Subjective well-being among blue-collar immigrant employees: A systematic literature review

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100914

Melika Shirmohammadi , Mina Beigi , Julia Richardson

引用次数: 6

Abstract

We present a systematic review of 67 empirical studies that examine the factors determining subjective well-being among blue-collar immigrant employees. Drawing on conservation of resources theory, we propose an integrated conceptual framework that organizes antecedents of blue-collar immigrants' subjective well-being based on resource loss and gain dynamics. Our findings indicate that resource loss was most likely when immigrants experienced precarious employment, physically and emotionally demanding jobs, injustice at work, poor living conditions, and migration-related stressors. Conversely, resource gain was most likely when they were supported by supervisors and colleagues at work, felt emotionally supported by friends, family, and community members, and adopted personal coping strategies to manage their stressors. We conclude by signaling opportunities for future research and recommendations for practitioners seeking to augment blue-collar immigrant employees' subjective well-being.

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蓝领移民雇员的主观幸福感:系统的文献回顾

本文对67项实证研究进行了系统回顾，这些研究考察了蓝领移民雇员主观幸福感的决定因素。基于资源守恒理论，本文提出了一个基于资源损益动态的蓝领移民主观幸福感前因的综合概念框架。我们的研究结果表明，当移民经历不稳定的就业、体力和情感要求高的工作、工作不公正、恶劣的生活条件以及与移民相关的压力源时，资源损失最有可能发生。相反，当他们在工作中得到主管和同事的支持，得到朋友、家人和社区成员的情感支持，并采取个人应对策略来管理压力源时，他们最有可能获得资源。最后，我们指出了未来研究的机会，并为寻求增加蓝领移民员工主观幸福感的从业者提供了建议。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.