Human Resource Management Journal最新文献_第5页

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

Conceptualising the nexus between macro-level ‘turbulence’ and the worker experience 概念化宏观层面的“动荡”与工人体验之间的关系

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-08-11 DOI: 10.1111/1748-8583.12530

Rea Prouska, Uracha Chatrakul Na Ayudhya, Alexandra Beauregard, Alexandros Psychogios, Margarita Nyfoudi

{"title":"Conceptualising the nexus between macro-level ‘turbulence’ and the worker experience","authors":"Rea Prouska, Uracha Chatrakul Na Ayudhya, Alexandra Beauregard, Alexandros Psychogios, Margarita Nyfoudi","doi":"10.1111/1748-8583.12530","DOIUrl":"10.1111/1748-8583.12530","url":null,"abstract":"In this article, we introduce the special issue on conceptualising the nexus between macro-level ‘turbulence’ and the worker experience. We discuss ‘turbulence’ as economic, political, social, technological, and environmental crises occurring in the macro-environment and affecting the world of work. We argue that human resource management plays a critical role in supporting not only the organisation, but also workers, to navigate through macro-level events. Based on the contributions included in this Special Issue, we suggest a novel framework that situates and expands the role of the Human Resources (HR) function in contemporary organisations by proposing a new role, the Proactive Carer. We argue that the debates around the role of HR and HR professionals have so far been too narrow and internally focused. It is time to expand this role to be externally facing, proactively monitoring the macro-environment for significant events, anticipating any significant changes for workers, and designing interventions to minimise any negative impact. We conclude by highlighting avenues for future research.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"781-791"},"PeriodicalIF":5.4,"publicationDate":"2023-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12530","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42844557","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

Female expatriates on the move? Gender diversity management in global mobility 移居海外的女性？全球流动中的性别多样性管理

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-08-01 DOI: 10.1111/1748-8583.12529

Benjamin Bader, Jana Bucher, Almasa Sarabi

引用次数: 0

Management practices and productivity: Does employee representation play a moderating role? 管理实践与生产力：员工代表是否起到调节作用？

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-07-15 DOI: 10.1111/1748-8583.12526

Uwe Jirjahn, Marie-Christine Laible, Jens Mohrenweiser

引用次数: 0

Bridging human resource management theory and practice: Implications for industry-engaged academic research 人力资源管理理论与实践的对接：对行业学术研究的启示

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-07-14 DOI: 10.1111/1748-8583.12523

Andrew R. Timming, Johanna Macneil

{"title":"Bridging human resource management theory and practice: Implications for industry-engaged academic research","authors":"Andrew R. Timming, Johanna Macneil","doi":"10.1111/1748-8583.12523","DOIUrl":"10.1111/1748-8583.12523","url":null,"abstract":"The link between academic theory and the professional practice of human resource management (HRM) is often tenuous and disjointed. The “gap” between theory and practice is damaging to academics and practitioners. On the one hand, academic research is often highly theoretical and methodologically complex. On the other, HR professionals tend to oversimplify advice on “how to solve” HRM “problems” and they may conduct research lacking rigor and nuance. Insofar as a bridge can be built between HRM theory and practice, significant benefits exist for both parties. Mick Marchington exemplified this bridge. His commitment to pluralism wrought significant influence on the professional practice of HRM through highly readable and practically useful theory. We look to Marchington's work to draw lessons on how we can better bridge theory and practice for the enrichment of academics and practitioners. We develop a framework contrasting “academic esotericism” with “practitioner reductionism.” We then propose a third way: “industry-engaged academic research.”","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 3","pages":"592-605"},"PeriodicalIF":5.5,"publicationDate":"2023-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12523","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44387357","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: 4

Algorithms in personnel selection, applicants' attributions about organizations' intents and organizational attractiveness: An experimental study 人员选择算法、应聘者对组织意图的归因与组织吸引力的实验研究

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-07-13 DOI: 10.1111/1748-8583.12528

Irmela Fritzi Koch-Bayram, Chris Kaibel

{"title":"Algorithms in personnel selection, applicants' attributions about organizations' intents and organizational attractiveness: An experimental study","authors":"Irmela Fritzi Koch-Bayram, Chris Kaibel","doi":"10.1111/1748-8583.12528","DOIUrl":"10.1111/1748-8583.12528","url":null,"abstract":"Machine-learning algorithms used in personnel selection are a promising avenue for several reasons. We shift the focus to applicants' attributions about the reasons why an organization uses algorithms. Combining the human resources attributions model, signaling theory, and existing literature on the perceptions of algorithmic decision-makers, we theorize that using algorithms affects internal attributions of intent and, in turn, organizational attractiveness. In two experiments (N = 259 and N = 342), including a concurrent double randomization design for causal mediation inferences, we test our hypotheses in the applicant screening stage. The results of our studies indicate that control-focused attributions about personnel selection (cost reduction and applicant exploitation) are much stronger when algorithms are used, whereas commitment-focused attributions (quality enhancement and applicant well-being) are much stronger when human experts make selection decisions. We further find that algorithms have a large negative effect on organizational attractiveness that can be partly explained by these attributions. Implications for practitioners and academics are discussed.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"733-752"},"PeriodicalIF":5.4,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12528","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46528150","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