Sara Rynes - Academia.edu (original) (raw)
Papers by Sara Rynes
This paper has not undergone formal review or approval of the faculty of the ILR School. It is in... more This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make the results of Center research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. 2 Applicant Fit Abstract Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of "fit," precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers' assessments of job applicants in terms of both general and firm-specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from fmn-specifIc assessments, (2) there is a finn-specific component to interviewers' evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research are offered. 3 Applicant Fit
Observers have long noted a considerable gap between organizational research find- ings and manag... more Observers have long noted a considerable gap between organizational research find- ings and management practices. Although volumes have been written about the prob- able causes and consequences of this gap, surprisingly little empirical evidence exists concerning the ...
Most theorizing on the relationship between corporate social/environmental performance (CSP) and ... more Most theorizing on the relationship between corporate social/environmental performance (CSP) and corporate financial performance (CFP) assumes that the current evidence is too fractured or too variable to draw any generalizable conclusions. With this integrative, quantitative study, we intend to show that the mainstream claim that we have little generalizable knowledge about CSP and CFP is built on shaky grounds. Providing
Journal of Applied Psychology, 1985
... The present article integrates the effects of recruitment and selection into a single deci-si... more ... The present article integrates the effects of recruitment and selection into a single deci-sion-theoretic utility model. ... Second, we present a numerical example illustrating the effects of integrating recruitment into selection utility models. ...
Industrial Relations, 1984
MOST DISCUSSIONS OF STAFFING PRACTICES give little consid-eration to the possible impact of conte... more MOST DISCUSSIONS OF STAFFING PRACTICES give little consid-eration to the possible impact of contextual factors on staffing effectiveness (eg, Asher and Sciarrino, 1974; Ghiselli, 1973; Reilly and Chao, 1982).' Where situational variables have been considered, usually the focus ...
Organization Studies, 2003
Most theorizing on the relationship between corporate social/environmental performance (CSP) and ... more Most theorizing on the relationship between corporate social/environmental performance (CSP) and corporate financial performance (CFP) assumes that the current evidence is too fractured or too variable to draw any generalizable conclusions. With this integrative, quantitative study, we intend to show that the mainstream claim that we have little generalizable knowledge about CSP and CFP is built on shaky grounds. Providing a methodologically more rigorous review than previous efforts, we conduct a meta-analysis of 52 studies (which represent the population of prior quantitative inquiry) yielding a total sample size of 33,878 observations. The metaanalytic findings suggest that corporate virtue in the form of social responsibility and, to a lesser extent, environmental responsibility is likely to pay off, although the operationalizations of CSP and CFP also moderate the positive association. For example, CSP appears to be more highly correlated with accounting-based measures of CFP than with market-based indicators, and CSP reputation indices are more highly correlated with CFP than are other indicators of CSP. This meta-analysis establishes a greater degree of certainty with respect to the CSP-CFP relationship than is currently assumed to exist by many business scholars.
Journal of Applied Psychology, 1991
Although it has been suggested that women negotiate over salaries less frequently than men, there... more Although it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over
Academy of Management Annual Meeting, 2007
Citations to research articles in other research articles are increasingly used as a metric for a... more Citations to research articles in other research articles are increasingly used as a metric for assessing the impact of an article, the career success of researchers, and the quality and status of academic units and journals. Despite the growing importance of citations as a performance metric , there is rela-
The Academy of Management Annals, 2009
... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of ... more ... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of compensation , Edited by: Fay, C. 214–237. ... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of compensation , Edited by: Fay, C. 214–237. ...
Journal of Management Education, 2013
This study examines the syllabi of 241 required organizational behavior (OB) related classes in f... more This study examines the syllabi of 241 required organizational behavior (OB) related classes in full-time U.S. MBA programs. Syllabi were coded for information about course title, topics, readings, cases, teaching methods, and learning assessment methods. Results revealed that the most frequent topics listed across courses are leadership and groups or teams. There was considerable diversity in assigned books, readings, and cases, with only a small number of books (2), readings (15), or cases (5) assigned in 10 or more courses within our sample. Assessment of student learning was conducted via (in order of importance for final student grades) testing, individual writing, class participation, group writing, group presentation, and individual presentation. Private, ranked MBA programs were more likely to offer more than one OB-related course, usually management plus leadership, or OB plus leadership. Implications of these findings for OB teaching are discussed, along with suggestions for future research.
Journal of Applied Psychology, 1991
Although it has been suggested that women negotiate over salaries less frequently than men, there... more Although it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over the course of a career, the accumulation of such differences may be substantial.
Human Resource Management, 2004
presented the following statement to 959 members of the Society for Human Resource Management (SH... more presented the following statement to 959 members of the Society for Human Resource Management (SHRM): "Surveys that directly ask employees how important pay is to them are likely to overestimate pay's true importance in actual decisions" (p. 158). If our interpretation (and that of Rynes et al.) of the research literature is accurate, then the correct true-false answer to the above statement is "false." In other words, people are A majority of human resources professionals appear to believe that employees are likely to overreport the importance of pay in employee surveys. However, research suggests the opposite is actually true. We review evidence showing the discrepancies between what people say and do with respect to pay. We then discuss why pay is likely to be such an important general motivator, as well as a variety of reasons why managers might underestimate its importance. We note that pay is not equally important in all situations or to all individuals, and identify circumstances under which pay is likely to be more (or less) important to employees. We close with recommendations for implementing research findings with respect to pay and suggestions for evaluating pay systems.
Human Resource Management, 1991
... and began to con-duct small group meetings with every employee in the company to review our f... more ... and began to con-duct small group meetings with every employee in the company to review our financial performance. ... It's not possible to analyze and control quality from behind a desk any more than a golf swing can be ... Olian and Rynes: Making Total Quality Work I 307 ...
Academy of Management Learning & Education, 2000
Academy of Management Journal, 2007
Journal of Business and Psychology, 2002
This study examines how several indicators of ability and achievement are associated with individ... more This study examines how several indicators of ability and achievement are associated with individual differences in preferences for job and organizational attributes. Results from a sample of 378 business and liberal arts students suggest that students with high cognitive ability and all types of high achievement place greater importance on interesting and challenging work than do other students. However, on other work attributes (e.g., job flexibility, pay practices, fast-track promotion systems), students with high cognitive ability and high academic achievement (i.e., grade point average) appear to have different preference patterns from those with high social achievement (e.g., extracurricular and leadership activities). Results are discussed in terms of implications for employers and future research.
This paper has not undergone formal review or approval of the faculty of the ILR School. It is in... more This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make the results of Center research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. 2 Applicant Fit Abstract Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of "fit," precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers' assessments of job applicants in terms of both general and firm-specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from fmn-specifIc assessments, (2) there is a finn-specific component to interviewers' evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research are offered. 3 Applicant Fit
Observers have long noted a considerable gap between organizational research find- ings and manag... more Observers have long noted a considerable gap between organizational research find- ings and management practices. Although volumes have been written about the prob- able causes and consequences of this gap, surprisingly little empirical evidence exists concerning the ...
Most theorizing on the relationship between corporate social/environmental performance (CSP) and ... more Most theorizing on the relationship between corporate social/environmental performance (CSP) and corporate financial performance (CFP) assumes that the current evidence is too fractured or too variable to draw any generalizable conclusions. With this integrative, quantitative study, we intend to show that the mainstream claim that we have little generalizable knowledge about CSP and CFP is built on shaky grounds. Providing
Journal of Applied Psychology, 1985
... The present article integrates the effects of recruitment and selection into a single deci-si... more ... The present article integrates the effects of recruitment and selection into a single deci-sion-theoretic utility model. ... Second, we present a numerical example illustrating the effects of integrating recruitment into selection utility models. ...
Industrial Relations, 1984
MOST DISCUSSIONS OF STAFFING PRACTICES give little consid-eration to the possible impact of conte... more MOST DISCUSSIONS OF STAFFING PRACTICES give little consid-eration to the possible impact of contextual factors on staffing effectiveness (eg, Asher and Sciarrino, 1974; Ghiselli, 1973; Reilly and Chao, 1982).' Where situational variables have been considered, usually the focus ...
Organization Studies, 2003
Most theorizing on the relationship between corporate social/environmental performance (CSP) and ... more Most theorizing on the relationship between corporate social/environmental performance (CSP) and corporate financial performance (CFP) assumes that the current evidence is too fractured or too variable to draw any generalizable conclusions. With this integrative, quantitative study, we intend to show that the mainstream claim that we have little generalizable knowledge about CSP and CFP is built on shaky grounds. Providing a methodologically more rigorous review than previous efforts, we conduct a meta-analysis of 52 studies (which represent the population of prior quantitative inquiry) yielding a total sample size of 33,878 observations. The metaanalytic findings suggest that corporate virtue in the form of social responsibility and, to a lesser extent, environmental responsibility is likely to pay off, although the operationalizations of CSP and CFP also moderate the positive association. For example, CSP appears to be more highly correlated with accounting-based measures of CFP than with market-based indicators, and CSP reputation indices are more highly correlated with CFP than are other indicators of CSP. This meta-analysis establishes a greater degree of certainty with respect to the CSP-CFP relationship than is currently assumed to exist by many business scholars.
Journal of Applied Psychology, 1991
Although it has been suggested that women negotiate over salaries less frequently than men, there... more Although it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over
Academy of Management Annual Meeting, 2007
Citations to research articles in other research articles are increasingly used as a metric for a... more Citations to research articles in other research articles are increasingly used as a metric for assessing the impact of an article, the career success of researchers, and the quality and status of academic units and journals. Despite the growing importance of citations as a performance metric , there is rela-
The Academy of Management Annals, 2009
... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of ... more ... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of compensation , Edited by: Fay, C. 214–237. ... “Balancing results and behaviors in pay for performance plans”. In The executive handbook of compensation , Edited by: Fay, C. 214–237. ...
Journal of Management Education, 2013
This study examines the syllabi of 241 required organizational behavior (OB) related classes in f... more This study examines the syllabi of 241 required organizational behavior (OB) related classes in full-time U.S. MBA programs. Syllabi were coded for information about course title, topics, readings, cases, teaching methods, and learning assessment methods. Results revealed that the most frequent topics listed across courses are leadership and groups or teams. There was considerable diversity in assigned books, readings, and cases, with only a small number of books (2), readings (15), or cases (5) assigned in 10 or more courses within our sample. Assessment of student learning was conducted via (in order of importance for final student grades) testing, individual writing, class participation, group writing, group presentation, and individual presentation. Private, ranked MBA programs were more likely to offer more than one OB-related course, usually management plus leadership, or OB plus leadership. Implications of these findings for OB teaching are discussed, along with suggestions for future research.
Journal of Applied Psychology, 1991
Although it has been suggested that women negotiate over salaries less frequently than men, there... more Although it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over the course of a career, the accumulation of such differences may be substantial.
Human Resource Management, 2004
presented the following statement to 959 members of the Society for Human Resource Management (SH... more presented the following statement to 959 members of the Society for Human Resource Management (SHRM): "Surveys that directly ask employees how important pay is to them are likely to overestimate pay's true importance in actual decisions" (p. 158). If our interpretation (and that of Rynes et al.) of the research literature is accurate, then the correct true-false answer to the above statement is "false." In other words, people are A majority of human resources professionals appear to believe that employees are likely to overreport the importance of pay in employee surveys. However, research suggests the opposite is actually true. We review evidence showing the discrepancies between what people say and do with respect to pay. We then discuss why pay is likely to be such an important general motivator, as well as a variety of reasons why managers might underestimate its importance. We note that pay is not equally important in all situations or to all individuals, and identify circumstances under which pay is likely to be more (or less) important to employees. We close with recommendations for implementing research findings with respect to pay and suggestions for evaluating pay systems.
Human Resource Management, 1991
... and began to con-duct small group meetings with every employee in the company to review our f... more ... and began to con-duct small group meetings with every employee in the company to review our financial performance. ... It's not possible to analyze and control quality from behind a desk any more than a golf swing can be ... Olian and Rynes: Making Total Quality Work I 307 ...
Academy of Management Learning & Education, 2000
Academy of Management Journal, 2007
Journal of Business and Psychology, 2002
This study examines how several indicators of ability and achievement are associated with individ... more This study examines how several indicators of ability and achievement are associated with individual differences in preferences for job and organizational attributes. Results from a sample of 378 business and liberal arts students suggest that students with high cognitive ability and all types of high achievement place greater importance on interesting and challenging work than do other students. However, on other work attributes (e.g., job flexibility, pay practices, fast-track promotion systems), students with high cognitive ability and high academic achievement (i.e., grade point average) appear to have different preference patterns from those with high social achievement (e.g., extracurricular and leadership activities). Results are discussed in terms of implications for employers and future research.