Differences and similarities between public and private sector organizations have been hypothesized and researched for several decades. This study investigated the differences in claims of employment discrimination reported for employees within the private and public sectors. A longitudinal database of statewide discrimination claims was analyzed to determine if differences in employment discrimination patterns or levels exist between the sectors. Theoretical and practical implications are presented in addition to propositions for future research.
This study assessed potential barriers of the employment of individuals with disabilities. Participants reviewed the interview notes and résumé of a simulated applicant with a disability, along with the job description for a simulated position. Hiring ratings were assigned, followed by a series of measures assessing personality and attitudes toward people with disabilities. Results indicate that variance in both hiring ratings and attitudes differed as a function of individual differences in raters, suggesting that individual differences not only affect attitudes toward individuals with disabilities, but also impact subsequent hiring recommendations. Findings can be used by human resource professionals to eliminate attitudinal barriers in employment of applicants with disabilities, as well as stress the diversification of selection committees.
PurposeAlthough salesperson motivation has been widely researched within the USA, the purpose of this paper is to examine similarities and differences in salesperson motivation in different countries and cultures.Design/methodology/approachHypotheses of differences in motivation dimensions between Eastern and Western sales forces are proposed based on previous cross‐cultural and motivation research. An archival assessment database with data from over 120,000 salespeople is used to examine the hypotheses.FindingsSalespeople from Western cultures are more motivated by the needs for achievement, relationships, and power than salespeople from Eastern cultures. The results for the relationship hypothesis were unexpected.Research limitations/implicationsThe study provides an important first step to conduct more research on global sales force motivation.Originality/valueIdentifying or confirming the salesperson motivations that exist in other countries will provide critical insight to sales managers as they recruit and develop a global sales force operating in multiple markets. Recruiting a sales force with motivations consistent with the cultural norms of a foreign market could lead to a significant competitive advantage.
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