Human Resource Management最新文献_第3页

Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving 通过共同利益的人力资源管理提高员工成果：探索意义与繁荣的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-03 DOI: 10.1002/hrm.22270

Ying Lu, Mingqiong Mike Zhang, Miles M. Yang, Teng Li

{"title":"Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving","authors":"Ying Lu, Mingqiong Mike Zhang, Miles M. Yang, Teng Li","doi":"10.1002/hrm.22270","DOIUrl":"https://doi.org/10.1002/hrm.22270","url":null,"abstract":"<div>\u0000 \u0000 <p>In the evolving landscape of human resource management (HRM), common good HRM (CG-HRM) practices are increasingly recognized for their potential to align organizational goals with societal sustainability. Despite their importance, how CG-HRM influences employee outcomes remain underexplored. Drawing on Conservation of Resources (COR) theory, this research explores the impact of CG-HRM practices, conceptualized as critical organizational-level resources, on employees' perception of meaningfulness of work. [Correction added on 20 December 2024, after first online publication: The definition of COR has been corrected in the preceding sentence.] This perception significantly affects employee thriving, which in turn fosters innovative behavior. Employing a multi-wave, multisource survey design, we collected data from 45 firms in China, involving 82 executives and 206 employees, to test our conceptual model. The findings from a multilevel path model reveal that organizational CG-HRM practices contribute to employees' perceived meaningfulness of work, which promotes employee thriving and subsequently innovative behavior at the organizational level, while meaningfulness also contributes to thriving and, thus, innovative behavior at the employee level. Our research enriches the COR theory and contributes to the HRM, thriving, and innovation literature, offering insights for future research and practical implications for organizations striving to align their goals with societal and environmental sustainability while nurturing a thriving workforce.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"485-502"},"PeriodicalIF":6.0,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530478","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

Supporting New Ways of Working for Social Workers Through High Performance Work Practices: Sustaining Professional Identity 通过高绩效工作实践支持社会工作者的新工作方式：维持职业身份

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-03 DOI: 10.1002/hrm.22271

Graeme Currie, Ila Bharatan, Sharanya Mahesh, Robin Miller

{"title":"Supporting New Ways of Working for Social Workers Through High Performance Work Practices: Sustaining Professional Identity","authors":"Graeme Currie, Ila Bharatan, Sharanya Mahesh, Robin Miller","doi":"10.1002/hrm.22271","DOIUrl":"https://doi.org/10.1002/hrm.22271","url":null,"abstract":"<p>In our study, we examine implementation of strength-based practice (SBP) that invokes a new way of working for social workers in England. We note two antecedent conditions to support new ways of working. First, hybrid managers, who combine professional and organizational perspectives, act as a conduit for implementation of new ways of working through supporting implementation of high performance work practices (HPWPs). Second, the financial context faced by social care providers influences whether new ways of working, and HPWPs associated with this, aim to improve productivity, or enhance capability and commitment of social workers. We identify three HPWPs that support the new way of working because they align with professional identity of social workers. First, hybrid manager jobs were designed to afford opportunity for recruitment of appropriately able social workers to enact strategic influence over SBP implementation. Second, intervention to support peer-to-peer learning enhanced the ability of social workers to deliver SBP, and also motivated social workers toward SBP implementation because they retained professional autonomy in developing their practice. Third, performance management intervention was developmental rather than judgmental, designed to enhance ability of social workers to deliver SBP. Similar to the peer learning intervention, it remained within control of social workers, hence motivated them to engage with SBP.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"503-521"},"PeriodicalIF":6.0,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22271","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530475","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

Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition 充满期望：人才获取企业社会责任利弊的公平启发式过程模型

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-02 DOI: 10.1002/hrm.22269

Adam A. Kay, Pavlos A. Vlachos, Konstantinos Tasoulis, Elaine Farndale

{"title":"Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition","authors":"Adam A. Kay, Pavlos A. Vlachos, Konstantinos Tasoulis, Elaine Farndale","doi":"10.1002/hrm.22269","DOIUrl":"https://doi.org/10.1002/hrm.22269","url":null,"abstract":"<p>Corporate social responsibility (CSR) is purely an asset when it comes to talent acquisition: that is the dominant narrative among Human Resource Management (HRM) practitioners and scholars alike. Growing evidence, however, gives reason to question this assumption. Accordingly, in this conceptual paper, we develop a process model to articulate both the pros and cons of CSR for recruitment. Using fairness heuristic theory as a central organizing framework, we integrate three theoretical perspectives into the HRM and micro-CSR literatures. First, we leverage dual-processing attribution theory to propose that job seekers process information about CSR through both heuristic and deliberative processes, leading them to attribute employer CSR to substantive or symbolic motives. We explain how CSR attributions represent a fairness heuristic, meaning a proxy for how trustworthy job seekers appraise an employer to be. Second, invoking expectancy violation theory, we propose that the more job seekers attribute employer CSR to substantive (symbolic) motives, the higher (lower) their justice expectations will be, thereby increasing (decreasing) the consequences to employers for violating those expectations. Third, expanding scholarship on the dynamic nature of organizational fairness perceptions, we propose that job seekers update their attributions of employer CSR in a recursive cycle that can improve, but tends to degrade, as the recruitment process unfolds—particularly if they have high expectations to begin with. In so doing, we nudge the talent acquisition literature beyond static, fixed-in-time accounts to a more representative description of the dynamic and dual-sided role of CSR in recruitment over time.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"465-483"},"PeriodicalIF":6.0,"publicationDate":"2024-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22269","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530038","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

Predicting and Explaining Assessment Center Judgments: A Cross-Validated Behavioral Approach to Performance Judgments in Interpersonal Assessment Center Exercises 预测和解释评估中心判断：人际评估中心练习中绩效判断的交叉验证行为方法

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-27 DOI: 10.1002/hrm.22252

Eric Grunenberg, Clemens Stachl, Simon M. Breil, Philipp Schäpers, Mitja D. Back

{"title":"Predicting and Explaining Assessment Center Judgments: A Cross-Validated Behavioral Approach to Performance Judgments in Interpersonal Assessment Center Exercises","authors":"Eric Grunenberg, Clemens Stachl, Simon M. Breil, Philipp Schäpers, Mitja D. Back","doi":"10.1002/hrm.22252","DOIUrl":"https://doi.org/10.1002/hrm.22252","url":null,"abstract":"<p>Although Assessment Center (AC) role-play assessments have received ample attention in past research, their reliance on actual behavioral information is still unclear. Uncovering the behavioral basis of AC role-play assessments is, however, a prerequisite for the optimization of existing and the development of novel automated AC procedures. This work provides a first data-driven benchmark for the behavioral prediction and explanation of AC performance judgments. We used machine learning models trained on behavioral cues (<i>C</i> = 36) to predict performance judgments in three interpersonal AC exercises from a real-life high-stakes AC (selection of medical students, <i>N</i> = 199). Three main findings emerged: First, behavioral prediction models showed substantial predictive performance and outperformed prediction models representing potential judgment biases. Comparisons with in-sample results revealed overfitting of traditional approaches, highlighting the importance of out-of-sample evaluations. Second, we demonstrate that linear combinations of behavioral cues can be strong predictors of assessors' judgments. Third, we identified consistent exercise-specific patterns of individual cues and cross-exercise consistent behavioral patterns of behavioral dimensions and interpersonal strategies that were especially predictive of the assessors' judgments. We discuss implications for future research and practice.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"423-445"},"PeriodicalIF":6.0,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22252","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530643","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

Strategic Human Resource Management in the Era of Algorithmic Technologies: Key Insights and Future Research Agenda 算法技术时代的战略人力资源管理：关键见解和未来研究议程

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-27 DOI: 10.1002/hrm.22268

Sunghoon Kim, Violetta Khoreva, Vlad Vaiman

{"title":"Strategic Human Resource Management in the Era of Algorithmic Technologies: Key Insights and Future Research Agenda","authors":"Sunghoon Kim, Violetta Khoreva, Vlad Vaiman","doi":"10.1002/hrm.22268","DOIUrl":"https://doi.org/10.1002/hrm.22268","url":null,"abstract":"<p>This article presents a contemporary review of human resource management (HRM) research on algorithmic technologies, including artificial intelligence, machine learning, and natural language processing. By connecting these recent advancements to the long-standing scholarly tradition of HRM-technology relations, this review examines current knowledge on how algorithmic technologies are reshaping three key areas: (1) work structures and design, (2) HR delivery activities, and (3) the management of technology workers. Using a threefold conceptualization of technology—the tool view, proxy view, and ensemble view—this review explores how organizations employ algorithmic systems to enhance productivity, how the human agency interacts with and resists these technologies, and how broader social, cultural, and institutional contexts shape the use of algorithms in HRM. Additionally, this article offers suggestions for future research, highlighting the unique opportunities algorithmic technologies provide to HR scholars for making enduring contributions to the broader conversations on HRM and technology.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"447-464"},"PeriodicalIF":6.0,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22268","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530637","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

Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers 碌碌无为？患有注意力缺陷多动障碍的员工及其雇主的隐性成本

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-25 DOI: 10.1002/hrm.22266

Thomas Blondel, Kerstin Alfes, Daniela Lup

{"title":"Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers","authors":"Thomas Blondel, Kerstin Alfes, Daniela Lup","doi":"10.1002/hrm.22266","DOIUrl":"https://doi.org/10.1002/hrm.22266","url":null,"abstract":"<div>\u0000 \u0000 <p>Research has shown that thriving at work leads to positive outcomes for both organizations and employees. A critical element of thriving is self-regulation, which enables employees to effectively manage their emotions and behaviors in alignment with their long-term goals. However, there is a limited understanding of how employees experience thriving when self-regulation is impaired. In this article, we integrate thriving theory and one of its central elements, self-regulation, with research on attention deficit hyperactivity disorder (ADHD) which has shown that the condition is associated with reduced and sometimes severely impaired self-regulation. Empirically, we explore how employees with ADHD experience thriving at work using a qualitative study of working individuals. In contrast to previous findings, our study uncovers a dark side of thriving for employees with ADHD, with negative consequences for their wellbeing and growth opportunities, and ultimately an increased likelihood of voluntary quitting. In our analysis, we explain why, despite an initial positive boost in productivity, thriving ends up being a harmful process for employees with ADHD. We argue that low self-regulation, together with low self-esteem and fear of failure, drive them to work excessively and neglect caring for themselves and their families. We develop recommendations for employees with ADHD and their companies to stop this negative downward spiral.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"395-421"},"PeriodicalIF":6.0,"publicationDate":"2024-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530552","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

I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance 我感觉不到：情感多样性在风险管理和团队绩效中的作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-19 DOI: 10.1002/hrm.22265

Rebecca L. Mitchell, Nikhil Awasty, Rachel S. Hahn, Daniel J. Griffin, John R. Hollenbeck

{"title":"I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance","authors":"Rebecca L. Mitchell, Nikhil Awasty, Rachel S. Hahn, Daniel J. Griffin, 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}

引用次数: 0

Gender Differences in Job Requirements: Change Within Careers and Across Cohorts 工作要求的性别差异：职业内部和群体之间的变化

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-18 DOI: 10.1002/hrm.22256

Shoshana Schwartz, Peter Cappelli, Yang Yang

引用次数: 0

“Who am I?” Exploring Temporary workers' Integration in Multi-Employment-Type Organizations From the Identity Threat Perspective “我是谁？”身份威胁视角下临时工在多就业型组织中的融合研究

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-12 DOI: 10.1002/hrm.22264

Wenzhu Lu, Shanshi Liu, Chao Ma, Jialiang Pei

{"title":"“Who am I?” Exploring Temporary workers' Integration in Multi-Employment-Type Organizations From the Identity Threat Perspective","authors":"Wenzhu Lu, Shanshi Liu, Chao Ma, 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}

引用次数: 0

It Matters How You Got There and Who Else Is Doing It: Examining the Effects of Two Social-Contextual Characteristics of Working From Home 重要的是你如何到达那里，还有谁在做：检查在家工作的两个社会背景特征的影响

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-04 DOI: 10.1002/hrm.22262

Kristie L. McAlpine, Bradford S. Bell, Emmanuelle Léon

{"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, Bradford S. Bell, 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}

引用次数: 0