Human Resource Management Journal最新文献_第2页

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":"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.","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 5.4 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":"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":"35 1","pages":"336-370"},"PeriodicalIF":5.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12568","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":"OA","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 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-08-07 DOI: 10.1111/1748-8583.12569

David E. Guest

引用次数: 0

‘If my boss wasn't so accommodating, I don't know what I would do’: Workplace supports for carers and the role of line managers and co-workers in mediating informal flexibility 如果我的老板不那么通情达理，我真不知道该怎么办"：工作场所对照顾者的支持以及直线经理和同事在调解非正式灵活性中的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-06-15 DOI: 10.1111/1748-8583.12566

M. Fahy, L. Dowling-Hetherington, D. Phillips, B. Moloney, C. Duffy, G. Paul, G. Fealy, T. Kroll, A. Lafferty

{"title":"‘If my boss wasn't so accommodating, I don't know what I would do’: Workplace supports for carers and the role of line managers and co-workers in mediating informal flexibility","authors":"M. Fahy, L. Dowling-Hetherington, D. Phillips, B. Moloney, C. Duffy, G. Paul, G. Fealy, T. Kroll, A. Lafferty","doi":"10.1111/1748-8583.12566","DOIUrl":"10.1111/1748-8583.12566","url":null,"abstract":"Most employees will experience at least one episode of caregiving during their working lives. While work is important for carers' identity and well-being, the increasing complexity of caregiving situations and the often unpredictable needs of care recipients means that working carers may need to informally adjust when, where and how they work. The manner in which this informal flexibility is enacted is not well understood. Using a qualitative research design, this paper provides an insight into employees' experiences of combining work and caregiving and gives voice to working carers and the daily struggles they face. Drawing on the literature on work-family conflict (WFC) theory, signalling theory and flexible working, our research highlights the importance of informal flexibility, and the mediating role of line managers and co-workers in providing access to this flexibility. We identify the enabling mechanisms, or explicit signals of support, through which carer-friendly informal flexibility is enacted, namely: reassurance and pre-emptive support; carer advocacy; and idiosyncratic deal-making (i-deals). We argue that when these enabling mechanisms are in place, WFC is alleviated and attachment to the workforce is facilitated. Where the enabling mechanisms are not accessible, WFC increases and attachment to the workforce is hindered.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"302-318"},"PeriodicalIF":5.4,"publicationDate":"2024-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12566","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141337374","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

Exploring the agency of skilled refugees in the British labour market 探索英国劳动力市场中技术难民的代理权

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-06-10 DOI: 10.1111/1748-8583.12565

Dulini Fernando

引用次数: 0

Politics and race in the workplace: Understanding how and when trump-supporting managers hinder black employees from thriving at work 工作场所的政治与种族问题：了解支持特朗普的管理者如何以及何时阻碍黑人员工在工作中茁壮成长

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-06-05 DOI: 10.1111/1748-8583.12564

Darryl B. Rice, Nicole C. J. Young, Regina M. Taylor, Stephanie R. Leonard

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 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-30 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":"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":"35 1","pages":"229-255"},"PeriodicalIF":5.4,"publicationDate":"2024-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12563","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":"OA","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 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-28 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":"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":"35 1","pages":"183-205"},"PeriodicalIF":5.4,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12561","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":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Professionalisation and convergence-divergence of HRM: China, Hong Kong, and the United Kingdom compared

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-28 DOI: 10.1111/1748-8583.12562

Paul Higgins, Ian Roper, Lingling Zhao

{"title":"Professionalisation and convergence-divergence of HRM: China, Hong Kong, and the United Kingdom compared","authors":"Paul Higgins, Ian Roper, Lingling Zhao","doi":"10.1111/1748-8583.12562","DOIUrl":"https://doi.org/10.1111/1748-8583.12562","url":null,"abstract":"HRM has long claimed professional status. The global prevalence of national-level people management associations (PMA) supports this claim. Aside from prescribing practices appropriate for differing national contexts, PMAs simultaneously claim to share international best practices. This divergence/convergence tension raises questions about whether common institutional circumstances trigger PMA formation and if universal associational features develop over time. This article addresses both concerns by extrapolating a reanalysis of two historical accounts of PMA formation in the United Kingdom (from 1913) and Hong Kong (from 1968) to commensurate developments in contemporary China (from 2001). Its application of a modified version of trait theory with institutional analysis finds that a family resemblance occurs between PMAs created by adapting to employment regulation from the state while promoting employers' substantive interests. A path-dependent legacy of these tensions reflects the HR professionalisation project's broader institutional subordination to state and market forces.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"206-228"},"PeriodicalIF":5.4,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143120306","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

Expatriate voice: The effects of nationality and social status 外籍人士的声音：国籍和社会地位的影响

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-23 DOI: 10.1111/1748-8583.12554

Washika Haak-Saheem, Adrian Wilkinson, Chris Brewster, Marina Arnaut

引用次数: 0