Human Resource Management Journal最新文献_第3页

Editorial: Scholar-stakeholder collaboration for rigorous and relevant HRM research—Possible contributions and key requirements of collaborative studies in HRM 社论:学者-利益相关者合作进行严谨和相关的人力资源管理研究-人力资源管理合作研究的可能贡献和关键要求

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-28 DOI: 10.1111/1748-8583.12540

Marco Guerci, Tony Huzzard, Giovanni Radaelli, Abraham B. (Rami) Shani

{"title":"Editorial: Scholar-stakeholder collaboration for rigorous and relevant HRM research—Possible contributions and key requirements of collaborative studies in HRM","authors":"Marco Guerci, Tony Huzzard, Giovanni Radaelli, Abraham B. (Rami) Shani","doi":"10.1111/1748-8583.12540","DOIUrl":"10.1111/1748-8583.12540","url":null,"abstract":"Human Resource Management research is striving to develop rigorous and actionable knowledge for today’s social and environmental global challenges. For years, academic-stakeholder collaborative knowledge creation processes have been considered as potentially rewarding ways to achieve this objective. However, applications of collaborative HRM research are still relatively sparse, as HR scholars tend to engage with more traditional processes of knowledge creation. The aim of this editorial is to foster more widespread conduct of collaborative HRM research in the future. Drawing on Habermas, whose ideas on human knowledge are considered to be at the core of the epistemology of collaborative management research, we first highlight three avenues for collaborative HRM research that addresses our technical, practical and emancipatory knowledge-constitutive interests. For each of them, we highlight key theoretical assumptions and risks. Thereafter, we describe two key requirements for rigour and relevance in the context of any collaborative HRM study. Finally, we present the papers included in this special section and discuss their implications for HRM research.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"975-990"},"PeriodicalIF":5.4,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12540","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138496526","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

The role of contextual voice efficacy on employee voice and silence 情境性建言效能对员工建言与沉默的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-19 DOI: 10.1111/1748-8583.12537

Xu Huang, Adrian Wilkinson, Michael Barry

引用次数: 0

The elusiveness of strategic HR partnering: Using paradox theory to understand tensions surrounding the HR business partnering role 战略人力资源伙伴关系的难以捉摸:用悖论理论理解围绕人力资源业务伙伴角色的紧张关系

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-17 DOI: 10.1111/1748-8583.12538

Hadyn Bennett, Martin McCracken, Paula O’Kane, Travor Brown

引用次数: 0

Feeling stuck and feeling bad: Career plateaus, negative emotions, and counterproductive work behaviors 感到困顿和糟糕：职业高原、消极情绪和适得其反的工作行为

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-06 DOI: 10.1111/1748-8583.12539

Kara Ng, Wei-Ning Yang

{"title":"Feeling stuck and feeling bad: Career plateaus, negative emotions, and counterproductive work behaviors","authors":"Kara Ng, Wei-Ning Yang","doi":"10.1111/1748-8583.12539","DOIUrl":"10.1111/1748-8583.12539","url":null,"abstract":"Career plateauing has been described as a subjective state that is emotionally unpleasant and associated with unethical work behaviors, yet there is little theoretical explanation or robust evidence to support such claims. This study contributes a theoretical framework for the relationships between career plateauing, emotions, and counterproductive work behaviors (CWB). Building on the stressor-emotion model of CWB, we propose that employees who perceive themselves as experiencing plateau are likely to commit CWB when they experience negative emotions. We also predict that the strength of this process depends on individuals' emotion regulation ability. Through regression analysis of data from 193 UK-based employees across three time points, our study finds that both hierarchical and job content plateauing are associated with negative emotions and indirectly related to CWB via negative emotions; neither plateau type is directly related to CWB. Additionally, lower emotion regulation ability strengthens the relationship between job content plateauing and negative emotions, leading to more CWB. This study offers a novel theoretical explanation of how plateauing affects employees' emotions and deviant behaviors. It also provides important practical guidance for managers by showing that plateaued employees are not inherently problematic to the organization. By proactively understanding and managing plateaued individuals' feelings, managers can more likely prevent negative emotions from triggering deviant behaviors.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"921-941"},"PeriodicalIF":5.4,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12539","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135682002","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

Emotions careers: The interplay between careers and emotions in professional organisations 情感职业：职业组织中职业与情感之间的相互作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-03 DOI: 10.1111/1748-8583.12536

Stefanie Gustafsson, Dan Kärreman

{"title":"Emotions careers: The interplay between careers and emotions in professional organisations","authors":"Stefanie Gustafsson, Dan Kärreman","doi":"10.1111/1748-8583.12536","DOIUrl":"10.1111/1748-8583.12536","url":null,"abstract":"Despite recognising the importance of emotions for careers, researchers rarely explore how career-related practices invoke emotions and the implications for professionals’ career aspirations and behaviours. Drawing on 50 interviews with lawyers on the partner track and human resource (HR) professionals, we develop the concept of an emotions career. The emotions career consists of four stages, each characterised by different primary emotions and socio-emotional dynamics. We find that career practices and social interactions elicit emotions that regulate professionals’ career aspirations and trajectories. Thus, professionals become emotionally invested in their careers, which in turn contributes to the maintenance of existing career systems. To better support professionals, we suggest that HR practitioners develop greater awareness of the emotional dynamics associated with careers and engage in career conversations, while organisational leaders should, collectively, consider ways to challenge negative perceptions of alternative career paths, generating more diverse thinking about careers.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"904-920"},"PeriodicalIF":5.4,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12536","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135819998","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

Developing new understanding of how global talent flow impact individual and firm performance by using big data 利用大数据，对全球人才流动如何影响个人和公司业绩形成新的认识

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-11-01 DOI: 10.1111/1748-8583.12535

Yehuda Baruch, David S. A. Guttormsen, Stanley B. Gyoshev, Trifon Pavkov, Miana Plesca

引用次数: 0

HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known HARKing 对科学有益：为什么、何时以及如何 c/ 我们是否应该在结果已知后提出假设或在结果已知后提出研究问题

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-10-13 DOI: 10.1111/1748-8583.12534

Yehuda Baruch

{"title":"HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known","authors":"Yehuda Baruch","doi":"10.1111/1748-8583.12534","DOIUrl":"10.1111/1748-8583.12534","url":null,"abstract":"This provocation challenges the current view that practicing HARKing (Hypothesizing After Results are Known) must be avoided under all circumstances. I explain why and under which circumstances scholars may be allowed, even encouraged, to follow this practice. I use the extant literature and specific cases to show how HARKing can help generate new and worthy knowledge, and why an outright ban on HARKing is wrong for the field of social sciences—and, particularly, for business and management studies. The argument expands the phenomenon to PARKing too (Proposing research questions After Results are Known). The implications for knowledge creation are critical because this practice could hinder research and might defy logic. This provocation is intended as a thought-provoking exercise, hopefully leading to changes in the approach and mindset of scholars. HARKing could offer a major added value to the field as it helps to develop knowledge that, so far, has been blocked by attempts to ban HARKing, and thereby may help open new avenues for knowledge creation.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"865-878"},"PeriodicalIF":5.4,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12534","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135855245","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

Work-life flexibility practices in context: A gendered cross-cultural analysis 工作与生活灵活性实践的背景：性别跨文化分析

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-09-28 DOI: 10.1111/1748-8583.12533

Kaumudi Misra

引用次数: 0

Stock investors' reaction to layoff announcements: A meta-analysis 股票投资者对裁员公告的反应：荟萃分析

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-09-21 DOI: 10.1111/1748-8583.12532

Kamran Eshghi, Vivek Astvansh

引用次数: 0

Correction to “Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT” 对“生成式人工智能时代的人力资源管理:ChatGPT的视角与研究方向”的更正

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-09-01 DOI: 10.1111/1748-8583.12531

引用次数: 0