Personnel Review最新文献

{"title":"Mentoring global talent: an integrative review","authors":"Hui Zhang, Luciara Nardon","doi":"10.1108/pr-01-2024-0085","DOIUrl":"https://doi.org/10.1108/pr-01-2024-0085","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The international mentoring literature predominantly features traditional company-assigned expatriates as protégés overlooking other types of global talent, such as immigrants, refugees, and international graduates, who may help organizations gain long-term IHRM competitive advantages. We integrate multidisciplinary research to better understand the role of mentoring as a global talent management tool, identify research gaps, and propose future research directions.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We draw on an integrative review of 71 academic journal articles published between 1999 and 2024 to explore the role of mentoring in managing global talent (i.e. expatriates, immigrants, refugees, and international students and graduates).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We found that research has identified and examined relationships between various antecedents and outcomes of mentoring but mainly treating mentoring as a talent development tool. Less is known about the role of mentoring as a recruitment and selection tool in the pre-employment context. Mentoring is an important HRM tool that contributes to managing a global talent pool and developing existing employees.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The review contributes to a better understanding of the characteristics and processes involved in mentoring in a global context by proposing a framework that incorporates antecedents of mentoring, characteristics of the mentoring process, and mentoring outcomes. It highlights the value of mentoring as a recruitment and selection tool supporting global talent management and identifies avenues for future research.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142196647","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care","authors":"Timothy Bartram, Tse Leng Tham, Hannah Meacham, Beni Halvorsen, Patricia Pariona-Cabrera, Jillian Cavanagh, Peter Holland, Leila Afshari","doi":"10.1108/pr-07-2023-0562","DOIUrl":"https://doi.org/10.1108/pr-07-2023-0562","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Pre-pandemic research demonstrated the challenges of the nursing workforce and the provision of quality of patient care. Such challenges have been significantly intensified during the COVID-19 pandemic, not least in the workplace and fear of staff catching and transmitting COVID-19. We draw on conservation of resources (COR) theory to examine the impact of the fear of COVID-19 on nurses and the role of well-being-HRM (WBHRM) in negating the fear of COVID-19 and its impact on job stress and perceived quality of patient care.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We collected data from 260 nurses (treating COVID-19 patients) employed in US hospitals across two-waves. Data were analyzed using mediated regression and moderated mediation.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results indicated that when nurses report higher levels of fear of COVID-19, this translates into higher levels of nursing job stress. This, in turn, reduces nurses’ perceptions of quality of patient care they can provide. As previous research has found, decreased perceptions of quality of patient care is a significant factor driving intentions to leave the profession. The results demonstrated that WBHRM practices buffer the negative impact of fear of COVID-19 on job stress, and in turn, the perceived quality of patient care.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our paper contributes to new knowledge for healthcare managers on WBHRM bundles and their efficacy in buffering the effects of fear on job stress and quality of patient care. We contribute new knowledge on fear at work and how to manage employees’ fear through WBHRM practices.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142196649","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A temporal evolution of human resource management and technology research: a retrospective bibliometric analysis","authors":"Srumita Narzary, Upam Pushpak Makhecha, Pawan Budhwar, Ashish Malik, Satish Kumar","doi":"10.1108/pr-04-2023-0296","DOIUrl":"https://doi.org/10.1108/pr-04-2023-0296","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Research on human resource management (HRM) and technology has gained momentum recently. This review aims to create a bibliographic profile of the field of HRM and technology using bibliometric techniques, complemented by qualitative analysis, examining 239 articles published in the four key human resource (HR) journals.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>First, using VOSviewer software, we analysed the research productivity by identifying authors, journals and influential articles, followed by insights on research themes and their evolution. Next, integrating bibliometric and qualitative approaches, we conducted a hybrid inquiry of the field to analyse current theories, methods and variables.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The bibliometric analysis highlighted the intellectual structure, key themes and distinctive developments categorised under four temporal phases that have shaped research in this field. In addition, qualitative analysis presents significant theoretical perspectives, the methods employed and the nomological framework of variables.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our study advances the extant literature on HRM and technology by quantifying the leading bibliometric performance indicators complemented by qualitative evaluation of the field, which entails exploring the possible research strands and related trends that have emerged in the past two decades.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142196652","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model","authors":"Bilqees Ghani, Muhammad Abdur Rahman Malik, Khalid Rasheed Memon","doi":"10.1108/pr-10-2022-0707","DOIUrl":"https://doi.org/10.1108/pr-10-2022-0707","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Research on the underlying mechanisms that transfer the effects of performance appraisal (PA) on employees’ behaviors and intentions remains scarce. The social exchange view of performance appraisal can be a source of deeper understanding about these underlying mechanisms. This study aims to investigate how psychological empowerment (PE) and organizational commitment (OC) explain the link between performance appraisal and three important distal outcomes: voice behavior (VB), organizational citizenship behavior (OCB), and turnover intentions (TOI).</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The current study utilizes two wave – two source data from a sample of 250 employees and their supervisors from private organizations in Pakistan and tested the mediation model using SMART-PLS.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results demonstrated that organizational commitment mediated the effects of performance appraisal on VB, OCB, and TOI, whereas psychological empowerment mediated the effects of performance appraisal on VB and OCB. These results have significant implications for theory and practice.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study adopts the social exchange perspective to examine the mediation mechanisms linking PA with the three distal outcomes: VB, OCB and TOI. The paper identifies two novel mediators of PA – outcome relationship, i.e., psychological empowerment and organizational commitment.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142196650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Artificial intelligence-based virtual assistant and employee engagement: an empirical investigation","authors":"Debolina Dutta, Sushanta Kumar Mishra","doi":"10.1108/pr-03-2023-0263","DOIUrl":"https://doi.org/10.1108/pr-03-2023-0263","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Scholars have highlighted personal interactions between employees and their leaders in an increasingly distributed and hybrid work environment as an essential mechanism that engages employees toward organizational goals. Enhanced employee engagement significantly contributes to sustained organizational performance and growth. While Artificial Intelligence (AI) applications in the HR domain are increasing, research to understand the implication of AI-based virtual assistants on enabling trust and managing human resources is, at best, limited.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Drawing on the social response theory and the social exchange theory, and based on a multi-source, time-lagged field study spanning over ten months, we investigated the impact of AI-based virtual assistants on employee attitudes, namely perception of fairness and employee engagement.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The usage of AI-based virtual assistants is associated directly with employee engagement and indirectly through employees’ perceptions of fairness. While employees’ past performance moderates the relationship between perceived fairness and employee engagement, the interaction effect becomes non-significant with AI-based virtual assistants.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>Our study contributes to the emerging literature on AI-based virtual assistants in HRM and employee engagement. The virtual assistants’ use to enhance employee engagement emerges as an opportunity for task substitution and augmentation. Our study demonstrates that AI-based virtual assistants can enhance employee engagement and help build perceptions of fairness among employees.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>With the emerging importance of AI, there is an increasing interest in explaining human-computer interactions and their effect on employee engagement. Our study is among the early empirical studies examining the implications of AI-based virtual assistants on employee outcomes.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142196651","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How do proactive employees reduce work-family conflict? Examining the influence of flexible work arrangements","authors":"Yu-Shan Hsu, Yu-Ping Chen, Margaret A. Shaffer","doi":"10.1108/pr-09-2023-0750","DOIUrl":"https://doi.org/10.1108/pr-09-2023-0750","url":null,"abstract":"PurposeWe examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.Design/methodology/approachWe tested the model using survey data collected at two time points from 217 employees.FindingsProactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).Originality/valueWe expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919652","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How do proactive employees reduce work-family conflict? Examining the influence of flexible work arrangements","authors":"Yu-Shan Hsu, Yu-Ping Chen, Margaret A. Shaffer","doi":"10.1108/pr-09-2023-0750","DOIUrl":"https://doi.org/10.1108/pr-09-2023-0750","url":null,"abstract":"PurposeWe examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.Design/methodology/approachWe tested the model using survey data collected at two time points from 217 employees.FindingsProactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).Originality/valueWe expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141918993","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Labor market institutions and employee self-reported mental health","authors":"Gregory Lyon","doi":"10.1108/pr-11-2023-0957","DOIUrl":"https://doi.org/10.1108/pr-11-2023-0957","url":null,"abstract":"PurposeThe study draws on emerging research on declining employee mental health, particularly employees with low educational attainment, in human resource management (HRM) and health and tests whether labor market institutions are empirically associated with better mental health among workers from different educational backgrounds.Design/methodology/approachThis study draws on a large national sample of part- and full-time workers and models a conditional relationship between labor market institutions and employee self-rated mental health using ordinary least squares (OLS) models with fixed effects.FindingsThe findings indicate membership in a labor market institution such as a union is positively associated with improved employee mental health, but the relationship is moderated by educational attainment. Union membership is associated with better mental health among employees with low educational attainment and appears to bring these workers up to a level of mental health that is comparable to more highly educated workers, thereby reducing mental health inequality. However, union membership has no effect on the mental health of more highly educated employees.Originality/valueDespite the recognition that declining worker mental health presents challenges for workers, organizations and society, systematic empirical research on institutional mechanisms that may affect mental health is limited. This study draws on data of part- and full-time workers to model the relationship with a sample large enough to specify conditional models to account for heterogeneous relationships conditional on workers' educational attainment. The findings have important implications for our understanding of employee mental health, employment relations and institutional mechanisms to help workers and improve organizational performance.","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919176","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Labor market institutions and employee self-reported mental health","authors":"Gregory Lyon","doi":"10.1108/pr-11-2023-0957","DOIUrl":"https://doi.org/10.1108/pr-11-2023-0957","url":null,"abstract":"PurposeThe study draws on emerging research on declining employee mental health, particularly employees with low educational attainment, in human resource management (HRM) and health and tests whether labor market institutions are empirically associated with better mental health among workers from different educational backgrounds.Design/methodology/approachThis study draws on a large national sample of part- and full-time workers and models a conditional relationship between labor market institutions and employee self-rated mental health using ordinary least squares (OLS) models with fixed effects.FindingsThe findings indicate membership in a labor market institution such as a union is positively associated with improved employee mental health, but the relationship is moderated by educational attainment. Union membership is associated with better mental health among employees with low educational attainment and appears to bring these workers up to a level of mental health that is comparable to more highly educated workers, thereby reducing mental health inequality. However, union membership has no effect on the mental health of more highly educated employees.Originality/valueDespite the recognition that declining worker mental health presents challenges for workers, organizations and society, systematic empirical research on institutional mechanisms that may affect mental health is limited. This study draws on data of part- and full-time workers to model the relationship with a sample large enough to specify conditional models to account for heterogeneous relationships conditional on workers' educational attainment. The findings have important implications for our understanding of employee mental health, employment relations and institutional mechanisms to help workers and improve organizational performance.","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919429","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Increased demand for in-home aged care impeded by a lack of HRM supports for in-home care workers: a scoping review","authors":"Jillian Cavanagh, Hannah Meacham, Patricia Pariona-Cabrera, Timothy Bartram","doi":"10.1108/pr-08-2023-0642","DOIUrl":"https://doi.org/10.1108/pr-08-2023-0642","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of the scoping review is to develop understandings around the high demand for in-home healthcare for the aged and how to find ways to better support declining numbers of in-home care workers and healthcare professionals. The scoping review highlights the role of human resource management (HRM) in this sector.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This scoping review of literature takes a systematic approach to identify themes on the aged care sector and levels of support for in-home care. We map the literature from specific databases to find themes.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>It is important for HRM of aged care service providers to understand the key issues around homecare workers and healthcare professionals. There are key issues for stakeholders, such as clients’ health needs, organizations struggling to recruit and retain healthcare workers, and it is critical to know how such issues impact on clients and the healthcare workforce.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>There is a dearth of literature on in-home care for the aged, and therefore, we contribute to understandings about the competing pressures surrounding the demand for in-home care versus the declining number of homecare workers and professional healthcare workers in this sector. We highlight the lack of HRM support from aged care providers and the impact on homecare workers.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141880468","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}