Human Resource Management Journal最新文献_第3页

Enabling older employees' well-being through HR attributions: The moderating role of management context 通过人力资源归因促进老年员工的福祉：管理环境的调节作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-15 DOI: 10.1111/1748-8583.12555

Eda Aksoy, Justin Marcus

{"title":"Enabling older employees' well-being through HR attributions: The moderating role of management context","authors":"Eda Aksoy, Justin Marcus","doi":"10.1111/1748-8583.12555","DOIUrl":"10.1111/1748-8583.12555","url":null,"abstract":"Fusing the extant literature on successful aging at work (SAW) and HR attributions, we examined the confluence of employee-oriented internal HR attributions and unit-level employee management context on burnout for employees across the age spectrum. Time-lagged, multi-level survey data were collected from a sample of 1762 blue-collar employees from 178 work units at the manufacturing plants of a large firm operating in the Turkish energy industry, which is characterized as a high-risk safety environment. A cross-level moderated mediation model was tested using multi-level structural equation modeling (MSEM). Results supported study hypotheses such that the negative association between age and burnout was mediated by employee-oriented positive HR attributions, and this indirect association was moderated by unit-level perceptions of the employee management context. Development-oriented contexts that emphasized personal development/growth—indicated by the degree of emphasis on innovation strategy, safety training, and active unit safety leadership—weakened the negative indirect (i.e., buffering) effect of age on burnout via less positive HR attributions. Conversely, a maintenance-oriented context that emphasized maintaining the status quo—indicated by passive unit safety leadership—strengthened said effect through more positive HR attributions. The theoretical and practical implications of these findings for fostering employee well-being across the age spectrum are discussed.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"135-153"},"PeriodicalIF":5.4,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12555","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140977450","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

Enabling employee voice in small and medium enterprises: The role of trust and respect in the employment relationship 促进中小型企业员工的发言权：信任和尊重在雇佣关系中的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-14 DOI: 10.1111/1748-8583.12556

Rea Prouska, Aidan McKearney, Alexandros Psychogios, Leslie T. Szamosi

{"title":"Enabling employee voice in small and medium enterprises: The role of trust and respect in the employment relationship","authors":"Rea Prouska, Aidan McKearney, Alexandros Psychogios, Leslie T. Szamosi","doi":"10.1111/1748-8583.12556","DOIUrl":"10.1111/1748-8583.12556","url":null,"abstract":"There is significant research on employee voice (EV) practices in large, often unionised, workplaces. Yet, there is scarcity of empirical evidence on voice practices in small and medium enterprises (SMEs), specifically on the intricate dynamics of the employee-owner/manager relationship at the micro-level and its connection with organisational employment relations (ER) and voice climates at the meso-level. This paper addresses this gap by examining these factors from the perspective of both employees and owners/managers in SMEs. It draws on 87 interviews in 29 non-unionised SMEs. Our findings reveal SMEs as sites where the role of owners/managers in setting the employment relationship and the ER climate, and consequently the voice climate, is magnified, with profound consequences for EV behaviours. Our findings contribute to EV theory by offering a conceptualisation of how voice may be enabled or hindered in SMEs, with a focus on the role of trust and respect in the employment relationship in influencing the ER climate, voice climate and, consequently, voice behaviours, thereby guiding further research and offering practical implications for human resources practice in this respect.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"116-134"},"PeriodicalIF":5.4,"publicationDate":"2024-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140981136","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

Best management practices for integrating refugee employees 融合难民员工的最佳管理做法

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-05-08 DOI: 10.1111/1748-8583.12553

Mladen Adamovic, Diarmuid Cooney-O'Donoghue

{"title":"Best management practices for integrating refugee employees","authors":"Mladen Adamovic, Diarmuid Cooney-O'Donoghue","doi":"10.1111/1748-8583.12553","DOIUrl":"10.1111/1748-8583.12553","url":null,"abstract":"The number of international refugees in developed countries continues to increase due to various factors, including war, poverty, poor economic conditions, and environmental disasters. While prior research has focused on the challenges faced by refugees in finding work, prior research has neglected the organisational perspective. Therefore, our research question is: Which HR and management practices are viewed by refugees and organisational leaders as being most effective for the workplace integration of refugee employees? To address this research question, we conducted an exploratory semi-structured interview study, drawing on quality of work life research. We conducted 37 semi-structured interviews with refugees and people seeking asylum, as well as 35 interviews with managers who supervise refugees (including managers who develop employment programs and provide employment assistance for refugees). Based on the interview findings, we identify best HR practices and management strategies for integrating refugee employees in the workplace. Our interview findings and best HR practices for integrating refugee employees are summarised through the following five overall themes, each with additional sub-dimensions: (1) workforce planning, (2) training and development, (3) inclusive work practices, (4) meaningful work, and (5) well-being-focused management. Our interview findings have important practical implications for organisations, managers, and policymakers who are working to advance the integration of refugees and people seeking asylum in the workforce.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"91-115"},"PeriodicalIF":5.4,"publicationDate":"2024-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12553","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141000854","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

Preventing subsequent turnover after downsizing: The role of collective pay for performance practices 防止裁员后的人员流失：集体绩效工资做法的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-04-20 DOI: 10.1111/1748-8583.12552

Youngsang Kim, Andrea Kim, Tae-Youn Park, Eun-Ji Oh, Seung Soo Eo, Kihwan Song

引用次数: 0

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 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-04-08 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":"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":"35 1","pages":"45-63"},"PeriodicalIF":5.4,"publicationDate":"2024-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12551","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":"OA","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 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-04-01 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":"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":"25-44"},"PeriodicalIF":5.4,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12550","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":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

‘Leading’ by example? Gendered language in Human Resource job adverts 以身作则"？人力资源招聘广告中的性别语言

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-03-28 DOI: 10.1111/1748-8583.12549

Maranda Ridgway, Louise Oldridge, Sharon Mavin

{"title":"‘Leading’ by example? Gendered language in Human Resource job adverts","authors":"Maranda Ridgway, Louise Oldridge, Sharon Mavin","doi":"10.1111/1748-8583.12549","DOIUrl":"10.1111/1748-8583.12549","url":null,"abstract":"While there has been an increase of women in the workplace, why do they remain underrepresented at the senior level, even in women-dominated occupations such as Human Resources (HRs)? This article examines gendered wording in UK HR job adverts and the extent to which job adverts are a gendered practice contributing to women's underrepresentation in senior roles—even within a women-dominated profession. We analysed 158 HR job adverts to identify the use of gendered language, traits and behaviours, equality, diversity, and inclusivity (EDI), and flexible working practices. Findings show that as the salary or title seniority increases, the proportion of masculine words in the job adverts increases, the prevalence of EDI statements, and flexible working practices decreases. We theorise how job adverts are a hidden gendered barrier to women's progress in HR, contributing to the (re)production of patriarchy, the masculine discourse of leadership and a negative cycle sustaining hierarchical segregation where men dominate in senior roles. HR is not leading by example in reducing systemic inequality practices and is complicit in reinforcing gender stereotypes.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 1","pages":"1-24"},"PeriodicalIF":5.4,"publicationDate":"2024-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12549","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140369971","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

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