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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
Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity 在跨国公司实施平等、多样性和包容性议程：（语言）多样性管理框架
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2022-12-16 DOI: 10.1111/1748-8583.12487
Sylwia Ciuk, Martyna Śliwa, Anne-Wil Harzing
{"title":"Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity","authors":"Sylwia Ciuk,&nbsp;Martyna Śliwa,&nbsp;Anne-Wil Harzing","doi":"10.1111/1748-8583.12487","DOIUrl":"10.1111/1748-8583.12487","url":null,"abstract":"<p>Advancing, both conceptually and practically, the equality, diversity, and inclusion (EDI) agenda, which is notoriously difficult to implement, this paper addresses the under-researched area of global diversity management (GDM) in multinational companies (MNCs). Drawing on Harrison and Klein's (2007) conceptualisations of diversity (separation, variety, and disparity) and two core concepts (fluidity and reciprocity) that reflect recent developments in the EDI literature, we propose a two-step framework for implementing the EDI agenda through GDM. We argue that to achieve inclusion, we first need to <i>think</i> differently about diversity and differences (i.e., view diversity in a positive light and recognise and appreciate differences as <i>fluid</i>), in order to <i>act</i> differently (i.e., promote <i>reciprocal</i> effort to leverage diversity). We illustrate our framework with the specific case of linguistic diversity, a diversity dimension that is particularly salient, but also often neglected in MNCs, and discuss the implications of the proposed framework for EDI theory as well as human resource management policies and practice.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"868-888"},"PeriodicalIF":5.5,"publicationDate":"2022-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49604637","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
Talent designation as a mixed blessing: Short- and long-term employee reactions to talent status 人才指定喜忧参半：短期和长期员工对人才状况的反应
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2022-11-30 DOI: 10.1111/1748-8583.12485
Daniel Tyskbo, Wajda Wikhamn
{"title":"Talent designation as a mixed blessing: Short- and long-term employee reactions to talent status","authors":"Daniel Tyskbo,&nbsp;Wajda Wikhamn","doi":"10.1111/1748-8583.12485","DOIUrl":"10.1111/1748-8583.12485","url":null,"abstract":"<p>Talent management (TM) continues to attract considerable attention from both practitioners and academics. Existing research investigating employee reactions to being awarded talent status has not elucidated the processual nature of such reactions. This study extends TM research by providing a nuanced understanding of how employees react to talent designation over time and why. Specifically, it distinguishes between short- and long-term reactions and uses the lenses of psychological contract (PC) theory and social identity theory (SIT) to unpack mechanisms underlying immediate positive, and delayed negative, employee reactions to talent designation. Results from qualitative analysis of interviews with talents in three organizations show how—as time elapsed and no identity-relevant events occurred—perceptions of “talent emptiness” and “indeterminacy” developed. The study unfolds the complex interaction between SIT and PC (including breach and violation) to explain talents’ evolving reactions over time. As such, it contributes to TM literature by providing a nuanced understanding of the processes underlying employee reactions in exchanges involving socioemotional resources.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 3","pages":"683-701"},"PeriodicalIF":5.5,"publicationDate":"2022-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12485","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49219317","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
From what we know to what we do: Human resource management intervention to support mode 2 healthcare research 从我们所知道的到我们所做的:人力资源管理干预支持模式2医疗保健研究
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2022-11-29 DOI: 10.1111/1748-8583.12484
Graeme Currie, Dimitrios Spyridonidis
{"title":"From what we know to what we do: Human resource management intervention to support mode 2 healthcare research","authors":"Graeme Currie,&nbsp;Dimitrios Spyridonidis","doi":"10.1111/1748-8583.12484","DOIUrl":"10.1111/1748-8583.12484","url":null,"abstract":"<p>There is a huge volume of evidence about what is clinically effective and efficient, but this is slow to translate into frontline practice. To address the problem, we need to support clinical academics and practitioners to co-produce research and service improvement; necessitating HRM intervention. Our case study shows common purpose in mode 2 research across clinical academics and practitioners can be attained by focussing upon their professional identity, within which their status and jurisdictional autonomy are key dimensions. Our study shows how development workshops, through which control is ceded by managers to clinical academics and practitioners, are used to co-design HRM interventions to support mode 2 research. Relevant HRM interventions are first, performance management that is non-intrusive and aligns with criteria clinical academics and practitioners value. Second, job design that allows autonomy and status enhancement for clinical academics and practitioners engaging in mode 2 research.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 2","pages":"504-522"},"PeriodicalIF":5.5,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12484","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43690810","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
Reducing day-level emotional exhaustion: The complementary role of high involvement work systems and engaging leadership 减少日常情绪衰竭：高度参与的工作系统和参与式领导的互补作用
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2022-11-23 DOI: 10.1111/1748-8583.12482
Steven Kilroy, Na Fu, Janine Bosak, Richard Hayes, Wilmar Schaufeli
{"title":"Reducing day-level emotional exhaustion: The complementary role of high involvement work systems and engaging leadership","authors":"Steven Kilroy,&nbsp;Na Fu,&nbsp;Janine Bosak,&nbsp;Richard Hayes,&nbsp;Wilmar Schaufeli","doi":"10.1111/1748-8583.12482","DOIUrl":"10.1111/1748-8583.12482","url":null,"abstract":"<p>High involvement work systems (HIWS) have been found to be improve employee well-being. The underlying processes through which HIWS influence employee well-being and the conditions under which these practices work are not fully understood. This study draws on job demands-resources theory to address this gap by theorising two novel mediators, that is, work pressure and bonding social capital, to explain how HIWS influence emotional exhaustion. We further proposed that engaging leadership as a proxy of line manager implementation of HIWS would strengthen these relationships. An integrated model is presented on how, why, and when HIWS influence employee well-being. Using data collected from 97 employees in a pharmaceutical company via a general survey and then a diary survey for 5 working days, this study found that HIWS alleviated day-level emotional exhaustion through their experience of higher day-level bonding social capital and lower day-level work pressure and these relationships were stronger under high level of engaging leadership.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"846-867"},"PeriodicalIF":5.5,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47462343","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
Positioning context front and center in international human resource management research 背景定位是国际人力资源管理研究的前沿和中心
IF 5.5 2区 管理学
Human Resource Management Journal Pub Date : 2022-11-17 DOI: 10.1111/1748-8583.12483
Elaine Farndale, Jaime Bonache, Anthony McDonnell, Bora Kwon
{"title":"Positioning context front and center in international human resource management research","authors":"Elaine Farndale,&nbsp;Jaime Bonache,&nbsp;Anthony McDonnell,&nbsp;Bora Kwon","doi":"10.1111/1748-8583.12483","DOIUrl":"10.1111/1748-8583.12483","url":null,"abstract":"<p>The international human resource management (IHRM) field naturally lends itself to spotlighting the importance of internal and external organizational contexts to help understand how to manage employees in organizations effectively. However, we argue that the range of opportunities that the field creates to understand this context has not yet been fully embraced by IHRM scholars. To address this gap, this special issue explores: (a) the variety of approaches to theorizing how contexts promote or constrain organizational practice; and (b) relevant methodologies that might allow us to unearth novel context-dependent theory in international HRM. We propose a distinction between variable-oriented theorizing (that explains the effects of internal and external contexts on the phenomena under study) and context-dependent theorizing (that requires researchers become intimately familiar with the setting under study to understand context as a shaper of meaning). This editorial also highlights how the articles in the special issue contribute to stimulating further context-dependent IHRM research.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 1","pages":"1-16"},"PeriodicalIF":5.5,"publicationDate":"2022-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48160199","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: 7
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