Human Resource Management Review最新文献

A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions 团队反身性的元分析：前因、结果和边界条件

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-08-18 DOI: 10.1016/j.hrmr.2024.101042

Pierre-Marc Leblanc , Jean-François Harvey , Vincent Rousseau

{"title":"A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions","authors":"Pierre-Marc Leblanc , Jean-François Harvey , Vincent Rousseau","doi":"10.1016/j.hrmr.2024.101042","DOIUrl":"10.1016/j.hrmr.2024.101042","url":null,"abstract":"<div><p>In this meta-analysis, we assess the performance benefits of team reflexivity. Drawing on the teams-as-information-processors perspective, we provide evidence that team reflexivity facilitates team performance, yet we also find that these benefits depend on key team design contingencies, namely team size and team tenure. In addition, we examine how team leaders can make their team more reflexive. Our study shows that leaders who support team members' active participation in group discussion and decision-making set the stage for greater reflexivity and then greater performance by fostering the emergence of team psychological safety. We also provide a comprehensive review of the research on team reflexivity by examining the strength of relationships in its nomological network. Overall, this meta-analysis challenges certain assumptions about reflexivity and opens new avenues for research to further understand its role in the effectiveness of teams.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 4","pages":"Article 101042"},"PeriodicalIF":8.2,"publicationDate":"2024-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000329/pdfft?md5=79d043ad5f20e04e17b56ae3b0d53d42&pid=1-s2.0-S1053482224000329-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142095383","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Facilitating newcomer motivation through internalization: A self-determination theory perspective on newcomer socialization 通过内化促进新移民的积极性：新人社会化的自我决定理论视角

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-20 DOI: 10.1016/j.hrmr.2024.101041

Jane X.Y. Chong , Marylène Gagné , Patrick D. Dunlop , Serena Wee

引用次数: 0

Event-driven changes in person-organization fit: A conceptual integration and research agenda 人与组织契合度的事件驱动变化：概念整合与研究议程

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-19 DOI: 10.1016/j.hrmr.2024.101040

Paul A. Raddatz

引用次数: 0

The indirect relationship between employee job performance and voluntary turnover: A meta-analysis 员工工作绩效与自愿离职之间的间接关系：荟萃分析

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-14 DOI: 10.1016/j.hrmr.2024.101039

Yan Liu , Rui Han , Yina Mao , Jie Xiao

{"title":"The indirect relationship between employee job performance and voluntary turnover: A meta-analysis","authors":"Yan Liu , Rui Han , Yina Mao , Jie Xiao","doi":"10.1016/j.hrmr.2024.101039","DOIUrl":"10.1016/j.hrmr.2024.101039","url":null,"abstract":"<div><p><span>Employee turnover brings lots of negative effects on organizations. Researchers have investigated why employees quit their jobs and found job performance to be an important predictor. Previous studies have proposed potential mediators of the performance-turnover relationship from job attitudes, job alternatives, and job embeddedness<span> perspectives. Nevertheless, they have failed to provide sufficient empirical support for these three paths and which of these three mediating mechanisms matters most. To address these questions, we used meta-analytic structural equation modeling (MASEM) to examine these three mediating mechanisms between job performance and voluntary turnover. Drawing on 299 independent samples (</span></span><em>N</em><span> = 524,740), we found that job performance had a negative impact on employee voluntary turnover through desirability of movement and turnover intention, through job embeddedness and turnover intention, and a positive impact through ease of movement and turnover intention. Among these three paths, desirability of movement had the strongest mediating effect, followed by job embeddedness and ease of movement. Theoretical and practical implications as well as future directions were discussed.</span></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 4","pages":"Article 101039"},"PeriodicalIF":8.2,"publicationDate":"2024-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141689263","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Do managers need to worry about employees' financial stress? A review of two decades of research 管理者需要担心员工的经济压力吗？二十年研究回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-05-29 DOI: 10.1016/j.hrmr.2024.101030

Vagner F Rosso , Lucía Muñoz-Pascual , Jesús Galende

{"title":"Do managers need to worry about employees' financial stress? A review of two decades of research","authors":"Vagner F Rosso , Lucía Muñoz-Pascual , Jesús Galende","doi":"10.1016/j.hrmr.2024.101030","DOIUrl":"https://doi.org/10.1016/j.hrmr.2024.101030","url":null,"abstract":"<div><p>Personal finances are a growing concern for individuals, organizations, and policymakers. However, the academic literature has yet to agree on assessing this problem and its consequences in the workplace. Following a systematic review protocol, 136 empirical studies published in the last twenty years in distinct fields were analyzed, providing an integrated report on workplace outcomes of employees' financial stress. The results show that financial stress interferes in the workplace by lowering employee health, commitment, and performance and increasing work-family conflict and deviant behaviors. Despite using various expressions related to financial stress, the research concentrates on a few constructs, which present misalignments between definition and measurement. This underscores the need for more high-quality research on employees' financial stress in organizational settings. We have also proposed a typology of constructs, inviting further study and discussion in this vital area. If not adequately handled, the aggregated impact of financial stress may lower employee productivity, burden personnel management, and harm business effectiveness.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101030"},"PeriodicalIF":11.4,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141243099","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

A systematic review of experimental evidence on interventions against bias and discrimination in organizations 对组织中偏见和歧视干预措施的实验证据进行系统审查

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-05-22 DOI: 10.1016/j.hrmr.2024.101029

Theresa Treffers , Ann-Carolin Ritter , Nadja Born , Isabell Welpe

{"title":"A systematic review of experimental evidence on interventions against bias and discrimination in organizations","authors":"Theresa Treffers , Ann-Carolin Ritter , Nadja Born , Isabell Welpe","doi":"10.1016/j.hrmr.2024.101029","DOIUrl":"10.1016/j.hrmr.2024.101029","url":null,"abstract":"<div><p>Bias and discrimination in organizations remain persistent challenges despite significant efforts and investments to address them. We systematically reviewed all experimental papers (<em>N</em> = 116, <em>k</em> = 159) between 2000 and 2022 on interventions addressing bias and discrimination in organizations due to age, disability, ethnicity, and sexuality. We find that interventions involving structuring communication documents, procedures, or interactions are effective for addressing bias and discrimination against disabled, ethnic, and sexual minorities. Interventions that build similarities between minorities and majorities are effective for age and disabled minorities. Interventions that provide additional information about minorities or raise awareness about biases are effective for age minorities. Exposure interventions that create experiences interacting with minorities and their realities are effective for age, ethnic, and sexual minorities. Based on our findings, we develop a conceptual framework and present a future research agenda that revolves around the effectiveness of interventions.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101029"},"PeriodicalIF":11.4,"publicationDate":"2024-05-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000196/pdfft?md5=7cda666c26a370b7aece33640135f739&pid=1-s2.0-S1053482224000196-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141132095","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding 将个人嵌入职业生态系统：多重工作持有的多层次前因系统回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-04-05 DOI: 10.1016/j.hrmr.2024.101028

Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra

{"title":"Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding","authors":"Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra","doi":"10.1016/j.hrmr.2024.101028","DOIUrl":"10.1016/j.hrmr.2024.101028","url":null,"abstract":"<div><p>Multiple job holding (MJH) or holding more than one job along with a primary job, though not a new phenomenon, has witnessed renewed interest due to recent trends within the changing career systems. Studies on MJH, so far, have (over)emphasized the individual motivations to hold multiple jobs while largely understating the role of contextual influences including the institutional settings, legal regulations, economic cycles, technological changes, and organizational contracts. The present study, employing the career ecosystem theoretical lens, systematically reviews and identifies the range of factors operating at the individual, occupational, organizational, and environmental levels influencing MJH. Further, the top-down and bottom-up influences on MJH across these various levels are delineated. By embedding the individual multiple job holders within the wider ecosystem of interrelated stakeholders, the study highlights the complex interplay of factors influencing MJH. Implications for practice and suggestions for future research around multi-level antecedents of MJH are discussed.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101028"},"PeriodicalIF":11.4,"publicationDate":"2024-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140777048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Fear and work performance: A meta-analysis and future research directions 恐惧与工作表现：荟萃分析与未来研究方向

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-04-04 DOI: 10.1016/j.hrmr.2024.101018

Sasha Pustovit , Chao Miao , Shanshan Qian

引用次数: 0

Mapping bystander intervention to workplace inclusion: A scoping review 将旁观者干预与工作场所包容相结合：范围界定审查

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-02-28 DOI: 10.1016/j.hrmr.2024.101017

Laura Jennings, Kun Zhao, Nicholas Faulkner, Liam Smith

{"title":"Mapping bystander intervention to workplace inclusion: A scoping review","authors":"Laura Jennings, Kun Zhao, Nicholas Faulkner, Liam Smith","doi":"10.1016/j.hrmr.2024.101017","DOIUrl":"https://doi.org/10.1016/j.hrmr.2024.101017","url":null,"abstract":"<div><p>Bystander intervention has attracted recent attention as a promising avenue to improve workplace inclusion. However, despite substantial human resource management investment and increasing research interest in workplace bystander intervention, there has been no evidence synthesising the link between bystander action and consequences for the parties involved. This interdisciplinary scoping review (85 articles) addresses this gap by reviewing and categorising types of bystander actions in the workplace in response to different problematic incidents, highlighting the consequences of those actions for targets, perpetrators and bystanders, and illustrating the theoretical underpinning of extant literature. The findings indicate that consequences of bystander actions, particularly those related to inclusion, are not widely measured or understood. Positive consequences for targets are evident, however few positive consequences are described for bystanders and outcomes for perpetrators remain unknown. We offer suggestions for future research to advance understanding of the relationship between bystander intervention and workplace inclusion.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101017"},"PeriodicalIF":11.4,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S105348222400007X/pdfft?md5=286731d64aaf95455a4920e4efe42a7b&pid=1-s2.0-S105348222400007X-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140051830","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

HRM systems and knowledge transfer in alliance projects: Exploring social identity dynamics 联盟项目中的人力资源管理制度和知识转移：探索社会身份动态

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-02-08 DOI: 10.1016/j.hrmr.2024.101016

Mamta Bhatt, Elise Marescaux

引用次数: 0