Human Resource Management Journal最新文献

Menstrual Wellbeing of Professional Workers: A Work Demands-Resources Perspective 专业工作者的月经健康：工作需求-资源视角

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-11-18 DOI: 10.1111/1748-8583.70022

Muhammad Shujahat, Rashedur Chowdury, Muhammad Saleem Ullah Khan Sumbal

{"title":"Menstrual Wellbeing of Professional Workers: A Work Demands-Resources Perspective","authors":"Muhammad Shujahat, Rashedur Chowdury, Muhammad Saleem Ullah Khan Sumbal","doi":"10.1111/1748-8583.70022","DOIUrl":"https://doi.org/10.1111/1748-8583.70022","url":null,"abstract":"<p>Menstrual symptoms compromise the menstrual wellbeing of more than a quarter of the global workforce. However, to the best of our knowledge, the human resource management (HRM) literature, as well as the HR policy and practice, is almost silent on employee menstrual wellbeing. Drawing on the work demands-resources literature, we argue that employee work characteristics–work demands and work resources–influence how menstrual symptoms affect menstrual wellbeing. Our qualitative research on professional workers reveals that face-to-face work demands intensify somatic-affective menstrual symptoms, harming menstrual wellbeing. Meanwhile, providing work resources, such as unique forms of work control, supports menstrual wellbeing against the adverse effects of work demands and menstrual symptoms. Our work is among the first to establish an HRM research agenda on employee menstrual wellbeing. It contributes to an understanding of employee workplace menstruation as a work-personal demand within the work demands-resources literature. Accordingly, we emphasise the critical role of organisations in reducing specific work demands for menstruating employees and providing them with adequate specific work resources to support menstrual wellbeing. We propose an inclusive HR policy and practice that adjusts employee work demands and resources during menstruation periods to support menstrual wellbeing.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"252-270"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70022","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696393","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How Do Perceived Employee Assistance Programmes Influence Proactive Behaviour and Job Performance? A Moderated Sequential Mediation Model 感知员工援助计划如何影响主动行为和工作绩效？一个有调节的顺序中介模型

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-10-13 DOI: 10.1111/1748-8583.70015

Qijie Xiao, Fang Lee Cooke, Rentao Miao, Huijuan Chen, Zhengrui Li

{"title":"How Do Perceived Employee Assistance Programmes Influence Proactive Behaviour and Job Performance? A Moderated Sequential Mediation Model","authors":"Qijie Xiao, Fang Lee Cooke, Rentao Miao, Huijuan Chen, Zhengrui Li","doi":"10.1111/1748-8583.70015","DOIUrl":"https://doi.org/10.1111/1748-8583.70015","url":null,"abstract":"<div>\u0000 \u0000 <p>To help employees survive and thrive in volatile environments, organisations need to provide better support to maintain employee wellbeing and improve their performance through employee assistance programmes (EAPs). However, there remains a limited conceptual understanding of how perceived EAPs have a positive effect on employees and what the boundary conditions are. To fill this gap, we establish a moderated sequential mediation model suggesting that perceived EAPs could foster work-related flow, which will, in turn, fulfil employees' basic needs and subsequent proactive behaviour and job performance. We contribute to the existing literature by identifying a novel and complex psychological pathway and highlighting the enjoyable and intrinsically motivating foundations of EAPs. Furthermore, we examine whether peer support and supervisor support act as boundary conditions to theorize the multi-stakeholder essence of EAP processes. We treat EAPs as an integral component of strategic HRM and elucidate the strategic roles of EAPs in improving employee wellbeing and performance.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"222-230"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696413","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: 0

Examining the Mutual Gains Model of Well-Being-Oriented HRM: Evidence From the Healthcare Sector 检视以福祉为导向的人力资源管理的互惠模式：来自医疗保健部门的证据

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-11-21 DOI: 10.1111/1748-8583.70023

Jongwook Pak, Gholamhossein (Amir) Mehralian

{"title":"Examining the Mutual Gains Model of Well-Being-Oriented HRM: Evidence From the Healthcare Sector","authors":"Jongwook Pak, Gholamhossein (Amir) Mehralian","doi":"10.1111/1748-8583.70023","DOIUrl":"https://doi.org/10.1111/1748-8583.70023","url":null,"abstract":"<p>Well-being-oriented human resource management (WBHRM) posits the benefits for both employees and the employer. Yet, our review has revealed that sophisticated theorisation and subsequent empirical testing of such a mutual gains thesis are scarce. Against this backdrop, we attempt to do so in a highly demanding healthcare context. Drawing on the job demands-resources model and social exchange theory, we establish a dual pathway wherein WBHRM reduces nurse burnout via role breadth self-efficacy and enhances proactive behaviour through felt responsibility for change—ultimately improving unit-level patient care quality. Using multi-source, time-lagged data from 1564 nurses and 1120 patients across 128 hospital units, our multilevel analyses substantiated that the developing and caring functions of WBHRM were found to shape psychological and behavioural outcomes, which in aggregate translated into better patient care. Our findings offer compelling evidence for the viability of WBHRM, even in resource-constrained environments, and underscore its strategic value in ensuring sustainable healthcare performance. Overall, the study contributes to the emerging field of research in strategic HRM by articulating the micro process underpinning the WBHRM-performance relationship and provides practical guidance for hospital leaders seeking to enhance people management systems for mutual benefits.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"271-285"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70023","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696301","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

HR-Led Co-Design for Neuroinclusion: A Critical Pragmatist and Sociotechnical Systems Approach to Transforming Neuronormative Organisations 以人力资源为主导的神经包容的共同设计：一个关键的实用主义者和社会技术系统方法来改造神经规范性组织

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-10-01 DOI: 10.1111/1748-8583.70018

Mustafa F. Özbilgin, Cihat Erbil, Milena Tekeste, Nur Gundogdu

{"title":"HR-Led Co-Design for Neuroinclusion: A Critical Pragmatist and Sociotechnical Systems Approach to Transforming Neuronormative Organisations","authors":"Mustafa F. Özbilgin, Cihat Erbil, Milena Tekeste, Nur Gundogdu","doi":"10.1111/1748-8583.70018","DOIUrl":"https://doi.org/10.1111/1748-8583.70018","url":null,"abstract":"<p>Despite growing interest in neurodiversity in the workplace, most organisational responses remain fragmented, compliance-driven, and disconnected from the lived realities of neurodivergent individuals. This paper addresses the limitations of current approaches by proposing a process model of HR-led co-design for neuroinclusion, grounded in a dual-theoretical framework that combines critical pragmatism and sociotechnical systems (STS) theory. Drawing on an abductive synthesis of literature and practice-based insights, we develop a process model that identifies four interrelated organisational challenges: ignorance and lack of buy-in, legal ambiguity, disclosure dilemmas, and resistance to systemic change. The model offers a set of HR-led co-design interventions and outcomes that centre neurodivergent perspectives in redesigning policies, practices, and organisational systems. Critical pragmatism provides the ethical and epistemological foundation for participatory inquiry and institutional transformation, while STS supports the structural integration of inclusive practices. This paper contributes to HRM theory by repositioning HR as a catalyst for collaborative, recursive, and justice-oriented organisational change. Implications for future research and practice include the need for participatory, cross-contextual, and intersectional studies of neuroinclusion, as well as attention to the design and evaluation of HR systems that enable meaningful co-production.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"192-204"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70018","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696307","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

An Empirical Study of the Dynamics of Collective Employee Turnover and Its Implications for Dismissal Policy—Evidence From a Distribution Center 集体员工离职动态及其对解雇政策影响的实证研究——以某配送中心为例

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2026-01-25 DOI: 10.1111/1748-8583.70030

Zhijian Cui, Chenliang Li, Mo Chen

{"title":"An Empirical Study of the Dynamics of Collective Employee Turnover and Its Implications for Dismissal Policy—Evidence From a Distribution Center","authors":"Zhijian Cui, Chenliang Li, Mo Chen","doi":"10.1111/1748-8583.70030","DOIUrl":"https://doi.org/10.1111/1748-8583.70030","url":null,"abstract":"<div>\u0000 \u0000 <p>Although collective turnover has garnered growing scholarly attention within strategic human resource management (SHRM), prior research has predominantly focused on its organizational consequences while overlooking its compositional nuances (i.e., the distinction between voluntary and involuntary turnover) and dynamic interdependencies, an oversight with far-reaching implications for workforce strategy. Drawing on a decade of monthly employee turnover data from a large distribution center in Hong Kong, we find a positive relationship in voluntary turnover rates across consecutive months, providing novel empirical evidence for turnover contagion in labor-intensive logistics settings. Additionally, high involuntary turnover exerts a lagged negative effect on subsequent voluntary turnover, while elevated voluntary turnover predicts higher involuntary turnover in later months, uncovering bidirectional dynamics previously underexplored in SHRM literature. Building on these findings, we develop a stylized SHRM-focused behavioral model that illustrates how turnover dynamics shape contextually tailored optimal dismissal policies and firm profitability, offering actionable theoretical contributions and managerial implications for workforce stability.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"345-365"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696365","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: 0

Employer-Sponsored Voice Practices in South Korea: When do Employees Believe it Is Worth Speaking up? 韩国雇主支持的发声实践：员工什么时候认为值得说出来？

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-10-03 DOI: 10.1111/1748-8583.70017

Bora Kwon, Elaine Farndale, Jong Gyu Park

{"title":"Employer-Sponsored Voice Practices in South Korea: When do Employees Believe it Is Worth Speaking up?","authors":"Bora Kwon, Elaine Farndale, Jong Gyu Park","doi":"10.1111/1748-8583.70017","DOIUrl":"https://doi.org/10.1111/1748-8583.70017","url":null,"abstract":"<div>\u0000 \u0000 <p>In South Korea, traditional indirect voice mechanisms are being replaced by formal direct voice mechanisms controlled by employers: employer-sponsored voice practices (ESVPs). This creates an opportunity to encourage employees to speak up about issues related to their work; however, the mere presence of ESVPs tells us little about how employees experience these management practices. Building from signaling theory, we develop a multilevel employee voice process model to investigate how an organization's ESVPs are associated with employees' perceived ESVPs and, in turn, employee perceptions of voice efficacy and voice safety. We suggest that this process is further moderated by the organizational climate for employee participation. A cross-level investigation of employee voice perceptions involving 476 employees across 22 organizations in South Korea was conducted. The results show that organizational ESVPs are indirectly positively related to employee perceptions of voice efficacy via perceived ESVPs, while the same pattern was not found for employee perceptions of voice safety. The results further demonstrate a moderation effect of participative climate on the relationship between perceived ESVPs and employee perceptions of both voice efficacy and safety. The findings have important implications for both employee voice theory and practice.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"205-221"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696403","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: 0

Measuring Teamwork Competencies Cross-Culturally Through Computerized Adaptive Testing: Implications for Human Resource Management 通过计算机自适应测试测量跨文化团队合作能力：对人力资源管理的启示

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-12-23 DOI: 10.1111/1748-8583.70027

David Aguado, Ramón Rico, María Dolores Nieto, Xiao-Yun Xie, Eduardo Salas

{"title":"Measuring Teamwork Competencies Cross-Culturally Through Computerized Adaptive Testing: Implications for Human Resource Management","authors":"David Aguado, Ramón Rico, María Dolores Nieto, Xiao-Yun Xie, Eduardo Salas","doi":"10.1111/1748-8583.70027","DOIUrl":"https://doi.org/10.1111/1748-8583.70027","url":null,"abstract":"<p>This article examines the psychometric properties of a Computerized Adaptive Test for Measuring Teamwork Competencies (CAT-TWC). Using item response theory and a multicultural team framework, we examine the dimensionality, precision, and measurement invariance of the measures obtained with the CAT-TWC in a first study with participants from China (<i>N</i> = 526), Spain (<i>N</i> = 318), and the USA (<i>N</i> = 374). In a second study including participants in multicultural teams (<i>N</i> = 73), we analyze the convergent, predictive, and incremental validity of the measures obtained through the CAT-TWC. The study reveals that CAT-TWC is consisten with the structure proposed by Stevens and Campion (1994) and that the metrics collected through CAT-TWC demonstrate measurement invariance and precision across the adaptive administration process. There is evidence showing the CAT-TWC's convergent validity with individual teamwork behaviors. It also posesses predictive validity at both the individual level (in relation to individual task performance and individual adaptability) and the team level (team adaptability), as well as incremental validity in comparison to individual performance and team performance outputs such as overall team performance and team adaptability. We discuss the implications of implementing CAT-TWC in both professional and research contexts.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"317-330"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70027","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696272","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Teamwork Bricolage and HRM in a Time of Crisis: Workplace Strategies of Frontline Healthcare Professionals 危机时期的团队协作和人力资源管理：一线医疗保健专业人员的工作场所策略

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2026-01-27 DOI: 10.1111/1748-8583.70031

Jenny K. Rodriguez, Stephen Procter

{"title":"Teamwork Bricolage and HRM in a Time of Crisis: Workplace Strategies of Frontline Healthcare Professionals","authors":"Jenny K. Rodriguez, Stephen Procter","doi":"10.1111/1748-8583.70031","DOIUrl":"https://doi.org/10.1111/1748-8583.70031","url":null,"abstract":"<p>This paper investigates how healthcare professionals navigate relational dynamics within a frontline healthcare team in a time of crisis and with limited HRM support. Drawing on scholarship about work teams, HRM and bricolage, the paper analyzes research data from interviews with kinesiologists at an Accidents & Emergency (A&E) hospital in Chile to advance understanding of teamwork dynamics in times of crisis. The paper theorizes teamwork bricolage as a worker framework that enables action and agency in relation to the management and coordination of work in the absence of formalized HRM systems, enriching the HRM literature by adding further insight into a new way of teamwork that re-thinks integration, adaptability and multifunctionality to build trust and a sense of belonging. It also shows how workers claim spaces of performance outside of what is regulated by HRM systems to gain professional status and legitimacy. Finally, the paper also brings evidence of the working practices of healthcare professionals in a developing country, adding to discussions that remain largely under-studied and under-theorized in HRM scholarship. The paper outlines directions for a research agenda to advance knowledge about work teams and HRM.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"366-382"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70031","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696346","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Normalisation of Violence Against Workers in Aged Care Facilities: The Views of Managers, Nurses and Personal Care Assistants 老年护理机构对工人的暴力行为正常化：管理者、护士和个人护理助理的观点

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-12-09 DOI: 10.1111/1748-8583.70026

Timothy Bartram, Jillian Cavanagh, Patricia Pariona-Cabrera, Hannah Meacham

{"title":"The Normalisation of Violence Against Workers in Aged Care Facilities: The Views of Managers, Nurses and Personal Care Assistants","authors":"Timothy Bartram, Jillian Cavanagh, Patricia Pariona-Cabrera, Hannah Meacham","doi":"10.1111/1748-8583.70026","DOIUrl":"https://doi.org/10.1111/1748-8583.70026","url":null,"abstract":"<div>\u0000 \u0000 <p>For nurses and personal care assistants (PCAs), working in aged care facilities, incidents of violence are considered common place and even accepted as part of the job. Importantly, non-physical violence often demonstrated in use of the power through managers' domination over employees, known as symbolic violence, may explain the lack of systematic and efficacious management of workplace violence. We take a qualitative approach to examine violence in aged care facilities in Australia by conducting semi-structured interviews with 60 participants. We employ Bourdieu's theory of practice (1977) and examine the social structure, the use of capital, and rules of the workplace to understand the use of symbolic violence toward nurses and PCAs, and subsequent impact on workplace violence. The study reports that HR departments are fundamentally ineffectual, and managers prioritise fiscal outcomes and fail to support nurses and PCAs, all contributing to symbolic violence. In effect, nurses and particularly PCAs have no choice but to allow managers to perpetuate symbolic violence because of the existential power imbalance. From the perspectives of workers, there is lack of systemic HRM and management responses to prevent and manage the effects of workplace violence. Our theoretical contribution to the HRM literature extends beyond the context of our study to more completely understand the tensions within Bourdieu's theory and the interconnections between the hierarchy, managers, HR departments and workers. By understanding such complexities, we shed new light on the process of how symbolic violence is used to dominate workers.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"305-316"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696355","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: 0

The Interplay of Power and Legal Consciousness: HR Managers' Insights on Multi-Level Barriers to Reporting Workplace Sexual Harassment 权力与法律意识的相互作用：人力资源管理者对职场性骚扰多层次举报障碍的洞察

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2026-04-06 Epub Date: 2025-12-06 DOI: 10.1111/1748-8583.70025

Fida Afiouni, Yasmeen Makarem, Chloé Mechleb, Hussein Darwish

{"title":"The Interplay of Power and Legal Consciousness: HR Managers' Insights on Multi-Level Barriers to Reporting Workplace Sexual Harassment","authors":"Fida Afiouni, Yasmeen Makarem, Chloé Mechleb, Hussein Darwish","doi":"10.1111/1748-8583.70025","DOIUrl":"https://doi.org/10.1111/1748-8583.70025","url":null,"abstract":"<div>\u0000 \u0000 <p>Sexual harassment (SH) is a widespread phenomenon around the world. Consistent empirical studies as well as cross-national mobilizations continue to highlight its pervasiveness and its negative impact on the victims and the workplace. While the prevalence of sexual harassment in the workplace is well documented, the related reporting remains extremely low. The current study aims to shed light on the multi-level power dynamics preventing the reporting of sexual harassment in the workplace. To do so, we adopt a critical lens coupled with the legal consciousness framework, which encompasses three key processes -naming, blaming, and claiming-that are pivotal in understanding sexual harassment reporting. Adopting a qualitative methodology, semi-structured interviews were conducted with HR managers in Lebanon. The findings show that power dynamics, at multiple levels (individual, organizational, and societal) prevent victims from reporting and reveal how relationality can foster silence by prioritizing group harmony over individual justice. Our main contributions lie in unpacking the multi-level power dynamics preventing reporting, and further fleshing it out in relation to naming, blaming and claiming. From a practical perspective, our findings highlight the need for context-specific, intersectional interventions that challenge internalized norms and for the engagement of external stakeholders to foster inclusive, ground-level responses to sexual harassment.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 2","pages":"286-304"},"PeriodicalIF":6.2,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147696371","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: 0