Haskayne School of Business

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https://prism.ucalgary.ca/handle/1880/100032

The Haskayne School of Business was founded at the University of Calgary in 1967, and was named in honour of Richard F. Haskayne, OC, AOE, FCA in 2002.

Haskayne School of Business

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Browsing Haskayne School of Business by Department "Human Resources & Organizational Dynamics"

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    Examining the Impact of Culture’s Consequences: A Three-Decade, Multi-Level, Meta-Analytic Review of Hofstede‟s Cultural Value Dimensions
    (American Psychological Association (APA), 2010) Steel, Piers; Taras, Vas; Kirkman, B L
    Using data from 598 studies representing over 200,000 individuals, we meta-analyze the relationship between Hofstede‟s (1980a) original four cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of ρ=0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics for certain outcomes (e.g., job performance, absenteeism, turnover), but significantly higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). Third, cultural values were most strongly related to emotions, followed by attitudes, then behaviors, and finally job performance. Fourth, cultural values were more strongly related to outcomes for managers (rather than students), older, male, and more educated respondents. Fifth, findings were stronger for primary, rather than secondary, data. Finally, we provide support for Gelfand, Nishii and Raver's (2006) conceptualization of societal tightness-looseness, finding significantly stronger effects in culturally tighter, rather than looser, countries.
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    Half a Century of Measuring Culture: Review of Approaches, Challenges, and Limitations Based On the Analysis of 121 Instruments for Quantifying Culture
    (Elsevier, 2009) Steel, Piers; Taras, Vas; Rowney, Julie
    After examining 121 instruments for measuring culture, we provide a historical overview and analyze how culture has been operationalized over the last half a century. Our study focuses on the topics of culture definition, dimensionality of culture models, collection and analysis of data for measuring culture, levels of culture measurement, issues of cross-cultural survey equivalence and the reliability and validity of culture measures. For each of these topics, we provide a review of existing approaches, discuss the challenges, and suggest best practices. Based on our analysis, we identify gaps in the field of culture measurement and offer directions for future research.
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    The nature of procrastination
    (American Psychological Association (APA), 2007) Steel, Piers
    Procrastination is a prevalent and pernicious form of self-regulatory failure that is not entirely understood. Hence, the relevant conceptual, theoretical, and empirical work is reviewed, drawing upon correlational, experimental, and qualitative findings. A meta-analysis of procrastination‟s possible causes and effects, based on 691 correlations, reveals that neuroticism, rebelliousness, and sensation seeking show only a weak connection. Strong and consistent predictors of procrastination were task aversiveness, task delay, self-efficacy, impulsiveness, as well as conscientiousness and its facets of self-control, distractibility, organization, and achievement motivation. These effects prove consistent with Temporal Motivation Theory, an integrative hybrid of expectancy theory and hyperbolic discounting. Continued research into procrastination should not be delayed, especially since its prevalence appears to be growing.
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    Refining the Relationship between Personality and Subjective Well-Being
    (American Psychological Association (APA), 2008) Steel, Piers; Schmidt, J.; Shultz, J.
    Understanding subjective well-being (SWB) has historically been a core human endeavor and presently spans fields from management to mental health. Previous meta-analyses indicated that personality traits are one of the best predictors. Still, the results previously obtained indicate only a moderate relationship, weaker than several lines of reasoning suggests. This may be because of the commensurability problem, where researchers have grouped together substantively disparate measures in their analyses. We review and address this problem directly, focusing on individual measures of personality (e.g., the NEO) and categories of SWB (e.g., Life Satisfaction). In addition, we take a multivariate approaching, assessing how much variance personality traits account for individually as well as together. Results indicate that different personality and SWB scales can be substantively different and that the relationship between the two is typically much larger (e.g., four times) than previous meta-analyses indicate. Total SWB variance accounted for by personality can reach as high as 41% or 63% unattenuated. These results also speak meta-analysis in general and the need to account for scale differences once a sufficient research base has been generated.
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    The Role of Collaboration in Achieving Corporate Social Responsibility Objectives
    (University of California Press, 2009) Falkenberg, Loren; Peloza, John
    This article reports on how social responsibility objectives can be achieved through collaboration. Business goals related to social and environmental problems can be reached when involvement is integrative, as opposed to only transactional or philanthropic. The article discusses collaborations between non-governmental organizations (NGOs) and firms, noting how their structures must align with objectives and collective action. Information is also provided on social welfare, corporate stakeholders, and business management.
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    The Transition from Formal Nonunion Representation to Unionization: A Contemporary Case
    (Cornell University, 1998) Taras, Daphne G; Copping, Jason
    The authors examine three phases in the unionization process among Imperial Oil Limited employees in Canada who, in 1993, decided to withdraw from a long-standing nonunion employee representation plan: the conditions leading to the propensity to unionize; the transformation into a bargaining unit; and post-certification behaviors and practices. The unionization process in this case study differed from that suggested by literature based on unionization among workers without a previous history of collective representation. In the pre-campaign phase, workers experienced a significant loss of perceived power due to changes in company practices and managerial style. Elected worker delegates to the nonunion representation plan spearheaded the union campaign. The union organizing phase allowed the company multiple opportunities for redress without unionization. Subsequent union attachment was diminished by continuing loyalty to aspects of the old system.