國立虎尾科技大學 |

Decision Making among Human Resource Professionals : = A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Decision Making among Human Resource Professionals :/
Reminder of title:	A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes.
Author:	Gibson, Lee.
Description:	1 online resource (107 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
Contained By:	Dissertation Abstracts International79-08A(E).
Subject:	Business administration. -
Online resource:	click for full text (PQDT)
ISBN:	9780355802115

Decision Making among Human Resource Professionals : = A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes.
Gibson, Lee.

Decision Making among Human Resource Professionals :A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes. - 1 online resource (107 pages)

Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.

Thesis (D.B.A.)--Northcentral University, 2018.

Includes bibliographical references

The rise and global expansion of technology has made executing fast-paced, high-impact decisions a regular duty of a Human Resource professional. Human Resource professionals frequently make decisions which impact key organizational metrics and strategic objectives such as employee performance, absenteeism, turnover, employee health and welfare, employee work attitudes and engagement, work-life balance, recruitment, job performance, and training. Human Resource professionals rely on intuition, in response to workplace environmental pressures, when making decisions regarding situations which are ambiguous, dynamic, and timely. The specific problem addressed by this research was the overreliance on intuition-based decision-making among Human Resource decision makers within the United States in response to workplace environmental pressures. The purpose of this quantitative non-experimental cross-sectional study was to determine if overreliance on intuition-based decision-making among Human Resource decision-makers impacted their choices. The cognitive-experiential self-theory was used as the theoretical framework. Cognitive-experiential self-theory presents two primary systems of decision-making -- an experiential, intuition based system for decisions which need to be made quickly and a rational system based on logic and analytical thinking. A survey methodology and a non-experimental cross-sectional design were used to determine quantitatively if overreliance on intuition-based decision-making among Human Resource decision makers impacted the Human Resource decision. The study sought to answer one research question: Do decision-making method and personal values predict the decisions of Human Resource professionals working within the United States? The sample in this study consisted of 52 Human Resource professionals within the United States who regularly made Human Resource related decisions. Data were collected using a web-based survey created using the Qualtrics platform and distributed to participants recruited from LinkedIn. The data was analyzed using logistic regression. Upon completion of the analysis the null hypothesis was accepted: Decision-making method and personal values do not predict a Human Resource professional's decision. Human Resource professionals and Human Resource leaders could use these results to guide decision making within their organizations. Future study should explore different decision types, use of the Regulatory Focus Theory, and strive for a larger sample size.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355802115Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Decision Making among Human Resource Professionals : = A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes.
LDR:03834ntm a2200337Ki 4500 001 920724
005 20181203094032.5
006 m o u
007 cr mn||||a|a||
008 190606s2018 xx obm 000 0 eng d
020 $a 9780355802115
035 $a (MiAaPQ)AAI10750874
035 $a (MiAaPQ)northcentral:12808
035 $a AAI10750874
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Gibson, Lee. $3 1195597
245 1 0 $a Decision Making among Human Resource Professionals : $b A Quantitative Non-Experimental Cross-Sectional Study of Methods and Outcomes.
264 0 $c 2018
300 $a 1 online resource (107 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
500 $a Adviser: Linda K. Cummins.
502 $a Thesis (D.B.A.)--Northcentral University, 2018.
504 $a Includes bibliographical references
520 $a The rise and global expansion of technology has made executing fast-paced, high-impact decisions a regular duty of a Human Resource professional. Human Resource professionals frequently make decisions which impact key organizational metrics and strategic objectives such as employee performance, absenteeism, turnover, employee health and welfare, employee work attitudes and engagement, work-life balance, recruitment, job performance, and training. Human Resource professionals rely on intuition, in response to workplace environmental pressures, when making decisions regarding situations which are ambiguous, dynamic, and timely. The specific problem addressed by this research was the overreliance on intuition-based decision-making among Human Resource decision makers within the United States in response to workplace environmental pressures. The purpose of this quantitative non-experimental cross-sectional study was to determine if overreliance on intuition-based decision-making among Human Resource decision-makers impacted their choices. The cognitive-experiential self-theory was used as the theoretical framework. Cognitive-experiential self-theory presents two primary systems of decision-making -- an experiential, intuition based system for decisions which need to be made quickly and a rational system based on logic and analytical thinking. A survey methodology and a non-experimental cross-sectional design were used to determine quantitatively if overreliance on intuition-based decision-making among Human Resource decision makers impacted the Human Resource decision. The study sought to answer one research question: Do decision-making method and personal values predict the decisions of Human Resource professionals working within the United States? The sample in this study consisted of 52 Human Resource professionals within the United States who regularly made Human Resource related decisions. Data were collected using a web-based survey created using the Qualtrics platform and distributed to participants recruited from LinkedIn. The data was analyzed using logistic regression. Upon completion of the analysis the null hypothesis was accepted: Decision-making method and personal values do not predict a Human Resource professional's decision. Human Resource professionals and Human Resource leaders could use these results to guide decision making within their organizations. Future study should explore different decision types, use of the Regulatory Focus Theory, and strive for a larger sample size.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Business administration. $3 1148568
650 4 $a Organizational behavior. $3 557544
655 7 $a Electronic books. $2 local $3 554714
690 $a 0310
690 $a 0703
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Northcentral University. $b School of Business and Technology Management. $3 1180957
773 0 $t Dissertation Abstracts International $g 79-08A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10750874 $z click for full text (PQDT)