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Generational Differences in Workplace Behavior
Popular stereotypes suggest that generational differences among workers present challenges for workplace managers. However, existing empirical research provides mixed evidence for generational… Expand
Social media snooping on job applicants: The effects of unprofessional social media information on recruiter perceptions
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and… Expand
Evaluating and rewarding OCBs
Purpose – The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature. Specifically,… Expand
Preventing and correcting workplace harassment: Guidelines for employers
In recent years, the number of harassment claims filed with the EEOC has declined overall, but this fact masks a frightening reality: though claims involving some types of harassment have declined,… Expand
Diversity cues on recruitment websites: investigating the effects on job seekers' information processing.
- H. J. Walker, H. S. Feild, Jeremy B. Bernerth, J. Becton
- Psychology, Medicine
- The Journal of applied psychology
Although job seekers' motivation to process the information encountered during recruitment partially influences recruitment success, little is known about what motivates more thorough information… Expand
Differential Effects of Task Performance, Organizational Citizenship Behavior, and Job Complexity on Voluntary Turnover
PurposeThe purpose of this study was to investigate the performance–turnover relationship by considering the effects of task performance and OCBs simultaneously while also examining the moderating… Expand
A Critical Examination of Performance Appraisals: An Organization's Friend or Foe?
This article examines the benefits and pitfalls associated with performance appraisals and suggests more effective approaches.
Job Applicants' Information Privacy Protection Responses: Using Social Media for Candidate Screening
- J. Drake, Dianne Hall, J. Becton, Clay Posey
- Computer Science, Business
- AIS Trans. Hum. Comput. Interact.
- 31 December 2016
We examine how one such disclosure request impacted six information privacy protective responses (IPPRs) based on the job candidates’ perceived moral judgment and the perceived moral intensity of the HR disclosure request. Expand
Participant Input into Rater Selection: Potential Effects on the Quality and Acceptance of Ratings in the Context of 360-Degree Feedback
This article explores implications and potential benefits of giving individuals an opportunity to have input into the selection of raters involved in giving them 360-degree feedback. First, allowing… Expand
Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top‐management context
The present study examined African-American and White promotion candidates' reactions to and performance on selection procedures that were completed within a police department where African Americans… Expand