Human Resource Management Journal最新文献_第4页

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

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