Annotated Bibliography
Aberbach, J. D. (2003). The U.S. Federal Executive in an Era of Change. Governance, 16(3), 373–399. https://doi.org/10.1111/1468-0491.00221
Author Joel D. Aberbach, conducted an examination of the change the United States Federal Executive is facing in this era. Within this research, Aberbach’s data proposes that the 1978 Civil Service Reform Act (CSRA) is responsible for producing politically responsive corps of civil servants. Between the years 1986 and 1987, the CRSA enacted the “rank in the person” system. This allowed administrators to easily and readily establish which individual would obtain the highest career openings within administrative hierarchies. In order the follow the hiring based on professional merit rather than appointed or election, the interviews conducted were in person. The technique used was a semi-structure interview which allowed the correct fitting for a high administrative elite. The author then goes into depth regarding the measures that are taken throughout the interviews, as well as addressing the administrative elites.
Haraway, I. W. M., & Haraway, D. L. (2004). American Civil Service Reform: Using France as a Model to Develop Administrative Statesmen in the Senior Executive Service. International Social Science Review, 79(3/4), 108–123. Retrieved from
http://search.ebscohost.com.ezproxy.uta.edu/login.aspx?direct=true&db=a9h&
AN=15558964&site=ehost-live
The authors William M. Haraway and Dana L. Haraway conducted an analysis of the civil service reforms in comparison to a model developed in France. Diving into the history of the civil service reform, this study addressed the most recent effort to attempted to once again reform the modern day American civil service as well as the Department of Homeland Security Act of 2002. Both authors explored the pros and cons of the French Higher Civil Service in order to suggest policy implementations to the United States model. Their conclusion to their analysis was that the SES was in need of an immense structural change in order to instill public service values and professionalized norms in order to execute the public’s best interest.
Theriault, S. M. (2003). Patronage, the Pendleton Act, and the Power of the People. Journal of Politics, 65(1), 50–68. https://doi.org/10.1111/1468-2508.t01-1-00003
In this article, Sean M. Theriault from the University of Texas at Austin, conducted his research in the Pendleton Act and its correlation to the people’s power. Theriault challenges the views of the Pendleton Act of 1883 being cited as an example of individuals having their self-self-interest at hand. He does this by presenting evidence that proves the public pressure that was served as an importance and unfortunately overlooked when addressing the civil service reform. Aside from that challenge, Theriault argued that Congressmen have and will continue diminish their power and authority through acts of said reforms when the nation is attentive and united. Stating that unless the nation is attentive, they shall continue to establish rules and policies that facilitate their reelection.
Minifie, J., Bell, J., & Yi Zhang. (2018). Recruiting at Campus Job Fairs: Matching Candidate to Individual Industry Requirements. Journal of Behavioral & Applied Management, 18(1), 33–46. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=134043128&site=ehost-live
Jana Minifie, James Bell, and Zhang Yi from Texas State University conducted their analysis on the benefits of University job fairs in order to match a qualified candidate to the individual industry requirements. They discuss the importance of contact between college students and employment recruiters. Their study surveyed recruiters found at five job fair location that fell under the commercial industry, non-profit, government, and independent school districts. Their conclusion and findings showed that overall the recruiters followed different models of evaluating and selecting candidates for hire. Among these included and was not limited to résumés, grade point averages, references, overall communication skills, personality, ethics, and intelligence to name a few.
Huey, L., Peladeau, H., & Kalyal, H. (2018). “There’s More Than One Right Path to The Destination”: Does Degree Type Make a Difference in Police Recruiting? Journal of Criminal Justice Education, 29(3), 399–413. https://doi.org 10.1080/10511253.2017.
1398829
Authors Laura Huey, Hillary Peladeau, and Hina Kalyal conducted their research with the hypothesis that individuals who hold criminology and criminal justice degrees do not obtain a prioritized spot within the hiring process. During their discussion they covered the universities that market their B.A. in Criminology and Criminal Justice in order to allow their students a carved path into policing. The authors present results from a current ongoing study that has shown that a degree in criminology and criminology has little influence in the recruitment process. While students place high importance on making themselves even more marketable than their peers, their research has shown that criminology and criminal justice degree holders do not obtain a prioritized standing among police recruiters in comparison to other applicants with disciplines in other fields
Wilson, C. P., Wilson, S. A., Luthar, H. K., & Bridges, M. R. (2013). Recruiting for Diversity in Law Enforcement: An Evaluation of Practices Used by State and Local Agencies. Journal of Ethnicity in Criminal Justice, 11(4), 238–255. https://doi.org/ 10.1080/15377938.2012.762755
In this study, authors C. P. Wilson, S. A. Wilson, H. K. Luthar, and M. R. Bridges conducted a study analysis of multiple law enforcement entities in order to determine the approximate amount of racial minorities within law enforcement agencies, as well as understand and identify the strategies in place in order to expand their applicant pool into minority communities into sworn positions. The overall conclusion showed low levels of contact, information to minority communities.
Canales, B. (2018). Closing the Federal Gender Pay Gap through Wage Transparency. Houston Law Review, 55(4), 969–997. Retrieved from http://search.ebscohost.com/ login.aspx?direct=true&db=a9h&AN=129505492&site=ehost-live
The author of this article, Bilma Canales dove into the world of ongoing employee gender discrimination and its correlation with the growing pay gap. In her research she presents the average percentage disparity between median women and men working full time, at a twenty-one percent less than the male cohort. Canales expresses in her research the need of wage transparency as it would aid in the closing of said gap. In conclusion, she has noted that improvements have been made as the federal government has implements a wage transparency in order to counteract gender discrimination.
Bailey, M. (2014). Transgender Workplace Discrimination in the Age of Gender Dysphoria and Enda. Law & Psychology Review, 38, 193–210. Retrieved from http:// search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=97431668&site=ehost- live
Author Matthew Bailey discusses the ongoing vulnerability the transgender community faces in correlation to workplace discrimination. He discusses the recent stigma in regards to their medical issues in the legal, social, and psychological aspect as it proved to fuel the lack of rights. In this article, the author analyzes the psychological and clinical changes in order to change the outcome of discrimination in favor to the transgender community.
Meyer, E. (2016). Reigning in the Litigious Employee: A Proposal for Federal Anti- Discrimination Law Reform. University of Louisville Law Review, 54(3), 505–526. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=a9h &AN=117547989&site= ehost-live
Author Emily Meyer from the University of Louisville explored in her articles the issues of anti-discrimination laws within its history in employment law. Within her research, she discusses the importance of anti-discrimination laws as it allows protection against powerful employers. Stating that courts should enforce a balance amongst employers and employees in order to prohibit the abuse of authority.
Rudolph, C. W., & Zacher, H. (2018). The Kids Are Alright: Taking Stock of Generational Differences at Work. TIP: The Industrial-Organizational Psychologist, 55(3), 52–58. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=a 9h&AN =1275907 23&site=ehost-live
In this article, authors Cort W. Rudolph, and Hannes Zacher, take on the generation differences within the workplace. In their study they conduct arguements in both in favor and against. Discussing that the workplace is a ever-changing environment where certain generation flourish under the changing times. While in the opposition comments, they state that many may see the newer generations as characterizing the same. In their conclusion they touched on different methods of dealing with new generations.
Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35, S139–S157. https://doi.org/10.1002/job.1913
Sean Lyon and Lisa Kuron, conducted their research on the generation differences among their peers in the workplace. Reviewing research describing the generation difference as a variable, by including the over personality and ethic of the concerning generation. In their results they argues for a theoretical agenda rather than viewing it as a demographic variable.
Becton, J. B., Walker, H. J., & Jones, F. A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44(3), 175–189. https://doi.org/10.1111/ jasp.12208
In this study, authors John Becton, Harvell Walker, Allison Jones-Farmer, dive into the world of generation differences and its correlation to workplace behavior. They discuss the overall stigma of newer generations as a challenge to managers. A sample was conducted taking a8,040 applicants in order to test out the predictions. It was here that the different generations were broken up into categories and was proven that workplace behavior was not as powerful as most stereotypes may have implicated.
Lichtenberger, E. (2006). Where Do Ex-Offenders Find Jobs? An Industrial Profile of the Employers of Ex-Offenders in Virginia. Journal of Correctional Education, 57(4), 297– 311. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=24039720&site=ehost-live
In Eric Lichtenberger’s article, we explore the world of previously convicted offenders in their search to find occupations. The article provided an industrial profile with allowed the testing of the authors hypothesis that most former offenders can only find jobs within low-level occupations. In his conlclusion he touches on several points and policy reforms that would allocate resources in order to cultivate a better relationship between former offenders and future employers.
Dolce, J. N., & Bates, F. M. (2019). Hiring and employing individuals with psychiatric
disabilities: Focus groups with human resource professionals. Journal of Vocational Rehabilitation, 50(1), 85–93. https://doi.org/10.3233/JVR-180990
Joni Dolce and Francine Bates, discuss in their article the hiring process and difficulties individuals with psychiatric disabilities may and have encoutered. Within their research they conducted a focus group that allowed for incoming data. In conclusion, their data would allow occupation seekers to assist in their interactions with employers. As well as the concerns employers may have in regards to hiring individuals with psychiatric disabilities.
Pitsch, S. (2017). Quick, Stop Hiring Old People! How the Eleventh Circuit Opened the Door for Discriminatory Hiring Practices under the Adea. Washington Law Review, 92(3), 1605–1639. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=125918198&site=ehost-live
Samantha Pitsch dives into the Age Discrimination in Employment Act in its correlation to the hiring process. In her research she discusses the hiring challenges older individuals face and the Supreme Court ruling. Exploring the case law that allows the hiring process of older individuals or individuals that have long since walked the halls of a university campus. is the main focus of the research.
Taskin, L., & Ndayambaje, J. (2018). Revealing the dominant anthropological consideration of humankind in the teaching of Human Resource Management: A critique of individual performance evaluation. Ephemera: Theory & Politics in Organization, 18(2), 277–301. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=130921615&site=ehost-live
Laurent Taskin and Juvénal Ndayambaje discuss in their article the critics of individual performance evaluation through a anthropological study. Taskin and Ndyambaje took on an interesting approach stating that the act of issuing out performance evaluation could possible demonstrate the objectification and reduction of the human moral. By accepting perspectives of others.
Sanderson, I. (2001). Performance Management, Evaluation and Learning in ‘Modern’ Local Government. Public Administration, 79(2), 297. Retrieved from https:// ezp.tccd.edu/login?url=https://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=4890156&site=ehost-live&scope=site
Author Ian Sanderson conducts his research on the performance management of the local modernized government. The model was done in the United Kingdom were performance management was implement and showed to have a dominant development and context of accountability within employees. In his conclusion he expressed the need to embed the evaluation and learning to achieve the best value employee.
Landy, F. J., Farr, J. L., & Jacobs, R. R. (1982). Utility Concepts in Performance Measurement. Organizational Behavior & Human Performance, 30(1), 15–40. https:// doi.org/10.1016/0030-5073(82)90232-X
Frank Landy, James Farr, Rick Jacobs, conducted their research examination on the utility concepts in correlation to performance measurements. He dives into the psychological aspect of the struggles personnel have faced in regards to personnel decision strategies. One of the obstacles mention in this article in the translation between the performance and dollar amount.
Flavin, P. (2018). Labor Union Strength and the Equality of Political Representation. British Journal of Political Science, 48(4), 1075–1091. https://doi-org.ezproxy. uta.edu/10.1017/S0007123416000302
Author Patrick Flavin, discusses in his research the growing inequality within the United States. He explains the crucial role labor unions carry through the protection of low-income civilian and their consideration within policy decisions. The article investigates the relationship between labor unions and and the nation it serves. In conclusion it was found that labor unions allow for a greater political equality across the demographics.
COHEN, R. M. (2017). The New Fight for Labor Rights. New Republic, 248(10), 6–8. Retrieved from http://search.ebscohost.com.ezproxy.uta.edu/login.aspx?direct =true&db=a9h&AN=125692458&site=ehost-live
In this article, Rachel Cohen, focuses on the history of labor movements within the borders of the United States. Discussing the issues, and achievements that were brought on by this movement, included the rights that were given to the American people. She explores the decline in workers for labor unions in comparison to past years. In conclusion she states the benefit gain of the labor strategy and its significance in United States History.
Avgar, A. C., Lamare, J. R., Lipsky, D. B., & Gupta, A. (2013). Unions and ADR: The Relationship between Labor Unions and Workplace Dispute Resolution in U.S. Corporations. Ohio State Journal on Dispute Resolution, 28(1), 63–106. Retrieved from http://search.ebscohost.com.ezproxy.uta.edu/login.aspx?direct=true&db= a9h&AN=85323332&site=ehost-live
The authors, Ariel Avgar, J. Lamare, David Lipsky, Abhishek Gupta, discuss in their article the relationship in the workplace in times of dispute resolution and its the correlation with the United States labor union. In this article they examined the differentiated factors between union and non-union in order to find an alternative resolution. The overall focus and exploration of this article was to identify the reasoning behind traditional versus managerial authority in order to find resolutions for workplace dispute alongside labor unions.
References
Aberbach, J. D. (2003). The U.S. Federal Executive in an Era of Change. Governance, 16(3), 373–399. https://doi.org/10.1111/1468-0491.00221
Bailey, M. (2014). Transgender Workplace Discrimination in the Age of Gender Dysphoria and Enda. Law & Psychology Review, 38, 193–210. Retrieved from http:// search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=97431668&site=ehost-live
Becton, J. B., Walker, H. J., & Jones, F. A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44(3), 175–189. https://doi.org/10.1111/ jasp.12208
Canales, B. (2018). Closing the Federal Gender Pay Gap through Wage Transparency. Houston Law Review, 55(4), 969–997. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=129505492&site=ehost-live
Dolce, J. N., & Bates, F. M. (2019). Hiring and employing individuals with psychiatric disabilities: Focus groups with human resource professionals. Journal of Vocational Rehabilitation, 50(1), 85–93. https://doi.org/10.3233/JVR-180990
Haraway, I. W. M., & Haraway, D. L. (2004). American Civil Service Reform: Using France as a Model to Develop Administrative Statesmen in the Senior Executive Service. International Social Science Review, 79(3/4), 108–123. Retrieved from https://search.ebscohost.com. ezproxy.uta.edu/login.aspx?direct=true&db=a9h&AN=15558964&site=ehost-live
Huey, L., Peladeau, H., & Kalyal, H. (2018). “There’s More Than One Right Path to The Destination”: Does Degree Type Make a Difference in Police Recruiting? Journal of Criminal Justice Education, 29(3), 399–413. https://doi.org/ 10.1080/10511253.2017.1398829
Landy, F. J., Farr, J. L., & Jacobs, R. R. (1982). Utility Concepts in Performance Measurement. Organizational Behavior & Human Performance, 30(1), 15–40. https://doi.org/ 10.1016/0030-5073(82)90232-X
Lichtenberger, E. (2006). Where Do Ex-Offenders Find Jobs? An Industrial Profile of the Employers of Ex-Offenders in Virginia. Journal of Correctional Education, 57(4), 297– 311. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=24039720&site=ehost-live
Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35, S139– S157. https://doi.org/10.1002/job.1913
Meyer, E. (2016). Reigning in the Litigious Employee: A Proposal for Federal Anti- Discrimination Law Reform. University of Louisville Law Review, 54(3), 505–526. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=117547989&site=ehost-live
Minifie, J., Bell, J., & Yi Zhang. (2018). Recruiting at Campus Job Fairs: Matching Candidate to Individual Industry Requirements. Journal of Behavioral & Applied Management, 18(1), 33–46. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=134043128&site=ehost-live
Pitsch, S. (2017). Quick, Stop Hiring Old People! How the Eleventh Circuit Opened the Door for Discriminatory Hiring Practices under the Adea. Washington Law Review, 92(3), 1605– 1639. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=125918198&site=ehost-live
Rudolph, C. W., & Zacher, H. (2018). The Kids Are Alright: Taking Stock of Generational Differences at Work. TIP: The Industrial-Organizational Psychologist, 55(3), 52–58. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=127590723&site=ehost-live
Sanderson, I. (2001). Performance Management, Evaluation and Learning in ‘Modern’ Local Government. Public Administration, 79(2), 297. Retrieved from https://ezp.tccd.edu/login? url=https://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=4890156&site=ehost-live&scope=site
Taskin, L., & Ndayambaje, J. (2018). Revealing the dominant anthropological consideration of humankind in the teaching of Human Resource Management: A critique of individual performance evaluation. Ephemera: Theory & Politics in Organization, 18(2), 277–301. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=130921615&site=ehost-live
Theriault, S. M. (2003). Patronage, the Pendleton Act, and the Power of the People. Journal of Politics, 65(1), 50–68. https://doi.org/10.1111/1468-2508.t01-1-00003
Wilson, C. P., Wilson, S. A., Luthar, H. K., & Bridges, M. R. (2013). Recruiting for Diversity in Law Enforcement: An Evaluation of Practices Used by State and Local Agencies. Journal of Ethnicity in Criminal Justice, 11(4), 238–255. https://doi.org/ 10.1080/15377938.2012.762755