Human Resource Management最新文献_第10页

Algorithmic HRM control in the gig economy: The app-worker perspective 零工经济中的算法人力资源管理控制：应用工作者视角

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-20 DOI: 10.1002/hrm.22168

James Duggan, Ronan Carbery, Anthony McDonnell, Ultan Sherman

{"title":"Algorithmic HRM control in the gig economy: The app-worker perspective","authors":"James Duggan, Ronan Carbery, Anthony McDonnell, Ultan Sherman","doi":"10.1002/hrm.22168","DOIUrl":"10.1002/hrm.22168","url":null,"abstract":"Work in the gig economy is championed by platform organizations as affording individuals the flexibility to decide when, where, and how much they wish to work. The reality is more complex. In app-based gig work, we propose the concept of “algorithmic HRM control,” which acts as an omnipresent and distinctive control system that differs from traditional forms of control in two significant ways: first, the reliance upon, and pervasiveness of, algorithmic technologies in its enactment; and second, the substantial direct and indirect influence of non-organizational parties in controlling workers. Through a qualitative research design, this article delineates the scope of algorithmic HRM control in allocating and coordinating tasks, managing performance and rewards, and aligning the actions of workers with organizational objectives. Our analysis also unpacks the rigidity and complexities of the control system, as experienced by workers, and the influential role of non-organizational parties in exerting unique, distinct forms of control. In so doing, we build upon emerging research on the duality of algorithmic HRM by revealing the inherent flaws or challenges from the perspective of the most central party—the gig worker. While output-oriented control is pervasive, process and normative control elements are also found to exist in some scenarios, creating significant concerns for workers.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"883-899"},"PeriodicalIF":6.6,"publicationDate":"2023-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41738179","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

Work-role overload, work–life conflict, and perceived career plateau: The moderating role of emotional stability 工作-角色过载、工作-生活冲突和感知的职业平台：情绪稳定的调节作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-19 DOI: 10.1002/hrm.22167

Meng-Long Huo, Zhou Jiang

{"title":"Work-role overload, work–life conflict, and perceived career plateau: The moderating role of emotional stability","authors":"Meng-Long Huo, Zhou Jiang","doi":"10.1002/hrm.22167","DOIUrl":"10.1002/hrm.22167","url":null,"abstract":"As perceived career plateau is a prevalent but undesirable state which is harmful to employees and organizations, human resource management (HRM) research has devoted efforts to exploring ways of managing it. However, to date, research has largely been limited to variables that reduce perceived career plateau. There is a need to understand what factors increase these perceptions and how/when they do so, to advance theoretical and practical perspectives. This study contributes to the career plateau literature by investigating how and under what conditions work-role overload can increase employees' perceived career plateau (hierarchical and job content plateaus). Based on a three-wave survey of employees from the service sector of China, we found that work-role overload interacted with employees' trait emotional stability and affected their work–life conflict, which had downstream implications on the two types of perceived career plateaus. Specifically, work-role overload related positively to work–life conflict only when employees had a high (versus low) level of emotional stability. Also, work–life conflict mediated the effects of work-role overload on perceived hierarchical and job content plateaus for employees with high, but not for those with low, emotional stability. These findings provide new insights into how, by taking into account stressful work contexts and individual differences, HRM professionals may intervene to prevent employees from perceiving career plateau.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"867-882"},"PeriodicalIF":6.6,"publicationDate":"2023-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48780026","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

Backlashes or boosts? The role of warmth and gender in relational uncertainty reductions 反弹还是提升?温暖度和性别在关系不确定性降低中的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-01 DOI: 10.1002/hrm.22166

Rebecca L. Mitchell, James G. Matusik, Russell E. Johnson

{"title":"Backlashes or boosts? The role of warmth and gender in relational uncertainty reductions","authors":"Rebecca L. Mitchell, James G. Matusik, Russell E. Johnson","doi":"10.1002/hrm.22166","DOIUrl":"10.1002/hrm.22166","url":null,"abstract":"Both men and women who violate gender stereotypes incur backlashes, or penalties, for these transgressions. However, men who engage in warm, communal behaviors occasionally receive a boost (or benefit) for this female-stereotyped behavior. To understand how and why warmth and gender interact to predict backlashes or boosts, we integrate uncertainty reduction theory with the stereotype content model and examine warmth by gender interactions. In our first study (a field examination of job seekers), we find that men receive a boost in hireability (i.e., an increased likelihood of obtaining a job offer) for exhibiting gender incongruent (i.e., high) levels of warmth, but women do not receive a backlash in hireability for exhibiting gender incongruent (i.e., low) levels of warmth. In our second study (a laboratory experiment), we replicate and extend these findings by elucidating why they occur: warmth reduces relational uncertainty for male, but not female, applicants. In our third study (another laboratory experiment), we again replicate and extend our findings by identifying when these effects are stronger: in male-dominated roles. Our investigation suggests that the valence of the gender stereotype violation matters when it comes to hiring decisions. Indeed, we find that displaying warmth appears to promote, rather than impede, career outcomes for men.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"851-865"},"PeriodicalIF":6.6,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43800142","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

Gender-ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction 工作-家庭动态中的性别-种族交叉变化：家庭对工作的干扰、内疚感和工作满意度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-03-29 DOI: 10.1002/hrm.22165

Seonyoung Hwang, Kim Hoque

{"title":"Gender-ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction","authors":"Seonyoung Hwang, Kim Hoque","doi":"10.1002/hrm.22165","DOIUrl":"10.1002/hrm.22165","url":null,"abstract":"Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family-related guilt stemming from work interference with family, rather than job-related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job-related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5-day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job-related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within-group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"833-850"},"PeriodicalIF":6.6,"publicationDate":"2023-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46276416","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: 2

When firms adopt sustainable human resource management: A fuzzy-set analysis 企业采用可持续人力资源管理:模糊集分析

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-02-15 DOI: 10.1002/hrm.22164

Junyun Jia, Shuo Yuan, Li-Qun Wei, Guiyao Tang

{"title":"When firms adopt sustainable human resource management: A fuzzy-set analysis","authors":"Junyun Jia, Shuo Yuan, Li-Qun Wei, Guiyao Tang","doi":"10.1002/hrm.22164","DOIUrl":"10.1002/hrm.22164","url":null,"abstract":"Sustainable human resource management (HRM) is critical to sustainable corporate development. However, there is little systematic research examining the determinants of sustainable HRM adoption. We fill this void by identifying and introducing a configurational approach to examine when firms adopt sustainable HRM. Based on institutional theory, we develop a typology of institutional contexts associated with sustainable HRM adoption. We posit that institutional conditions in configuration facilitate firms' adoption of sustainable HRM. Thus, we hypothesize a primary institutional configuration where institutional support, institutional quality, and institutional infrastructure combine to promote the adoption of sustainable HRM. We further propose alternative types of configurations conducive to the adoption of sustainable HRM by introducing two organizational conditions: strategic leadership support and resource slack. A fuzzy-set qualitative comparative analysis on data from 57 cases in China supports our hypotheses. We find that the combination of institutional conditions promotes the adoption of highly sustainable HRM, and the two alternative types provide functional substitutes for the primary type: (a) strategic leadership support substitutes for the combination of institutional support and institutional infrastructure, and (b) resource slack substitutes for institutional infrastructure. We build an institutional configurational model to advance a holistic understanding of the theoretical drivers of sustainable HRM, contributing to the research on sustainable HRM, institutional theory, leadership, and resource slack.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 3","pages":"283-305"},"PeriodicalIF":6.6,"publicationDate":"2023-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45979139","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: 1

Strategic human resource management in the context of environmental crises: A COVID-19 test 环境危机背景下的战略人力资源管理:COVID - 19测试

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-23 DOI: 10.1002/hrm.22162

Dana B. Minbaeva, Steen E. Navrbjerg

引用次数: 3

Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions 远程工作中关系协调的有效沟通：工作特征和人力资源实践如何塑造用户-技术互动

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-20 DOI: 10.1002/hrm.22161

Christina Fuchs, Astrid Reichel

{"title":"Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions","authors":"Christina Fuchs, Astrid Reichel","doi":"10.1002/hrm.22161","DOIUrl":"https://doi.org/10.1002/hrm.22161","url":null,"abstract":"The theory of relational coordination holds that frequent, timely, accurate, and problem-solving communication positively interacts with relationships of mutual respect, shared goals, and shared knowledge to support effective work coordination. With increasing numbers of employees working remotely, Advanced Communication Technologies (ACTs) are crucial for enabling the communication necessary for relational coordination. To investigate how organizations can maintain effective communication between employees in remote work settings, we conducted 47 interviews across multiple organizations. We find that users enact different affordances, that is, action possibilities, of the same material features of an ACT. Enacting these affordances supports frequent, timely, accurate, and problem-solving communication when working remotely. Which affordances users enact varies systematically with job characteristics. Specifically, users whose jobs have high levels of task variety, autonomy, creative problem solving, and interdependence across teams enact more of the affordances that enable effective communication. Comprehensive ACTs that integrate all communication features into one technology and rules requesting the company-wide exclusive interaction with this ACT strengthen the relationship between users' job characteristics and affordance enactment. Our findings show that it is important to involve HRM from the outset so that, in close cooperation with IT, a system can be found that—supported by suitable sets of rules—enables effective communication.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 4","pages":"511-528"},"PeriodicalIF":6.6,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22161","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50138868","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: 2

Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions 远程工作中关系协调的有效沟通:工作特征和人力资源实践如何塑造用户-技术交互

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-20 DOI: 10.1002/hrm.22161

Christina Fuchs, A. Reichel

引用次数: 1

Looking up and fitting in: Team leaders' and members' behaviors and attitudes toward the environment in an MNC 正视和融入：跨国公司团队领导者和成员对环境的行为和态度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-18 DOI: 10.1002/hrm.22163

Paul Baldassari, Sophie Eberhard, Yuan Jiang, Michael Muller-Camen, Lisa Obereder, Michael Schiffinger, Raik Thiele

{"title":"Looking up and fitting in: Team leaders' and members' behaviors and attitudes toward the environment in an MNC","authors":"Paul Baldassari, Sophie Eberhard, Yuan Jiang, Michael Muller-Camen, Lisa Obereder, Michael Schiffinger, Raik Thiele","doi":"10.1002/hrm.22163","DOIUrl":"10.1002/hrm.22163","url":null,"abstract":"As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 3","pages":"267-282"},"PeriodicalIF":6.6,"publicationDate":"2023-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22163","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46746047","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: 1

High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification 高绩效工作系统与员工心理健康：心理赋权、工作角色过载和组织认同的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-23 DOI: 10.1002/hrm.22160

Kyoung Yong Kim, Jake G. Messersmith, Jenna R. Pieper, Kibok Baik, Sherry (Qiang) Fu

{"title":"High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification","authors":"Kyoung Yong Kim, Jake G. Messersmith, Jenna R. Pieper, Kibok Baik, Sherry (Qiang) Fu","doi":"10.1002/hrm.22160","DOIUrl":"10.1002/hrm.22160","url":null,"abstract":"Employee mental health is a central issue in today's global workplace. This paper analyzes the effect of high performance work systems (HPWSs) on employee mental health. We integrate HPWS concepts with job demands-resources (JD-R) theory to examine competing theoretical perspectives—a positive HPWS influence and a negative HPWS influence on employee mental health. We examine employees' perceptions of psychological empowerment as an indicator of the motivational pathway of the JD-R and work-role overload as an indicator of the strain pathway to explain the differential effect of HPWSs on mental health. We also incorporate organizational identification theory to demonstrate how one's identification with the organization can either accentuate or attenuate feelings of both psychological empowerment and work-role overload. Findings from a study of 999 employees in 174 South Korean organizations indicate that HPWSs are positively associated with employee mental health via employee perceptions of empowerment and that HPWSs are negatively associated with employee mental health through perceptions of work-role overload. Furthermore, the study finds that organizational identification attenuates the relationship between HPWS and both empowerment and overload. Practice-level post hoc analyses also reveal that the job design characteristics, pay level, and participative decision-making are linked to empowerment. In addition, participative decision-making is most strongly associated with work overload.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"791-810"},"PeriodicalIF":6.6,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43946186","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: 2