now showing items 11-20 of 37
The twenty-first-century HR organization
(Wiley Subscription Services, Inc., A Wiley Company, 2008)
Like any value-creating staff function, HR departments should operate as a business within a business. Others have focused on the strategy and direction of HR departments. This article examines the next evolution for how ...
Cultural clashes in a “merger of equals”: The case of high‐tech start‐ups
(Wiley Subscription Services, Inc., A Wiley Company, 2011-09)
Mergers of equals are often considered simply symbolic. Whereas existing literature on the topic views equality as underscoring the importance of distributive justice, power, or identity, the role of culture remains ...
Robust Adaptive Metrics for Deadline Assignment in Distributed Hard Real-Time Systems
(Kluwer Academic Publishers; Springer Science+Business Media, 2002-11)
Distributed real-time applications usually consist of several component tasks and must be completed by its end-to-end (E-T-E) deadline. As long as the E-T-E deadline of an application is met, the strategy used for dividing ...
From Partners to Players: Extending the HR Playing Field
(John Wiley & Sons, Inc., 2001)
HR professionals must always be “becoming” or constantly changing and adapting. For the lastdecade, many have argued the business partner role as a complement to traditional HR administrative work. Weargue in this paper ...
Using Control Theory to Achieve Service Level Objectives In Performance Management
(Kluwer Academic Publishers; Springer Science+Business Media, 2002-07)
A widely used approach to achieving service level objectives for a software system (e.g., an email server) is to add a controller that manipulates the target system's tuning parameters. We describe a methodology for designing ...
Cross-Level Replication and Extension of Steel and Rentsch's (1995) Longitudinal Absence Findings
(Kluwer Academic Publishers-Plenum Publishers; Human Sciences Press, Inc. ; Springer Science+Business Media, 2002-03)
Absenteeism findings published by Steel and Rentsch (1995) were replicated and extended by correlating attitudinal, personal-demographic, and job stress variables with 34 months of work group absenteeism scores obtained ...
HR's new ROI: Return on intangibles
(Wiley Subscription Services, Inc., A Wiley Company, 2005)
A new human resource ROI has been identified: return on intangibles . Intangibles represent the hidden value of a firm and are becoming an increasingly important portion of a firm's total market capitalization. Six actions ...
Time out for family: Shift work, fathers, and sports
(Wiley Subscription Services, Inc., A Wiley Company, 2008)
Shift work is a fact of life for many workers. Almost one in six full-time hourly and salary employees works a shift outside the 6 a.m. to 6 p.m. window that researchers use to define the temporal bounds of the traditional ...
Inducing Employees to Leave: A Comparison of Four Severance Options
(Wiley Subscription Services, Inc., A Wiley Company, 2013-03)
This study examines the demographic, economic, and psychographic characteristics of 324 blue‐collar workers who were offered four options for either retirement or severance from the organization. Consistent with previous ...