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International Journal of Human Resource Management最新文献

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Predicting employee commitment and satisfaction: the relative effects of socialization and demographics 预测员工承诺和满意度:社会化和人口统计学的相对影响
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340125
R. Taormina
{"title":"Predicting employee commitment and satisfaction: the relative effects of socialization and demographics","authors":"R. Taormina","doi":"10.1080/095851999340125","DOIUrl":"https://doi.org/10.1080/095851999340125","url":null,"abstract":"This study compared the relative influences of organizational socialization and demographic variables on job satisfaction and organizational commitment. Organizational variables were assessed by asking 193 Chinese employees in Hong Kong to evaluate socialization within their companies, namely: (1) training received; (2) understanding of the organization; (3) co-worker support; and (4) future prospects within their companies. Dependent variables were standard measures of (affective, continuance and normative) commitment and of satisfaction (with co-workers, pay, promotion, supervisors and the work). Results revealed higher correlations between the socialization measures and job satisfaction and commitment than between the demographic measures and the dependent variables. Although a few demographic measures had some predictive power, the regression analyses confirmed that the socialization variables were consistently stronger predictors of both satisfaction and commitment. Strategic implications for human r...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75981264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 79
Frontier-free Europe: a study of female migrants in the banking sector 无边界的欧洲:银行业女性移民研究
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340332
Monika Zulauf
{"title":"Frontier-free Europe: a study of female migrants in the banking sector","authors":"Monika Zulauf","doi":"10.1080/095851999340332","DOIUrl":"https://doi.org/10.1080/095851999340332","url":null,"abstract":"Legislation on 'freedom of movement' guarantees the recognition of qualifications between countries of the European Union (EU), and is meant to provide migrants with access to employment in all member states. This paper reports on a study undertaken of EU migrant women in the banking sector in Britain, Germany and Spain. The discusses the experiences of migrants with regard to access to employment and positions abroad comparable to those held prior to migration. Migrants in this case experienced obstacles in the access to such employment. Although their experiences influenced by labour-market needs, findings suggest that the determining factors for barriers encountered were differences in the education and training cultures of countries pre- and post-migration, and the values and attitudes attached to these in of expectations by employers and migrants themselves.","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76290053","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 9
Would you trust your foreign manager? An empirical investigation 你会相信你的外国经理吗?实证调查
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340431
M. Banai, W. Reisel
{"title":"Would you trust your foreign manager? An empirical investigation","authors":"M. Banai, W. Reisel","doi":"10.1080/095851999340431","DOIUrl":"https://doi.org/10.1080/095851999340431","url":null,"abstract":"This study examines how similarity of nationality influences the interpersonal trust relationship between managers and their superiors in MNCs. Two groups were studied. The first group was composed of managers who shared the same nationality with their superior in a nationally homogeneous setting; the second group was composed of a nationally heterogeneous group of managers in that managers either did or did not share the same nationality as their superior. Similarity in nationality offered a mixed explanation for the trust between managers and their superiors. In nationally homogeneous settings, host-country nationals (HCNs) reported high levels of trust for their same-nationality superiors. In nationally heterogeneous MNC settings, however, trust between managers and their superiors was not different for managers and their same or different nationality superior. Implications for MNC staffing policy are discussed.","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73109496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 32
Motivational phases associated with the foreign placement of managerial candidates: an application of the Rubicon model of action phases 与管理候选人外派相关的动机阶段:行动阶段卢比孔河模型的应用
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340215
E. Spieß, A. Wittmann
{"title":"Motivational phases associated with the foreign placement of managerial candidates: an application of the Rubicon model of action phases","authors":"E. Spieß, A. Wittmann","doi":"10.1080/095851999340215","DOIUrl":"https://doi.org/10.1080/095851999340215","url":null,"abstract":"This study describes an initial attempt to apply Heckhausen's Rubicon model of action phases to the decision-making process involved in a professional stay abroad. The datas stem from the longitudinal study Selection and Socialization of Managerial Candidates, which provides for the standardized questioning of examinees at the university faculties of economics, the natural sciences and engineering in Munich, Berlin and the Ruhr area. A sample of 453 managerial candidates, employed in German companies, was analysed in this study. The following conclusions for organizations can be drawn from the results of our study: the candidates' values and previous experiences abroad can furnish decisive criteria. Information offered in the job interview can further encourage already motivated persons. The lesser emphasis put on the value 'leadership' and the great importance ascribed to the value 'technological progress' could indicate training needs. Intercultural as well as special management trainings within the org...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82676320","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 19
Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective 当场跑?比较与国际视野下的人力资源管理二十年研究综述
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340477
Timothy B. Clark, H. Gospel, J. D. Montgomery
{"title":"Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective","authors":"Timothy B. Clark, H. Gospel, J. D. Montgomery","doi":"10.1080/095851999340477","DOIUrl":"https://doi.org/10.1080/095851999340477","url":null,"abstract":"Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a sma...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76461879","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 110
Managing human resources across cultures: a comparative analysis of practices in industrial enterprises in China and The Netherlands 跨文化人力资源管理:中国与荷兰工业企业实践的比较分析
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340396
Verburg Robert M, Pieter J.D. Drenth, P. Koopman, Jaap J. van Muijen, Zhong-Ming Wang, D. Drenth
{"title":"Managing human resources across cultures: a comparative analysis of practices in industrial enterprises in China and The Netherlands","authors":"Verburg Robert M, Pieter J.D. Drenth, P. Koopman, Jaap J. van Muijen, Zhong-Ming Wang, D. Drenth","doi":"10.1080/095851999340396","DOIUrl":"https://doi.org/10.1080/095851999340396","url":null,"abstract":"Abstract Although researchers and practitioners have come up with many good ideas for improving the employment relationship, there is no evidence for universally applicable practices. Prior theoretical work and research in the area of (international) human resource management indicate that cultural and contextual constraints are responsible for the problematic nature of transference of practices. This study illustrates and explains the contextual as well as cultural boundaries through a direct comparison of practices as used in a matched sample of industrial companies in China (n=97) and The Netherlands (n=47). It is argued that differences in organizational structure, cultural values and labour regulations account for the variation between countries. The results show considerable differences between China and The Netherlands in the HRM practices of industrial enterprises. Also, the organizational culture of the companies studied varies between the two countries and the differences found are clearly in li...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74873203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 69
National culture and labour-market flexibility 国家文化和劳动力市场的灵活性
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340288
B. Black
{"title":"National culture and labour-market flexibility","authors":"B. Black","doi":"10.1080/095851999340288","DOIUrl":"https://doi.org/10.1080/095851999340288","url":null,"abstract":"This paper develops a cultural explanation for labour-market flexibility, building on the work of Lipset. Using Hofstede's conceptual framework for categorizing national cultures, certain hypotheses are derived concerning the association of various labour-market institutions and rigidities connected with employment, pay bargaining the treatment of the unemployed, and Hofstede's dimensions of national culture. These hypotheses are tested on data for OECD countries, using ordinary least squares regression. The results demonstrate a strong statistical association between Hofstede's cultural indices and the various labour-market rigidities. In particular, there is a strong inverse relationship between Hofstede's MAS variable and all our labour flexibility variables. Cultural values reflecting feminine gender structuring appear to be strongly associated with labour-market inflexibility. There is also a strong statistical association between scores on the UAI dimension, and employment rigidities and pay-bargain...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77928915","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 25
Managing change in South Africa: developing people and organizations 管理南非的变化:发展人员和组织
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340576
T. Jackson
{"title":"Managing change in South Africa: developing people and organizations","authors":"T. Jackson","doi":"10.1080/095851999340576","DOIUrl":"https://doi.org/10.1080/095851999340576","url":null,"abstract":"The interaction of Western and non-Western management practices is a growing issue in transitional and emerging economies through the world, not least within the multicultural context of South Africa. This is characterized in this article as an antithesis between instrumental and humanistic views of people in organizations, which is fundamental to the way change is being managed. In order to better understand how the management of people and change may be related to this antithesis, the results of an exploratory study, involving focus-group methods with thirty managers, and of a survey of some 200 employees in participating organizations are presented. Indicative results suggest that, despite best efforts from organizations which may represent best management and development practice, issues concerning the value attached to people in these organizations are still not being properly addressed. It may be only through understanding and reconciling this antithesis that change concerning the development of peo...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85240881","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 60
A retrospective analysis of Australian women's representation in management in large and small banks 澳大利亚妇女在大银行和小银行管理中的代表性的回顾性分析
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340512
I. Metz, Phyllis Tharenou
{"title":"A retrospective analysis of Australian women's representation in management in large and small banks","authors":"I. Metz, Phyllis Tharenou","doi":"10.1080/095851999340512","DOIUrl":"https://doi.org/10.1080/095851999340512","url":null,"abstract":"This study analyses affirmative action data to assess whether progress has been made in women's representation in management in Australian banks since the passing of the Affirmative Action (Equal Opportunity for Women) Act (AA/EO) in 1986. The findings show that, since 1988/9, women have continuously increased, albeit weakly, their representation at supervisory, middle-management and senior-management levels in large banks. However, women are still concentrated at supervisory level and constitute less than 6 per cent of senior management. In the small banks, women's representation in management, which at 36.20 per cent in 1995/6 is still more than twice that in the large banks, has continuously decreased since 1992/3. It was also found that restructuring and downsizing did not reduce the number of traditional layers of management in large banks. Consequently, the study of women's representation in management is still relevant. Downsizing in Australia, however, is expected to continue and de-layering of ma...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90177240","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 15
Personality traits discriminating between employees in public- and in private-sector organizations 在公共和私营机构中区分雇员的人格特征
IF 5.6 2区 管理学
International Journal of Human Resource Management Pub Date : 1999-01-01 DOI: 10.1080/095851999340198
D. Bourantas, N. Papalexandris
{"title":"Personality traits discriminating between employees in public- and in private-sector organizations","authors":"D. Bourantas, N. Papalexandris","doi":"10.1080/095851999340198","DOIUrl":"https://doi.org/10.1080/095851999340198","url":null,"abstract":"Based on data collected from public and private organizations in Greece, this paper examines the differences in individual traits between public and private-sector employees, differences which eventually influence employees' attitudes and behaviours towards their organizations and their consequent performance, specifically in organizational commitment and neglect behaviour. The findings indicate that there are some differences between the two groups of employees. In only three out of ten personality characteristics examined here (security needs, pay needs and Protestant work ethic), are there no distinctions between the groups. These findings imply that, besides the environmental and structural characteristics of the two sectors which may be the source of attitudinal differences, it might also be that persons attracted to the public sector have different personality characteristics from those attracted to the private sector. Regardless of the source of differences, results point to the need for changing r...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":5.6,"publicationDate":"1999-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85531410","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 46
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