Human Resource Management Journal最新文献_第10页

“Important for you to be there”: Employee activism and the dialectics of researcher–practitioner collaborations “重要的是你在那里”:员工行动主义和研究-实践合作的辩证法

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-31 DOI: 10.1111/1748-8583.12474

Manuel F. Ramirez, Gazi Islam

{"title":"“Important for you to be there”: Employee activism and the dialectics of researcher–practitioner collaborations","authors":"Manuel F. Ramirez, Gazi Islam","doi":"10.1111/1748-8583.12474","DOIUrl":"10.1111/1748-8583.12474","url":null,"abstract":"The current study examines researcher–practitioner collaborations in the context of employee activism, a context in which the role of reflexivity and theorisation relate in unique ways. Specifically, we examine the collaboration between researchers and a practitioner sustainability manager, in the context of an ongoing organisational sustainability campaign at a French business school. Within the context of an ethnographic, participant observer study, we examine how the roles of “theory” and “practice” are distributed in dynamic ways, and how, across the study, roles are challenged and inverted, oscillating in dialectical moments which we term “praxis encounters”. We contribute to growing debates around academic–practitioner collaborations by showing how the roles of researchers and practitioners evolve dialectically over the course of a project, how employee activism may be studied using collaborative approaches, and how human resource managers may support employee activism. We call for future research about the variety of such dynamics across diverse contexts.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 2","pages":"480-503"},"PeriodicalIF":5.5,"publicationDate":"2022-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12474","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48035674","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

Socially responsible human resource management and employee performance: The roles of perceived external prestige and employee human resource attributions 社会责任人力资源管理与员工绩效:外部声誉感知与员工人力资源归因的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-30 DOI: 10.1111/1748-8583.12481

Byron Y. Lee, Tae-Yeol Kim, Sunghoon Kim, Zhiqiang Liu, Ying Wang

引用次数: 6

Building organisational resilience capability in small and medium-sized enterprises: The role of high-performance work systems 在中小型企业中建立组织弹性能力:高绩效工作系统的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-27 DOI: 10.1111/1748-8583.12479

Qin Zhou, Tinkuma Ejovi Edafioghor, Chia-Huei Wu, Bob Doherty

{"title":"Building organisational resilience capability in small and medium-sized enterprises: The role of high-performance work systems","authors":"Qin Zhou, Tinkuma Ejovi Edafioghor, Chia-Huei Wu, Bob Doherty","doi":"10.1111/1748-8583.12479","DOIUrl":"10.1111/1748-8583.12479","url":null,"abstract":"Although organisational resilience is crucial to small and medium-sized enterprises (SMEs) in turbulent business environments, research has yet to establish whether and how human resource management (HRM) systems can help build an SME's organisational resilience to influence firm performance. Drawing on the perspective of HRM as an internal capability builder and human capital resource theory, we develop a model that depicts how high-performance work systems (HPWSs) build organisational resilience capabilities in the forms of bounce-back and bounce-forward resilience, leading to firm performance. We test our model using data from 1140 participants (including top management team members, middle-level managers, and entry-level employees) from 177 Nigerian SMEs. The structural equation modelling results show that HPWSs contribute to bounce-back resilience via human capital value but to bounce-forward resilience via both human capital value and heterogeneity. We also find that bounce-forward resilience is related to firm performance but bounce-back resilience is not.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"806-827"},"PeriodicalIF":5.5,"publicationDate":"2022-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48073834","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: 6

Creativity development and Mode 2 theory development: Event system and experiential learning perspectives 创造性发展与模式2理论发展：事件系统与体验式学习视角

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-27 DOI: 10.1111/1748-8583.12480

Anastasia Kulichyova, Stefan Jooss, Thomas Garavan

引用次数: 0

Change of productivity loss due to presenteeism among the ageing workforce: Role of work support, workplace discrimination, and the work-nonwork interface 老龄化劳动力中出勤导致的生产力损失的变化:工作支持的作用、工作场所歧视和工作-非工作界面

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-20 DOI: 10.1111/1748-8583.12475

Tianan Yang, Yexin Liu, Zhenjiao Chen, Jianwei Deng

引用次数: 0

What do they think of me? Professional diversity, meta-stereotype negativity, suspicion, and counterproductive work behaviour 他们怎么看我?职业多样性、元刻板印象消极、怀疑和反生产行为

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-17 DOI: 10.1111/1748-8583.12476

Rebecca Mitchell, Jun Gu, Brendan Boyle

{"title":"What do they think of me? Professional diversity, meta-stereotype negativity, suspicion, and counterproductive work behaviour","authors":"Rebecca Mitchell, Jun Gu, Brendan Boyle","doi":"10.1111/1748-8583.12476","DOIUrl":"10.1111/1748-8583.12476","url":null,"abstract":"Relatively little is known about the role of diversity in counterproductive work behaviour (CWB). Drawing on social categorisation theory, we develop and investigate a model of professional diversity on interpersonal CWB through the mediating role of suspicion and examine the role of perceived status differences as an important moderator of this indirect effect. Data from a sample of 63 United States healthcare teams (study 1) and 190 working professionals (study 2) suggest that professional diversity is positively predictive of suspicion within teams and highlights the explanatory role of meta-stereotype negativity. Further, we find that suspicion may mediate the relationship between diversity and CWB, and that perceived status differences between professions moderate the impact of suspicion, and the indirect effect of diversity, on CWB. These results highlight the importance for human resource management leaders to understand the potentially dysfunctional impact of team diversity and the levers available to lessen these negative consequences.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"32 4","pages":"864-889"},"PeriodicalIF":5.5,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12476","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49564978","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: 3

A theoretical model of selective cyber incivility: Exploring the roles of perceived informality and perceived distance 选择性网络不文明行为的理论模型:探讨感知非正式性和感知距离的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-17 DOI: 10.1111/1748-8583.12477

Devalina Nag, Kristen P. Jones, Alex P. Lindsey, Ashley N. Robinson, David F. Arena Jr

{"title":"A theoretical model of selective cyber incivility: Exploring the roles of perceived informality and perceived distance","authors":"Devalina Nag, Kristen P. Jones, Alex P. Lindsey, Ashley N. Robinson, David F. Arena Jr","doi":"10.1111/1748-8583.12477","DOIUrl":"10.1111/1748-8583.12477","url":null,"abstract":"We develop and advance a theoretical model which proposes the antecedents of selective cyber incivility may be distinct from the predictors of face-to-face (F2F) incivility. Specifically, our model proposes the physical separation of the perpetrator from the target and lack of sociocultural norms in written cyber communications enhances a perpetrator's sense of perceived informality and perceived distance from the target. Drawing from the attributional ambiguity theory, we further explicate the ways in which selective cyber incivility may be more detrimental to employee outcomes than selective F2F incivility. In doing so, we argue that feelings of distress and rumination are further exacerbated in the case of selective cyber incivility given that it has higher levels of situational and contextual ambiguity than F2F communications. Finally, we posit that targets may be able to draw from their psychological capital and social support to buffer the detrimental impact of incivility experiences on important work- and health-related outcomes. We present our conceptual model in the form of testable propositions to guide future research in this important domain.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 2","pages":"421-436"},"PeriodicalIF":5.5,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41846683","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

When managers believe technological ability is fixed 当管理者认为技术能力是固定不变的

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-10-17 DOI: 10.1111/1748-8583.12478

Elizabeth Solberg, Katarzyna Adamska, Sut I Wong, Laura E. M. Traavik

{"title":"When managers believe technological ability is fixed","authors":"Elizabeth Solberg, Katarzyna Adamska, Sut I Wong, Laura E. M. Traavik","doi":"10.1111/1748-8583.12478","DOIUrl":"10.1111/1748-8583.12478","url":null,"abstract":"Drawing from mindset theory, we predict that managers' fixed mindset about technological ability (FM-TA) will negatively influence the developmental support they provide to their employees and, in turn, their employees' engagement in digitalisation initiatives. Further, we predict that managers' FM-TA will have a disproportionate negative influence on female employees for whom negative stereotypes about technological ability exist. We test our hypotheses with two-wave field study data collected from 88 managers and 185 employees working in a Nordic banking institution. We find that managers' FM-TA relates negatively to their employees' experienced developmental support, and, in turn, their employees' efforts to approach new technology. Furthermore, our findings indicate that this negative, indirect relationship is more pronounced for female employees (estimate = −0.116, standard error [SE] = 0.052, p = 0.026) than male employees (estimate = −0.048, SE = 0.027, p = 0.071), although the interaction term (managers' FM-TA × employee gender) was not significant at the 95 percent confidence level (estimate = −0.266, SE = 0.0141, p = 0.058). Our study provides greater insight into the human resource management issues managers might have fostering employee engagement and inclusion in the digitalised workplace.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 2","pages":"437-454"},"PeriodicalIF":5.5,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"63195279","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

Ambiguous culture in Greenland police: Proposing a multi-dimensional framework of organizational culture for Human Resource Management theory and practice 格陵兰警察的模糊文化:为人力资源管理理论与实践提出组织文化的多维框架

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-09-29 DOI: 10.1111/1748-8583.12472

Sara Louise Muhr, Lotte Holck, Sine Nørholm Just

{"title":"Ambiguous culture in Greenland police: Proposing a multi-dimensional framework of organizational culture for Human Resource Management theory and practice","authors":"Sara Louise Muhr, Lotte Holck, Sine Nørholm Just","doi":"10.1111/1748-8583.12472","DOIUrl":"10.1111/1748-8583.12472","url":null,"abstract":"This article places ambiguity at the centre of Human Resource Management theory and practice of organizational culture and advances a multi-dimensional framework that makes productive use of tensions between cultural integration and differentiation. Providing an illustrative analysis of Greenland Police, we identify a clash between a strong integrational pull and a similarly powerful differentiating force, involving an integrated occupational culture and differentiated national sub-cultures. This clash, we show, becomes productive when organizational members articulate and enact ambiguous identities. Emphasising the contextuality of organizational culture, we do not believe the empirical findings to be generalisable, but, instead, offer the analytical framework for studying multi-dimensional organizational culture as our main contribution. Conceptually, we emphasise how ambiguity is articulated in and between integration and differentiation, thus enhancing the relationality of the dimensions. The practical aim is to set ambiguous dynamics in motion that enable productive relations between different cultural dimensions.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"32 4","pages":"826-843"},"PeriodicalIF":5.5,"publicationDate":"2022-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12472","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41638380","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: 1

What does democratic management do in Chinese workplaces? Evidence from matched employer–employee data 民主管理在中国的工作场所做什么？来自匹配雇主-雇员数据的证据

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2022-09-26 DOI: 10.1111/1748-8583.12471

Liwen Chen, Zhong-Xing Su, Guanghua Wang

引用次数: 1