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1 – 10 of 18Cornelius J. König, Manuela Richter and Isabela Isak
According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however…
Abstract
Purpose
According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this.
Design/methodology/approach
A survey was administered to a sample of 164 German employees.
Findings
Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees.
Research limitations/implications
This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process.
Practical implications
This study advises employers to conduct “exit conversations” (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase.
Originality/value
To the best of the authors’ knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles.
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Maike E. Debus, Dana Unger and Cornelius J. König
Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective…
Abstract
Purpose
Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance.
Design/methodology/approach
Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time.
Findings
Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time.
Research limitations/implications
This paper presents potential predictors of subpopulation membership and presents an agenda for future research.
Originality/value
We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.
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Berit Greulich, Cornelius J. König and Ramona Mohr
The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due…
Abstract
Purpose
The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.
Design/methodology/approach
The study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.
Findings
The study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.
Originality/value
This study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.
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Nida ul Habib Bajwa and Cornelius J. König
For a long time, researchers across the world have called for more generalizable frameworks in management research, which can be used to better understand local contexts and to…
Abstract
Purpose
For a long time, researchers across the world have called for more generalizable frameworks in management research, which can be used to better understand local contexts and to extend established theories in Western countries. However, research from non-Western countries is barely visible in high-impact management journals. Although most researchers have tried to understand this lacking visibility from a more technological perspective, this study aims to analyze the extent to which group psychological processes influence the selection of international publication strategies by non-Western researchers in this study.
Design/methodology/approach
Hypotheses were based on social identity theory. In total, 169 management researchers from India were surveyed and their social identities and the international publication strategy were assessed.
Findings
It could be confirmed that higher identification with non-Western researchers is negatively related to the intention to publish internationally.
Social implications
The findings suggest that current approaches to increasing the low visibility of non-Western research require a general revision.
Originality/value
This study adds a new angle to the center–periphery debate by incorporating the influence of social identities on the selection of an international publication strategy. Research socialization in the periphery seems to increase the likelihood of choosing local publication outlets rather than aiming for international publications. Therefore, it is necessary to implement strategies that aim at the psychological inclusion of peripheral researchers to increase their visibility in international journals and on international platforms.
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Markus Langer, Cornelius J. König and Victoria Hemsing
Automatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms…
Abstract
Purpose
Automatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms automatically evaluate applicants' interview responses. This study tests arguments from previous research suggesting that applicants whose interviews will be automatically evaluated may use less impression management (IM), but could react more negatively to the interview.
Design/methodology/approach
Participants (N = 124; primarily German students) took part in an online mock interview where they responded to interview questions via voice recordings (i.e. an asynchronous interview). Prior to the interview, half of them were informed that their answers would be evaluated automatically (vs by a human rater). After the interviews, participants reported their honest and deceptive IM behavior as well as their reactions to the interview.
Findings
Participants in the automatic evaluation condition engaged in less deceptive IM, felt they had fewer opportunities to perform during the interview, and provided shorter interview answers.
Research limitations/implications
The findings of this study suggest a trade-off between IM behavior and applicant reactions in technologically advanced interviews. Furthermore, the results indicate that automatically evaluated interviews might affect interview validity (e.g. because of less deceptive IM) and influence interviewees' response behavior.
Practical implications
Hiring managers might hope that automatically evaluated interviews decrease applicants' use of deceptive IM. However, the results also challenge organizations to pay attention to negative effects of automatic evaluation on applicant reactions.
Originality/value
This study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.
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Markus Langer, Cornelius J. König, Diana Ruth-Pelipez Sanchez and Sören Samadi
The technological evolution of job interviews continues as highly automated interviews emerge as alternative approaches. Initial evidence shows that applicants react negatively to…
Abstract
Purpose
The technological evolution of job interviews continues as highly automated interviews emerge as alternative approaches. Initial evidence shows that applicants react negatively to such interviews. Additionally, there is emerging evidence that contextual influences matter when investigating applicant reactions to highly automated interviews. However, previous research has ignored higher-level organizational contexts (i.e. which kind of organization uses the selection procedure) and individual differences (e.g. work experience) regarding applicant reactions. The purpose of this paper is to investigate applicant reactions to highly automated interviews for students and employees and the role of the organizational context when using such interviews.
Design/methodology/approach
In a 2 × 2 online study, participants read organizational descriptions of either an innovative or an established organization and watched a video displaying a highly automated or a videoconference interview. Afterwards, participants responded to applicant reaction items.
Findings
Participants (n=148) perceived highly automated interviews as more consistent but as conveying less social presence. The negative effect on social presence diminished organizational attractiveness. The organizational context did not affect applicant reactions to the interview approaches, whereas differences between students and employees emerged but only affected privacy concerns to the interview approaches.
Research limitations/implications
The organizational context seems to have negligible effects on applicant reactions to technology-enhanced interviews. There were only small differences between students and employees regarding applicant reactions.
Practical implications
In a tense labor market, hiring managers need to be aware of a trade-off between efficiency and applicant reactions regarding technology-enhanced interviews.
Originality/value
This study investigates high-level contextual influences and individual differences regarding applicant reactions to highly automated interviews.
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Chung-Shing Chan and Lawal M. Marafa
This chapter explores the concept of branding in a contemporary competitive arena of places. The multi-dimensional interpretations of places offer a variety of possibilities to…
Abstract
This chapter explores the concept of branding in a contemporary competitive arena of places. The multi-dimensional interpretations of places offer a variety of possibilities to better understand the true essence of destination branding. One of the common interpretations of places is through the study of their images, as destination branding requires a thorough understanding of destination image. The important foundation and relation of destination image are specified and explained. The notion of destination branding has evolved from the fields of marketing and urban studies and has become a cross-disciplinary research area. Thus, the researchers explain that destination branding as well as ‘place branding’ are dynamic concepts that are being continuously being explored in academia for the benefit of practitioners in travel and tourism. This chapter suggests that the use of brand equity is also one of the frontier areas of study in ‘place branding’ as it emphasises the need to thematise destinations (e.g. for their historical heritage, cultural value, natural attractions, etc.) and places for residence (e.g. as green cities, creative cities, smart cities, etc.).
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This paper examines the effect of bank expansion on credit access and terms of credit in early America. The bank records from Plymouth Bank, Massachusetts and the Census records…
Abstract
This paper examines the effect of bank expansion on credit access and terms of credit in early America. The bank records from Plymouth Bank, Massachusetts and the Census records provide detailed information on borrowers, endorser, types and terms of loans, and borrower characteristics. The results show that the introduction of new banks did broaden credit access. However, after competition was introduced, the Bank focused more on short-term bills of exchange. In other words, the Bank shifted its emphasis from long-term accommodation paper to short-term bills of exchange.
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