Human Resource Management Review最新文献

A systematic review of negative reactions to corporate social responsibility 对企业社会责任负面反应的系统回顾

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-06-01 Epub Date: 2026-01-14 DOI: 10.1016/j.hrmr.2025.101130

Chelsea R. Willness , Anastasia Grygoryeva

{"title":"A systematic review of negative reactions to corporate social responsibility","authors":"Chelsea R. Willness , Anastasia Grygoryeva","doi":"10.1016/j.hrmr.2025.101130","DOIUrl":"10.1016/j.hrmr.2025.101130","url":null,"abstract":"<div><div>Corporate social responsibility (CSR) initiatives aim to enhance organizational legitimacy and build trust, but they can also elicit negative reactions, such as skepticism and distrust. Understanding why people respond negatively and how such reactions can be mitigated is essential for developing more effective and authentic CSR strategies. Although research on micro-CSR has expanded rapidly, most studies focus on positive outcomes with limited insight into potential adverse responses. We systematically reviewed the literature on negative responses to CSR at the individual level of analysis, synthesizing findings across 76 studies comprised of more than 43,000 participants, to develop a cohesive framework that illuminates these reactions, their psychological mechanisms, and contextual factors. Negative responses identified include skepticism, lower purchase intentions, negative perceptions, distrust, and—less frequently studied—behavioural responses like boycotting and cyberloafing. Notably, most studies examine consumer responses, with little research to date on negative reactions among employees, job seekers, or communities. We also synthesized theory across studies, identifying patterns and opportunities to inform further research and theory development. Our review concludes with practical recommendations for advancing research and informing HR and management practice, emphasizing more inclusive, evidence-based approaches to CSR that reflect diverse social values and experiences.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 2","pages":"Article 101130"},"PeriodicalIF":13.0,"publicationDate":"2026-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145979003","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

Work is changing: Implications for an aging, age-diverse workforce 工作正在发生变化：对老龄化和年龄多样化劳动力的影响

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-06-01 Epub Date: 2025-12-27 DOI: 10.1016/j.hrmr.2025.101131

Donald M. Truxillo , Grant Brady , Franco Fraccaroli , Sara Zaniboni , Lale M. Yaldiz

引用次数: 0

Understanding collective change attitudes: A diversity and faultline perspective 理解集体改变态度：多样性和断层线视角

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-06-01 Epub Date: 2026-01-09 DOI: 10.1016/j.hrmr.2026.101133

Phong Thanh Nguyen , Dave Bouckenooghe , Gavin M. Schwarz , Karin Sanders

引用次数: 0

Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams 团队沟通行动：超越团队中面对面与虚拟互动的二分法

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-09-19 DOI: 10.1016/j.hrmr.2025.101116

Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson

{"title":"Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams","authors":"Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson","doi":"10.1016/j.hrmr.2025.101116","DOIUrl":"10.1016/j.hrmr.2025.101116","url":null,"abstract":"<div><div>In this article, we introduce the novel concept of <em>team communication actions</em>, which reflects the actions that team members perform over communication media, shaping the way they interact with each other, such as using written messages or involving multiple participants. This new concept offers a more fine-grained and nuanced understanding of the use of communication media within teams. Modern teams interact through multiple media, combining information and communication technologies (ICTs) with face-to-face interactions. However, the study of ICTs is often associated with teams that exhibit some level of virtuality, overlooking the extensive use of ICTs by all kinds of teams. Additionally, this research has often adopted a dichotomous perspective of ICTs versus face-to-face interactions, grouping all ICTs together and ignoring their unique capabilities. The idea of team communication actions allows these limitations to be addressed by integrating the ideas of relevant computer-mediated communication theories, such as Media Synchronicity Theory and non-deterministic theories of technology, with the teams literature. To achieve this, we also present a list of eight different communication actions and analyse how these can impact several teamwork processes.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101116"},"PeriodicalIF":13.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145099129","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

Delivering high-quality feedback is a choice: A self-regulatory framework for understanding feedback provision in organizations 提供高质量的反馈是一种选择：用于理解组织中的反馈提供的自我监管框架

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-10-10 DOI: 10.1016/j.hrmr.2025.101117

James W. Beck , Jason J. Dahling

引用次数: 0

Work volition: A systematic review of the literature and agenda for future research 工作意向：对文献和未来研究议程进行系统回顾

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-09-25 DOI: 10.1016/j.hrmr.2025.101118

Alexander Newman , Cecilia Toscanelli , Andreas Hirschi , Karen Dunwoodie , Luke Macaulay , Blake A. Allan

{"title":"Work volition: A systematic review of the literature and agenda for future research","authors":"Alexander Newman , Cecilia Toscanelli , Andreas Hirschi , Karen Dunwoodie , Luke Macaulay , Blake A. Allan","doi":"10.1016/j.hrmr.2025.101118","DOIUrl":"10.1016/j.hrmr.2025.101118","url":null,"abstract":"<div><div>In this article, we undertake a systematic review of empirical research on work volition, defined as the capacity of an individual to make occupational choices despite facing constraints. In doing so we not only expose emerging theoretical perspectives that have been used to study work volition, but also analyse assumptions in the literature and clarify the construct of work volition. Based on the gaps and inconsistencies identified in our review, we develop an agenda for future research that highlights the advantages of adopting social cognitive approaches to study work volition, articulates new empirical directions for research, and identifies improved methodologies for studying work volition. In particular, we call on scholars to examine personal and contextual factors that promote work volition, and support individuals to overcome the constraints faced in their work and personal lives, as well as the mechanisms that explain why those high in work volition are able to overcome constraints and look at a wider range of outcomes associated with work volition.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101118"},"PeriodicalIF":13.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145160223","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

Opioid misuse in the workforce: A review of empirical research, theoretical framework, and future research agenda 劳动力中的阿片类药物滥用：实证研究，理论框架和未来研究议程的回顾

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-10-30 DOI: 10.1016/j.hrmr.2025.101122

Michael T. Ford, Peter D. Harms, Jiani Fan

{"title":"Opioid misuse in the workforce: A review of empirical research, theoretical framework, and future research agenda","authors":"Michael T. Ford, Peter D. Harms, Jiani Fan","doi":"10.1016/j.hrmr.2025.101122","DOIUrl":"10.1016/j.hrmr.2025.101122","url":null,"abstract":"<div><div>Opioid pain reliever misuse, much of which occurs among workers, has come at a tremendous cost to businesses and society and is one of the world's most critical public health challenges. In this review, we integrate research across disciplines on workforce opioid misuse, much of which implicates HRM policies and practices. We organize this literature around three behavioral factors: affect regulation motives, employee beliefs and attitudes, and opioid use constraints and enablers. Drawing on an interactionist framework, we propose that employee beliefs and attitudes, along with organizational constraints and enablers, moderate the influence of affect-regulation motives on both misuse and recovery. This approach clarifies boundary conditions for HR interventions aimed at prevention, early detection, and rehabilitation. Our review highlights the importance of physical and psychological job stressors, workplace climate for opioid use, and HRM policies and practices that facilitate or restrict workers' access to opioids. We further apply this framework to synthesize existing research on organizational and policy inventions targeting opioid misuse. Finally, we outline an agenda for future research that advances theoretical integration and practical insight into how HRM systems can both contribute to and mitigate the opioid crisis.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101122"},"PeriodicalIF":13.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145417595","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

Algorithm-Based Pay-for-Performance (APFP) systems: Paradoxes in artificial intelligence's influence on pay-for-performance theories 基于算法的绩效薪酬（APFP）系统：人工智能对绩效薪酬理论影响的悖论

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-09-29 DOI: 10.1016/j.hrmr.2025.101119

Anthony J. Nyberg , Dhuha Abdulsalam , Ormonde Cragun , Vijayesvaran Arumugam

{"title":"Algorithm-Based Pay-for-Performance (APFP) systems: Paradoxes in artificial intelligence's influence on pay-for-performance theories","authors":"Anthony J. Nyberg , Dhuha Abdulsalam , Ormonde Cragun , Vijayesvaran Arumugam","doi":"10.1016/j.hrmr.2025.101119","DOIUrl":"10.1016/j.hrmr.2025.101119","url":null,"abstract":"<div><div>Although artificial intelligence (AI) and generative AI (GenAI) are increasingly used to assess and reward employees, their implications for foundational pay-for-performance (PFP) theories remain underexplored. Traditional PFP systems are effective in an era of static evaluations and infrequent feedback, but they lack the intelligence and flexibility needed for today's dynamic work environments. In response, we introduce algorithm-based PFP (APFP) systems—PFP systems that leverage AI and GenAI to enable real-time adaptability, predictive capabilities, customization, automated algorithmic recommending, and measurement sophistication. We then use the APFP framework to assess its implications for three foundational PFP theories (equity theory, expectancy theory, and tournament theory). The APFP framework integrates established PFP principles with AI and GenAI capabilities, reassessing how employees perceive, respond to, and engage with PFP systems. By conceptualizing how AI and GenAI influence the theoretical mechanisms of PFP, we offer a lens for understanding their influence on foundational PFP theories. Our theoretical contributions bridge existing PFP theories with emerging AI- and GenAI-driven environments to advance the literature and lay a foundation for future research that highlights inherent benefits and risks of APFP systems.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101119"},"PeriodicalIF":13.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145222662","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

Diversity management at a crossroads: A contextually driven path for understanding organizational responses to DEI 十字路口的多样性管理：理解组织对DEI反应的上下文驱动路径

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-10-16 DOI: 10.1016/j.hrmr.2025.101120

Len J. Treviño , David B. Balkin

引用次数: 0

A theoretical framework for managing ESG-HRM paradoxes: Balancing organizational tensions for the common good 管理ESG-HRM悖论的理论框架：为共同利益平衡组织紧张关系

IF 13 1区管理学

Human Resource Management Review Pub Date : 2026-03-01 Epub Date: 2025-10-31 DOI: 10.1016/j.hrmr.2025.101121

Youqing Fan , Reza Tahmasebi

{"title":"A theoretical framework for managing ESG-HRM paradoxes: Balancing organizational tensions for the common good","authors":"Youqing Fan , Reza Tahmasebi","doi":"10.1016/j.hrmr.2025.101121","DOIUrl":"10.1016/j.hrmr.2025.101121","url":null,"abstract":"<div><div>In responding to global ecological and social challenges, companies have been attempting to report organizational performance on Environmental, Social, and Governance (ESG) aspects. However, integrating ESG aspects into HRM practices brings tensions and complexities for HR managers who must align HRM with not only organizational goals but broader societal obligations. In the current paper, we adopt a paradox perspective to unravel the complexities of integrating ESG into HRM. We use ESG as an analytical framework to address HRM paradoxical tensions arising from pursuing multiple, often conflicting, agendas. By systematically reviewing the HRM empirical literature, we provide novel insights on paradoxical tensions across the nature, process, and outcomes of HRM with regard to ESG aspects. We argue for a ‘both/and’ approach. The approach helps HR managers balance the needs of diverse stakeholders (including employee, society and the environment), in order to align their HRM practices with values like sustainability, equality, and social inclusion for the common good. By proposing a coherent paradoxical framework, our study contributes to the development of a dynamic view of ‘fit’ and the alignment of fragmented HRM theories, HR practices and outcomes. By doing so, we aim to support organizations in achieving business success and making a positive social and environmental impact, therefore advancing HRM as a viable instrument for the common good.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101121"},"PeriodicalIF":13.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145417594","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