Influence of family presence on expatriate adjustment and satisfaction

Mercado, B. K., Albrecht, A.-G., Paulus, F. M., Dilchert, S., Ones, D. S., & Deller, J.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 255–270).
Budrich
(2018)

The role of expatriate families in the success or failure of international assignments is often overlooked. Organizations often consider employees’ family status when making expatriate selection decisions, and as expatriates prepare for their travels, they must make important decisions about whether their partners and children will accompany them. In this chapter, we examine the impact of partner and children presence on expatriate outcomes. We find that family presence is generally beneficial, but note some important contexts where family may interfere with expatriate acculturation. We highlight implications for practice and areas for future study.

Lingua necessaria? Language proficiency and expatriate success

Wiernik, B. M., Albrecht, A.-G., Dilchert, S., Deller, J., Ones, D. S., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 195–208).
Budrich
(2018)

Local language proficiency is often regarded as a key enabling factor for expatriate success. In this study, we use data from the iGOES project to examine how language proficiency contributes to expatriate outcomes. Language proficiency is negligibly to weakly related to most outcomes, but does show positive relations with interaction adjustment. Moderator analyses support the interpretation of this relation as reflecting increased comfort from being able to communicate effectively, rather than reflecting cultural engagement or social inclusion effects. Overall, results indicate that local language proficiency can contribute to expatriate comfort, but is not absolutely necessary for expatriate success.

Multiple domains and categories of employee green behaviors: More than conservation

Ones, D. S., Wiernik, B. M., Dilchert, S., & Klein, R. M.
In V. K. Wells, D. Gregory-Smith, & D. Manika (Eds.)
Research handbook on employee pro-environmental behaviour (pp. 13–38).
Edward Elgar.
(2018)

To effectively promote employee pro-environmental behaviour and appropriately research the antecedents and consequences of different types of green behaviours, there is a need for clear conceptual definitions of employee green behaviours and an organising taxonomy of the diverse array of behaviours that can be performed. This is the aim of this chapter. We define employee green behaviours and describe how they fit into general models of job performance. Then, we describe a comprehensive taxonomy of employee green behaviours. Next, we discuss the features of available measures of employee green behaviours. Finally, we discuss how considering the full array of employee green behaviours can enhance organisational human resource management (HRM) practices that promote environmental sustainability.

Individual antecedents of pro-environmental behaviors: Implications for employee green behaviors

Wiernik, B. M., Ones, D. S., Dilchert, S., & Klein, R. M.
In V. K. Wells, D. Gregory-Smith, & D. Manika (Eds.),
Research handbook on employee pro-environmental behaviour (pp. 63–82).
Edward Elgar.
(2018).

Environmental degradation is ultimately driven by harmful actions performed by individuals (Stern 2000). Achieving environmental sustainability thus requires changing individuals’ behaviour to be more environmentally responsible (Maloney and Ward 1973). As organisations aim to improve their institutional environmental performance, they must improve the individual environmental performance of each of their employees. Effective management of employee environmental performance, however, requires understanding why employees perform positive and negative green behaviours and how these drivers can be leveraged most effectively using human resource management (HRM) tools. In this chapter, we review research on the individual-level factors that promote and inhibit environmentally relevant employee behaviours. We examine research on knowledge-based and attitudinal drivers of pro-environmental behaviours, as well as the influence of demographic characteristics and stable psychological individual differences. Finally, w discuss research on the effectiveness of alternative types of behavioural interventions aimed at improving individuals’ contributions to environmental sustainability and how organisations can leverage individual antecedents to enhance employee green performance.

Personality: Its measurement and validity for employee selection

Hough, L. M., & Dilchert, S.
In J. L. Farr & N. T. Tippins (Eds.),
Handbook of employee selection (2nd ed., pp. 298-325).
Routledge
(2017)

In this chapter, we update the issues and evidence, and describe the emerging consensus about the usefulness of personality variables in employee selection. We describe the mega-trends that have influenced the personality variables that are selected for inclusion in selection systems, how they are measured, and the outcomes they are expected to predict. We describe factors that hinder our understanding and those that help increase our knowledge of personality variables and their role in more accurately predicting work-related criteria. We address issues related to taxonomic structure, measurement methods, level of measurement, validity, and factors that threaten and enhance the validity of personality measures.

Cognitive ability: Measurement and validity for employee selection

Ones, D. S., Dilchert, S., Viswesvaran, C., & Salgado, J. F.
In J. L. Farr & N. T. Tippins (Eds.),
Handbook of employee selection (2nd ed., pp. 251-276).
Routledge
(2017)

In this chapter, we provide an overview of cognitive ability’s key role in staffing organizations and provide evidence-based practice recommendations. We first present a brief synopsis of the history, current usage, and acceptance of cognitive ability tests in employee selection. Second, we highlight the theoretical underpinnings and structure of cognitive ability as a construct. Third, we discuss developments in its measurement. Fourth, we present an overview of the criterion-related validity of cognitive ability tests in predicting valued work behaviors and outcomes, including non-task-performance criteria that have been increasingly investigated in recent years. Fifth, we discuss the issue of group differences in cognitive ability test scores both within the United States and internationally. We conclude by discussing future research and challenges facing organizations that intend to use cognitive ability tests in making employee selection decisions.

Sustainability: Implications for organizations

Dilchert, S., Wiernik, B. M., & Ones, D. S.
In S. G. Rogelberg (Ed.),
The SAGE Encyclopedia of Industrial and Organizational Psychology (2nd ed.).
Thousand Oaks, CA: Sage.
(2016, October)

Sustainability refers to an organization’s ability to deliver enduring performance and thus continue to exist over time. In this regard, performance refers not only to a company’s financial results. Sustainability applies to a wide range of organizations (e.g., businesses, not-for-profit, non-governmental organizations) and encompasses performance in the economic/financial, social, and environmental domains. This conceptualization of sustainability—which includes the notion that the three different aspects of organizational performance are interconnected and equally important for long-term survival of an organization—has been described as the “triple bottom line.” Over the last three decades, research in the organizational sciences as well as applied practice has focused on the social aspect of organizational performance, such as employee welfare, community outreach, and charitable involvement. Most recently, climate change and ensuing societal awareness have triggered increasing attention on the environmental dimension of organizational performance and have resulted in a growing movement focused on environmental sustainability within industrial-organizational psychology.

مدیریت منابع انسانی برای توسعه پایدار

Jackson, S. E., Ones, D. S., & Dilchert, S. (Eds.); شهرین ستوده (Translator)
مدیریت منابع انسانی برای توسعه پایدار [Managing human resources for environmental sustainability].
Teheran, Iran: اسمان نگار.
(1393)

در جهان امروز، هر گونه کسب و کاری مستلزم توسعه فرهنگ مسئولیت پذیری اجتماعی و پاسخگویی به جامعه با رویکرد چگونگی جهت گیری فعالیتهای مسئولانه  به همراه تولید ثروت است. در واقع این موضوع به معنای رفتارهای تجاری همه ذینفعان اعم از سهامداران، مشتریان و کارکنان که در شخصیت منابع انسانی در سازمانها و بنگاههای تولیدی و خدماتی ظاهر می­شوند، ناشی می­شود که به این سئوال یکایک آحاد جامعه پاسخ می­دهند که: آیا کسب و کار شما در خدمت رفع چالشهای اجتماعی قراردارد؟!

Pro-environmental behavior

Ones, D. S., Wiernik, B. M., Dilchert, S., & Klein, R. M.
In J. D. Wright (Ed.),
International encyclopedia of the social and behavioral sciences (pp. 82-88).
Oxford, UK: Elsevier.
(2015)

Environmental sustainability is one of the most pressing issues facing societies today. Employees play a key role in contributing to organizational environmental performance. This article describes the domain of employee green behaviors (pro-environmental behaviors at work), distinguishes them from related constructs, provides an overview of determinants, and reviews interventions designed to support them.

Openness as a factor underlying successful expatriation: A brief report of project iGOES

Deller, J., Dilchert, S., Ones, D. S., Albrecht, A.-G., & Paulus, F. M.
In X. Dai & G.-M. Chen (eds.),
Intercultural communication competence (pp. 356-365).
Newcastle upon Tyne, UK: Cambridge Scholars Publishing.
(2014)

Organizations that conduct business globally feel an increasing need to send employees on international assignments. Such international assignments are a challenge both for the organization and its employees. Reports from the applied and also the scholarly community reveal that reliable, valid, and easily applicable methods for selecting, preparing, and developing expatriate workers are crucial to the success of international assignments in general. This chapter provides an overview of project iGOES (international Generalizability of Expatriate Success Factors), which investigates the relevance of demographic variables, background characteristics, and individual differences traits in predicting expatriate adjustment and success. The most comprehensive project of its kind, iGOES systematically investigated whether relevant success factors differ across world regions expatriates are active in. The chapter illustrates the usefulness of the approach by focusing on and summarizing results for the personality trait of openness.