Human Resource Management Review最新文献_第5页

The different faces of e‑leadership: Six perspectives on leading in the era of digital technologies 电子领导的不同面貌：数字技术时代领导的六个视角

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-01 Epub Date: 2024-11-01 DOI: 10.1016/j.hrmr.2024.101058

Robin Bauwens , Laura Cortellazzo

引用次数: 0

The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis 国家级人力资本在高绩效工作系统和组织绩效关联中的作用：一项元分析

IF 8.2 1区管理学

Human Resource Management Review Pub Date : 2025-03-01 Epub Date: 2024-10-28 DOI: 10.1016/j.hrmr.2024.101057

Xiaoxuan Zhai, Fang Huang, Xiaowen Tian

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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 : 2025-03-01 Epub Date: 2024-10-02 DOI: 10.1016/j.hrmr.2024.101056

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

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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 : 2025-03-01 Epub 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":"2025-03-01","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

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 : 2024-12-01 Epub 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":"2024-12-01","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

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 : 2024-12-01 Epub 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 : 2024-12-01 Epub Date: 2024-07-19 DOI: 10.1016/j.hrmr.2024.101040

Paul A. Raddatz

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 : 2024-12-01 Epub 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":"2024-12-01","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

Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding 将个人嵌入职业生态系统：多重工作持有的多层次前因系统回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-09-01 Epub Date: 2024-04-05 DOI: 10.1016/j.hrmr.2024.101028

Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra

{"title":"Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding","authors":"Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra","doi":"10.1016/j.hrmr.2024.101028","DOIUrl":"10.1016/j.hrmr.2024.101028","url":null,"abstract":"<div><p>Multiple job holding (MJH) or holding more than one job along with a primary job, though not a new phenomenon, has witnessed renewed interest due to recent trends within the changing career systems. Studies on MJH, so far, have (over)emphasized the individual motivations to hold multiple jobs while largely understating the role of contextual influences including the institutional settings, legal regulations, economic cycles, technological changes, and organizational contracts. The present study, employing the career ecosystem theoretical lens, systematically reviews and identifies the range of factors operating at the individual, occupational, organizational, and environmental levels influencing MJH. Further, the top-down and bottom-up influences on MJH across these various levels are delineated. By embedding the individual multiple job holders within the wider ecosystem of interrelated stakeholders, the study highlights the complex interplay of factors influencing MJH. Implications for practice and suggestions for future research around multi-level antecedents of MJH are discussed.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101028"},"PeriodicalIF":11.4,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140777048","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 : 2024-09-01 Epub 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":"2024-09-01","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