Human Resource Management最新文献_第4页

The Dynamics and Complexities of Return-to-Office Policies 离职政策的动态和复杂性

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-11-24 DOI: 10.1002/hrm.70041

Wayne F. Cascio

引用次数: 0

Age-Inclusive HR Practices as Resource Passageways: Explaining Retirement Intentions Through Employability and Job Insecurity 作为资源通道的年龄包容性人力资源实践：通过就业能力和工作不安全感解释退休意图

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-11-05 DOI: 10.1002/hrm.70036

Ulrike Fasbender, Ariane Froidevaux, Ute-Christine Klehe

{"title":"Age-Inclusive HR Practices as Resource Passageways: Explaining Retirement Intentions Through Employability and Job Insecurity","authors":"Ulrike Fasbender, Ariane Froidevaux, Ute-Christine Klehe","doi":"10.1002/hrm.70036","DOIUrl":"https://doi.org/10.1002/hrm.70036","url":null,"abstract":"<p>To decide about retirement, employees assess and react to their work environment, including age-inclusive HR practices. Age-inclusive HR practices ensure equal access to key HR functions for all employees—regardless of age, for example, training and development for all age groups, unlike age-specific HR practices, which target older workers exclusively, for example, development opportunities for older workers. In this study, we uncover why age-inclusive HR practices are effective in retaining older employees. Using a conservation of resources theory approach, we explain that age-inclusive HR practices can enhance older employees' employability (i.e., perceived ability to realize job opportunities within and between employers) and reduce their job insecurity (i.e., perceived risk of a decline in job quality, including working conditions, career prospects, and salary). Employability, conversely, weakens employees' retirement intentions, while job insecurity strengthens these intentions. We use a three-wave design with 758 older employees and path analysis, controlling for age-specific HR practices, to demonstrate the unique effect of age-inclusive HR practices on employees' retirement intentions. Findings showed that age-inclusive HR practices (beyond age-specific HR practices) were indirectly linked to employees' retirement intentions via job insecurity but not employability, emphasizing their importance for resource loss prevention as a means for older employees' retention.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"473-491"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70036","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147563409","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

Algorithmic Reliability at the Helm: Investigating the Relationship Between Experienced Algorithmic Reliability, Trust, and Work Engagement in the Gig Economy 算法可靠性掌舵：研究零工经济中经验丰富的算法可靠性、信任和工作投入之间的关系

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-11-07 DOI: 10.1002/hrm.70033

Ying Lu, Miles M. Yang, Rebecca Mitchell, Brendan Boyle, Jun Gu

{"title":"Algorithmic Reliability at the Helm: Investigating the Relationship Between Experienced Algorithmic Reliability, Trust, and Work Engagement in the Gig Economy","authors":"Ying Lu, Miles M. Yang, Rebecca Mitchell, Brendan Boyle, Jun Gu","doi":"10.1002/hrm.70033","DOIUrl":"https://doi.org/10.1002/hrm.70033","url":null,"abstract":"<div>\u0000 \u0000 <p>In the gig economy, the role of artificial intelligence (AI) in managing human resource functions such as task allocation and performance management is increasingly significant. However, there is limited understanding of how the reliability of these functions, as experienced by workers, impacts their trust and engagement. Grounded in the transactional model of stress and coping, this study examines the influence of experienced algorithmic reliability on gig workers' trust in their platforms and their subsequent work engagement. We further explore how occupational stigma consciousness moderates this mediated relationship. Through a time-lagged survey of 332 gig workers, our findings indicate that reliable algorithmic management experiences significantly enhance trust and subsequently work engagement. Moreover, this relationship is complicated by occupational stigma consciousness, which can diminish the positive effects of algorithmic reliability on trust and engagement. This study deepens our understanding of technology-mediated work environments, emphasizing the critical role of workers' experiences with AI-driven HRM functions in enhancing engagement and well-being.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"493-509"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147563980","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

Work Has Changed, Has HRM? Designing for the Distributed, Fragmented, and Fluid Era 工作变了，人力资源管理变了吗？面向分布式、碎片化和流动时代的设计

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-09-27 DOI: 10.1002/hrm.70028

Černe Matej, Lamovšek Amadeja

引用次数: 0

The Double-Edged Sword Effect of Green Human Resource Management Practices on Employees' Green Behaviors at Home 绿色人力资源管理实践对员工家庭绿色行为的双刃剑效应

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-10-02 DOI: 10.1002/hrm.70031

Jian Peng, Lunwen Wu, Kui Yin

{"title":"The Double-Edged Sword Effect of Green Human Resource Management Practices on Employees' Green Behaviors at Home","authors":"Jian Peng, Lunwen Wu, Kui Yin","doi":"10.1002/hrm.70031","DOIUrl":"https://doi.org/10.1002/hrm.70031","url":null,"abstract":"<div>\u0000 \u0000 <p>While increasing evidence supports the workplace benefits of green human resource management (HRM) practices, this research explores how and when employees' experiences with these practices influence their green behaviors at home. Drawing on the work-home resource model, this study examines the dual mechanisms of green job demands and resources while also exploring the moderating role of proactive vitality management. Study 1, a four-wave time-lagged survey, revealed that experienced green HRM practices were associated with both green job demands and green job resources. On the one hand, green job demands led to increased green job fatigue, which in turn reduced green behaviors at home. On the other hand, green job resources fostered green self-efficacy, which subsequently enhanced green behaviors at home. Importantly, the negative indirect relationship between green HRM practices and green behaviors at home via green job demands and green job fatigue was stronger when employees' proactive vitality management was low, whereas the positive indirect relationship via green job resources and green self-efficacy was stronger when proactive vitality management was high. Study 2, a four-wave cross-lagged survey, replicated the findings of Study 1 and further clarified the causal direction of these relationships. This research contributes to the literature on green HRM practices by uncovering their cross-domain implications and highlighting both their benefits and costs.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"325-350"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147562523","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Role of Status Incongruence in Employee Responses to Participative Leadership 地位不一致在员工对参与式领导反应中的作用

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-11-09 DOI: 10.1002/hrm.70035

Seo-Young Byun, İlhami Yücel, Orlando Richard, María del Carmen Triana

{"title":"The Role of Status Incongruence in Employee Responses to Participative Leadership","authors":"Seo-Young Byun, İlhami Yücel, Orlando Richard, María del Carmen Triana","doi":"10.1002/hrm.70035","DOIUrl":"https://doi.org/10.1002/hrm.70035","url":null,"abstract":"<p>Although prior research has focused on the negative effect of status incongruence, this paper offers an optimistic perspective as it relates to participative leadership. Status incongruence refers to a situation in which status characteristics of the supervisor and the subordinate are opposite to standard norms. Leaders who are younger, less educated, less experienced, or shorter tenured than their followers are status incongruent. Incorporating role congruity theory with the participative leadership literature, we argue that participative leaders in status incongruence will be able to boost subordinate affective commitment and organizational citizenship behaviors more than their counterparts with lower status incongruence. We further propose a moderated mediation model whereby the positive indirect relationship between participative leadership and subordinate organizational citizenship behaviors through affective commitment will be stronger for status incongruent dyads. By finding support for our hypotheses across two field studies, this work suggests role congruity theory to consider leadership style as well as multiple status indicators together in understanding how role (in)congruity arises for leaders with varying levels of status incongruence. Suggestions for how human resource (HR) managers should consider leadership style as part of their HR strategy for fostering participative workplaces are offered.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"511-529"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70035","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147564372","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

Conceptual and Theoretical Perspectives on the Human Resource Management–Leadership–Well-Being Link: Reviewing 20 Years of Empirical Research 人力资源管理-领导-幸福感联系的概念与理论视角：回顾20年的实证研究

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-10-18 DOI: 10.1002/hrm.70029

Marie Freia Wunderlich, Ann-Kristina Løkke

{"title":"Conceptual and Theoretical Perspectives on the Human Resource Management–Leadership–Well-Being Link: Reviewing 20 Years of Empirical Research","authors":"Marie Freia Wunderlich, Ann-Kristina Løkke","doi":"10.1002/hrm.70029","DOIUrl":"https://doi.org/10.1002/hrm.70029","url":null,"abstract":"<div>\u0000 \u0000 <p>Human resource management (HRM) practices and leadership (LS) both impact the functioning and experiences of employees at work, or, in other words, their well-being (WB). Over the last two decades, the body of empirical research on employee WB that considers aspects of HRM and LS has been growing. There is a myriad of theoretical perspectives, such as job resource theories, social exchange theory, and HRM theories, that can serve as the foundation for empirical inquiry. In addition, the interplay between HRM and LS in impacting employee WB can be conceptualized in many different ways, for example, parallel effects, moderation, and mediation. This literature review takes stock of two decades of empirical HRM–LS–WB research, examines its theoretical and conceptual assumptions, and its temporal developments. We find that the field views the link between HRM, LS, and WB predominantly as an exchange between employee and employer, has a strong tendency to combine social exchange theory with other theoretical frameworks, and is shifting to theories that place the employees at the center of inquiry (e.g., motivational theories). In terms of the interplay between HRM, LS, and WB, we observe a shift toward conceptualizations that focus on the enabling potential of LS and HRM for each other as well as models that focus on the indirect—rather than direct—effects of HRM and LS on WB. We discuss the findings and implications for future research.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"407-430"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147566959","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

Motivator or Depletor? Unraveling the Double-Edged Effects of Peer Monitoring on Employee Job Performance 激励者还是消耗者？揭示同伴监督对员工工作绩效的双刃剑效应

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-10-13 DOI: 10.1002/hrm.70030

Xin Liu, Xiaojuan Xie, Byron Y. Lee, Jingni Dong, Na Yang

{"title":"Motivator or Depletor? Unraveling the Double-Edged Effects of Peer Monitoring on Employee Job Performance","authors":"Xin Liu, Xiaojuan Xie, Byron Y. Lee, Jingni Dong, Na Yang","doi":"10.1002/hrm.70030","DOIUrl":"https://doi.org/10.1002/hrm.70030","url":null,"abstract":"<div>\u0000 \u0000 <p>Peer monitoring, as a type of organizational control, is increasingly important in managing employee performance. However, extant research primarily focuses on the benefits of peer monitoring on job performance, while largely ignoring its potential negative consequences. We advance the literature to theorize and test the double-edged effects of peer monitoring on job performance by examining its self-regulatory consequences. Specifically, we propose that peer monitoring can simultaneously increase both work engagement and ego depletion, which in turn exert positive and negative impacts on job performance, respectively. Furthermore, we theorize that trait self-control is a critical contingent factor that moderates both the positive and negative pathways from peer monitoring to job performance. We test our model through a two-wave, multisource field survey study involving 203 employees and their 49 direct supervisors in China, as well as through an experimental study with 149 full-time working employees in the United States. We find consistent evidence for the negative consequences of peer monitoring on job performance via ego depletion, while the positive pathway through work engagement is only supported by the field survey study. Furthermore, both studies show that there is a positive indirect effect of peer monitoring on job performance via work engagement when employees have lower trait self-control and a negative indirect effect via ego depletion when employees have higher trait self-control. Such examination helps elucidate the positive and negative effects of peer monitoring on job performance and has important theoretical and practical implications.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"381-405"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147565527","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

Chatting Towards Inclusivity: A Digital Approach to Inclusion Action Plans and Leader Development 面向包容性的聊天：包容性行动计划和领导者发展的数字化方法

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-11-29 DOI: 10.1002/hrm.70039

Vindhya Singh, Jessi Mariah Rivin, H. Phoenix van Wagoner, Ksenia Keplinger, Jay Barbuto

{"title":"Chatting Towards Inclusivity: A Digital Approach to Inclusion Action Plans and Leader Development","authors":"Vindhya Singh, Jessi Mariah Rivin, H. Phoenix van Wagoner, Ksenia Keplinger, Jay Barbuto","doi":"10.1002/hrm.70039","DOIUrl":"https://doi.org/10.1002/hrm.70039","url":null,"abstract":"<p>Inclusion is a cornerstone of success for organizations and society, yet inclusion is not guaranteed. Building on inclusive leadership research and relational models theory, we argue that inclusion cannot manifest without systematic effort and planning by leaders. Unfortunately, few resources exist to help leaders plan and enact specific inclusion behaviors. To address this, we introduce the “Leader Success Bot,” an innovative conversational chatbot designed to help leaders develop daily inclusion action plans. Through our immersive longitudinal design and mixed methods data, we advance the taxonomy of inclusive leader behaviors and test the impact of inclusion planning on leaders and followers. We demonstrate how equality matching is an overlooked relational model that is a pivotal relational dynamic for inclusion. Across two studies, our quantitative and qualitative findings show that equitable exchanges by leaders can foster a deeper sense of belonging and community. As leaders interact with the chatbot, both leaders and followers are more likely to accomplish their goals. Additionally, followers' inclusion climate and psychological safety benefited, leading to a decrease in turnover intentions. Our findings underscore the potential of chatbots to support inclusive leadership training and development by providing leaders with a structured, scalable platform for continuous reflection and growth. This research advances theoretical understanding of relational inclusion dynamics and offers practical insights and a scalable tool for HR managers seeking to build more inclusive, psychologically safe cultures.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"605-630"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70039","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147570135","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

Family-Friendly Work Systems: A Systematic Review, Critical Assessment, and Future Research Agenda of the Work-Life Benefits Literature 家庭友好型工作系统：工作-生活福利文献的系统回顾、关键评估和未来研究议程

IF 9 2区管理学

Human Resource Management Pub Date : 2026-03-01 Epub Date: 2025-10-03 DOI: 10.1002/hrm.70027

Yingyi Chang, Sven Kepes, Carol M. Wong, Jose M. Cortina

{"title":"Family-Friendly Work Systems: A Systematic Review, Critical Assessment, and Future Research Agenda of the Work-Life Benefits Literature","authors":"Yingyi Chang, Sven Kepes, Carol M. Wong, Jose M. Cortina","doi":"10.1002/hrm.70027","DOIUrl":"https://doi.org/10.1002/hrm.70027","url":null,"abstract":"<div>\u0000 \u0000 <p>The increasing awareness and use of family-friendly work activities (FFWAs), also known as work-life benefits, highlights their importance for both employees and organizations. Despite the importance of these activities for both employees and organizations, the existing literature is fragmented, lacking a clear consensus on their conceptualization and measurement. In this review, we content analyze conceptual and methodological aspects of the FFWA literature. Specifically, applying the systems perspective from the strategic human resource management (SHRM) literature, we introduce and conceptualize family-friendly work systems (FFWS), define their key domains, specify the FFWAs within them, and clarify their hierarchical structure (i.e., policies, practices, and processes). Building on the FFWS model, we evaluate potential sources of heterogeneity in current research. By identifying inconsistencies as well as strengths and weaknesses in the existing literature, this review provides a timely contribution that can guide future research and offer practical recommendations for policymakers and organizations striving to create more family-friendly workplaces.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"65 2","pages":"351-379"},"PeriodicalIF":9.0,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147562957","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