Human Resource Management Review最新文献_第7页

The paradox of paradoxical leadership: A multi-level conceptualization 悖论式领导的悖论:多层次的概念化

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-07-15 DOI: 10.1016/j.hrmr.2023.100983

Uzma Batool , Muhammad Mustafa Raziq , Naukhez Sarwar

引用次数: 1

Comparisons of the effects of individual and collective performance-related pay on performance: A review 个人与集体绩效薪酬对绩效影响的比较:综述

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-07-14 DOI: 10.1016/j.hrmr.2023.100982

Stephen Wood , Silvia Leoni , Daniel Ladley

引用次数: 1

Back to basics in human resource theorizing: A call for greater attention to jobs 回到人力资源理论的基础：呼吁更多地关注工作

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-14 DOI: 10.1016/j.hrmr.2023.100973

Samantha A. Conroy , John W. Morton

引用次数: 2

Gender equality and comparative HRM: A 40-year review 两性平等与人力资源管理比较：40年回顾

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-13 DOI: 10.1016/j.hrmr.2023.100972

M. Fernanda Garcia , Rawia Ahmed , Gabriela L. Flores , Cynthia S. Halliday

{"title":"Gender equality and comparative HRM: A 40-year review","authors":"M. Fernanda Garcia , Rawia Ahmed , Gabriela L. Flores , Cynthia S. Halliday","doi":"10.1016/j.hrmr.2023.100972","DOIUrl":"10.1016/j.hrmr.2023.100972","url":null,"abstract":"<div><p>Guided by comparative human resource management (HRM) research, we review and critically assess the literature on gender equality in work settings. To this end, we consider quantitative articles published between 1980 and 2021. We apply a multi-level and multi-dimensional framework focused on three gender equality perspectives (i.e., Hofstede, GLOBE, and socioeconomic) and the HRM chain (e.g., policies and practices) as well as individual and organizational outcomes. Consistent with previous literature in the field of comparative HRM, we find that the three gender equality perspectives explain significant differences in the HRM chain as well as in both individual-level and organizational-level outcomes. Extending comparative HRM literature, we find that the three gender equality perspectives influence our research community differently, show similarities and differences in outcomes, associate with different effects (i.e., enabling and enhancing), and differ in the direction of such effects. Our study contributes to evidence-based policy and practice in organizations that align their HR strategies to the United Nations Sustainable Development Goal 5 (Gender Equality).</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 4","pages":"Article 100972"},"PeriodicalIF":11.4,"publicationDate":"2023-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45726313","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

Creating accountability through HR analytics – An audit society perspective 通过人力资源分析建立问责制——审计社会视角

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-08 DOI: 10.1016/j.hrmr.2023.100974

Georg Josef Loscher , Verena Bader

引用次数: 0

How is work group inclusiveness influenced by working virtually? 虚拟工作如何影响工作组的包容性？

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 DOI: 10.1016/j.hrmr.2022.100930

Jakob Lauring, Charlotte Jonasson

引用次数: 3

Toward an overarching multi-level conceptualization of emergent leadership: Perspectives from social identity, and implicit leadership theories 从社会认同和内隐领导理论的角度探讨紧急领导的多层次概念

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 DOI: 10.1016/j.hrmr.2022.100951

Marya Tabassum , Muhammad Mustafa Raziq , Naukhez Sarwar

{"title":"Toward an overarching multi-level conceptualization of emergent leadership: Perspectives from social identity, and implicit leadership theories","authors":"Marya Tabassum , Muhammad Mustafa Raziq , Naukhez Sarwar","doi":"10.1016/j.hrmr.2022.100951","DOIUrl":"10.1016/j.hrmr.2022.100951","url":null,"abstract":"<div><p>Organizational leadership research has typically focused on hierarchal top-down leadership where the leader has legitimate authority over organizational tasks and roles. However, rather recently, research has emphasized the emergence of leaders within teams and groups, which is referred to as emergent or horizontal leadership. Due to its infancy, the concept has limited theoretical development and coherence. To further extend our understanding of the topic, we draw on social identity, and implicit leadership theories and offer a multi-level conceptualization of emergent leadership. We first compare emergent leadership to various leadership concepts and through a detailed review, identify mechanisms through which emergent leadership can be identified. Following that, we design an organizing framework based on existing research and then offer propositions presenting a multi-level conceptual model highlighting how different factors at different levels relate to informal leader emergence. We hope that by reforming the research of leadership emergence with a multi-level approach, we renovate the idea considering contextual factors and process mechanisms.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 2","pages":"Article 100951"},"PeriodicalIF":11.4,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45728371","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

Gravity's pull: The identity-related motives and outcomes of hiring stars 地心引力:雇佣明星的身份相关动机和结果

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 DOI: 10.1016/j.hrmr.2022.100932

Matthew C.B. Lyle , Rory Eckardt , Kevin G. Corley , David P. Lepak

{"title":"Gravity's pull: The identity-related motives and outcomes of hiring stars","authors":"Matthew C.B. Lyle , Rory Eckardt , Kevin G. Corley , David P. Lepak","doi":"10.1016/j.hrmr.2022.100932","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100932","url":null,"abstract":"<div><p>Strategic human capital scholarship, alongside a wealth of evidence from the popular press, suggests that star employees can influence an organization's socially constructed identity. However, an overarching conceptual framework that explains these shifts has yet to emerge. In this paper, we draw upon <span>Hatch and Schultz's (2002)</span> theory of identity change to discuss how organizational identity-change related motives – defined as decision makers' interest in spurring changes to socially constructed, internal perceptions of their organization's central and distinctive features – act in concert with considerations of value creation and capture to influence the hiring of different identity-aspirant stars (i.e., stars that embody a desired future organizational identity). Given that stars represent catalysts for identity change that have agency and become part of the social fabric of an organization, we then explain how the mechanisms by which stars' attempts to gain or retain status – coupled with organization members' willingness to emulate their behaviors – can affect internal-oriented organizational identity change. This paper advances consideration of social-psychological factors alongside economic views of stars and offers implications for the literatures on strategic human capital and organizational identity.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 2","pages":"Article 100932"},"PeriodicalIF":11.4,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49757880","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

How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom 如何把工作场所的无聊变成积极的东西。无聊的“光明面”的理论框架

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 DOI: 10.1016/j.hrmr.2022.100952

Carina Schott , Caroline Fischer

{"title":"How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom","authors":"Carina Schott , Caroline Fischer","doi":"10.1016/j.hrmr.2022.100952","DOIUrl":"10.1016/j.hrmr.2022.100952","url":null,"abstract":"<div><p>The management literature describes workplace boredom and related behaviors mostly as counterproductive. However, within the psychological literature, boredom is studied as a functional emotion, stressing a positive aspect in this unpleasant state. This article introduces this positive approach toward boredom to the management literature. Specifically, we provide a comprehensive theoretical model and testable propositions regarding how to foster the positive effects of employees' boredom in the workplace. Based on Job Demands-Resources (JD-R) theory, we argue that boredom is the result of job demands. However, in combination with the right job resources, boredom can actually lead to productive coping behaviors (i.e., task-unrelated thought, changing task engagement, and other task engagement). We identify three traditional and three boredom-specific job resources presenting managerial measures that facilitate positive outcomes of boredom. These job resources are located at the level of tasks, work organization, interpersonal and social relations, as well as the organizational level.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 2","pages":"Article 100952"},"PeriodicalIF":11.4,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42669633","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

A framework for disability in the new ways of working 新工作方式中的残疾问题框架

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 DOI: 10.1016/j.hrmr.2023.100954

Ive D. Klinksiek , Eline Jammaers , Laurent Taskin

引用次数: 1