Human Resource Management Review最新文献_第10页

Enhancing leader inclusion while preventing social exclusion in the work group 加强领导包容，同时防止工作群体中的社会排斥

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100902

Lynn M. Shore , Beth G. Chung

{"title":"Enhancing leader inclusion while preventing social exclusion in the work group","authors":"Lynn M. Shore , Beth G. Chung","doi":"10.1016/j.hrmr.2022.100902","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100902","url":null,"abstract":"<div><p>Research on inclusion and exclusion at work has grown in recent years, but for the most part has been treated as separate domains. In this paper, we integrate these literatures to build greater understanding of leader inclusion and leader exclusion. Leaders play a critical role in determining group member experiences of inclusion and exclusion through direct treatment of employees, and by serving as a role model (Bandura, 1977). According to social identity theory, when the leader is rewarded by the organization, this signifies that the leader is a prototypical organizational member who exemplifies the set of norms and behaviors most consistent with the organizational ideal (Hogg & van Knippenberg, 2003). We argue that through both social learning and social identity mechanisms, the leader can encourage inclusionary and exclusionary behavior in their work group. We first examine leader inclusion and present the types of behaviors that will aid in creating inclusive team member experiences. By exhibiting these behaviors, a leader can be a role model, an advocate and an ally for building work group inclusion. Next, we present the negative roles of ostracizer and bystander adopted by leaders that indicate support for behaving in an exclusionary manner, which can lead to exclusion among coworkers. We then describe leader remedies for social exclusion. Finally, we discuss the implications of our model and directions for future research.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100902"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49764661","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

Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework 人工智能(AI)辅助的人力资源管理:走向扩展的战略框架

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100940

Ashish Malik , Pawan Budhwar , Bahar Ali Kazmi

引用次数: 9

Toward the human – Centered approach. A revised model of individual acceptance of AI 以人为中心的方法。人工智能个体接受度的修正模型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2021.100856

Manlio Del Giudice , Veronica Scuotto , Beatrice Orlando , Mario Mustilli

引用次数: 37

Taking stock of expatriates’ career success after international assignments: A review and future research agenda 评估外派人员在海外工作后的职业成功:回顾与未来研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100913

Rodrigo Mello , Vesa Suutari , Michael Dickmann

{"title":"Taking stock of expatriates’ career success after international assignments: A review and future research agenda","authors":"Rodrigo Mello , Vesa Suutari , Michael Dickmann","doi":"10.1016/j.hrmr.2022.100913","DOIUrl":"10.1016/j.hrmr.2022.100913","url":null,"abstract":"<div><p>This systematic literature review explores studies addressing the objective career success and subjective career success of company-assigned and self-initiated expatriates after their long-term international assignments. Expatriate work is defined as high-density work that affects employee learning and career trajectories. We develop a holistic expatriate career success framework exploring the following questions: 1) What individual career impact results from international assignments? 2) What are the antecedents of such career success? and 3) What are the outcomes of assignees’ career success? A previously neglected range of theoretical perspectives, antecedents, and outcomes of expatriate career success is identified. Subsequently, a threefold contribution is made. First, we extend the conceptualization of international work density to unveil the differences between general and global career concepts. Second, we identify promising theories that have not been utilized in expatriation research, emphasizing context-related and learning theories that chime with the specific nature of global careers. Lastly, we suggest an extensive future research agenda.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100913"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42153294","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: 13

Antecedents and measures of organizational effectiveness: A systematic review of literature 组织有效性的前提和衡量标准：文献系统综述

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100915

Aastha Dhoopar , Priyanka Sihag , Bindu Gupta

引用次数: 3

Unlocking the value of artificial intelligence in human resource management through AI capability framework 通过人工智能能力框架释放人工智能在人力资源管理中的价值

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100899

Soumyadeb Chowdhury , Prasanta Dey , Sian Joel-Edgar , Sudeshna Bhattacharya , Oscar Rodriguez-Espindola , Amelie Abadie , Linh Truong

{"title":"Unlocking the value of artificial intelligence in human resource management through AI capability framework","authors":"Soumyadeb Chowdhury , Prasanta Dey , Sian Joel-Edgar , Sudeshna Bhattacharya , Oscar Rodriguez-Espindola , Amelie Abadie , Linh Truong","doi":"10.1016/j.hrmr.2022.100899","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100899","url":null,"abstract":"<div><p>Artificial Intelligence (AI) is increasingly adopted within Human Resource management (HRM) due to its potential to create value for consumers, employees, and organisations. However, recent studies have found that organisations are yet to experience the anticipated benefits from AI adoption, despite investing time, effort, and resources. The existing studies in HRM have examined the applications of AI, anticipated benefits, and its impact on human workforce and organisations. The aim of this paper is to systematically review the multi-disciplinary literature stemming from International Business, Information Management, Operations Management, General Management and HRM to provide a comprehensive and objective understanding of the organisational resources required to develop AI capability in HRM. Our findings show that organisations need to look beyond technical resources, and put their emphasis on developing non-technical ones such as human skills and competencies, leadership, team co-ordination, organisational culture and innovation mindset, governance strategy, and AI-employee integration strategies, to benefit from AI adoption. Based on these findings, we contribute five research propositions to advance AI scholarship in HRM. Theoretically, we identify the organisational resources necessary to achieve business benefits by proposing the AI capability framework, integrating resource-based view and knowledge-based view theories. From a practitioner’s standpoint, our framework offers a systematic way for the managers to objectively self-assess organisational readiness and develop strategies to adopt and implement AI-enabled practices and processes in HRM.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100899"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49758286","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 contextual framework for understanding impression management 理解印象管理的语境框架

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100912

Lynn A. McFarland , Jonathan L. Hendricks , William B. Ward

{"title":"A contextual framework for understanding impression management","authors":"Lynn A. McFarland , Jonathan L. Hendricks , William B. Ward","doi":"10.1016/j.hrmr.2022.100912","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100912","url":null,"abstract":"<div><p>Research on impression management within organizations is extensive and provides valuable insights regarding both impression management motivation and the ways in which impression management is enacted. However, inconsistent findings in the literature limit our ability to confidently glean clear research and practice conclusions. Further, current impression management perspectives are primarily based on face-to-face communication, but technology and world events have changed how we interact within organizations. Our integrative literature review examines the impression management literature, and integrates research from related literatures (organizational citizenship behavior, faking behavior, and computer-human interaction), to identify how context influences impression motivation and construction. Based on this review, we propose that impression motivation is shaped, in part, by the situation's <em>evaluative potential</em> (e.g., public behavior, high stakes), and the <em>nature of the workplace interaction</em> (e.g., anonymity, permanence, verifiability, and synchronicity) moderates the impression motivation-impression construction relationship. We then use the contextual framework to provide a better understanding of past research, stimulate new research, and provide practical recommendations for HR professionals.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100912"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49764663","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 literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective 关于人工智能对工作场所结果影响的系统文献综述:多流程视角

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2021.100857

Vijay Pereira , Elias Hadjielias , Michael Christofi , Demetris Vrontis

{"title":"A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective","authors":"Vijay Pereira , Elias Hadjielias , Michael Christofi , Demetris Vrontis","doi":"10.1016/j.hrmr.2021.100857","DOIUrl":"10.1016/j.hrmr.2021.100857","url":null,"abstract":"<div><p>Artificial intelligence (AI) can bring both opportunities and challenges to human resource management (HRM). While scholars have been examining the impact of AI on workplace outcomes more closely over the past two decades, the literature falls short in providing a holistic scholarly review of this body of research. Such a review is needed in order to: (a) guide future research on the effects of AI on the workplace; and (b) help managers make proper use of AI technology to improve workplace and organizational outcomes.</p><p>This is the first systematic review to explore the relationship between artificial intelligence and workplace outcomes. Through an exhaustive systematic review and analysis of existing literature, we ultimately examine and cross-relate 60 papers, published in 30 leading international (AJG 3 and 4) journals over a period of 25 years (1995–2020). Our review researches the AI-workplace outcomes nexus by drawing on the major functions of human resource management and the process framework of ‘antecedents, phenomenon, outcomes’ at multiple levels of analysis. We review the sampled articles based on years of publication, theories, methods, and key themes across the ‘antecedents, phenomenon, outcomes’ framework. We provide useful directions for future research by embedding our discussion within HR literature, while we recommend topics drawing on alternative units of analysis and theories that draw on the individual, team, and institutional levels.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100857"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.hrmr.2021.100857","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43945654","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: 72

The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation 算法管理的二重性:人力资源管理算法、自主性和价值创造的研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2021.100876

Jeroen Meijerink, Tanya Bondarouk

{"title":"The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation","authors":"Jeroen Meijerink, Tanya Bondarouk","doi":"10.1016/j.hrmr.2021.100876","DOIUrl":"10.1016/j.hrmr.2021.100876","url":null,"abstract":"<div><p>This study proposes the ‘duality of algorithmic management’ as a conceptual lens to unravel the complex relationship between human resource management (HRM) algorithms, job autonomy and the value to workers who are subject to algorithmic management. Against tendencies to present algorithmic management as having predetermined, undesired consequences (e.g. restriction of job autonomy, poor financial compensation and deteriorating working conditions), our ‘duality of algorithmic management’ perspective offers two amendments to the dominant thinking on HRM algorithms and their outcomes to workers. First, we showcase how algorithmic management simultaneously restrains <em>and</em> enables autonomy and value to workers – with the latter referring to both use (i.e. non-monetary benefits) and exchange value (i.e. monetary benefits) that workers derive from working (under algorithmic management). In doing so, we make the case that the desired consequences of HRM algorithms to workers co-exist alongside the undesired consequences that the literature has mostly reported on. Second, we argue that algorithmic management is shaped by, as much as it shaping, the autonomy and value to workers. We do so by highlighting the ‘recursivity’ of algorithmic management that occurs when software designers and/or self-learning algorithms reinforce or limit worker acts for (re)gaining job autonomy and/or creating value out of HRM algorithms. We conclude this paper with the presentation of avenues for future research into the duality of algorithmic management, which sets the stage for a future line of inquiry into the complex interrelationships among HRM algorithms, job autonomy and value.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100876"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43115138","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: 24

e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators 电子人力资源管理:前因、后果和跨国调节因素的元分析

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2022-12-01 DOI: 10.1016/j.hrmr.2021.100862

Yu Zhou , Yuan Cheng , Yunqing Zou , Guangjian Liu

{"title":"e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators","authors":"Yu Zhou , Yuan Cheng , Yunqing Zou , Guangjian Liu","doi":"10.1016/j.hrmr.2021.100862","DOIUrl":"10.1016/j.hrmr.2021.100862","url":null,"abstract":"<div><p>Using information technology, a growing number of companies have adopted a digital approach to human resource management (i.e., e-HRM). This meta-analytic review systematically integrates research on the antecedents, consequences, and moderators of e-HRM. Our results show that system usefulness, organizational resources, users' knowledge, and social influence could facilitate the adoption of e-HRM; in addition to the technology, organization, and people factors, the social factor can also predict e-HRM adoption and has incremental validity in predicting e-HRM adoption after controlling for the other three factors. Further, the findings indicate that e-HRM positively relates to the overall organizational performance as well as three specific organizational performance categories and that the predictive power of e-HRM for organizations' operational performance is significantly higher than that for their relational performance and transformational performance. Furthermore, the findings also show that the positive link between e-HRM and organizational performance is stronger in countries with higher ICT development levels and countries with lower human capital quality. The theoretical and practical implications for future research and e-HRM practitioners are discussed.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 4","pages":"Article 100862"},"PeriodicalIF":11.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49277069","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: 9