Human Resource Management最新文献_第2页

From Apathy to Allyship: Does Discrimination Awareness Received From Cross-Race Friends Facilitate Racial Allyship at Work? 从冷漠到结盟：来自跨种族朋友的歧视意识会促进工作中的种族结盟吗？

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-16 DOI: 10.1002/hrm.22288

Belle Rose Ragins, Kyle Ehrhardt

{"title":"From Apathy to Allyship: Does Discrimination Awareness Received From Cross-Race Friends Facilitate Racial Allyship at Work?","authors":"Belle Rose Ragins, Kyle Ehrhardt","doi":"10.1002/hrm.22288","DOIUrl":"https://doi.org/10.1002/hrm.22288","url":null,"abstract":"Leveraging theories from the friendship, contact, and collective action literatures we examine the effects of a unique learning function of cross-race friendships—discrimination awareness—on workplace allyship. Using field and experimental designs, we found that this function of cross-race friendships creates a sense of moral outrage that motivates Whites to engage in and support allyship at work. This function predicted allyship behaviors and was resilient to ally risk, which reflects organizational sanctions for voicing concerns about racism. Robustness tests showed that other forms of interracial contact (positive/negative contact; residential, family, and work group diversity) had little effect on allyship and the effects of this friendship function held when we controlled for them. This function also contributed explanatory power beyond individual differences in race-related ideologies and personality traits, such as social dominance orientation and beliefs in the malleability of prejudice. The relationship lens offered here brings new theoretical traction to the field of allyship and illustrates the potential of cross-race friendships as sources of learning and agents for organizational change.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"965-994"},"PeriodicalIF":6.0,"publicationDate":"2025-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22288","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551245","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

How the Interplay Between Algorithmic HRM Systems Promotes Gig Workers' Self-Efficacy: The Role of Technostressors 算法人力资源管理系统之间的相互作用如何促进零工员工的自我效能感：技术压力源的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-15 DOI: 10.1002/hrm.22294

Changyu Wang, Tinghui Cong, Jianyu Chen

{"title":"How the Interplay Between Algorithmic HRM Systems Promotes Gig Workers' Self-Efficacy: The Role of Technostressors","authors":"Changyu Wang, Tinghui Cong, Jianyu Chen","doi":"10.1002/hrm.22294","DOIUrl":"https://doi.org/10.1002/hrm.22294","url":null,"abstract":"<div>\u0000 \u0000 The increasingly crucial algorithmic Human Resource Management (HRM) field is spawning two research streams: Algorithmic monitoring and algorithmic control. Yet, the conceptual differences and interplay between them have been largely confused and ignored in research and practice. This study clarifies their conceptual differences by exploring their interplay effect on gig workers' technostressors. Based on the stress and coping theory, a partial least squares structural equation modeling analysis by running data from 407 gig workers participating in a three-wave time-lagged survey was conducted. Results show that observational or interactional algorithmic monitoring hinders or promotes gig workers' self-efficacy via both challenge and threat technostressors, respectively. While enhancing the positive effect of interactional algorithmic monitoring on self-efficacy via threat technostressors, guiding algorithmic control attenuates the negative effect of observational algorithmic monitoring on self-efficacy via challenge and threat technostressors, which contrasts with prior algorithmic HRM literature considering algorithmic control as a universally “bad thing” by workers. These findings deepen the understanding of the algorithmic HRM realm by revealing the differences and interplay between algorithmic monitoring and algorithmic control. Operators should differentiate and synergize control and monitoring functions by emphasizing outcomes that the interplay between algorithmic HRM systems has on the workforce.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"943-963"},"PeriodicalIF":6.0,"publicationDate":"2025-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551099","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

“You Pretend to Pay Me; I Pretend to Work”: A Multi-Level Exploration of Quiet Quitting in the Greek Context “你假装付钱给我；“我假装工作”：希腊语境下安静辞职的多层次探索

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-11 DOI: 10.1002/hrm.22292

Andri Georgiadou, Paraskevas Vezyridis, Niki Glaveli

{"title":"“You Pretend to Pay Me; I Pretend to Work”: A Multi-Level Exploration of Quiet Quitting in the Greek Context","authors":"Andri Georgiadou, Paraskevas Vezyridis, Niki Glaveli","doi":"10.1002/hrm.22292","DOIUrl":"https://doi.org/10.1002/hrm.22292","url":null,"abstract":"This study explores quiet quitting—a distinct form of workplace withdrawal—in the Greek context, adopting a multilevel approach to understand how cultural, institutional and individual factors shape this emerging phenomenon. Drawing upon relevant literature, we investigate the macro, meso-organizational, and micro-individual level factors that shape the emergence and persistence of quiet quitting. Through a qualitative, interview-based methodology, we engage with a diverse sample of Greek Human Resource (HR) managers to capture their perceptions and lived experiences of the factors that contribute to quiet quitting. Our findings highlight the complex interplay between societal shifts, cultural norms, organizational practices, and individual coping mechanisms that give rise to and sustain quiet quitting behaviors. We propose a conceptual framework that situates quiet quitting within the unique socio-cultural, economic, and institutional realities of the Greek context. This framework reveals how quiet quitting manifests as a dynamic process, initiated by psychological contract breaches and perpetuated through cycles of emotional exhaustion and identity rationalization. By providing a holistic understanding of the quiet quitting phenomenon, this study contributes to the advancement of contextualized Human Resource Management (HRM) research and offers valuable insights for practitioners navigating the challenges of the modern workplace.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"923-941"},"PeriodicalIF":6.0,"publicationDate":"2025-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22292","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551227","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 “Managerial Social Networks and Ambidexterity of SMEs: The Moderating Role of a Proactive Commitment to Innovation” 对“管理社会网络与中小企业二元性：主动创新承诺的调节作用”的修正

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-09 DOI: 10.1002/hrm.22293

引用次数: 0

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