ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire f... more ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire full-time employees, we contend that utilizing internships is an important way to achieve competitive advantage through human resources (HR). Unfortunately, the scattered internship research literature mostly contains studies on individual internship dimensions and success factors, but offers no findings or expert advice relevant to building or managing an internship capability. In this paper, we go beyond advice on the management of individual internships to adopt a strategic HR perspective, culling what lessons are available from the research literature and from internship experts. We then propose a structural framework for HR managers to understand the elements of an internship capability, along with the major process steps for building and managing such a capability. We conclude by describing two modern examples of what is possible through innovative internships that can contribute to strategic HR objectives.
Page 1. The effects of perceived organizational support and perceived supervisor support on emplo... more Page 1. The effects of perceived organizational support and perceived supervisor support on employee turnover CARL P. MAERTZ JR1*, RODGER W. GRIFFETH2, NATHANAEL S. CAMPBELL3 AND DAVID G. ALLEN4 1Department of Management, Saint Louis University, St. ...
Work-family conflict: a model of linkages between work and family domain variables and turnover i... more Work-family conflict: a model of linkages between work and family domain variables and turnover intentions. by Scott L. Boyar , Carl P. Maertz Jr. , Allison W. Pearson , Shawn Keough Researchers have studied many outcome variables of work-family.
Despite a large amount of research leading to considerable knowledge on voluntary turnover, turno... more Despite a large amount of research leading to considerable knowledge on voluntary turnover, turnover theory is still deficient in a number of ways. The current study seeks to enrich existing theory by integrating both content and process research on employee turnover. The current model proposes that there are eight distinct motives for staying or leaving an organization which make up the content of turnover deliberations. Four generic decision processes are proposed by which individuals come to quit an organization. It is hypothesized that these decision types differ systematically on the levels of the eight forces at the time of decision as well as on other characteristics like catalysts for each, timing, and avoidability. Subjects in the empirical study were classified into one of the four types and then measured on the characteristics of interest including the eight forces. Means for each type on the characteristics were then compared. Results indicated that the four decision typ...
... leaving the organization. Other research has shown that work-life programs and work schedules... more ... leaving the organization. Other research has shown that work-life programs and work schedules ... opportunities, creating a challenging, yet less stressful work environment may all help to decreaseemployees' thoughts of leaving. Balance has been a commonly cited challenge of ...
ABSTRACT One explanation for the well-documented underrepresentation of women in IT jobs is that ... more ABSTRACT One explanation for the well-documented underrepresentation of women in IT jobs is that these jobs are somehow less satisfying for women. This study is the most complete investigation to date of whether this is true, and if so, in what aspects are IT jobs less satisfying. We examine facets of job satisfaction that merit employer attention and suggest intervention to increase the attractiveness of IT careers for women. In a representative sample of 9,617 employed women in the U.S., we compared women in IT employed at the clerical, professional, and managerial levels to comparable groups of non-IT employees on six important facets of job satisfaction with: job security, work itself, supervisor, compensation, work/life balance, and advancement/opportunities. For most facet comparisons across job levels, differences were not significant, generally indicating that IT careers are not less satisfying for women than comparable non-IT alternatives. However, satisfaction with work itself and job security were lower for women in professional IT jobs than for those in professional non-IT jobs. We finally discuss the implications of these findings for researchers and those who advise women on career choices.
Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thu... more Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thus, there is reason to question whether these models apply to workers elsewhere. We addressed this question using as participants 47 Mexican maquiladora workers. Through interview responses analyzed using a variation of grounded theory-building, we inductively created a model of voluntary turnover with research propositions. We then
ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire f... more ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire full-time employees, we contend that utilizing internships is an important way to achieve competitive advantage through human resources (HR). Unfortunately, the scattered internship research literature mostly contains studies on individual internship dimensions and success factors, but offers no findings or expert advice relevant to building or managing an internship capability. In this paper, we go beyond advice on the management of individual internships to adopt a strategic HR perspective, culling what lessons are available from the research literature and from internship experts. We then propose a structural framework for HR managers to understand the elements of an internship capability, along with the major process steps for building and managing such a capability. We conclude by describing two modern examples of what is possible through innovative internships that can contribute to strategic HR objectives.
ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire f... more ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire full-time employees, we contend that utilizing internships is an important way to achieve competitive advantage through human resources (HR). Unfortunately, the scattered internship research literature mostly contains studies on individual internship dimensions and success factors, but offers no findings or expert advice relevant to building or managing an internship capability. In this paper, we go beyond advice on the management of individual internships to adopt a strategic HR perspective, culling what lessons are available from the research literature and from internship experts. We then propose a structural framework for HR managers to understand the elements of an internship capability, along with the major process steps for building and managing such a capability. We conclude by describing two modern examples of what is possible through innovative internships that can contribute to strategic HR objectives.
Page 1. The effects of perceived organizational support and perceived supervisor support on emplo... more Page 1. The effects of perceived organizational support and perceived supervisor support on employee turnover CARL P. MAERTZ JR1*, RODGER W. GRIFFETH2, NATHANAEL S. CAMPBELL3 AND DAVID G. ALLEN4 1Department of Management, Saint Louis University, St. ...
Work-family conflict: a model of linkages between work and family domain variables and turnover i... more Work-family conflict: a model of linkages between work and family domain variables and turnover intentions. by Scott L. Boyar , Carl P. Maertz Jr. , Allison W. Pearson , Shawn Keough Researchers have studied many outcome variables of work-family.
Despite a large amount of research leading to considerable knowledge on voluntary turnover, turno... more Despite a large amount of research leading to considerable knowledge on voluntary turnover, turnover theory is still deficient in a number of ways. The current study seeks to enrich existing theory by integrating both content and process research on employee turnover. The current model proposes that there are eight distinct motives for staying or leaving an organization which make up the content of turnover deliberations. Four generic decision processes are proposed by which individuals come to quit an organization. It is hypothesized that these decision types differ systematically on the levels of the eight forces at the time of decision as well as on other characteristics like catalysts for each, timing, and avoidability. Subjects in the empirical study were classified into one of the four types and then measured on the characteristics of interest including the eight forces. Means for each type on the characteristics were then compared. Results indicated that the four decision typ...
... leaving the organization. Other research has shown that work-life programs and work schedules... more ... leaving the organization. Other research has shown that work-life programs and work schedules ... opportunities, creating a challenging, yet less stressful work environment may all help to decreaseemployees' thoughts of leaving. Balance has been a commonly cited challenge of ...
ABSTRACT One explanation for the well-documented underrepresentation of women in IT jobs is that ... more ABSTRACT One explanation for the well-documented underrepresentation of women in IT jobs is that these jobs are somehow less satisfying for women. This study is the most complete investigation to date of whether this is true, and if so, in what aspects are IT jobs less satisfying. We examine facets of job satisfaction that merit employer attention and suggest intervention to increase the attractiveness of IT careers for women. In a representative sample of 9,617 employed women in the U.S., we compared women in IT employed at the clerical, professional, and managerial levels to comparable groups of non-IT employees on six important facets of job satisfaction with: job security, work itself, supervisor, compensation, work/life balance, and advancement/opportunities. For most facet comparisons across job levels, differences were not significant, generally indicating that IT careers are not less satisfying for women than comparable non-IT alternatives. However, satisfaction with work itself and job security were lower for women in professional IT jobs than for those in professional non-IT jobs. We finally discuss the implications of these findings for researchers and those who advise women on career choices.
Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thu... more Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thus, there is reason to question whether these models apply to workers elsewhere. We addressed this question using as participants 47 Mexican maquiladora workers. Through interview responses analyzed using a variation of grounded theory-building, we inductively created a model of voluntary turnover with research propositions. We then
ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire f... more ABSTRACT In today's uncertain economy, where there is reticence in some sectors to hire full-time employees, we contend that utilizing internships is an important way to achieve competitive advantage through human resources (HR). Unfortunately, the scattered internship research literature mostly contains studies on individual internship dimensions and success factors, but offers no findings or expert advice relevant to building or managing an internship capability. In this paper, we go beyond advice on the management of individual internships to adopt a strategic HR perspective, culling what lessons are available from the research literature and from internship experts. We then propose a structural framework for HR managers to understand the elements of an internship capability, along with the major process steps for building and managing such a capability. We conclude by describing two modern examples of what is possible through innovative internships that can contribute to strategic HR objectives.
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