Human Resource Management Review最新文献_第5页

Employee work habits: A definition and process model 员工的工作习惯：定义和流程模型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-12-18 DOI: 10.1016/j.hrmr.2023.101009

Robert W. Renn , Frances Preston , Frances Fabian , Robert Steinbauer

{"title":"Employee work habits: A definition and process model","authors":"Robert W. Renn , Frances Preston , Frances Fabian , Robert Steinbauer","doi":"10.1016/j.hrmr.2023.101009","DOIUrl":"10.1016/j.hrmr.2023.101009","url":null,"abstract":"<div><p>Research indicates that half of employee work behaviors may be habits and that employee work habits can either facilitate or undermine efficient and effective task performance. Yet, management scholars lack a standard definition of employee work habits that promotes actionable knowledge and cumulative research. In addition, although research suggests that employee goal-directed and habitual behavior interface in several ways, the management literature does not address the relationship between these two types of work behavior. After reviewing previous research, we provide a new definition of the employee work habit construct. Our definition distinguishes employee work habits from general habits in three ways: a) they affect organizational effectiveness criteria, b) they are embedded in an organizational context, and c) they are associated with using organizational rewards. We also provide a process model that explains how employee goal-directed behavior can evolve into work habits. With this new precision in understanding employee work habits, management scholars can explore this common but overlooked type of work behavior, rigorously connect employee work habits to other theories and constructs, and greatly expand our knowledge of employee work habits.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101009"},"PeriodicalIF":11.4,"publicationDate":"2023-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138714926","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

Change management interventions: Taking stock and moving forward 变更管理干预:评估并向前推进

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-11-11 DOI: 10.1016/j.hrmr.2023.101000

Christina Hagl , Rouven Kanitz , Katerina Gonzalez , Martin Hoegl

{"title":"Change management interventions: Taking stock and moving forward","authors":"Christina Hagl , Rouven Kanitz , Katerina Gonzalez , Martin Hoegl","doi":"10.1016/j.hrmr.2023.101000","DOIUrl":"10.1016/j.hrmr.2023.101000","url":null,"abstract":"<div><p>Change management interventions (CMIs) are intentional activities that managers employ to facilitate planned organizational change by influencing employee receptivity to and adoption of that change. CMIs have been unclearly conceptualized and empirical insights on CMIs have become disjointed across research communities, limiting our understanding of the nature and effects CMIs can have. To address this shortcoming, we integrate and build on existing frameworks to provide an overview of the empirically studied CMI types, their mechanisms, and their outcomes. From our review of 119 empirical studies, we find that there are six overarching CMI types (and 14 sub-types): (1) communication (informing, framing, dialogic), (2) support (training, coaching, organizational change support), (3) involvement (consulting, co-creating, co-deciding), (4) reinforcement (rewards and goal-setting), (5) social influence (role modeling and peer exchange), and (6) coercion. Furthermore, based on our results, we encourage researchers to continue to strengthen an intervention-focused and context-sensitive approach to organizational change in the following underexplored areas: conceptualizing and measuring CMIs, bundles and interactions of CMIs, boundary conditions of CMIs, unintended consequences of CMIs, and the use of digital technology to enhance CMIs.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 1","pages":"Article 101000"},"PeriodicalIF":11.4,"publicationDate":"2023-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135664227","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

Differentiated career ecosystems: Toward understanding underrepresentation and ameliorating disparities in STEM 差异化的职业生态系统:了解STEM中的代表性不足和改善差异

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-11-08 DOI: 10.1016/j.hrmr.2023.101002

Narda R. Quigley , Kristin A. Broussard , Teresa M. Boyer , Seth Matthew Fishman , Noelle K. Comolli , Amanda M. Grannas , Adam R. Smith , Teresa A. Nance , Elizabeth M. Svenson , Kamil Vickers

{"title":"Differentiated career ecosystems: Toward understanding underrepresentation and ameliorating disparities in STEM","authors":"Narda R. Quigley , Kristin A. Broussard , Teresa M. Boyer , Seth Matthew Fishman , Noelle K. Comolli , Amanda M. Grannas , Adam R. Smith , Teresa A. Nance , Elizabeth M. Svenson , Kamil Vickers","doi":"10.1016/j.hrmr.2023.101002","DOIUrl":"10.1016/j.hrmr.2023.101002","url":null,"abstract":"<div><p>Prior work has identified the career ecosystem as a metaphor that represents the multilevel forces influencing individual careers, with the assumption that all individuals experience the ecosystem similarly. We explore how the career ecosystem might be differentiated for different groups of actors within it because of varying cultural and systemic forces. We focus on STEM careers as an exemplar to understand the contextual factors contributing to the low representation and high occupational turnover of women and other underrepresented groups. Based on the career ecosystem metaphor, we develop a multilevel model linking societal, organizational, and occupational cultures with individual career decision making and behavior in the STEM context and show how the resilience of the career ecosystem is different based on gender and racial/ethnic identity. Additionally, we propose ways to interrupt the ecosystem's feedback loop to create a more resilient STEM career ecosystem for women and members of racial and ethnic minoritized groups.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 1","pages":"Article 101002"},"PeriodicalIF":11.4,"publicationDate":"2023-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135564941","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

Paternity leave: A systematic review and directions for research 陪产假:系统回顾与研究方向

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-10-05 DOI: 10.1016/j.hrmr.2023.101001

Jon Pizarro , Leire Gartzia

{"title":"Paternity leave: A systematic review and directions for research","authors":"Jon Pizarro , Leire Gartzia","doi":"10.1016/j.hrmr.2023.101001","DOIUrl":"10.1016/j.hrmr.2023.101001","url":null,"abstract":"<div><p>Public debate and research on absence care leaves of men (paternity leaves) is growing in the last years. Practitioners and scholars alike are seeking evidence-informed answers on whether and how paternity leave can help overcome the domestic division of labor, with growing interest in identifying factors that facilitate men's use of this leave. To assess and synthesize this field of study from a theoretical and empirical perspective, we carried out a systematic literature review putting together existing knowledge into a common framework that can inform future research in the field. We analyse trends of paternity leave research over time and its main thematic areas. Findings from this systematic process of synthesis evidence the growing interest of academics (mostly women, and European) in the topic. An organizing framework is presented for understanding male involvement in parenting work suggesting that men's use of paternity leaves is determined by both political/regulatory forces (legislation) and organizational forces (firm's culture and practices), with an impact in a varied range of organizational, psychological and family-related areas including career development, health, and relations with children. We invite future practices and lines of research that more interactively cover regulatory, organizational and family forces that hinder men's use of paternity leave and organizational development, and outline how male-focused practices such as those implemented in European policy should help pursue these goals.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 1","pages":"Article 101001"},"PeriodicalIF":11.4,"publicationDate":"2023-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482223000542/pdfft?md5=8094de7ad4c096751334da5663a9ba79&pid=1-s2.0-S1053482223000542-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134979095","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

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