Human Resource Management Review最新文献

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 : 2025-10-16 DOI: 10.1016/j.hrmr.2025.101120

Len J. Treviño , David B. Balkin

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 : 2025-10-10 DOI: 10.1016/j.hrmr.2025.101117

James W. Beck , Jason J. Dahling

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 : 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":"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}

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 : 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":"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}

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 : 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":"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}

引用次数: 0

Pink slips and possibilities: Toward a recognition-primed decision model of involuntary turnover 解雇通知和可能性：非自愿离职的识别启动决策模型

IF 13 1区管理学

Human Resource Management Review Pub Date : 2025-08-22 DOI: 10.1016/j.hrmr.2025.101106

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}

引用次数: 0

Antecedents of newcomer proactive socialization behavior: A systematic literature review 新人主动社会化行为的前因：系统的文献回顾

IF 13 1区管理学

Human Resource Management Review Pub Date : 2025-07-30 DOI: 10.1016/j.hrmr.2025.101105

Di Cai , Han Meng , Jia Liu

引用次数: 0

Workplace objectification: A review, synthesis, and research agenda 工作场所物化：回顾、综合和研究议程

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-07-23 DOI: 10.1016/j.hrmr.2025.101104

Bibi Zhang , Barbara Wisse , Robert G. Lord

{"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}

引用次数: 0

The story beyond the stats: Decoding the psychological impact of human resource analytics on employees 数据之外的故事：解读人力资源分析对员工的心理影响

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-07-19 DOI: 10.1016/j.hrmr.2025.101102

Geethika Raj , T.N. Krishnan

引用次数: 0

Predicting wage theft in organizations 预测组织中的工资盗窃

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-07-18 DOI: 10.1016/j.hrmr.2025.101103

Catherine E. Connelly

引用次数: 0