Human Resource Management Journal最新文献

The Hidden Cost of Mandatory Unpaid Overtime: How and When Mandatory Unpaid Overtime Undermines Subsequent Motivation to Work 强制性无薪加班的隐性成本：强制性无薪加班如何以及何时会削弱后续的工作动力

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-03-06 DOI: 10.1111/1748-8583.12598

Jie Shen, Liyu Lin, Wenyuan Huang, Bingtao Zhang

{"title":"The Hidden Cost of Mandatory Unpaid Overtime: How and When Mandatory Unpaid Overtime Undermines Subsequent Motivation to Work","authors":"Jie Shen, Liyu Lin, Wenyuan Huang, Bingtao Zhang","doi":"10.1111/1748-8583.12598","DOIUrl":"https://doi.org/10.1111/1748-8583.12598","url":null,"abstract":"<div>\u0000 \u0000 <p>In many countries workers can be required to work extra hours for which they receive little or no remuneration. How and when such mandatory unpaid overtime affects employees' subsequent motivation to work, however, remains largely under researched. This study investigates the impact of mandatory unpaid overtime on employees' motivation to work the next day, the within-person process (how) as well as the buffering and recovery mechanisms (when). Data on mandatory unpaid overtime, psychological detachment and motivation to work the next day were collected through diaries over a 12-day period while the participants commented on job resources on the first day. Artificial Intelligence (AI) facial recognition technology was applied to capture emotions. Multilevel analysis revealed that mandatory unpaid overtime results in negative emotions, which subsequently undermine employees' motivation to work the next day, job resources buffer the impact of overtime on negative emotions, and psychological detachment weakens the impact of negative emotions on motivation to work the next day. Theoretical and practical implications are discussed.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"802-814"},"PeriodicalIF":5.4,"publicationDate":"2025-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573586","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

Using a Process Model to Develop and Expand Employee Voice Scales 使用流程模型开发和扩展员工声音量表

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-03-05 DOI: 10.1111/1748-8583.12595

Aldrich Dominic Guarin, Martin R. Edwards, Keith Townsend, Adrian Wilkinson

引用次数: 0

Revisiting the Spirals of Silence: The Case of Intra-Faith Discrimination at Work in Two Muslim Majority Countries 重新审视沉默的螺旋：两个穆斯林占多数的国家工作中的信仰歧视案例

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-02-24 DOI: 10.1111/1748-8583.12594

Selcuk Uygur, Jawad Syed, Erhan Aydin, Mustafa Özbilgin, Sercan Hamza Bağlama

{"title":"Revisiting the Spirals of Silence: The Case of Intra-Faith Discrimination at Work in Two Muslim Majority Countries","authors":"Selcuk Uygur, Jawad Syed, Erhan Aydin, Mustafa Özbilgin, Sercan Hamza Bağlama","doi":"10.1111/1748-8583.12594","DOIUrl":"https://doi.org/10.1111/1748-8583.12594","url":null,"abstract":"<p>Drawing on the spiral of silence theory, this manuscript critically explores a notably under-researched domain: the workplace experiences of individuals belonging to faith-based minority groups who encounter religious discrimination in predominantly Muslim countries, specifically Türkiye and Pakistan. First, we outline the spirals of silence theory and examine intra-faith discrimination as an illustrative case. We locate the identity and agency of individuals from religious minorities at work, reflecting on an escalation of silence in the context of adversity, as suggested by the spirals of silence theory. Building on 38 interviews with individuals from faith-based minority groups in workplaces within Turkey and Pakistan, our analysis reveals intra-faith religious discrimination in two distinct contexts: one, a country grappling with significant pressure on its secular system, and the other, a nation where the implementation of Islamic egalitarian principles, as enshrined in its constitution, is inconsistent. The study reveals that religiously inspired discrimination is a prevalent and pernicious experience among individuals from faith-based minority groups in both countries, which consequently entrenches the spirals of silence.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"766-782"},"PeriodicalIF":5.4,"publicationDate":"2025-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12594","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574191","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 Moderating Role of Societal Cultural Values and Practices on the Relationship Between Workplace Aggression and Employee Engagement 社会文化价值观与实践对工作场所攻击与员工敬业度关系的调节作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-02-20 DOI: 10.1111/1748-8583.12593

Anthony Rafferty

{"title":"The Moderating Role of Societal Cultural Values and Practices on the Relationship Between Workplace Aggression and Employee Engagement","authors":"Anthony Rafferty","doi":"10.1111/1748-8583.12593","DOIUrl":"https://doi.org/10.1111/1748-8583.12593","url":null,"abstract":"<p>This article investigates the relationship between societal culture, the self-reported incidence of workplace aggression and its effects on employee engagement. While justice-based accounts emphasise the role of cultural values and attributional models focus on cultural practices, the Focus Theory of Normative Conduct is applied to understand how both cultural values and practices may influence employee outcomes. Utilising the GLOBE survey measures, a nationally representative study of 20 countries was conducted. Results indicate that higher levels of power distance, assertiveness, institutional collectivism, and in-group collectivism—in terms of both values and practices—are associated with lower self-reported workplace aggression. Moderation analyses revealed a greater negative effect of aggression on employee engagement in societies scoring higher on power distance or assertiveness values and practices and in-group collectivism practices, while such effects were lower in countries with higher institutional collectivist practices or in-group collectivist values. Implications for cross-cultural human resource management and workplace interventions are discussed.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"754-765"},"PeriodicalIF":5.4,"publicationDate":"2025-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12593","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574304","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

Migration, Human Supply Chains, and the Multinational Enterprise: Confronting an Overlooked Global Mobility Challenge 移民、人力供应链和跨国企业：面对被忽视的全球流动性挑战

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-02-08 DOI: 10.1111/1748-8583.12592

Milda Žilinskaitė, Aida Hajro, Paul Baldassari, Christof Miska

引用次数: 0

Regulating Grand Challenges: The Evolution of Human Resource Managers' Framing of the UK Gender Pay Gap Regulations 调节重大挑战：人力资源管理者对英国性别薪酬差距法规框架的演变

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-30 DOI: 10.1111/1748-8583.12589

Janet Walsh

引用次数: 0

Forging New Voice Mechanisms From a Crisis—Employee Voice on Social Media During COVID-19 在2019冠状病毒病期间，从危机中建立新的发声机制——员工在社交媒体上的声音

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-20 DOI: 10.1111/1748-8583.12591

Maria Khan, Paula K. Mowbray, Adrian Wilkinson

{"title":"Forging New Voice Mechanisms From a Crisis—Employee Voice on Social Media During COVID-19","authors":"Maria Khan, Paula K. Mowbray, Adrian Wilkinson","doi":"10.1111/1748-8583.12591","DOIUrl":"https://doi.org/10.1111/1748-8583.12591","url":null,"abstract":"<p>External crises, such as the COVID-19 pandemic, have increased job insecurity and overall uncertainty in the labour market. Crises like these can suppress employee voice; that is, employees may feel unable to express their ideas and opinions about their work, including dissatisfaction or criticism, because they may be worried about disagreeing with management and being seen as ‘rocking the boat’ in times of uncertainty. Nonetheless, this study finds that employees' desire to voice during the global pandemic led to them finding ways to speak up through social media (SM), with anonymity being a critical facilitator. Findings reveal that employees realised that SM affordances allowed them more agency over the agenda for voice regardless of prevailing voice norms. Despite open criticism not being well received by management, employees refashioned SM, which was primarily used for top-down communication before the pandemic, into more of a bottom-up voice mechanism. In doing so, we answer the call of researchers to explore the state of voice during a crisis and the potential of SM as a possible voice mechanism during such times.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"713-727"},"PeriodicalIF":5.4,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12591","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574302","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

‘In or Out’ or ‘In-And-Out’: The Social Identity Transition of Female Academics During the Perinatal Period “进或出”或“进与出”：围产期女性学者的社会身份转变

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-19 DOI: 10.1111/1748-8583.12590

Yi-Ling Lai, Andy Thorpe

{"title":"‘In or Out’ or ‘In-And-Out’: The Social Identity Transition of Female Academics During the Perinatal Period","authors":"Yi-Ling Lai, Andy Thorpe","doi":"10.1111/1748-8583.12590","DOIUrl":"https://doi.org/10.1111/1748-8583.12590","url":null,"abstract":"<p>The career trajectories of working mothers in academia could be adversely impacted by maternity breaks given the professional demand for consistent research performance. This study employs the postmodernist perspective of identity which addresses social context to unpack in-depth accounts of female academics' social identity transition throughout their perinatal period (pregnancy till 1-year post-birth). We collected 93 critical incidents via interviews from 23 academics who completed their perinatal period between 2019 and 2022. We found the identity transition was more dynamic than linear. This enabled us to develop a multi-dimensional identity grid matrix to illustrate the varied transitional statuses these mothers encountered as a consequence of the ongoing (re)negotiation between self and social structures (in-and-out of salient social identities). Hence, the social identities of academic mothers can be betwixt among multiple identities. The findings can help HR practitioners in forming a more supportive and consensual working culture, thereby and facilitating working mothers' ability to develop positive resources for a better social-self.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"699-712"},"PeriodicalIF":5.4,"publicationDate":"2025-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12590","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574184","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

Gender Differences in Perception of Gender Inequity in Human Resource Management Practices 人力资源管理实践中性别不平等认知的性别差异

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-18 DOI: 10.1111/1748-8583.12588

Dynah A. Basuil, Ankita Agarwal, Jennifer Manegold, Wendy J. Casper

{"title":"Gender Differences in Perception of Gender Inequity in Human Resource Management Practices","authors":"Dynah A. Basuil, Ankita Agarwal, Jennifer Manegold, Wendy J. Casper","doi":"10.1111/1748-8583.12588","DOIUrl":"https://doi.org/10.1111/1748-8583.12588","url":null,"abstract":"<div>\u0000 \u0000 <p>Drawing from social role theory, we studied gender differences in employees' perception of gender inequity in human resource management (HRM) practices using samples from three countries. We examined the relationship of employee gender with equity perceptions, as moderated by (a) the gender composition of managers in an organization and (b) country-level gender egalitarianism. We expected females to perceive more inequality in HRM practices compared to males but instead found that females perceived less inequity. In organizations with predominantly female managers, females perceived less gender inequity in HRM practices than males, whereas in male-majority manager organizations, both genders perceived similar levels of gender inequity. Our results also indicated that, in less (more) gender-egalitarian countries, female employees perceived more (less) gender inequity in HRM practices. However, male employees perceived similar levels of gender inequity, slightly favoring men, regardless of country-level gender egalitarianism.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"687-698"},"PeriodicalIF":5.4,"publicationDate":"2025-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573197","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

Training Investments and Innovation Gains in Knowledge Intensive Businesses: The Role of Firm Level Human Capital and Knowledge Sharing Climate 知识密集型企业的培训投资与创新收益：企业层面人力资本和知识共享氛围的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-12-26 DOI: 10.1111/1748-8583.12586

Maura Sheehan, Thomas Garavan, Michael Morley

{"title":"Training Investments and Innovation Gains in Knowledge Intensive Businesses: The Role of Firm Level Human Capital and Knowledge Sharing Climate","authors":"Maura Sheehan, Thomas Garavan, Michael Morley","doi":"10.1111/1748-8583.12586","DOIUrl":"https://doi.org/10.1111/1748-8583.12586","url":null,"abstract":"<p>Training investments are important in securing innovation gains. However, research on this relationship in knowledge intensive businesses is nascent. In particular, questions remain concerning what value different types of training hold for different types of innovation, and what mechanisms underpin these relationships. Drawing on human capital resources theory and collective learning theory, we develop and test a model explicating <i>how</i> specific and general training investments, through firm level human capital, lead to incremental and radical innovation. Additionally, we propose and investigate the supposition that the predicted positive relationships between training investments, firm level human capital, and innovation will be stronger <i>when</i> knowledge sharing climate is high. We test our model with two-wave, multi-respondent panel data gathered from 816 knowledge intensive businesses in France, Finland, Sweden, and the UK. We find that specific training is positively related to incremental innovation but not radical innovation, whereas general training is positively related to both types of innovation. With respect to firm level human capital, we find that it mediates these relationships and they are stronger when knowledge sharing climate is high. Furthermore, our analysis reveals that knowledge sharing climate moderates both the relationship between the two types of training investments examined and firm level human capital, and the indirect relationship via firm level human capital to incremental and radical innovation. We discuss the implications for theory, research, and practice.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"667-686"},"PeriodicalIF":5.4,"publicationDate":"2024-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12586","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574217","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