Bissett professor Rachael Pettigrew, PhD., was recently featured by the Mount Royal University Alumni Association. Rachael teaches organizational behaviour and human resources and her research focus is on organizational culture and policies surrounding employees’ work-life responsibilities with a focus on gender. In this feature, Rachael shares her research on evolving legislation and parental leave.
“Employers can no longer make gendered assumptions about which applicant or employee will be more likely to experience work interruptions or be interested in extensive travel. As such, I would encourage employers to evaluate their policies for gendered and heterocentric language to avoid unintentionally dissuading individuals from policy usage.”
Read the feature in full, here.
Well deserved recognition Rachael!
A common question asked by researchers involved with large-scale, cross-cultural investigations is ‘how can comparisons of personality factor scores (or other individual difference variables) be facilitated across many different countries?’ Guided by this question, we examined the structure and function of two shortened versions of the Eysenck Personality Questionnaire (Colledani, Anselmi, & Robusto, 2019; Francis, Brown, & Philipchalk, 1992) using the data from Eysenck and Barrett (2013), which includes responses from over 43,000 individuals from 35 different countries. We leveraged the cutting-edge factor alignment method, which allowed us to gain comprehensive and nuanced insight into the cross-cultural measurement invariance of the EPQ’s extraversion, psychoticism, neuroticism, and lie scales. Crucially, we found that observed scores would have weak comparability across countries had alignment not been applied. Together, our findings underscore several critical implications for researchers and practitioners, and suggest a number of future research initiatives.
Congratulations to Bissett faculty member, Matthew McLarnon for his recent research publications. Matthew is a professor in the General Management and Human Resources Department at Bissett School of Business.
Matthew’s article was recently published in the top ranking Journal of Applied Psychology, and titled, Challenging the “static” quo: Trajectories of engagement in team processes toward a deadline. Larson, N. L., McLarnon, M. J. W., & O’Neill, T. A. (in press)
Abstract: Although team effectiveness research has advanced our understanding of team processes, much of this research has been based on static methodologies, despite the recognition that team processes change over time. Thus, the purpose of this article is to advance the team dynamics literature by developing and testing a theoretical account of team engagement in processes toward a deadline. We theorize about team process trajectories, which we suggest is the form of process change over time (i.e., pattern of increase/decrease). Further, we identify a key driver of process trajectories and consider the implications of trajectories for team performance. Results from a series of linear multilevel latent growth models suggested that teams’ engagement in strategy and planning, monitoring goal progress, and cooperative conflict management (cf. Marks, Mathieu, & Zaccaro, 2001) increased over time toward a deadline, and that steeper increases tended to be positively related to team performance. Finally, achievement-striving was found to be an important within-team factor driving team-specific process trajectories and was indirectly related to performance. This study provides new theoretical insights with respect to how teams engage in processes toward a deadline, along with team achievement-striving as a compositional input, and the performance implications of team process trajectories.
Abstract: This study investigated self-regulation and resiliency in the search for reemployment. Although trait-based approaches are central to many resiliency conceptualizations, recent research has found that self-regulation (affective, behavioral, and cognitive) contributes to predicting resiliency-related outcomes. We hypothesized that self-regulation increments prediction of reemployment process outcomes, specifically the job search outcomes of psychological well-being, job search self-efficacy, and job search clarity. Results indicated that, over and above resiliency traits, behavioral and cognitive self-regulation incrementally predicted well-being and job search clarity, and cognitive self-regulation incrementally predicted job search self-efficacy. Implications for theory and continued research on resiliency in reemployment are discussed.
Congratulations to Bissett HR professor, Uthpala Tennakoon, PhD, on the recent publication of a chapter titled, Ideal Organizations for the New Ideal Workers: Exploring the Role of Life-friendly work practices in the book, The New Ideal Worker. Contributions to Management Science. (Edited by las Heras Maestro M., Chinchilla Albiol N., Grau Grau M.)
Abstract:The increased interest of modern employees to balance competing demands between work and life has driven organizations to rethink the profile of the ideal worker. Life-friendly work practices (LFWP), which commonly include flexible work arrangements, compressed work weeks, teleworking, job sharing, family leave programs, organizational support for dependent care, and other life-related benefits, have evolved as a means to create workplaces which appeals to this new breed of workers. With limited resources at their disposal, it is important for organizations to be intentional about the selection and offering of LFWP. This interview study with 16 HR executives and 16 post-secondary university students as future employees, explores the organizational reasoning behind LFWP and future employee attraction criteria in relation to LFWP. The findings reveal that most organizations are genuinely interested in creating an ideal organization for their ideal employees. It may be beneficial for organizations to be more expressive of the organizational LFWP initiatives in their employer branding message to create awareness and attract the future ideal workers. The multi-perspective examination of LFWP provided useful insights for practical applications, and directions for further research.
Also, the faculty extends their congratulations to Uthpala for receiving a research grant from the Institute for Scholarship of Teaching and Learning in the in the 2020 Essential Scholarship of Teaching and Learning Grants competition for the project titled, “Pop Quiz with a twist: Assessing the Benefits of two-stage in-class quizzes in business courses”.
Congratulations to Human Resources professor Melanie Peacock, PhD, for being named to HRD Global 100, the definitive list of the best and brightest people practitioners of 2020. The Global 100 is an initiative of Human Resources Director. Only 20 Canadians are named to the list and Melanie is only one of two academics to have made the list!
Melanie is currently on leave from the faculty to serve as President of the Mount Royal Faculty Association. Melanie remains active on the Human Resources landscape often as a media commentator on all issues relating to HR.
Bissett School of Business congratulates Rachael Pettigrew on her most recent keynote speaking engagement at an International Women’s Day event hosted by Schlumberger Canada. The title of Rachael’s presentation was: “Challenging Assumptions: Gender in the workplace.”
Bissett would like to congratulate Associate Professor Melanie Peacock (et al.) on the release of her latest edition: Understanding Human Resources Management. A Canadian Perspective. 1st Canadian Edition.
Melanie is a Human Resources professor and the current President of the Mount Royal Faculty Association.
Bissett School of Business Assistant Professor Rachael Pettigrew is presenting research on how employers are adapting to the new parental leave policy extension on a panel discussing Work and Family Issues at the Vanier Institute of the Family, Families in Canada Conference. The Conference takes place in Ottawa on March 27-28, 2019.
Rachael will also present a paper titled “Transition to Parenthood: Time Off Work and Informal Leave Strategies for Employed Canadian Fathers” at 8th International Community, Work and Family (CWF) Conference, Community, Work and Family in Diverse Contexts and Changing Times in Malta 23rd-25th May 2019
In addition to being a full-time Management and Human Resources Professor, Rachael Pettigrew is often a sought out speaker and panelist; current engagements include:
Oct 2- Rachael was invited to sit on a panel for the Deloitte 360 Conference held at BMO centre in Calgary. The session title was “Beyond Optics: Building an Inclusive Culture”.
On October 10th, Rachael has been invited to be a speaker at the 5th Annual North American Women in Energy Forum held at the Fairmont Palliser. Rachael is one of 3 presenters in a workshop on Innovation. she will be discussing Organizational Innovation, specifically the business case for building inclusive organizational specifically the business case for building inclusive organizational cultures.
On November 6th, Rachael will be the keynote speaker at the “Business Leaders Breakfast” in Edmonton at the Art Gallery of Alberta; this event will centre around various issues facing local business leaders with respect to the hiring, integrating and retaining immigrant and refugee professionals. Rachael’s presentation is called “Building a Welcoming Organizational Culture for Professional Newcomers.”
“Rachael’s research focus is organizational policies and culture surrounding employees’ management of work and life responsibilities, with specific focus on both gender and diversity and inclusion in the workplace. Rachael has managed several large research projects on newcomer settlement and employment sponsored by Immigration Research West and funded by IRCC.”
Abstract Information and communication technology (ICT) enables employees to seamlessly traverse work and life domains, and thus impacts employee work/life interactions. Employers today are mindful of employee work/life interactions as an important element in employee wellbeing. With ICT being an integral element of today’s workplace, the ICT implications on work/life interactions have great relevance for the employers and policymakers. Literature on ICT and work/ life interactions have focused on the Western and/or developed countries. Considering the rapid adaptation of ICTs in developing countries, it is important to understand whether the effect of ICT use on work/life interactions is universal. This study examined the impact of cross-domain ICT use on individual work/ life conflict using a sample of professionals/ managers from Sri Lanka. Next, the cognitive dissonance theory was used to examine whether individuals’ perception towards ICTs (positive or negative) has a moderating impact on the aforementioned relationship. The findings validated the literature by demonstrating that cross-domain ICT use positively relates to work/life conflict even in the Sri Lankan context. Next, the results empirically demonstrated that individuals with negative perception towards ICT tend to experience a stronger relationship between work ICT use beyond times and work-to-life conflict. The theoretical contribution together with the implications for employers, human resource practitioners and individuals are also discussed.