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Joseph A. Schmidt
University of Saskatchewan
18Publications
6H-index
915Citations
Publications 19
Newest
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#1Patrick D. Dunlop (Curtin University)H-Index: 10
#2Djurre Holtrop (Curtin University)
Last.Shannon B. Butcher (Curtin University)H-Index: 1
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Abstract. Based on the principles of social comparison theory, the relative percentile (RP) method is an alternative approach to the measurement of psychological characteristics. It involves asking...
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#1Piers Steel (U of C: University of Calgary)H-Index: 27
#2Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
Last.Krista L. Uggerslev (Northern Alberta Institute of Technology)H-Index: 12
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To what extent do employees’ personality traits shape their perceptions of job and life satisfaction? To answer this question, we conducted the largest meta-analysis on the topic to date, summarizi...
5 CitationsSource
#1Joseph A. SchmidtH-Index: 6
#2Dionne PohlerH-Index: 7
Last.Chelsea WillnessH-Index: 11
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This is the pre-peer reviewed version of the following article: Schmidt, J. A., Pohler, D., & Willness, C. R. (2018). Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes. Human Resource Management, 57(1), 65-81, which has been published in final form at https://doi.org/10.1002/hrm.21836. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions.
5 CitationsSource
#1Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
#2Dionne Pohler (U of T: University of Toronto)H-Index: 7
©American Psychological Association, 2018. This paper is not the copy of record and may not exactly replicate the authoritative document published in the Journal of Applied Psychology. Please do not copy or cite without author's permission. The final article is available, upon publication, at: 10.1037/apl0000315
2 CitationsSource
#1Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
#2Chelsea Willness (U of S: University of Saskatchewan)H-Index: 11
Last.Joshua S. Bourdage (U of C: University of Calgary)H-Index: 10
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AbstractWe tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conc...
3 CitationsSource
#1Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
#2Dionne Pohler (U of T: University of Toronto)H-Index: 7
Last.Chelsea Willness (U of S: University of Saskatchewan)H-Index: 11
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The purpose of this research was to understand whether firms apply different human resource management systems to different occupations within the same organization (HR differentiation) and how the extent to which they do so may influence firm and employee outcomes. We conducted two studies pertaining to these questions. The first study was based on data collected from managers, and the results suggest that firms differentiate their HR investments based on the strategic value of occupations to t...
6 CitationsSource
#1Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
Two studies were conducted to understand how people make overall performance judgments based on dynamic performance trends and personality traits of ratees. University athletes were sampled in Stud...
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#1Dionne Pohler (U of S: University of Saskatchewan)H-Index: 7
#2Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
We tested the organization-level effects of manager pay-for-performance practices on nonmanagement employee turnover within the context of agency theory and equity theory—two frameworks commonly applied to understand compensation policy and practice. We also propose an alternative theoretical perspective that predicts that managerial pay-for-performance policies may strain the employment relationship and increase nonmanagement employee turnover, unless there are HR practices that train and incen...
10 CitationsSource
#1Joseph A. Schmidt (U of S: University of Saskatchewan)H-Index: 6
#2Dionne Pohler (U of S: University of Saskatchewan)H-Index: 7
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