Pressure to create bottom-line outcomes has dramatically increased in recent years. UNC Kenan-Flagler's Marie S. Mitchell sought to untangle the relationship between supervisors’ bottom-line focus and unethical behavior in new research.
Leigh, a Kenan Institute Distinguished Fellow, will discuss the influence that societal events which occur outside of organizations have on employees when they enter the workplace and on individuals in society more broadly.
Unethical behavior deeply embedded within an organization can affect employee morale and impact bigger issues, such as performance, turnover, and healthcare and legal costs.
UNC Kenan-Flagler Assistant Professor Tim Kundro fields questions concerning how managers and firms can best foster a healthy working environment.
To increase revenue or improve customer service, companies are increasingly personalizing their product or service offerings based on their customers' history of interactions. In this paper, we show how call centers can improve customer service by implementing personalized priority policies.
We estimate the causal effects of employee-friendly scheduling practices on store financial performance at the US retailer Gap, Inc. The randomized field experiment evaluated a multi-component intervention designed to improve dimensions of work schedules – inconsistency, unpredictability, inadequacy, and lack-of-employee control – shown to undermine employee well-being and productivity.
We study the effect of senior manager oversight on inventors’ productivity. We use changes in travel times between inventors and their employer’s headquarters caused by flight time changes as sources of plausibly exogenous variation in manager oversight of inventors.
We conduct a field-experiment at an automobile spare-parts retailer to examine the profit implications of providing discretionary power to managers.
Focusing on the incubation stage of a potential new industry, this article addresses a gap at the intersection of the external sourcing and market entry literatures by examining pre‐entry external sourcing of new resources.
Scholars continue to debate whether voice and silence are opposites or distinct constructs. This ambiguity has prevented meaningful theoretical advancements about employees’ voice and silence at work. We draw on the behavioral activation and behavioral inhibition systems perspective to provide a conceptual framework for the independence of voice and silence and explicate how two key antecedents—perceived impact and psychological safety—more strongly relate to voice and silence, respectively. We further differentiate voice and silence by identifying their unique effects on employee burnout.
This paper provides the first study of compensation and pay-for-performance for top executives at non-profit endowments. Using a detailed breakdown of compensation from IRS filings over the 2009-2017 period, we find that pay packages of Chief Investment Officers (CIOs) depend more heavily on bonuses than do those for other non-profit executives.
From People Analytics to Middle Management: How Firms Can Best Support Their Workforce
Sekou Bermiss, UNC Kenan-Flagler associate professor of strategy and entrepreneurship, unpacks the topic of people analytics, discussing how firms can build better culture by supporting both managers and employees.