Human Resource Management最新文献

Tech-Enabled Inclusion: Leveraging Social Media to Empower Neurodivergent Employees in the Workplace 技术支持的包容：利用社交媒体来增强工作场所神经分化员工的能力

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-06 DOI: 10.1002/hrm.22290

Maria Khan, Xi Wen (Carys) Chan, Hongmin Yan, Sudong Shang

{"title":"Tech-Enabled Inclusion: Leveraging Social Media to Empower Neurodivergent Employees in the Workplace","authors":"Maria Khan, Xi Wen (Carys) Chan, Hongmin Yan, Sudong Shang","doi":"10.1002/hrm.22290","DOIUrl":"https://doi.org/10.1002/hrm.22290","url":null,"abstract":"Neurodivergent employees (NDEs) are characterized by different neurological profiles, including but not limited to autism, attention deficit hyperactivity disorder, and Tourette syndrome, face underrepresentation, and undervaluation at work. This review employs the technology affordance lens and a diversity and inclusion model to explore how social media (SM) can facilitate the inclusion of NDEs. We propose a technology-inclusion framework as a foundation for future model testing by delineating the key variables and relationships at play. A narrative review is adopted to discuss our findings derived from a comprehensive search of relevant literature, which yielded 41 journal articles and five book chapters. We employed thematic analysis, facilitated by ATLAS.ti's artificial intelligence coding function, to critically review and analyze the shortlisted articles through a rigorous, iterative process. Our framework highlights three pathways (NDE-related, leader-related, and peer-related) that discuss the combination of SM affordances enhancing and inhibiting the inclusion of NDEs. In particular, SM affordances can build inclusion by enhancing self-efficacy and a sense of empowerment, facilitating accessible communication, and connection. However, privacy and personal safety concerns explain why SM affordances sometimes undermine inclusion. Likewise, pathways related to supervisory support, and increased interactions and support from peers highlight the role of leaders and peers in translating SM affordances to NDEs' inclusion. We emphasize that leveraging SM applications, understanding NDEs' specific needs, and fostering an inclusive culture starting from organizational leadership can significantly contribute to promoting inclusion and support for NDEs in the workplace.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"901-917"},"PeriodicalIF":6.0,"publicationDate":"2025-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22290","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143926010","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

Using Practice Employment Tests in Recruitment and Selection to Equalize Preparation Opportunities 在招聘和选拔中使用实习就业测试来平衡准备机会

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-05 DOI: 10.1002/hrm.22287

Emily D. Campion, Michael A. Campion

{"title":"Using Practice Employment Tests in Recruitment and Selection to Equalize Preparation Opportunities","authors":"Emily D. Campion, Michael A. Campion","doi":"10.1002/hrm.22287","DOIUrl":"https://doi.org/10.1002/hrm.22287","url":null,"abstract":"Human resources (HR) managers struggle to manage the adverse impact-validity tradeoff where some of the most predictive and affordable hiring procedures, such as mental ability tests, often result in lower hiring rates for racioethnic minority subgroups of candidates, thus creating legal risks due to anti-discrimination laws. In this study, we examine whether employer-sponsored practice testing will reduce subgroup differences in test performance by offering an equalizing preparation opportunity framework based on the tenant of access, including access to information and opportunities to perform. In a large diverse sample in an operational selection context (Npractice test = 29,626; Nactual test = 18,408; Nboth = 5078), we found that candidates who took the practice test scored higher on the actual tests than those who did not. All candidates benefitted by receiving an accurate estimate of passing the actual test and increasing their likelihood of applying. Further, racioethnic minorities realized greater score gains than racial non-minorities, thereby reducing subgroup mean differences and subsequent adverse impact. The results were supportive for all major racioethnic minority subgroups (Asians, Blacks or African Americans, and Hispanics), and effect sizes were meaningfully large. Finally, we examined differences in other preparation tactics (e.g., gaining additional experience, using study guides) and found that racioethnic minorities were likely to use some tactics more than racioethnic non-minorities, but not the most predictive tactics. We conclude that HR managers should consider equalizing preparation opportunities, specifically practice testing, to help address the adverse impact-validity tradeoff by reducing impact without abandoning valid employment tests.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"879-899"},"PeriodicalIF":6.0,"publicationDate":"2025-02-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22287","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143926140","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

Anti-Violence Human Resource Management and Workplace Violence: Perspectives From Australian Aged Care Managers and Employees 反暴力人力资源管理和工作场所暴力：来自澳大利亚老年护理管理者和员工的观点

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-03 DOI: 10.1002/hrm.22289

Jillian Cavanagh, Patricia Pariona-Cabrera, Timothy Bartram, Hannah Meacham

{"title":"Anti-Violence Human Resource Management and Workplace Violence: Perspectives From Australian Aged Care Managers and Employees","authors":"Jillian Cavanagh, Patricia Pariona-Cabrera, Timothy Bartram, Hannah Meacham","doi":"10.1002/hrm.22289","DOIUrl":"https://doi.org/10.1002/hrm.22289","url":null,"abstract":"Incidents of workplace violence are commonplace against nurses and personal care assistants (PCAs) employed in aged care facilities. This article examines ways in which managers and human resource (HR) departments manage workplace violence. In this context, understanding anti-violence human resource management (HRM) practices and other ways in which incidents of violence are managed may have important implications for workforce sustainability. Greenwood and Freeman's [Greenwood, M., & Freeman, R. E. (2011). Ethics and HRM: The Contribution of Stakeholder Theory. Business & Professional Ethics Journal, 269–292.] conceptual model of employee engagement and “ethical” HRM underpins this study by focusing on stakeholder engagement and stakeholder agency. We take a qualitative approach to examine workplace violence in aged care facilities in Australia by conducting semi-structured interviews with 60 participants. We report on narratives of participants highlighting the unethical use of HRM as evidenced by a lack of anti-violence HRM in aged care facilities. To encourage greater workforce sustainability, we argue that HR departments and managers need to behave ethically and better support the management and mitigation of workplace violence against workers in aged care facilities. Our paper provides new theoretical and practical insights into understanding the role of stakeholder engagement and stakeholder agency, and the moral treatment of employees through the development of anti-violence HRM within the aged care context.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"861-877"},"PeriodicalIF":6.0,"publicationDate":"2025-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22289","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143925914","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

When Neurodiversity and Ethnicity Combine: Intersectional Stereotyping and Workplace Experiences of Neurodivergent Ethnic Minority Employees 当神经多样性和种族结合：神经发散性少数族裔员工的交叉刻板印象和工作经验

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-17 DOI: 10.1002/hrm.22286

Debora Gottardello, Thomas Calvard, Ji-Won Song

{"title":"When Neurodiversity and Ethnicity Combine: Intersectional Stereotyping and Workplace Experiences of Neurodivergent Ethnic Minority Employees","authors":"Debora Gottardello, Thomas Calvard, Ji-Won Song","doi":"10.1002/hrm.22286","DOIUrl":"https://doi.org/10.1002/hrm.22286","url":null,"abstract":"This study investigates the workplace experiences of 51 ethnic minority professionals who self-identify as neurodivergent, focusing specifically on the impact of intersectional stereotyping within organizations in the United Kingdom and United States. Drawing on models of intersectional stereotyping, the research explores how neurodivergent employees' racial or ethnic minority backgrounds influence their self-perceptions and experiences regarding prevailing stereotypes in professional environments. Semi-structured interviews reveal that neurodiversity intersects with ethnicity, to either amplify or mitigate prevailing stereotypes during recruitment, performance evaluations, and career progression. Specifically, for Black and Latinx professionals, neurodiversity intensifies pejorative assumptions, reinforcing deficit stereotypes, while for Asian participants, neurodiversity can contradict the “model minority” stereotype. Neurodivergent behaviors are often seen as cultural mismatches with dominant norms, leading individuals to employ identity management strategies for professional advancement. This study extends general HRM diversity and neurodiversity research agendas by elucidating salient intragroup differences at this intersection, expanding intersectional stereotyping literature to include neurodiversity, and underscoring the practical need for integrated organizational inclusion initiatives that address the complex interrelationships between ethnicity and neurodiversity.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"841-859"},"PeriodicalIF":6.0,"publicationDate":"2025-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22286","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143925956","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

Navigating the Talent Retention Puzzle: The Role of Workgroup Identification and On-the-Job Embeddedness 解决人才保留难题：工作组认同和在职嵌入的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-13 DOI: 10.1002/hrm.22279

Anna Sender, Marion Eberly

{"title":"Navigating the Talent Retention Puzzle: The Role of Workgroup Identification and On-the-Job Embeddedness","authors":"Anna Sender, Marion Eberly","doi":"10.1002/hrm.22279","DOIUrl":"https://doi.org/10.1002/hrm.22279","url":null,"abstract":"<div>\u0000 \u0000 Organizations implement talent management (TM) programs to improve retention. However, results are mixed on whether these programs reduce talent turnover. Applying the social identity theory, we predicted that talent nomination in a TM program reduces workgroup identification and increases turnover intention. We also hypothesized that on-the-job embeddedness mitigates this unintended effect. Our three-wave survey study, conducted over 2 years with 352 employees at a multinational machinery manufacturing company in China, included 45 employees recently identified as talents. Results showed that talents had lower workgroup identification than their non-talent peers, but this did not lead to higher turnover intention. We found that on-the-job embeddedness had a moderating role: talents with low embeddedness reported lower workgroup identification and higher turnover intention than non-talents, whereas those with high embeddedness showed no such difference. This study highlights that TM programs can prompt thoughts of leaving among talents; however, job embeddedness can buffer these negative effects.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"811-824"},"PeriodicalIF":6.0,"publicationDate":"2025-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143926183","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

The Signaling Effect of Biophilic Job Posts: Do Applicants Trade Green for Green? 亲生态职位的信号效应：申请人是否为绿色而交换绿色？

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-13 DOI: 10.1002/hrm.22285

Kimberly K. Merriman, Sarah A. Kostanski, Nabi Ebrahimi, Tamara A. Montag-Smit

{"title":"The Signaling Effect of Biophilic Job Posts: Do Applicants Trade Green for Green?","authors":"Kimberly K. Merriman, Sarah A. Kostanski, Nabi Ebrahimi, Tamara A. Montag-Smit","doi":"10.1002/hrm.22285","DOIUrl":"https://doi.org/10.1002/hrm.22285","url":null,"abstract":"Contemporary job postings increasingly rely on visual content to attract applicants through social media platforms, calling for scholarly attention to organizational aesthetics in recruitment. This study accordingly examines the signaling function of biophilic workspace design conveyed in job posts. We integrate theorizing on organizational aesthetics and biophilia with signaling theory to posit that biophilic job posts serve a dual signaling role as both a stimulus of signal attention by eliciting a visceral response and as a signaled source of credible information by evoking an evolutionary disposed cognitive interpretation. More specifically, we model pleasure and arousal as an indicator of stimulated attention, organizational attraction and the willingness to trade pay as evaluated responses to the signal, and attributions of communal organizational traits as an intervening interpretation of the signal—consistent with the role of symbolic attributes in prospective applicant evaluation of organizations. Three primary experiments largely support our predictions. Overall, this research extends the function of aesthetic signals to organizational signaling, validates organizational aesthetics as a stimulus of directed evaluation, and expands the scope of biophilic theory in organizational research. Findings also inform the practical question of whether biophilic job posts function as a non-pecuniary differentiator in recruitment.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"825-839"},"PeriodicalIF":6.0,"publicationDate":"2025-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22285","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143926184","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

Building Micro-Foundations for Positive Workplace Relationships: Validation of a Strategic Relational Human Resource Management Measure 建立积极职场关系的微观基础：战略性关系人力资源管理措施的验证

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-12 DOI: 10.1002/hrm.22282

Qian Zhang, Hao Gong, Can Ouyang, Jian Han, Alan M. Saks

{"title":"Building Micro-Foundations for Positive Workplace Relationships: Validation of a Strategic Relational Human Resource Management Measure","authors":"Qian Zhang, Hao Gong, Can Ouyang, Jian Han, Alan M. Saks","doi":"10.1002/hrm.22282","DOIUrl":"https://doi.org/10.1002/hrm.22282","url":null,"abstract":"A growing number of studies have recognized the pivotal role of relational Human Resource Management (HRM) systems in fostering positive interpersonal relationships in the workplace. These systems are tailored to fulfill specific relational objectives through collective-level mechanisms. However, there has been a notable neglect of strategies for establishing the general foundations of positive workplace relationships and the contributions of individual actors in relationship-building activities. Drawing upon the multilevel micro-foundational structure framework and strategic human capital theory, this study introduces and validates a new measure of strategic relational HRM (SRHRM) systems. This measure incorporates a set of interrelated HRM practices aimed at reinforcing individual employees' relational knowledge, skills, and abilities, which serve as micro-foundations for the development and maintenance of workplace relationships. Our methodology encompasses a meticulous validation process for the SRHRM measure. This involves employing four diverse samples from North America and Asia to assess its content validity, internal consistency, convergent and discriminant validity, as well as criterion-related validity. Our findings provide substantial support for the application of the SRHRM measure in future empirical investigations.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"793-810"},"PeriodicalIF":6.0,"publicationDate":"2025-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22282","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143925952","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

Breaking Through Only to Break up: A Cross-Country Analysis of the Speed of Advancement and Exit of Female Executives 突破只是为了分手：女性高管晋升与退出速度的跨国分析

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-12 DOI: 10.1002/hrm.22277

Esha Mendiratta, Shibashish Mukherjee, Jana D. R. Oehmichen

引用次数: 0

On the Folly of Rewarding Your Version of Performance: Signaling and the Double Empathy Problem in Pay-For-Performance Across Neurotypes 关于奖励你的表现的愚蠢：信号和双重共情问题在跨神经类型的绩效支付

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-07 DOI: 10.1002/hrm.22284

Samantha A. Conroy, Timothy J. Vogus

{"title":"On the Folly of Rewarding Your Version of Performance: Signaling and the Double Empathy Problem in Pay-For-Performance Across Neurotypes","authors":"Samantha A. Conroy, Timothy J. Vogus","doi":"10.1002/hrm.22284","DOIUrl":"https://doi.org/10.1002/hrm.22284","url":null,"abstract":"As many organizations have sought to increase their neurodiversity, they have tended to focus on human resource (HR) practices and programs for increasing representation, especially of autistic employees. There has been comparatively less attention regarding HR practices that relate to sustaining employment and fostering workplace performance for autistic employees. Sustaining employment is a particular challenge because the signals sent by HR practices and the neurotypical managers implementing them are often differently interpreted by autistic employees—the double empathy problem. As the pay practices and pay-for-performance (PFP) systems critical to retention and career advancement have increasingly broadened beyond objective assessments of task performance to include more subjective assessments and contextual performance, the double empathy problem can worsen leading to unintended negative consequences. We draw upon signaling theory to theorize how and when PFP worsens or mitigates the double empathy problem. Specifically, we develop a model and set of propositions that posit how the attributes of signals (observability, consistency, and frequency), the resulting shared relevance of signals, their effects on behavior, and managers' subsequent interpretations of employee behavior and performance form a cycle through which performance-reward signals tighten or loosen and, in turn, affect autistic employee well-being and turnover. We close by discussing how our model may apply to other forms of neurodivergence and implications for future research regarding the practices, signals, and interpretations that create or inhibit environments supportive of neurodiversity.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"753-767"},"PeriodicalIF":6.0,"publicationDate":"2025-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22284","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143925847","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

To Be or Not to Be Green? The Double-Edged Sword of Pro-Environmental Pressure in the Workplace 是环保还是不环保？职场环境压力的双刃剑

IF 6 2区管理学

Human Resource Management Pub Date : 2025-01-05 DOI: 10.1002/hrm.22273

Dan Yang, Kenneth S. Law, Guiyao Tang

{"title":"To Be or Not to Be Green? The Double-Edged Sword of Pro-Environmental Pressure in the Workplace","authors":"Dan Yang, Kenneth S. Law, Guiyao Tang","doi":"10.1002/hrm.22273","DOIUrl":"https://doi.org/10.1002/hrm.22273","url":null,"abstract":"<div>\u0000 \u0000 Contemporary organizations are paying greater attention to improving environmental sustainability. Recognizing the value of employee engagement in enhancing sustainability, organizations emphasize the involvement of employees in environmental protection. Academic literature and anecdotal evidence have suggested that employees may come to work with pressure to engage in pro-environmental behavior (PEB). However, researchers have overlooked how employees experience pro-environmental pressure, leaving fundamental questions unanswered in theory building. In this paper, we introduce the concept of pro-environmental pressure and examine the broader functioning of pro-environmental pressure at the individual level. Drawing on the transactional theory of stress, we elucidate how this pressure could be experienced as a double-edged sword that induces both positive and negative responses from employees. We first develop a scale of pro-environmental pressure and assess its psychometric properties. We then conduct a field study to test the theoretical model, arguing that individuals with different stress mindsets have divergent responses. Employees with a stress-is-enhancing mindset are likely to appraise pro-environmental pressure as a challenge, whereas employees with a stress-is-debilitating mindset are likely to appraise it as a threat. Our findings reveal that pro-environmental pressure could have both functional and dysfunctional implications depending on employee appraisals. When pro-environmental pressure is appraised as a challenge, employees use a problem-focused coping strategy and respond with positive behavioral reactions, including engagement in PEB and constructive green voice. However, when pro-environmental pressure is appraised as a threat, employees use an emotion-focused coping strategy and respond with negative behavioral reactions, including disengagement from PEB and destructive green voice. We discuss the theoretical and practical implications of our findings.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 3","pages":"655-677"},"PeriodicalIF":6.0,"publicationDate":"2025-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143926074","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