Recruitment is an important issue of human resource management (HRM). The main purpose of recruitment is to obtain talent from internal and external of organization. However, excellent talent maybe will be missed at the pre-screening process under lack of complete information for managers to judge. In this paper, a personnel selection tool based on fuzzy data mining method is proposed to assist...

We develop and implement a method for measuring the frequency of changes in power among distinct leaders and ideologically distinct parties that is comparable across political systems. We find that in the postcommunist countries, more frequent changes in power in the early years of transition are associated with better governance in the later years. The results are consistent with the hypothesi...

Reports of socially transmitted traditions based on behavioural differences between geographically separated groups of conspecifics are contentious because they cannot exclude genetic or environmental causes. Here, we report persistent differences between neighbouring groups of meerkats (Suricata suricatta) where extensive gene flow precludes genetic differentiation. Over 11 years, some groups ...

In social-dilemma situations (public-good games) people may pursue their local, egoistic interests and thereby lower the global, overall payoff of their group and, paradoxically, even their own resulting payoff. One may also speak of intraindividual dilemmas, where people pursue local goals at the expense of their overall utility. Our current experiments transfer this idea to the context of per...

The personnel selection problem is a classical decision making problem. It refers to the process of choosing candidates who match, possibly to some degree, the qualifications required to perform a certain job. Personnel selection is an important activity for organizations and usually the outcome of a personnel selection method is an overall ranking of the candidates. This paper introduces two n...

We use a unique data set on employee turnover by industry in Arizona to test competing theories of turnover. We find that industries with lower establishment survival rates have more employee turnover, even after controlling for differences in the distribution of employee tenure. This result is consistent with a model of turnover where employees choose how much firm specific human capital to ac...

We present a theoretical model of attributions and emotions, and the behavioral and psychological consequences of these in the workplace. Expanding on Weiner's (1985) framework, we argue that emotional intelligence plays a moderating role in the attribution-emotion-behavior process. Specifically, the emotional intelligence dimensions of perception, facilitation, and understanding emotion are po...

The term “employee turnover” is an important metric that is often central to organizations’ workforce planning and strategy. The reasons why employees leave their current positions; not just the fact that they leave have crucial implications for future retention rates among current staff, job satisfaction and employee engagement and an organization’s ability to attract talented people for job v...

The hospitality industry is one that has been driven by customer loyalty. Many customers pick their hotel of choice and will stay with that same hotel because of the experiences, service, and even the price. Customers have recently been rewarded through hotel, credit card, and airline points that help drive and maintain this loyalty. Utilizing data to their advantage, the hotel industry has bee...

The developments in information technology and multimedia give new opportunities to increase the efficiency and quality of skills education. This paper presents three applications developed in the Netherlands to enhance professional skills learning in different areas of psychology: (1) BioPsy, an application developed to teach and train the technical and practical backgrounds for conducting bio...