Department of Management & Marketing
Permanent URI for this collectionhttps://hdl.handle.net/11274/15395
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Browsing Department of Management & Marketing by Author "Lambert, Jason R."
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Item Coming to America: Work visas, international diversity, and organizational attractiveness among highly skilled Asian immigrants(Taylor & Francis, 2017-04-28) Lambert, Jason R.; Basuil, Dynah A.; Bell, Myrtle P.; Marquardt, Dennis J.U.S. firms are increasingly seeking foreign workers to help satisfy growing demands for technical and highly skilled labor, and many immigrants continue to seek jobs in America. Despite this, few studies in the management discipline examine immigration issues as they relate to organizational attraction and recruitment. In an experimental study, we investigated the relationship between stated recruitment policies, perceived work-related expectancy, and organizational attractiveness among graduate students from Asia as potential job seekers to companies in the United States. We found a relationship between perceived work-related expectancy and either emphasizing international diversity or work visa sponsorship. However, emphasizing work visa sponsorship weakened the effect of international diversity on perceived work-related expectancy. Perceived work-related expectancy was also found to positively affect organizational attractiveness, resulting in a conditional indirect effect of international diversity statements on organizational attractiveness. Implications for organizations and directions for future research are discussed.Item Do we feel safer today? The impact of smiling customer service on airline safety perception post 9–11(Springer, 2016-01-23) Hunter, Joyce A.; Lambert, Jason R.The 9–11 attacks in 2001 were the most notorious airline safety breaches to ever occur in airline history. This attack stunned America’s airline industry and government, causing both to realize how ill equipped they were to deal with the terrorist attacks that impacted New York and Washington, D.C. This tragedy triggered psychological, social, economic, and political implications that propelled various reform strategies. Responding swiftly to the 9–11 tragedy, the government created the Transportation Security Administration (TSA), which implemented more invasive security procedures. As a result, some travelers are less attracted to flight travel. This paper explores whether safety procedures actually make individuals feel safer. Furthermore, smiling customer service ameliorates the negative attitude that some have towards airline safety. Responses from more than 100 travelers reveal their opinions on current safety in the skies. Results indicate that smiling customer service mitigates safety perceptions about airline travel for research participants, and younger travelers feel safer than older travelers.Item The hashtag heard round the world: How #MeToo did what laws did not(The hashtag heard round the world: How #MeToo did what laws did not, 2019-08-26) Leopold, Joy; Lambert, Jason R.; Ogunyomi, Ifeyemika O.; Bell, Myrtle P.Purpose: The purpose of this paper is to propose that #MeToo is a social movement which has been more effective in changing norms around and increasing understanding about the prevalence and destructiveness of sexual harassment than decades of laws and organizational policies have been. Design/methodology/approach: The paper uses communication, management and psychology literature on social media, public shaming and social movements to propose that #MeToo is a social movement that has changed perceptions of and knowledge about sexual harassment and assault. #MeToo provides voice to previously silenced targets and incentives for individuals to avoid perpetrating harassment and for organizations to deter sexual harassment at work and sanction it if it occurs. Findings: The paper discusses individuals who have been publicly shamed and terminated for bigoted behavior outside of work, and organizational leaders who have been ousted after social media postings, as organizations attempt to distance themselves from the perpetrators of bigotry and sexual misconduct. Since #MeToo, some cities have passed laws prohibiting organizations from requiring sexual harassment targets to sign non-disclosure agreements. Practical implications: Sexual harassment is associated with high individual costs and organizational costs, including costs of turnover, lost business and reputational damage. The #MeToo movement provides incentives for organizations to be more proactive and vigilant in their attempts to deter sexual harassment, and to appropriately address it when it occurs. Social implications: Sexual harassment has widespread effects on women’s daily lives and careers. #MeToo gives voice to harassment targets, changes norms of silencing them, and increases awareness of harassment as unacceptable, harmful behavior. Originality/value: The paper positions #MeToo as a social movement, with the ability to change the seemingly intractable problem of sexual harassment in ways laws have not.Item HR practices, customer-focused outcomes, and OCBO: The POS-engagement mediation chain(Springer, 2020) Gavino, Monica C.; Lambert, Jason R.; Elgayeva, Ekaterina; Akinlade, EkundayoThe mechanisms through which HR practices impact employee-level and organizational-level outcomes continue to intrigue HR academicians and practitioners. More recently, within the context of human resource management (HRM), there is interest in understanding the role of engagement as a predictor of employee outcomes. More widely studied, is the mediating effect of perceived organizational support (POS) on the investment organizations make in their HR practices and outcomes such as turnover intentions, in-role and extra-role behaviors, and performance. This study provides additional insight into the relationship between individual HR practices and customer-focused outcomes and organizational citizenship behaviors (OCBO) through two interdependent mechanisms: the POS-engagement chain. Data were collected from a municipality in the Southwest region of the U.S.A. The results indicate the POS-engagement mediation chain occurs between training, pay for performance, selection, promotional opportunities and decision making and the outcomes of customer experience, customer commitment, and OCBO. Our study has contributed to debates concerning whether POS or engagement is an underlying mechanism relating HR practices and important outcomes that benefit the organization. By developing and testing a model that integrates both POS and engagement as a mediating chain linking HR practices to customer- focused outcomes and OCBO, we hope that that further investigations of the impact that HR practices have on outcomes such as customer-focused outcomes and OCBO, utilize the POS-engagement mediation chain as a key mechanism through which organizational outcomes occur.Item Immigrant stereotypes and differential screening(Emerald, 2019-11-13) Lambert, Jason R.; Akinlade, Ekundayo Y.Purpose: There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants. Design/methodology/approach: A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants. Findings: Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview. Research limitations/implications: Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research. Practical implications: The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process. Originality/value: This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.Item The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer(Emerald, 2015-08-17) Lambert, Jason R.Purpose: Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers’ job pursuit intentions (JPI) and attraction toward a firm. Design/methodology/approach: A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBT-supportive or equal opportunity employment climates were manipulated. Findings: The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes. Research limitations/implications: Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications: The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers. Originality/value: There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.