The International Journal of Human Resource Management最新文献_第10页

The theoretical value of understanding HRM’s financial value 理解人力资源管理财务价值的理论价值

The International Journal of Human Resource Management Pub Date : 2023-07-19 DOI: 10.1080/09585192.2023.2225282

M. Sturman, Xueqing Fan, H. Shim

引用次数: 0

Conceptual and macro-level considerations for understanding the talent advantage: a commentary on Joo, Aguinis, Lee, Kremer, and Villamor’s (2021) ‘HRM’s financial value from obtaining more star performers’ 理解人才优势的概念和宏观层面的考虑:对Joo、Aguinis、Lee、Kremer和Villamor(2021)的“人力资源管理从获得更多明星员工中获得的财务价值”的评论

The International Journal of Human Resource Management Pub Date : 2023-07-19 DOI: 10.1080/09585192.2023.2225277

M. Biron

引用次数: 0

The cost of guilt: unpacking the emotional mechanism between work-to-family conflict and unethical pro-family behavior 内疚的代价:解开工作与家庭冲突与不道德亲家庭行为之间的情感机制

The International Journal of Human Resource Management Pub Date : 2023-07-07 DOI: 10.1080/09585192.2023.2227769

Lu Chen, N. Chen, Y. Qu, Muhammad Ali Hussain, Yanfang Qin

引用次数: 0

Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness 有趣的工作设计、投入与表现:无聊与尽责的调节作用

The International Journal of Human Resource Management Pub Date : 2023-07-06 DOI: 10.1080/09585192.2023.2227920

M. Dishon-Berkovits, A. Bakker, P. Peters

引用次数: 2

Contested fields of equality, diversity and inclusion at work: an institutional work lens on power relations and actors’ strategies in Germany and Turkey 工作中的平等、多样性和包容性的争议领域:德国和土耳其权力关系和行动者战略的制度性工作视角

The International Journal of Human Resource Management Pub Date : 2023-07-04 DOI: 10.1080/09585192.2022.2086014

Angela Kornau, L. Knappert, Ahu Tatlı, Barbara Sieben

{"title":"Contested fields of equality, diversity and inclusion at work: an institutional work lens on power relations and actors’ strategies in Germany and Turkey","authors":"Angela Kornau, L. Knappert, Ahu Tatlı, Barbara Sieben","doi":"10.1080/09585192.2022.2086014","DOIUrl":"https://doi.org/10.1080/09585192.2022.2086014","url":null,"abstract":"Abstract In this paper, we explore how institutional actors push or resist equality, diversity and inclusion in light of power relations in their respective country contexts. We conducted interviews with a range of institutional actors, including governmental organizations, employer representatives, unions, professional associations, and civil society organizations working on EDI issues in Germany and Turkey, two countries with very different socioeconomic and political settings. Our findings suggest that EDI fields are structured by country-specific power relations: they appear as competitively dispersed in Germany and politically polarized in Turkey, depending on the social position of the actors and the type of field fragmentation. These field characteristics, in turn, nurture different patterns of actors’ strategies such as framing and mobilizing aimed at maintaining or disrupting the institutionalized status quo of EDI. We propose that a critical, power-sensitive institutional work approach to EDI is a useful lens through which to examine extra-organizational country contexts in international HRM research and, in particular, context-sensitive studies of EDI. As a practical implication, EDI and HR managers will be sensitized to the relevance of building coalitions with external stakeholders if they are to advance EDI within their organizations.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87792131","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: 4

Supporting refugee employees’ psychological needs at work: the role of HRM practices 支持难民员工在工作中的心理需求:人力资源管理实践的作用

The International Journal of Human Resource Management Pub Date : 2023-07-02 DOI: 10.1080/09585192.2023.2226797

Sharon X. Li, Franki Y. H. Kung

引用次数: 0

Human resource management in times of crisis: what have we learnt from the recent pandemic? 危机时期的人力资源管理:我们从最近的大流行中学到了什么?

The International Journal of Human Resource Management Pub Date : 2023-06-28 DOI: 10.1080/09585192.2023.2229100

Alexander Newman, Justine Ferrer, Maike Andresen, Yucheng Zhang

引用次数: 3

Post-COVID remote working and its impact on people, productivity, and the planet: an exploratory scoping review 后covid - 19远程工作及其对人、生产力和地球的影响:探索性范围审查

The International Journal of Human Resource Management Pub Date : 2023-06-09 DOI: 10.1080/09585192.2023.2221385

Ruth McPhail, X. Chan, R. May, A. Wilkinson

{"title":"Post-COVID remote working and its impact on people, productivity, and the planet: an exploratory scoping review","authors":"Ruth McPhail, X. Chan, R. May, A. Wilkinson","doi":"10.1080/09585192.2023.2221385","DOIUrl":"https://doi.org/10.1080/09585192.2023.2221385","url":null,"abstract":"Abstract Since the COVID-19 pandemic outbreak, there has been a wealth of studies and reports published on the impacts of remote working (or work-from-home) due to pandemic lockdown measures. The primary aim of this article is to synthesise this work and conduct an exploratory scoping review of both scholarly and grey literature on the impacts of the pandemic on people, productivity, and the planet, with a focus on remote working (or work-from-home) and the post-pandemic workplace. Further, in light of the wide range of terms such as work-from-home, remote working, hybrid working, teleworking, telecommuting, and work-from-anywhere, a secondary but necessary aim of this scoping review is to clarify these terms before reviewing the extant literature on the multi-level impacts of the COVID-19 pandemic. A review of this literature revealed that most of the scholarly research and industry reports published since the pandemic outbreak are data-driven and some anecdotal rather than theory-driven. The common themes and findings backed by evidence include the gendered division of labour, organisational trust and managerial trust in employees, changes in workforce management, virtual communication and collaboration, reduced carbon emissions, and increased plastic consumption. The scoping review concludes by discussing the post-pandemic workplace and a brief research agenda.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79857166","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: 0

HRM work and open innovation: evidence from a case study 人力资源管理工作与开放式创新:来自案例研究的证据

The International Journal of Human Resource Management Pub Date : 2023-05-31 DOI: 10.1080/09585192.2022.2054285

Björn Remneland Wikhamn, A. Styhre, Wajda Wikhamn

{"title":"HRM work and open innovation: evidence from a case study","authors":"Björn Remneland Wikhamn, A. Styhre, Wajda Wikhamn","doi":"10.1080/09585192.2022.2054285","DOIUrl":"https://doi.org/10.1080/09585192.2022.2054285","url":null,"abstract":"Abstract This paper proposes a framework for firm use of HRM when engaging in open innovation. Whereas open innovation has gained wide recognition in the innovation management field, as firms open their boundaries to knowledge inflow and outflow to advance innovation, very few empirical papers link the HRM literature to this phenomenon. We base our analysis on an exploratory qualitative study of the pharmaceutical corporation AstraZeneca and its implementation of an open innovation initiative called BioVentureHub. We identify three main areas of HRM work: inbound, outbound, and coupled HRM work. Furthermore, we illustrate how these HRM activities relate to the development of the open innovation initiative and to current HRM and open innovation literature. The framework identifies HRM activities that target not only internal employees, but also external human resources engaged in the open innovation initiative. This HRM work is mainly conducted through informal means, separate from the host corporation’s business as usual. Our empirical study contributes to the limited and mainly conceptual research connecting open innovation with HRM, increasing our knowledge of how corporations use HRM work to manage open innovation initiatives in practice.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87561122","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

A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry 心理契约视角下的新冠肺炎疫情下航空业雇佣关系管理

The International Journal of Human Resource Management Pub Date : 2023-05-26 DOI: 10.1080/09585192.2023.2215387

Rebecca Melissa Löffert, Marjo‐Riitta Diehl

{"title":"A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry","authors":"Rebecca Melissa Löffert, Marjo‐Riitta Diehl","doi":"10.1080/09585192.2023.2215387","DOIUrl":"https://doi.org/10.1080/09585192.2023.2215387","url":null,"abstract":"Abstract Although the literature on psychological contracts is rich, researchers have so far paid limited attention to psychological contracts in times of crisis. To investigate how employees assess their psychological contracts during a crisis, we conducted 32 semistructured interviews during the third wave of the COVID-19 pandemic in Europe. The interviewees worked in the airline industry, which the pandemic severely affected. Our qualitative approach allowed us to gain novel insights into the mechanisms by which contracts are managed when the typical parameters of contract assessment are not possible, thereby allowing us to expand psychological contract theory. In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts –psychological contract credit and psychological contract inactivation – that explain how employees managed their contracts during the crisis. The practical findings of this study are of relevance to HR managers in managing future crises and addressing the aftermath of the COVID-19 pandemic.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90803866","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