The impact of individual values on human resource decision‐making by line managers

McGuire, David; Garavan, Thomas N.; Saha, Sudhir K.; O’Donnell, David

doi:10.1108/01437720610672167

Cited by 31 publications

(28 citation statements)

References 78 publications

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“…Several studies (e.g., Den Dulk and de Ruijter, ; McGuire et al ., ) have focused on managers’ personal perspectives in relation to work–life balance supports. For example, in one study, Den Dulk and de Ruijter () focused on questionnaire responses of 46 managers to argue that personal perspectives vary largely to the degree that the managers understand the context of the request and the merits of the requestor.…”

Section: Work–life Balance and Managerial Discretionmentioning

confidence: 99%

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

Daverth¹,

Cassell²,

Hyde³

2015

Gender Work & Organization

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We use organisational justice theory to examine how perceptions of fairness affect the decision-making process of line managers. In-depth interviews were conducted with 3 Irish managers to explore how managers make organisational allocation decisions in cases where it is impractical to offer work-life balance accommodations to all employees. The findings suggest that firstly, managers construct the 'life' aspect of work-life balance within a heteronormative framework where the emphasis is upon caregiving and most usually parenting. Secondly, managers actively use their decisionmaking powers around both formal and informal work-life balance supports to minimize injustice within their departments. By bringing together ideas about organisational justice and managerial decision-making we indicate how managers determine fairness through a decision-making process narrowed by embedded genderrole beliefs. Implications for future research and practice are discussed.

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Section: Work–life Balance and Managerial Discretionmentioning

confidence: 99%

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

Daverth¹,

Cassell²,

Hyde³

2015

Gender Work & Organization

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“…; Fiske and Tetlock ; Lockwood ; Oliver ; Jackson ; Hemingway and Maclagan ; McGuire et al . ; Fritzsche and Oz ; Leikas et al . ; Suar and Khuntia ).…”

Section: Developing a Theory Of Public Service Valuesunclassified

“…Despite these efforts, much of the values research by scholars in the field of public administration has connected only peripherally with research in personal values from other fields. A rich body of literature describes personal values and the mechanisms involved in value-based reasoning and decision-making and suggests that personal values are integral to the way individuals reason about actions they take (Tetlock 1986(Tetlock , 2000Skitka and Tetlock 1993;Weber 1993;Korsgaard et al 1996;Marini et al 1996;Fiske and Tetlock 1997;Lockwood 1999;Oliver 1999;Jackson 2001;Hemingway and Maclagan 2004;McGuire et al 2006;Fritzsche and Oz 2007;Leikas et al 2009;Suar and Khuntia 2010).…”

Section: Developing a Theory Of Public Service Valuesmentioning

confidence: 99%

Public Service Values: A New Approach to the Study of Motivation in the Public Sphere

Witesman

Walters

2013

Public Administration

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This article details an approach for empirically eliciting and examining public service values and their impact on decisions made by public servants. The approach involves adaptation of the Schwartz Portrait Values Questionnaire such that it: (1) elicits values relevant to an individual's public service role rather than broad personal values; and (2) incorporates values omitted by the Schwartz framework, including those identified by Jørgensen and Bozeman and others. To examine the impact of public service values on specific public management decisions, we use structured decision context statements similar to those proposed by Tetlock. We find that: (1) the adapted instrument maps favourably to the Schwartz personal value space; (2) the public service values space includes value sets that expand and refine the personal value space defined by Schwartz; and (3) the public service values elicited can be used to predict decisions made by respondents in specific public service decision contexts.

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“…A key assumption underpinning the conception of values is that values will affect the behavior of individuals which in turn may affect the decisions individuals make (McGuire et al, 2006). What are the values that influence EE-related employment decisions?…”

Section: Employment Equitymentioning

confidence: 99%

A study of individual values and employment equity in Canada, France and Ireland

Saha

O’Donnell

Patel

et al. 2008

Equal Opportunities International

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Purpose -The purpose of this paper, in the context of the employment equity (EE) field, is to explore the relationship between individual values/beliefs and simulated hiring decisions of minority candidates in Canada, France and Ireland. Design/methodology/approach -Individual values/beliefs were elicited using Likert type scales; subjects responded to a series of simulated hiring scenarios. Findings -The link between individual value and belief systems and EE-related HR decision making on recruitment of minority candidates is modestly supported by the findings presented here. The values/beliefs of students from leading business schools influenced, if in part, their simulated hiring decisions on minority candidates presented in the scenarios. National context also matters as EE institutions differ at the societal level of analysis.Research limitations/implications -The subjects were business school students of limited work experience addressing scenario situations, not practicing managers making real hiring decisions. The use of self-reports leads to the usual issues related to common method variance, the consistency motif, social desirability bias, and so on and we note the limits due to the reverse ecological fallacy. Research findings provide modest support to this argument but should be treated with caution. Practical implications -Individual values and beliefs matter in HR decision making on recruitment of minority candidates. Originality/value -Much EE research focuses on antecedents of values/beliefs; this paper is one of a handful of investigations that attempts to establish possible outcomes of values/beliefs towards EE.

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The impact of individual values on human resource decision‐making by line managers

Cited by 31 publications

References 78 publications

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

Public Service Values: A New Approach to the Study of Motivation in the Public Sphere

A study of individual values and employment equity in Canada, France and Ireland

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