Human Resource Management Journal最新文献_第2页

The impact of ability‐, motivation‐ and opportunity‐enhancing HR sub‐bundles on employee wellbeing: An examination of nonlinearities and occupational differences in skill levels 提高能力、激励和机会的人力资源子基金对员工福利的影响：对技能水平的非线性和职业差异的研究

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-04-09 DOI: 10.1111/1748-8583.12551

Yanqing Lai, Cai‐Hui (Vernoica) Lin, George Saridakis, Yannis Georgellis

{"title":"The impact of ability‐, motivation‐ and opportunity‐enhancing HR sub‐bundles on employee wellbeing: An examination of nonlinearities and occupational differences in skill levels","authors":"Yanqing Lai, Cai‐Hui (Vernoica) Lin, George Saridakis, Yannis Georgellis","doi":"10.1111/1748-8583.12551","DOIUrl":"https://doi.org/10.1111/1748-8583.12551","url":null,"abstract":"Existing research examines the impact of human resource (HR) practices on employee wellbeing by considering each practice in isolation or multiple practices as a bundle, focusing on linear associations. Drawing on the too‐much‐of‐a‐good‐thing (TMGT) meta‐theory, we examine possible nonlinear effects of Ability‐Motivation‐Opportunity (AMO) sub‐bundles on job satisfaction and job stress. We, also, examine boundary conditions on whether and how the nature of the identified curvilinear associations varies across employees in high‐, medium‐, and low‐skilled occupations. Using data from the Workplace Employment Relations Study (WERS2011), we uncover an inverse U‐shaped association between motivation‐enhancing (ME) practices and job satisfaction and a U‐shaped association between opportunity‐enhancing (OE) practices and job stress. No evidence of a curvilinear ability‐enhancing (AE) practices‐wellbeing association emerges. Additionally, occupational differences in skills levels moderate the curvilinear ME practices‐stress association. Likewise, occupational skills differences moderate the associations between OE practices and job satisfaction, and work stress. There is no suggestion that occupational differences moderate the AE practices‐wellbeing association. These findings underline the contingent nature of the TMGT effect and call for a more nuanced investigation of the HR‐wellbeing association.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"27 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140567313","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

Does being a leader make them stay? Short‐ and long‐term effects of supervisory responsibility on turnover intentions 成为领导会让他们留下来吗？领导责任对离职意向的短期和长期影响

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2024-04-02 DOI: 10.1111/1748-8583.12550

Stephanie Funk

{"title":"Does being a leader make them stay? Short‐ and long‐term effects of supervisory responsibility on turnover intentions","authors":"Stephanie Funk","doi":"10.1111/1748-8583.12550","DOIUrl":"https://doi.org/10.1111/1748-8583.12550","url":null,"abstract":"Employers want to avoid fluctuation, especially when qualified personnel is involved. This raises the question of whether promoting employees into leadership positions with supervisory responsibility helps to retain them. Based on social exchange theory, this article predicts that in the short run, employees have lower turnover intentions due to reciprocal feelings. In the long run, following human capital theory, supervisory responsibility increases an employee's turnover intentions due to the general skills acquired in the leadership position. This article argues that human resource management (HRM) practices that enhance an individual's internal career development counteract this long‐term turnover‐increasing effect by offering employees internal advancement opportunities. This study empirically tests these predictions using German linked employer‐employee data. The results support the predicted short‐term turnover‐reducing and the long‐term turnover‐increasing effect of supervisory responsibility. The results also reveal that for long‐term supervisors appraisal interviews and development plans, two examples of HRM practices, counteract the effect by reducing an employee's intention to quit.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140567120","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

Sharing and hiding knowledge under pandemics: The role of stressor appraisals, perceived supervisor behaviors and attributions of supervisor motives 大流行病下的知识共享与隐藏：压力评估、感知到的主管行为和主管动机归因的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-03-14 DOI: 10.1111/1748-8583.12548

Francesco Montani, Valentina Sommovigo, Raffaele Staglianò

{"title":"Sharing and hiding knowledge under pandemics: The role of stressor appraisals, perceived supervisor behaviors and attributions of supervisor motives","authors":"Francesco Montani, Valentina Sommovigo, Raffaele Staglianò","doi":"10.1111/1748-8583.12548","DOIUrl":"10.1111/1748-8583.12548","url":null,"abstract":"This study aims to shed light on the dual impact of appraisals of pandemic-induced job stressors on employee knowledge sharing and hiding behaviors. Drawing on the transactional attribution model, we hypothesize that employee perceptions of supervisor compassionate and self-serving behavior would positively mediate the impact of employee challenge and hindrance appraisals of pandemic-induced job stressors on employee knowledge sharing and knowledge hiding, respectively. Moreover, stressor appraisals are expected to interact with employee attributions of supervisor compassionate and self-serving motives in shaping perceptions of supervisor compassionate and self-serving behavior, respectively. To test our hypotheses, we conducted two independent studies—a three-wave full longitudinal study with 230 employees from UK and U.S. firms during the first COVID-19 outbreak and a randomized scenario-based experiment with 210 U.S. employees. Cross-lagged structural equation analyses, analyses of variance, and path analyses fully supported our predictions, thus providing a nuanced understanding of the role of perceived supervisor behavior and attributions of supervisor motives in accounting for the differential effects of employee appraisals of pandemic-induced job stressors on knowledge behaviors.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"1154-1183"},"PeriodicalIF":5.4,"publicationDate":"2024-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140151357","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

Why are employee assistance programmes under-utilised and marginalised and how to address it? A critical review and a labour process analysis 员工援助计划为何未得到充分利用和被边缘化？批判性评论和劳动过程分析

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-03-07 DOI: 10.1111/1748-8583.12547

Tianyi Long

引用次数: 0

When HRM meets politics: Interactive effects of high-performance work systems, organizational politics, and political skill on job performance 当人力资源管理遇到政治：高绩效工作系统、组织政治和政治技能对工作绩效的交互影响

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-02-15 DOI: 10.1111/1748-8583.12546

Huikun Chang, Jongwook Pak

{"title":"When HRM meets politics: Interactive effects of high-performance work systems, organizational politics, and political skill on job performance","authors":"Huikun Chang, Jongwook Pak","doi":"10.1111/1748-8583.12546","DOIUrl":"10.1111/1748-8583.12546","url":null,"abstract":"Recently, scholars in strategic human resource management have attended to internal dynamics that give rise to variability within organizations. Given that workplace politics is an inherent and inevitable part of organizational life, this study investigates the interplay of organizational politics (OP) and an individual's political skill (PS) in shaping the relationship between high-performance work systems (HPWS) and employees' performance behaviors. Utilizing multilevel, multisource data collected in two phases from 187 employees nested within 47 workgroups, we explore cross-level three-way interaction effects involving group-level HPWS, OP, and individual-level PS on task performance and organizational citizenship behaviors. The results reveal that the positive impact of HPWS is more pronounced among individuals with strong PS when OP is low. Conversely, in high OP environments, the HPWS–performance relationship becomes negative for those with poor PS, while individuals with strong PS continue to exhibit positive outcomes. These findings contribute to a deeper understanding of the intricate and nuanced nature of the HPWS–performance relationship.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"1112-1133"},"PeriodicalIF":5.4,"publicationDate":"2024-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139776225","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 is more (not) better? On the relationships between the number of information ties and newcomer assimilation and learning 什么时候（不是）越多越好？信息纽带数量与新来者同化和学习之间的关系

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-02-13 DOI: 10.1111/1748-8583.12545

Hao-Yun Zou, Hai-Jiang Wang, Zitong Sheng, Wenxing Liu, Feng Jiang

{"title":"When is more (not) better? On the relationships between the number of information ties and newcomer assimilation and learning","authors":"Hao-Yun Zou, Hai-Jiang Wang, Zitong Sheng, Wenxing Liu, Feng Jiang","doi":"10.1111/1748-8583.12545","DOIUrl":"10.1111/1748-8583.12545","url":null,"abstract":"Social capital plays a critical role in newcomer adjustment. However, research is lacking regarding the effective mobilization of social capital, in terms of how different information network characteristics jointly influence newcomer adjustment. Drawing on the literature on social networks and newcomer adjustment, we distinguish two crucial processes of newcomer adjustment, namely assimilation and learning, and propose that the extent to which newcomers' number of information ties influences the assimilation and learning processes depends on the frequency of social interactions (i.e., tie strength) and the status of network contacts (i.e., network status). To test our hypotheses, four waves of data were collected from a sample of 178 organizational newcomers. The results suggest that when network status is low, mobilizing a large information network reduces newcomers' organizational identification (an assimilation indicator), which in turn reduces their job satisfaction. Conversely, mobilizing a large information network with weak ties enhances newcomers' role clarity (a learning indicator) and in turn boosts their task performance. Overall, this study highlights the importance of considering tie strength and network status together with the number of information ties in efforts to facilitate newcomer adjustment.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"1080-1111"},"PeriodicalIF":5.4,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139839489","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 does CSR-facilitation human resource management motivate employee job engagement? The contextual effect of job insecurity 企业社会责任促进型人力资源管理何时能激发员工的工作热情？工作不安全感的环境影响

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-01-31 DOI: 10.1111/1748-8583.12544

Kamran Iqbal, Jie Shen, Xin Deng

引用次数: 0

Are layoffs an industry norm? Exploring how industry-level job decline or growth impacts firm-level layoff implementation 裁员是行业规范吗？探索行业层面的职位减少或增长如何影响企业层面的裁员实施

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-12-21 DOI: 10.1111/1748-8583.12543

Nita Chhinzer

{"title":"Are layoffs an industry norm? Exploring how industry-level job decline or growth impacts firm-level layoff implementation","authors":"Nita Chhinzer","doi":"10.1111/1748-8583.12543","DOIUrl":"10.1111/1748-8583.12543","url":null,"abstract":"Corporate layoffs are a globally prolific organisational activity, but little is known about how industry-level employment loss or gain impacts firm-level layoff implementation. Grounded in institutional theory, this study posits that firms in industries experiencing employment decline align with a cost-containment approach, while firms in industries experiencing employment growth focus on social exchange theory when executing employee layoffs. Analysis of 573 mass layoffs from March 2013 to May 2019 compared downsizing scope (layoff severity and frequency), explanations, alternatives, advance notice, and firm characteristics (unionisation and firm size) in employment gain versus loss industries. The findings indicate that meaningful differences exist. Firms operating in employment loss industries implement layoffs focused on cost-containment, including less severe layoffs, less extensive but more demand-decline focused explanations, and use more cost-reduction layoff alternatives, when compared to layoffs in employment gaining industries. Firms operating in industries experiencing growth execute layoffs in a manner that maintains the social exchange expectations between employee-employer. In addition, firms in declining industries are more likely to be unionised and larger than firms in growing industries. This research helps reconcile divergent layoff perspectives by considering how variations in external factors impact corporate layoffs.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"1042-1062"},"PeriodicalIF":5.4,"publicationDate":"2023-12-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12543","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138949756","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

More to life than promotion: Self-initiated and self-resigned career plateaus 生活不只是升职：自我启动和自我放弃的职业高原

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-12-17 DOI: 10.1111/1748-8583.12542

Farveh Farivar, Mary Anthony, Julia Richardson, Rajiv Amarnani

引用次数: 0

Individuals' career perceptions in different institutionalized contexts: A comparative study of career actors in liberal, coordinated, hierarchical and mediterranean market economies 不同制度化背景下的个人职业认知：自由、协调、等级和地中海市场经济中职业生涯参与者的比较研究

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-12-11 DOI: 10.1111/1748-8583.12541

Maike Andresen, Eleni Apospori, Hugh Gunz, Richard Cotton, Douglas T. Hall, Yan Shen, Janine Bosak, Michael Dickmann, Emma Parry

{"title":"Individuals' career perceptions in different institutionalized contexts: A comparative study of career actors in liberal, coordinated, hierarchical and mediterranean market economies","authors":"Maike Andresen, Eleni Apospori, Hugh Gunz, Richard Cotton, Douglas T. Hall, Yan Shen, Janine Bosak, Michael Dickmann, Emma Parry","doi":"10.1111/1748-8583.12541","DOIUrl":"10.1111/1748-8583.12541","url":null,"abstract":"Leveraging Weiner's attribution theory of intrapersonal motivation at the micro level and varieties of capitalism theory at the macro level, we conduct a multi-country and cross-level study examining whether individuals' career goals (i.e., perceived importance of learning and development), behaviors (i.e., proactive career behaviors), and outcomes (i.e., perceived employability) as well as the relationships between these variables, differ between different market economies. We challenge extant literature that focuses on the agentic role of individuals and understates the role of context (i.e., market economy influence) in an individual's career development. Using multilevel structural equation modeling, we draw on a survey of 15,201 individuals between 2014 and 2016 from 22 countries representing four different varieties of capitalism. The results showed that workers in hierarchical (HME) and Mediterranean (MME) market economies systematically differed from individuals in coordinated (CME) and liberal (LME) market economies in proactive career behaviors and perceived employability. Moreover, while the positive relationship between perceived importance of learning and development and proactive career behaviors was stronger in CMEs and LMEs compared to HMEs and MMEs, the positive association between proactive career behaviors and perceived employability was weaker. Our study bridges the micro-macro gap in career studies, adding new insights into the ongoing conversation of contextual influence in individuals' career development.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"991-1021"},"PeriodicalIF":5.4,"publicationDate":"2023-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12541","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138579271","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