Human Resource Management Review最新文献_第2页

Understanding how agile teams reach effectiveness: A systematic literature review to take stock and look forward 了解敏捷团队如何达到效率：系统的文献回顾，以进行评估和展望

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-10-02 DOI: 10.1016/j.hrmr.2024.101056

R. Steegh , K. Van De Voorde , J. Paauwe

引用次数: 0

How executive coaches actually coach: Leveraging a relational lens 高管教练实际上是如何指导的：利用关系视角

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-09-23 DOI: 10.1016/j.hrmr.2024.101055

Rebecca M. Chory , Evan H. Offstein , Ronald L. Dufresne , J. Stephen Childers Jr.

{"title":"How executive coaches actually coach: Leveraging a relational lens","authors":"Rebecca M. Chory , Evan H. Offstein , Ronald L. Dufresne , J. Stephen Childers Jr.","doi":"10.1016/j.hrmr.2024.101055","DOIUrl":"10.1016/j.hrmr.2024.101055","url":null,"abstract":"<div><div>Despite the widespread acceptance of executive coaching as a relational phenomenon, how these relationships play out in practice tends to be overlooked and under-researched. In this conceptual paper, we argue that the “caring, yet professionally distant” clinical approach to executive coaching is unrealistic. Challenging this approach, we propose a relational communication perspective on coach-client friendship development, which we situate within the larger relational triad of coaches, leader-clients, and organizational sponsors/decision-makers/superiors. Adopting micro and macro perspectives, we detail the forces that spark and sustain these friendships, including coaches' relational communication, the sincerity and instrumentality of coaches' relationship motives, and coaching's occupational characteristics. We consider the web of multiple relationships within which executive coaching occurs. Along the way, we discuss challenges to the practice of executive coaching as it relates to personal workplace relationships, and we discuss the ethical implications of these relationships. We conclude with provocative questions to guide future research and practice in both executive coaching and personal workplace relationship arenas.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 1","pages":"Article 101055"},"PeriodicalIF":8.2,"publicationDate":"2024-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142745595","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 cost of ‘cost reduction’: An integrative review of blended workgroups “降低成本”的成本：混合工作组的综合审查

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-09-12 DOI: 10.1016/j.hrmr.2024.101054

Min Liu , Yuran Li , Zhibin Lin , Jiong Zhou , Shanshi Liu

引用次数: 0

What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences 什么是混合工作？使一个通用术语的概念更加清晰，并了解其后果

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-08-28 DOI: 10.1016/j.hrmr.2024.101044

Jakob Lauring , Charlotte Jonasson

{"title":"What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences","authors":"Jakob Lauring , Charlotte Jonasson","doi":"10.1016/j.hrmr.2024.101044","DOIUrl":"10.1016/j.hrmr.2024.101044","url":null,"abstract":"<div><div>The concept of ‘hybrid work’, characterized by ongoing alternation between traditional and non-traditional work modes, has gained significant attention in recent research. Despite its growing relevance, a consistent and coherent conceptualization of hybrid work remains elusive. This article aims to address this gap by offering a comprehensive and nuanced understanding of hybrid work, contributing to conceptual clarity in its application. We draw on an extensive literature review to propose a definition of hybrid work that encompasses dynamic switches across three dimensions: modality (analog/face-to-face vs. digital/virtual), location (office/co-located vs. non-office/distributed), and temporality (constrained/synchronous vs. unconstrained/asynchronous). Building on existing literature and our dynamic, three-dimensional, and multilevel definition of hybrid work, we reinterpret key findings within the HRM domain, illustrating how our framework brings clarity to previously ambiguous aspects of hybrid work. This reinterpretation not only underscores the theoretical contributions of our definition but also identifies new research directions inspired by these insights.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 1","pages":"Article 101044"},"PeriodicalIF":8.2,"publicationDate":"2024-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142745593","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: 0

Toward a theory of team resource mobilization: A systematic review and model of sustained agile team effectiveness 迈向团队资源动员理论：持续敏捷团队效能的系统回顾与模型

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-08-28 DOI: 10.1016/j.hrmr.2024.101043

Tom L. Junker , Arnold B. Bakker , Daantje Derks

{"title":"Toward a theory of team resource mobilization: A systematic review and model of sustained agile team effectiveness","authors":"Tom L. Junker , Arnold B. Bakker , Daantje Derks","doi":"10.1016/j.hrmr.2024.101043","DOIUrl":"10.1016/j.hrmr.2024.101043","url":null,"abstract":"<div><div>The notion of resources is central to many theories in HRM and applied psychology. Prominent resource-based theories in HRM tend to focus on issues related to accessing resources at the firm-level (e.g., resource-based view of the firm) or the employee-level (e.g., job demands - resources theory). However, at the team-level, the critical issue is often a matter of resource mobilization rather than resource access. Previous research has discovered that a team's ability to use resources effectively is indicative of collective intelligence. Instead of explaining this ability with a latent collective intelligence factor, we argue that teams can develop this ability by using agile work practices (AWPs). Through a systematic review of the agile team literature, we describe how agile teams mobilize resources embedded in the internal and external environment to achieve sustained team effectiveness. Generalizing beyond the agile team context, we propose a model that introduces team-internal and team-external resource mobilization as unique predictors of sustained team effectiveness. We further propose that resource mobilization is strengthened by challenge demands (e.g., work complexity) and weakened by hindrance demands (e.g., role conflict). We hope our model of sustained team effectiveness inspires future research into how teams can perform effectively across multiple episodes, without this going at the cost of members' health and well-being.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 1","pages":"Article 101043"},"PeriodicalIF":8.2,"publicationDate":"2024-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142745592","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: 0

A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions 团队反身性的元分析：前因、结果和边界条件

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-08-18 DOI: 10.1016/j.hrmr.2024.101042

Pierre-Marc Leblanc , Jean-François Harvey , Vincent Rousseau

{"title":"A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions","authors":"Pierre-Marc Leblanc , Jean-François Harvey , Vincent Rousseau","doi":"10.1016/j.hrmr.2024.101042","DOIUrl":"10.1016/j.hrmr.2024.101042","url":null,"abstract":"<div><p>In this meta-analysis, we assess the performance benefits of team reflexivity. Drawing on the teams-as-information-processors perspective, we provide evidence that team reflexivity facilitates team performance, yet we also find that these benefits depend on key team design contingencies, namely team size and team tenure. In addition, we examine how team leaders can make their team more reflexive. Our study shows that leaders who support team members' active participation in group discussion and decision-making set the stage for greater reflexivity and then greater performance by fostering the emergence of team psychological safety. We also provide a comprehensive review of the research on team reflexivity by examining the strength of relationships in its nomological network. Overall, this meta-analysis challenges certain assumptions about reflexivity and opens new avenues for research to further understand its role in the effectiveness of teams.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 4","pages":"Article 101042"},"PeriodicalIF":8.2,"publicationDate":"2024-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000329/pdfft?md5=79d043ad5f20e04e17b56ae3b0d53d42&pid=1-s2.0-S1053482224000329-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142095383","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: 0

Facilitating newcomer motivation through internalization: A self-determination theory perspective on newcomer socialization 通过内化促进新移民的积极性：新人社会化的自我决定理论视角

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-20 DOI: 10.1016/j.hrmr.2024.101041

Jane X.Y. Chong , Marylène Gagné , Patrick D. Dunlop , Serena Wee

引用次数: 0

Event-driven changes in person-organization fit: A conceptual integration and research agenda 人与组织契合度的事件驱动变化：概念整合与研究议程

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-19 DOI: 10.1016/j.hrmr.2024.101040

Paul A. Raddatz

引用次数: 0

The indirect relationship between employee job performance and voluntary turnover: A meta-analysis 员工工作绩效与自愿离职之间的间接关系：荟萃分析

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-07-14 DOI: 10.1016/j.hrmr.2024.101039

Yan Liu , Rui Han , Yina Mao , Jie Xiao

{"title":"The indirect relationship between employee job performance and voluntary turnover: A meta-analysis","authors":"Yan Liu , Rui Han , Yina Mao , Jie Xiao","doi":"10.1016/j.hrmr.2024.101039","DOIUrl":"10.1016/j.hrmr.2024.101039","url":null,"abstract":"<div><p><span>Employee turnover brings lots of negative effects on organizations. Researchers have investigated why employees quit their jobs and found job performance to be an important predictor. Previous studies have proposed potential mediators of the performance-turnover relationship from job attitudes, job alternatives, and job embeddedness<span> perspectives. Nevertheless, they have failed to provide sufficient empirical support for these three paths and which of these three mediating mechanisms matters most. To address these questions, we used meta-analytic structural equation modeling (MASEM) to examine these three mediating mechanisms between job performance and voluntary turnover. Drawing on 299 independent samples (</span></span><em>N</em><span> = 524,740), we found that job performance had a negative impact on employee voluntary turnover through desirability of movement and turnover intention, through job embeddedness and turnover intention, and a positive impact through ease of movement and turnover intention. Among these three paths, desirability of movement had the strongest mediating effect, followed by job embeddedness and ease of movement. Theoretical and practical implications as well as future directions were discussed.</span></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 4","pages":"Article 101039"},"PeriodicalIF":8.2,"publicationDate":"2024-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141689263","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

Do managers need to worry about employees' financial stress? A review of two decades of research 管理者需要担心员工的经济压力吗？二十年研究回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-05-29 DOI: 10.1016/j.hrmr.2024.101030

Vagner F Rosso , Lucía Muñoz-Pascual , Jesús Galende

{"title":"Do managers need to worry about employees' financial stress? A review of two decades of research","authors":"Vagner F Rosso , Lucía Muñoz-Pascual , Jesús Galende","doi":"10.1016/j.hrmr.2024.101030","DOIUrl":"https://doi.org/10.1016/j.hrmr.2024.101030","url":null,"abstract":"<div><p>Personal finances are a growing concern for individuals, organizations, and policymakers. However, the academic literature has yet to agree on assessing this problem and its consequences in the workplace. Following a systematic review protocol, 136 empirical studies published in the last twenty years in distinct fields were analyzed, providing an integrated report on workplace outcomes of employees' financial stress. The results show that financial stress interferes in the workplace by lowering employee health, commitment, and performance and increasing work-family conflict and deviant behaviors. Despite using various expressions related to financial stress, the research concentrates on a few constructs, which present misalignments between definition and measurement. This underscores the need for more high-quality research on employees' financial stress in organizational settings. We have also proposed a typology of constructs, inviting further study and discussion in this vital area. If not adequately handled, the aggregated impact of financial stress may lower employee productivity, burden personnel management, and harm business effectiveness.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101030"},"PeriodicalIF":11.4,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141243099","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