Steven R. Ash

A Web of Applicant Attraction: Person-Organization Fit in the Context of Web-Based Recruitment

Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self-assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self-esteem. Implications and future Web-based recruitment research directions are discussed.

The effects of a group decision support system on culturally diverse and culturally homogeneous group decision making

Abstract Considerable research has been conducted over the last decade on the effects of using Group Decision Support Systems (GDSS) in group decision making. Studies have examined the influence of GDSS on such variables as group task, size, quality of decision, and satisfaction with the process. However, only a few studies have focused on the use of GDSS and its interaction with group composition. This study compared the effects of group decision making, both with and without GDSS technology, on culturally diverse and homogeneous groups. Group performance was measured by the number of non-redundant, realistic ideas and the quality of solution produced in response to posed problems. The GDSS used in the study was Vision Quest. Groups using it, regardless of cultural make up, developed a significantly higher number of non-redundant, realistic ideas than groups that did not. Furthermore, among groups using the GDSS, culturally diverse groups produced a significantly higher number of non-redundant, realistic ideas than homogeneous groups that used the GDSS. Implications for diversity management and group support research are suggested.

Disentangling the Moral Integrity Construct: Values Congruence as a Moderator of the Behavioral Integrity–Citizenship Relationship

Research on the relationship between integrity and organizational citizenship behaviors (OCBs) has been inconsistent and confusing. We trace some of the confusion to the way that the integrity construct has been defined in the literature. Some researchers have conceptualized integrity as word-action consistency and congruence between the actor’s values and the values of observers judging that action, often through a moral lens (moral integrity [MI]). More recently, a second group of researchers has restricted the domain of integrity to word-action alignment alone (behavioral integrity [BI]), separating out the values congruence component. In this article, we consider word-action consistency and values congruence as separate but linked constructs that interact when predicting OCBs. Across two samples, we present evidence that the positive relationship between BI and certain OCBs is strengthened when values congruence is higher. We elaborate on the implications of these findings for both theory and practice.

Trainee reactions and task performance: a study of open training in object-oriented systems development

In this study, we examine two trainee reactions: ease of learning and ease of use and their relationships with task performance in the context of object-oriented systems development. We conducted an experiment involving over 300 subjects. From that pool 72 trainees that met all of the criteria were selected for analysis in a carefully controlled study. We found that ease of learning was strongly correlated to task performance whereas ease of use was not. The finding was unexpected; ease of learning and ease of use are two overlapping concepts while their effects on task performance are very different. We offer a theoretical explanation to the paradoxical finding and its implications to the improvement of training evaluation.

Why Should Small Businesses Care about Employee Diversity? Five Areas of Research that Influence Organizational Results

Abstract With the demographic changes that are rapidly occurring, it is important to understand the research that informs practice. In this article I review the pertinent research literature in regards to diversity along with the implications to organizations. Specifically, research has indicated that businesses have the potential to be influenced in five major areas by changing demographics of workers. Research pertaining to communication, creativity, recruitment, persuasion, and turnover amongst diverse employees is examined.

SIDE EFFECTS OF INCIDENTAL COMPUTER USE: INCREASED CONFIDENCE '

100 students were administered a pretest based on two of Chickerings 1990 seven vectors of educational development. 67 participated in one of two management classes which required use of computers. 33 acted as a control group with no in-class computer use. Analyses indicate that in addition to intended gains in learning, students also showed related developmental effects including increased confidence in using computers. Changes in scores on perceived Autonomy, controlling for prior computer use and outside exposure to computers, were not significant. Results show some effects from using computers in the classroom to augment instruction.

Generational Responses to Knowledge Management and Collaboration: Are GenX and GenY as Different As We Think?

Researchers and practitioners seem to take for granted that younger generations will be more responsive to new technologies, yet evidence to support this view is mainly anecdotal. This paper uses data from a large scale survey (n=502) given to managers at a large manufacturing firm to examine attitudes about knowledge management and collaboration. While generational cohorts do account for some differences, this study finds that well-documented inhibitors, such as lack of management support, play a more significant role in the firms success to date in implementing KM. Relying on the intrinsic affinity for technology of GenX and GenY may prove to be a short-sighted strategy, especially in the face of impending retirements.

The merchant prince

Executive Summary Youssef Mohammed has returned to the Kingdom of Saudi Arabia after completing a Ph.D. in Business. He is expected to take a leadership position within a family business that is experiencing a multitude of operational and strategic problems. For Youssef, the problem is whether to accept a position where he directs an organizational-change effort or as a detailed, hands-on manager as family tradition commands. In addition, Youssef wonders if the Western-management principles he has learned would be effective in the Kingdom. The case provides background information on doing business in Saudi Arabia, highlighting differences between U.S. and Middle-Eastern business practices.