Course

Human Resource and Organizational Behaviour Analytics (Not Offered in 2023-24)

Teacher(s)

Svetlana Khapova, Marc van de Wardt
Research field

Management Science
Dates

Period 3 - Jan 08, 2024 to Mar 01, 2024

Course type

Field
Program year

Second
Credits

3

Course description

External participants are invited to register for this course. (PhD) students register here, others register here. More information on course registration and course fees can be found here.

Most organizations today collect a wealth of data that could help improve organizational outcomes. Still, only few succeed in using this data successfully. The phenomenon of Human Resource (HR) Analytics and the respective field(s) of research could potentially fill this void. HR Analytics gained traction in recent years as a movement that could let the HR profession evolve. Contrasting with the "soft” approach that was long associated with the HR, HR Analytics seeks to add value to the organization by leveraging analytical processes, a broad range of statistical techniques, and novel data sources.

In this course, we learn how to use HR data and HR Analytics to improve business outcomes and make better HR decisions. The overarching question of the course is how can organizations use data to better understand organizational processes? Through a sequence of readings, lectures, and experiential exercises, we learn what questions to ask, how to determine which methods to use, we will discuss the strengths and weaknesses of different research designs, we will analyze several (applied) datasets during the lab sessions and we will discuss what organizations could learn from the results of these analyses. We will be studying the following six topics each covered by one of the specialists mentioned above: HRM practices & organizational outcomes, recruitment & personality measurements, recruitment & diversity, employability, gender and leadership and careers.

Course literature

Week	Date	Time	Format	Theme/Topics	Preparation
1	TBA		Tutorial	Introduction Relationship between HRM, employee wellbeing and organizational outcomes (e.g., work engagement, productivity) How to measure HRM practices in surveys Developing quantitative HRM outcomes designs Future of HRM outcomes designs Lab session: analysis of WERS dataset	Read: Beijer, S., Peccei, R., Van Veldhoven, M., & Paauwe, J. (2019). The turn to employees in the measurement of human resource practices: A critical review and proposed way forward. Human Resource Management Journal, 1-17. Peccei, R., & Van De Voorde, K. (2019). Human resource management–well‐being–performance research revisited: Past, present, and future. Human Resource Management Journal, 29(4), 539-563. Whyman, P. B., & Petrescu, A. I. (2014). Partnership, flexible workplace practices and the realisation of mutual gains: Evidence from the British WERS 2004 dataset. The International Journal of Human Resource Management, 25(6), 829-851.
2	TBA		Tutorial	Personality traits (HEXACO & Big Five) Personality Assessment Self-reports Reports by others Situational Judgement tests Lab session: construct and criterion validity of personality measurements (regression analysis of questionnaire data)	Do: the 100-item HEXACO inventory before class via the following link: http://hexaco.org/hexaco-online Read: Lee, Y., Berry, C. M., & Gonzalez-Mulé, E. (2019). The importance of being humble: A meta-analysis and incremental validity analysis of the relationship between honesty-humility and job performance. Journal of Applied Psychology, 04(12), 1535-1546. Oostrom, J. K., de Vries, R. E., & De Wit, M. (2019). Development and validation of a HEXACO situational judgment test. Human Performance, 32(1), 1-29. Sackett, P. R., & Walmsley, P. T. (2014). Which personality attributes are most important in the workplace?. Perspectives on Psychological Science, 9(5), 538-551.
3	TBA			Diversity as a strategic goal Why diversity matters The experimental method and research on diversity Identification problems and causal relationships Strength and weakness of experimental method Lab session: replication of Flory et al. (regression analysis of experiment)	Derous, E., Ryan, A. M., & Nguyen, H. H. D. (2012). Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings. Journal of Organizational Behavior, 33(4), 544-570. Balafoutas, L., & Sutter, M. (2012). Affirmative action policies promote women and do not harm efficiency in the laboratory. Science, 335(6068), 579-582. Flory, J. A., Leibbrandt, A., Rott, C., & Stoddard, O. (2021). Increasing workplace diversity: Evidence from a recruiting experiment at a Fortune 500 company. Journal of Human Resources, 0518-9489R1.
4	TBA		Tutorial	Employability Experiential exercise where students propose a research design by means of which HRM can study employability	To be announced
5	TBA		Tutorial	Strategic leadership (CEOs, top management teams, board of directors) Upper Echelon Theory Effect of female leaders on organizational performance Lab session: effect of female governor on Covid ’19 death	Dezsö, C. L., & Ross, D. G. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9), 1072-1089. Hambrick, D. C., & Mason, P. A. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of Management Review, 9(2), 193-206. doi:10.2307/258434 Sergent, K., & Stajkovic, A. D. (2020). Women’s leadership is associated with fewer deaths during the COVID-19 crisis: Quantitative and qualitative analyses of United States governors. Journal of Applied Psychology, forthcoming
6	TBA		Tutorial	Proactive career behavior Homophilly and turnover Performance, internal mobility and retention Lab session: homophily in parliamentary parties	Benson, A., & Rissing, B. A. (2020). Strength from within: Internal mobility and the retention of high performers. Organization Science, 31(6), 1475–1496. McGinn, K. L., & Milkman, K. L. (2013). Looking up and looking out: Career mobility effects of demographic similarity among professionals. Organization Science, 24(4), 1041–1060. Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A., Gianecchini, M., Kaše, R., Lazarova, M., & Reichel, A. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105–122.
7	TBA		Work on your paper		Meetings can be scheduled online upon request
8	TBA		Final deadline	Paper