David Sikora

• Ph.D. Human Resources & Organizational Behavior - Florida State University
• Professor at Georgia Southern University

Line managers are often responsible for implementing HR practices in organizations. Why do some line managers implement HR practices as intended while others do not? We draw on the concept of accountability focus to highlight that managers' HR implementation behavior is driven by what they feel accountable for, and we examine how accountability foc...

Purpose Combining early and untested accountability perspectives with stress research, the authors examined the degree to which employees perceive workplace accountabilities as either worthy challenges to be overcome or potential threats to be avoided. Design/methodology/approach The authors utilized structural equation modeling to evaluate our hy...

We assess the influence of workforce churning on the relationship between organisational human capital and labour productivity. Building on collective turnover research and human capital theory, we examine how the components of workforce churning (i.e., voluntary turnover, involuntary turnover, and new hires) influence the relationship between exis...

Purpose – Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using Human Capital and Resource-based theories to propose that hiring overqualified job candidates...

We argue in this paper that overqualified employees represent an underutilized human resource that has the potential to be leveraged in impactful ways to enhance both personal and organizational effectiveness. Our proposed framework suggests that if organizations provide opportunities for employees to engage in career development experiences (i.e.,...

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., underqualified, adequately qualified, or overqualified) on hiring recommendations, and how the relationship was influenced by person–job (P-J) fit and underemployment attributions. In Study 1, we tested and found...

Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organizatio...

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualifie...

The implementation of effective human resource (HR) practices typically rests with line managers. This paper uses social context theory to propose that line manager HR implementation is influenced by organizational culture, climate, and political considerations. Subsequently, HR implementation is anticipated to drive employee outcomes. This model's...

This study draws on collective turnover and human capital theories to understand the effects of employee inflows and outflows on the relationship between collective human capital and labor productivity. Using data from 1,960 Italian manufacturing firms, we find that collective voluntary turnover negatively moderates the relationship between human c...

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. Instead, this paper uses Human Capital and Resource Based theories to propose that hiring overqualified job candidates from the overall underemployment labor pool adds to an...

What comes to mind when you hear the term underemployment? Does a slight, disapproving frown purse your lips? Does pity flood your heart? Or do forgotten mental notations to study the topic permeate your brain? Although we are intimately familiar with unemployment and its effects, we are much less aware of underemployment and its impact on people a...

Prior abusive supervision research focuses on subordinates’ perceptions of abusive supervision. Recent research suggests that a variety of factors may be related to these perceptions, including subordinates’ self-esteem, personality traits, and negative affectivity, as well as supervisors’ perceptions of justice and breaches of psychological contra...

Empirical work on the concept of abusive supervision typically employs measurements of subordinates' perceptions of abuse as the primary dependent variable. This study began with a test of the notion that a significant proportion of subordinates' perceptions of abuse can be explained by individual differences in subordinates' attribution styles and...

In most firms, the human resources department is responsible for the development of effective human resource practices that help the organisation meet or exceed its business objectives. However, the implementation of those practices ultimately falls to the firm's line managers. This paper uses social context theory and the theory of planned behavio...

The article explores the issue of abusive supervision. Topics include the attributions and perceptions of abuse supervision by subordinates, the relationship between attributions and abusive supervision, lead-member relations as a mediator, and Leader-Member Exchange (LMX) relationships. It concluded that a large part of the variability in subordin...