German Journal of Human Resource Management: Zeitschrift für Personalforschung最新文献_第9页

Social capital drives SME growth: A study of family firms in Poland 社会资本推动中小企业成长:波兰家族企业研究

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-06-05 DOI: 10.1177/2397002219847668

A. Marjański, Ł. Sułkowski, Justyna Marjańska-Potakowska, Kasia J. Staniszewska

引用次数: 15

Advancing knowledge on human resource management in family firms: An introduction and integrative framework 推进家族企业人力资源管理知识:一个介绍与整合框架

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-05-10 DOI: 10.1177/2397002219847883

Christina Hoon, Andreas Hack, F. Kellermanns

{"title":"Advancing knowledge on human resource management in family firms: An introduction and integrative framework","authors":"Christina Hoon, Andreas Hack, F. Kellermanns","doi":"10.1177/2397002219847883","DOIUrl":"https://doi.org/10.1177/2397002219847883","url":null,"abstract":"Over the last decades, human resource management has received increasing attention in family business scholarship. However, works on human resource management in the context of family firms remain relatively low as compared to the more general body of studies on human resource management. This article introduces our special issue of the German Journal of Human Resource Management, which discusses facets of how family firms configure human resource management and set human resource practices. We first give a brief overview on the conceptual and empirical research that relates to and informs human resource management within family firms, resulting in a human resource system framework. We then discuss ideas for future human resource management research, namely, the influence of the owning family on human resource orientation, non-family employees as human resource recipients and the role of human resource professionals in delivering human resource management. Furthermore, we call for making psychological foundations part of the human resource management scholarship agenda. There is still work to be done before human resource management can find its ‘place in the sun’ in the family business community. Hence, this special issue contributes to developing family business human resource management scholarship further by offering the human resource system framework, by suggesting directions for future research and by advancing our conceptual and empirical understanding of human resource management in the context of family firms.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"2016 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134412322","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 23

Organizational antecedents of firms’ adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence 企业采用战略人力资源实践的组织前因:CEO观念与家庭影响的调和

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-04-15 DOI: 10.1177/2397002219841864

C. Tsao, Yi-Hsien Wang, Shyh-Jer Chen, Miao-Ju Wang

{"title":"Organizational antecedents of firms’ adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence","authors":"C. Tsao, Yi-Hsien Wang, Shyh-Jer Chen, Miao-Ju Wang","doi":"10.1177/2397002219841864","DOIUrl":"https://doi.org/10.1177/2397002219841864","url":null,"abstract":"There is lively debate in the literature about the effects of family influence on employment practices. Particularly, little empirical research explores the role of family influence in driving a firm’s adoption of specific strategic human resource practices such as high-performance work systems. Drawing from the tenets of the resource-based and stewardship theories, this study examines the relationship between chief executive officers’ perceived human resource capability and firm adoption of high-performance work systems in family business, and the joint moderating effect of family management and ownership on the above linkage. Our analysis uses chief executive officer–human resource manager matched samples of 145 Taiwanese publicly listed firms, the results show that chief executive officers perceived human resource capability is significantly and positively associated with the adoption of high-performance work systems. Moreover, this relationship is found to be the strongest when the family assumes leadership in management (i.e. the firm has a family chief executive officer) and family ownership is high.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121370563","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Managing non-family talent: Evidence from German-speaking regions 管理非家族人才:来自德语地区的证据

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-04-15 DOI: 10.1177/2397002219842063

Katharina Harsch, M. Festing

引用次数: 11

Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate 职场偏袒、心理契约违反与离职倾向:真实领导与工作不安全氛围的调节作用

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-04-12 DOI: 10.1177/2397002219839896

H. Arasli, H. Arici, Nagihan Cakmakoglu Arici

{"title":"Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate","authors":"H. Arasli, H. Arici, Nagihan Cakmakoglu Arici","doi":"10.1177/2397002219839896","DOIUrl":"https://doi.org/10.1177/2397002219839896","url":null,"abstract":"The multilevel investigation examines the impacts of favouritism on non-beneficiaries’ turnover intention by focusing on the mediating role of psychological contract violation and the moderating roles of job insecurity climate and authentic leadership in family firms. Congruent with the theories of relative deprivation, belongingness, and social identity, this paper is among the first to propose and empirically examine how and when favouritism leads to higher or lower turnover intention in family firms. Having utilized time-lagged data from 576 non-beneficiaries who came from 101 work groups in 48 family firms in Turkey, our findings support the following: the significance of favouritism by demonstrating that non-beneficiaries’ turnover intentions are higher in family firms when they perceive favouritism to be high; favouritism in family firms positively influences psychological contract violation; psychological contract violation acts as a mediator of the association between favouritism and non-beneficiaries’ turnover intention; and both job insecurity climate and AL act as moderators of the relationship between favouritism and turnover intention. The theoretical and practical contributions of these findings are discussed.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132009189","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 31

Recruitment practices under scrutiny: A latent-profile analysis of family firms’ approaches to recruit non-family employees 审视下的招聘实践:对家族企业招聘非家族员工方式的潜在剖析

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-03-21 DOI: 10.1177/2397002219831502

Rouven Kollitz, S. Ruhle, Stefan Süß

{"title":"Recruitment practices under scrutiny: A latent-profile analysis of family firms’ approaches to recruit non-family employees","authors":"Rouven Kollitz, S. Ruhle, Stefan Süß","doi":"10.1177/2397002219831502","DOIUrl":"https://doi.org/10.1177/2397002219831502","url":null,"abstract":"Recruitment of qualified non-family employees is a challenge for many family firms. Job seekers from outside may be wary of the family firm employment practice and the family themselves may have an informal approach to finding employees which often relies on word of mouth and produces a limited pool of talent. In this study we investigate adopted recruitment practices and the factors behind recruiting non-family workforce as we seek common elements, explanations and outcomes. Applying latent-profile analysis to the recruiting practices of 259 family firms we explore sets of adopted recruitment practices, their respective predictors, including socioemotional wealth, and potential outcomes. These analyses reveal five latent classes: (1) reduced recruitment; (2) online high cost recruitment; (3) full scope recruitment; (4) offline informal recruitment; and (5) formal high cost recruitment. In sum, our findings suggest that substantial differences in family firms’ approaches to recruitment exist, providing further evidence for the heterogeneity of family firms. Finally, findings are discussed with regard to limitations and implications for future research.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127423737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

How followers’ emotional stability and cultural value orientations moderate the impact of health-promoting leadership and abusive supervision on health-related resources 追随者的情绪稳定性和文化价值取向如何调节健康促进型领导和滥用型监督对健康相关资源的影响

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-02-02 DOI: 10.1177/2397002218823300

Anita Bregenzer, J. Felfe, Sabine Bergner, P. Jiménez

{"title":"How followers’ emotional stability and cultural value orientations moderate the impact of health-promoting leadership and abusive supervision on health-related resources","authors":"Anita Bregenzer, J. Felfe, Sabine Bergner, P. Jiménez","doi":"10.1177/2397002218823300","DOIUrl":"https://doi.org/10.1177/2397002218823300","url":null,"abstract":"Health-related resources at work are crucial for followers to stay healthy and to cope with job demands. This study investigates the impact of health-promoting leadership as well as abusive supervision on followers’ social and task resources as antecedents of their health. Moreover, it examines whether the impact of leadership on followers’ health-related resources depends on the followers’ emotional stability and cultural value orientations (i.e. power distance and collectivism). A total of 503 employees from Austria, Germany and Slovenia took part in this online study and provided information on their leaders’ health-promoting behaviour and abusive supervision as well as on their own emotional stability, perceived power distance and collectivism. The results of a hierarchical regression analysis strongly support the importance of simultaneously assessing health-promoting leadership and abusive supervision when predicting task and social resources. Abusive supervision added incremental variance above health-promoting leadership when followers’ task resources were predicted. Moreover, the results suggest that followers benefit from or suffer differently under perceived leadership: high power distance enhances the positive effect of health-promoting leadership on followers’ social resources, while collectivism strengthens the negative impact of abusive supervision on followers’ social resources. Finally, emotionally stable followers who are working with highly abusive leaders experience a stronger threat to their resources compared to emotionally stable followers who are working with less abusive leaders. These results contribute to a deeper understanding of how leaders impact those resources known to influence followers’ health. They further show that follower personality and cultural value orientations determine the impact of leadership behaviour on health-related resources.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"509 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116790103","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 22

Linking justice perceptions, workplace relationship quality and job performance: The differential roles of vertical and horizontal workplace relationships 链接公正感知、工作场所关系质量和工作绩效:垂直和水平工作场所关系的不同作用

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-01-25 DOI: 10.1177/2397002218824320

Gisela Gerlach

{"title":"Linking justice perceptions, workplace relationship quality and job performance: The differential roles of vertical and horizontal workplace relationships","authors":"Gisela Gerlach","doi":"10.1177/2397002218824320","DOIUrl":"https://doi.org/10.1177/2397002218824320","url":null,"abstract":"Due to decentralization, flat organizational structures and prevalence of team work, employees interact more frequently and intensively within horizontal relationships with coworkers than within vertical relationships with supervisors. The present study contributes to a more complete understanding of antecedents and outcomes of local, interpersonal workplace relationships by simultaneously investigating employee–supervisor and employee–coworker relationships. Drawing on organizational justice theory and social exchange theory as well as data collected from 571 employees at two points in time, this study explores how justice perceptions affect social exchange relationships with supervisors and coworkers, and identifies mechanisms through which these, in turn, enhance employee job performance. Results suggest that informational and interpersonal justice differentially affect the quality of employee–supervisor and employee–coworker relationships, underlining the relevance of considering both supervisors and coworkers as sources of justice. Moreover, the findings indicate that employee–supervisor and employee–coworker relationships contribute to job performance, but through distinct paths. Job satisfaction mediates the link between both social exchange relationships and job performance, while quality of employee–coworker relationships further enhances job performance through employees’ motivation to engage in learning and knowledge sharing.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"830 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122816121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 12

Editorial: February 2019 社论:2019年2月

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2019-01-11 DOI: 10.1177/2397002218821254

R. Ortlieb, M. Festing

引用次数: 0

Handling tensions in human resource management: Insights from paradox theory 处理人力资源管理中的紧张关系:来自悖论理论的启示

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2018-11-26 DOI: 10.1177/2397002218810312

A. Keegan, J. Brandl, Ina Aust

引用次数: 31