Human Resource Management Journal最新文献

Neuronormativity as ignorant design in human resource management: The case of an unsupportive national context 神经规范性是人力资源管理中的无知设计：不支持的国家环境案例

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-09-13 DOI: 10.1111/1748-8583.12573

Cihat Erbil, Mustafa F. Özbilgin, Nur Gündoğdu

{"title":"Neuronormativity as ignorant design in human resource management: The case of an unsupportive national context","authors":"Cihat Erbil, Mustafa F. Özbilgin, Nur Gündoğdu","doi":"10.1111/1748-8583.12573","DOIUrl":"https://doi.org/10.1111/1748-8583.12573","url":null,"abstract":"Neurodiversity refers to differences in how people's brains work. Reportedly, human resource functions lag behind scientific developments in offering inclusive design for neurodivergent individuals. Drawing on the sociology of ignorance, we examine mechanisms and forms of ignorant design based on a qualitative study with 20 HR professionals in a country with an unsupportive context for neurodivergence. We expand the literature on an ignorant design by identifying three mechanisms and seven forms of ignorance that shape neuronormative HR policies and practices, revealing that HR practices often marginalise neurodivergent individuals by not recognising their contributions, enforcing neurotypical standards, and maintaining a superficial approach to inclusion. Our findings underscore the need for substantial changes in HR policies and practices, such as involving neurodivergent individuals in policy design, providing comprehensive neurodiversity training for HR professionals, and adopting evidence‐based and inclusive HR strategies. Further, a supportive national context is invaluable for neuroinclusion.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"41 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142267653","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

Reflections on achieving anti‐racism in organisations: The role of human resource management scholars and practitioners 关于在组织中实现反种族主义的思考：人力资源管理学者和从业人员的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-09-12 DOI: 10.1111/1748-8583.12572

Emmanuel Ogbonna

{"title":"Reflections on achieving anti‐racism in organisations: The role of human resource management scholars and practitioners","authors":"Emmanuel Ogbonna","doi":"10.1111/1748-8583.12572","DOIUrl":"https://doi.org/10.1111/1748-8583.12572","url":null,"abstract":"In this article, I reflect on the role of human resource management (HRM [I acknowledge that HRM scholarship encompasses a wide range of researchers employing varying analytical and methodological lenses and that publish in an eclectic mix of journals within and outside the human resource management domain. However, although I draw from other journals and academies for illustrative purposes, this article focuses on the two journals that are most widely respected in the field (Human Resource Management Journal and Human Resource Management)] in the treatment of race and racism in organisations. I argue that the combined negative impacts of the brutal murder of George Floyd before a social media watching world and the strong evidence of negative racially disproportionate impacts of the coronavirus pandemic contributed to a collective moral outrage and provided an unprecedented catalyst and opportunity to tackle institutional racism. I provide a review of research interests to argue that HRM scholars and the business practitioners they commonly inform have not grasped this opportunity fully, in that the treatment of race remains inadequate and informed by an erroneous view of race as neutral and irrelevant in influencing organisational outcomes. I contend that this presents a danger that racism will continue to thrive. I argue that grasping this opportunity fully requires a rethinking of the approaches commonly adopted by HRM scholars and practitioners to acknowledge and embrace fully the significance of race (and anti‐racism) in influencing organisational outcomes. I call for a reconsideration of key constructs, especially those that are implicated in racism (such as organisational culture and culture change) so that anti‐racism is at the centre of HRM conceptualisations and organisational processes.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"40 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142222675","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

Gender composition at work and women's career satisfaction: An international study of 35 societies 工作中的性别构成与妇女的职业满意度：对 35 个社会的国际研究

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-09-01 DOI: 10.1111/1748-8583.12570

Jane L. Y. Terpstra‐Tong, Len J. Treviño, Alara Cansu Yaman, Fabian Jintae Froese, David A. Ralston, Nikos Bozionelos, Olivier Furrer, Brian Tjemkes, Fidel León‐Darder, Yongjuan Li, Pingping Fu, Mario Molteni, Ian Palmer, Zuzana Tučková, Erna Szabo, Gabrielle Poeschl, Martin Hemmert, María Teresa de la Garza Carranza, Satoko Suzuki, Narasimhan Srinivasan, Jaime Ruiz Gutiérrez, Antonin Ricard, Zoltan Buzady, Luis Sigala Paparella, Vik Naidoo, Maria Kangasniemi‐Haapala, Tevfik Dalgic, Vojko Potocan, Yongqing Fang, Calvin Burns, Marian Crowley‐Henry, Virginia Lasio Morello, Andre Pekerti, Shabnam Seyed Mehdi, Abdullah A. Aldousari, Maya Baltazar Herrera

{"title":"Gender composition at work and women's career satisfaction: An international study of 35 societies","authors":"Jane L. Y. Terpstra‐Tong, Len J. Treviño, Alara Cansu Yaman, Fabian Jintae Froese, David A. Ralston, Nikos Bozionelos, Olivier Furrer, Brian Tjemkes, Fidel León‐Darder, Yongjuan Li, Pingping Fu, Mario Molteni, Ian Palmer, Zuzana Tučková, Erna Szabo, Gabrielle Poeschl, Martin Hemmert, María Teresa de la Garza Carranza, Satoko Suzuki, Narasimhan Srinivasan, Jaime Ruiz Gutiérrez, Antonin Ricard, Zoltan Buzady, Luis Sigala Paparella, Vik Naidoo, Maria Kangasniemi‐Haapala, Tevfik Dalgic, Vojko Potocan, Yongqing Fang, Calvin Burns, Marian Crowley‐Henry, Virginia Lasio Morello, Andre Pekerti, Shabnam Seyed Mehdi, Abdullah A. Aldousari, Maya Baltazar Herrera","doi":"10.1111/1748-8583.12570","DOIUrl":"https://doi.org/10.1111/1748-8583.12570","url":null,"abstract":"Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female‐female supervisor‐subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working with a female supervisor and a female majority at the same level will be negatively related to women's career satisfaction, while a female majority at the next higher level will be positively related to women's career satisfaction. Moreover, we propose that formal societal (gender‐equality) institutions and informal cultural (gender‐egalitarian) values, each has a moderating effect on the impact of gender compositions on women's career satisfaction. Our results from a multilevel analysis of 2291 women across 35 societies support the three hypothesised main effects. Whereas institutions that support gender equality weaken the positive effect of working with a female majority at the next higher level, they amplify the negative effect of a female majority at the same hierarchical level. Our findings highlight the complex and paradoxical nature of gender composition effects on women's career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"22 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142222676","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

Antecedents and outcomes of enabling HR practices: The paradox of consistency and flexibility 有利的人力资源实践的前因后果：一致性与灵活性的悖论

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-08-24 DOI: 10.1111/1748-8583.12571

Jongwook Pak, Hossein Heidarian Ghaleh, Zhenzhong Ma, Muhammad Naseer Akhtar

{"title":"Antecedents and outcomes of enabling HR practices: The paradox of consistency and flexibility","authors":"Jongwook Pak, Hossein Heidarian Ghaleh, Zhenzhong Ma, Muhammad Naseer Akhtar","doi":"10.1111/1748-8583.12571","DOIUrl":"https://doi.org/10.1111/1748-8583.12571","url":null,"abstract":"Reconciling competing demands for consistent HR implementation and providing individualized supervisor support to employees has always been a challenge in strategic human resource management. Given that there is burgeoning evidence that frontline managers (FLMs) are at the center of HR implementation, we examine how the organization helps FLMs reconcile demands for consistent HR implementation and deliver individualized support to those under their supervision. With the data from 181 FLMs and 311 employees reported to these FLMs, we find that FLMs' perceived enabling HR practices mediate the relationship between high‐performance work systems and FLMs' willingness to be flexible (WTBF). Furthermore, WTBF mediates the relationship between FLMs' perceived enabling HR practices and consistent HR implementation and between FLMs' perceived enabling HR practices and employees' individualized support. Our study offers new insights by highlighting that an effective HR system is not merely improving FLMs' HR competency and knowledge but capturing FLMs' WTBF in carrying on a broad range of HR tasks. Furthermore, our study provides an expanded and novel understanding that FLMs will likely face two opposite HR tasks that coexist and should be dealt with simultaneously as a pair. We then discuss the theoretical and practical implications of our findings and suggest future research directions.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"27 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142222678","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

Articulating scholarship in human resource management: Guidance for researchers 阐明人力资源管理方面的学术研究：研究人员指南

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-08-22 DOI: 10.1111/1748-8583.12567

Pawan Budhwar, Geoffrey Wood, Soumyadeb Chowdhury, Herman Aguinis, Dermot Breslin, David G. Collings, Fang Lee Cooke, Fariba Darabi, Lillian T. Eby, Ursula M. Martin, Michael J. Morley, Shad Morris, Shuang Ren, Mark N. K. Saunders, Roy Suddaby

{"title":"Articulating scholarship in human resource management: Guidance for researchers","authors":"Pawan Budhwar, Geoffrey Wood, Soumyadeb Chowdhury, Herman Aguinis, Dermot Breslin, David G. Collings, Fang Lee Cooke, Fariba Darabi, Lillian T. Eby, Ursula M. Martin, Michael J. Morley, Shad Morris, Shuang Ren, Mark N. K. Saunders, Roy Suddaby","doi":"10.1111/1748-8583.12567","DOIUrl":"https://doi.org/10.1111/1748-8583.12567","url":null,"abstract":"<p>HRMJ is a business and management journal: we seek to publish excellent work that deals not simply with people and organisations, but with the management of people and the issues and tensions around the latter. As such, the journal is broadly multidisciplinary, the key focus being on advancing theory through empirical evidence, through consolidations and extensions of conceptual knowledge, through revisiting and extending existing theory, literature reviews, as well as the development of salient research methods. This extended editorial brings together a range of perspectives from and beyond the editorial team to advance understanding around developing work for publication. As such, it is intended not only to guide authors interested in publishing in HRMJ, but all with an interest in advancing their scholarly work.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"830-863"},"PeriodicalIF":5.4,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12567","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142041493","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

Which organisational context factors help women to obtain and retain leadership positions in the 21st century? A systematic review and research agenda for human resource management 哪些组织环境因素有助于妇女在 21 世纪获得并留住领导职位？人力资源管理的系统回顾和研究议程

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-08-12 DOI: 10.1111/1748-8583.12568

Lioba A. Gierke, Sofia Schlamp, Fabiola H. Gerpott

{"title":"Which organisational context factors help women to obtain and retain leadership positions in the 21st century? A systematic review and research agenda for human resource management","authors":"Lioba A. Gierke, Sofia Schlamp, Fabiola H. Gerpott","doi":"10.1111/1748-8583.12568","DOIUrl":"https://doi.org/10.1111/1748-8583.12568","url":null,"abstract":"Obtaining and retaining women in leadership positions is an ongoing challenge for scholars and practitioners in Human Resource Management (HRM). Research on the role of organisational context factors in supporting women who either are already in leadership roles or aspire to obtain them is fragmented and spread across multiple disciplines. In this systematic literature review, we identified 87 articles related to organisational context factors and female leadership. We mapped these articles onto the stages of the employee lifecycle: (1) Recruitment and Selection, (2) Learning and Development, (3) Performance Appraisal, and (4) Reward and Retention. Additionally, we introduced the category (5) Organisational Setting to encompass overarching context factors such as industry. For each article, we assessed the underlying assumptions concerning the gender‐neutrality or gender‐sensitivity in the practical implications. Our analysis revealed that some stages of the employee lifecycle received more attention than others and that the derived practical implications often go far beyond what can be concluded based on the study findings. We discuss theoretical implications and outline future research opportunities, such as the potential for HRM scholars to integrate an intersectionality lens into research along the employee lifecycle. We end with practical implications for HRM practitioners who wish to implement evidence‐based insights from our review.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"7 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142222679","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

Strengthening links between HRM theories, HR practices and outcomes: A proposal to advance research on HRM and outcomes 加强人力资源管理理论、人力资源实践和成果之间的联系：推进人力资源管理和成果研究的建议

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-08-08 DOI: 10.1111/1748-8583.12569

David E. Guest

引用次数: 0

Isolating the effect of rater experience as a time‐variant predictor of performance ratings 将评分者经验的影响作为绩效评分的时变预测因素加以分离

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-05-31 DOI: 10.1111/1748-8583.12563

Diogo Borba, Jeffrey R. Spence

{"title":"Isolating the effect of rater experience as a time‐variant predictor of performance ratings","authors":"Diogo Borba, Jeffrey R. Spence","doi":"10.1111/1748-8583.12563","DOIUrl":"https://doi.org/10.1111/1748-8583.12563","url":null,"abstract":"A defining but sometimes overlooked characteristic of performance appraisals is that they are cyclical. The cyclical nature of performance appraisals makes it important to consider time‐variant definitions and operationalizations of constructs such as rater experience. In the current study, we work to clarify the association between rater experience and performance ratings by operationalizing rater experience as the number of appraisal cycles raters participated in. We did so while controlling for other similar but distinct operationalizations of experience such as span of control (number of ratees per rater) and familiarity with ratees. Furthermore, we employed a multilevel longitudinal design and analysis that allowed us to model rater experience as a time‐variant predictor of performance ratings and isolate its effects from both between‐rater and organizational context effects. The data were real appraisal data from a large South American company that contained 9233 ratees, across five appraisal cycles from 893 raters in 29 different business units, resulting in 24,608 observations. Our results revealed that rater experience had a small but statistically significant positive association with performance ratings. We also found that familiarity and span of control, were positively and negatively associated with performance ratings, respectively. Implications for practice and research are discussed.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"69 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141189170","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

German and Dutch works councils: A trust theory of legal employee voice 德国和荷兰的劳资协议会：雇员合法发言权的信任理论

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-05-29 DOI: 10.1111/1748-8583.12561

Annette van den Berg, Yolanda Grift, Arjen van Witteloostuijn, Saraï Sapulete, Wolfram Brehmer, Martin Behrens

{"title":"German and Dutch works councils: A trust theory of legal employee voice","authors":"Annette van den Berg, Yolanda Grift, Arjen van Witteloostuijn, Saraï Sapulete, Wolfram Brehmer, Martin Behrens","doi":"10.1111/1748-8583.12561","DOIUrl":"https://doi.org/10.1111/1748-8583.12561","url":null,"abstract":"German and Dutch law grant works councils (WoCs) a significant role in company affairs, accompanied by the obligation to act in the organization's overall interest. However, is this sufficient to ensure meaningful WoC involvement in practical organizational decision‐making? We use the well‐emphasized concept of trust from the voluntary employment voice literature as a foundation for exploring how managerial goodwill translates into employment relations regimes with strict mandatory employee voice elements. We take two cases of strict employee voice systems as our litmus test: Germany and the Netherlands. Through structural equation modeling, we unravel the direct and indirect effects on employee representatives' assessment of employee voice effectiveness, considering factors such as legislation, interpersonal relationships between WoC and management team, and union involvement. Trust is positioned as a central mediator. Utilizing unique survey data from 2014 that includes responses from German and Dutch works councilors, the results indicate that legal information rights alone do not solely promote WoC involvement in both countries. Trust also plays a vital role, demonstrating a direct positive effect on having a say and acting as a mediator for timely information provision, goal sharing, organizational support, unity within the WoC (in the Netherlands), and union involvement (mainly in Germany). These cross‐country differences are attributed to variations within Rhineland capitalism, where German relations are primarily characterized by a strong capital‐labor divide, and Dutch relations predominantly emphasize consensus‐seeking.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"219 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141189155","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

Preventing subsequent turnover after downsizing: The role of collective pay for performance practices 防止裁员后的人员流失：集体绩效工资做法的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-04-20 DOI: 10.1111/1748-8583.12552

Youngsang Kim, Andrea Kim, Tae‐Youn Park, Eun‐Ji Oh, Seung Soo Eo, Kihwan Song

引用次数: 0