Human Resource Management Review最新文献_第2页

Re-focusing talent management: Frontline and essential work as the contemporary challenge 重新聚焦人才管理：作为当代挑战的一线基础性工作

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-31 DOI: 10.1016/j.hrmr.2025.101090

Heike Schinnenburg, Nicole Böhmer

引用次数: 0

Women's authorship in international human resource management research: Implications for responsible management education and emerging scholars 国际人力资源管理研究中的女性作者身份：对负责任管理教育和新兴学者的启示

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-26 DOI: 10.1016/j.hrmr.2025.101087

Fang Lee Cooke , Karin Sanders , Helen De Cieri , Ms Komal Balkrishna Bhoir

引用次数: 0

Undervalued? Assessing the role pay systems play within the strategic HRM literature 被低估?评估薪酬系统在战略人力资源管理文献中的作用

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-25 DOI: 10.1016/j.hrmr.2025.101088

Madison L. Schnacker , Jake G. Messersmith , Samantha A. Conroy

{"title":"Undervalued? Assessing the role pay systems play within the strategic HRM literature","authors":"Madison L. Schnacker , Jake G. Messersmith , Samantha A. Conroy","doi":"10.1016/j.hrmr.2025.101088","DOIUrl":"10.1016/j.hrmr.2025.101088","url":null,"abstract":"<div><div>Over the past 25 years, the strategic human resource management (HRM) literature has highlighted the relationship between integrated systems of HR practices and performance. Despite this growing body of research, the literature remains underdeveloped in offering precise guidance to practice on how best to align specific practices or sub-bundles with one another and the strategic objectives of the organization to optimize desired outcomes. Herein, we examine how the compensation sub-system has been theorized and measured in HR systems-level research. Our review indicates that compensation is commonly included in bundles of HR practices, but there is little consistency in the measures used and most studies use 3 or fewer items to assess the entire compensation system. Further, few interactive effects are addressed, and context is rarely considered when offering configurational HR system models. These oversights hinder theoretical development and practical guidance for the field and managers alike. Based on the issues identified in our review, we offer five recommendations for future researchers to carefully address the specific components and interactions related to compensation practices within the broader context of HR systems.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 3","pages":"Article 101088"},"PeriodicalIF":8.2,"publicationDate":"2025-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143698038","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

Financial security spirals at work: A review, integration, and agenda for intervention 工作中的金融安全螺旋：回顾、整合和干预议程

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-17 DOI: 10.1016/j.hrmr.2025.101086

Gavin Williamson , Timothy P. Munyon

引用次数: 0

A review of text analysis in human resource management research: Methodological diversity, constructs identified, and validation best practices 回顾人力资源管理研究中的文本分析：方法多样性，结构确定，并验证最佳实践

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-02-14 DOI: 10.1016/j.hrmr.2025.101078

Emily D. Campion , Michael A. Campion

{"title":"A review of text analysis in human resource management research: Methodological diversity, constructs identified, and validation best practices","authors":"Emily D. Campion , Michael A. Campion","doi":"10.1016/j.hrmr.2025.101078","DOIUrl":"10.1016/j.hrmr.2025.101078","url":null,"abstract":"<div><div>Discovering and producing reliable and valid measures of psychological constructs are central aims for human resource management (HRM) researchers and practitioners. While HRM researchers have historically relied on traditional <em>quantitative</em> methods, increased accessibility of text analysis techniques enabled by advancements in machine learning make <em>qualitative</em> data more convenient to analyze and include in decision-making processes. In this review, we systematically analyze research in HRM, organizational behavior, strategy, and entrepreneurship that has used text analysis to uncover and/or measure constructs. Our goals are to 1) delineate types of text analyses (categorization, dictionaries, supervised machine learning, and unsupervised machine learning), 2) review what constructs can be derived from text data, 3) describe how those constructs have contributed to the core HRM functions, 4) provide guidance on validation efforts that are needed to trust inferences made, and 5) and identify future research opportunities to use text analysis by HRM function. We support these points by conducting two text analyses on the papers in our review: a hand-coded content analysis using an existing framework and building a topic model of the abstracts. We find that while there is convergence (triangulation), there is notable divergence such that the topic model revealed more nuanced and useful clustering in significantly less time, thus illustrating the value of different types of text analysis. We encourage HRM researchers and practitioners to use machine learning to increase efficiency, reduce subjectivity, increase replicability, and facilitate methodological diversity. We close with a brief discussion on the promise of large language models.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 2","pages":"Article 101078"},"PeriodicalIF":8.2,"publicationDate":"2025-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143403366","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

Impact-driven scholar, reflective practitioner, or pracademic? Conceptualizing hybrid roles to bridge the research-practice gap in HRM 影响驱动型学者，反思型从业者，还是实践型学者？概念化混合角色以弥合人力资源管理研究与实践的差距

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-02-05 DOI: 10.1016/j.hrmr.2025.101077

Annica Lau , Joshua Haist , Rebecca Hewett

{"title":"Impact-driven scholar, reflective practitioner, or pracademic? Conceptualizing hybrid roles to bridge the research-practice gap in HRM","authors":"Annica Lau , Joshua Haist , Rebecca Hewett","doi":"10.1016/j.hrmr.2025.101077","DOIUrl":"10.1016/j.hrmr.2025.101077","url":null,"abstract":"<div><div>Bridging the gap between theoretical concepts relating to human resource management (HRM) and practical application of research insights is essential for creating important, relevant, and therefore high impact management theories about work and organizations. Pracademics, who actively participate in both research and practice activities, cross boundaries between domains, so play a critical role in bringing theories into practice. However, the role of pracademics is conceptually underdeveloped and ambiguous, limiting our understanding of how actors engage in bridging the research-practice divide. We propose a continuum of research-practice roles, recognizing that hybrid roles are often fluid in nature. We explain how hybrid professionals hold different identities; as impact-driven scholars, reflective practitioners, or pracademics. These roles have implications for individuals' activities, identity work, career, and collaboration. Drawing on three contemporary challenges in HRM, we illustrate how hybrid professionals can align HRM theory and practice and help close the research-practice gap. As well as theoretical and managerial implications, we also highlight implications of the continuum of roles for policy makers and funders.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 2","pages":"Article 101077"},"PeriodicalIF":8.2,"publicationDate":"2025-02-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143297055","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

Bridging the research-practice gap in modern human resource management 弥合现代人力资源管理研究与实践的差距

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-01-22 DOI: 10.1016/j.hrmr.2025.101076

Jaap Paauwe, Karina Van De Voorde

引用次数: 0

Confronting and alleviating AI resistance in the workplace: An integrative review and a process framework 面对和减轻人工智能在工作场所的阻力：综合审查和流程框架

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-12-30 DOI: 10.1016/j.hrmr.2024.101075

Ismail Golgeci , Paavo Ritala , Ahmad Arslan , Brad McKenna , Imran Ali

{"title":"Confronting and alleviating AI resistance in the workplace: An integrative review and a process framework","authors":"Ismail Golgeci , Paavo Ritala , Ahmad Arslan , Brad McKenna , Imran Ali","doi":"10.1016/j.hrmr.2024.101075","DOIUrl":"10.1016/j.hrmr.2024.101075","url":null,"abstract":"<div><div>This study involves an integrative literature review and a process framework explaining the mechanisms to confront and alleviate employee Artificial intelligence (AI) resistance in organizations. First, we conceptualize AI resistance as a three-dimensional concept embodied in employees' fears, inefficacies, and antipathies toward AI. We advance that experiencing mistrust, existential questioning, and technological reflection are key individual mechanisms to confronting AI resistance connected to organizational mechanisms to alleviate AI resistance through the continuous interaction and unfolding of anxiety and introspection. We also explain the alleviation of AI resistance as an organizational process consisting of AI accessibility, human-AI augmentation, and AI-technology legitimation, each of which maps into one of the dimensions in the employee-level confrontation mechanisms. Overall, our conceptual framework provides an overarching and granular understanding of AI resistance, how employees confront it, and how it can be alleviated in the workplace.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 2","pages":"Article 101075"},"PeriodicalIF":8.2,"publicationDate":"2024-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143102514","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 model of managerial coach learning and development 管理教练学习与发展模式

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-12-26 DOI: 10.1016/j.hrmr.2024.101073

Udayan Dhar

引用次数: 0

A typology of long-term expatriates: Conceptualization, consequences and future research 长期外籍人士的类型学：概念、后果与未来研究

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2024-12-25 DOI: 10.1016/j.hrmr.2024.101074

Jan Selmer , Margaret Shaffer , Stefan Jooss , B. Sebastian Reiche

引用次数: 0