Human Resource Management Journal最新文献_第5页

Addressing Algorithmic Bias in AI-Driven HRM Systems: Implications for Strategic HRM Effectiveness 解决人工智能驱动的人力资源管理系统中的算法偏差：对人力资源管理战略有效性的影响

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-05-26 DOI: 10.1111/1748-8583.12609

Ruwan J. Bandara, Kumar Biswas, Shahriar Akter, Sujana Shafique, Mahfuzur Rahman

{"title":"Addressing Algorithmic Bias in AI-Driven HRM Systems: Implications for Strategic HRM Effectiveness","authors":"Ruwan J. Bandara, Kumar Biswas, Shahriar Akter, Sujana Shafique, Mahfuzur Rahman","doi":"10.1111/1748-8583.12609","DOIUrl":"https://doi.org/10.1111/1748-8583.12609","url":null,"abstract":"AI and machine learning algorithms are revolutionising the modern workplace by transforming HR functions to deliver superior outcomes for both employees and organisations. However, research shows that these algorithms often fail to deliver optimal HR solutions, primarily due to inherent biases. Developing capabilities to overcome algorithmic biases is critical for firms, as these biases present significant challenges to fairness and inclusivity in HR decision-making, ultimately impacting the effectiveness of HR practices. To address this challenge, our study, grounded in the dynamic capability perspective, presents a model to address algorithmic biases in people management and achieve superior strategic HR outcomes. To test our theoretical model, we collected survey data using a two-wave, time-lagged approach from HR professionals and employees working in firms within the Australian financial and insurance industries. The key findings reveal three critical dimensions of HR algorithmic bias management capability: data bias, model bias, and deployment bias management capabilities, which significantly influence AI-enabled high-performance HR practices and, in turn, positively impact strategic HRM effectiveness. Our novel findings on the dimensions of HR bias management capability contribute to advancing the dynamic capability view in HRM research. They also offer a comprehensive bias management framework that allows HR professionals to address the strategic, ethical, and operational challenges emerging from the use of AI-augmented HR practices in the dynamic workplace, helping sustain a competitive advantage.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"1047-1063"},"PeriodicalIF":6.2,"publicationDate":"2025-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12609","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426040","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

Influence of Women in Leadership on Gender-Equality, Work–Life, and Domestic Violence Coping Practices: The Role of Chief Executive Officer Gender 女性领导对性别平等、工作生活和家庭暴力应对实践的影响：首席执行官性别的作用

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-05-23 DOI: 10.1111/1748-8583.12611

Marzena Baker, Muhammad Ali, Mirit K. Grabarski, Alison Konrad

{"title":"Influence of Women in Leadership on Gender-Equality, Work–Life, and Domestic Violence Coping Practices: The Role of Chief Executive Officer Gender","authors":"Marzena Baker, Muhammad Ali, Mirit K. Grabarski, Alison Konrad","doi":"10.1111/1748-8583.12611","DOIUrl":"https://doi.org/10.1111/1748-8583.12611","url":null,"abstract":"Achieving gender equality continues to pose a persistent challenge in contemporary workplaces, as indicated by the slow rate of progress and predictions that achieving gender equality may take a century. Responding to calls for a deeper understanding of how women's leadership influences organizational outcomes, we draw on social role theory to examine the relationship between women in senior leadership and gender equality management systems (GEMS), which is a comprehensive “bundle” of gender-equality, work–life, and domestic violence coping practices, in the context of the gender of chief executive officers (CEOs). Utilizing a large-scale, longitudinal dataset of 6620 Australian organizations spanning 7 years, our panel analyses reveal that having women in senior leadership positively influences work–life practices and domestic violence coping practices. The results also indicate that women in leadership have a positive impact on gender-equality practices when organizations are led by a female CEO. By showing how women in senior leadership and a supportive female CEO jointly foster broader adoption of GEMS, we extend and refine social role theory. Our findings also provide robust evidence, drawn from a wide range of organizations, that the leadership of women at multiple levels plays a pivotal role in accelerating progress toward workplace gender equality.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"1032-1046"},"PeriodicalIF":6.2,"publicationDate":"2025-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12611","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426116","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

Evolution of Employee Work Preferences Amidst COVID-19: A Social Media Analysis COVID-19期间员工工作偏好的演变：一项社交媒体分析

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-05-22 DOI: 10.1111/1748-8583.12610

Ashish Malik, Mohan Thite, Dian Tjondronegoro, Ramanathan Iyer, Fereshteh Nayyeri, Behnaz Avazpour, Iva Durakovic, Samin Marzban, Christhina Candido

{"title":"Evolution of Employee Work Preferences Amidst COVID-19: A Social Media Analysis","authors":"Ashish Malik, Mohan Thite, Dian Tjondronegoro, Ramanathan Iyer, Fereshteh Nayyeri, Behnaz Avazpour, Iva Durakovic, Samin Marzban, Christhina Candido","doi":"10.1111/1748-8583.12610","DOIUrl":"https://doi.org/10.1111/1748-8583.12610","url":null,"abstract":"Retaining and managing talent is critical for a firm's competitive advantage. While human resource management (HRM) literature suggests several configurations of bundles of ability(A), motivation(M), and opportunity(O) enhancing HRM practices for enhancing individual and firm performance, it fails to capture the dynamic contextual changes at an individual and organizational level, rendering a given bundle of HRM practices ineffective in managing talent. This study contributes, first, by temporally analyzing the structural shifts in employees' work preferences, tracking changes in their contextual environment at a large, global high-technology firm using Glassdoor reviews. Second, analyzing employee work preferences over a 3-year period from 2019 to 2022 (covering three distinctive periods: pre-pandemic, pandemic, and post-pandemic) from a comprehensive dataset of 14,200 employee reviews, novel insights about structural shifts in employees' work preferences concerning compensation and work-life balance were uncovered. Third, this study highlights the value of mining employee reviews from public platforms like Glassdoor. Finally, it showcases innovative methods for qualitative analysis of large datasets.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"1010-1031"},"PeriodicalIF":6.2,"publicationDate":"2025-05-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12610","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426038","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

Knowing or Not Knowing the Rules of the Game: Exploring the Role of Institutional Habitus in Shaping Individual Expectations and Experience on Talent Management Programmes 了解或不了解游戏规则：探索制度习惯在人才管理计划中塑造个人期望和经验的作用

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-05-14 DOI: 10.1111/1748-8583.12606

Tracy Scurry, Ciaran Burke, John Blenkinsopp

{"title":"Knowing or Not Knowing the Rules of the Game: Exploring the Role of Institutional Habitus in Shaping Individual Expectations and Experience on Talent Management Programmes","authors":"Tracy Scurry, Ciaran Burke, John Blenkinsopp","doi":"10.1111/1748-8583.12606","DOIUrl":"https://doi.org/10.1111/1748-8583.12606","url":null,"abstract":"This paper applies the concept of institutional habitus to analyse the accounts of participants on a talent management (TM) programme that is underpinned by an Exclusive/Developed talent philosophy. In doing so we reveal the structural presence of the organisation in shaping individual expectations and experience on TM programmes, adding to a subset of critical voices in the TM field which recognise how individual agency may be enabled or constrained by social and institutional structures. Our research contributes to the field of talent management in two significant ways. Firstly, we demonstrate the importance of an individual's professional habitus to account for variations in individuals' recognition of organisational expectations of talent. Second, we show how navigating organisational expectations of talent is shaped by individuals' appreciation for the ‘rules of the game’ and their ability to put this into practice. Against a backdrop of concern about diversity and inclusion in organisations, particularly within the public sector, the findings have implications for HR practitioners as they raise questions about how TM programmes might allow scope for individuals who do not fit the unwritten rules of what talent looks like in an organisation.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"991-1009"},"PeriodicalIF":6.2,"publicationDate":"2025-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12606","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426144","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

With Unexpected Tasks Come More Dilatory Behaviors: The Dynamic Spillover Effects of Illegitimate Tasks on Procrastination at Work 意外任务带来更多拖延行为：不合理任务对工作拖延的动态溢出效应

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-05-02 DOI: 10.1111/1748-8583.12607

Fu Yang, Zihan Zhou, Xiaoyu Huang

{"title":"With Unexpected Tasks Come More Dilatory Behaviors: The Dynamic Spillover Effects of Illegitimate Tasks on Procrastination at Work","authors":"Fu Yang, Zihan Zhou, Xiaoyu Huang","doi":"10.1111/1748-8583.12607","DOIUrl":"https://doi.org/10.1111/1748-8583.12607","url":null,"abstract":"<div>\u0000 \u0000 While the general picture in the procrastination literature pinpoints the adverse consequences of procrastination for employees and organizations, a focus on an in-depth understanding of its antecedents is largely missing from the literature. This arouses the attention in human resource management practices. Drawing on the conservation of resources theory, this study proposes a serial mediation model that explains how and when daily procrastination is enacted in the workplace. We conducted a time-lagged consecutive 10-day experience sampling methodology study with 83 employees (n = 619 daily observations) to test our model. Results of multilevel path analyses revealed a spillover and spill-back process in which the resource drain from illegitimate tasks intrudes into the home domain to trigger poor sleep quality and next-day morning fatigue. This, in turn, feeds into next-day procrastination at work. Furthermore, recovery self-efficacy buffers the extent to which procrastination occurs when employees encounter illegitimate tasks. Taken together, these insights pave the way for successful human resource management practices aimed at handling workplace procrastination by avoiding inappropriate job design and emphasizing valuable personal resource.\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"977-990"},"PeriodicalIF":6.2,"publicationDate":"2025-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426143","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

Talent Conceptualisations, Talent Management Bundles and Their Drivers in Small and Medium-Sized Enterprises: A Polycontextual Perspective 中小企业人才概念、人才管理捆绑及其驱动因素：多语境视角

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-04-30 DOI: 10.1111/1748-8583.12608

Konstantinos Tasoulis, Georgios Theriou, Foteini Kravariti, Hugh Scullion, Yolande Hylton

{"title":"Talent Conceptualisations, Talent Management Bundles and Their Drivers in Small and Medium-Sized Enterprises: A Polycontextual Perspective","authors":"Konstantinos Tasoulis, Georgios Theriou, Foteini Kravariti, Hugh Scullion, Yolande Hylton","doi":"10.1111/1748-8583.12608","DOIUrl":"https://doi.org/10.1111/1748-8583.12608","url":null,"abstract":"<div>\u0000 \u0000 While research shows that talent management (TM) can be a catalyst of effectiveness for large organisations, few studies explore TM in small and medium-sized enterprises (SMEs). Most of these focus on single sectors or utilise large samples that do not fully capture how phenomena vary across industries. Additionally, there is limited focus on TM bundles in SMEs, despite research in the human resource management (HRM) literature accentuating their significance. To advance understanding of how and why talent conceptualisations and TM bundles vary, we utilise matching theory and new institutionalism and draw insights from 12 Greek SMEs spanning three key industries: hospitality and tourism (HT), health, and information, communication and technology (ICT). Results reveal an industry-specific talent nucleus highlighting similar talent characteristics linked to institutional forces, but also differences, in line with matching theory. Further, we identify five different TM bundles, labelled as directionless, cost minimiser, extrinsic motivator, talent maker, and commitment maximiser, which vary across industries. SMEs converged to commitment-maximising TM bundles in the ICT industry and diverged in the HT and health industries, reflecting alignment or tensions among institutional and organisational factors. We argue that theory-based empirical research across industries enables a more systematic understanding of TM in SMEs.\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"957-976"},"PeriodicalIF":6.2,"publicationDate":"2025-04-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426126","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

Recruitment Sources and Retention Outcomes in Domestic and Foreign-Owned Firms in Japan: A Human Capital Perspective 日本内外资企业的招聘来源与挽留效果：人力资本视角

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-04-23 DOI: 10.1111/1748-8583.12605

Vesa Peltokorpi, Fabian J. Froese

引用次数: 0

The Impact of Spiritual Leadership on Employee Resilience: A Self-Concept Theory Perspective 精神领导对员工弹性的影响：自我概念理论视角

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-04-23 DOI: 10.1111/1748-8583.12604

Gang Li, Jinling Hu

{"title":"The Impact of Spiritual Leadership on Employee Resilience: A Self-Concept Theory Perspective","authors":"Gang Li, Jinling Hu","doi":"10.1111/1748-8583.12604","DOIUrl":"https://doi.org/10.1111/1748-8583.12604","url":null,"abstract":"<div>\u0000 \u0000 Employee resilience is critical for an organization to respond to uncertain environments. This study aims to examine the relationship between spiritual leadership and employee resilience. Based on self-concept theory, this study explored the mediating roles of employees' perceived insider status (PIS) and organization-based self-esteem (OBSE) as well as the moderating role of commitment-based human resource management practices (CHRMP). The three-wave time-lagged data from 398 leader-employee matching questionnaires were collected in China. The cross-level regression analyses showed that the positive effect of spiritual leadership on employee resilience was significant after controlling for possible confounding effect of supportive leadership. Both PIS and OBSE partially mediated the relationship between spiritual leadership and employee resilience. CHRMP had a significant positive moderation effect on the impact of spiritual leadership on PIS and OBSE. Moreover, CHRMP moderated the indirect effects of spiritual leadership on employee resilience via PIS and OBSE. This paper reveals the cross-level influence of spiritual leadership on employee resilience from employees' self-concept perspective. It provides managerial insights for managers to enhance employee resilience by practicing spiritual leadership, strengthening employees' self-concept, and implementing CHRMP.\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"924-941"},"PeriodicalIF":6.2,"publicationDate":"2025-04-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426078","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

Contextual and Institutional Factors as Societal Influences on Employee Wellbeing: Examining Employee Wellbeing Practices in Response to the Pandemic in English Healthcare 背景和制度因素对员工福利的社会影响：检查员工福利实践应对英国医疗保健的大流行

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-04-15 DOI: 10.1111/1748-8583.12603

Nick Krachler, Ian Kessler, Stephen Bach

{"title":"Contextual and Institutional Factors as Societal Influences on Employee Wellbeing: Examining Employee Wellbeing Practices in Response to the Pandemic in English Healthcare","authors":"Nick Krachler, Ian Kessler, Stephen Bach","doi":"10.1111/1748-8583.12603","DOIUrl":"https://doi.org/10.1111/1748-8583.12603","url":null,"abstract":"The COVID-19 pandemic has negatively affected employees' physical, psychological, and economic wellbeing, leading to significant workforce challenges, despite practitioners' rapid implementation of several HR practices aimed at enhancing employee wellbeing. Based on surveys and interviews with 65 HR and Nursing Directors and employee representatives, and other qualitative data, this article aims to explain this puzzle by exploring which wellbeing practices were employed during and post the pandemic, and what challenges these responses generated for employees. While much scholarship has focused on organizational determinants of physical and psychological wellbeing, our findings show that the pandemic context and the healthcare sector's institutional characteristics influenced the wellbeing response and generated employee perceptions of staff inequality, and patient safety concerns. Furthermore, the wellbeing response addressed economic wellbeing only to a limited degree. The article contributes to the study of employee wellbeing by highlighting the importance of contextual and institutional factors as societal influences on wellbeing, and by conceptualising economic wellbeing as a significant wellbeing type.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"911-923"},"PeriodicalIF":6.2,"publicationDate":"2025-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12603","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426147","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

Sub-Sampling at the Researcher's Peril: New Insights Into Sampling Strategy to Avoid Invalid Findings 研究人员的风险：抽样策略的新见解，以避免无效的发现

IF 6.2 2区管理学

Human Resource Management Journal Pub Date : 2025-04-09 DOI: 10.1111/1748-8583.12602

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

{"title":"Sub-Sampling at the Researcher's Peril: New Insights Into Sampling Strategy to Avoid Invalid Findings","authors":"Yehuda Baruch, David S. A. Guttormsen, Stanley B. Gyoshev, Trifon Pavkov, Miana Plesca","doi":"10.1111/1748-8583.12602","DOIUrl":"https://doi.org/10.1111/1748-8583.12602","url":null,"abstract":"Many researchers currently make scientific claims about a general population that differs in material dimensions from the subsample utilized in the analysis, without fully describing their sample characteristics. It is essential to fully disclose relevant facets of the sample, to enable future stakeholders to make appropriate adjustments: we argue that all publications are valuable independently of the sampling strategy, however; their usefulness will dramatically increase when the authors include all conceivable sample characteristics. By employing a Big-Data set of over 3,300,000 workers (including 300,000 foreign workers) over 10 years, we illustrate how focusing on narrow subsets of a target group can lead to very different conclusions. We address methodological and ethical challenges for the HRM research field providing recommendations on how to avoid the possibility of flawed validity results and how to make the study more relevant, impactful and ethically robust. For practitioners, we highlight how managers can draw learning from academic studies by appreciating differences in subgroups' outcomes that incorporate “context,” which eventually can inform strategic management and managerial decisions.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"894-910"},"PeriodicalIF":6.2,"publicationDate":"2025-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12602","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426060","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