Human Resource Management Review最新文献_第9页

The delivery of bad news: An integrative review and path forward 坏消息的传递:综合审查和前进道路

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 Epub Date: 2023-05-24 DOI: 10.1016/j.hrmr.2023.100971

Claudia C. Kitz , Laurie J. Barclay , Heiko Breitsohl

引用次数: 1

Emotional intelligence and career-related outcomes: A meta-analysis 情商与职业相关结果:一项荟萃分析

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 Epub Date: 2023-04-03 DOI: 10.1016/j.hrmr.2023.100967

Thomas Pirsoul , Michaël Parmentier , Laurent Sovet , Frédéric Nils

{"title":"Emotional intelligence and career-related outcomes: A meta-analysis","authors":"Thomas Pirsoul , Michaël Parmentier , Laurent Sovet , Frédéric Nils","doi":"10.1016/j.hrmr.2023.100967","DOIUrl":"10.1016/j.hrmr.2023.100967","url":null,"abstract":"<div><p><span>The concept of emotional intelligence has spanned researchers' interest to a considerable extent over the last decades and is now considered as a critical resource that helps individuals to deal with career challenges. However, no empirical effort to integrate these studies has been carried out yet. The current research addresses this gap by proposing an integrated theoretical model and conducting a systematic review and meta-analysis of emotional intelligence and its associations with career-related outcomes. Out of a total of 150 independent samples from published and unpublished studies representing </span><em>N</em><span> = 50,894 participants, our random-effects meta-analysis showed that emotional intelligence was significantly related to career adaptability, career decision-making self-efficacy, entrepreneurial self-efficacy, salary, career commitment, career decision-making difficulties, career satisfaction, entrepreneurial intentions, and turnover intentions. However, no significant correlations were found with job search self-efficacy and self-perceived employability. Overall, our work conveys important theoretical contributions but also provides recommendations and an agenda for future research.</span></p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100967"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48785054","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

HRM and disenfranchisement: Working beyond organizational boundaries to tackle societal barriers 人力资源管理和剥夺权利:超越组织界限，解决社会障碍

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 Epub Date: 2023-03-21 DOI: 10.1016/j.hrmr.2023.100965

Melissa L. Intindola , Christina L. Stamper

{"title":"HRM and disenfranchisement: Working beyond organizational boundaries to tackle societal barriers","authors":"Melissa L. Intindola , Christina L. Stamper","doi":"10.1016/j.hrmr.2023.100965","DOIUrl":"10.1016/j.hrmr.2023.100965","url":null,"abstract":"<div><p>From a practical perspective, employers have the potential to serve as an important societal mechanism for tackling grand challenges like disenfranchisement because they wield significant financial, social, human, and political capital. We posit that they may also have an obligation to take positive action to help solve issues in the community in which they operate. One of the main ways in which employers interact with society is through the labor market, as represented by the human resource management (HRM) function. We believe that HRM has significant capacity for addressing disenfranchisement beyond the boundaries of the organization through both functional and normative policies and programs. Based on recent ethics-HRM scholarship, we go beyond the typical business case approach to present a moral argument based in utilitarian and universal theoretical perspectives for why employers should seek to mitigate the impact of George et al.'s (2016) four societal barriers that lead to disenfranchisement. We build a 2 × 3 matrix model based on HRM's societal support role (<span>Podgorodnichenko, Edgar, & McAndrew, 2020</span>), as well as pictorial models, that provides practical recommendations related to the HRM responsibility areas of staffing, compensation, and training and development designed to prevent disenfranchisement.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100965"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42195669","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: 1

Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals 监禁后的工作:一个综合框架前和雇用后的经验，前监禁的人

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 Epub Date: 2023-03-21 DOI: 10.1016/j.hrmr.2023.100966

D.C. De La Haye , Shanna R. Daniels , Aneika L. Simmons

{"title":"Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals","authors":"D.C. De La Haye , Shanna R. Daniels , Aneika L. Simmons","doi":"10.1016/j.hrmr.2023.100966","DOIUrl":"10.1016/j.hrmr.2023.100966","url":null,"abstract":"<div><p>In this paper, we review literature that examines employment outcomes for people with histories of incarceration. Previous research on formerly incarcerated individuals (FIIs) has highlighted almost exclusively the implications of the selection process and their stigmatization. The current paper provides insight on the experiences of FIIs navigating stigma during the job search process and while at work. Using 136 articles published from 2012 to 2022, we seek to offer a theoretical framework synthesizing and integrating research from several disciplines. First, we model the process of applying for and maintaining employment, from both the applicant's and employers' perspectives. Second, we identify key moderators at the individual and contextual level that influence FIIs' pre-and post-employment experiences. Third, we highlight significant knowledge gaps that are especially salient for human resource management scholars and propose future research directions. Finally, the paper concludes with a discussion of contributions to theory and research and practical implications.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 3","pages":"Article 100966"},"PeriodicalIF":11.4,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41544826","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

To the victor belong the spoils? A theoretical investigation of star employee hierarchies 战利品属于胜利者？明星员工等级制度的理论研究

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-09-01 Epub Date: 2023-05-25 DOI: 10.1016/j.hrmr.2023.100970

John T. Bush , Jinhee Moon

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 Epub Date: 2022-08-26 DOI: 10.1016/j.hrmr.2022.100930

Jakob Lauring, Charlotte Jonasson

引用次数: 3

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 Epub Date: 2022-09-23 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

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 Epub Date: 2022-12-15 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

Gaining feedback acceptance: Leader-member attachment style and psychological safety 获得反馈接受:领导成员依恋类型与心理安全

IF 11.4 1区管理学

Human Resource Management Review Pub Date : 2023-06-01 Epub Date: 2023-01-25 DOI: 10.1016/j.hrmr.2023.100953

Manuel London , Judith Volmer , Jetmir Zyberaj , Avraham N. Kluger

{"title":"Gaining feedback acceptance: Leader-member attachment style and psychological safety","authors":"Manuel London , Judith Volmer , Jetmir Zyberaj , Avraham N. Kluger","doi":"10.1016/j.hrmr.2023.100953","DOIUrl":"10.1016/j.hrmr.2023.100953","url":null,"abstract":"<div><p>This conceptual article develops a model of how attachment style affects how leaders give feedback and members' react to it. Drawing on attachment theory, we propose that leaders whose trait attachment style is grounded in a desire for security are likely to deliver feedback that is constructive—that is, specific, frequent, timely, behavioral, and future-focused expressed in a way that establishes psychological safety. Leaders who have an anxious attachment style do not want to give members unfavorable feedback that may cause a negative reaction. Leaders who avoid attachment are likely to present little feedback or present unfavorable feedback in a manner that is not constructive—potentially blunt and ego-threatening. Our model also predicts that team members' trait attachment style influences their feedback acceptance mediated by their feelings of psychological safety, with secure attachment style members benefiting most from constructive feedback. Further, we consider how the match (or mismatch) in attachment style between the leader and member influences their reactions to each other as the leader offers feedback and the member reacts. This has implications for assessing the fit between the leader's and team member's attachment styles and designing HR interventions for more constructive feedback and positive reactions.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"33 2","pages":"Article 100953"},"PeriodicalIF":11.4,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44770151","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: 1

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 Epub Date: 2022-12-27 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