Diana L. Deadrick

Old Dominion University | ODU · Department of Management

In recent years, information technology has had a profound effect on human resources (HR) processes and practices. However, relatively little research has examined its effectiveness, and most of the existing studies have not assessed the degree to which these new systems enable organizations to reach their HR goals of attracting, motivating and ret...

Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities...

What is being called human resource management (HRM) today has had a long and checkered history. A number of keychanges in the social and economic environment have affected the evolution of HRM, some of which we will highlight in the following sections. Although many of the historians of HRM begin with the 19th century, which was a period of rapid...

Historically, HRM probably was the earliest evolved management function, predating other functions such as finance,accounting, and marketing. This paper reviews the history of HRM and suggests that technology, globalization, diversity, and other factors will affect the future directions of the HRM function. Although unrecorded, the actual managin...

Purpose – The aim of this study was to examine the effects of employee race on the validity of commonly used selection procedures over three time periods after hire. Design/methodology/approach – Data on employee race, cognitive ability, psychomotor ability, and previous work experience, as well as objective measures of performance, were collected...

The research-practice gap has been viewed as an eternal dilemma between public administration academics and practitioners and has fostered a great deal of writing as to how to "bridge" it. This research investigates one element in the composition of this gap by comparing the topics of interest to academics and practitioners as evidenced in four (4)...

Over 6300 articles published in 4 HR-focused journals over a 30-year period of time (1976–2005) were content analyzed according to 14 topic areas. The purpose of the study was to examine changes that have taken place over a 30-year time frame. Specifically, what HR issues dominate the field during the past and the present? And to what extent has th...

One strategy for better understanding job performance is to distinguish between maximum and typical performance, with maximum performance usually measured using a work sample (e.g., [Sackett, P.R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum job performance. Journal of Applied Psychology, 73, 482–486.]) or perf...

Purpose The purpose of this paper is to examine moderating effects of employee race on ability–performance relationships in a well‐controlled study. Design/methodology/approach The cognitive ability of a large sample ( n = 972) of employees in a garment manufacturing organization was measured using a well‐validated instrument (the General Aptitude...

Over 4300 articles published in four HR-focused journals over a 20-year period of time were content analyzed according to topic area (indicator of interest area) and journal orientation (HR research versus HR practice). Analyses suggest that there were numerous interest area gaps between HR professionals and academics and that the magnitude of thos...

Organizations are increasingly taking a customer orientation in an attempt to enhance their competitive position. However, is this orientation an effective strategy? What effect does it have on employees? In practice, this approach often translates into asking service employees to be extra cheerful, friendly, and pleasant with customers. Many artic...

There have been numerous criticisms of traditional performance appraisal systems made by Total Quality Management (TQM) advocates. This article describes a performance appraisal and management system that addresses many TQM concerns about appraisal systems. The Performance Distribution Assessment method (PDA) explicitly considers system versus pers...

The selection literature has long debated the theoretical and practical significance of dynamic criteria. Recent research has begun to explore the nature of individual performance over time. This study contributes to this body of research through a hierarchical linear modeling analysis of dynamic criteria. The purpose of this study was to investiga...

The performance distribution assessment (PDA) method was purported to be a breakthrough in performance appraisal methodology; however, little research has been conducted to determine the usefulness of this method. This article describes some of the critical features of the PDA method and presents evidence supporting the validity of the PDA in an or...

Illegal workplace harassment has become an increasingly significant issue. While most articles have focused on the legal and/or practical steps necessary for employers to avoid litigation, a neglected issue is how to prevent illegal harassment more effectively. Describes an organization change approach to developing an environment of mutual respect...

The concept of dynamic criteria has been the subject of a recent debate regarding both the definition and prevalence of the phenomenon (Austin, Humphreys, & Hulin, 1989; Barrett & Alexander, 1989; Barrett, Caldwell, & Alexander, 1985). The present paper questions the adequacy of the conceptual framework underlying the debate and provides data suppo...

A survey of 222 transit directors on the use of financial incentive programs (FIPs) showed that merit pay was the most widely used FIP, followed closely by noncash incentives. Concerning performance measures, 97% of the merit pay programs utilized a supervisory performance evaluation, with attendance being the 2nd most important job behavior cited....

Recommends that the nominal group technique (NGT), a structured group meeting conducted by a group leader, be performed on 3 analytical levels: organization, operations, and person. A principle value of the NGT is the emotional commitment developed by involving not only supervisors but potential trainees as well. Strengths and weaknesses of this tr...

This study represents a historical analysis of personnel/human resource topics/issues of the last 55 years. The contents of 6,412 articles published in two journals are categorized and examined. Issues that have either dominated the journals or have been neglected are identified, and the importance and origination of these issues are clarified by p...

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1987. Vita. Abstract. Includes bibliographical references (leaves 131-134).