Human Resource Management Review最新文献_第10页

Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management 利用创业生态系统作为人力资源系统:元组织人力资源管理理论

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100863

Philip T. Roundy , Lisa Burke-Smalley

{"title":"Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management","authors":"Philip T. Roundy , Lisa Burke-Smalley","doi":"10.1016/j.hrmr.2021.100863","DOIUrl":"10.1016/j.hrmr.2021.100863","url":null,"abstract":"<div><p>Entrepreneurs require human resources to establish and scale their ventures; however, constraints often prevent entrepreneurs from investing in formal human resource systems. How entrepreneurs overcome human resource challenges by leveraging their entrepreneurial ecosystems as informal inter-organizational talent management systems has been overlooked by scholars. We propose a model of entrepreneurial ecosystem human resource management, theorizing that ecosystem participants collectively perform the human resource management function for entrepreneurship communities. Drawing from economic rents theory, we explain how entrepreneurial ecosystems encourage a form of meta-organizational human resource management that allows ecosystem participants to coordinate talent acquisition, learning and development, performance management and rewards, and retention. Coordinated entrepreneurial ecosystems improve entrepreneurial performance by sourcing talent, onboarding selected members, enculturating ecosystem values, developing entrepreneurial skills, and retaining human resources, which in turn generates rents. We discuss how our theory catalyzes research at the HR and entrepreneurial ecosystems interface and reveals insights for practitioners.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100863"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48366572","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: 18

About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research 关于领导独特性和归属感及其超越:包容性领导研究的系统回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2022.100894

Ayfer Veli Korkmaz , Marloes L. van Engen , Lena Knappert , René Schalk

{"title":"About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research","authors":"Ayfer Veli Korkmaz , Marloes L. van Engen , Lena Knappert , René Schalk","doi":"10.1016/j.hrmr.2022.100894","DOIUrl":"10.1016/j.hrmr.2022.100894","url":null,"abstract":"<div><p>The purpose of this systematic review of 107 papers is to address the conceptual confusion about what inclusive leadership (IL) behavior entails and understand the theoretical development of IL. Synthesizing the divergent conceptualizations of inclusive leader behaviors, we propose a multi-level (i.e., employee, team, organizational) model of IL behavior consisting of four dimensions namely, fostering employee's uniqueness (e.g., promoting diversity); strengthening belongingness within a team (e.g., building relationships); showing appreciation (e.g., recognizing efforts and contributions); and supporting organizational efforts (e.g., promoting organizational mission on inclusion). Further, we provide a summary of studied variables as a nomological network in relation to inclusive leadership and an overview of the different theories (e.g., social exchange, intrinsic motivation) supporting the respective relationships and explaining the underlying mechanisms (e.g., reciprocity, motivation). We propose future research to empirically test the multi-level model of IL and examine the predictive value in terms of employee and organizational outcomes.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100894"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S105348222200002X/pdfft?md5=6b013c538ca76853cbf0778436e5aaae&pid=1-s2.0-S105348222200002X-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46546566","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: 33

How gender matters: A conceptual and process model for family-supportive supervisor behaviors 性别如何影响:家庭支持性主管行为的概念和过程模型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100880

Amanda C. Sargent , Linda G. Shanock , George C. Banks , Jill E. Yavorsky

{"title":"How gender matters: A conceptual and process model for family-supportive supervisor behaviors","authors":"Amanda C. Sargent , Linda G. Shanock , George C. Banks , Jill E. Yavorsky","doi":"10.1016/j.hrmr.2021.100880","DOIUrl":"10.1016/j.hrmr.2021.100880","url":null,"abstract":"<div><p>Work-family management has become a highly salient issue for organizations as the world of work experiences ongoing changes due to globalization, technological advances, and new challenges spurred by the COVID-19 pandemic. In the past decade or so, the concept of family-supportive supervisor behaviors (FSSB) has been recognized by management and organizational science scholars as an important resource for alleviating negative pressures related to work-family management. However, despite evidence suggesting organizations are heavily gendered (i.e., built upon and structured according to assumptions about gender) and that FSSB represent a set of gendered behaviors, the role of gender is largely missing from FSSB theorization. In addition, little is known regarding the antecedents of FSSB and the mechanisms responsible for the enactment or withholding of FSSB by supervisors. To address these gaps, we perform an interdisciplinary theoretical integration to develop a conceptual and process model of gendered antecedents of the FSSB decision-making process. We present theoretically driven propositions regarding how gender-related variables of the supervisory dyad influence both 1) if/how supervisors become aware of an FSSB opportunity, and 2) supervisors' FSSB decisions to enact, withhold, or neglect FSSB. We conclude with practical implications and opportunities for future FSSB research based on implications of our theoretical insights.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100880"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482221000590/pdfft?md5=9d28040952b66c2cdcf9895ba874b4ac&pid=1-s2.0-S1053482221000590-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46651903","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: 9

Team familiarity—Boon for routines, bane for innovation? A review and future research agenda 团队熟悉度——有利于常规，不利于创新?回顾和未来的研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100892

Birgit Muskat , Amitabh Anand , Christine Contessotto , Adrian Heng Tsai Tan , Guihyun Park

{"title":"Team familiarity—Boon for routines, bane for innovation? A review and future research agenda","authors":"Birgit Muskat , Amitabh Anand , Christine Contessotto , Adrian Heng Tsai Tan , Guihyun Park","doi":"10.1016/j.hrmr.2021.100892","DOIUrl":"10.1016/j.hrmr.2021.100892","url":null,"abstract":"<div><p>Teams play a vital role in achieving an organization's goals, so achieving high levels of team familiarity is regarded as essential to HRM strategies. This paper aims to stimulate the debate on team familiarity: the effectiveness, antecedents, outcomes, and theoretical underpinnings. Our systematic literature review uses a VOSviewer-based bibliometric analysis, combined with qualitative thematic analysis. The current dominant viewpoint is that team familiarity leads to positive performance outputs at work, higher team performance and organizational success. Existing studies also agree that familiarity enhances team cognition and takes time to develop. However, we reveal that existing studies use a limited range of theoretical underpinnings, remain vague on the meaning of “time” and “how long it takes for teams to become familiar”, and avoid critical discussions on potential counterproductive outcomes that may lead to a decline in team performance. Based on these gaps, we suggest advancing the team familiarity literature and provide ideas for future research. Overall, we argue that whereas team familiarity is favorable for routine and structured contexts, it might be less effective for innovative task environments. Our future research agenda also suggests 1) advancing the theoretical underpinnings around team relationships, social roles, and team formation; 2) engaging in discussion on the key antecedent “time”, with longitudinal studies to reveal which moments matter most in devolving team familiarity; 3) considering positive social outcomes for individuals and groups; and importantly, 4) contributing fresh knowledge on potential counterproductive outcomes and U-shaped developments in innovation work.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100892"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49088416","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: 4

Expatriates' families: A systematic literature review and research agenda 外籍人士的家庭:系统的文献回顾和研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100877

Quyen T. Dang , Hussain G. Rammal , Snejina Michailova

{"title":"Expatriates' families: A systematic literature review and research agenda","authors":"Quyen T. Dang , Hussain G. Rammal , Snejina Michailova","doi":"10.1016/j.hrmr.2021.100877","DOIUrl":"10.1016/j.hrmr.2021.100877","url":null,"abstract":"<div><p>The influence of family on expatriates and their families' international assignments experience have been long discussed in various disciplines. We undertake a systematic review of 151 articles on expatriates' families published between 2006 and 2020 in peer-reviewed academic journals in Business and Management, Medicine, Psychology, and Decision Sciences. Adopting a step-wise approach to conduct the review and using Leximancer, we analyze the literature and categorize it into five major themes: family's influence on expatriates; expatriation's influence on expatriate families; family and individual adjustment in the expatriation process; organizational practices concerning family issues in expatriation; and expatriate families' social interaction. This mapping, thematizing and systematic organizing of the literature allows us to identify research areas that have been overpopulated and others that have not received sufficient scholarly attention. By doing so, this study contributes to the literature by providing a multidisciplinary perspective on the issue of expatriates' families. We also present a research agenda to advance knowledge in the field and make recommendations for practice.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100877"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47366445","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: 5

Skills-based volunteering: A systematic literature review of the intersection of skills and employee volunteering 基于技能的志愿服务:一个系统的文献综述的交叉技能和员工志愿服务

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100874

Kiera Dempsey-Brench , Amanda Shantz

引用次数: 12

Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration 在理论叙述中寻找人性的连贯性:一种启发式方法和领导力的例证

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2022.100897

Kumar Alok

引用次数: 1

Is employee training really gender-neutral? Introducing a sex/gender-sensitive model of training 员工培训真的不分性别吗?采用对性别/性别问题敏感的培训模式

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100890

Ingeborg Kroese

引用次数: 5

Citizenship ambivalence: Its nature, causes and consequences 公民矛盾心理:其性质、原因和后果

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2022.100896

Thomas K. Kelemen , William H. Turnley , Diane M. Bergeron , Kylie Rochford , Jessi Hinz

引用次数: 1

Neglected under the law: A typology of stigmatization and effective employment protections 被法律忽视：污名化和有效就业保护的类型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100873

Andrew F. Johnson , Katherine J. Roberto , Stephanie L. Black , Faiz Ahamad

{"title":"Neglected under the law: A typology of stigmatization and effective employment protections","authors":"Andrew F. Johnson , Katherine J. Roberto , Stephanie L. Black , Faiz Ahamad","doi":"10.1016/j.hrmr.2021.100873","DOIUrl":"10.1016/j.hrmr.2021.100873","url":null,"abstract":"<div><p>Some groups more commonly experience negative effects from biases in the workplace than others, in part, from a lack of universal anti-discrimination protections. While strong protections exist for some groups, others are often left to rely on a patchwork of legal protections and corporate policies to guard against bias. This article draws from social identity, stigmatization, and intersectionality theories to bring attention to susceptible classes, or those individuals who are stigmatized by society but not <em>effectively</em> shielded against discrimination by workplace protections. This article advances the <em>Employment Protections and Stigmatization Classification Model</em> typology. This model provides categorization based on the level of stigmatization individuals face and the degree to which employment protections provided by various entities are effective in reducing workplace bias and discrimination. Further, it allows for consideration and comparison of stigmatized groups across time, jurisdictions, and organizations. Three stigmatized classes are offered as examples to advance further understanding of the model.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100873"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43402551","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: 3