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Department of Organizational Behaviour, Human Resources Management and Management

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    Research recast(ed): S1E7 - A conversation with Dr. Eloisa Perez
    (2021) Ekelund, Brittany; Cave, Dylan; Perez-de-Toledo, Eloisa
    Today we learn a little about cryptocurrency, a lot about financial literacy, and we talk about how you can, and should, start saving now. Joining us in the studio today we have Dr. Eloisa Perez, an associate professor in the Department of Accounting and Finance at MacEwan University, who received her Ph.D. in entrepreneurship from the Autonomous University of Barcelona. Her most recent research involves the creation of online courses, modules and resources aimed at improving the financial literacy of young adults.
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    Mathematic achievement of Canadian private school students
    (2014) Cadigan, Françoise; Wei, Yichun; Clifton, Rodney A.
    Very little Canadian research has examined the academic achievement of private school students. 2003 data from the Programme for International Student Assessment (PISA) were used to examine the achievement of private school students, which is similar to a recent study examining Canadian public school children's academic achievement (Wei, Clifton, & Roberts, 2011). The current study found that private school students outperformed their public school peers. In addition, the students' morale, motivation, interest in mathematics, expected education, the effort invested in doing well on the PISA test, and socioeconomic status were significantly and positively related to their academic performance. Surprisingly, the cost of their tuition fees, reported hours spent on math homework, sense of belonging, and higher ratio of instructional time on mathematics were significantly, but negatively, related to the students' math performance.
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    Prevalence and predictors of disability management programs
    (2023) Annett, Michael
    Disability management programs are shown to speed the rate of employee returns to work, decrease recidivism, reduce the administrative costs of employee absences, and increase compliance with legislative requirements. However, formal programs are not universal - they are present in a minority of organizations. This article examines the relationship between a formal diversity management program and both organizational characteristics, and business conditions, to explain the operating contexts in which diversity management programs emerge. To answer the research questions, data from Statistica Canada's Workplace Employee Survey was analyzed. Findings include evidence of positive relationships for union density, operating excellence business strategy, and high involvement work practices. Negative relationships were identified for manufacturing firms, and external growth business strategy. This study provides grounding for further research on several topics, including Union-Management Collaboration, Industry Interconnectedness, and Legislation and Public Policy.
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    The westernization of the East: an opportunity for development or a fallacy?
    (2022) Bocatto, Evandro; Perez-de-Toledo, Eloisa
    The paper re-conceptualizes the terms West and East, arguing that West is related to development whereas East is in development. From the westernization metaphor, the article asks: Does the East intend to become the West? Content analyses and comparison of cases allow for the interpretation of countries’ intentions regarding economic, political, social, and environmental orientations of governments, institutions, and businesses. The paper concludes that the East is unlikely to find the ‘right’ model of growth by replicating the West because the Western model has mistakenly assumed unlimited resources for growth, among other reasons. To benchmark Western development is a fallacy to the East. Tradeoffs occur as the East chooses the Western economic model as its benchmark. The paper discusses the role of social and technological innovations in business and society as possible, albeit limited, solutions.
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    Students’ evaluations as antecedents of faculty-to-faculty incivility: a theoretical examination
    (2022) Oyet, Mercy C.; Chika-James, Theresa
    Faculty-to-faculty incivility is a common occurrence in academia and presents deleterious outcomes for those targeted by such behaviours (Clark, 2013; Keashly, 2021; Keashly & Neuman, 2010; McClendon et al., 2019; Peters & King, 2017; Twale & DeLuca, 2008). Workplace incivility is defined as a “low intensity deviant behaviour with ambiguous intent to harm the target in violation of workplace norms for mutual respect. Uncivil behaviours are characteristically rude and discourteous, displaying a lack of regard for others” (Andersson & Pearson, 1999, p. 457). Faculty-to-faculty incivility occurs when faculty members of higher learning institutions perpetrate uncivil behaviours against other faculty members (Clark et al., 2013). Examples of faculty-to faculty incivility behaviours include rude and condescending behaviours, opposing change, threatening comments, physical threats, slurs, personal attacks, not paying attention during meetings, and failing to meet assigned workload (Clark, 2013; McClendon et al., 2019). In a study that examined the prevalence of faculty-to-faculty incivility among nursing faculty, Clark et al. (2013) found that 68% of respondents (n = 588) reported faculty-to-faculty incivility to be a moderate to serious problem. In a more recent study, McClendon et al. (2019) reported that over 58% of respondents surveyed (n = 215) indicated that faculty-to-faculty incivility is a moderate to serious problem in the social work academic discipline.
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    The new civic journalism? An examination of Canadian public libraries as community news sources during the 2019 and 2021 federal election
    (2023) Lillebuen, Steve; Shamchuk, Lisa
    Background: This article examines to what extent Canadian public libraries participate in civic journalism at a time when news media coverage is declining in many communities. This pilot study was prompted by reports that public libraries in the United States were undertaking civic-minded journalism following the closure of community newspapers. Analysis: A content analysis of 64 Canadian public library websites found nearly a dozen examples of basic news reporting or civic-minded journalism initiatives (basic reporting, n = 8; civic, n = 3) published during the 2019 and 2021 federal election campaigns. This article also articulates and explains the shared goals and philosophy of the civic journalism movement and the mandate of public libraries.
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    Rebooting the guidelines for the education of library technicians
    (2023) Erickson, Norene; Shamchuk, Lisa
    The Canadian Federation of Library Association’s (CFLA-FCAB) Guidelines for the Education of Library Technicians were last updated in 2011 and in need of a reboot. These guidelines have helped to establish a national standard for the education of library technicians in Canada and provided a framework for the development of skills, knowledge, and abilities of library technicians to provide job-ready, and highly skilled graduates. As much has changed in the library and information landscape in recent years, we instigated a substantial update to the Guidelines in 2021. The update was completed and approved by the CFLA-FCAB in July 2022 and is a guide for library educators, library administrators, supervisors, and practitioners. This paper details the research process undertaken to update the Guidelines that reflect the core competencies of library technicians in Canada.
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    Updating the CFLA-FCAB guidelines for the education of library technicians
    (2023) Erickson, Norene; Shamchuk, Lisa
    CFLA-FCAB has established these guidelines in order to describe library technician programs of high quality that maintain currency and competitiveness amid rapid technological advancements and social changes. The guidelines are intended to serve as a national standard for educational institutions in Canada and for employers to note the competencies of library technician program graduates.
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    Early literacy learning for future library paraprofessionals: authentic learning in library education
    (2022) Mardhani-Bayne, Alvina; Shamchuk, Lisa
    This article describes the professional learning around early literacy experienced by library paraprofessional students at a post-secondary institution in Canada. Students completed a survey to gauge their conceptions of early literacy at the beginning of a course on library services for children and young adults. These students then experienced hands-on, engaging course elements such as in-class discussions, guest speakers, and authentic assessments. At the conclusion of the course, students were again surveyed and were asked to identify course elements that contributed to their learning. Most students aligned with an emergent literacy approach to early literacy. While a comparison between the two surveys did not reveal a significant difference in terms of students’ conceptions of early literacy, multiple students identified the hands-on elements of the course as beneficial. The researchers conclude that providing authentic professional learning opportunities that include knowledge application reinforces learners’ conceptions about emergent literacy.
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    Conceptualizing and operationalizing 'inclusive' talent management: four different approaches
    (2023) Cadigan, Francoise; Dries, Nicky; Zelderen, Anand van
    In this chapter, we identify four different approaches to inclusive TM - a concept that is increasingly advocated for by both academics and practitioners but has so far lacked clarity and actionability. The four approaches are (1) focusing on potential and strengths rather than talent and gifts, (2) increasing the size of the talent pool, (3) defining a broader range of talent domains, and (4) topgrading the entire organization. We propose that exclusive and inclusive TM (co-)exist on a continuum rather than as dichotomies and develop a decision tree for organizations and researchers to determine which custom approach might best fit their talent philosophy.
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    Effectiveness of human resource management practices in developing countries
    (2021) Thomson, Stanley Bruce; Ouedraogo, Noufou; Horbay, Matthew; Khan, Mohammad Ashiqur Rahman
    Dunning (2006) asserted that international business research focused heavily on the physical assets of organizations and nations, thus neglecting the human environment of organizations and nations. Research has shown “the most important driver for economic advancement is knowledge” and is drawn from the human environment (Zhu et al., 2011, p. 312). The human environment is defined as the “human assets (i.e. creativity leading to innovation; experience, skills and knowledge of employees) and the skills and abilities those assets possess within a given location” (Zhu et al., 2011, p. 312).Thus, how an organization, including government, manages its human resources (HR), drawn from the human environment in which it operates, will significantly impact success or failure (Barney, 2001; Kong & Thomson, 2009).We contend that although there has been a great deal of research on human resource management (HRM) as a competitive advantage for firms, there has been little work done on the analysis of HRM practices in government and its influence on a nation’s competitive advantage. In a qualitative study of a developing nation in the Caribbean we interviewed 12 senior level employees. Our analysis revealed that little attention was paid to HRM, which resulted in the ineffectiveness of the application of government policies. The data revealed that issues started with the recruitment and selection processes. This paper focuses on the recruitment and selection processes utilized by government agencies that cause institutional voids which lead to the failure to utilize public service employees as a source of competitive advantage.
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    Contemplating critique: mindfulness attenuates self-esteem and self-regulatory impacts of negative feedback
    (2022) Kriz, Tiffany; Lyddy, Christopher J.; Good, Darren J.; Stephens, John Paul
    Objectives: Receiving feedback is vital to learning and job performance, but this can provoke undesirable psychological responses, including loss of self-esteem and self-regulatory depletion. While mindfulness can attenuate responses to selfthreats, it is unknown if this occurs following self-esteem threats, including negative feedback. This experimental study investigates a proposed moderated mediation model of how brief mindfulness meditation may attenuate these psychological responses to negative feedback. Methods: The proposed model was tested through a randomized 2×2 factor experiment with a sample of undergraduate students (N=163). Participants completed a performance task (the Remote Associates Test), followed by an audio guided mindfulness induction (mindfulness meditation v. mind-wandering active control). After receiving randomized performance feedback, either negative or positive feedback, participants reported their state self-esteem and self-regulatory depletion. We modeled feedback as predicting self-regulatory depletion through self-esteem, and brief mindfulness meditation moderating the relationship between feedback and self-esteem, and through this infuencing the indirect relationship of feedback and self-regulatory depletion. Results: Findings provided support for the proposed moderated mediation model. Inducing mindfulness via brief meditation weakened the relationship between negative feedback and decreased self-esteem, thus contributing to lower self-regulatory depletion. Conclusions: The results provide evidence that inducing mindfulness through meditation attenuates psychological responses to negative feedback, including loss of state self-esteem and self-regulatory depletion. This adds to understanding of the intersection of mindfulness practice, the self, and practice in educational and workplace domains.
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    Leadership credibility and change success: mediating role of commitment to change
    (2021) Ouedraogo, Noufou; Zaitouni, Michel; Ouakouak, Mohammed Laid
    The purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.
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    Knowledge sharing as a give-and-take practice: the role of the knowledge receiver in the knowledge-sharing process
    (2021) Ouakouak, Mohammed Laid; AlBuloushi, Nour; Ouedraogo, Noufou; Sawalha, Nabeel
    The purpose of this study is to investigate whether openness to receive and openness to share knowledge drive employees to share knowledge with colleagues in the workplace. The authors also investigate what, if any, influence knowledge sharing has on performance at both individual and work unit levels.
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    Return to work literature: counts, themes, and gaps
    (2022) Annett, Michael
    Disability management is a systemic process designed to improve the reintegration and return to work outcomes experienced by managers and employees. As a corporate program, disability management outcomes are generally recognized as faster employee returns to work and reduced job accommodation costs. Recognizing that these outcomes are desirable, this study shows that there are gaps in the literature that limit our understanding of how these and other outcomes are produced from a human resource management perspective. The review of literature indicates main areas and gaps of attention in the literature body. Suggestions for further development of the literature are offered.
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    A psychoanalytical approach to management research: the psychoanalytical problem, its resolution, and derivate research method
    (2022) Bocatto, Evandro; Perez-de-Toledo, Eloisa
    Karl Popper has locked the reasoning of many researchers on a particular kind of rational thinking, that is, hypotheses stating and testing. For this reason, social sciences started to privilege a specific theory of personality. It is accurate to state that the common-sense knowledge, and resultant human "irrational" action, can be explained and even confronted by testing its assumptions. Nevertheless, Popper's categorization is not the only one possible. It neglects the irrationality of unconscious' intentions, a competing drive that directs human actions. In this paper, we discuss that, in accordance, management research and practice have strict relations with theories of personality that neglect the unconscious. For that reason, it assumes that humans are self-interested organisms like guinea pigs, neglecting this complementary supposition: the unconscious's intentions, structure, and dynamics that also drive human behavior, thinking, feeling, perceiving, and learning. The crucial integration of objective knowledge with the unconscious dynamic supposes the addition of the psychoanalytical problem to Popperian's psychological problem. Thus, the derivate capacity to explain human and social action understood as intention, plan, and act must consider conscious and unconscious intentions. The psychoanalytical approach to management research also provides ingenious methods like the awareness-enhancing interviews we present.
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    Antecedents and outcome of employee change fatigue and change cynicism
    (2021) Ouedraogo, Noufou; Ouakouak, Mohammed Laid
    Organisations implement changes either to address real business imperatives or to follow trends in their industries. But frequent changes in an organisation often lead to employee change fatigue and change cynicism. The purpose of this study is to investigate the impact of the change logic of appropriateness and the logic of consequences on change fatigue and change cynicism and the impact of change fatigue and change cynicism on change success.
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    Union leader’s language during conflict: does gender matter?
    (2021) Keim, Charles
    We analyze the language used by two consecutive British Columbia Teachers’ Federation (BCTF) presidents, Susan Lambert and Jim Iker, during two collective bargaining sessions that pitted the BCTF against the British Columbia (BC) government and the British Columbia Public School Employers’ Association (BCPSEA). Our study analyzes how gender language differences if they indeed exist, are manifested during critical moments that require strong leadership. Language is a critical resource for leaders, who use it to define issues, assign motives and inspire action, and portray themselves as people of power and consequence. Both women and men can employ a variety of linguistic strategies and the linguistic decisions that male and female leaders make provide a window onto if and how gender may be manifested by those in power and how they use language to present themselves as effective leaders. In this paper, we explore whether and how gender influences the linguistic choices of a male and female union leader during times of conflict.
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    It follows! The relationship between perceived prior experienced co-worker interpersonal mistreatment on newcomer employee social integration
    (2021) Oyet, Mercy C.; Chika-James, Theresa
    This article investigated whether and how the negative outcomes of perceived prior experienced coworker interpersonal mistreatment persist even when the targeted individual quits and joins a new organization. Drawing from the stressor–strain model, the perseverative cognition model of stress, and social exchange theory, we proposed that individuals’ rumination about perceived prior experienced coworker interpersonal mistreatment following turnover and up to entry into the new organization negatively impacts their mental health and ability to socially integrate into the new organization. We further posit that the negative relationship between individuals’ reduced mental health and their social integration will be weaker for newcomer employees with high propensity to trust (PTT). Using a time-lagged survey (6 months apart) of 71 employees, we found that the negative outcomes of perceived experienced coworker interpersonal mistreatment perpetuate after the individual quits and joins a new organization by negatively impacting the individual’s social integration via the individual’s rumination and reduced mental health. Contrary to our hypothesis, we did not find that the negative relationship between individuals’ reduced mental health and their social integration was weaker for those with high PTT. Overall, this study’s findings contribute insights into the extensiveness of the negative outcomes of experienced coworker interpersonal mistreatment. We conclude with a discussion of the theoretical and practical implications of our study.
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    Becoming a community engaged professional in management studies using relational pedagogy
    (2019) Chika-James, Theresa; Salem, Tarek
    Overview: Roles of community engaged professionals: Understand the concepts of community engaged scholarship. Collaborate with students and community organizations as co educators, co learners, co generators of knowledge. Integrate research, teaching and service through community engagement. Mentor students and faculty to build community engagement scholarship and portfolio. Provide leadership to advance community engagement scholarship in higher institution of learning (e.g. MacEwan University School of Business).