Donna Blancero

Key competencies for a transformed human resource organization: Results of a field study

As human resource organizations transform, staff competency requirements alter significantly. The question is: to what? The present study attempts to answer this question using data gathered within a single firm and employing a unique future-oriented, role-focused methodology. The results suggest a competency model with three parts: a relatively small number of core competencies, an even smaller number of leverage competencies applicable to half or more (but not all) of the roles, and a much larger number of competencies that are role-specific. This methodology can be readily replicated in an abbreviated form in virtually any organization.

Strategic supplier partnering: a psychological contract perspective

Psychological contract and organizational justice theories are used in the management literature to describe the relationship between employees and employers. Provides an exploratory study that applies these theories to strategic partnerships between buyers and suppliers, drawing on logistics examples. Uses empirical data from a survey to illustrate where such relationships are working well, and where potential problems lie. Uses psychological contract and organizational justice theories to explain the implications of problem areas in partnerships, as well as to suggest possible solutions.

Psychological contracts and fairness: The effect of violations on customer service behavior

A conceptual model of the effect of psychological contracts and associated fairness perceptions on customer service organizational citizenship behaviors (CSOCB) is presented. Psychological contracts, individually held beliefs regarding employer-employee reciprocal expectations and obligations, provide a basis for the comprehensive perception of organizational justice. In turn, justice perceptions result in CSOCB, or externally directed extra-role behaviors. When customer contact employees perceive violations, these behaviors are likely to be either negative or a reduction of positive behaviors. Future research is discussed.

Due process for non-union employees: The influence of system characteristics on fairness perceptions

This article examines fairness perceptions associated with alternative dispute resolution systems. Collaborating with seven Center for Advanced Human Resource Studies sponsors, data collected from 450 non-union, non-management employees were analyzed. The major finding is that alternative dispute resolution systems that are regarded as credible, accessible, and safe (i.e., no retaliation) influence perceptions of fairness which, in turn, influence the likelihood to use the system. Implications are drawn for practice and research.

Open Door Policies: Measuring Impact Using Attitude Surveys

This study examines employee perceptions of an Open Door Complaint System from both those who have filed claims and those who have not. Our sample includes over 4000 employees working in a Fortune 100 company. We examine these perceptions through an organization wide employee attitude survey. Analyzing situation specific perceptions, we examine their relationship with overall fairness, satisfaction and intent to remain with the organization. Results suggest that a positive Open Door incident raises both distributive and procedural justice perceptions. In turn, fairness perceptions influence satisfaction levels. Finally, results indicate that satisfaction has a strong effect on the intent to remain with the organization. Implications are discussed for both complaint systems and employee opinion surveys.

Perceptions of psychological contract fairness of Hispanic professionals

Purpose – The purpose of this paper is to investigate Hispanic business professionals’ perception of psychological contract fairness, perception of discrimination, and the influence of autonomous status judgments on these variables.Design/methodology/approach – Participants were drawn from a sample of an association of Hispanic business professionals. The survey instrument was created from existing scales; validity and reliability were established in a pilot study. The survey was administered at two time intervals to 164 Hispanic business professionals. Data were analyzed using a multiple regression analysis.Findings – There were significant relationships between Hispanic business professionals’ psychological contract fairness perceptions, and perceptions of discrimination and autonomous status. As the score for psychological contract fairness increased, the score for perception of discrimination decreased. As the score for psychological contract fairness increased, the score for perception of autonomous ...

Just Tell Me! Making Alternative Dispute Resolution Systems Fair

This study investigates fairness perceptions of alternative dispute systems utilizing a policy capturing design and a sample of four hundred and fifty non-union, non-management employees from seven organizations. The communication surrounding the decision, the level of employee input, and the composition of the grievance panel had larger effects on overall fairness perceptions than did outcome. Unfavorable outcomes that were reached by fair processes generate higher distributive justice ratings than favorable outcomes reached by unfair processes.

Comparing immigrant and US born Hispanic business professionals

Purpose – The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.Design/methodology/approach – Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.Findings – No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.Practical implications – Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potentia...

Hispanic professionals after 11th September: a move toward “American” identification

Purpose – Organizational researchers commonly use racioethnic identity or acculturation measures as predictors for various phenomena, however, rarely do they attempt to investigate events or situations that might impact reports of identity. This study aims to determine the impact of the events of 11 September 2001 on reports of Hispanic identity in Hispanic business professionals as well as the varying degree of impact by physical distance from the event.Design/methodology/approach – Sixty‐seven respondents were tracked longitudinally both pre‐ and post‐9/11 with reports of Hispanic identity. Additionally, cross‐sectional data from both time periods reporting Hispanic identity were analyzed.Findings – Results show that Hispanic identity reports are significantly lower post‐9/11 in both the longitudinal and cross‐sectional sample. Further, distance from event impacted the magnitude of the difference. Data on perceptions of the impact of 9/11 on work‐life are also presented.Research limitations/implications...

Teaching Work Group–Task Congruence: The Fit for Performance Exercise

An activity description, debriefing guide, and instructional appendices are presented through which students may learn about the optimal use of work groups in addressing organizational tasks of varying functional complexity. Student groups assigned to four conditions design and build Lego® products, learning how fit or mismatch between task and group composition can improve quality, learning, and affective outcomes. Discussion centers on the student’s development both as a member and as a manager of such work groups. Favorable reactions to the utility of the activity were obtained from student participants and outside business facilitators.