Human Resource Management最新文献

{"title":"I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance","authors":"Rebecca L. Mitchell,&nbsp;Nikhil Awasty,&nbsp;Rachel S. Hahn,&nbsp;Daniel J. Griffin,&nbsp;John R. Hollenbeck","doi":"10.1002/hrm.22265","DOIUrl":"https://doi.org/10.1002/hrm.22265","url":null,"abstract":"<div>\u0000 \u0000 <p>Team performance is contingent on nuanced approaches to risk management—demanding both risky and cautious strategic orientations. However, research surrounding <i>how</i> teams navigate this balance is limited. We argue that <i>both</i> positive and negative affective diversity can aid team performance, through affective diversity's impact on the team's risky and cautious behaviors. Furthermore, we argue that team trait regulatory focus strengthens these relationships. Using a controlled laboratory setting with 58 teams in a complex, uncertain team task that requires both risky and cautious strategies for successful performance, results indicate that positive affective diversity relates to team performance through promoting risky behavior, while negative affective diversity relates to team performance through promoting cautious behavior. Teams high in trait prevention-focus are more attuned to the information signals in teams with negative affective diversity, but we did not find that promotion focus impacted outcomes of positive affective diversity.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"375-393"},"PeriodicalIF":6.0,"publicationDate":"2024-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530704","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}

{"title":"Gender Differences in Job Requirements: Change Within Careers and Across Cohorts","authors":"Shoshana Schwartz,&nbsp;Peter Cappelli,&nbsp;Yang Yang","doi":"10.1002/hrm.22256","DOIUrl":"https://doi.org/10.1002/hrm.22256","url":null,"abstract":"<p>We examine differences in jobs held by men and women based on a measure not used before, the standard human resources measures of “knowledge, skills, and abilities” generated by job analyses. While there is an abundance of evidence on gender disparities in pay, we know much less in detail about differences in the work men and women perform and especially how these differences have changed over time. We use nationally representative data for two cohorts of college graduates, one entering the post-college workforce in 1994 and another in 2009, and we follow them for the first 10 years of their careers. We find that women generally held jobs with lower requirements relative to men. The gender gap in job requirements grew over the course of individuals' careers for the first cohort (1994–2003) but declined sharply for the second (2009–2018). We also find that among the second cohort, women received a wage premium for social skills that was greater than what men received.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"331-373"},"PeriodicalIF":6.0,"publicationDate":"2024-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22256","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530796","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}

{"title":"“Who am I?” Exploring Temporary workers' Integration in Multi-Employment-Type Organizations From the Identity Threat Perspective","authors":"Wenzhu Lu,&nbsp;Shanshi Liu,&nbsp;Chao Ma,&nbsp;Jialiang Pei","doi":"10.1002/hrm.22264","DOIUrl":"https://doi.org/10.1002/hrm.22264","url":null,"abstract":"<div>\u0000 \u0000 <p>This study aims to advance current understanding concerning situational cues that trigger identity threat at the workplace among temporary workers and associated effects on their integration outcomes in the flexible employment scenario. We used the social identity threat theory to empirically investigate the impact of the extent to which regular employees' job conditions are superior to those of temporary workers on these workers' outcomes, through the identity threat. In addition, we examined the moderating role of organizations' social integration practices. We conducted two empirical studies involving technical temporary workers in Chinese companies, in which we used polynomial regression analyses and response surface modeling. In Study 1, using a two-wave time-lagged design, we analyzed data from 480 temporary workers, and in Study 2, using a three-wave time-lagged multi-source dyadic design, we analyzed matching data from 371 temporary workers and 64 supervisors. Our findings indicate that the extent to which regular employees' job conditions surpass those of temporary workers is positively associated with identity threat among the latter, increasing their turnover intention and undermining their job performance. Moreover, temporary workers' perceptions of their organizations' social integration practices weaken the effects of the extent to which regular employees' job conditions surpass those of temporary workers. Thus, this study contributes to related literature on social identity threat and temporary workers, and to practice, by offering offers insightful implications for managers to effectively manage this threat.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"307-329"},"PeriodicalIF":6.0,"publicationDate":"2024-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530232","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}

{"title":"It Matters How You Got There and Who Else Is Doing It: Examining the Effects of Two Social-Contextual Characteristics of Working From Home","authors":"Kristie L. McAlpine,&nbsp;Bradford S. Bell,&nbsp;Emmanuelle Léon","doi":"10.1002/hrm.22262","DOIUrl":"https://doi.org/10.1002/hrm.22262","url":null,"abstract":"<p>Drawing on self-determination theory, this study advances our understanding of employees' experiences working from home (WFH). Specifically, we examine the effects of two social-contextual characteristics of WFH arrangements: whether employees voluntarily initiate their arrangement (<i>WFH initiation)</i> and the proportion of WFH employees in a unit (<i>WFH density</i>). We conducted multilevel analyses on a multisource dataset drawn from organizational HR records and two surveys of 2115 WFH employees in a Fortune 500 organization. Employees who voluntarily initiated WFH, rather than at their employer's direction, experienced higher job autonomy and lower isolation. WFH employees in units with a lower proportion of other WFH employees experienced higher job autonomy. WFH initiation and WFH density also had effects on several distal employee outcomes, including job satisfaction, organizational knowledge, and turnover intentions, through their effects on job autonomy and isolation. Our findings provide valuable insight into the experiences of WFH employees and call attention to two important, yet understudied, factors that shape these experiences.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"289-306"},"PeriodicalIF":6.0,"publicationDate":"2024-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22262","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530164","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}

{"title":"Work-Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis","authors":"Laura Kauzlarich,&nbsp;Michelle Greenwood","doi":"10.1002/hrm.22257","DOIUrl":"https://doi.org/10.1002/hrm.22257","url":null,"abstract":"<div>\u0000 \u0000 <p>Intimate partner violence (IPV) is a long-standing and egregious social issue that inherently impacts and is impacted by work and workplaces. Work-related intimate partner violence (WIPV) is a pattern of IPV that both directly and indirectly undermines victim-survivors' employment, work, and careers, yet scant attention has been paid in management studies to workplace responses and responsibilities regarding this form of violence. Hence, we conduct a systematic review and conceptual analysis of 111 WIPV-focused papers utilizing three well-established feminist lenses to ascertain and conceptualize what we <i>know and do not know</i> about the WIPV domain and, more importantly, to outline an agenda for what we <i>should know</i> from a gendered perspective about WIPV. We develop a gender-sensitive, multilevel framework with which we investigate and challenge the WIPV research agenda from individual, interactionist, and structural viewpoints, including the interaction between these perspectives. A key purpose of this paper is to extend debate about WIPV beyond the current focus of human resource management (HRM) research and practice on micro-level employment issues to include meso-level organizational and macro-level societal issues. A second and connected purpose is to draw attention to the need to address big societal challenges related to workplaces and to highlight the pivotal role of HRM in fostering ethical and socially sustainable workplaces. Thus, we advance the vital debate about WIPV, provide a template for how gender can be conceptualized in HRM and workplace research, and challenge the boundaries for organizational involvement in areas traditionally deemed as private or societal.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"269-287"},"PeriodicalIF":6.0,"publicationDate":"2024-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530291","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}

{"title":"The Consequences of Age Discrimination via Perceived Work Ability: Downstream Effects on Well-Being, Performance, and Motivation","authors":"Grant M. Brady,&nbsp;David M. Cadiz,&nbsp;Donald M. Truxillo,&nbsp;Sara Zaniboni","doi":"10.1002/hrm.22260","DOIUrl":"https://doi.org/10.1002/hrm.22260","url":null,"abstract":"<div>\u0000 \u0000 <p>The workforce is aging and becoming more age-diverse. To better support people working across the lifespan, it is important to understand the barriers they face and the consequences of such barriers. Drawing on the job demands-resources model, we evaluate the negative effects of age discrimination on employees' perceived work ability and the subsequent consequences for employee well-being, performance, and motivation. Using two field samples, with two and three data collection time-points respectively, we hypothesize and find support for age discrimination's direct negative effect on perceived work ability. Moreover, we find support for our hypotheses that age discrimination will have negative indirect effects on employee well-being, performance, and motivation through perceived work ability. Together, these studies contribute to the aging workforce literature and extend both the age discrimination and work ability literatures by identifying a mechanism through which age discrimination leads to negative consequences for employee well-being and work outcomes.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"247-264"},"PeriodicalIF":6.0,"publicationDate":"2024-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143121054","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}

{"title":"Career Guidance and Employment Issues for Neurodivergent Individuals: A Scoping Review and Stakeholder Consultation","authors":"Sven Bölte,&nbsp;Joseph Alexander Carpini,&nbsp;Melissa H. Black,&nbsp;Allan Toomingas,&nbsp;Frida Jansson,&nbsp;Peter B. Marschik,&nbsp;Sonya Girdler,&nbsp;Marina Jonsson","doi":"10.1002/hrm.22259","DOIUrl":"https://doi.org/10.1002/hrm.22259","url":null,"abstract":"<p>Growing recognition of neurodivergence amongst individuals poses challenges for career counselors and human resource practitioners when advising, guiding, and supporting the careers of this diverse group. Despite the potential for neurodivergent individuals to contribute to organizations, career guidance for these individuals is a relatively new area. We conducted a multidisciplinary project comprising a scoping review and stakeholder consultation to generate evidence-based recommendations for identifying and supporting career paths that lead to positive employment outcomes for neurodivergent individuals. The scoping review included 78 articles on career guidance and associated employment issues (e.g., facilitators and barriers to employment) for neurodivergent individuals, while stakeholders, including neurodivergent individuals, counselors, and others, provided insights into their employment experiences. Our scoping review yielded nine themes: career guidance practice, predictors of employment, employment interventions, different forms of employment, work barriers and facilitators, strengths and challenges, person-job fit, occupation and industry fit, and employment outcomes. The stakeholder consultations complemented the scholarly themes. Results were interpreted using the Stone and Colella theoretical model of factors influencing the treatment of people with disabilities. The model was extended across educational and work contexts, and to include the nature of occupations and industries. Building on this project and our overarching theoretical model, we map a future research agenda for the study of careers amongst neurodivergent individuals. Specifically, we highlight persistent methodological limitations of the literature before turning to theoretical implications across career stages. We conclude with practical implications for career counselors and human resource practitioners. Ultimately, our review calls for researchers and practitioners to help promote sustainable, high-quality, and fulfilling careers for neurodivergent individuals.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"201-227"},"PeriodicalIF":6.0,"publicationDate":"2024-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22259","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143120556","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}

{"title":"A Strengths-Based Human Resource Management Approach to Neurodiversity: A Multi-Actor Qualitative Study","authors":"Amber Kersten,&nbsp;Frederike Scholz,&nbsp;Marianne van Woerkom,&nbsp;Manon Krabbenborg,&nbsp;Luca Smeets","doi":"10.1002/hrm.22261","DOIUrl":"https://doi.org/10.1002/hrm.22261","url":null,"abstract":"<p>Although the attention for neurodiversity in human resource management (HRM) is growing, neurodivergent individuals are still primarily supported from a deficit-oriented paradigm, which points towards individuals' deviation from neurotypical norms. Following the HRM process model, our study explored to what extent a strengths-based HRM approach to the identification, use, and development of strengths of neurodivergent groups is intended, implemented, and perceived in organizations. Thirty participants were interviewed, including HRM professionals (<i>n</i> = 15), supervisors of neurodivergent employees (<i>n</i> = 4), and neurodivergent employees (<i>n</i> = 11). Our findings show that there is significant potential in embracing the strengths-based approach to promote neurodiversity-inclusion, for instance with the use of job crafting practices or (awareness) training to promote strengths use. Still, the acknowledgement of neurodivergent individuals' strengths in the workplace depends on the integration of the strengths-based approach into a supportive framework of HR practices related to strengths identification, use, and development. Here, particular attention should be dedicated to strengths development for neurodivergent employees (e.g., optimally balancing strengths use). By adopting the strengths-based HRM approach to neurodiversity as a means of challenging the ableist norms of organizations, we add to the HRM literature by contributing to the discussion on how both research and organizations can optimally support an increasingly diverse workforce by focusing on individual strengths.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"229-245"},"PeriodicalIF":6.0,"publicationDate":"2024-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22261","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143120268","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}

{"title":"The Double Empathy Problem and Person-Environment Fit: Mutual Understanding and Bidirectional Adjustment in Autistic Talent Acquisition","authors":"Nicole Drader-Mazza,&nbsp;Virginie Lopez-Kidwell,&nbsp;Fizza Kanwal,&nbsp;Rhonda K. Reger,&nbsp;Timothy J. Vogus","doi":"10.1002/hrm.22258","DOIUrl":"https://doi.org/10.1002/hrm.22258","url":null,"abstract":"<div>\u0000 \u0000 <p>Organizations are starting to actively invest in hiring initiatives aimed at recruiting autistic talent. However, given many of these initiatives are in their infancy, knowledge of autism and how best to assess and support autistic employees is low. Building on person-environment fit (P-E fit) theory and the double empathy problem, we examine how neurodiversity employment programs build mutual understanding and construct fit between autistic employees and their hiring organizations. We further explore the role of third-party neurodivergent talent consultants (NTCs) in aiding these efforts during the birth stage of the cycle of talent. In Study 1, we use action research involving in-depth structured interviews of participants (managers, coaches, and autistic employees) in a neurodiversity employment program at a major corporation in the financial services industry, supplemented with additional interviews of hiring managers and coaches with similar roles in other organizational settings. In Study 2, we collect qualitative survey data from autistic adults participating in other neurodiversity employment programs. Using these data, we explicate the practices that remove barriers to autistic employment and processes of ongoing coaching and support from NTCs that build and manage the double empathy problem by enhancing mutual understanding and increasing the perceptions of fit. We find that NTCs facilitate the acquisition of autistic talent through revised job search and recruitment (e.g., tailored job descriptions), alternative screening procedures (e.g., hands-on assessments), and supported socialization and onboarding (e.g., communication, networking).</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"181-199"},"PeriodicalIF":6.0,"publicationDate":"2024-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143119153","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}

{"title":"Family First: An Integrative Conceptual Review of Nepotism in Organizations","authors":"Pauline Schilpzand,&nbsp;Constantin Lagios,&nbsp;Simon Lloyd D. Restubog","doi":"10.1002/hrm.22253","DOIUrl":"https://doi.org/10.1002/hrm.22253","url":null,"abstract":"<div>\u0000 \u0000 <p>Workplace nepotism, the preferential treatment based on kinship or familial ties, is a pervasive phenomenon that permeates every corner of our global workforce, transcending cultures, countries, industries, and organizations. Despite its ubiquitous presence, research on nepotism remains fragmented and scattered, with diverse disciplines seldom converging or cross-referencing one another. In this integrative review, we synthesize, integrate, and critically assess the extant body of knowledge about workplace nepotism. Our aim is to provide HR scholars with a panoramic view of the known, the unknown, and the uncharted territories to move the field forward. To this end, we first provide a clear conceptualization of nepotism, setting it apart from closely related constructs. Second, we offer a comprehensive review of empirical evidence that summarizes the antecedents, consequences, and theoretical foundations of nepotism. Importantly, our review adopts an actor-centric perspective, advocating that three main sets of actors are meaningfully involved in nepotism (i.e., instigators, beneficiaries, and third parties), thereby contributing to theory by showing that nepotism may differentially relate to outcomes depending on which actor's perspective is taken. Third, we identify the shortcomings related to theory, methods, and measures, while identifying best practices. In particular, we offer insights into how future scholarship may meaningfully extend this literature. Finally, we provide evidence-based guidelines for how organizations and their leaders may develop and refine their policies regarding the hiring, promotion, evaluation, and compensation of family members and relatives.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"157-180"},"PeriodicalIF":6.0,"publicationDate":"2024-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143117872","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}