John W. Boudreau

John W. Boudreau
University of Southern California | USC · Center for Effective Organizations

Ph.D. Purdue University 1981

About

134
Publications
94,435
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9,836
Citations
Citations since 2016
1 Research Item
4072 Citations
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20162017201820192020202120220100200300400500600
20162017201820192020202120220100200300400500600
20162017201820192020202120220100200300400500600

Publications

Publications (134)
Chapter
This chapter is dedicated to featuring new ways of thinking about HR from eight academic leaders in the HR field, including John Boudreau, Wayne Cascio, Denver, Jay Conger, Ed Lawler, David Lewin, Dave Ulrich, Al Vicere, and Theresa Welbourne. These thought leaders prepared their contributions to this book independently, and their views are their o...
Article
We examine the widely-held view that “stubborn traditionalism” exists in HR, meaning that while the HR profession has progressed, its progress remains slow, and may not be sufficient to maintain effectiveness and relevance. The data on which the present study is based also showed little change in HR activities, skill satisfaction, strategic role an...
Article
The HR (human resource) profession's future is potentially bright, but HR may not be preparing fast enough to exploit it. Expectations for HR have accelerated, but evidence reveals an HR profession and constituents grown complacent. As estimable as HR's past achievements are, they have lulled leaders to accept slow progress. The organizational and...
Article
This commentary on “The Psychology of Talent Management” suggests that readers should avoid concluding that the diversity of talent management concepts across psychological disciplines is something to be “corrected,” and instead embrace it as a resource to be tapped for future understanding. It suggests two frameworks to enhance these efforts: “Ret...
Book
This Short Introduction to Strategic Human Resource Management provides a concise treatment of the key elements of strategic HRM using an innovative risk-management approach. It emphasizes the importance of the decisions, processes and choices organizations make about managing people and shows how workforce management directly affects strategic org...
Article
Research suggests that certain personality characteristics lead to greater (or lesser) withdrawal from work, yet little research has examined exactly how personality translates into withdrawal behavior. To address this question, the present study demonstrated that the approach-avoidance personality traits of extraversion and neuroticism each showed...
Article
The "mental models" used in organizations often reflect disciplines such as finance, marketing or engineering. Such models can overlook or misinterpret evidence related to human capital, producing poor human-resource (HR) and organizational decisions. Improved evidence-based HR decisions may result from "retooling" HR issues using logic from mental...
Article
This chapter examines possible opportunities to enhance the capacity of decision makers to take account of evidence. It focuses on one of the most typical sources of evidence-the test-validation paradigm that underpins much staffing research-indicating several directions in which to extend the paradigm to more clearly inform decisions that depend o...
Article
Full-text available
In this study we investigated the relation between job performance and voluntary employee turnover for 5,143 exempt employees in a single firm in the petroleum industry. As hypothesized, we found support for Jackofsky's (1984) curvilinear hypothesis as turnover was higher for low and high performers than it was for average performers. Three potenti...
Article
Stock based rewards are often used to motivate high-level managers to take actions to increase the stock price of the firm. However, numerous constraints may weaken the perceived link between individual effort and stock price appreciation for many recipients. This study introduces a new construct, stock price expectancy, which we define as individu...
Article
Executive compensation, board compensation, and management succession are among the most important issues confronting corporate boards. Decisions in these areas should be informed by valid information and expert knowledge. An obvious source of information and knowledge is the HR function. HR leaders bring unique professional expertise and perspecti...
Article
In a study of top U.S. executives between 1996 and 2006, we examined the impact of underwater stock options on voluntary turnover. Financial and economic logic suggests that underwater options may carry a positive valuation based on Black–Scholes (BS) pricing, even when the current market price is below the exercise price. However, a variety of psy...
Article
In a longitudinal study of top US executives between 1996 and 2006, we examined the impact of underwater stock options on voluntary turnover. We took a multi-disciplinary perspective, which recognizes the financial and economic logic suggesting that while underwater options may carry a positive valuation based on Black-Scholes pricing, there are al...
Article
This study investigated the frequent (but previously untested) assertion that utility analysis can improve communication and decision making about human resource management programs by examining a performance feedback intervention applied in a small retail fast-food store. The study employed several new features, including (1) applying a utility mo...
Article
Directors of college recruiting for Fortune 1000 corporations were surveyed regarding a broad set of college recruiting practices and college recruiting effectiveness measures. Descriptive results suggested that most college recruiting programs diverge from normative prescriptions (e.g., little recruiter training, limited data collection, and almos...
Article
Using an exploratory model of the evolution of computers systems in organizations, the authors interviewed HR computer systems people in ten Fortune 500 firms considered leaders in HR computer use. Generalizable measures of growth in computer use and related changes in HR department structure, strategy, and personnel were found. These measures were...
Article
This research investigates predictors of job search activity among high-level European managers. We examined the role of personality in predicting job search over and above the effects of situational and demographic variables. Results found that the personality traits extraversion and neuroticism predicted job search, and the effects were found in...
Article
Full-text available
High-level managers are often faced with challenging demands at work, and much of the managerial development literature has researched the responses to these challenges. The authors propose an extension to this research by investigating the influence of challenge-related and obstacle-related job demands on job search among a sample of U.S. managers...
Article
Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systemat...
Article
Two paradigm shifts are discussed here: talentship and sustainability. First, the traditional service-oriented HR focus must be extended to a “decision science” that enhances decisions about human capital. We call this decision science talentship. It includes talent segmentation, or identifying pivotal talent pools where the quality and/or availabi...
Article
The need for future leadership in organizations is widely recognized, and often addressed through leadership development, succession planning, and building a top talent pipeline among existing employees. Equally important is retaining talented executives. Executive retention has become a concern for organizations as plunging stock prices have led t...
Article
The authors investigate a previously overlooked yet important objective for employee job search--seeking leverage against the current employer. They explore the outcomes and correlates of leverage-seeking search and how it may differ from the more traditional objective for engaging in job search--to change jobs. Results show that leverage-seeking a...
Article
Full-text available
This article provides a personal perspective on the themes and topics that have emerged in research published by the department of organizational behavior, in the first 50 years of Management Science. A review of articles accepted by the department suggests several themes that reflect broad objectives, such as Üimproving management science models,Ý...
Article
While the business press suggests that “winning the talent war,” the attraction and retention of key talent, is increasingly pivotal to organization success, executives often report that their organizations do not fare well on this dimension. We demonstrate how, through integrating turnover and compensation research, the Boudreau and Berger (1985)...
Article
Full-text available
Operations management (OM) and human resources management (HRM) historically have been very separate fields. In practice, operations managers and human resource managers interact primarily on administrative issues regarding payroll and other matters. In academia, the two subjects are studied by separate communities of scholars publishing in disjoin...
Article
Full-text available
Operations management (OM) and human resources management (HRM) have historically been very separate fields. In practice, operations managers and human resource managers interact primarily on administrative issues regarding payroll and other matters. In academia, the two subjects are studied by separate communities of scholars publishing in disjoin...
Chapter
The beginning of the twenty-first century poses an interesting paradox for I/O psychology and strategic human resource management. Leading I/O psychology journals, especially in the United States, have reduced attention to utility analysis at a time when the quantitative measurement of human capital is receiving unprecedented attention. This chapte...
Article
It is widely accepted that global competitive advantage frequently requires managing such complex situations that traditional organization and job structures are simply insufficient. Increasingly, in order to create a flexible and integrated set of decisions that balance local flexibility with global efficiency, organizations must rely on more soci...
Article
Full-text available
[Excerpt] We examine the effects of separating the evaluative and developmental components of PA, so it is important to define development and evaluation. Development is any effort concerned with enriching attitudes, experiences, and skills which improve the effectiveness of employees. Specific examples of developmental PA use include: identifying...
Article
Aligning employees with the organization’s strategic goals has become increasingly important as organizations struggle to gain or sustain a competitive advantage. This article defines “line of sight” as employee understanding of organizational objectives and how to contribute to those objectives. There has been much discussion among academics and p...
Article
Traditional models and research on employee job search and separation focus on situationally-specific variables, those that change with time or between particular employment situations. More enduring individual characteristics, such as personality and cognitive ability, may create predispositions that affect search and separation in consistent ways...
Article
The present study extended prior career success models by incorporating traits from the five-factor model of personality (often termed the “Big Five”) and several dimensions of extrinsic (remuneration, ascendancy, job level, employability) and intrinsic (job, life, and career satisfaction) career success. The model examined both direct effects and...
Article
Full-text available
In the 1990’s, the significance of human capital in organizations has been increasing,and measurement issues in human resource management have achieved significant prominence. Yet, I/O psychology research on utility analysis and measurement has actually declined. In this chapter we propose a decision-based framework to review developments in utilit...
Article
Full-text available
This study empirically examines the popularized influence of underwater stock options on employee job search behavior. In a multi-industry sample of executives we find a positive relationship between the percentage of employee stock options that are underwater and job search frequency. In addition, we find that this relationship is moderated by imp...
Article
This study investigates how perceptions of performance appraisal use relate to employee satisfaction with both appraisal and appraiser. The research brings renewed support for the importance of individual development in the performance appraisal process. © 2000 by Jossey-Bass, A Publishing Unit of John Wiley & Sons, Inc.
Article
This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results i...
Article
Low inventory, a crucial part of just-in-time (JIT) manufacturing systems, enjoys increasing application worldwide, yet the behavioral effects of such systems remain largely unexplored. Operations research (OR) models of low-inventory systems typically use a simplifying assumption that processing times of individual workers are independent random v...
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Full-text available
The field of human resource management faces a significant dilemma. While emerging evidence, theory and practical demands are increasing the visibility and credibility of human capital as a key to organizational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constitue...
Article
In 1991, Dannon employees had the choice to stay with their current health care plan or switch to a new plan which offered a lower premium and less hospital cost coverage that better fit the needs of most employees. Both plans were the same in all other respects. Only 25% of employees chose the new lower-premium plan over the old plan. This article...
Article
This paper concerns the modeling of low inventory lines. Currently, most models assume that processing times are independent. We consider the differences in behavior of workers in low- and high-inventory production lines. Using a laboratory experiment we show that workers speed up when they are the cause of idle time on the line. This means that pr...
Article
Full-text available
For SHRM to advance, it must eventually be based on a theory that specifies not only concepts and relationships, but appropriate and high-quality measures to express and test them. For metrics to advance beyond simply a large inventory of potentially-useful indices with no integrating logic or theory, they must be driven by a strategic perspective...
Article
Full-text available
This study proposes that stress associated with two kinds of job demands or work circumstances, “challenges” and “hindrances,” are distinct phenomena that are differentially related to work outcomes. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression resu...
Article
Full-text available
The present study attempted to provide a constructive replication and extension of a study on managerial job search completed by Bretz, Boudreau, and Judge (1994). Beyond examining the same variables as Bretz et al. (1994), the effects of personality, cognitive ability, challenge and hindrance related job stress, and fit on job search and turnover...
Article
The multiple uses of performance appraisal (PA) have been the focus of much research, often yielding conflicting findings and conclusions. The objective of this study was to examine the effects of separating PA uses on employee attitudes and behavioral intentions. An untreated control group design was used to investigate the effects of removing the...
Article
[Excerpt] Emerging evidence from scientific studies and specific organizations suggests that how people are managed significantly affects organizational success, and that certain patterns of human resource activities are associated with financial performance. Most human resource (HR) and line managers, however, find existing measures of human and i...
Article
Full-text available
[Excerpt] The relationship between job performance and voluntary employee turnover was investigated for 5,143 exempt employees in a single firm. As hypothesized, support was found for E. F Jackofsky's (1984) curvilinear hypothesis, as turnover was higher for low and high performers than it was for average performers. Two potential moderators of the...
Article
The present study investigated the degree to which traits from the five-factor model of personality (often termed the "Big five") and cognitive ability were associated with several dimensions of extrinsic (salary, number of promotions, job level) and intrinsic (job satisfaction, life satisfaction, career satisfaction) career success. Data were coll...
Article
This paper addresses the fact that many companies lack insight into the uses of utility theory in HR. Most utility research has been conducted with a view to developing measurement systems rather than measurement effects. Some selected theories of information effects are presented, together with their implications for the application of HR measurem...
Article
Full-text available
This report summarizes the results of research conducted with support from the U.S. Army Research Institute for the Behavioral and Social Sciences Office of Basic Research, Contract MDA 903-87-K-0001. This research was undertaken to develop and explore the effects of cost-benefit or 'utility' models for evaluating the consequences of personal decis...
Article
When organizations publicly post notices of promotional opportunities, they often must justify the rejection of unsuccessful applicants, and may therefore decide to rate all applicants. When the process is less public, however, selectors are not required to assign ratings to inferior candidates. We hypothesized that selectors would gather less info...
Article
Full-text available
[Excerpt] This paper introduces human resource management, and shows why it is so important in modern organizations. It will help you understand how human resource management affects your future, and that of your organization. Human resources are every manager's job, both the general manager and the human resource professional. The job of enhancing...
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Full-text available
[Excerpt] Human resource management has always faced a fundamental paradox: Top managers in any company will readily agree that the people are the keys to success, but few believe they know whether their people are well managed or if they are prepared to fortify and enhance the transformations facing the organization. The information tools applied...
Article
Full-text available
Emerging evidence from scientific studies and specific organizations suggests that how people are managed significantly affects organizational success, and that certain patterns of human resource activities are associated with financial performance. Most human resource (HR) and line managers, however, find existing measures of human and intellectua...
Article
Full-text available
The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.exec...
Article
Full-text available
Using data from both company records and an insurance provider, the authors develop a direct measure of out-of-pocket costs incurred by employees choosing a health care plan. Previous studies have used characteristics of medical plans and demographic variables as proxies for OPC. By better specifying the consequences of the health care choice, the...
Article
Full-text available
In 1991, The Dannon Company provided 287 of its employees with a choice of healthcare plans. The new plan was less expensive and designed to fit employees' needs better. Contrary to managerial expectation, three-quarters of employees continued to choose the more expensive plan. To study why this was occurring and to determine if these choices refle...
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Full-text available
[Excerpt] Does utility analysis research have a future? I believe the answer depends on how we contemplate the nature of such research. The distinction between two potential paths has never been more apparent. On the one hand, as researchers, industrial psychologists and others have accumulated decades of utility analysis applications and proposals...
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[ Excerpt] There is unprecedented recognition among top managers throughout the world that people make the difference. Reading the professional business press, one would think that the battle for measuring the impact of human resources has already been won. Emerging "flexible organizations" are seen as requiring increased attention to vision, style...
Article
Full-text available
Despite executives' important positions in organizations, their attitudes have not received much research attention. To remedy this deficiency, the authors tested a hypothesized model of executive attitudes involving job satisfaction, life satisfaction, job stress, and work-family conflict. Using data from a large, representative sample of male exe...
Article
Full-text available
Despite executives' important positions in organizations, their attitute have not received much research attention. In an attempt to remedy this deficiency, the present study tested a hypothesized model of executive attitudes involving job satisfaction, life satisfaction, job stress, and work-family conflict. Using data gathered from a large, repre...
Article
Full-text available
Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximate...
Book
Sumario: El enfoque de diagnóstico -- Condiciones externas -- Condiciones de organización -- Condiciones del empleado -- Planificación, objetivos y evaluación -- Reclutamiento externo -- Selección externa de empleados -- Separaciones del empleado, reducción en la fuerza de trabajo y la retención -- Provisión interna de personal y desarrollo de carr...
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Full-text available
[Excerpt] Global competition is putting more and more pressure on U.S. managers to make faster and better business decisions. Investments in information technology are often touted as a critical means of speeding up and improving management decision making. Yet it has proved distressingly difficult to realize the potential of information technology...
Article
[Excerpt] Profit-sharing is frequently used to link employee performance and labor costs to the profitability of organizations. It represents a significant investment. Yet, 'managers' decisions regarding such human resource investments frequently do not use the same financial planning frameworks typical of other investments. This article presents a...
Article
[Excerpt] This chapter will discuss utility analysis (VA), which attempts to answer such questions by focusing on decisions about human resources. Utility analysis refers to the process that describes, predicts and/or explains what determines the usefulness or desirability of decision options, and examines how that information affects decisions. In...
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Full-text available
[Excerpt] Every model for improving quality in manufacturing or service emphasizes the need to understand customer or client needs, measure achievements in terms of those needs, and use measurements to adjust processes so that the needs are better met. For many clients of the personnel functions, such as line managers and shareholders, meeting thei...
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[Excerpt] This report describes findings from a study that we view as a first step in a long term research program conducted by the CAHRS to address sponsor concerns. One of this program's objectives is to identify organization dimensions that predict the success or failure of computer systems in HR. A Second objective is to specify a model that wi...
Article
To date, utility analysis research has derived point estimates of the expected utility value for human resource management programs or interventions. Utility estimates are usually quite large, but they fail to reflect the size and shape of the utility distribution. The present study investigated utility estimate variability for the selection utilit...