E Holly Buttner
Biographic Data
| ID | 4083302 |
|---|---|
| NAME | E Holly Buttner |
| GIVEN NAMES | E Holly |
| FAMILY NAME | Buttner |
| SIGNATURE | BUTTNER E H |
| AFFILIATIONS | University of North Carolina at Greensboro |
| VERIFIED | No |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 12 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2018 |
| H-INDEX | 3 |
A representative organizational diversity metric
Purpose Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categor…
The relationship between perceived pay equity, productivity, and organizational commitment for US professionals of color
Purpose The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color. Design/methodology/approach The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses. Findings Perceived pay …
Racial awareness
Purpose – The purpose of this paper is to investigate the effects of the socio-demographic diversity characteristic, racioethnicity, vs the deeper-level socially constructed attribute, awareness of racial privilege (which the authors termed “racial awareness”), on perceptions of organizational justice and on trust in management (TM) (trust) in a US context. The authors predicted that racial awareness would have a greater effect on perceptions of …
The interactive effect of influence tactic, applicant gender, and type of job on hiring recommendations
Testing the Robustness of the Progressive Phase Burnout Model for a Sample of Entrepreneurs
The robustness of the 8-phase model of burnout was tested by using the Revised Maslach Burnout Instrument (MBI) on a sample of entrepreneurs. The results are consistent with the model's proposition that mean scores on the subdomains of (a) depersonalization, (b) (lack of) personal accomplishment, and (c) emotional exhaustion, increase regularly and predictably as the-experienced level of burnout reported by respondents increases
The effects of labor shortages on starting salaries for sex-typed jobs
Racial awareness
Purpose – The purpose of this paper is to investigate the effects of the socio-demographic diversity characteristic, racioethnicity, vs the deeper-level socially constructed attribute, awareness of racial privilege (which the authors termed “racial awareness”), on perceptions of organizational justice and on trust in management (TM) (trust) in a US context. The authors predicted that racial awareness would have a greater effect on perceptions of …
The relationship between perceived pay equity, productivity, and organizational commitment for US professionals of color
Purpose The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color. Design/methodology/approach The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses. Findings Perceived pay …
The interactive effect of influence tactic, applicant gender, and type of job on hiring recommendations
The effects of labor shortages on starting salaries for sex-typed jobs
The effects of labor shortages on starting salaries for sex-typed jobs
Testing the Robustness of the Progressive Phase Burnout Model for a Sample of Entrepreneurs
The robustness of the 8-phase model of burnout was tested by using the Revised Maslach Burnout Instrument (MBI) on a sample of entrepreneurs. The results are consistent with the model's proposition that mean scores on the subdomains of (a) depersonalization, (b) (lack of) personal accomplishment, and (c) emotional exhaustion, increase regularly and predictably as the-experienced level of burnout reported by respondents increases
The interactive effect of influence tactic, applicant gender, and type of job on hiring recommendations
Racial awareness
Purpose – The purpose of this paper is to investigate the effects of the socio-demographic diversity characteristic, racioethnicity, vs the deeper-level socially constructed attribute, awareness of racial privilege (which the authors termed “racial awareness”), on perceptions of organizational justice and on trust in management (TM) (trust) in a US context. The authors predicted that racial awareness would have a greater effect on perceptions of …
The relationship between perceived pay equity, productivity, and organizational commitment for US professionals of color
Purpose The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color. Design/methodology/approach The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses. Findings Perceived pay …
A representative organizational diversity metric
Purpose Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categor…
Psychology (5 works) · Social Psychology (5 works) · Gender Diversity and Inequality (4 works) · Economics (3 works) · Perception (3 works) · Political science (3 works) · Applied Psychology (2 works) · Business (2 works) · Demographic economics (2 works) · Economic growth (2 works)