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Teri Elkins Longacre
University of Houston
7Publications
2H-index
11Citations
Publications 7
Newest
Published on Jul 1, 2018in Journal of Business Ethics 3.80
Ksenia O. Krylova1
Estimated H-index: 1
(NEOMA Business School),
Teri Elkins Longacre2
Estimated H-index: 2
(UH: University of Houston),
James S. Phillips16
Estimated H-index: 16
(UH: University of Houston)
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...
Published on Nov 29, 2017
Bruce Jones (UH: University of Houston), Maureen Croft (UH: University of Houston), Teri Elkins Longacre2
Estimated H-index: 2
(UH: University of Houston)
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 ...
Published on Nov 1, 2017in Human Resource Management 2.93
Kyoung Yong Kim6
Estimated H-index: 6
(CityU: City University of Hong Kong),
Teri Elkins Longacre2
Estimated H-index: 2
(UH: University of Houston),
Steve Werner26
Estimated H-index: 26
(UH: University of Houston)
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 ...
Published on May 2, 2016in Education Policy Analysis Archives
Emily A Messa (UH: University of Houston), Catherine L. Horn10
Estimated H-index: 10
(UH: University of Houston)
+ 2 AuthorsLisa M. Penney1
Estimated H-index: 1
(University of South Florida Sarasota–Manatee)
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...
Published on Apr 18, 2016in Journal of Business Strategy
Bruce D. Gelb67
Estimated H-index: 67
,
Teri Elkins Longacre2
Estimated H-index: 2
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...
Published on Sep 1, 2014in Business Horizons 2.83
Bruce D. Gelb67
Estimated H-index: 67
(UH: University of Houston),
Teri Elkins Longacre2
Estimated H-index: 2
(UH: University of Houston)
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 ...
Published on Sep 1, 2012in Business Horizons 2.83
Bruce D. Gelb67
Estimated H-index: 67
(UH: University of Houston),
Teri Elkins Longacre2
Estimated H-index: 2
(UH: University of Houston)
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...
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