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Teri Elkins Longacre
University of Houston
Human resourcesHigher educationEconomicsWorkforcePublic relations
7Publications
2H-index
13Citations
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Publications 7
Newest
#1Ksenia O. Krylova (NEOMA Business School)H-Index: 2
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Last. James S. Phillips (UH: University of Houston)H-Index: 16
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Prior negative performance and wrongdoing are difficult for applicants to overcome during their job search. The result has often been that they resort to lies and deception in order to obtain employment. The present study examines “stealing thunder” as a trust repair tactic that might be useful for overcoming prior indiscretions when it is used by applicants during the selection interview process. Stealing thunder refers to the self-disclosure of negative information that preempts allegations of...
2 CitationsSource
#1Bruce Jones (UH: University of Houston)
#2Maureen Croft (UH: University of Houston)
Last. Teri Elkins Longacre (UH: University of Houston)H-Index: 2
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Student attrition rates in higher education are an ongoing concern in the U.S, and are costly to students themselves, colleges and universities, and the economy in terms of dollars and human potential. Thus, the need to identify solutions to student attrition is pressing for both students who are enrolled in institutions of higher education today, and for multiple generations of students yet to enroll. This manuscript discusses collective impact as a model of intervention at an urban university ...
Source
#1Kyoung Yong Kim (CityU: City University of Hong Kong)H-Index: 6
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Last. Steve Werner (UH: University of Houston)H-Index: 26
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In this study, we examine the effect of organizational-level and individual-level signals on sex discrimination experiences, job satisfaction, and turnover intentions in a sample of South Korean female employees and organizations. Results indicate that the percentage of women employed in organizations was negatively associated with sex discrimination experienced by women. The number of family-friendly policies was also negatively associated with sex discrimination in a panel design but not in a ...
3 CitationsSource
#1Emily A Messa (UH: University of Houston)
#2Catherine L. Horn (UH: University of Houston)H-Index: 10
Last. Lisa M. Penney (University of South Florida Sarasota–Manatee)H-Index: 12
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A case study analyzed how supervisors at one university selected competencies, or trait-based skills, for non-faculty employees. This case study provides a valuable contribution by focusing on employees at one institution type–a large, public research university. While it has been documented that non-faculty employees provide important contributions to higher education, there is more to be discovered about this population of university employee, noted as more than 2 million U.S. employees in 201...
Source
Purpose Organizational leaders understandably seek to match their workforce to the organization’s strategic focus. However, they may find their ability to do so thwarted by reluctance to retire, even by those financially able to do so, based on the stigma that retirement means “old” and “out to pasture.” The purpose of this paper is to learn what can be done to overcome that possible barrier to implementing a strategic direction. Design/methodology/approach The authors interviewed 12 human resou...
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#1Bruce D. Gelb (UH: University of Houston)H-Index: 69
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Financial packages provide the most common incentive to meet the legal requirement that retirement be voluntary. However, managers have other tools to encourage retirement or encourage staying on the job—within legal constraints and consistent with current health insurance changes that may make pre-65 retirement more desirable. In using these tools, managers must consider demographic realities that offer a large cohort available to replace retirees. To assist managers, a qualitative study among ...
2 CitationsSource
#1Bruce D. Gelb (UH: University of Houston)H-Index: 69
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Because federal law protects an employee's right to religious accommodation, managers cannot ignore the issue of religious diversity. The matter is far broader than simple legal compliance, though. Certainly, managers need to better understand the laws protecting employees’ rights for accommodation and prohibiting disparate treatment, religious harassment, and retaliation. However, they also need to understand the various opportunities and challenges associated with acknowledging religious diver...
6 CitationsSource
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