The International Journal of Human Resource Management最新文献_第8页

Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study 自愿与非自愿远程办公与员工创新行为:一项每日日记研究

The International Journal of Human Resource Management Pub Date : 2023-08-22 DOI: 10.1080/09585192.2022.2078992

W. Huo, Jingya Gong, Lu Xing, K. Tam, Hejing Kuai

{"title":"Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study","authors":"W. Huo, Jingya Gong, Lu Xing, K. Tam, Hejing Kuai","doi":"10.1080/09585192.2022.2078992","DOIUrl":"https://doi.org/10.1080/09585192.2022.2078992","url":null,"abstract":"Abstract During the COVID-19 crisis, telecommuting has gradually attracted the public’s attention. Past studies on the subject have produced inconsistent findings, suggesting that telecommuting can lead to simultaneous benefits and drawbacks. To discuss the deeper reasons for this finding, we divided telecommuting into two types—voluntary and involuntary telecommuting. Based on the job demands-resources model, we explored the impact of voluntary-involuntary telecommuting on employee innovative behaviour through co-worker emotional support, and we examined the cross-level moderating effect of organisational identification. Using the daily diary method, we collected 455 valid observations from 65 employees for eight consecutive days. The results show that compared with involuntary telecommuting, voluntary telecommuting leads to more co-worker emotional support, in a mediating role, and employee innovative behaviour. Furthermore, a high level of organisational identification enlarges the difference in co-worker emotional support for employees voluntarily or involuntarily telecommuting. Our results uncover those differences and fill the research gap on telecommuter motivation.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":"33 1","pages":"2876 - 2900"},"PeriodicalIF":0.0,"publicationDate":"2023-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84449737","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

Can HR managers as ethical leaders cure the menace of precarious work? Important roles of sustainable HRM and HR manager political skill 作为道德领袖的人力资源经理能否解决不稳定工作带来的威胁?可持续人力资源管理和人力资源经理政治技能的重要作用

The International Journal of Human Resource Management Pub Date : 2023-08-15 DOI: 10.1080/09585192.2023.2241821

Majid Khan, Muhammad Usman, Imran Shafique, Chidiebere Ogbonnaya, Hamid Roodbari

引用次数: 1

Professional resonance: role conflict, identity work, and well-being in Danish retail banking 职业共鸣:丹麦零售银行的角色冲突、身份工作与幸福感

The International Journal of Human Resource Management Pub Date : 2023-08-10 DOI: 10.1080/09585192.2023.2243805

Erik Mygind du Plessis, S. Just

引用次数: 0

Managing legitimacy in a cross-border post-merger integration context: the role of language strategies 跨国并购后整合背景下的合法性管理:语言策略的作用

The International Journal of Human Resource Management Pub Date : 2023-08-08 DOI: 10.1080/09585192.2023.2237878

A. Malik, P. Sinha, P. Budhwar, V. Pereira

{"title":"Managing legitimacy in a cross-border post-merger integration context: the role of language strategies","authors":"A. Malik, P. Sinha, P. Budhwar, V. Pereira","doi":"10.1080/09585192.2023.2237878","DOIUrl":"https://doi.org/10.1080/09585192.2023.2237878","url":null,"abstract":"Abstract This paper develops a conceptual framework of language strategies in the cross-border post-merger and acquisition (M&A) context as firms seek legitimacy for integration from their internal stakeholders. We contribute by developing a framework for advancing the debate that cross-border bidder firms employ rationalistic and nationalistic rationales to legitimise their M&A choices, including the role of language, which is an embodiment of culture to help create synergies in a post-merger integration (PMI) context. Based on our review of social identity, legitimacy, and strategic integration literature, our conceptual model outlines language strategies to achieve the twin goals of PMI and legitimising their choices. We offer a critical review of the approaches used in cross-border PMI and integrate the role of language in gaining legitimacy for the internal stakeholders, such as its impact on employees and managers. From an international human resource management perspective, we highlight the importance of language strategies for each of the four integration scenarios for the bidder and target firm employees and managers, primarily when neither the target nor the bidder firm uses English as their native language. Finally, we develop propositions to advance future research in this area. The role of international language training and other approaches is also highlighted.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":"9 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89503459","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

Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover 在人工智能机器学习模型中嵌入透明度:预测和解释员工流失的管理含义

The International Journal of Human Resource Management Pub Date : 2023-08-06 DOI: 10.1080/09585192.2022.2066981

Soumyadeb Chowdhury, Sian Joel-Edgar, P. Dey, S. Bhattacharya, Alexander Kharlamov

{"title":"Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover","authors":"Soumyadeb Chowdhury, Sian Joel-Edgar, P. Dey, S. Bhattacharya, Alexander Kharlamov","doi":"10.1080/09585192.2022.2066981","DOIUrl":"https://doi.org/10.1080/09585192.2022.2066981","url":null,"abstract":"Abstract Employee turnover (ET) is a major issue faced by firms in all business sectors. Artificial intelligence (AI) machine learning (ML) prediction models can help to classify the likelihood of employees voluntarily departing from employment using historical employee datasets. However, output responses generated by these AI-based ML models lack transparency and interpretability, making it difficult for HR managers to understand the rationale behind the AI predictions. If managers do not understand how and why responses are generated by AI models based on the input datasets, it is unlikely to augment data-driven decision-making and bring value to the organisations. The main purpose of this article is to demonstrate the capability of Local Interpretable Model-Agnostic Explanations (LIME) technique to intuitively explain the ET predictions generated by AI-based ML models for a given employee dataset to HR managers. From a theoretical perspective, we contribute to the International Human Resource Management literature by presenting a conceptual review of AI algorithmic transparency and then discussing its significance to sustain competitive advantage by using the principles of resource-based view theory. We also offer a transparent AI implementation framework using LIME which will provide a useful guide for HR managers to increase the explainability of the AI-based ML models, and therefore mitigate trust issues in data-driven decision-making.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":"40 1","pages":"2732 - 2764"},"PeriodicalIF":0.0,"publicationDate":"2023-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82298901","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: 6

Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria 尼日利亚部落烙印个体的审美劳动成果与经验

The International Journal of Human Resource Management Pub Date : 2023-08-06 DOI: 10.1080/09585192.2023.2243209

T. Adisa, Dennis Nickson, Chidiebere Ogbonnaya, C. Mordi

{"title":"Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria","authors":"T. Adisa, Dennis Nickson, Chidiebere Ogbonnaya, C. Mordi","doi":"10.1080/09585192.2023.2243209","DOIUrl":"https://doi.org/10.1080/09585192.2023.2243209","url":null,"abstract":"Research on body art as a component of aesthetic labour has predominantly focused on individuals with tattoos in the global north, but little is known about tribal marks as a key element of aesthetic labour that leads to discriminatory or prejudicial attitudes in the workplace. Tribal marks are facial inscriptions that symbolize clan, family, and ethnic affiliation, and serve to distinguish one sociocultural group from another. In this article, we examine the lived experiences of people with tribal marks in Nigeria by developing a theoretical framework based on literatures on aesthetic labour, social stigmatisation, and discrimination. Drawing on the accounts of 42 individuals with tribal marks, we demonstrate how aestheticized work environments, biased assumptions, and negative perceptions about individuals with tribal marks can lead to discriminatory or prejudicial behaviours at work. We further discuss the psychosocial consequences and explain why tribal marks are now perceived to be outdated and damaging to those individuals who have them. We offer a novel perspective on the existing knowledge about aesthetic labour and broaden our understanding of another form of ‘lookism’ in a non-Western context.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":"26 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89127734","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

Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals 缓解医疗人才流失:发展性人力资源管理的作用和关注减少年轻专业人员主动外派的机会

The International Journal of Human Resource Management Pub Date : 2023-08-01 DOI: 10.1080/09585192.2023.2241815

Bernadeta Goštautaitė, W. Mayrhofer, Ilona Buciuniene, D. Jankauskienė

引用次数: 2

The role of abusive supervision and openness to experience in the task conflict and social undermining relationship 虐待性监督与经验开放性在任务冲突与社会破坏关系中的作用

The International Journal of Human Resource Management Pub Date : 2023-07-31 DOI: 10.1080/09585192.2023.2243207

Gabi Eissa, Scott W. Lester

引用次数: 0

The HR professional at the centre of extreme work: working intensely? 处于极端工作中心的人力资源专业人士:高强度工作?

The International Journal of Human Resource Management Pub Date : 2023-07-31 DOI: 10.1080/09585192.2023.2241813

Justine Ferrer, Kerrie Saville, A. Pyman

引用次数: 0

Building (and breaking) a vicious cycle formed by extreme working conditions, work intensification, and perceived well-being: a study of dirty workers in Brazilian favelas 建立(并打破)由极端工作条件、工作强度和感知幸福感形成的恶性循环:对巴西贫民窟肮脏工人的研究

The International Journal of Human Resource Management Pub Date : 2023-07-25 DOI: 10.1080/09585192.2023.2237864

Bruno Felix, Thais Fernandes, Juliana Mansur

引用次数: 2