HR Research

The below articles are provided as a courtesy of ResearchLink, a publication from Cornell’s Center for Advanced Human Resource Studies (CAHRS) which provides HR practitioners with concise, high-level overviews of research by Cornell ILR School‘s HR Studies faculty. The Cornell HR Review has partnered with CAHRS in writing these briefs which cover not only studies published in academic journals, but also the most up-to-date, completed research yet to be submitted for publication. With support from its corporate partners, CAHRS provides research funding for HRS faculty to investigate today’s most critical business, human resource, and organizational issues. ResearchLink is just one way CAHRS brings together partners and the Cornell ILR School’s world-renowned HR Studies faculty to investigate, translate and apply the latest HR research into practice excellence.

ResearchLink Studies

Starting Off on the Right Foot: Take Proactive Measures to Enhance Project Teams’ Performance

March 18, 2012

Download Key Findings • The period between a project’s initiation and the project team’s first meeting is a crucial time that can significantly affect the team’s success • Team leaders can use this time effectively to lay the groundwork for their team’s activities via a mobilization strategy, in which a leader researches the team’s objectives, […]

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Do Nice Guys — And Gals — Really Finish Last? The Joint Effects of Sex and Agreeableness on Income

February 21, 2012

Download Key Findings • The pay gap between agreeable and disagreeable males is significantly larger than the gap between agreeable and disagreeable females. That is, there is a“benefit” of being (moderately) disagreeable as a male, but this “benefit” is minimal for females. • Employees are subject to gender stereotypes in the workplace. Males are expected […]

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An Employment Systems Approach to Turnover: Human Resources Practices, Quits, Dismissals, and Performance

February 21, 2012

Download Key Findings • Organizations using high-involvement work practices have lower rates of quits, dismissals, and total turnover, which in turn leads to higher rates of customer satisfaction. • Long-term investments in employees—such as the use of internal promotions , high relative pay, pensions, and full-time employment—lead to lower rates of quits, dismissals, and total […]

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Taking Attitude into Account for the Gender Wage Gap: Compensating employees equally when gender role attitudes differ

January 21, 2012

Download Key Findings: • In the U.S, men still earn more than women, and this effect is even more pronounced when considering gender role orientation—or the beliefs people have about the proper roles for men and women at work and home. • Men who view their gender role traditionally (to be the primary breadwinner working […]

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Strategically Deploy HR Practices to Increase Worker Commitment and Reduce Turnover

August 21, 2011

Download Key Findings • Employees’ collective affective commitment, or their tendency as a group to feel loyal to and supportive of their employer, decreases their rate of turnover. • HR practices that motivate and empower workers tend to foster employees’ commitment to the organization. These practices, through increased commitment, reduce workers’ tendency to leave. • […]

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Birds of a Feather: How New Employees’ Similarity to Coworkers Affects Organizational Behavior and Productivity

July 21, 2011

Download Key Findings All similarity is not created equal. The types of similarities that new employees share with their work groups affect the efforts they make to form relationships with their coworkers and bosses. In general, newcomers are more likely to make more efforts to form relationships when they have obvious things in common with […]

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Perception Is Reality: How Employees Perceive What Motivates HR Practices Affects their Engagement, Behavior and Performance

June 21, 2011

Download KEY FINDINGS Espoused or intended HR practices have differential effects on employee engagement and citizenship behaviors depending on the underlying management motives employees attribute to those practices. To achieve desired organizational outcomes, it’s important to have not only the right HR practices but the right employee perceptions of those practices. Within the service organization […]

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Rules of Attraction: Job Seekers Use Negative News to Filter Initial Search

May 21, 2011

Download KEY FINDINGS · In contrast to popular belief that any publicity is good publicity, the researchers found that exposure to negative information about a company had both immediate and longer lasting effects on important recruitment outcomes. · Job seekers exposed to negative information about a previously unknown company were much less attracted to that […]

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