Human Resource Management Journal最新文献_第4页

‘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 人力资源管理的专业化与趋同-分化：中国、香港和英国的比较

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

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