{"title":"Diversity management at a crossroads: A contextually driven path for understanding organizational responses to DEI","authors":"Len J. Treviño , David B. Balkin","doi":"10.1016/j.hrmr.2025.101120","DOIUrl":"10.1016/j.hrmr.2025.101120","url":null,"abstract":"<div><div>Amid growing sociopolitical polarization, diversity, equity, and inclusion (DEI) efforts face growing scrutiny and inconsistent outcomes. In response, we suggest a path forward based on a two-dimensional typology based on organizational readiness and strategic posture, yielding four DEI engagement profiles: Skeptics, Adaptors, Innovators, and Leaders. This framework explains how organizational culture, internal readiness, and external pressures jointly shape DEI implementation and effectiveness. Building on this recommended foundation, we propose a research agenda, exploring when universal versus context-specific strategies are effective, how intersectionality interacts with organizational readiness, how firms balance meritocracy and equity, and the role of policy adaptability in sustaining inclusion. Together, these directions would advance a more dynamic, context-sensitive understanding of DEI in organizations.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101120"},"PeriodicalIF":13.0,"publicationDate":"2025-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145321608","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}
{"title":"Delivering high-quality feedback is a choice: A self-regulatory framework for understanding feedback provision in organizations","authors":"James W. Beck , Jason J. Dahling","doi":"10.1016/j.hrmr.2025.101117","DOIUrl":"10.1016/j.hrmr.2025.101117","url":null,"abstract":"<div><div>Effective performance management depends on managers providing their subordinates with high-quality, corrective feedback when performance falls below expectations. Yet, there is considerable variance in the feedback that managers provide, and the current literature provides only fragmented explanations for why many managers sometimes neglect such a crucial behavior. To address this gap, we apply self-regulatory theories to develop a model of feedback-giving that integrates insights from the performance management and motivation literatures. We argue that feedback-giving is a goal-driven behavior that exists within a complex hierarchy of competing and complementary managerial demands. This theoretical lens provides much-needed insights to clarify reasons that managers may fail to devote sufficient effort to providing feedback to their subordinates. We conclude by applying our model to provide practical recommendations to improve performance management systems and leadership development programs in businesses.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101117"},"PeriodicalIF":13.0,"publicationDate":"2025-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145268729","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}
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":"2025-09-29","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}
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":"2025-09-25","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}
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":"2025-09-19","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}
Kathy Q. Ma , David G. Allen , Julie I. Hancock , Saleem Mistry
{"title":"Pink slips and possibilities: Toward a recognition-primed decision model of involuntary turnover","authors":"Kathy Q. Ma , David G. Allen , Julie I. Hancock , Saleem Mistry","doi":"10.1016/j.hrmr.2025.101106","DOIUrl":"10.1016/j.hrmr.2025.101106","url":null,"abstract":"<div><div>Employee retention is a central concern for scholars and practitioners. Whereas voluntary turnover has been extensively studied, less attention has been given to <em>involuntary</em> turnover (ITO), particularly the decision-making processes of direct supervisors and the influence of sociopolitical factors. In response, we introduce a recognition-primed process model that describes how supervisors navigate ITO decisions within the sociopolitical context of organizational life. The model outlines four decision paths shaped by ITO triggers, decision schemas and experience, cognitive assessments, and mental simulation. We further apply a sociopolitical lens from the human resource (HR) literature to show how social and political dynamics—e.g., supervisor-employee relationships (perceived similarity, effective impression management tactics, and resource dependence), supervisor-context interface (influential audience reactions), and supervisor characteristics (political skills, locus of control, and uncertainty intolerance)—influence distinct decision paths.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 4","pages":"Article 101106"},"PeriodicalIF":13.0,"publicationDate":"2025-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144886210","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}
{"title":"Antecedents of newcomer proactive socialization behavior: A systematic literature review","authors":"Di Cai , Han Meng , Jia Liu","doi":"10.1016/j.hrmr.2025.101105","DOIUrl":"10.1016/j.hrmr.2025.101105","url":null,"abstract":"<div><div>Despite the growing literature on newcomer proactive socialization behaviors, our understanding of the factors driving these behaviors remains limited. Extant studies focus on specific variables but overlook the underlying theoretical perspectives and logical hypotheses. This integrative review aimed to advance the knowledge on the antecedents of newcomer proactive socialization behaviors through a systematic review of 63 empirical studies. It was organized around a framework of three theoretical lenses: the relational lens, focused on interactive relationships; the instrumental lens, centered on the purposiveness and functionality of behaviors; the individual difference and self-regulation lens, focused on newcomers' internal characteristics driving their behaviors. Our review not only integrates the fragmented antecedents and theories of newcomer proactive socialization behaviors, but also illuminates the interplay among the three lenses. Finally, we outline future research directions.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 4","pages":"Article 101105"},"PeriodicalIF":13.0,"publicationDate":"2025-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144724963","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}
{"title":"Workplace objectification: A review, synthesis, and research agenda","authors":"Bibi Zhang , Barbara Wisse , Robert G. Lord","doi":"10.1016/j.hrmr.2025.101104","DOIUrl":"10.1016/j.hrmr.2025.101104","url":null,"abstract":"<div><div>Objectification – treating human beings as instrumental tools deprived of agency and experience – is inherent in many organizational practices, as employers hope that it may further their interest in profit-making. However, workplace objectification undermines target employees' interests and well-being. This systematic review seeks to address this conflict by discussing relevant theories and empirical studies on workplace objectification. Based on an analysis of 78 studies, this review summarizes and integrates what is known about antecedents and consequences of workplace objectification from three different perspectives: Objectifying others, self-objectification, and experiencing objectification. This review shows that people objectify others to achieve performance and extrinsic goals or to reduce subjectivity uncertainty, while thwarting the objectified targets' fundamental control, belonging, and self-esteem needs. We provide a comprehensive framework that integrates the extant literature on workplace objectification and offer theoretical and methodological recommendations. We conclude by discussing how juxtaposing conflicting elements in workplace objectification can help create a more virtuous cycle.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 4","pages":"Article 101104"},"PeriodicalIF":8.2,"publicationDate":"2025-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144696956","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}
{"title":"The story beyond the stats: Decoding the psychological impact of human resource analytics on employees","authors":"Geethika Raj , T.N. Krishnan","doi":"10.1016/j.hrmr.2025.101102","DOIUrl":"10.1016/j.hrmr.2025.101102","url":null,"abstract":"<div><div>Human Resource Analytics (HRA) has emerged as a significant trend with high-performing organizations using analytics for evidence-based decision-making. Although prior research demonstrates that HRA adoption could entail job resources and challenges for employees – particularly HR specialists and line managers- the field lacks a robust theoretical framework for a focused and systematic investigation. To address this gap, we conducted a mixed-methods review of 39 articles selected based on rigorous inclusion and exclusion criteria. Our study examines the psychological impact of HRA on employees, shedding light on the impact of the integration into daily work. Applying the Job Demands-Resources (JD-R) model, we offer a balanced perspective of employees' psychological responses to HRA, extending prior work on technology adoption. This framework enables us to map out the direct, mediating, and moderating relationships between key variables, providing a clearer understanding of HRA's implications for employee well-being and performance.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 4","pages":"Article 101102"},"PeriodicalIF":8.2,"publicationDate":"2025-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144663263","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}
{"title":"Predicting wage theft in organizations","authors":"Catherine E. Connelly","doi":"10.1016/j.hrmr.2025.101103","DOIUrl":"10.1016/j.hrmr.2025.101103","url":null,"abstract":"<div><div>Employees naturally expect to be paid for their work; moreover, they expect to be paid fully and on time. Unfortunately, this does not always happen; this phenomenon is known as “wage theft”. Despite wage theft being of paramount importance to employees who experience it, this topic has received scant attention in the human resources management (HRM) research literature. This paper therefore describes the prevalence of wage theft, or the illegal underpayment of employees, and offers several propositions regarding its antecedents, with specific attention to roles of both organizations and managers. This paper also identifies specific strategies that HR managers can use to detect and curtail wage theft and it ends with policy recommendations and suggestions for future research.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 4","pages":"Article 101103"},"PeriodicalIF":8.2,"publicationDate":"2025-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144653450","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}