Human Resource Management Journal最新文献

Why HR Has Failed to Address Healthcare's Workforce Crisis: The Need for a Systems Partner Role 为什么人力资源部门未能解决医疗保健行业的劳动力危机：需要系统合作伙伴角色

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-03-10 DOI: 10.1111/1748-8583.70037

Aoife M. McDermott, Graeme Currie, Hector P. Rodriguez

{"title":"Why HR Has Failed to Address Healthcare's Workforce Crisis: The Need for a Systems Partner Role","authors":"Aoife M. McDermott, Graeme Currie, Hector P. Rodriguez","doi":"10.1111/1748-8583.70037","DOIUrl":"https://doi.org/10.1111/1748-8583.70037","url":null,"abstract":"Attempts to remedy sustained workforce challenges facing healthcare organizations globally have been largely ineffective, despite increased political attention. In this paper we draw on contextually based human resource theory to explain why these challenges remain intractable. We demonstrate that professional healthcare workers' employment relationships are embedded within systems as well as organizations, and that system-level constraints limit organizational capacity to address workforce issues. Informed by UK and US examples of issue-oriented, place-based and system approaches to stakeholder convening we argue that progress requires both stakeholder coordination at the system level (premised on “deviant innovation”, Legge, 1978) and strategic HR innovation (“conformist innovation”, Legge, 1978) within organizations. We develop a framework identifying three potential HR roles in system-level engagement: systems partner (actively convening stakeholders), participant (contributing to system-level initiatives), and bystander (remaining organizationally focused). While acknowledging barriers to HR adopting a systems partner role, we advocate for enhanced HR engagement as a systems participant, combined with strengthened within-organization “conformist innovation” as a business partner to support health workforce recruitment, retention and reform. We identify corporate HR managers and OD specialists as particularly well-positioned to pioneer system-level engagement, whether as participants in existing initiatives, as collaborators through intermediaries or, where feasible, as systems partners driving stakeholder coordination.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"537-552"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70037","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148533221","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

Using Photo-Elicitation to Make Marginalised Voices Heard and Seen in Human Resource Management Research 在人力资源管理研究中，利用照片启发让边缘化的声音被听到和看到

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-15 DOI: 10.1111/1748-8583.70033

Robin C. Ladwig, Jane Phuong

{"title":"Using Photo-Elicitation to Make Marginalised Voices Heard and Seen in Human Resource Management Research","authors":"Robin C. Ladwig, Jane Phuong","doi":"10.1111/1748-8583.70033","DOIUrl":"https://doi.org/10.1111/1748-8583.70033","url":null,"abstract":"Photo-elicitation (PE) is a qualitative research method that utilises images to obtain a deeper understanding of the perspectives, and beliefs of the research participants. The PE approach can be particularly advantageous for marginalised voices (silenced or underrepresented groups with limited power) by exploring different world views, challenging commonly accepted information, and investigating the material work context. Additionally, it has the potential to impact power dynamics between the researcher and the participants, while promoting collaboration. Consequently, we contend that the use of PE can enhance the representation of marginalised perspectives in human resource management (HRM) and the effectiveness of sustainable transformations in the workplace. To support our assertion, we present our PE research endeavours from a participant-driven and researcher-driven PE approach. While there are other instances of PE in HRM studies, this observational study identifies and revises the practical translation of applied method and data analysis supporting researchers in their future PE applications.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"414-429"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70033","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148533674","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

Sustainable HRM in the Public Sector: A Question of Viability or Legitimacy? 公共部门可持续人力资源管理：可行性问题还是合法性问题？

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-11 DOI: 10.1111/1748-8583.70034

Mathew Johnson, Stephen Mustchin, Damian Grimshaw, Aristea Koukiadaki

{"title":"Sustainable HRM in the Public Sector: A Question of Viability or Legitimacy?","authors":"Mathew Johnson, Stephen Mustchin, Damian Grimshaw, Aristea Koukiadaki","doi":"10.1111/1748-8583.70034","DOIUrl":"https://doi.org/10.1111/1748-8583.70034","url":null,"abstract":"Recent research has underlined the growing importance of sustainability in HRM policy and practice, taking into account long-term multi-stakeholder goals. However, few studies have specified the drivers and outcomes of sustainable HRM practices, nor the contradictions that arise when managers attempt to satisfy the demands of both internal and external stakeholders. Drawing on in-depth case studies of the UK public sector, we distinguish between the institutional sustainability logics of (i) viability (concerned with necessary resources and capacities to deliver) and (ii) legitimacy (concerned with satisfying social and moral demands for fair and consistent HR practices) and explore how these two logics interact through positive and negative feedback loops. Our findings show that across an increasingly complex HRM eco-system, the tensions between viability and legitimacy are increasingly addressed through a focus on building individual human capital and personal wellbeing rather than protecting job security and the collective ‘common good’.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"401-413"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70034","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148533318","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

Mitigating Disability Bias in Hiring: The Role of Inclusion-Focused Generative AI in Complex HR Decisions 减轻招聘中的残疾偏见：以包容为中心的生成人工智能在复杂人力资源决策中的作用

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-03-11 DOI: 10.1111/1748-8583.70044

Miles M. Yang

引用次数: 0

Editorial Perspective: Interdisciplinary Research in HRM for Impact—Rethinking, Redefining and Reshaping Practices 编辑视角：影响人力资源管理的跨学科研究——反思、重新定义和重塑实践

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-03-17 DOI: 10.1111/1748-8583.70043

Pawan Budhwar, Geoffrey Wood, Soumyadeb Chowdhury, Herman Aguinis, Dermot Breslin, Stephanie Decker, Caroline Gatrell, Benson Honig, Sangeeta Khorana, Fateme Marandi, Ursula M. Martin, Katy Mason, Shuang Ren

引用次数: 0

Integrating Hybrid Work in Organizations: A Strategic HRM Perspective to Pursue Vertical and Horizontal Alignment 在组织中整合混合工作：追求垂直和水平对齐的战略人力资源管理视角

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-25 DOI: 10.1111/1748-8583.70040

Sara Bonesso, Laura Cortellazzo, Giovanna Afeltra

{"title":"Integrating Hybrid Work in Organizations: A Strategic HRM Perspective to Pursue Vertical and Horizontal Alignment","authors":"Sara Bonesso, Laura Cortellazzo, Giovanna Afeltra","doi":"10.1111/1748-8583.70040","DOIUrl":"https://doi.org/10.1111/1748-8583.70040","url":null,"abstract":"Technological advancements and, more recently, the COVID-19 pandemic have accelerated the transition toward hybrid workplaces. Even though the design of appropriate HRM practices is recognized as an important factor in ensuring an effective transition toward hybrid work environments, existing research has offered limited insights into how companies might strategically integrate hybrid work in a coherent HRM system of HRM to attain a competitive advantage. Indeed, extant empirical studies mainly focus on the individual level of analysis, while the discussion on hybrid work practices at the organizational level remains conceptual. This paper aims to advance this debate by relying on the theoretical perspective of strategic human resource management (SHRM). Most extant models in the field of SHRM either focus on the vertical linkages of HRM practices with corporate strategy or on the horizontal alignment of the HRM system, missing the opportunity to adopt a comprehensive approach to SHRM to explain the current transition to hybrid workplaces. In addressing these gaps, the study uses a longitudinal case study of an Italian company over 4 years of implementation of a hybrid work environment and explores HR's interventions through the lenses of the Harvard model and the ability-motivation-opportunity (AMO) framework. Specifically, the study examines how vertical and horizontal alignment of strategic hybrid work HR practices are achieved and influence employee, organizational, and societal outcomes, providing valuable insights for companies approaching this new way of working and for HR managers and professionals.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"474-499"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70040","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148534321","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

Developing Workforce Capability in the Context of HR Ecosystem Learning 人力资源生态系统学习背景下的劳动力能力培养

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-28 DOI: 10.1111/1748-8583.70042

Sophie D'Armagnac, Eric Michael Laviolette, Thierry Ruaud, Juani Swart

{"title":"Developing Workforce Capability in the Context of HR Ecosystem Learning","authors":"Sophie D'Armagnac, Eric Michael Laviolette, Thierry Ruaud, Juani Swart","doi":"10.1111/1748-8583.70042","DOIUrl":"https://doi.org/10.1111/1748-8583.70042","url":null,"abstract":"For many organizations, developing workforce capabilities is central as it involves refining critical human resource processes such as upskilling or the acquisition of new profiles. These processes are becoming increasingly complex to manage as organizations collaborate within larger work ecosystems. Surprisingly, little research has addressed how multiple organizations collaborate to support the development of workforce capabilities, potentially leading to ecosystem-level learning of HR patterns. Using a multi-respondent qualitative research design, we examine how various stakeholders in a workforce ecosystem—including freelance workers, organizations, and public entities—elaborate HR patterns for cross-boundary workers. HR pattern development by multiple actors is achieved through coordination among them, supported by top- and middle-level managers from within organizations. HR ecosystem learning is energized by centrifugal and centripetal forces depending on pivotal actors, either distancing themselves from or keeping close to usual organizational patterns, which requires an intricate balance. We highlight the specific theoretical and practical implications for HR ecosystem learning.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"500-515"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70042","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148522837","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

Family-Friendly HRM Practices and Early-Career Doctors Well-Being: The Sequential Mediating Roles of Psychological Climate of Care and Work-Family Enrichment 家庭友好型人力资源管理实践与职业早期医生幸福感：护理心理氛围和工作-家庭丰富性的序贯中介作用

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-01 DOI: 10.1111/1748-8583.70032

Thomas Garavan, Yasir Mansoor Kundi, Mohammed Aboramadan, Irfan Ullah

{"title":"Family-Friendly HRM Practices and Early-Career Doctors Well-Being: The Sequential Mediating Roles of Psychological Climate of Care and Work-Family Enrichment","authors":"Thomas Garavan, Yasir Mansoor Kundi, Mohammed Aboramadan, Irfan Ullah","doi":"10.1111/1748-8583.70032","DOIUrl":"https://doi.org/10.1111/1748-8583.70032","url":null,"abstract":"<div>\u0000 \u0000 Drawing on Conservation of Resources (COR) and spillover theories, we investigate the impacts of the availability of family-friendly HRM practices (FFHRM: Level 2) on early-career doctor well-being in Pakistan. We specifically investigate the direct effects of FFHRM practices as organizational-level resources on well-being and their indirect effects through psychological climate of care (PCC; Level 2) a resource caravan passageway and work-family enrichment (WFE; Level 1) which facilitates the accumulation of personal resources. Utilizing multilevel analyses in Mplus 8.3 and data derived from 46 HR managers and 246 early-career doctors in Pakistan healthcare organizations, we found that the availability of FFHRM practices indirectly and positively influenced early-career doctors' well-being via PCC and WFC. Overall, we generate new insights into how FFHRM practices are linked to employee well-being receiving that the relationship is underpinned by resources type processes. We highlight important implications for HRM theory and practice.\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"385-400"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148532741","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

Exploring the Agency of Algorithmic Technology in Talent Management Decision-Making: An Actor-Network Theory Perspective 算法技术在人才管理决策中的代理作用：行动者-网络理论视角

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-18 DOI: 10.1111/1748-8583.70038

Violetta Khoreva, Vlad Vaiman, Sunghoon Kim

{"title":"Exploring the Agency of Algorithmic Technology in Talent Management Decision-Making: An Actor-Network Theory Perspective","authors":"Violetta Khoreva, Vlad Vaiman, Sunghoon Kim","doi":"10.1111/1748-8583.70038","DOIUrl":"https://doi.org/10.1111/1748-8583.70038","url":null,"abstract":"Guided by the Actor-Network Theory (ANT) perspective, this study explores user experiences with the perceived agency of algorithmic technology in the context of talent management (TM) decisions. Through a qualitative analysis of 11 client companies utilizing algorithmic TM decision-making technology provided by an HR tech service firm, we identified divergent perceptions of algorithmic technology's agency. While some participants viewed the technology as enhancing decision quality and explainability by promoting objectivity and standardization, others perceived it as constraining managerial judgment and overlooking context-specific, non-quantifiable factors. These contrasting perceptions gave rise to three distinct behavioral responses—endorsing, conforming to, or undermining the technology's agency. In some cases, employees strategically adjusted their behaviors to align with algorithmic outputs, thereby reshaping the actor-network and influencing TM decision-making dynamics. This study contributes to the ANT perspective by showing how perceptions of agency and behavioral responses reconfigure human–technology networks, offering a relational understanding of algorithmic agency in organizational settings. It also contributes to the HRM and technology literature by examining how algorithmic technologies, as relational actors, influence managerial and employee responses, particularly in the management of high-potential employees. Finally, it advances TM research by demonstrating how different organizational actors interpret and respond to algorithmic TM decisions, revealing how employees may strategically leverage such systems.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"441-459"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70038","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148534170","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

On the Dangers of Large-Language Model Mediated Learning for Human Capital 论人力资本大语言模型中介学习的危害

IF 8 2区管理学

Human Resource Management Journal Pub Date : 2026-07-07 Epub Date: 2026-02-17 DOI: 10.1111/1748-8583.70036

Dirk Lindebaum, Eimear Nolan, Juani Swart

{"title":"On the Dangers of Large-Language Model Mediated Learning for Human Capital","authors":"Dirk Lindebaum, Eimear Nolan, Juani Swart","doi":"10.1111/1748-8583.70036","DOIUrl":"https://doi.org/10.1111/1748-8583.70036","url":null,"abstract":"Against the dominant view in HRM concerning the value-creating use of large language models (LLMs) in relation to Human Capital, our provocation asks whether LLMs will enhance or compromise Human Capital at work in the long-run. We feel compelled to ask this question because Human Capital represents employees' accumulated learning experiences, which provide the knowledge and skills needed to perform effectively at work. However, knowledge is a multifaceted rather than monolithic phenomenon, requiring a more differentiated treatment when considering the use of LLMs at work, its effects on different types of knowledge and, eventually, the formation of Human Capital. We mobilise digitally mediated learning—where synthetic inputs replace first-hand experience—to theorise mechanisms for explaining how LLMs (as one Gen-AI application producing synthetic content) shape different types of knowledge, and the formation of Human Capital. We identify two mechanisms, namely, (i) multiple degrees of abstraction from the concrete real-world to the digital world and (ii) the conflation of ‘word form’ and ‘meaning’ in outputs of LLMs. We consider the theoretical and practical ramifications of our provocation for the development of Human Capital in the age of LLMs.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"36 3","pages":"430-440"},"PeriodicalIF":8.0,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.70036","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148533560","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