Human Resource Management Journal最新文献_第5页

Women's representation in top management teams of emerging markets' multinationals in developed countries: A legitimacy perspective 发达国家新兴市场跨国公司高层管理团队中的女性代表：合法性视角

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-06-09 DOI: 10.1111/1748-8583.12522

Abubakr Saeed, Hammad Riaz, Safa Riaz

{"title":"Women's representation in top management teams of emerging markets' multinationals in developed countries: A legitimacy perspective","authors":"Abubakr Saeed, Hammad Riaz, Safa Riaz","doi":"10.1111/1748-8583.12522","DOIUrl":"10.1111/1748-8583.12522","url":null,"abstract":"Numerous studies have documented the existence of legitimacy challenges that emerging markets multinational enterprises (EMNEs) face in foreign markets due to their national origin. However, there is limited understanding of the EMNEs' strategic responses to offset these country-of-origin related disadvantages. In this study, we conceptualize gender diversity management (GDM) as a strategic response of EMNEs to mitigate the legitimacy challenges in developed countries. Specifically, we argue that emerging markets firms increase women's representation in top management teams to overcome the liability of origin. We use legitimacy perspective to examine the effect of pervasiveness of institutional voids in emerging markets on women's representation in top management teams of EMNEs. Based on subsidiary-level panel data of EMNEs from 20 emerging markets operating in developed countries from 2010 to 2019, our results show strong and robust evidence indicating that the pervasiveness of institutional voids at home is positively related to women's representation in top management teams of emerging markets firms. Additional analyses demonstrate that duration in the foreign market, market-seeking intent, and state ownership further magnify this effect. These findings, besides significantly adding to the international human resource management literature, have managerial implications.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"708-732"},"PeriodicalIF":5.4,"publicationDate":"2023-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47989685","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

Financialisation and the management of people: Are leveraged buyouts bad for intrinsic job quality? 金融化与人员管理:杠杆收购对内在工作质量有害吗?

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-06-06 DOI: 10.1111/1748-8583.12509

Kim Hoque, Nick Bacon, Muhammad Umar Boodoo, Mike Wright

引用次数: 0

Organisational voice and employee-focused voice: Two distinct voice forms and their effects on burnout and innovative behavior 组织声音和员工关注的声音:两种不同的声音形式及其对职业倦怠和创新行为的影响

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-05-19 DOI: 10.1111/1748-8583.12518

Helen Shipton, Nadia Kougiannou, Hoa Do, Amirali Minbashian, Nik Pautz, Daniel King

{"title":"Organisational voice and employee-focused voice: Two distinct voice forms and their effects on burnout and innovative behavior","authors":"Helen Shipton, Nadia Kougiannou, Hoa Do, Amirali Minbashian, Nik Pautz, Daniel King","doi":"10.1111/1748-8583.12518","DOIUrl":"10.1111/1748-8583.12518","url":null,"abstract":"Scholars and practitioners have long emphasised the importance of employees speaking up about workplace issues. Yet, voice research remains divided on fundamental questions such as underlying purpose. Drawing on the Job Demands-Resources Model, this study offers an integrative perspective, building on the idea that the interests of employees and managers are distinct concerning the purpose of voice. This article draws on responses from a cross-sectional national online survey distributed by YouGov, with a survey design that ensured that only those employed within an organisational setting with a reporting structure would be included in the data. The sample size used for the analysis (N = 1858) was representative of the UK workforce regarding gender, full- or part-time work status, organisation size and industry. The exploratory and confirmatory factor analysis provides empirical evidence of two alternative and distinct voice forms: organisational and employee-focused. Results show that while organisational voice is associated with significantly higher innovative behaviour and higher levels of burnout, employee-focused voice is significantly and negatively associated with employee burnout. Lastly, our analysis reveals that while the total effect of organisational voice on burnout is positive, employee-focused voice, partially mediating the organisational voice-burnout relationship, exerts a countervailing effect, lowering burnout. Accordingly, organisations are advised to promote both voice forms, given their unique, positive effects, first on the employee (ameliorating burnout) and second on strategically important outcomes (innovative behaviours). Implications for theory and practice are discussed.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 1","pages":"177-196"},"PeriodicalIF":5.5,"publicationDate":"2023-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12518","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46785382","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

Fueling employee proactive behavior: The distinctive role of Chinese enterprise union practices from a conservation of resources perspective 激发员工主动行为:资源节约视角下中国企业工会实践的独特作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-05-18 DOI: 10.1111/1748-8583.12519

Mingyan Han, Maolong Zhang, Enhua Hu, Hongmei Shan

{"title":"Fueling employee proactive behavior: The distinctive role of Chinese enterprise union practices from a conservation of resources perspective","authors":"Mingyan Han, Maolong Zhang, Enhua Hu, Hongmei Shan","doi":"10.1111/1748-8583.12519","DOIUrl":"10.1111/1748-8583.12519","url":null,"abstract":"Given its importance to organizational development, interest in exploring the antecedents of employee proactive behavior has grown exponentially. Moving beyond the traditional managerial mindset, we highlight the role of Chinese enterprise union practices in fueling proactive behavior. Drawing on the conservation of resources theory, we argue that Chinese enterprise union practices can exert a downward influence on proactive behavior, and critically, this cross-level effect can be accounted for through perceived insider status and affective commitment. Multilevel structural equation modeling based on a sample of 433 employees from 43 enterprises supported the hypotheses. This study responds to previous calls for action to commence a multidisciplinary perspective to explore predictors of proactive behavior, and contributes to a deeper understanding of the distinctive characteristics and unique effects of trade unions in China. It also presents implications for broader union research and workplace partnership initiatives aimed at promoting better labor relationships.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 1","pages":"158-176"},"PeriodicalIF":5.5,"publicationDate":"2023-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42730765","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

Human resource management in recession: Restructuring and alternatives to downsizing in times of crisis 经济衰退中的人力资源管理：危机时期的重组和裁员替代方案

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-05-16 DOI: 10.1111/1748-8583.12512

Stewart Johnstone

引用次数: 0

Opportunism in headhunter-client relations: An agency theory perspective 猎头与客户关系中的机会主义：代理理论视角

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-05-10 DOI: 10.1111/1748-8583.12513

Vesa Peltokorpi

引用次数: 0

Algorithmic inclusion: Shaping the predictive algorithms of artificial intelligence in hiring 算法包容:在招聘中塑造人工智能的预测算法

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-04-24 DOI: 10.1111/1748-8583.12511

Elisabeth K. Kelan

引用次数: 0

How green human resource management affects employee voluntary workplace green behaviour: An integrated model 绿色人力资源管理如何影响员工自愿工作场所绿色行为:一个综合模型

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-20 DOI: 10.1111/1748-8583.12510

Yiwei Yuan, Shuang Ren, Guiyao Tang, Haochen Ji, Fang Lee Cooke, Zhining Wang

引用次数: 0

Changing public attitudes toward the employment of formerly incarcerated people: The role of “human resources social advocacy” 改变公众对有前科人员就业的态度:“人力资源社会倡导”的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-13 DOI: 10.1111/1748-8583.12505

Prue Burns, Marco De Sisto, Andrew R. Timming

引用次数: 0

Who benefits from (Human Resource Management) professionalization? The moderating role of gender on professionalization effects in organisations 谁从(人力资源管理)专业化中受益?性别对组织专业化效应的调节作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-04-11 DOI: 10.1111/1748-8583.12508

Isabella Scheibmayr, Astrid Reichel

{"title":"Who benefits from (Human Resource Management) professionalization? The moderating role of gender on professionalization effects in organisations","authors":"Isabella Scheibmayr, Astrid Reichel","doi":"10.1111/1748-8583.12508","DOIUrl":"10.1111/1748-8583.12508","url":null,"abstract":"Professionalization aims at closure, that is, having the monopoly protection of expertise for an occupation on the labour market and in organizations. Role congruity theory suggests that the translation of professionalization into organizational closure and reaching board membership is likely to be moderated by gender at the individual and the occupational level. We test this proposition focusing on Human Resource Management (HRM), an occupation with a long history of professionalization attempts. Using a sample of 3276 organizations embedded in 34 countries with varying professionalization levels between countries, results show that professionalization of HRM at the country level is positively related to closure in organizations. The positive relationship is weaker for female HR directors and high proportions of women in the HRM occupation in a country. Organizational closure, in contrast, is negatively related to board representation but increases the likelihood of board membership in countries with high proportions of women in the HRM occupation.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"668-693"},"PeriodicalIF":5.4,"publicationDate":"2023-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12508","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47882267","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