Human Resource Management最新文献_第3页

Revitalizing Colleague-Specific Human Capital: Boomerang and Pipeline-Based Hiring in a 41-Year Multilevel Study of Employee Mobility

IF 6 2区管理学

Human Resource Management Pub Date : 2024-10-11 DOI: 10.1002/hrm.22255

Lan Wang, Rick Cotton

{"title":"Revitalizing Colleague-Specific Human Capital: Boomerang and Pipeline-Based Hiring in a 41-Year Multilevel Study of Employee Mobility","authors":"Lan Wang, Rick Cotton","doi":"10.1002/hrm.22255","DOIUrl":"https://doi.org/10.1002/hrm.22255","url":null,"abstract":"<div>\u0000 \u0000 Amidst the decline of permanent employment contracts and the rapid shortening of career cycles, organizations often face challenges in fully capitalizing on employee mobility. This study adopts a multilevel perspective to explore how mobility impacts both individual and team performance, focusing on acquiring colleague-specific human capital through two talent acquisition strategies: boomerang hiring and pipeline-based hiring. Using a unique Major League Baseball database spanning 41 years, including 19,927 player-year records and 1156 team-year records, our analysis reveals that individuals engaged in boomerang and pipeline-based hiring and possessing higher levels of individual colleague-specific human capital, experience greater benefits from mobility in terms of individual performance. Moreover, these hiring strategies allow organizations to effectively harness colleague-specific human capital. Specifically, team performance is positively influenced by a greater proportion of boomerang hiring through team colleague-specific human capital resources. Similarly, a higher ratio of pipeline-based hiring, alongside other recurrent hiring practices, positively impacts team performance through team colleague-specific human capital resources. Our findings provide valuable insights for organizations aiming to rejuvenate their colleague-specific human capital resources through strategic hiring practices to achieve sustained success.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"137-155"},"PeriodicalIF":6.0,"publicationDate":"2024-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143114162","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

Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety

IF 6 2区管理学

Human Resource Management Pub Date : 2024-10-10 DOI: 10.1002/hrm.22254

Xiji Zhu, Xinxin Li, Dan Yang

{"title":"Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety","authors":"Xiji Zhu, Xinxin Li, Dan Yang","doi":"10.1002/hrm.22254","DOIUrl":"https://doi.org/10.1002/hrm.22254","url":null,"abstract":"<div>\u0000 \u0000 Understanding the workplace experiences of people with disabilities (PWD) is crucial for creating truly inclusive environments. We explore how perceived climate for inclusion affects social anxiety among employees with varying levels of disability severity. Adopting an interactionist perspective, we propose a mediated moderation model in which disability severity weakens the negative effect of perceived climate for inclusion on social anxiety, with this effect mediated by acceptance of disability. To test our hypotheses, we conducted two studies: one with a sample of Chinese employees and another with a culturally diverse sample. We found that the protective effect of perceived climate for inclusion on reducing social anxiety diminishes as disability severity increases, because individuals with more severe disabilities have lower levels of acceptance of disability. These findings underscore the complexities of fostering workplace inclusion and highlight the critical role of self-acceptance in shaping the effectiveness of inclusive initiatives. Our research contributes to the literature on disability, inclusion, and workplace diversity by revealing the nuanced dynamics that influence social anxiety among PWD in inclusive settings.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"117-136"},"PeriodicalIF":6.0,"publicationDate":"2024-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143114237","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

Mistreated but Still Resilient! Unraveling the Role of Servant Leadership in Mitigating the Adverse Consequences of Care Recipients' Incivility 被误解但仍有韧性！揭示仆人式领导在减轻护理对象不文明行为不良后果中的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-09-16 DOI: 10.1002/hrm.22251

Ahmed Mohammed Sayed Mostafa, Zeynep Y. Yalabik, Ceyda Maden Eyiusta, Monica Zaharie, Gaye Ozcelik

{"title":"Mistreated but Still Resilient! Unraveling the Role of Servant Leadership in Mitigating the Adverse Consequences of Care Recipients' Incivility","authors":"Ahmed Mohammed Sayed Mostafa, Zeynep Y. Yalabik, Ceyda Maden Eyiusta, Monica Zaharie, Gaye Ozcelik","doi":"10.1002/hrm.22251","DOIUrl":"10.1002/hrm.22251","url":null,"abstract":"In many countries, social care workers suffer from mistreatment from social care recipients. Such mistreatment poses a significant challenge from the human resource management (HRM) perspective as finding and retaining competent social care workers is a global challenge. However, only a few studies focus on the relationship between such mistreatment and social care workers' job and psychological resources. Drawing on the conservation of resources (COR) theory, our study sheds light on the relationship between social care recipients' incivility and the resilience of social care workers. Specifically, our study examines the mediating role of work meaningfulness on the care recipient incivility–care worker resilience link, and the moderating role of servant leadership on this mediated relationship. To test the proposed moderated mediation model, two studies were conducted in social care organizations in England (n = 248) and Romania (n = 296). Our results revealed that perceived care recipient incivility is indirectly and negatively related to care workers' resilience by undermining their perceptions of work meaningfulness. Moreover, when social care workers work under a servant leader, this indirect relationship becomes weaker. The discussion elaborates on the findings of our model as well as the theoretical and practical implications for the management of human resources in social care organizations.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"99-115"},"PeriodicalIF":6.0,"publicationDate":"2024-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22251","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142247372","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

Feel the Pressure? Normative Pressures as a Unifying Mechanism for Relational Antecedents of Employee Turnover

IF 6 2区管理学

Human Resource Management Pub Date : 2024-09-02 DOI: 10.1002/hrm.22250

Peter W. Hom, Kristie Rogers, David G. Allen, Mian Zhang, Cynthia Lee, Hailin Helen Zhao

{"title":"Feel the Pressure? Normative Pressures as a Unifying Mechanism for Relational Antecedents of Employee Turnover","authors":"Peter W. Hom, Kristie Rogers, David G. Allen, Mian Zhang, Cynthia Lee, Hailin Helen Zhao","doi":"10.1002/hrm.22250","DOIUrl":"https://doi.org/10.1002/hrm.22250","url":null,"abstract":"Relational perspectives on turnover antecedents have gained momentum in recent years, highlighting three distinct relational forces underlying employees' turnover decisions—notably, job embeddedness, social capital, and turnover contagion. However, these distinct perspectives are typically examined independent of one another, with little theoretical integration or holistic understanding of the shared mechanisms through which these relational antecedents operate on turnover intentions and behavior. We propose a conceptual model integrating the three types of relational antecedents (specifying their unique effects), while positing normative pressures from work and nonwork relationships as a fundamental consideration underlying quit decisions that translates their effects on leaving. Our model tests find support for this common mediator, even when controlling for traditional mediating mechanisms (i.e., job attitudes and perceived alternatives). Our tests also include important cultural considerations, allowing for comparisons between national cultures in our sample of nearly 700 surveyed employees and their subsequent quit intentions and behaviors, spanning the USA, Hong Kong, and China. Our tests revealed that on- and off-the-job embeddedness reduces quit propensity while prospective colleague turnover boosts that propensity. Path analyses further determined that normative pressures predict quit propensity (beyond attitudes and alternatives), and that such pressures mediate how job embeddedness and prospective coworker turnover influence quit propensity. We tease apart these effects across national cultures and discuss theoretical and practical implications of our findings.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"77-98"},"PeriodicalIF":6.0,"publicationDate":"2024-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22250","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143111311","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

Relational incongruence in neurodiverse workgroups: Practices for cultivating autistic employee authenticity and belonging 神经多元化工作组中的关系不协调：培养自闭症员工真实性和归属感的做法

IF 6 2区管理学

Human Resource Management Pub Date : 2024-08-21 DOI: 10.1002/hrm.22248

Natalie H. Longmire, Timothy J. Vogus, Adrienne Colella

{"title":"Relational incongruence in neurodiverse workgroups: Practices for cultivating autistic employee authenticity and belonging","authors":"Natalie H. Longmire, Timothy J. Vogus, Adrienne Colella","doi":"10.1002/hrm.22248","DOIUrl":"10.1002/hrm.22248","url":null,"abstract":"Although much research has sought to understand how employees come to align themselves with the social norms and routines of their workgroups, management theory has largely overlooked the possibility that such alignment might be fundamentally at odds with what it means to be autistic. Autism, which accounts for a large share of organizational neurodiversity, is associated with seeing and processing the world differently from the non-autistic societal norm. In the workplace, autistic employees often experience barriers to inclusion, in large part due fundamental dissimilarities in how they interact with and connect to others. To identify the barriers to autistic employees' workgroup inclusion, we develop a multilevel framework centered around relational incongruence, or differences in patterns of interrelating across (autistic and non-autistic) neurotypes. We propose that non-autistic workgroup norms (e.g., for the use of imprecise language) exacerbate relational incongruence, which in turn hinders experiences of authenticity and belonging for the autistic workgroup member. Finally, we identify managerial practices (e.g., relational job crafting) that are likely to protect against the negative consequences of relational incongruence, by fostering workgroup climates of normalized variance in patterns of interrelating and shared understandings across neurotypes.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"59-76"},"PeriodicalIF":6.0,"publicationDate":"2024-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22248","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142180007","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

Workforce neurodiversity and workplace avoidance behavior: The role of inclusive leadership, relational energy, and self-control demands 劳动力神经多样性与职场逃避行为：包容性领导力、关系能量和自我控制需求的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-08-13 DOI: 10.1002/hrm.22249

Qaisar Iqbal, Sabrina D. Volpone, Katarzyna Piwowar-Sulej

{"title":"Workforce neurodiversity and workplace avoidance behavior: The role of inclusive leadership, relational energy, and self-control demands","authors":"Qaisar Iqbal, Sabrina D. Volpone, Katarzyna Piwowar-Sulej","doi":"10.1002/hrm.22249","DOIUrl":"10.1002/hrm.22249","url":null,"abstract":"We draw on job demands-resources theory to develop and test a model that explores the direct and indirect (through relational energy) impact of inclusive leadership on workplace avoidance behaviors for neurodivergent employees. We also examine the moderating role of personal self-control demands in the relationship between relational energy and workplace avoidance. We tested our model using partial least square - structural equation modeling analysis with data collected using a time-lagged data collection in a sample of 215 neurodiverse employees working in multinational companies across the Gulf Cooperation Council region (i.e., Saudi Arabia, United Arab Emirates, Oman). The findings demonstrate that inclusive leaders mitigate workplace avoidance behavior in neurodivergent employees. That is, inclusive leaders create an environment that contributes to the cultivation of employees' personal relational energy resources. Then, high levels of relational energy interact with employees' level of personal demands (i.e., impulse control, resisting distractions) to reduce workplace avoidance behaviors. Our work speaks to the integrated role of demands and resources in workplaces that can thwart avoidance behaviors for neurodivergent employees.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"37-57"},"PeriodicalIF":6.0,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142180008","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

Relational spirals and thriving: A longitudinal investigation of older workers 关系螺旋与欣欣向荣：对老年工人的纵向调查

IF 6 2区管理学

Human Resource Management Pub Date : 2024-08-09 DOI: 10.1002/hrm.22241

Rajiv K. Amarnani, Miaojia Huang, Prashant Bordia, Imogen Sykes-Bridge, Patrick Raymund James M. Garcia

{"title":"Relational spirals and thriving: A longitudinal investigation of older workers","authors":"Rajiv K. Amarnani, Miaojia Huang, Prashant Bordia, Imogen Sykes-Bridge, Patrick Raymund James M. Garcia","doi":"10.1002/hrm.22241","DOIUrl":"10.1002/hrm.22241","url":null,"abstract":"Thriving is believed to occur when employees feel a sense of progress and momentum in the organization. This conceptual basis for thriving is inherently temporal—implying an underlying individual change process—which sets thriving apart from other well-being criteria in the Human Resource Management literature. However, surprisingly little research has demonstrated and unpacked the change and development processes that lead to thriving. In this article, we develop and test a theoretical model of the dynamic origins of thriving in a socially important context: the aging workforce. Specifically, we propose that older workers thrive when they experience relational spirals: a deepening of the employee-organization relationship as psychological contracts and role expansion drive each other in a mutually reinforcing spiral. Results from a large-scale nationally representative longitudinal study of 3370 Australian older workers—spanning 1.5 years and three time points—support the proposed model. Older workers' relational psychological contracts and role expansion formed a mutually reinforcing spiral process over time which ultimately led to higher levels of thriving. These results held even after imposing autoregressive control of lagged variables at earlier time points, and after accounting for the contributions of transactional psychological contracts to the spiral process. Our theorizing and empirical approach brings dynamic processes to the forefront of HR research on thriving, and points to implications for the role of HR in successful aging.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"21-36"},"PeriodicalIF":6.0,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22241","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141935204","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

Crystal clear: How leaders and coworkers together shape role clarity and well-being for employees in social care 清晰明了：领导和同事如何共同塑造社会关怀领域员工的角色清晰度和幸福感

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-22 DOI: 10.1002/hrm.22245

Nate Zettna, Cheryl Yam, Arian Kunzelmann, Vivien W. Forner, Shanta Dey, Mina Askovic, Anya Johnson, Helena Nguyen, Anupama Jolly, Sharon K. Parker

{"title":"Crystal clear: How leaders and coworkers together shape role clarity and well-being for employees in social care","authors":"Nate Zettna, Cheryl Yam, Arian Kunzelmann, Vivien W. Forner, Shanta Dey, Mina Askovic, Anya Johnson, Helena Nguyen, Anupama Jolly, Sharon K. Parker","doi":"10.1002/hrm.22245","DOIUrl":"10.1002/hrm.22245","url":null,"abstract":"Working in social care is fraught with challenges fueled by changing policies, funding structures, societal expectations, and high relational demands, leaving employees in this sector particularly vulnerable to poor well-being. In this study, we focus on the importance of a supportive work context—specifically coworker instrumental support and leaders' role clarity—in enabling employee role clarity, and how this can foster better mental health and reduce fatigue from ongoing changes in the sector. We ran a multilevel moderated mediation model on a sample of 270 social care employees matched with 47 leaders across two disability care organizations in Australia. Results showed that coworker instrumental support promotes role clarity, which in turn is associated with lower psychological distress and change fatigue, and higher job satisfaction. The positive relationship between coworker instrumental support and role clarity, and the subsequent relationships with well-being, were stronger when employees had leaders who themselves had role clarity. Our findings highlight the importance of a supportive work context and role clarity as malleable levers in enabling a sustainable social care workforce and provide new theoretical and practical insights for human resource management in the social care sector.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 1","pages":"5-20"},"PeriodicalIF":6.0,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22245","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141781028","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

Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum 桥梁和守门人：员工推荐自闭症谱系合格候选人的意愿

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-21 DOI: 10.1002/hrm.22247

Daniela Lup, Esther Canonico

{"title":"Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum","authors":"Daniela Lup, Esther Canonico","doi":"10.1002/hrm.22247","DOIUrl":"10.1002/hrm.22247","url":null,"abstract":"Recruiting neurodiverse talent has increasingly featured on the organizational diversity agenda, yet recruitment practices geared toward locating and attracting neurodivergent candidates remain understudied. While research and practice have shown that employee referral is one of the channels through which a significant part of new talent is recruited, little is known about employees' willingness to refer qualified social contacts who are neurodivergent. We address this limitation by investigating employees' willingness to refer highly qualified candidates on the autism spectrum and some conditions under which they are more or less likely to refer such candidates. We explore these aspects in a study of working individuals, using a mixed-method approach. The quantitative analysis shows that disclosure of an autism condition to potential referrers might pose some advantage, in that it increases the likelihood of being referred, but this advantage accrues only to male candidates. Furthermore, cues that hint at the social dimension of the “ideal worker,” commonly used in job recruitment materials, are the strongest deterrent for referrers. The qualitative analysis of the reasons behind decisions to refer sheds light on some mechanisms that might explain these findings.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"1025-1043"},"PeriodicalIF":6.0,"publicationDate":"2024-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22247","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141743189","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

Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices 影响神经分裂者和神经畸形者就业结果的因素：探索弹性工作制和在家工作制的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-11 DOI: 10.1002/hrm.22243

Layla J. Branicki, Stephen Brammer, Mark Brosnan, Aida Garcia Lazaro, Susan Lattanzio, Linda Newnes

{"title":"Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices","authors":"Layla J. Branicki, Stephen Brammer, Mark Brosnan, Aida Garcia Lazaro, Susan Lattanzio, Linda Newnes","doi":"10.1002/hrm.22243","DOIUrl":"10.1002/hrm.22243","url":null,"abstract":"Supporting neurodivergent-inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths-based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high-quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible- and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"1001-1023"},"PeriodicalIF":6.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22243","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141609529","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