Human Resource Management Review最新文献_第3页

Mental health and well-being at work: A systematic review of literature and directions for future research 工作中的心理健康与幸福感:文献综述及未来研究方向

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-26 DOI: 10.1016/j.hrmr.2023.100998

Afaf Khalid, Jawad Syed

引用次数: 0

Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing 当我不高兴时踢我:模拟工作场所不文明对员工健康和福祉影响的员工差异

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-23 DOI: 10.1016/j.hrmr.2023.100999

Frances Jorgensen , Adelle Bish , Karin Sanders , Phong Nguyen

{"title":"Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing","authors":"Frances Jorgensen , Adelle Bish , Karin Sanders , Phong Nguyen","doi":"10.1016/j.hrmr.2023.100999","DOIUrl":"10.1016/j.hrmr.2023.100999","url":null,"abstract":"<div><p><span>Although research has shown that workplace incivility has a stronger and more enduring impact on the health and wellbeing of some employees more than others, there has been little focus on </span><em>why</em><span><span> this is the case. To address this gap, in this paper, we integrate attribution and conservation of resource<span> theories and relevant studies to develop a conceptual model that focuses on explaining the relationship between workplace incivility and employees' health and wellbeing. Our model emphasizes how employees' attributions about incivility are influenced by the combination of the perceived power of the source of the incivility, employees' individual resources, and the cultural value of collectivism of the country in which the employees were raised, and how their attributions may lead to a freeze response, resulting in a </span></span>downward spiral that impacts their health and wellbeing. Further, we consider the role of organizational resources in potentially mitigating the negative consequences of workplace incivility on these employees. By including an example of the model's application to equity-deserving employees and considering how employees' past experiences impact on the relationship between their attributions about workplace incivility and their health and wellbeing, our paper challenges underlying assumptions of human resource management (HRM) frameworks and models used to ensure employee wellbeing.</span></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 1","pages":"Article 100999"},"PeriodicalIF":11.4,"publicationDate":"2023-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135434593","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

Workplace ostracism: A process model for coping and typologies for handling ostracism 职场排斥:一个应对的过程模型和处理排斥的类型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-09 DOI: 10.1016/j.hrmr.2023.100990

Nupur Sharma, Rajib Lochan Dhar

引用次数: 1

Redefining concepts to build theory: A repertoire for conceptual innovation 重新定义概念以建立理论:概念创新的曲目

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-03 DOI: 10.1016/j.hrmr.2023.100988

Omar N. Solinger , Stefan Heusinkveld , Joep P. Cornelissen

{"title":"Redefining concepts to build theory: A repertoire for conceptual innovation","authors":"Omar N. Solinger , Stefan Heusinkveld , Joep P. Cornelissen","doi":"10.1016/j.hrmr.2023.100988","DOIUrl":"10.1016/j.hrmr.2023.100988","url":null,"abstract":"<div><p>Defining and redefining theoretical concepts is an essential part of HRM research, but its role in the theorizing process is still poorly understood. While concept redefinition practices are often dismissed as a scholarly malpractice (‘concept proliferation’) by methodologists, we argue that concept redefinition enhances the health of a literature if one makes a theoretical contribution. To learn what this entails, we first explore the various philosophical motivations for why and how concept definitions are reformulated, changed, and improved. This culminates in a general framework and a vocabulary of ten different opportunities for making theoretical contributions via conceptual redefinition, using the concept of charisma as an illustrative case. From our analysis we induce that concept redefinition is both inevitable and necessary as a form of theory development and conceptual maintenance in many fields of inquiry. We discuss the implications of our framework as being a methodological ‘repertoire’ that, we hope, spurs both useful and novel concept redefinitions that help maintain a healthy HRM literature.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 1","pages":"Article 100988"},"PeriodicalIF":11.4,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482223000414/pdfft?md5=6d734f52b3886c074d1b89e9ebd6636a&pid=1-s2.0-S1053482223000414-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43985482","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

Gender inequities in the workplace: A holistic review of organizational processes and practices 工作场所的性别不平等:对组织流程和实践的全面审查

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100968

Leanne S. Son Hing, Nouran Sakr, Jessica B. Sorenson, Cailin S. Stamarski, Kiah Caniera, Caren Colaco

{"title":"Gender inequities in the workplace: A holistic review of organizational processes and practices","authors":"Leanne S. Son Hing, Nouran Sakr, Jessica B. Sorenson, Cailin S. Stamarski, Kiah Caniera, Caren Colaco","doi":"10.1016/j.hrmr.2023.100968","DOIUrl":"10.1016/j.hrmr.2023.100968","url":null,"abstract":"<div><p>In this paper, we provide a broad, integrative review of the degree to which gender inequities exist in organizational domains and practices covering areas such as performance evaluation, compensation, leadership, work-family conflict, and sexual harassment, spanning the employee lifecycle from selection to exiting the organization. Where the literature allows, we review intersectionality findings. We also review the factors and processes that facilitate and hinder gender equity in the workplace, by drawing on the most robust empirical evidence. Throughout the paper, we distinguish between findings that allow us to infer gender inequity versus gender equality. Consolidating these disparate literatures allows us to develop a model that explains how gender inequities cumulate across the employee lifecycle and are reinforced across multiple levels (i.e., societal, organizational, interpersonal, and individual). We also identify important gaps in the literature, suggest next steps for research and highlight practical implications for organizations aiming to advance gender equity.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100968"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48263629","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: 2

Unconscious bias in the HRM literature: Towards a critical-reflexive approach 人力资源管理文献中的无意识偏见:走向批判性反思方法

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100969

Kai Inga Liehr Storm , Lea Katharina Reiss , Elisabeth Anna Guenther , Maria Clar-Novak , Sara Louise Muhr

{"title":"Unconscious bias in the HRM literature: Towards a critical-reflexive approach","authors":"Kai Inga Liehr Storm , Lea Katharina Reiss , Elisabeth Anna Guenther , Maria Clar-Novak , Sara Louise Muhr","doi":"10.1016/j.hrmr.2023.100969","DOIUrl":"10.1016/j.hrmr.2023.100969","url":null,"abstract":"<div><p>This article presents a systematic review of the human resource management (HRM) literature to document how the term “unconscious bias” is defined, theorized, and operationalized in a sample of 518 articles in the field. The review identifies four main thematic streams in which unconscious bias is commonly discussed: (1) the biased individual; (2) bias as binary; (3) bias in moments of decisions; and (4) bias as a fixable issue. Based on this thematic mapping of the literature, a critical-reflexive approach is outlined to shed light on and challenge taken-for-granted assumptions, interrogate how arguments are brought forth and open up new avenues for future research. This article contributes to the existing HRM literature in three ways. First, it shows patterns in existing theory, making explicit the inconsistencies and tacit assumptions in the ways in which unconscious bias is theorized in HRM research. Second, it presents a critical-reflexive approach to researching unconscious bias. Third, based on this approach, it suggests avenues for future research on how to move beyond these inconsistencies and assumptions.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100969"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44501332","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 delivery of bad news: An integrative review and path forward 坏消息的传递:综合审查和前进道路

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100971

Claudia C. Kitz , Laurie J. Barclay , Heiko Breitsohl

引用次数: 1

HRM and disenfranchisement: Working beyond organizational boundaries to tackle societal barriers 人力资源管理和剥夺权利:超越组织界限，解决社会障碍

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100965

Melissa L. Intindola , Christina L. Stamper

{"title":"HRM and disenfranchisement: Working beyond organizational boundaries to tackle societal barriers","authors":"Melissa L. Intindola , Christina L. Stamper","doi":"10.1016/j.hrmr.2023.100965","DOIUrl":"10.1016/j.hrmr.2023.100965","url":null,"abstract":"<div><p>From a practical perspective, employers have the potential to serve as an important societal mechanism for tackling grand challenges like disenfranchisement because they wield significant financial, social, human, and political capital. We posit that they may also have an obligation to take positive action to help solve issues in the community in which they operate. One of the main ways in which employers interact with society is through the labor market, as represented by the human resource management (HRM) function. We believe that HRM has significant capacity for addressing disenfranchisement beyond the boundaries of the organization through both functional and normative policies and programs. Based on recent ethics-HRM scholarship, we go beyond the typical business case approach to present a moral argument based in utilitarian and universal theoretical perspectives for why employers should seek to mitigate the impact of George et al.'s (2016) four societal barriers that lead to disenfranchisement. We build a 2 × 3 matrix model based on HRM's societal support role (<span>Podgorodnichenko, Edgar, & McAndrew, 2020</span>), as well as pictorial models, that provides practical recommendations related to the HRM responsibility areas of staffing, compensation, and training and development designed to prevent disenfranchisement.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100965"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42195669","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: 1

Emotional intelligence and career-related outcomes: A meta-analysis 情商与职业相关结果:一项荟萃分析

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100967

Thomas Pirsoul , Michaël Parmentier , Laurent Sovet , Frédéric Nils

{"title":"Emotional intelligence and career-related outcomes: A meta-analysis","authors":"Thomas Pirsoul , Michaël Parmentier , Laurent Sovet , Frédéric Nils","doi":"10.1016/j.hrmr.2023.100967","DOIUrl":"10.1016/j.hrmr.2023.100967","url":null,"abstract":"<div><p><span>The concept of emotional intelligence has spanned researchers' interest to a considerable extent over the last decades and is now considered as a critical resource that helps individuals to deal with career challenges. However, no empirical effort to integrate these studies has been carried out yet. The current research addresses this gap by proposing an integrated theoretical model and conducting a systematic review and meta-analysis of emotional intelligence and its associations with career-related outcomes. Out of a total of 150 independent samples from published and unpublished studies representing </span><em>N</em><span> = 50,894 participants, our random-effects meta-analysis showed that emotional intelligence was significantly related to career adaptability, career decision-making self-efficacy, entrepreneurial self-efficacy, salary, career commitment, career decision-making difficulties, career satisfaction, entrepreneurial intentions, and turnover intentions. However, no significant correlations were found with job search self-efficacy and self-perceived employability. Overall, our work conveys important theoretical contributions but also provides recommendations and an agenda for future research.</span></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100967"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48785054","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: 2

Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals 监禁后的工作:一个综合框架前和雇用后的经验，前监禁的人

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 DOI: 10.1016/j.hrmr.2023.100966

D.C. De La Haye , Shanna R. Daniels , Aneika L. Simmons

{"title":"Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals","authors":"D.C. De La Haye , Shanna R. Daniels , Aneika L. Simmons","doi":"10.1016/j.hrmr.2023.100966","DOIUrl":"10.1016/j.hrmr.2023.100966","url":null,"abstract":"<div><p>In this paper, we review literature that examines employment outcomes for people with histories of incarceration. Previous research on formerly incarcerated individuals (FIIs) has highlighted almost exclusively the implications of the selection process and their stigmatization. The current paper provides insight on the experiences of FIIs navigating stigma during the job search process and while at work. Using 136 articles published from 2012 to 2022, we seek to offer a theoretical framework synthesizing and integrating research from several disciplines. First, we model the process of applying for and maintaining employment, from both the applicant's and employers' perspectives. Second, we identify key moderators at the individual and contextual level that influence FIIs' pre-and post-employment experiences. Third, we highlight significant knowledge gaps that are especially salient for human resource management scholars and propose future research directions. Finally, the paper concludes with a discussion of contributions to theory and research and practical implications.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100966"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41544826","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