CERES :: Browsing by Author "Parry, Emma"

Browsing by Author "Parry, Emma"

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Open Access
An analysis of the use and success of online recruitment methods in the UK
(Blackwell Publishing Ltd, 2008-07-01T00:00:00Z) Parry, Emma; Tyson, Shaun
The use of online recruitment methods is now widespread among UK organisations, but has not dominated the recruitment market in the way that was predicted by the popular media. This may be because organisations experience mixed success in using online methods of recruitment. This paper reports on the use of a large scale, longitudinal survey of recruitment activity to investigate the usage and perceived success of both corporate and commercial websites by employers. In addition, twenty interviews with users and providers of online recruitment were conducted, in order to provide a deeper exploration of the factors that may affect the success of these methods. The results provide valuable insights into the use and success of online recruitment in the UK and have strong implications for practitioners.
Open Access
Balancing rigour and relevance: the case for methodological pragmatism in conducting large scale multi-country comparative management studies
(Wiley, 2020-04-27) Parry, Emma; Farndale, Elaine; Brewster, Chris; Morley, Michael J.
Collecting large‐scale comparative management data from multiple countries poses challenges in demonstrating methodological rigour, including the need for representativeness. We examine the rigour of sample representativeness, the counterbalancing effect of sample relevance, and explore sampling options, equivalence across countries, data collection procedures and response rates. We identify the challenges posed by cross‐national survey data collection, and suggest that the ideal research designs presented in much of the literature might not be practical or desirable in large‐scale, multi‐time‐point, cross‐national comparative management studies because of the need to ensure relevance across such contexts. Using the example of Cranet – a large‐scale, multi‐time‐point, cross‐national survey of human resource management – we offer suggested solutions for balancing both rigour and relevance in research of this nature.
Open Access
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities
(Taylor and Francis, 2022-01-17) Cooke, Fang Lee; Dickmann, Michael; Parry, Emma
In this paper, we argue that adopting a human-centred approach to human resource management (HRM) will contribute to building sustainable workforces, organizations, communities and societies against a backdrop of a global pandemic and political and economic uncertainty. The economic and social cost of the pandemic will continue to be felt for years to come, and the road to recovery should be human-centred and sustainable, with built-in climate actions as part of the socio-economic rejuvenation programme. We draw on several cross-cutting themes to illustrate how the use of digital technology and how remote working, for example, may impact workers from different socio-economic backgrounds in diverse ways. We call for researchers to engage in in-depth qualitative research to identify new phenomena related to work and HRM in the context of accelerating adoption of digital technology and post-Covid recovery to explore power dynamics and forms of exclusion in the labour market and workplaces. Findings of these studies can contribute to positive policy actions to prevent the exacerbation of existing socio-economic inequality and exclusion. They will also contribute to new ways of conceptualizing HRM models and practices and extending HRM theories.
Open Access
Career plateauing in older managers: A systematic literature review
(Cranfield University, 2008-08) Bown-Wilson, Dianne; Parry, Emma
Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background. The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research. The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development. Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.
Open Access
Career progression in older managers : motivational and gender differences
(Cranfield University, 2011-04) Bown-Wilson, Dianne; Parry, Emma
This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers. The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured interviews with 27 male and 13 female managers aged 50 and over from two large, UK financial services organizations. The findings show how motivation for career progression in managers aged over 50 is driven by individually diverse patterns of career drivers, personal and work-related influences, and attitudes towards career opportunities. These can be classified into a number of career progression orientations. The study contributes to knowledge in the area of subjective psychological career mobility in late career and the balance which individuals maintain between the organizational and personal aspects of their career. It demonstrates that motivational drivers of career progression are perceived to change over the career and that career progression is linked, on an individual basis, to past, current and future career mobility which may extend past the traditional retirement transition. It also reveals that, in general, older female managers may exhibit a greater drive for self-realisation through later life career renewal than their male counterparts.
Open Access
Career success across the globe: Insights from the 5C project
(Elsevier, 2016-08-21) Mayrhofer, Wolfgang; Briscoe, Jon P.; Hall, Douglas Tim; Dickmann, Michael; Dries, Nicky; Dysvik, Anders; Kaše, Robert; Parry, Emma; Unite, Julie
The Cross-Cultural Collaboration on Contemporary Careers (5C Project) conducted in-depth, longitudinal qualitative research into what career success means to people in a diverse range of countries; specifically: Australia, Austria, Belgium, Brazil, Canada, China, Colombia, Costa Rica, Finland, France, Germany, Greece, India, Israel, Italy, Japan, Korea, Malaysia, Mexico, Netherlands, Nigeria, Norway, Philippines, Portugal, Russian Federation, Serbia, Slovakia, Slovenia, South Africa, Spain, Thailand, Turkey, UK, and USA. This paper presents the seven major meanings of career success that emerged across these diverse global cultures and thus may be deemed relevant all around the world. These are financial security (being able to consistently provide the basic necessities for living), financial achievement (steadily making more money, wealth, incentives, and perks), learning and development (via continuous informal learning on the job and/or formal training and education), work-life-balance (between work and non-work, relationships, activities and interests), positive relationships (as signified by, for instance, enjoying working with people who you respect and admire), positive impact (by helping others in one’s immediate social environment and/or leaving some sort of legacy to a community, or society more broadly), and entrepreneurship founding one’s own enterprise or being able to invent and develop one’s own projects within the work context). We describe examples of each from different cultures and offer practical implications of these meanings for the primary stakeholders of career research: individuals, organizations, as well as counselors, coaches and consultants.
Open Access
Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior
(Wiley, 2019-11-12) Andresen, Maike; Apospori, Eleni; Gunz, Hugh; Suzanne, Pamela Agata; Taniguchi, Mami; Lysova, Evgenia I.; Adeleye, Ifedapo; Babalola, Olusegun; Bagdadli, Silvia; Bakuwa, Rhoda; Milikić, Biljana Bogićević; Bosak, Janine; Briscoe, Jon P.; Cha, Jong‐Seok; Chudzikowski, Katharina; Cotton, Richard; Dello Russo, Silvia; Dickmann, Michael; Dries, Nicky; Dysvik, Anders; Eggenhofer‐Rehart, Petra; Fei, Zhangfeng; Ferencikova, Sonia; Gianecchini, Martina; Gubler, Martin; Hackett, Denisa; Hall, Douglas T.; Jepsen, Denise; Çakmak‐Otluoğlu, Kadriye Övgü; Kaše, Robert; Khapova, Svetlana; Kim, Najung; Lazarova, Mila; Lehmann, Philip; Madero, Sergio; Mayrhofer, Wolfgang; Kumar, Sushanta; Chikae, Mishra; Nikodijević, Naito Ana D.; Parry, Emma; Reichel, Astrid; Liliana, Paula; Posada, Rozo; Saher, Noreen; Saxena, Richa; Schleicher, Nanni; Shen, Yan; Schramm, Florian; Smale, Adam; Unite, Julie; Verbruggen, Marijke; Zikic, Jelena
Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors.
Open Access
Chapter 15: Careers in turbulent environments: the impact of ‘Brexit’ on career motivations and behaviour in the United Kingdom
(Edgar Elgar Publishing, 2023-04-21) Dickmann, Michael; Parry, Emma; Chudzikowski, Katharina
This chapter explores the effects that the ‘hostile environment’ policy of the British government and the eventual exit of the United Kingdom (UK) from the EU, has had on the careers of international workers. Using insights from the career and hostile environment literatures, it concentrates on institutional, psychological and interactional perceptions that impact individuals’ career motivations and behaviors. Specifically, we explore and illustrate this using two cases of EU citizen who have lived and worked in the UK. We trace the development of their thinking and acting in the evolving career space over time to understand the effects of ‘hostile environments’ on their well-being, their identification with the host environment, their identity, career plans and coping approaches.
Open Access
Chapter 1: Careers: what they are and how to look at them
(Edgar Elgar Publishing, 2023-04-21) Mayrhofer, Wolfgang; Briscoe, Jon; Dickmann, Michael; Hall, Douglas T.; Parry, Emma
Careers are central to people’s lives, but difficult to describe and understand. Building on the notion that everyone participating in the workforce has a career, this chapter presents the major building blocks of careers along three dimensions, i.e. ontic, spatial, and temporal. The ontic perspective on careers centres on various conditions of the persons having a career. This includes issues such as their gender, age, job, career satisfaction, career stage - in short, everything that matters and helps to characterize the person’s condition. The spatial perspective acknowledges that careers unfold not in a vacuum, but in a defined social and geographical space. This space is structured by external and internal boundaries, populated by other individuals, groups, and organizations and governed by formal and informal rules that individuals may or may not be aware of. The temporal perspective points towards time as a crucial aspect underlying careers. In terms of career outcomes, the chapter presents seven facets of career success in three groups - growth, design for life, and material output - that individuals use across the globe: entrepreneurship, learning and development, work-life-balance, positive impact, positive work relationships, financial security, and financial success.
Open Access
Chapter 2: One, two, many ways – a hands-on guide to how to navigate this book
(Edgar Elgar Publishing, 2023-04-21) Mayrhofer, Wolfgang; Briscoe, Jon; Dickmann, Michael; Hall, Douglas T.; Parry, Emma
This book contains career stories in context from all the populated continents in the world. It demonstrates how to look at careers from various perspectives. The stories are grouped in to 6 key themes: personal characteristic, stability and change, boundaries and borders, gender, generations and organizations. the chapters commence with a point of departure that sets the scene, constitutes a dilemma or problem or the like before contextualizing the situation. This usually is done by a brief introduction to the country and its specifics with regard to the careers and the core of the emerging story. Reflections on the story point towards core issues and related theoretical discourses. ‘Stop and Think’ sections with a few questions intended to stimulate further thoughts about the story close the chapter and are geared to produce relevant take-aways for the reader.
Open Access
Constructive deviance in the defence context
(Cranfield University, 2022-05) Taylor, Chris; Parry, Emma; Denyer, David
“Do not conform to the pattern of this world, but be transformed by the renewing of your mind”. (Romans 12:2) This study addresses the question: what motivates and influences constructively deviant behaviour in the UK Defence context? It answers this question by asking interviewees, in semi-structured interviews, to reflect on two occasions when they had the opportunity to constructively deviate. By comparing the enablers and barriers from an episode in which they destructively conformed with those from one in which they constructively deviated, the research focuses on the organisational and contextual factors that affect people’s decisions to constructively deviate or destructively conform. The research suggests that individuals in the Defence context are motivated to constructively deviate to improve their immediate environment or increase operational effectiveness or efficiency. It finds that there are factors in the Defence context which influence constructive deviance that are common to those in less normative environments such as supportive leadership, felt empowerment and a sense of responsibility. It also finds that there are Defence-specific factors that influence constructive deviance such as the relative importance of leaders compared to peers, leader rhetoric, the performance appraisal system and Defence bureaucracy. The research adds to the body of knowledge through its exploration of enablers and barriers to constructive deviance and a deeper understanding of the UK Defence context.
Open Access
Desired goals and actual outcomes of e-HRM
(Blackwell Publishing Ltd, 2011-07-01T00:00:00Z) Parry, Emma; Tyson, Shaun
Much discussion exists in the academic literature about the potential goals of e-HRM, but few scholars have looked at whether these goals are actually realised and what factors have an impact on this. This study examined the goals stated by organisations for the introduction of e-HRM, whether these goals were actually achieved, and the factors affecting this through ten case studies with a range of UK organisations. The results demonstrated that e-HRM is introduced in order to improve efficiency, service delivery, standardization and organisational image, to empower managers and transform HR into a more strategic function. Efficiency, service delivery and standardisation goals were commonly realised. Some evidence of a transformational impact of e-HRM was found, as HR staff had more time and information to support the organisation in achieving its business strategy. However, no evidence was found of an actual increased involvement of HR in business decision making.
Open Access
Developing organizations’ dynamic capabilities and employee mental health in the face of heightened geopolitical tensions, polarized societies and grand societal challenges
(Taylor and Francis, 2024-02-21) Cooke, Fang Lee; Dickmann, Michael; Parry, Emma
The year 2023 witnessed intensified geopolitical tensions, military conflicts, and international economic sanctions, with heightened risks and uncertainties for businesses, especially multinational enterprises. In this editorial for 2024, we focus on two phenomena—international sanction and mental health—as critical issues for human resource management research and practice. These two issues are closely related to the United Nations Sustainable Development Goals (Goal 3: Good health and wellbeing and Goal 16: Peace, justice and strong institutions). We draw on dynamic capability theory to illustrate how organizations can develop corporate capabilities to survive and thrive in a volatile global business environment. We suggest sets of research questions to inform policy decisions and practice. We also outline practical implications for human resource professionals.
Open Access
The disabling effects of enabling social policies on organisations’ human capital development practices for women
(Wiley, 2022-01-15) Reichel, Astrid; Lazarova, Mila; Apospori, Eleni; Afiouni, Fida; Andresen, Maike; Bosak, Janine; Parry, Emma; Bagdadli, Silvia; Bagdadli, Jon P.; Gianecchini, Martina; Suzanne, Pamela; Taniguchi, Mami
Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, their willingness to invest in their employees' human capital. Using a sample of over 13,000 individuals from 19 countries, we investigate the interaction between gender and social policies on human capital development practices. In line with statistical discrimination theory, which suggests that ODMs hold different expectations about female and male productivity, we find that paid parental leave and externally provided childcare are negatively associated with the provision of human capital development for women but not for men.
Open Access
Effect of assessor team composition on assessment centre decision making
(Cranfield University, 2000-09) Parry, Emma; Harris, John; Harris, Don
The present study investigated the impact of a number of assessor characteristics upon the relative contribution of individual assessor ratings to the final assessment centre decision. Berger, Cohen and Zelditch (1966) have suggested that status characteristics such as gender can affect the influence hierarchy of the group in that women are seen to be of a lower status than men and as such are allowed less influence over the group task. It was therefore proposed that male assessors would have more influence over the final assessment centre decision than female assessors. It has also been suggested that personality characteristics may affect the amount of influence that an individual is allowed over a group discussion. Previous literature has proposed that individuals who demonstrate high dominance and masculinity and low femininity may be allowed more influence over a group decision. The present study also proposes therefore that assessors who show high dominance or masculinity and low femininity will have more influence over the consensus discussion in an assessment centre. These hypotheses were investigated using two alternate studies. The first of these consisted of a laboratory-based simulation of an assessment centre. The results showed that sex, dominance and masculinity did not have an impact on influence, whereas femininity had a negative effect in that assessors who were less feminine had more influence over the consensus discussion. The second study was designed to assess the external validity of the findings of the first study using information that from archive records of candidates who participated in a real life assessment centre. The results demonstrated an effect of sex but not of femininity upon influence therefore contradicting the findings of study one. These findings are discussed with regard to the literature on sex and personality differences in group-decision-making.
Open Access
The effect of organizational culture on deviant behaviors in the workplace
(Taylor & Francis, 2017-05-16) Di Stefano, Giovanni; Scrima, Fabrizio; Parry, Emma
This study investigated the impact of organizational culture (OC) on deviant behaviors in the workplace (workplace deviant behaviors: WDB). We tested the hypothesis that different types of OC (according to the Competing Values Framework model) had an impact on WDB, in addition to the effect of Big Five personality traits. Survey research was undertaken with 954 employees of 30 enterprises in the public and private field, using a hierarchical model approach (HLM) to test the effects of four types of OC (Clan; Adhocracy; Market, Hierarchy) on WDB, over and above the effect of Five Personality traits. The HLM results partially supported our hypotheses, showing that the OC had a significant effect on WDB, with the adhocracy and clan cultures characterized by lower levels of WDB. Managerial implications about the importance of managing the OC are discussed.
Open Access
Electronic HRM: four decades of research on adoption and consequences
(Taylor and Francis, 2016-11-06) Bondarouk, Tanya; Parry, Emma; Furtmueller, Elfi
Despite the existence of a number of recent reviews of e-HRM research, we still lack a comprehensive understanding of the factors affecting the adoption and consequences of e-HRM. This paper therefore provides a review of four decades of research in this area with the aim to provide a summary and integrative framework as a basis for future research. We found that the factors affecting the adoption of e-HRM can be divided into three areas: technology; organization; and people – we refer to this as the ‘TOP’ framework. In line with we divide consequences into those that are operational, relational and transformational. We also found that there has been a shift both in the goals for e-HRM, from efficiency to improved HR service provision and the strategic reorientation of HR departments; but also that the type of consequences that the literature focuses on has also changed from operational effects, to relational and then transformational outcomes. The paper discussed these shifts in some detail, along with the implications for future research and practice.
Open Access
Employers’ Attraction And Retention Of Older Workers: A Systematic Review
(Cranfield University, 2010) Samuels, Lea; Parry, Emma
The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker. The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations. The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings. The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.
Open Access
Engaging Tomorrows's Global Humanitarian Leaders Today
(2010-10-14) Dickmann, Michael; Emmens, Ben; Parry, Emma; Williamson, Christine
This research, generously funded by ELRHA, gives insight to one of the key challenges facing humanitarian organisations today: leadership. Without doubt, effective leadership in the humanitarian context is critical, and while we each have a responsibility to model leadership behaviours, the role of our leaders requires special consideration.Working in partnership, People In Aid and Cranfield University, School of Management have asked important questions about the needs and motivations of tomorrow’s humanitarian leaders and the challenges they face. This report presents a clear picture of how humanitarian leaders can be engaged more effectively.
Open Access
The evidence base for generational differences: where do we go from here?
(Oxford University Press, 2017-01-27) Parry, Emma; Urwin, P.
Interest in generational diversity has exploded since the turn of the 21st century. While many researchers are supportive of the concept of generations, a growing number have questioned the validity of the idea that people are different according to when they were born. In this article, we review recent work in the area and build on our own previous studies; which have been highly critical of extant empirical work. Many studies utilize cross-sectional data that do not allow investigation of generational difference; and even when appropriate data are used, the apriori assumption of 4 or 5 generational categories invalidates research findings. We present selected results from analyses we have undertaken to overcome these issues, and identify a more robust direction for the research. Essentially, the theoretical foundation for generational research has some validity, but the existence of generational differences has not been validly tested. We suggest that researchers must investigate whether any cohort-specific differences in attitudes are apparent, and where, if at all, these can be “cut” to identify distinct “structural breaks” between generations. Only by building a body of knowledge, across different social, and economic phenomena will we obtain a true picture of where generational differences lie.