Human Resource Management Journal最新文献_第9页

Changing public attitudes toward the employment of formerly incarcerated people: The role of “human resources social advocacy” 改变公众对有前科人员就业的态度:“人力资源社会倡导”的作用

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-13 DOI: 10.1111/1748-8583.12505

Prue Burns, Marco De Sisto, Andrew R. Timming

引用次数: 0

Who benefits from (Human Resource Management) professionalization? The moderating role of gender on professionalization effects in organisations 谁从(人力资源管理)专业化中受益?性别对组织专业化效应的调节作用

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-04-11 DOI: 10.1111/1748-8583.12508

Isabella Scheibmayr, Astrid Reichel

{"title":"Who benefits from (Human Resource Management) professionalization? The moderating role of gender on professionalization effects in organisations","authors":"Isabella Scheibmayr, Astrid Reichel","doi":"10.1111/1748-8583.12508","DOIUrl":"10.1111/1748-8583.12508","url":null,"abstract":"Professionalization aims at closure, that is, having the monopoly protection of expertise for an occupation on the labour market and in organizations. Role congruity theory suggests that the translation of professionalization into organizational closure and reaching board membership is likely to be moderated by gender at the individual and the occupational level. We test this proposition focusing on Human Resource Management (HRM), an occupation with a long history of professionalization attempts. Using a sample of 3276 organizations embedded in 34 countries with varying professionalization levels between countries, results show that professionalization of HRM at the country level is positively related to closure in organizations. The positive relationship is weaker for female HR directors and high proportions of women in the HRM occupation in a country. Organizational closure, in contrast, is negatively related to board representation but increases the likelihood of board membership in countries with high proportions of women in the HRM occupation.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 3","pages":"668-693"},"PeriodicalIF":5.4,"publicationDate":"2023-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12508","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47882267","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

Employee-perceived ‘motivation-enhancing HRM practices’ and career ambition: Social subjective norms explain workplace deviant behavior 员工感知的“激励-强化人力资源管理实践”与职业抱负:社会主观规范解释职场越轨行为

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-05 DOI: 10.1111/1748-8583.12503

Koustab Ghosh

{"title":"Employee-perceived ‘motivation-enhancing HRM practices’ and career ambition: Social subjective norms explain workplace deviant behavior","authors":"Koustab Ghosh","doi":"10.1111/1748-8583.12503","DOIUrl":"10.1111/1748-8583.12503","url":null,"abstract":"Ability-motivation-opportunity (AMO) based human resource management (HRM) practices connote positive organizational outcomes, in general. This study has identified the deviant outcome of motivation-enhancing HRM practices by delineating how it can lead to an undesirable workplace behavior like unethical pro-organizational behavior (UPOB) through employees' career ambition. Further, such effects are amplified in the presence of UPOB descriptive and injunctive norms. The hypotheses were tested by using two multi-wave time-lagged studies for sales executives working in organizations representing two different industries. Career ambition partially mediated the relationship between motivation-enhancing HRM practices and UPOB. The conditional indirect effect of motivation-enhancing HRM practices on UPOB through employees' career ambition was stronger when they perceive high level of descriptive and injunctive norms in the workplace. While the relationship between career ambition and UPOB was strengthened for high descriptive and injunctive norms, it was weakened for low injunctive norms but not for low descriptive norms.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"1074-1096"},"PeriodicalIF":5.5,"publicationDate":"2023-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48594725","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

Getting to what works: How frontline HRM relationality facilitates high-performance work practice implementation 获得什么有效:一线人力资源管理关系如何促进高绩效工作实践的实施

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-05 DOI: 10.1111/1748-8583.12502

Nick Krachler

{"title":"Getting to what works: How frontline HRM relationality facilitates high-performance work practice implementation","authors":"Nick Krachler","doi":"10.1111/1748-8583.12502","DOIUrl":"10.1111/1748-8583.12502","url":null,"abstract":"The lack of an efficient support system for people with multiple, long-term health conditions has increased costs, worsened health outcomes, and prompted policymakers to implement a boundary-spanning role within healthcare settings. While scholars have demonstrated the benefits of coordination roles and other such high-performance work practices (HPWPs) in this sector, the actual implementation of these practices is less clear. Based on a comparative case study approach, 153 interviews, and other qualitative data, this article explores frontline managers' HR philosophies and practices (‘frontline HRM relationality’) to explain possible variation in efforts to implement the boundary-spanning role of care coordinators (CCs). Despite strong policy support for the role, coordination has improved unevenly because of varying degrees of HRM relationality: findings show that higher frontline HRM relationality was associated with lower inter-occupational professionalization differences and higher boundary-spanning coordination. The article contributes to a nascent literature on HPWP implementation by theorizing frontline HRM relationality as a continuum that moderates professionalization-related coordination problems and highlights the importance of frontline HRM relationality for implementing HPWPs in professionalized settings.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"1053-1073"},"PeriodicalIF":5.5,"publicationDate":"2023-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48272874","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

Worker silence in a turbulent neoliberal context: The case of mass privatisation of sugar factories in Turkey 动荡的新自由主义背景下的工人沉默：土耳其糖厂大规模私有化案例

IF 5.4 2区管理学

Human Resource Management Journal Pub Date : 2023-04-04 DOI: 10.1111/1748-8583.12506

Cihat Erbil, Mustafa Özbilgin

引用次数: 0

Two sides of the same coin: Appraising job-related attributes as resilience enhancing or undermining 同一枚硬币的两面:评估与工作相关的属性，作为增强或削弱弹性

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-04 DOI: 10.1111/1748-8583.12507

Jane Frances Maley, Rebecca Mitchell, Brendan Boyle, Karen McNeil, Raymond Trau

{"title":"Two sides of the same coin: Appraising job-related attributes as resilience enhancing or undermining","authors":"Jane Frances Maley, Rebecca Mitchell, Brendan Boyle, Karen McNeil, Raymond Trau","doi":"10.1111/1748-8583.12507","DOIUrl":"10.1111/1748-8583.12507","url":null,"abstract":"Increasing stress levels in the workplace is an economic and social issue for many industries, and coal mining is no exception. However, more recently mining coal has become an intense moral and ethical issue subjecting workers to psychosocial related stress. Previous research has demonstrated that resilience can help manage individual stress to improve health outcomes and workplace productivity. This study examines data collected from 61 interviews with various workers in the coal industry in Australia throughout immense and stressful uncertainty. Drawing on the Job-Demands-Resource and the Transaction of Stress and Coping theories, we find that crucial elements of human resource management processes, supervision and the employee work unit may be modelled as either demands or resources. More significantly, we find that the individual's subjective appraisal of job-related demands and resources plays a significant role in enhancing or undermining their resilience. For theory, this study extends the Job-Demands-Resource model by challenging the prevailing assumption that job-related attributes act as demands or resources in terms of their relationship with resilience; for human resource management practice, the findings help focus on how particular strategies can best support and promote employee resilience.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 1","pages":"74-90"},"PeriodicalIF":5.5,"publicationDate":"2023-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42344452","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

How can people benefit, and who benefits most, from using socialisation-oriented social media at work? An affordance perspective 人们如何从工作中使用社交媒体中受益，谁受益最大？可供性视角

IF 5.5 2区管理学

Human Resource Management Journal Pub Date : 2023-04-02 DOI: 10.1111/1748-8583.12504

Bin Wang, Yukun Liu, Jing Qian, Sharon K. Parker

{"title":"How can people benefit, and who benefits most, from using socialisation-oriented social media at work? An affordance perspective","authors":"Bin Wang, Yukun Liu, Jing Qian, Sharon K. Parker","doi":"10.1111/1748-8583.12504","DOIUrl":"10.1111/1748-8583.12504","url":null,"abstract":"Past research has predominantly regarded (private) socialisation-oriented social media (SoSM) use at work as a counterproductive behaviour and has thus focussed more on its dark side. However, given the prevalence of social media in today's work life and the various affordances this technology can have, social media might have important bright sides. In this research, drawing on the affordance perspective, we propose that the day-to-day use of SoSM at work is positively associated with perceptions of social connectedness, which is further positively associated with life satisfaction and task performance. We examined our hypotheses using an experience sampling study of 134 full-time employees in China across 10 consecutive workdays. The results of multilevel modelling showed that, as expected, daily SoSM use at work related positively with employees' perceptions of social connectedness, which in turn predicted their daily life satisfaction and daily task performance. We also found that the relationship between daily SoSM use at work and perceived social connectedness was stronger for employees with higher, rather than lower, perceived workloads. We suggest this moderating effect occurs because social media is an efficient medium, providing greater affordances, through which busy workers can meet their belongingness needs. Overall, our study sheds light on the previously less-studied positive effects of social media use at work.","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"33 4","pages":"1035-1052"},"PeriodicalIF":5.5,"publicationDate":"2023-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42099611","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

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