Wayne F Cascio
Biographic Data
| ID | 1185504 |
|---|---|
| NAME | Wayne F Cascio |
| GIVEN NAMES | Wayne F |
| FAMILY NAME | Cascio |
| SIGNATURE | CASCIO W F |
| AFFILIATIONS | University of Colorado Denver |
| ORCID | 0000-0002-7757-6046 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 111 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 3 |
| FIRST PUBLICATION YEAR | 1975 |
| LATEST PUBLICATION YEAR | 2017 |
| H-INDEX | 3 |
The Oxford Handbook of Talent Management
The Oxford Handbook of Talent Management offers a state-of-the-art overview of the key themes, topics, and debates in talent management. The Handbook is designed with a multidisciplinary perspective in mind and it draws upon perspectives from, inter alia, human resource management, psychology, and strategy, to chart the topography of the area of talent management and to establish the base of knowledge in the field. Furthermore, each chapter concl…
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
Talent Management of Nonstandard Employees
A growing number of workers everywhere are choosing to work outside the boundaries of regular, full-time employment. Such “nonstandard” work has advantages and disadvantages. It takes a variety of forms. In this chapter, we begin by examining why and when organizations choose to use nonstandard workers, and we describe the stages and objectives of the talent lifecycle. We then map the talent-lifecycle stages and objectives against categories of n…
How Technology Is Changing Work and Organizations
Given the rapid advances and the increased reliance on technology, the question of how it is changing work and employment is highly salient for scholars of organizational psychology and organizational behavior (OP/OB). This article attempts to interpret the progress, direction, and purpose of current research on the effects of technology on work and organizations. After a review of key breakthroughs in the evolution of technology, we consider the…
Human Resource Management, Psychology of
Industrial–Organizational Psychology
From Work-Family Balance to Work-Family Interaction
Contents: Preface. Part I: Integrating the Demands of Work and Family. D.F. Halpern, S.E. Murphy, From Balance to Synthesis: the Metaphor Is Important. D.F. Halpern, R. Drago, N. Boyle, How We Study Work-Family Interactions. Part II: The Business Case or Why Should My Firm Invest in Family-Friendly Work Policies? S.E. Murphy, D. Zagorski, Enhancing Work-Family and Work-Life Interaction: The Role of Management. W.F. Cascio, C.E. Young, Work-Family…
To prosper, organizational psychology should… bridge application and scholarship
Academics and practitioners differ on so many dimensions that researchers have described them as living in different “thought worlds.” That gap persists, and there are important explanations for it, but a confluence of economic and organizational forces is driving academics and practitioners toward each other. To date, much of the effort by academics to reach out to practitioners has focused on the diffusion of scientific knowledge, not its creat…
Global Performance Management Systems
In providing an insightful overview of a wide range of global human resource issues facing MNCs, this pathbreaking Handbook highlights emergent topics and new research findings that could shape the field of future IHRM research. Theoretical discussion of the variables and processes that affect IHRM policies and practices is provided by renowned contributors with widely differing academic backgrounds, paradigmatic orientations, and theoretical and…
Selective science or selective interpretation
Selective science or selective interpretation
Whither industrial and organizational psychology in a changing world of work
Human Resource Planning Employment and Placement
A Practical Method for Identifying Significant Change Scores
The current literature on measuring "change" contains several methods for estimating difference scores for pretest-posttest designs. While the significance of group difference scores obtained with these techniques can be evaluated using standard statistical tests, the researcher in applied settings is frequently more concerned with identifying individuals who are most (or least) influenced by a particular treatment. This paper presents a simple, …
An Empirical Test of Factor Structure Stability in Attitude Measurement
The stability of the factor structure of a survey instrument designed to provide a baseline measure of managerial attitudes towards blacks in the working environment was investigated. Results of independent factor analyses of the same questionnaire administered to three different samples of managers from the same company at three different time periods were compared using Tucker's method of factor comparison. Results indicated that the factor str…
Cognitive evaluation theory and some comments on the Calder and Staw critique
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
Whither industrial and organizational psychology in a changing world of work
Cognitive evaluation theory and some comments on the Calder and Staw critique
Cognitive evaluation theory and some comments on the Calder and Staw critique
An Empirical Test of Factor Structure Stability in Attitude Measurement
The stability of the factor structure of a survey instrument designed to provide a baseline measure of managerial attitudes towards blacks in the working environment was investigated. Results of independent factor analyses of the same questionnaire administered to three different samples of managers from the same company at three different time periods were compared using Tucker's method of factor comparison. Results indicated that the factor str…
A Practical Method for Identifying Significant Change Scores
The current literature on measuring "change" contains several methods for estimating difference scores for pretest-posttest designs. While the significance of group difference scores obtained with these techniques can be evaluated using standard statistical tests, the researcher in applied settings is frequently more concerned with identifying individuals who are most (or least) influenced by a particular treatment. This paper presents a simple, …
Human Resource Planning Employment and Placement
Selective science or selective interpretation
Selective science or selective interpretation
Whither industrial and organizational psychology in a changing world of work
Global Performance Management Systems
In providing an insightful overview of a wide range of global human resource issues facing MNCs, this pathbreaking Handbook highlights emergent topics and new research findings that could shape the field of future IHRM research. Theoretical discussion of the variables and processes that affect IHRM policies and practices is provided by renowned contributors with widely differing academic backgrounds, paradigmatic orientations, and theoretical and…
To prosper, organizational psychology should… bridge application and scholarship
Academics and practitioners differ on so many dimensions that researchers have described them as living in different “thought worlds.” That gap persists, and there are important explanations for it, but a confluence of economic and organizational forces is driving academics and practitioners toward each other. To date, much of the effort by academics to reach out to practitioners has focused on the diffusion of scientific knowledge, not its creat…
From Work-Family Balance to Work-Family Interaction
Contents: Preface. Part I: Integrating the Demands of Work and Family. D.F. Halpern, S.E. Murphy, From Balance to Synthesis: the Metaphor Is Important. D.F. Halpern, R. Drago, N. Boyle, How We Study Work-Family Interactions. Part II: The Business Case or Why Should My Firm Invest in Family-Friendly Work Policies? S.E. Murphy, D. Zagorski, Enhancing Work-Family and Work-Life Interaction: The Role of Management. W.F. Cascio, C.E. Young, Work-Family…
Human Resource Management, Psychology of
Industrial–Organizational Psychology
How Technology Is Changing Work and Organizations
Given the rapid advances and the increased reliance on technology, the question of how it is changing work and employment is highly salient for scholars of organizational psychology and organizational behavior (OP/OB). This article attempts to interpret the progress, direction, and purpose of current research on the effects of technology on work and organizations. After a review of key breakthroughs in the evolution of technology, we consider the…
The Oxford Handbook of Talent Management
The Oxford Handbook of Talent Management offers a state-of-the-art overview of the key themes, topics, and debates in talent management. The Handbook is designed with a multidisciplinary perspective in mind and it draws upon perspectives from, inter alia, human resource management, psychology, and strategy, to chart the topography of the area of talent management and to establish the base of knowledge in the field. Furthermore, each chapter concl…
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
Talent Management of Nonstandard Employees
A growing number of workers everywhere are choosing to work outside the boundaries of regular, full-time employment. Such “nonstandard” work has advantages and disadvantages. It takes a variety of forms. In this chapter, we begin by examining why and when organizations choose to use nonstandard workers, and we describe the stages and objectives of the talent lifecycle. We then map the talent-lifecycle stages and objectives against categories of n…
Computer Science (9 works) · Psychology (9 works) · Engineering (8 works) · Business (6 works) · Engineering ethics (6 works) · Knowledge management (6 works) · Political science (5 works) · Sociology (5 works) · Management (4 works) · Public relations (4 works)