Clint Chadwick
Biographic Data
| ID | 3772834 |
|---|---|
| NAME | Clint Chadwick |
| GIVEN NAMES | Clint |
| FAMILY NAME | Chadwick |
| SIGNATURE | CHADWICK C |
| AFFILIATIONS | California University of Pennsylvania |
| ORCID | 0000-0001-6440-8548 |
| VERIFIED | Yes |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 2 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1997 |
| LATEST PUBLICATION YEAR | 2007 |
| H-INDEX | 1 |
Examining Non-Linear Relationships between Human Resource Practices and Manufacturing Performance
One little-explored question concerning innovative human resources practices is how the intensity of their implementation affects their impact on establishment performance: is the relationship linear, or more complex? This analysis, using U.S. Census Bureau data for 1997 from a sample of 1,212 private sector manufacturing establishments, investigates the possibility of non-linearities in the relationship between establishment performance and six …
To Agree or Not to Agree
In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity. Results indicate that visible individual demographic differences (i.e., sex, age) increase relationship conflict, whil…
Examining Non-Linear Relationships between Human Resource Practices and Manufacturing Performance
One little-explored question concerning innovative human resources practices is how the intensity of their implementation affects their impact on establishment performance: is the relationship linear, or more complex? This analysis, using U.S. Census Bureau data for 1997 from a sample of 1,212 private sector manufacturing establishments, investigates the possibility of non-linearities in the relationship between establishment performance and six …
To Agree or Not to Agree
In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity. Results indicate that visible individual demographic differences (i.e., sex, age) increase relationship conflict, whil…
Examining Non-Linear Relationships between Human Resource Practices and Manufacturing Performance
One little-explored question concerning innovative human resources practices is how the intensity of their implementation affects their impact on establishment performance: is the relationship linear, or more complex? This analysis, using U.S. Census Bureau data for 1997 from a sample of 1,212 private sector manufacturing establishments, investigates the possibility of non-linearities in the relationship between establishment performance and six …
Statistics (2 works) · Accounting and Organizational Management (1 works) · Business (1 works) · Census (1 works) · Computer Science (1 works) · Conflict Management and Negotiation (1 works) · Cultural Differences and Values (1 works) · Demography (1 works) · Econometrics (1 works) · Economic growth (1 works)