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.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.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.