Human Resource Management Journal最新文献

{"title":"Age and Career Resilience Through the Lens of Life Course Theory: Examining Individual Mechanisms and Macro-Level Context Across 28 Countries","authors":"Bernadeta Goštautaitė,&nbsp;Najung Kim,&nbsp;Bryndís D. Steindórsdóttir,&nbsp;Emma Parry,&nbsp;Silvia Dello Russo,&nbsp;Maike Andresen,&nbsp;Siriwut Buranapin,&nbsp;Janine Bosak,&nbsp;Jean-Luc Cerdin,&nbsp;Katharina Chudzikowski,&nbsp;Rick Cotton,&nbsp;Michael Dickmann,&nbsp;Henrique Duarte,&nbsp;Sonia Ferencikova,&nbsp;Robert Kaše,&nbsp;Evgenia I. Lysova,&nbsp;Sergio Madero-Gómez,&nbsp;Sushanta Kumar Mishra,&nbsp;Leda Panayotopoulou,&nbsp;Elo L. K. Reiss,&nbsp;Richa Saxena,&nbsp;Mami Taniguchi,&nbsp;Marijke Verbruggen,&nbsp;Jos Akkermans,&nbsp;Eleni Apospori,&nbsp;Silvia Bagdadli,&nbsp;Jon P. Briscoe,&nbsp;Övgü Çakmak-Otluoğlu,&nbsp;Tania Casado,&nbsp;Jong-Seok Cha,&nbsp;Nicky Dries,&nbsp;Anders Dysvik,&nbsp;Petra Eggenhofer-Rehart,&nbsp;Leire Gartzia,&nbsp;Martina Gianecchini,&nbsp;Martin Gubler,&nbsp;Douglas Tim Hall,&nbsp;Denise Jepsen,&nbsp;Svetlana Khapova,&nbsp;Daniel Krajcik,&nbsp;Emilie Lapointe,&nbsp;Mila Lazarova,&nbsp;Wolfgang Mayrhofer,&nbsp;Eric J. Michel,&nbsp;Biljana Milikic,&nbsp;Astrid Reichel,&nbsp;Florian Schramm,&nbsp;Adam Smale,&nbsp;Ingo Stolz,&nbsp;Pamela Agata Suzanne,&nbsp;Jelena Zikic","doi":"10.1111/1748-8583.12596","DOIUrl":"https://doi.org/10.1111/1748-8583.12596","url":null,"abstract":"<p>Career resilience is critical to the world's aging workforce, aiding older workers in adapting to the ever-evolving nature of work. While ageist stereotypes often depict older workers as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether older age hinders or improves career resilience. In response to this conflicting evidence, the present study employs multi-level data from 6772 employees in 28 countries to examine the age-career resilience relationships and underlying mechanisms, hence advancing our understanding of career resilience across the life course. By integrating macro-contextual factors such as the unemployment rate and the culture of education with individual-level mechanisms such as positive career meaning and career optimism, we provide a comprehensive model explaining how career resilience varies across age groups. Grounded in life course theory, our findings resolve prior inconsistencies in resilience research, contribute to bridging the micro-macro gap in HRM literature, and challenge existing age-based stereotypes.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"879-893"},"PeriodicalIF":6.2,"publicationDate":"2025-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12596","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426028","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}

{"title":"Worker Voice and Mutual Gains From Remote Performance Management: Evidence From Digitalized Services in North America and Germany","authors":"Sean O'Brady,&nbsp;Virginia Doellgast,&nbsp;Jelena Starcevic","doi":"10.1111/1748-8583.12601","DOIUrl":"https://doi.org/10.1111/1748-8583.12601","url":null,"abstract":"<p>The expansion of remote working arrangements has required managers to adjust their approach to managing performance, as they transition from in-person to technology-mediated tools and practices. Past research has identified negative worker impacts associated with intensified digital monitoring and discipline-based coaching. However, few studies have investigated the antecedents of more worker-friendly arrangements. This paper examines the role of collective worker voice in shaping remote work performance management choices, based on a comparative study of telecommunications call centers in Canada, the United States, and Germany. Findings suggest that strong collective voice, especially when backed by institutional power, fosters a balanced approach to remote performance management by constraining the intensity of electronic performance monitoring and use of disciplinary practices, as well as by supporting more developmental coaching.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"864-878"},"PeriodicalIF":6.2,"publicationDate":"2025-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12601","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426290","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}

{"title":"HR Have the Final ‘No’: Advising, Persuading and Overruling to Navigate the Institutional Logics in HR Practice","authors":"Helen Mortimore,&nbsp;Catherine O. Mackintosh","doi":"10.1111/1748-8583.12600","DOIUrl":"https://doi.org/10.1111/1748-8583.12600","url":null,"abstract":"<p>Institutional logics of the market, profession, and state act upon and define success in HR practitioners' work. We examine how HR professionals respond to these co-existing logics in their day-to-day interactions with line managers. Findings based on interviews with 41 HR professionals reveal their navigation of logics as they choose whether to advise, persuade, or overrule line managers. This decision-making is guided by their combined knowledge of regulation and their organisational context, as well as their perceptions of the line manager with whom they are interacting. Theoretically, we propose a spectrum of HR practitioners' involvement in line managers' enactment of HRM. We argue that HR practitioners' combined organisational and occupational knowledge enables them to balance the multiple institutional contexts acting upon people management, offering an inimitable contribution to organisations. However, we also highlight the challenges this balancing act creates for building credibility and legitimacy with organisational stakeholders.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"850-863"},"PeriodicalIF":6.2,"publicationDate":"2025-03-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12600","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426033","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}

{"title":"The Role of HRM in Building Resilience: The Relationality Imperative in Times of War","authors":"Lina Daouk-Öyry,&nbsp;Fida Afiouni,&nbsp;Rawan Ghazzawi,&nbsp;Huda Alhaffar","doi":"10.1111/1748-8583.12597","DOIUrl":"https://doi.org/10.1111/1748-8583.12597","url":null,"abstract":"<div>\u0000 \u0000 <p>The increase in natural and manmade disasters around the world in which organizations need to operate has brought the concept of organizational resilience to the forefront. To understand the role that HRM can play in fostering resilience in extreme contexts, we adopt a resource-based lens through the conservation of resources theory, to explore how organizations protected, gained, and retained employees as their most valuable resources in the face of the extreme context of war. Specifically, we investigated the underlying mechanisms that allowed organizations operating in the extreme context of the Syrian civil war, to increase their and their employees' resilience through their HR departments. Using a qualitative interpretive approach based on the narratives of HR managers and employees working in Syria during the civil war, we explore the role of HRM in building individual and organizational resilience. Our findings point to two mechanisms that HR departments relied on to protect resources and acquire new ones. First, HR departments adopted relationality practices, enacted by their managers, focused on investing in employees' psychological capital and wellbeing. Second, HR departments leveraged technology for recruitment and training purposes to attract and develop employees. Additionally, the extreme context characterized by scarce resources may have triggered the “strategification” of HR departments and transformed them, into strategic partners playing a critical role in their respective organizations' survival. We contribute to the literature on organizational resilience by highlighting the important relational role HRM can play to foster individual and subsequently organizational resilience.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"833-849"},"PeriodicalIF":6.2,"publicationDate":"2025-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426158","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}

{"title":"Anthropomorphising the Algorithm: A ‘Theory of Mind’ Perspective on Psychological Contract Creation in Gig Work Arrangements","authors":"Ultan Sherman,&nbsp;Denise M. Rousseau,&nbsp;Ronan Carbery,&nbsp;Anthony McDonnell,&nbsp;James Duggan,&nbsp;Michael J. Morley","doi":"10.1111/1748-8583.12599","DOIUrl":"https://doi.org/10.1111/1748-8583.12599","url":null,"abstract":"<p>Algorithms increasingly manage the exchange between workers and organisations. This raises the question of whether agency can be attributed to, and psychological contracts formed with, such non-human organisational representatives. Against this backdrop, we assemble and critically review streams of literature regarding app working and psychological contract making to better understand the psychological dynamics of app-work. We show how such non-human entities are commonly ascribed traits and intentions characteristic of a human agent, which foster positive emotions and relationship continuity for app-workers. To theoretically explain the mechanisms at play in how app-workers may create a psychological contract with an algorithm, we curate ideas from ‘Theory of Mind’ which accounts for key aspects of relationship development through direct experience with a target party. Our work unpacks the experiences of app-workers and underscores the expanding role of the HR function in managing such independent contractors, along with the evolving means by which this can be achieved. Arising from our review, we set down key implications for the role of algorithmic agents in the design of work and the management practice of HR professionals.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 4","pages":"817-832"},"PeriodicalIF":6.2,"publicationDate":"2025-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12599","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426130","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}

{"title":"The Hidden Cost of Mandatory Unpaid Overtime: How and When Mandatory Unpaid Overtime Undermines Subsequent Motivation to Work","authors":"Jie Shen,&nbsp;Liyu Lin,&nbsp;Wenyuan Huang,&nbsp;Bingtao Zhang","doi":"10.1111/1748-8583.12598","DOIUrl":"https://doi.org/10.1111/1748-8583.12598","url":null,"abstract":"<div>\u0000 \u0000 <p>In many countries workers can be required to work extra hours for which they receive little or no remuneration. How and when such mandatory unpaid overtime affects employees' subsequent motivation to work, however, remains largely under researched. This study investigates the impact of mandatory unpaid overtime on employees' motivation to work the next day, the within-person process (how) as well as the buffering and recovery mechanisms (when). Data on mandatory unpaid overtime, psychological detachment and motivation to work the next day were collected through diaries over a 12-day period while the participants commented on job resources on the first day. Artificial Intelligence (AI) facial recognition technology was applied to capture emotions. Multilevel analysis revealed that mandatory unpaid overtime results in negative emotions, which subsequently undermine employees' motivation to work the next day, job resources buffer the impact of overtime on negative emotions, and psychological detachment weakens the impact of negative emotions on motivation to work the next day. Theoretical and practical implications are discussed.</p>\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"802-814"},"PeriodicalIF":5.4,"publicationDate":"2025-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573586","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}

{"title":"Using a Process Model to Develop and Expand Employee Voice Scales","authors":"Aldrich Dominic Guarin,&nbsp;Martin R. Edwards,&nbsp;Keith Townsend,&nbsp;Adrian Wilkinson","doi":"10.1111/1748-8583.12595","DOIUrl":"https://doi.org/10.1111/1748-8583.12595","url":null,"abstract":"<p>Employee voice at its simplest refers to having a say in the workplace. The concept of employee voice has gathered interest from the employment relations, human resource management and organisational behaviour disciplines over recent years. We take an inclusive view of voice in this article rather than one from a single discipline. We discuss the importance of examining the various dimensions and attributes of voice and with a process model of voice, conduct two studies to develop, test and produce 15 voice scales. Theoretical and practical implications and future research directions are discussed.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"783-801"},"PeriodicalIF":5.4,"publicationDate":"2025-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12595","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573296","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}

{"title":"Revisiting the Spirals of Silence: The Case of Intra-Faith Discrimination at Work in Two Muslim Majority Countries","authors":"Selcuk Uygur,&nbsp;Jawad Syed,&nbsp;Erhan Aydin,&nbsp;Mustafa Özbilgin,&nbsp;Sercan Hamza Bağlama","doi":"10.1111/1748-8583.12594","DOIUrl":"https://doi.org/10.1111/1748-8583.12594","url":null,"abstract":"<p>Drawing on the spiral of silence theory, this manuscript critically explores a notably under-researched domain: the workplace experiences of individuals belonging to faith-based minority groups who encounter religious discrimination in predominantly Muslim countries, specifically Türkiye and Pakistan. First, we outline the spirals of silence theory and examine intra-faith discrimination as an illustrative case. We locate the identity and agency of individuals from religious minorities at work, reflecting on an escalation of silence in the context of adversity, as suggested by the spirals of silence theory. Building on 38 interviews with individuals from faith-based minority groups in workplaces within Turkey and Pakistan, our analysis reveals intra-faith religious discrimination in two distinct contexts: one, a country grappling with significant pressure on its secular system, and the other, a nation where the implementation of Islamic egalitarian principles, as enshrined in its constitution, is inconsistent. The study reveals that religiously inspired discrimination is a prevalent and pernicious experience among individuals from faith-based minority groups in both countries, which consequently entrenches the spirals of silence.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"766-782"},"PeriodicalIF":5.4,"publicationDate":"2025-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12594","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574191","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}

{"title":"The Moderating Role of Societal Cultural Values and Practices on the Relationship Between Workplace Aggression and Employee Engagement","authors":"Anthony Rafferty","doi":"10.1111/1748-8583.12593","DOIUrl":"https://doi.org/10.1111/1748-8583.12593","url":null,"abstract":"<p>This article investigates the relationship between societal culture, the self-reported incidence of workplace aggression and its effects on employee engagement. While justice-based accounts emphasise the role of cultural values and attributional models focus on cultural practices, the Focus Theory of Normative Conduct is applied to understand how both cultural values and practices may influence employee outcomes. Utilising the GLOBE survey measures, a nationally representative study of 20 countries was conducted. Results indicate that higher levels of power distance, assertiveness, institutional collectivism, and in-group collectivism—in terms of both values and practices—are associated with lower self-reported workplace aggression. Moderation analyses revealed a greater negative effect of aggression on employee engagement in societies scoring higher on power distance or assertiveness values and practices and in-group collectivism practices, while such effects were lower in countries with higher institutional collectivist practices or in-group collectivist values. Implications for cross-cultural human resource management and workplace interventions are discussed.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"754-765"},"PeriodicalIF":5.4,"publicationDate":"2025-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12593","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574304","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}

{"title":"Migration, Human Supply Chains, and the Multinational Enterprise: Confronting an Overlooked Global Mobility Challenge","authors":"Milda Žilinskaitė,&nbsp;Aida Hajro,&nbsp;Paul Baldassari,&nbsp;Christof Miska","doi":"10.1111/1748-8583.12592","DOIUrl":"https://doi.org/10.1111/1748-8583.12592","url":null,"abstract":"<p>Over the past 2 decades, multinational enterprises (MNEs) have significantly increased their reliance on migrant workers in lower-skilled jobs within global supply chains (GSCs)—a phenomenon largely overlooked in global mobility scholarship. In this provocation paper, we aim to broaden the scope of traditional debates in this field by introducing the concept of <i>human supply chains</i>, originally coined by labor-law scholar Jennifer Gordon (2017). We adapt and extend this concept to focus on MNEs as research targets, defining it through the policies and/or practices aimed at transnational labor recruitment, management, and retention applied to migrant workforces in their GSCs. We advocate for the need to engage with this critical topic in global mobility research and outline key pathways for future inquiry.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"742-753"},"PeriodicalIF":5.4,"publicationDate":"2025-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12592","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573873","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}