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A psychological contract perspective on how and when employees' promotive voice enhances promotability 从心理契约的角度看员工的促进性声音如何以及何时提高可晋升性
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-02-14 DOI: 10.1111/1748-8583.12496
Chenwei Li, Chia-Huei Wu, Yuntao Dong, Hannah Weisman, Li-Yun Sun
{"title":"A psychological contract perspective on how and when employees' promotive voice enhances promotability","authors":"Chenwei Li,&nbsp;Chia-Huei Wu,&nbsp;Yuntao Dong,&nbsp;Hannah Weisman,&nbsp;Li-Yun Sun","doi":"10.1111/1748-8583.12496","DOIUrl":"10.1111/1748-8583.12496","url":null,"abstract":"<p>While promotive voice is conventionally considered a favourable work behaviour to the organisation, whether engaging in promotive voice will help employees move up the career ladder is inconclusive across a handful of studies. Drawing on a psychological contract perspective, this study aims to understand why and when employees' promotive voice can contribute to supervisor-rated employees' promotability. We propose that employees' engagement in promotive voice will strengthen supervisor-sponsored balanced psychological contract with the employees and thus employees' promotability, and these effects will be stronger when the employees and supervisors have higher versus lower quality of leader-member exchange (LMX) relationship. Results of a three-wave field study with 281 employees and their 59 supervisors supported our hypotheses. We conclude by discussing the important implications of these findings for theory and practice.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"1018-1034"},"PeriodicalIF":5.5,"publicationDate":"2023-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42168682","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
Between interdependence and autonomy: Toward a typology of work design modes in the new world of work 在相互依存和自主之间：走向工作新世界中的工作设计模式类型
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-02-09 DOI: 10.1111/1748-8583.12495
B. Sebastian Reiche
{"title":"Between interdependence and autonomy: Toward a typology of work design modes in the new world of work","authors":"B. Sebastian Reiche","doi":"10.1111/1748-8583.12495","DOIUrl":"10.1111/1748-8583.12495","url":null,"abstract":"<p>Despite the rapid pace with which the world of work has been transforming, our concept of work design—the content and organization of work tasks, activities, relationships, and responsibilities—has remained remarkably resistant to change. This shortcoming not only limits our theoretical understanding of work design but also constrains organizations' ability to sufficiently adapt to human resource management (HRM) needs in the new world of work. I review the principal categories of work design to theorize about a typology of work design modes and their inherent HRM configurations. The typology proposes four ideal-typical modes—organization-defined work design, self-directed internal work design, formalized external work design, and self-governing work design—that differ in their requisite degrees of <i>work interdependence</i> and <i>work autonomy</i>. In a second step, I exemplify the conceptual dimensions of the typology in relation to three organizations using the case study as illustrative convention. The typology has several implications for theory, practice, and future research on work design and HRM.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"1001-1017"},"PeriodicalIF":5.5,"publicationDate":"2023-02-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48354581","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: 2
Common good human resource management, ethical employee behaviors, and organizational citizenship behaviors toward the individual 共同良好的人力资源管理，道德员工行为，以及对个人的组织公民行为
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-02-08 DOI: 10.1111/1748-8583.12493
Nhat Tan Pham, Charbel Jose Chiappetta Jabbour, Vijay Pereira, Muhammad Usman, Moazzam Ali, Tan Vo-Thanh
{"title":"Common good human resource management, ethical employee behaviors, and organizational citizenship behaviors toward the individual","authors":"Nhat Tan Pham,&nbsp;Charbel Jose Chiappetta Jabbour,&nbsp;Vijay Pereira,&nbsp;Muhammad Usman,&nbsp;Moazzam Ali,&nbsp;Tan Vo-Thanh","doi":"10.1111/1748-8583.12493","DOIUrl":"10.1111/1748-8583.12493","url":null,"abstract":"<p>What happens to the behaviors of employees when their organizations' human resource management (HRM) systems take into account any challenges to the common good? Despite common good HRM (CGHRM) having recently been raised, the existing literature has not yet investigated the role played by CGHRM in relation to employee behaviors. Drawing on social exchange theory, we addressed this issue by exploring CGHRM and its influences on employee ethical behavior and organizational citizenship behaviors toward the individual (OCBI). We conducted this study in Vietnam, in two subsequent stages. Stage 1 involved a mixed-method approach to develop and validate four items suited to measure CGHRM. In Stage 2, we examined a mediation-moderation model showing the relationship between CGHRM and employee behaviors, and investigated the roles played by value commitment and spiritual leadership. We also included a survey using time-lagged data and different sources. The findings reveal that CGHRM directly and positively influences ethical employee behaviors and OCBI, and indirectly and positively influences these two types of behavior via value commitment. Interestingly, the relationship between CGHRM and ethical employee behaviors was found to be significantly stronger when combined with high levels of spiritual leadership. Unexpectedly, however, spiritual leadership was not found to moderate the CGHRM-OCBI relationship.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"977-1000"},"PeriodicalIF":5.5,"publicationDate":"2023-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46351268","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: 5
Does change incite abusive supervision? The role of transformational change and hindrance stress 改变是否会引发滥用监管？转型变化和障碍压力的作用
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-01-24 DOI: 10.1111/1748-8583.12494
Stijn Decoster, Leander De Schutter, Jochen Menges, David De Cremer, Jeroen Stouten
{"title":"Does change incite abusive supervision? The role of transformational change and hindrance stress","authors":"Stijn Decoster,&nbsp;Leander De Schutter,&nbsp;Jochen Menges,&nbsp;David De Cremer,&nbsp;Jeroen Stouten","doi":"10.1111/1748-8583.12494","DOIUrl":"https://doi.org/10.1111/1748-8583.12494","url":null,"abstract":"<p>To remain competitive, organizations tend to change their established ways of working, their strategy, the core values, and the organizational structure. Such thorough changes are referred to as transformational change. Unfortunately, transformational change is often unsuccessful because organizational members do not always welcome the change. Although organizations often expect their supervisors to be successful role-models and change-agents during the transformational change process, we argue that initiating transformational change could increase supervisors' hindrance stress levels, which may result in abusive behaviors towards employees. More specifically, in a multi-source survey and an experimental study, we find evidence that transformational change is associated with supervisors' experienced hindrance stress, which subsequently led to more abusive behaviors towards employees.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"957-976"},"PeriodicalIF":5.5,"publicationDate":"2023-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71978450","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
Why and when family-supportive supervisor behaviours influence newcomer organizational socialisation 为什么以及何时家庭支持主管的行为会影响新员工的组织社会化
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-01-09 DOI: 10.1111/1748-8583.12491
Wan Jiang, Linlin Wang, Xifang Ma
{"title":"Why and when family-supportive supervisor behaviours influence newcomer organizational socialisation","authors":"Wan Jiang,&nbsp;Linlin Wang,&nbsp;Xifang Ma","doi":"10.1111/1748-8583.12491","DOIUrl":"10.1111/1748-8583.12491","url":null,"abstract":"<p>This study examines why and when family-supportive supervisor behaviour (FSSB) influences newcomer organizational socialisation. Specifically, we draw from the social information processing perspective to suggest that FSSB promotes newcomer proactive behaviours and organizational socialisation. We argue that newcomer gender and family motivation moderate the positive effect of FSSB on newcomer proactive behaviours and propose a moderated mediation model and hypothesise that the indirect effect of FSSB on newcomer organizational socialisation via newcomer proactive behaviours is contingent on newcomer gender and family motivation. A time-lagged study of 202 newcomer–supervisor dyads supports all our hypotheses. We also discuss the theoretical and practical implications of our results.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"922-939"},"PeriodicalIF":5.5,"publicationDate":"2023-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46015336","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: 1
Equal opportunities but unequal mentoring? The perceptions of mentoring by Black and minority ethnic academics in the UK university sector 机会平等但指导不平等?英国大学部门黑人和少数族裔学者对指导的看法
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-01-09 DOI: 10.1111/1748-8583.12492
Lloyd C. Harris, Emmanuel Ogbonna
{"title":"Equal opportunities but unequal mentoring? The perceptions of mentoring by Black and minority ethnic academics in the UK university sector","authors":"Lloyd C. Harris,&nbsp;Emmanuel Ogbonna","doi":"10.1111/1748-8583.12492","DOIUrl":"10.1111/1748-8583.12492","url":null,"abstract":"<p>Official statistics on the labour market position of Black and minority ethnic (BME) groups in academic institutions reveal that there are disparities in both their representation and in their promotion to higher levels. However, while the importance of mentoring has been acknowledged, few studies have explored the role of this importance organizational intervention in understanding the adverse employment outcomes of BME academics. This article documents, explores, and analyses the perceptions, reflections, and interpretations that BME academics attribute to their understanding of the role of mentoring in their career journeys, interactions, and experiences. The findings suggest that BME academics experienced widespread dissatisfaction of mentoring which many attributed to the unfavourable context in which university interventions such as mentoring is implemented as well as the inauthenticity of white mentors in their interactions with BME academics. The article concludes with a discussion of the implications of the findings for researchers and practitioners.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"940-956"},"PeriodicalIF":5.5,"publicationDate":"2023-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48354654","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
The cultural influence on employees' preferences for reward allocation rules: A two-wave survey study in 28 countries 文化对员工奖励分配规则偏好的影响：一项在28个国家的两波调查研究
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2023-01-08 DOI: 10.1111/1748-8583.12486
Mladen Adamovic
{"title":"The cultural influence on employees' preferences for reward allocation rules: A two-wave survey study in 28 countries","authors":"Mladen Adamovic","doi":"10.1111/1748-8583.12486","DOIUrl":"10.1111/1748-8583.12486","url":null,"abstract":"<p>Multinational organisations and government organisations experienced problems introducing a merit pay system in different countries. Designing the right reward system is challenging in an international work environment, because employees often have different expectations about reward allocations. Most prior research predicted that individualistic employees prefer equity as allocation rule for rewards, while collectivistic employees prefer equality as allocation rule. However, prior research could not confirm this prediction. To expand prior research, we integrate cultural value theory and allocation rule research to examine if employees' culture-inspired personal values influence their preferred allocation rule. We conducted a two-wave study with 3432 employees from 28 countries. The results show that employees' cultural value orientations are related to their preferred allocation rules. Further, supervisors are not only considered fair if they distribute outcomes based on employees' task performance but also based on equality or extra-role performance.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"889-921"},"PeriodicalIF":5.5,"publicationDate":"2023-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44361856","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: 3
The age of insecuritisation: Insecure young workers in insecure jobs facing an insecure future 不安全的时代:从事不安全工作的不安全的年轻工人面临不安全的未来
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2023-01-06 DOI: 10.1111/1748-8583.12490
Agnieszka Rydzik, P. Matthijs Bal
{"title":"The age of insecuritisation: Insecure young workers in insecure jobs facing an insecure future","authors":"Agnieszka Rydzik,&nbsp;P. Matthijs Bal","doi":"10.1111/1748-8583.12490","DOIUrl":"10.1111/1748-8583.12490","url":null,"abstract":"<p>Rapid political-economic changes in recent decades have led to increasingly insecure youth labour markets and the weakening of state protections, resulting in growing precarisation for young people. This article examines how student-workers from post-1992 UK universities on zero-hour contracts in hospitality experience insecuritisation and societal turbulence as a result of continual neoliberal flexibilization of labour markets. It shows how existing <i>personal insecurity</i>—reinforced by limited state protection, inexperience and socio-economic background—is intensified by the addition of <i>job insecurity</i>, underpinned by transactional employment relations and workplace power asymmetries. It argues that these experiences can further precarisation of already insecure individuals and shape perceptions of future <i>labour market insecurity</i>. Drawing on 35 semi-structured interviews, the article posits that insecurity is structurally entrenched in the lives of many student-workers and zero-hour contract work can further exacerbate it by sustaining existing inequalities, dialling down aspirations and hindering prospects of social mobility.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"560-577"},"PeriodicalIF":5.4,"publicationDate":"2023-01-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12490","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44691307","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
Digital inclusion and inequalities at work in the age of social media 社交媒体时代的数字包容与工作中的不平等
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2022-12-29 DOI: 10.1111/1748-8583.12488
Kaisa Pekkala
{"title":"Digital inclusion and inequalities at work in the age of social media","authors":"Kaisa Pekkala","doi":"10.1111/1748-8583.12488","DOIUrl":"10.1111/1748-8583.12488","url":null,"abstract":"<p>Advancements in digital communication technologies, such as social media, have transformed how individuals can interact inside and outside their organizations and participate in professional life. This qualitative study focuses on inclusion in the increasingly digitalized and interactive workplace. It adopts a managerial perspective and explores whether organizational members are perceived to have equal opportunities to participate and contribute in this novel environment. The research data consists of interviews with 24 managers in seven knowledge-based organizations. The results show that both individual and organizational factors may become sources of inequality related to digital participation. The findings also emphasize that organizations have an important role in facilitating workers' digital inclusion. The paper contributes to the human resource management and digital inclusion literature and provides important managerial insights for organizations operating in the knowledge sector in particular.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"540-559"},"PeriodicalIF":5.4,"publicationDate":"2022-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46323740","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
The interactive effect of job skill level and citizenship status on job depression, work engagement and turnover intentions: A moderated mediation model in the context of macro-level turbulence (of ‘Brexit’) 工作技能水平和公民身份对工作抑郁、工作投入和离职意向的交互影响：（英国脱欧）宏观层面动荡背景下的调节中介模型
IF 5.4 2区 管理学
Human Resource Management Journal Pub Date : 2022-12-21 DOI: 10.1111/1748-8583.12489
Elena Martinescu, Martin R. Edwards, Ana.C. Leite, Georgina Randsley de Moura, André G. Marques, Dominic Abrams
{"title":"The interactive effect of job skill level and citizenship status on job depression, work engagement and turnover intentions: A moderated mediation model in the context of macro-level turbulence (of ‘Brexit’)","authors":"Elena Martinescu,&nbsp;Martin R. Edwards,&nbsp;Ana.C. Leite,&nbsp;Georgina Randsley de Moura,&nbsp;André G. Marques,&nbsp;Dominic Abrams","doi":"10.1111/1748-8583.12489","DOIUrl":"10.1111/1748-8583.12489","url":null,"abstract":"<p>This study examines the role that citizenship plays in moderating the relationship between job-skill level, work-related depression, engagement, and turnover-intentions for UK based employees across 6 months in the year following the Brexit referendum. In two waves of data collection, citizenship moderated the relationship between job-skill level and depressive states; among EU citizens, those in low skilled jobs experienced greater depressive states than employees in high skilled jobs, this difference was not found among UK citizens. Furthermore, depressive states were subsequently related with low work engagement and high turnover intentions and citizenship moderated the indirect-effect of job skill on engagement and turnover intentions via depressive states. This study shows that during the turbulent times following the Brexit referendum, EU citizens in the UK with low-skilled jobs were most affected by depressive states, were subsequently less engaged and showed higher levels of intent to quit.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"523-539"},"PeriodicalIF":5.4,"publicationDate":"2022-12-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12489","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45101704","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
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