Human Resource Management Review最新文献_第6页

Fear and work performance: A meta-analysis and future research directions 恐惧与工作表现：荟萃分析与未来研究方向

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-09-01 Epub Date: 2024-04-04 DOI: 10.1016/j.hrmr.2024.101018

Sasha Pustovit , Chao Miao , Shanshan Qian

引用次数: 0

A systematic review of experimental evidence on interventions against bias and discrimination in organizations 对组织中偏见和歧视干预措施的实验证据进行系统审查

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-09-01 Epub Date: 2024-05-22 DOI: 10.1016/j.hrmr.2024.101029

Theresa Treffers , Ann-Carolin Ritter , Nadja Born , Isabell Welpe

{"title":"A systematic review of experimental evidence on interventions against bias and discrimination in organizations","authors":"Theresa Treffers , Ann-Carolin Ritter , Nadja Born , Isabell Welpe","doi":"10.1016/j.hrmr.2024.101029","DOIUrl":"10.1016/j.hrmr.2024.101029","url":null,"abstract":"<div><p>Bias and discrimination in organizations remain persistent challenges despite significant efforts and investments to address them. We systematically reviewed all experimental papers (<em>N</em> = 116, <em>k</em> = 159) between 2000 and 2022 on interventions addressing bias and discrimination in organizations due to age, disability, ethnicity, and sexuality. We find that interventions involving structuring communication documents, procedures, or interactions are effective for addressing bias and discrimination against disabled, ethnic, and sexual minorities. Interventions that build similarities between minorities and majorities are effective for age and disabled minorities. Interventions that provide additional information about minorities or raise awareness about biases are effective for age minorities. Exposure interventions that create experiences interacting with minorities and their realities are effective for age, ethnic, and sexual minorities. Based on our findings, we develop a conceptual framework and present a future research agenda that revolves around the effectiveness of interventions.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101029"},"PeriodicalIF":11.4,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000196/pdfft?md5=7cda666c26a370b7aece33640135f739&pid=1-s2.0-S1053482224000196-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141132095","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 ethical implications of big data in human resource management 大数据对人力资源管理的伦理影响

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-02-02 DOI: 10.1016/j.hrmr.2024.101012

Laxmikant Manroop , Amina Malik , Morgan Milner

{"title":"The ethical implications of big data in human resource management","authors":"Laxmikant Manroop , Amina Malik , Morgan Milner","doi":"10.1016/j.hrmr.2024.101012","DOIUrl":"10.1016/j.hrmr.2024.101012","url":null,"abstract":"<div><p><span>This article examines the ethical implications of big data in human resource management (HRM) practices, specifically in the areas of recruitment and selection, training and development, performance management, compensation, and employee retention. The article commences with a characterization of big data applications in HRM processes and practices, highlighting their benefits and value for the management of the workforce. It also shows how the application of big data analytics can put employees at great risk through institutional surveillance and other algorithmic manipulation practices such as profiling, coercion and control. Our theorizing </span><em>advances the HRM and ethics literatures by offering a more expanded and nuanced view of the significant ethical challenges specific to individual HR practices.</em> Additionally, our analysis brings ethics into the domain of HRM by problematizing the exploitation of employee information through digital technology for corporate gain. In so doing, it employs a moral principles framework to show how BDA - HRM practices can compromise employees' rights to privacy, confidentiality, transparency, and protection. <em>Our analysis also raises concerns shared by both the practitioner and scholarly communities that are yet to be addressed and offers recommendations for research and practice.</em></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101012"},"PeriodicalIF":11.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139677827","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

Understanding the positive and negative effects of team virtuality: A theoretical review and research agenda 了解团队虚拟性的积极和消极影响：理论回顾与研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-01-30 DOI: 10.1016/j.hrmr.2024.101013

Shi Zheng , Ming Yan , Yongyi Liang , Yuanyi Chen , Qi Wei , Shengwen Li

{"title":"Understanding the positive and negative effects of team virtuality: A theoretical review and research agenda","authors":"Shi Zheng , Ming Yan , Yongyi Liang , Yuanyi Chen , Qi Wei , Shengwen Li","doi":"10.1016/j.hrmr.2024.101013","DOIUrl":"10.1016/j.hrmr.2024.101013","url":null,"abstract":"<div><p>Working in virtual teams is increasingly common, and the notion of team virtuality has received considerable academic attention. However, the definitions of team virtuality lack coherence, its theoretical integration is inadequate, and its effects on individual and team performance are not fully understood. To address these gaps, we systematically review the characteristics of team virtuality and its positive and negative effects based on various theoretical perspectives. Through this review, we find that no consensus is reached on the definition of team virtuality, and its dimensions are not fully identified. Moreover, we find that team virtuality positively influences individual and team performance through two mechanisms: resource and information, and motivation and ability. However, it also exerts negative effects through three mechanisms: cognition, emotion and relationship, and technology and media. Based on these findings, we propose several potential directions for future research: (1) integrate four characteristics of team virtuality by redefining its concept and dimensions based on process virtualization theory, (2) integrate the positive and negative effects of team virtuality using a resources conservation-based model, in which team virtuality positively and negatively affects individual and team performance through personal resource gain and personal resource loss, respectively, (3) integrate the different effects of team virtuality by exploring boundary conditions, and (4) integrate the dual effects by investigating the curvilinear relationship between team virtuality and its outcomes.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101013"},"PeriodicalIF":11.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139646109","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

HRM systems and knowledge transfer in alliance projects: Exploring social identity dynamics 联盟项目中的人力资源管理制度和知识转移：探索社会身份动态

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-02-08 DOI: 10.1016/j.hrmr.2024.101016

Mamta Bhatt, Elise Marescaux

引用次数: 0

Should I do this? Incongruence in the face of conflicting moral and role expectations 我应该这样做吗？面对相互冲突的道德和角色期望时的不一致性

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-01-05 DOI: 10.1016/j.hrmr.2023.101010

Jigyashu Shukla , Christopher Stein , John T. Bush , Niranjan S. Janardhanan

引用次数: 0

Two's company, platforms make a crowd: Talent identification in tripartite work arrangements in the gig economy 二人为伴，平台成群：打工经济三方工作安排中的人才识别

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-01-20 DOI: 10.1016/j.hrmr.2024.101011

Jeroen Meijerink , Sandra Fisher , Anthony McDonnell , Sharna Wiblen

{"title":"Two's company, platforms make a crowd: Talent identification in tripartite work arrangements in the gig economy","authors":"Jeroen Meijerink , Sandra Fisher , Anthony McDonnell , Sharna Wiblen","doi":"10.1016/j.hrmr.2024.101011","DOIUrl":"10.1016/j.hrmr.2024.101011","url":null,"abstract":"<div><p>The gig economy provides a novel setting that challenges many established ways of working. This paper unpacks the nature of talent identification in the gig economy through the role of three central actors; the online labor platform firm, the requester/customer and the gig worker. Talent identification in this context is especially novel as it emerges from tripartite relationships among independent economic actors, in contrast to traditional settings where talent identification is studied from a dyadic perspective (i.e., talented workers and the organization). We decipher the heterogeneity across online labor platforms and their gig workforces through the practice of talent identification. We provide an agenda to guide future research on the inclusive versus exclusive nature of talent identification in the gig economy as well as on online labor platforms as independent, yet powerful players who identify talents themselves alongside shaping talent identification processes between workers and hiring organizations. Accordingly, this paper extends the parameters of talent identification scholarship along with providing a different lens by which we examine work in the gig context.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101011"},"PeriodicalIF":11.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000019/pdfft?md5=49ad18310ab5ae7084b332d184713201&pid=1-s2.0-S1053482224000019-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139508894","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

Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy 国际和比较人力资源管理的概念和方法问题：从比较公共政策中汲取经验教训

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-02-07 DOI: 10.1016/j.hrmr.2024.101015

Paul Higgins

{"title":"Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy","authors":"Paul Higgins","doi":"10.1016/j.hrmr.2024.101015","DOIUrl":"10.1016/j.hrmr.2024.101015","url":null,"abstract":"<div><p>In 2016, a special edition of Human Resource Management Review established a theoretical and empirical development framework to address the fundamental issue of convergence/divergence. An intriguing question raised by the review was whether one could cross the comparative human resource management (CHRM) stream with its international human resource management (IHRM) counterpart to theoretically and empirically benefit both. This paper addresses a similar topic, albeit looking <em>outwards</em> to the archetypal context-driven comparative public policy (CPP) <em>discipline</em> rather than <em>inwards</em> to two adjacent international and comparative <em>streams</em>. Centering on the standardization-convergence divide in IHRM and the practice-divergence conundrum in CHRM, the paper demonstrates how CPP's rich conceptual and methodological heritage can help overcome tensions in both streams while informing several meta-analytic review and future research suggestions.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101015"},"PeriodicalIF":11.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1053482224000056/pdfft?md5=dd79aef58b54fe085f4aa01f3fa0c23b&pid=1-s2.0-S1053482224000056-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139883272","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

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 : 2024-06-01 Epub 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":"2024-06-01","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

Employee mobility as a knowledge development strategy 将员工流动作为知识发展战略

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2024-06-01 Epub Date: 2024-02-02 DOI: 10.1016/j.hrmr.2024.101014

Gulshan Bibi

{"title":"Employee mobility as a knowledge development strategy","authors":"Gulshan Bibi","doi":"10.1016/j.hrmr.2024.101014","DOIUrl":"10.1016/j.hrmr.2024.101014","url":null,"abstract":"<div><p>Employee mobility (EM) provides organizations with enhanced performance, value creation, innovation, and creativity. However, EM plays a frequently indicated but less emphasized role in an organization's knowledge. The existing body of EM research is characterized by diverse perspectives and contradictory findings, creating a significant gap in our understanding of how organizations can effectively access and leverage the critical knowledge carried by employees. This integrative review aims to bridge this gap by synthesizing diverse mobility perspectives, delving into theoretical underpinnings, and exploring the dynamics of knowledge flow. The review is guided by the two research questions: (1) How is EM conceptualized as a knowledge flow mechanism in the existing literature? and (2) What mechanisms can organizations employ to use EM as a knowledge development strategy? Through a comprehensive analysis, we present a framework encompassing seven strategies: knowledge dissemination, knowledge creation, knowledge combination, knowledge adoption, knowledge spill-in, knowledge retention, and knowledge protection. This framework contributes to the understanding that organizations can use internal mobility to disseminate embedded knowledge and create new knowledge. Inward mobility plays a crucial role in enabling organizations to combine (similar) knowledge and adopt specific knowledge from external sources. Interestingly, outward mobility, despite the loss of employees, serves as a mechanism of reverse knowledge flow. Additionally, organizations employ strategies to control outward mobility by retaining and protecting critical knowledge. Building on the identified strategies, the paper suggests promising avenues for further research, thereby paving the way for scholars and practitioners to consider EM as a knowledge development strategy.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 2","pages":"Article 101014"},"PeriodicalIF":11.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139677833","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