Human Resource Management最新文献_第3页

How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI Usage 同事如何解释员工人工智能的使用：同事的感知道德和帮助作为对员工人工智能使用的回应

IF 6 2区管理学

Human Resource Management Pub Date : 2025-03-16 DOI: 10.1002/hrm.22299

Xiang Zhou, Chen Chen, Wanlu Li, Yuewei Yao, Fangming Cai, Jieming Xu, Xin Qin

{"title":"How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI Usage","authors":"Xiang Zhou, Chen Chen, Wanlu Li, Yuewei Yao, Fangming Cai, Jieming Xu, Xin Qin","doi":"10.1002/hrm.22299","DOIUrl":"https://doi.org/10.1002/hrm.22299","url":null,"abstract":"<div>\u0000 \u0000 <p>Organizations are increasingly introducing artificial intelligence (AI) into the workplace and encouraging employees to use AI to complete work. Correspondingly, research on AI usage predominantly focuses on the positive effects of AI usage on employees themselves. Drawing upon attribution theory and AI literature and taking an interpersonal perspective, this research challenges the prevailing consensus by investigating whether, when, and how employee AI usage would lead to negative coworker outcomes. We propose that when coworkers attribute employee AI usage as a way to slack off (i.e., slack attribution), employee AI usage is negatively related to coworkers' perceived morality of the employee, which in turn decreases coworkers' helping behavior toward the employee. Two experimental studies, a field survey study, and a field experiment provide substantial support for our hypotheses. This research adds new insights into the AI usage literature by revealing the negative coworker outcomes of employee AI usage.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"1077-1097"},"PeriodicalIF":6.0,"publicationDate":"2025-03-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551188","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A Multi-Level Systems Perspective on (Un)sustainable HRM in Adult Social Care 成人社会关怀中（非）可持续人力资源管理的多层次系统视角

IF 6 2区管理学

Human Resource Management Pub Date : 2025-03-12 DOI: 10.1002/hrm.22298

Emma Hughes, Tony Dundon

引用次数: 0

Influence of Proctored Remote Versus Onsite Assessment on Candidate Scores, Assessment Types, Subgroup Differences, and Fairness Reactions 监考远程评估与现场评估对考生分数、评估类型、亚组差异和公平反应的影响

IF 6 2区管理学

Human Resource Management Pub Date : 2025-03-03 DOI: 10.1002/hrm.22297

Emily D. Campion, Michael A. Campion, Nicole Strah

{"title":"Influence of Proctored Remote Versus Onsite Assessment on Candidate Scores, Assessment Types, Subgroup Differences, and Fairness Reactions","authors":"Emily D. Campion, Michael A. Campion, Nicole Strah","doi":"10.1002/hrm.22297","DOIUrl":"https://doi.org/10.1002/hrm.22297","url":null,"abstract":"<p>As more organizations move to remote hiring assessments, important questions emerge as to the effects on scores, racioethnic, and gender subgroup differences, and candidate reactions. We compare scores of candidates assessed remotely under proctored conditions (<i>N</i> = 902) versus onsite (<i>N</i> = 891) in an actual selection context in the same organization, in the same time period, and on the same cognitive ability tests, case exercises, and structured interviews. Controlling for job, there were no differences for cognitive ability tests or case exercises in the remote environment, but higher scores for structured interviews, leading to a slightly higher total score for all assessments combined and a 5% increase in the overall passing rate. Within groups, Hispanic or Latino candidates performed better on the remote cognitive ability test compared with Hispanic or Latino candidates onsite, while Asian candidates performed better remotely for the case exercise. All subgroups performed better on the remote structured interview compared with their onsite counterparts. No between-group differences emerged by racioethnicity, but women outperformed men on the remote cognitive ability test compared to onsite. Candidate fairness reactions did not differ by test environment for any assessments or subgroups. We conclude that: (1) remote proctored assessments will not create lower overall passing rates (i.e., fewer candidates for hire); (2) differences in remote assessment scores may depend on the type of assessment, with the greatest positive differences for structured interviews; (3) remote assessments do not disadvantage racioethnic minority candidates or candidates overall; and (4) remote assessments do not reduce candidate fairness reactions.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"1041-1055"},"PeriodicalIF":6.0,"publicationDate":"2025-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22297","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551056","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

Up in Smoke: Reciprocal Effects of Cannabis Use and Job Complexity on Extrinsic Career Outcomes 吸烟：大麻使用和工作复杂性对外在职业结果的相互影响

IF 6 2区管理学

Human Resource Management Pub Date : 2025-03-01 DOI: 10.1002/hrm.22296

Zhonghao Wang, Andrew Li, Jonathan Shaffer, Jason L. Huang, Xuedan Tao

{"title":"Up in Smoke: Reciprocal Effects of Cannabis Use and Job Complexity on Extrinsic Career Outcomes","authors":"Zhonghao Wang, Andrew Li, Jonathan Shaffer, Jason L. Huang, Xuedan Tao","doi":"10.1002/hrm.22296","DOIUrl":"https://doi.org/10.1002/hrm.22296","url":null,"abstract":"<p>With the passage of cannabis-friendly legislation in the U.S., cannabis use is on the rise and poses increasing challenges to managing human resources in the workplace. However, the literature offers a limited understanding of its long-term implications for career outcomes. Drawing on social selection theory, we argue that cannabis use negatively influences one's extrinsic career outcomes (i.e., income and occupational prestige) over time via lowered job complexity. Furthermore, based on social causation theory, we propose an alternative model in which higher job complexity reduces cannabis use over time to facilitate one's extrinsic career outcomes. Using 8 years of longitudinal panel data from multiple sources, we found support for the hypothesized reciprocal effect between cannabis use and job complexity and their influences on income and occupational prestige. Moreover, the impact of job complexity on extrinsic career outcomes via cannabis use was stronger than the impact of cannabis use on extrinsic career outcomes via job complexity. We discuss this study's theoretical and practical implications for cannabis use and human resource management research and practice.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"1017-1039"},"PeriodicalIF":6.0,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22296","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551246","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

Normalization: How Organizations Socialize Newcomers to Make the Extraordinary Seem Ordinary 规范化：组织如何使新人社会化，使非凡看起来平凡

IF 6 2区管理学

Human Resource Management Pub Date : 2025-02-20 DOI: 10.1002/hrm.22291

Blake E. Ashforth

{"title":"Normalization: How Organizations Socialize Newcomers to Make the Extraordinary Seem Ordinary","authors":"Blake E. Ashforth","doi":"10.1002/hrm.22291","DOIUrl":"https://doi.org/10.1002/hrm.22291","url":null,"abstract":"<div>\u0000 \u0000 <p>How does an organization take a raw recruit and have them dispose of bombs, slaughter animals, or work in polar research stations? I argue that the answer is through socializing them so that they come to view the extraordinary as more ordinary. This “normalization” typically entails: (1) setting the context by creating a strong situation in the form of a social cocoon with high normative control; (2) setting the content by providing a clear frame and ideology, conveyed through various forms of discourse; and (3) setting the process of socialization in motion by recruiting and selecting promising individuals and subjecting them to synergistic combinations of divestiture and investiture and of incrementalism and immersion, routinizing the work, and facilitating stress coping. These practices are mutually reinforcing such that the whole is greater than the sum of the parts. The outcome is newcomers who can take in stride and accomplish what may have once seemed unthinkable. However, the socialization process is largely the same whether the goals are socially desirable (e.g., pursuing a grand challenge) or socially undesirable (e.g., extremism), and whether the means are socially desirable (most work) or undesirable (e.g., “dirty work”). I conclude with a discussion of the ethical implications of normalizing, a summary of common managerial practices for normalizing, and directions for future research.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 4","pages":"995-1015"},"PeriodicalIF":6.0,"publicationDate":"2025-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551348","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

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":"<p>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.</p>","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 <p>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.</p>\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":"<p>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.</p>","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":"<p>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.</p>","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