Human Resource Management最新文献

Enacting people analytics: Exploring the direct and complementary effects of analytical and storytelling skills 实施人员分析：探索分析和讲故事技能的直接和互补效果

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-09-07 DOI: 10.1002/hrm.22194

Steven McCartney, Na Fu

{"title":"Enacting people analytics: Exploring the direct and complementary effects of analytical and storytelling skills","authors":"Steven McCartney, Na Fu","doi":"10.1002/hrm.22194","DOIUrl":"10.1002/hrm.22194","url":null,"abstract":"Although research identifies analytical and storytelling skills as the two broad human capital inputs required to perform people analytics, further research is required to better understand how People Analysts that is, the enactors of people analytics, perceive the impact of these skills on their performance. Accordingly, this study draws on the human capital resource (HCR) and HCR complementarity frameworks to investigate the individual and collective impact of analytical and storytelling skills on People Analysts perceived job performance. A mixed-method sequential explanatory research design is adopted, finding mixed results. Consistent with existing research, results from Phase 1 find People Analysts perceive storytelling skills to be positively associated with their job performance. However, contrary to existing claims, the findings reveal that analytical skills are only perceived to be significant in influencing People Analysts job performance when combined with storytelling skills, supporting a complementarity HCR relationship. To further explain the findings from Phase 1, Phase 2 involved collecting data from 50 people analytics professionals via semi-structured interviews. Results from the thematic analysis reinforce the survey findings while also illustrating that People Analysts perceive the complementarity relationship between analytical and storytelling skills as important for improving job performance. Accordingly, we argue that debate in this area should be reframed to acknowledge the necessity of complementarities in building people analytics capabilities.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"187-205"},"PeriodicalIF":6.6,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22194","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49386174","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Correction to “Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values” 更正“绿色人力资源管理实践对员工工作场所绿色行为的影响：心理绿色气候和员工绿色价值观的作用”

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-30 DOI: 10.1002/hrm.22193

{"title":"Correction to “Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values”","authors":"","doi":"10.1002/hrm.22193","DOIUrl":"10.1002/hrm.22193","url":null,"abstract":"Dumont, J., Shen, J. and Deng, X. (2017), Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. Hum Resour Manage, 56: 613–627. https://doi.org/10.1002/hrm.21792On P.619: in-role and extra-role green behavior is measured using the respective five and six-item scales (instead of three-item scales) developed by Bissing-Olson, Iyer, Fielding, and Zacher (2013). On P.620: CFI = 0.92 and TFI = 0.91 for the four-factor model instead of CFI = 0.86 and IFI = 0.86. On P.621: the partial mediation (χ2 = 398.032, df = 166, RMSEA = 0.06, CFI = 0.97, TLI =0.97) fitted slightly better than the full-mediation model (χ2 = 451.139, df = 167, RMSEA = 0.07, CFI = 0.96, TLI =0.95) for in-role behavior. The partial mediation (χ2 = 430.859, df = 186, RMSEA = 0.058, CFI = 0.97, TLI =0.97) is not significantly better than the full-mediation model (χ2 = 433.279, df = 187, RMSEA = 0.058, CFI = 0.97, TLI =0.96) for extra-role behavior. When the CVs are included, the main effects of green HRM were found to be significant for both in-role green behavior (β = 0.30, p < 0.01) and extra-role green behavior (β = 0.19, p < 0.01).We apologize unreservedly for this error.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"159"},"PeriodicalIF":6.6,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22193","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41292250","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Answerable for what? The role of accountability focus in line manager HR implementation 对什么负责?问责制在直线经理人力资源执行中的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-24 DOI: 10.1002/hrm.22189

Rebecca Hewett, David Sikora, Jeremy Brees, Rowan Moelijker

{"title":"Answerable for what? The role of accountability focus in line manager HR implementation","authors":"Rebecca Hewett, David Sikora, Jeremy Brees, Rowan Moelijker","doi":"10.1002/hrm.22189","DOIUrl":"10.1002/hrm.22189","url":null,"abstract":"Line managers are often responsible for implementing HR practices in organizations. Why do some line managers implement HR practices as intended while others do not? We draw on the concept of accountability focus to highlight that managers' HR implementation behavior is driven by what they feel accountable for, and we examine how accountability focus is shaped by characteristics of managers' role. We test our theoretical model across two field studies: a three-wave survey with managers and a study with dyads of managers and employees. When managers experienced more autonomy in their HR role, they felt more accountable for outcomes and were less likely to implement HR practices, but this was mitigated when managers also felt competent in their HR responsibilities. More competent managers felt more accountable for processes and in turn were more likely to implement HR practices, which positively related to employees' discretionary effort. Our findings highlight boundaries to managerial autonomy, and theoretical insights about the motivational mechanisms, which drive HR implementation, with implications for employees. We contribute to theory on managerial accountability by elaborating the nomological net of accountability focus and, by developing a measurement scale through several pilot studies, provide opportunities for further research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"165-185"},"PeriodicalIF":6.6,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22189","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46694801","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Delayed pay and employee turnover: The buffering role of pay-for-performance 延迟薪酬与员工流动:绩效薪酬的缓冲作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-23 DOI: 10.1002/hrm.22191

Kong Zhou, Ying Xia, Guanglei Zhang, Wei He, Kaifeng Jiang

{"title":"Delayed pay and employee turnover: The buffering role of pay-for-performance","authors":"Kong Zhou, Ying Xia, Guanglei Zhang, Wei He, Kaifeng Jiang","doi":"10.1002/hrm.22191","DOIUrl":"10.1002/hrm.22191","url":null,"abstract":"In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID-19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay-for-performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"121-139"},"PeriodicalIF":6.6,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48489119","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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 skills-matching perspective on talent management: Developing strategic agility 人才管理的技能匹配视角:发展战略敏捷性

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-23 DOI: 10.1002/hrm.22192

Stefan Jooss, David G. Collings, John McMackin, Michael Dickmann

{"title":"A skills-matching perspective on talent management: Developing strategic agility","authors":"Stefan Jooss, David G. Collings, John McMackin, Michael Dickmann","doi":"10.1002/hrm.22192","DOIUrl":"10.1002/hrm.22192","url":null,"abstract":"Despite two decades of evolution as an area of research and practice, talent management faces ongoing criticism for being overly static in its approach, offering little in terms of enabling strategic agility. This is problematic as organizations increasingly rely on strategic agility to manage their dynamic business operations. Drawing on matching theory and adopting an agility lens, we explore the link between talent management and strategic agility. Through a qualitative research design, encompassing 34 interviews in 15 organizations, we explicate a skills-matching perspective on talent management, including initial and dynamic skills-matching in external and internal labor markets. Through this process, organizations can build a set of dynamic capabilities, underlying two meta-capabilities, strategic sensitivity and resource fluidity, which enable strategic agility. In doing so, we portray skills-matching as an illustration of a processual view on talent management and create a model of developing strategic agility through skills-matching, responsive to external and internal demands.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"141-157"},"PeriodicalIF":6.6,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22192","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41858263","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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 rise of the human capital industry and its implications for research 人力资本产业的兴起及其对研究的启示

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-23 DOI: 10.1002/hrm.22190

Peter Cappelli, Shoshana Schwartz

引用次数: 0

The scholarly impact of diversity research 多样性研究的学术影响

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-22 DOI: 10.1002/hrm.22188

Thomas W. H. Ng

引用次数: 0

Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer 超越雇主品牌内容:雇主品牌过程属性在理解员工对雇主的反应中的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-20 DOI: 10.1002/hrm.22187

Hira Kanwal, Greet Van Hoye

{"title":"Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer","authors":"Hira Kanwal, Greet Van Hoye","doi":"10.1002/hrm.22187","DOIUrl":"10.1002/hrm.22187","url":null,"abstract":"Employees play a central role in organizational functioning and representation. HR managers thus strive to create an attractive employer image that stimulates employees' attachment and ambassadorship. However, presently, there is limited research about how employees perceive and react toward their organization's employer brand. More importantly, the studies available have focused on content attributes only (i.e., instrumental and symbolic image dimensions). This has resulted in limited (content-based) understanding of the construct and failure to incorporate its branding-related aspects (process attributes) which represent the crux of employer branding theory. Thus, using the HRM system strength theory and employer branding literature, this article examines three process characteristics (i.e., employer brand distinctiveness, consistency, and consensus) vis-à-vis instrumental and symbolic content attributes to understand employee reactions (i.e., employer attractiveness, organizational identification, and employee ambassadorship). Data were collected at two times through Prolific Academic with 254 UK and US employees. Results suggest that employer brand process attributes are valuable sources to enhance employees' identification with their organization. Moreover, distinctiveness and consistency seem especially instrumental in enhancing employees' attractiveness perceptions and display of positive ambassadorship. In addition, the process attributes explain significant incremental and unique variance beyond content attributes in employee reactions.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"67-86"},"PeriodicalIF":6.6,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44543521","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Profiles of diversity and inclusion motivation: Toward an employee-centered understanding of why employees put effort into inclusion and exclusion 多样性和包容动机的概况:以员工为中心理解员工为什么努力融入和排斥

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-20 DOI: 10.1002/hrm.22186

Niamh E. A. Dawson, Stacey L. Parker, Tyler G. Okimoto

{"title":"Profiles of diversity and inclusion motivation: Toward an employee-centered understanding of why employees put effort into inclusion and exclusion","authors":"Niamh E. A. Dawson, Stacey L. Parker, Tyler G. Okimoto","doi":"10.1002/hrm.22186","DOIUrl":"10.1002/hrm.22186","url":null,"abstract":"Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence-based approaches in understanding how employees enact D&I goals. Drawing on self-determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion-supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"45-66"},"PeriodicalIF":6.6,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22186","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41769741","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Creation of the algorithmic management questionnaire: A six-phase scale development process 算法管理问卷的创建:一个六阶段量表开发过程

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-16 DOI: 10.1002/hrm.22185

Xavier Parent-Rocheleau, Sharon K. Parker, Antoine Bujold, Marie-Claude Gaudet

{"title":"Creation of the algorithmic management questionnaire: A six-phase scale development process","authors":"Xavier Parent-Rocheleau, Sharon K. Parker, Antoine Bujold, Marie-Claude Gaudet","doi":"10.1002/hrm.22185","DOIUrl":"10.1002/hrm.22185","url":null,"abstract":"There is an increasing body of research on algorithmic management (AM), but the field lacks measurement tools to capture workers' experiences of this phenomenon. Based on existing literature, we developed and validated the algorithmic management questionnaire (AMQ) to measure the perceptions of workers regarding their level of exposure to AM. Across three samples (overall n = 1332 gig workers), we show the content, factorial, discriminant, convergent, and predictive validity of the scale. The final 20-item scale assesses workers' perceived level of exposure to algorithmic: monitoring, goal setting, scheduling, performance rating, and compensation. These dimensions formed a higher order construct assessing overall exposure to algorithmic management, which was found to be, as expected, negatively related to the work characteristics of job autonomy and job complexity and, indirectly, to work engagement. Supplementary analyses revealed that perceptions of exposure to AM reflect the objective presence of AM dimensions beyond individual variations in exposure. Overall, the results suggest the suitability of the AMQ to assess workers' perceived exposure to algorithmic management, which paves the way for further research on the impacts of these rapidly accelerating systems.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"25-44"},"PeriodicalIF":6.6,"publicationDate":"2023-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22185","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44330013","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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