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A Systematic Review on Worker Voice in the Platform Economy: The Constitution of a Grassroots Voice Mechanism 平台经济下工人发声的系统述评:基层发声机制的建构
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-12-25 DOI: 10.1111/1748-8583.12587
Prakriti Dasgupta, Anthony McDonnell, Ronan Carbery, Stefan Jooss
{"title":"A Systematic Review on Worker Voice in the Platform Economy: The Constitution of a Grassroots Voice Mechanism","authors":"Prakriti Dasgupta,&nbsp;Anthony McDonnell,&nbsp;Ronan Carbery,&nbsp;Stefan Jooss","doi":"10.1111/1748-8583.12587","DOIUrl":"https://doi.org/10.1111/1748-8583.12587","url":null,"abstract":"<p>This systematic review investigates why and how platform workers express voice in a context where institutional and organisational voice mechanisms and representation structures are lacking or absent. Platform workers have been restricted in their ability to formally unionise or collectively bargain, and the presence of a digital intermediary in the form of a platform organisation limits the scope of worker voice. In this paper, we identify and synthesise the motives for voice use by platform workers—namely mutual aid, organising, visibility, and confrontation, and unpack how these are realised through bottom-up and independent voice channels that may potentially influence multiple stakeholders. The paper's core contribution lies in highlighting how the blurred employment boundaries of platform work structurally render labour power even more indeterminate, informing our conceptualisation of a ‘grassroots voice mechanism’, wherein the social relations of platform work and digital technologies convey worker voice beyond traditional organisational boundaries. We conclude with an agenda to guide future research centred heavily around the dynamics of platform work, the use of novel voice channels, and worker attitudes towards them.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"649-666"},"PeriodicalIF":5.4,"publicationDate":"2024-12-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12587","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574225","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
Person-Organization (Mis)fit: The Experience of Furlough as Career Shock 个人-组织(Mis)匹配:休假作为职业冲击的经验
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-12-05 DOI: 10.1111/1748-8583.12584
Maria Simosi, Neil Conway
{"title":"Person-Organization (Mis)fit: The Experience of Furlough as Career Shock","authors":"Maria Simosi,&nbsp;Neil Conway","doi":"10.1111/1748-8583.12584","DOIUrl":"https://doi.org/10.1111/1748-8583.12584","url":null,"abstract":"<p>This study examines employees' experience of being furloughed as a career shock drawing on person-organization (P–O) fit theory. We focus on the UK's Covid-19 furlough scheme and the experiences of 23 employees from different sectors following the scheme's termination. Findings from qualitative interviews support the value of misfit to understanding career shocks. Furloughed employees perceived change to their person-organization fit, and more specifically misfit relating to personal needs (for security, growth and support) versus supplies, and demands (increased responsibilities, lack of retraining upon resuming work) versus skills, where such misfit was attributed to furlough being a career shock and triggering career-related thoughts and behaviors. Organizational communication and topping-up furloughed workers' lost monthly income buffered the extent furlough resulted in misfit. Tolerance threshold and perceived employability were found to explain the likelihood of career transitions for furloughed workers reporting misfit. Our findings contribute to the emerging career shocks literature by identifying P–O misfit as a mechanism explaining career transitions.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"635-648"},"PeriodicalIF":5.4,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12584","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573387","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
Industry Image Perceptions and Organizational Attractiveness: Results of an International Survey 行业形象感知与组织吸引力:一项国际调查的结果
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-12-01 DOI: 10.1111/1748-8583.12582
Samuel Davies, Thanh Nguyen, Sebastian Stoermer, Fabian Jintae Froese, Pawan Budhwar
{"title":"Industry Image Perceptions and Organizational Attractiveness: Results of an International Survey","authors":"Samuel Davies,&nbsp;Thanh Nguyen,&nbsp;Sebastian Stoermer,&nbsp;Fabian Jintae Froese,&nbsp;Pawan Budhwar","doi":"10.1111/1748-8583.12582","DOIUrl":"https://doi.org/10.1111/1748-8583.12582","url":null,"abstract":"<p>Extending the research on corporate brand image and recruitment, this study investigates the influence of industry image on organizational attractiveness in a cross–national context. Drawing from signaling theory and the application of the instrumental-symbolic image framework, we apply an experimental vignette design in the renewable energy industry (REI) and the oil and gas exploration and production industry (OGI) with potential job applicants in France, Germany, and the United Kingdom. We conceptualize national context as collective signaling environments. Results from 550 respondents indicate that the REI and OGI differ in most of the instrumental and symbolic image dimensions. The instrumental image dimension of pay and the three symbolic image dimensions of sincerity, innovativeness, and prestige predict organizational attractiveness. Moreover, sincerity, innovativeness, and prestige carry a mediating effect in the link between industry affiliation and organizational attractiveness. Findings also demonstrate that image perceptions of the REI and OGI vary across countries such that the already more favorable image perceptions regarding the REI are for the most part even more pronounced in France. Implications for theory and tailored recommendations for practice are provided.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"613-634"},"PeriodicalIF":5.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12582","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573213","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 God We Trust. All Others Must Bring Data’: Unpacking the Influence of Human Resource Analytics on the Strategic Recognition of Human Resource Management “我们信靠上帝。所有人都必须带来数据:解析人力资源分析对人力资源管理战略认识的影响
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-11-27 DOI: 10.1111/1748-8583.12583
Felix Diefenhardt, Marco L. Rapp, Verena Bader, Wolfgang Mayrhofer
{"title":"‘In God We Trust. All Others Must Bring Data’: Unpacking the Influence of Human Resource Analytics on the Strategic Recognition of Human Resource Management","authors":"Felix Diefenhardt,&nbsp;Marco L. Rapp,&nbsp;Verena Bader,&nbsp;Wolfgang Mayrhofer","doi":"10.1111/1748-8583.12583","DOIUrl":"https://doi.org/10.1111/1748-8583.12583","url":null,"abstract":"<p>Existing literature underscores the potential of human resource analytics (HRA) to enhance the strategic recognition of human resource management (HRM) within organisations. However, there has been limited focus on how HRA practitioners attempt to realise this potential. Our study investigates how HRA practitioners use HRA in their daily work to enhance their strategic recognition. Drawing on practice theory and a range of qualitative data, including expert interviews and observations, our analysis not only shows that implementing HRA offers opportunities for improved strategic recognition but also reveals that HRM practitioners showcase the strategic relevance of their analytics capabilities through four forms of tactical manoeuvring: capturing contextual challenges, using guerilla tactics, busting myths and running stealth projects. Our findings contribute to the literature on HRA and the broader discourse on HRM's role and its strategic recognition.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"597-612"},"PeriodicalIF":5.4,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12583","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574299","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
Building the Road Ahead: Developing Theory in HRM Through Literature Reviews 建设前进之路:通过文献综述发展人力资源管理理论
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-11-25 DOI: 10.1111/1748-8583.12585
Dermot Breslin
{"title":"Building the Road Ahead: Developing Theory in HRM Through Literature Reviews","authors":"Dermot Breslin","doi":"10.1111/1748-8583.12585","DOIUrl":"https://doi.org/10.1111/1748-8583.12585","url":null,"abstract":"","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"591-596"},"PeriodicalIF":5.4,"publicationDate":"2024-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12585","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574290","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
Unraveling the Relationship Between High-Performance Work Systems and Team Performance: The Contingent Role of Competitive Team Climate 高绩效工作系统与团队绩效的关系:竞争团队氛围的偶然性作用
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-11-14 DOI: 10.1111/1748-8583.12581
Alexandros Papalexandris
{"title":"Unraveling the Relationship Between High-Performance Work Systems and Team Performance: The Contingent Role of Competitive Team Climate","authors":"Alexandros Papalexandris","doi":"10.1111/1748-8583.12581","DOIUrl":"https://doi.org/10.1111/1748-8583.12581","url":null,"abstract":"<p>This study develops a multilevel moderated mediation model to explore the relationship between high-performance work systems (HPWS) and team performance. Adopting a dialectical view of the effects of HPWS, it posits a dual -positive and negative- path between HPWS and team performance, which is jointly mediated by group coordination and relationship conflict. Furthermore, it theorizes that a competitive team climate can significantly influence these relationships. The proposed research model was tested using multisource data from a sample of 503 team members and 125 team managers from 58 firms. The results revealed that HPWS are positively associated with both group coordination and relationship conflict, and that both these relationships are moderated by a competitive team climate. This study contributes to the strategic human resource management literature by revealing that HPWS can be associated with team performance through both positive and negative intermediary mechanisms, and that team climate constitutes an important boundary condition that can amplify and inhibit the effect of HPWS on team performance.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"577-590"},"PeriodicalIF":5.4,"publicationDate":"2024-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12581","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573852","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
A Career Ecosystem Perspective on Societal and Organizational Characteristics and Careers to the Top in Higher Education 职业生态系统视角下的社会组织特征与高等教育职业发展
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-11-14 DOI: 10.1111/1748-8583.12580
Katja Dlouhy, Torsten Biemann, Yehuda Baruch
{"title":"A Career Ecosystem Perspective on Societal and Organizational Characteristics and Careers to the Top in Higher Education","authors":"Katja Dlouhy,&nbsp;Torsten Biemann,&nbsp;Yehuda Baruch","doi":"10.1111/1748-8583.12580","DOIUrl":"https://doi.org/10.1111/1748-8583.12580","url":null,"abstract":"<p>The context in which careers develop is attracting increasing scholarly attention. Building on career ecosystem theory, we examine how societal and organizational actors within career ecosystems influence the development of careers. In our study of university leaders in 60 countries, we find that career trajectories are more similar within than across countries and that the overall organizational context relates to the similarity of career trajectories within the career ecosystem. We identify six distinct career patterns to the top of organizations within the ecosystem of higher education (e.g., ‘university president’ or ‘rector’). Furthermore, we identify several societal and organizational characteristics that are related to the prevalence of specific career patterns. Key findings include that academic leaders' careers tend to follow career patterns within the same organization in countries with low power distance, low labour market flexibility and low meritocracy, as well as in universities with less research focus. Our findings add to the literature on career ecosystems and advance the understanding of career paths to the top of organizations, using the case of academic careers.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"561-576"},"PeriodicalIF":5.4,"publicationDate":"2024-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12580","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573903","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
Encouraging theory papers for human resources management journal 鼓励人力资源管理类期刊发表理论论文
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-11-07 DOI: 10.1111/1748-8583.12579
Roy Suddaby
{"title":"Encouraging theory papers for human resources management journal","authors":"Roy Suddaby","doi":"10.1111/1748-8583.12579","DOIUrl":"https://doi.org/10.1111/1748-8583.12579","url":null,"abstract":"","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 2","pages":"556-559"},"PeriodicalIF":5.4,"publicationDate":"2024-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12579","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143749338","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
Follow which leader? Spatial mimicry and broad-based equity- and profit-sharing plans 追随哪个领导?空间拟态和广泛的股权和利润分享计划
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-10-15 DOI: 10.1111/1748-8583.12578
Colin Birkhead, Mark C. Hand
{"title":"Follow which leader? Spatial mimicry and broad-based equity- and profit-sharing plans","authors":"Colin Birkhead,&nbsp;Mark C. Hand","doi":"10.1111/1748-8583.12578","DOIUrl":"https://doi.org/10.1111/1748-8583.12578","url":null,"abstract":"<div>\u0000 \u0000 \u0000 <section>\u0000 \u0000 <p>Organizations have both local and nationally prominent peers from which they can model their human resource management practices. How does a focal organization reconcile the influence of smaller, spatially proximate peer organizations with the influence of prominent, distant organizations? We develop the concept of spatial mimetic gravity to estimate the mimetic pressures a focal organization feels from its geographically proximate and distant peers. We examine the population of craft beer brewers in the United States between 2013 and 2019 and find that the propensity to offer a stock ownership or profit-sharing plan is a function of a focal brewery's spatial proximity to its peers and their prominence. We help explain why some firms offer broad-based equity-sharing and profit-sharing plans and others do not. In doing so, we argue that organizational spatial mimicry is best understood from a gravity approach, adding a field-level explanation to previously individually focused theory about organizational choices.</p>\u0000 </section>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 2","pages":"539-555"},"PeriodicalIF":5.4,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143749482","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
Bounded professionalism nexus: HR professionalism within and across organizational boundaries 有限的专业关系:人力资源专业内部和跨组织边界
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2024-10-13 DOI: 10.1111/1748-8583.12577
Ronit Nadiv, Shani Kuna
{"title":"Bounded professionalism nexus: HR professionalism within and across organizational boundaries","authors":"Ronit Nadiv,&nbsp;Shani Kuna","doi":"10.1111/1748-8583.12577","DOIUrl":"https://doi.org/10.1111/1748-8583.12577","url":null,"abstract":"<p>Even though the field of human resources is rife with tensions and contradictions, little is known about how HR practitioners experience and navigate these challenges. The impact of these tensions and ambiguities on HR professionalism remains understudied. Using the framework of “bounded professionalism”, this study explores how HR practitioners in business organizations (RBOs) and staffing agencies (RSAs) navigate professional and organizational tensions. Through a qualitative methodology, we conducted 60 semi-structured interviews with HR practitioners from a variety of organizational settings. By examining the complicated experiences of HR practitioners, we highlight the nuanced ways in which they manage and mitigate professional and organizational tensions. This paper introduces and further develops the concept of “bounded professionalism nexus,” which implies that collaboration between professionals across organizational boundaries may exacerbate the experience of bounded professionalism. Specifically, we identify the triggers and implications of “bounded professionalism nexus”, demonstrating how cross-border organizational relations contribute to suboptimal performance in both RSAs and RBOs. According to our findings, these tensions are not only prevalent, but also have significant implications for HR professionalism. This study concludes by examining the broader implications of the “bounded professionalism nexus” for HR professionals and offering suggestions for mitigating these tensions.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 2","pages":"518-538"},"PeriodicalIF":5.4,"publicationDate":"2024-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143749981","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
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