Human Resource Management Review最新文献_第8页

Taking the emergent in team emergent states seriously: A review and preview 认真对待团队紧急状态中的紧急状态:回顾和预览

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100928

Bård Fyhn, Vidar Schei, Therese E. Sverdrup

引用次数: 6

Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management 在基于算法的人力资源管理中，引入多方利益相关者对不透明性、透明度和减少不透明性的策略的看法

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2021.100881

Markus Langer, Cornelius J. König

{"title":"Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management","authors":"Markus Langer, Cornelius J. König","doi":"10.1016/j.hrmr.2021.100881","DOIUrl":"10.1016/j.hrmr.2021.100881","url":null,"abstract":"<div><p>Artificial Intelligence and algorithmic technologies support or even automate a large variety of human resource management (HRM) activities. This affects a range of stakeholders with different, partially conflicting perspectives on the opacity and transparency of algorithm-based HRM. In this paper, we explain why opacity is a key characteristic of algorithm-based HRM, describe reasons for opaque algorithm-based HRM, and highlight the implications of opacity from the perspective of the main stakeholders involved (users, affected people, deployers, developers, and regulators). We also review strategies to reduce opacity and promote transparency of algorithm-based HRM (technical solutions, education and training, regulation and guidelines), and emphasize that opacity and transparency in algorithm-based HRM can simultaneously have beneficial and detrimental consequences that warrant taking a multi-stakeholder view when considering these consequences. We conclude with a research agenda highlighting stakeholders' interests regarding opacity, strategies to reduce opacity, and consequences of opacity and transparency in algorithm-based HRM.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100881"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48833555","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: 8

Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation 人工智能与人力资源管理的互动与结果：系统回顾与因果配置解释

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100893

Shubhabrata Basu , Bishakha Majumdar , Kajari Mukherjee , Surender Munjal , Chandan Palaksha

{"title":"Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation","authors":"Shubhabrata Basu , Bishakha Majumdar , Kajari Mukherjee , Surender Munjal , Chandan Palaksha","doi":"10.1016/j.hrmr.2022.100893","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100893","url":null,"abstract":"<div><p>Artificial intelligence (AI) systems and applications based on them are fast pervading the various functions of an organization. While AI systems enhance organizational performance, thereby catching the attention of the decision makers, they nonetheless pose threats of job losses for human resources. This in turn pose challenges to human resource managers, tasked with governing the AI adoption processes. However, these challenges afford opportunities to critically examine the various facets of AI systems as they interface with human resources. To that end, we systematically review the literature at the intersection of AI and human resource management (HRM). Using the configurational approach, we identify the evolution of different theme based causal configurations in conceptual and empirical research and the outcomes of AI-HRM interaction. We observe incremental mutations in thematic causal configurations as the literature evolves and also provide thematic configuration based explanations to beneficial and reactionary outcomes in the AI-HRM interaction process.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100893"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49746935","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: 10

An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes 人力资源管理过程中伦理决策的人工智能算法方法

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100925

Waymond Rodgers , James M. Murray , Abraham Stefanidis , William Y. Degbey , Shlomo Y. Tarba

{"title":"An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes","authors":"Waymond Rodgers , James M. Murray , Abraham Stefanidis , William Y. Degbey , Shlomo Y. Tarba","doi":"10.1016/j.hrmr.2022.100925","DOIUrl":"10.1016/j.hrmr.2022.100925","url":null,"abstract":"<div><p>Management scholars and practitioners have highlighted the importance of ethical dimensions in the selection of strategies. However, to date, there has been little effort aimed at theoretically understanding the ethical positions of individuals/organizations concerning human resource management (HRM) decision-making processes, the selection of specific ethical positions and strategies, or the post-decision accounting for those decisions. To this end, we present a Throughput model framework that describes individuals' decision-making processes in an algorithmic HRM context. The model depicts how perceptions, judgments, and the use of information affect strategy selection, identifying how diverse strategies may be supported by the employment of certain ethical decision-making algorithmic pathways. In focusing on concerns relating to the impact and acceptance of artificial intelligence (AI) integration in HRM, this research draws insights from multidisciplinary theoretical lenses, such as AI-augmented (HRM<sup>(AI)</sup>) and HRM<sup>(AI)</sup> assimilation processes, AI-mediated social exchange, and the judgment and choice literature. We highlight the use of algorithmic ethical positions in the adoption of AI for better HRM outcomes in terms of intelligibility and accountability of AI-generated HRM decision-making, which is often underexplored in existing research, and we propose their key role in HRM strategy selection.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100925"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43292333","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: 22

Artificial intelligence and people management: A critical assessment through the ethical lens 人工智能和人员管理:通过伦理视角的关键评估

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100923

Arup Varma , Cedric Dawkins , Kaushik Chaudhuri

引用次数: 0

Enhancing leader inclusion while preventing social exclusion in the work group 加强领导包容，同时防止工作群体中的社会排斥

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100902

Lynn M. Shore , Beth G. Chung

{"title":"Enhancing leader inclusion while preventing social exclusion in the work group","authors":"Lynn M. Shore , Beth G. Chung","doi":"10.1016/j.hrmr.2022.100902","DOIUrl":"https://doi.org/10.1016/j.hrmr.2022.100902","url":null,"abstract":"<div><p>Research on inclusion and exclusion at work has grown in recent years, but for the most part has been treated as separate domains. In this paper, we integrate these literatures to build greater understanding of leader inclusion and leader exclusion. Leaders play a critical role in determining group member experiences of inclusion and exclusion through direct treatment of employees, and by serving as a role model (Bandura, 1977). According to social identity theory, when the leader is rewarded by the organization, this signifies that the leader is a prototypical organizational member who exemplifies the set of norms and behaviors most consistent with the organizational ideal (Hogg & van Knippenberg, 2003). We argue that through both social learning and social identity mechanisms, the leader can encourage inclusionary and exclusionary behavior in their work group. We first examine leader inclusion and present the types of behaviors that will aid in creating inclusive team member experiences. By exhibiting these behaviors, a leader can be a role model, an advocate and an ally for building work group inclusion. Next, we present the negative roles of ostracizer and bystander adopted by leaders that indicate support for behaving in an exclusionary manner, which can lead to exclusion among coworkers. We then describe leader remedies for social exclusion. Finally, we discuss the implications of our model and directions for future research.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100902"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49764661","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

Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework 人工智能(AI)辅助的人力资源管理:走向扩展的战略框架

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100940

Ashish Malik , Pawan Budhwar , Bahar Ali Kazmi

引用次数: 9

Toward the human – Centered approach. A revised model of individual acceptance of AI 以人为中心的方法。人工智能个体接受度的修正模型

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2021.100856

Manlio Del Giudice , Veronica Scuotto , Beatrice Orlando , Mario Mustilli

引用次数: 37

Taking stock of expatriates’ career success after international assignments: A review and future research agenda 评估外派人员在海外工作后的职业成功:回顾与未来研究议程

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100913

Rodrigo Mello , Vesa Suutari , Michael Dickmann

{"title":"Taking stock of expatriates’ career success after international assignments: A review and future research agenda","authors":"Rodrigo Mello , Vesa Suutari , Michael Dickmann","doi":"10.1016/j.hrmr.2022.100913","DOIUrl":"10.1016/j.hrmr.2022.100913","url":null,"abstract":"<div><p>This systematic literature review explores studies addressing the objective career success and subjective career success of company-assigned and self-initiated expatriates after their long-term international assignments. Expatriate work is defined as high-density work that affects employee learning and career trajectories. We develop a holistic expatriate career success framework exploring the following questions: 1) What individual career impact results from international assignments? 2) What are the antecedents of such career success? and 3) What are the outcomes of assignees’ career success? A previously neglected range of theoretical perspectives, antecedents, and outcomes of expatriate career success is identified. Subsequently, a threefold contribution is made. First, we extend the conceptualization of international work density to unveil the differences between general and global career concepts. Second, we identify promising theories that have not been utilized in expatriation research, emphasizing context-related and learning theories that chime with the specific nature of global careers. Lastly, we suggest an extensive future research agenda.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 1","pages":"Article 100913"},"PeriodicalIF":11.4,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42153294","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: 13

Antecedents and measures of organizational effectiveness: A systematic review of literature 组织有效性的前提和衡量标准：文献系统综述

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-03-01 DOI: 10.1016/j.hrmr.2022.100915

Aastha Dhoopar , Priyanka Sihag , Bindu Gupta

引用次数: 3