Human Resource Management Journal最新文献_第7页

Regulating Grand Challenges: The Evolution of Human Resource Managers' Framing of the UK Gender Pay Gap Regulations 调节重大挑战：人力资源管理者对英国性别薪酬差距法规框架的演变

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-30 DOI: 10.1111/1748-8583.12589

Janet Walsh

引用次数: 0

Forging New Voice Mechanisms From a Crisis—Employee Voice on Social Media During COVID-19 在2019冠状病毒病期间，从危机中建立新的发声机制——员工在社交媒体上的声音

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-20 DOI: 10.1111/1748-8583.12591

Maria Khan, Paula K. Mowbray, Adrian Wilkinson

{"title":"Forging New Voice Mechanisms From a Crisis—Employee Voice on Social Media During COVID-19","authors":"Maria Khan, Paula K. Mowbray, Adrian Wilkinson","doi":"10.1111/1748-8583.12591","DOIUrl":"https://doi.org/10.1111/1748-8583.12591","url":null,"abstract":"External crises, such as the COVID-19 pandemic, have increased job insecurity and overall uncertainty in the labour market. Crises like these can suppress employee voice; that is, employees may feel unable to express their ideas and opinions about their work, including dissatisfaction or criticism, because they may be worried about disagreeing with management and being seen as ‘rocking the boat’ in times of uncertainty. Nonetheless, this study finds that employees' desire to voice during the global pandemic led to them finding ways to speak up through social media (SM), with anonymity being a critical facilitator. Findings reveal that employees realised that SM affordances allowed them more agency over the agenda for voice regardless of prevailing voice norms. Despite open criticism not being well received by management, employees refashioned SM, which was primarily used for top-down communication before the pandemic, into more of a bottom-up voice mechanism. In doing so, we answer the call of researchers to explore the state of voice during a crisis and the potential of SM as a possible voice mechanism during such times.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"713-727"},"PeriodicalIF":5.4,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12591","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574302","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

‘In or Out’ or ‘In-And-Out’: The Social Identity Transition of Female Academics During the Perinatal Period “进或出”或“进与出”：围产期女性学者的社会身份转变

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-19 DOI: 10.1111/1748-8583.12590

Yi-Ling Lai, Andy Thorpe

{"title":"‘In or Out’ or ‘In-And-Out’: The Social Identity Transition of Female Academics During the Perinatal Period","authors":"Yi-Ling Lai, Andy Thorpe","doi":"10.1111/1748-8583.12590","DOIUrl":"https://doi.org/10.1111/1748-8583.12590","url":null,"abstract":"The career trajectories of working mothers in academia could be adversely impacted by maternity breaks given the professional demand for consistent research performance. This study employs the postmodernist perspective of identity which addresses social context to unpack in-depth accounts of female academics' social identity transition throughout their perinatal period (pregnancy till 1-year post-birth). We collected 93 critical incidents via interviews from 23 academics who completed their perinatal period between 2019 and 2022. We found the identity transition was more dynamic than linear. This enabled us to develop a multi-dimensional identity grid matrix to illustrate the varied transitional statuses these mothers encountered as a consequence of the ongoing (re)negotiation between self and social structures (in-and-out of salient social identities). Hence, the social identities of academic mothers can be betwixt among multiple identities. The findings can help HR practitioners in forming a more supportive and consensual working culture, thereby and facilitating working mothers' ability to develop positive resources for a better social-self.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"699-712"},"PeriodicalIF":5.4,"publicationDate":"2025-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12590","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574184","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

Gender Differences in Perception of Gender Inequity in Human Resource Management Practices 人力资源管理实践中性别不平等认知的性别差异

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2025-01-18 DOI: 10.1111/1748-8583.12588

Dynah A. Basuil, Ankita Agarwal, Jennifer Manegold, Wendy J. Casper

{"title":"Gender Differences in Perception of Gender Inequity in Human Resource Management Practices","authors":"Dynah A. Basuil, Ankita Agarwal, Jennifer Manegold, Wendy J. Casper","doi":"10.1111/1748-8583.12588","DOIUrl":"https://doi.org/10.1111/1748-8583.12588","url":null,"abstract":"<div>\u0000 \u0000 Drawing from social role theory, we studied gender differences in employees' perception of gender inequity in human resource management (HRM) practices using samples from three countries. We examined the relationship of employee gender with equity perceptions, as moderated by (a) the gender composition of managers in an organization and (b) country-level gender egalitarianism. We expected females to perceive more inequality in HRM practices compared to males but instead found that females perceived less inequity. In organizations with predominantly female managers, females perceived less gender inequity in HRM practices than males, whereas in male-majority manager organizations, both genders perceived similar levels of gender inequity. Our results also indicated that, in less (more) gender-egalitarian countries, female employees perceived more (less) gender inequity in HRM practices. However, male employees perceived similar levels of gender inequity, slightly favoring men, regardless of country-level gender egalitarianism.\u0000 </div>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"687-698"},"PeriodicalIF":5.4,"publicationDate":"2025-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573197","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

Training Investments and Innovation Gains in Knowledge Intensive Businesses: The Role of Firm Level Human Capital and Knowledge Sharing Climate 知识密集型企业的培训投资与创新收益：企业层面人力资本和知识共享氛围的作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-12-26 DOI: 10.1111/1748-8583.12586

Maura Sheehan, Thomas Garavan, Michael Morley

{"title":"Training Investments and Innovation Gains in Knowledge Intensive Businesses: The Role of Firm Level Human Capital and Knowledge Sharing Climate","authors":"Maura Sheehan, Thomas Garavan, Michael Morley","doi":"10.1111/1748-8583.12586","DOIUrl":"https://doi.org/10.1111/1748-8583.12586","url":null,"abstract":"Training investments are important in securing innovation gains. However, research on this relationship in knowledge intensive businesses is nascent. In particular, questions remain concerning what value different types of training hold for different types of innovation, and what mechanisms underpin these relationships. Drawing on human capital resources theory and collective learning theory, we develop and test a model explicating how specific and general training investments, through firm level human capital, lead to incremental and radical innovation. Additionally, we propose and investigate the supposition that the predicted positive relationships between training investments, firm level human capital, and innovation will be stronger when knowledge sharing climate is high. We test our model with two-wave, multi-respondent panel data gathered from 816 knowledge intensive businesses in France, Finland, Sweden, and the UK. We find that specific training is positively related to incremental innovation but not radical innovation, whereas general training is positively related to both types of innovation. With respect to firm level human capital, we find that it mediates these relationships and they are stronger when knowledge sharing climate is high. Furthermore, our analysis reveals that knowledge sharing climate moderates both the relationship between the two types of training investments examined and firm level human capital, and the indirect relationship via firm level human capital to incremental and radical innovation. We discuss the implications for theory, research, and practice.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"667-686"},"PeriodicalIF":5.4,"publicationDate":"2024-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12586","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574217","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

A Systematic Review on Worker Voice in the Platform Economy: The Constitution of a Grassroots Voice Mechanism 平台经济下工人发声的系统述评：基层发声机制的建构

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-12-25 DOI: 10.1111/1748-8583.12587

Prakriti Dasgupta, Anthony McDonnell, Ronan Carbery, Stefan Jooss

{"title":"A Systematic Review on Worker Voice in the Platform Economy: The Constitution of a Grassroots Voice Mechanism","authors":"Prakriti Dasgupta, Anthony McDonnell, Ronan Carbery, Stefan Jooss","doi":"10.1111/1748-8583.12587","DOIUrl":"https://doi.org/10.1111/1748-8583.12587","url":null,"abstract":"This systematic review investigates why and how platform workers express voice in a context where institutional and organisational voice mechanisms and representation structures are lacking or absent. Platform workers have been restricted in their ability to formally unionise or collectively bargain, and the presence of a digital intermediary in the form of a platform organisation limits the scope of worker voice. In this paper, we identify and synthesise the motives for voice use by platform workers—namely mutual aid, organising, visibility, and confrontation, and unpack how these are realised through bottom-up and independent voice channels that may potentially influence multiple stakeholders. The paper's core contribution lies in highlighting how the blurred employment boundaries of platform work structurally render labour power even more indeterminate, informing our conceptualisation of a ‘grassroots voice mechanism’, wherein the social relations of platform work and digital technologies convey worker voice beyond traditional organisational boundaries. We conclude with an agenda to guide future research centred heavily around the dynamics of platform work, the use of novel voice channels, and worker attitudes towards them.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"649-666"},"PeriodicalIF":5.4,"publicationDate":"2024-12-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12587","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574225","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

Person-Organization (Mis)fit: The Experience of Furlough as Career Shock 个人-组织（Mis）匹配：休假作为职业冲击的经验

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-12-05 DOI: 10.1111/1748-8583.12584

Maria Simosi, Neil Conway

{"title":"Person-Organization (Mis)fit: The Experience of Furlough as Career Shock","authors":"Maria Simosi, Neil Conway","doi":"10.1111/1748-8583.12584","DOIUrl":"https://doi.org/10.1111/1748-8583.12584","url":null,"abstract":"This study examines employees' experience of being furloughed as a career shock drawing on person-organization (P–O) fit theory. We focus on the UK's Covid-19 furlough scheme and the experiences of 23 employees from different sectors following the scheme's termination. Findings from qualitative interviews support the value of misfit to understanding career shocks. Furloughed employees perceived change to their person-organization fit, and more specifically misfit relating to personal needs (for security, growth and support) versus supplies, and demands (increased responsibilities, lack of retraining upon resuming work) versus skills, where such misfit was attributed to furlough being a career shock and triggering career-related thoughts and behaviors. Organizational communication and topping-up furloughed workers' lost monthly income buffered the extent furlough resulted in misfit. Tolerance threshold and perceived employability were found to explain the likelihood of career transitions for furloughed workers reporting misfit. Our findings contribute to the emerging career shocks literature by identifying P–O misfit as a mechanism explaining career transitions.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"635-648"},"PeriodicalIF":5.4,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12584","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573387","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

Industry Image Perceptions and Organizational Attractiveness: Results of an International Survey 行业形象感知与组织吸引力：一项国际调查的结果

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-12-01 DOI: 10.1111/1748-8583.12582

Samuel Davies, Thanh Nguyen, Sebastian Stoermer, Fabian Jintae Froese, Pawan Budhwar

{"title":"Industry Image Perceptions and Organizational Attractiveness: Results of an International Survey","authors":"Samuel Davies, Thanh Nguyen, Sebastian Stoermer, Fabian Jintae Froese, Pawan Budhwar","doi":"10.1111/1748-8583.12582","DOIUrl":"https://doi.org/10.1111/1748-8583.12582","url":null,"abstract":"Extending the research on corporate brand image and recruitment, this study investigates the influence of industry image on organizational attractiveness in a cross–national context. Drawing from signaling theory and the application of the instrumental-symbolic image framework, we apply an experimental vignette design in the renewable energy industry (REI) and the oil and gas exploration and production industry (OGI) with potential job applicants in France, Germany, and the United Kingdom. We conceptualize national context as collective signaling environments. Results from 550 respondents indicate that the REI and OGI differ in most of the instrumental and symbolic image dimensions. The instrumental image dimension of pay and the three symbolic image dimensions of sincerity, innovativeness, and prestige predict organizational attractiveness. Moreover, sincerity, innovativeness, and prestige carry a mediating effect in the link between industry affiliation and organizational attractiveness. Findings also demonstrate that image perceptions of the REI and OGI vary across countries such that the already more favorable image perceptions regarding the REI are for the most part even more pronounced in France. Implications for theory and tailored recommendations for practice are provided.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"613-634"},"PeriodicalIF":5.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12582","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144573213","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

‘In God We Trust. All Others Must Bring Data’: Unpacking the Influence of Human Resource Analytics on the Strategic Recognition of Human Resource Management “我们信靠上帝。所有人都必须带来数据：解析人力资源分析对人力资源管理战略认识的影响

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-11-27 DOI: 10.1111/1748-8583.12583

Felix Diefenhardt, Marco L. Rapp, Verena Bader, Wolfgang Mayrhofer

{"title":"‘In God We Trust. All Others Must Bring Data’: Unpacking the Influence of Human Resource Analytics on the Strategic Recognition of Human Resource Management","authors":"Felix Diefenhardt, Marco L. Rapp, Verena Bader, Wolfgang Mayrhofer","doi":"10.1111/1748-8583.12583","DOIUrl":"https://doi.org/10.1111/1748-8583.12583","url":null,"abstract":"Existing literature underscores the potential of human resource analytics (HRA) to enhance the strategic recognition of human resource management (HRM) within organisations. However, there has been limited focus on how HRA practitioners attempt to realise this potential. Our study investigates how HRA practitioners use HRA in their daily work to enhance their strategic recognition. Drawing on practice theory and a range of qualitative data, including expert interviews and observations, our analysis not only shows that implementing HRA offers opportunities for improved strategic recognition but also reveals that HRM practitioners showcase the strategic relevance of their analytics capabilities through four forms of tactical manoeuvring: capturing contextual challenges, using guerilla tactics, busting myths and running stealth projects. Our findings contribute to the literature on HRA and the broader discourse on HRM's role and its strategic recognition.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"35 3","pages":"597-612"},"PeriodicalIF":5.4,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12583","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144574299","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

Building the Road Ahead: Developing Theory in HRM Through Literature Reviews 建设前进之路：通过文献综述发展人力资源管理理论

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2024-11-25 DOI: 10.1111/1748-8583.12585

Dermot Breslin

引用次数: 0