Human Resource Management Journal最新文献_第8页

Do employees find inclusive talent management fairer? It depends. Contrasting self-interest and principle 员工觉得包容性人才管理更公平吗？这取决于情况。自我利益与原则的对比

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-03-13 DOI: 10.1111/1748-8583.12501

Nicky Dries, Robert Kaše

{"title":"Do employees find inclusive talent management fairer? It depends. Contrasting self-interest and principle","authors":"Nicky Dries, Robert Kaše","doi":"10.1111/1748-8583.12501","DOIUrl":"10.1111/1748-8583.12501","url":null,"abstract":"In this paper, we critically examine the assumption that most employees, and especially those not identified as talents, find exclusive talent management less fair than inclusive talent management. Across two factorial survey studies—one of which manipulates talent status experimentally (N = 300), the other using field data on meta-perceived talent ratings (N = 209)—we examine the extent to which the perceived fairness of talent management is predicted by self-interest (i.e., the extent to which you yourself are seen as talented) versus principle (i.e., a dispositional preference for equality-vs. merit-based allocations). We found a clear effect of talent status, indicating that perceived fairness is at least partly determined by self-interest (i.e., whether one personally stands to gain or lose from exclusive talent management). We also found an effect for preferred allocation norm—implying that fairness perceptions are influenced by matters of principle, independently from self-interest—but only on the boundary condition that organizations provide a transparent justification for their chosen (inclusive or exclusive) talent philosophy. Two major gaps are addressed: the lack of data on how employees perceive and experience talent management practices, and the inability of common study designs to make causal claims.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 3","pages":"702-727"},"PeriodicalIF":5.5,"publicationDate":"2023-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12501","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47105290","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

Mandated but willing? Preferences and expectations among mandatory work from home employees 强制但自愿?强制性在家办公员工的偏好和期望

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-03-07 DOI: 10.1111/1748-8583.12498

Melissa B. Gutworth, Matt C. Howard, Daniel V. Simonet

引用次数: 0

What's in a name? talent: A review and research agenda 名字里有什么？人才：回顾和研究议程

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-02-27 DOI: 10.1111/1748-8583.12500

Sara Vardi, David G. Collings

{"title":"What's in a name? talent: A review and research agenda","authors":"Sara Vardi, David G. Collings","doi":"10.1111/1748-8583.12500","DOIUrl":"10.1111/1748-8583.12500","url":null,"abstract":"There has a significant increase in the volume of research on the management of talent over recent decades; however, the question of what talent is remains under debate. How talent is understood and defined has significant implications for its management within organizations, yet these aspects are often overlooked in the extant literature. Through a review of 192 articles in the sub-disciplines of talent management (sub-stream of strategic human resource management), stars (human capital), and high potential (organizational behavior/-psychology), we offer guidance for research on talent. Our findings suggest that the current research adopts an overly binary conceptualization of talent, as illustrated in five relevant dimensions: inclusive–exclusive, innate–acquired, transferable–context dependent, subject–object, and input–outcomes. We call for a more nuanced approach to the topic and build insights from paradox theory, encouraging a transition from “either/or” perspectives to “both/and” perspectives. Matching theory is identified as a useful lens to guide future research, and we offer suggestions for a more nuanced approach in practice by encouraging organizations and their stakeholders to embrace the paradoxes of talent.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 3","pages":"660-682"},"PeriodicalIF":5.5,"publicationDate":"2023-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12500","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49333333","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: 1

From professional aspirations to identity confirmation and transformation: The case of Japanese career women working for foreign subsidiaries in Japan 从职业抱负到身份确认和转变：日本职业女性在日本外企工作的案例

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-02-22 DOI: 10.1111/1748-8583.12497

Markus Pudelko, Helene Tenzer

{"title":"From professional aspirations to identity confirmation and transformation: The case of Japanese career women working for foreign subsidiaries in Japan","authors":"Markus Pudelko, Helene Tenzer","doi":"10.1111/1748-8583.12497","DOIUrl":"10.1111/1748-8583.12497","url":null,"abstract":"This study investigates what attracts career-oriented women to foreign subsidiaries and how they experience this work context. Based on 125 interviews with career-oriented women in Japan, we find that their frequent choice of foreign employers is not only motivated by professional aspirations but also by identity-related aspirations. Japanese women who embraced an internationalist orientation experience a confirmation of their identity by working for foreign subsidiaries; by contrast, those who still felt bound by traditional role expectations, undergo a liberating identity transformation. Based on the perceptions of these particular employees, we develop recommendations for gender diversity management in foreign subsidiaries. We further argue that women, who are disadvantaged in the local employment context, often desire that foreign subsidiaries implement standardized home country human resource management practices, instead of adopting local practices. By focusing on the recruitment of highly qualified women, foreign subsidiaries may turn their liability of foreignness into a competitive advantage.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"599-626"},"PeriodicalIF":5.4,"publicationDate":"2023-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12497","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49195671","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

Digitalization and inclusiveness of HRM practices: The example of neurodiversity initiatives 人力资源管理实践的数字化和包容性：神经多样性倡议的例子

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-02-19 DOI: 10.1111/1748-8583.12499

Emmanuelle Walkowiak

{"title":"Digitalization and inclusiveness of HRM practices: The example of neurodiversity initiatives","authors":"Emmanuelle Walkowiak","doi":"10.1111/1748-8583.12499","DOIUrl":"10.1111/1748-8583.12499","url":null,"abstract":"The transformation of the intelligence ecosystem associated with the digital transformation represents a critical juncture for diversity and inclusion (D&I). We present a multidisciplinary perspective on digital transformation and D&I that demonstrates that, in the context of automated decision making, where algorithmic biases and the standardisation of thought represent new risks, neurodiversity initiatives become a cornerstone for advancing D&I. Based on interviews with neurodiversity experts, we identify innovative ways to efficiently configure an inclusive organisational design targeting neurodiversity by leveraging technologies. We identify several properties of technologies that support D&I in neurodiversity initiatives: the neutralisation of biases during interviews, the development of digital support for physical and mental well-being and the facilitation of different cognition modes. Finally, we critically discuss the risks and opportunities offered by various technologies in terms of performance evaluation, new forms of dominance, and design of a digital ecosystem for mental well-being.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"578-598"},"PeriodicalIF":5.4,"publicationDate":"2023-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12499","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45401099","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 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

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

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, Charbel Jose Chiappetta Jabbour, Vijay Pereira, Muhammad Usman, Moazzam Ali, Tan Vo-Thanh","doi":"10.1111/1748-8583.12493","DOIUrl":"10.1111/1748-8583.12493","url":null,"abstract":"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.","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

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

引用次数: 1