Human Resource Management最新文献_第4页

Commitment capital: Bridging the gap between organizational commitment and human capital resources 承诺资本：缩小组织承诺与人力资本资源之间的差距

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-09 DOI: 10.1002/hrm.22246

Jim Andersén, Christian Jansson

引用次数: 0

Gender promotion gaps across business units in a multiunit organization: Supply- and demand-side drivers 多单位组织中各业务单位的性别晋升差距：供需双方的驱动因素

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-07 DOI: 10.1002/hrm.22244

Monika Hamori, Denis Monneuse, Zhaoyi Yan

{"title":"Gender promotion gaps across business units in a multiunit organization: Supply- and demand-side drivers","authors":"Monika Hamori, Denis Monneuse, Zhaoyi Yan","doi":"10.1002/hrm.22244","DOIUrl":"10.1002/hrm.22244","url":null,"abstract":"Drawing on gender role and gender queuing theories, we employ a multi-stage process model to investigate demand- and supply-side drivers of gender promotion gaps and to explore variations in these gaps across different business units within an organization. Analyzing 9 years of personnel records from a multiunit European bank, we find that the gender promotion gap is influenced by both supply-side and demand-side factors. Specifically, women are less likely than men to express a motivation to change to a new job or move to a different unit within the bank. Those who do express such motivation are as likely as men to be reassigned to new roles, but their moves are less likely to constitute promotions than are men's moves. Furthermore, gender promotion gaps vary significantly within the organization itself. Business units with the most significant gaps are in regions that have fewer available organizational positions to move into, diminishing women's motivation to seek such moves, and have jobs with numerous incumbents, decreasing women's chances to get a new job or secure a promotion upon doing so. This study extends gender role theory by creating a unified theoretical model that incorporates both employee and employer gender role perceptions as drivers of promotions. It contributes to gender queuing theory by demonstrating the theory's relevance to promotion outcomes.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"959-979"},"PeriodicalIF":6.0,"publicationDate":"2024-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22244","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141575702","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

Chasing two hares at once: The effects of goal orientation (in)congruence in teams 同时追赶两只野兔：团队中目标取向（不）一致的影响

IF 6 2区管理学

Human Resource Management Pub Date : 2024-07-07 DOI: 10.1002/hrm.22242

Wonbin Sohn, Jean-François Harvey

{"title":"Chasing two hares at once: The effects of goal orientation (in)congruence in teams","authors":"Wonbin Sohn, Jean-François Harvey","doi":"10.1002/hrm.22242","DOIUrl":"10.1002/hrm.22242","url":null,"abstract":"Organizations must excel at what they do well while also learning new ways of operating to achieve long-term success. Work teams may thus find themselves pursuing contradictory objectives to support the organization's strategy. We investigated teams' goal orientation (in)congruence and its impact on task meaningfulness and, ultimately, performance, hypothesizing the potential pitfalls of teams simultaneously pursuing both learning- and performance-goal orientations. Three-wave, multisource data were collected from 109 teams at a large North American mortgage company. In a polynomial regression and response surface analytical framework, team task meaningfulness—and subsequent team performance—was enhanced when teams had greater divergence between their learning- and performance-goal orientations but suffered when both goal orientations were more aligned. Our investigation thus revealed the potential pitfalls of teams simultaneously pursuing both learning- and performance-goal orientations. We discuss the theoretical contributions of the team goal orientation incongruence effect substantiated in this study, as well as implications for practice and future research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"939-957"},"PeriodicalIF":6.0,"publicationDate":"2024-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22242","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141575701","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

Identifying forms of after-hours information communication technology use and their role in psychological detachment: An episodic approach 识别下班后使用信息通信技术的形式及其在心理疏离中的作用：偶发性方法

IF 6 2区管理学

Human Resource Management Pub Date : 2024-06-21 DOI: 10.1002/hrm.22240

Adela Chen, Samantha A. Conroy, Tori L. Crain

{"title":"Identifying forms of after-hours information communication technology use and their role in psychological detachment: An episodic approach","authors":"Adela Chen, Samantha A. Conroy, Tori L. Crain","doi":"10.1002/hrm.22240","DOIUrl":"10.1002/hrm.22240","url":null,"abstract":"Employees increasingly conduct work outside of traditional work hours via information communication technologies (ICTs). There is a need to understand how after-hours ICT use relates to well-being, given that such connectivity has become unavoidable. We implement an episodic, event-contingent design to evaluate the association between different ICT media (i.e., e-mail, phone call, chat app, short message service) and the within-person outcomes of psychological detachment as partially mediated by task productivity. A daily diary survey was collected over three consecutive workdays to capture after-hours ICT use. Daily surveys were completed by 498 individuals, with a total of 1494 episodes being captured of after-hours work ICT engagement. Our results indicate that while engagement with any form of ICT after hours reduces psychological detachment, email and chat apps are associated with the lowest levels of psychological detachment. Moreover, whereas the use of asynchronous ICT has positive main effects on episode-related task productivity, the use of synchronous ICT (e.g., phone) only enhances episode-related task productivity when there are high organizational expectations for employees' responsiveness after hours.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"919-937"},"PeriodicalIF":6.0,"publicationDate":"2024-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22240","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141504026","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

The impact of a compressed workweek on shareholder value: An event study analysis of Belgium's 4-day workweek legislation 压缩工作周对股东价值的影响：比利时 4 天工作周立法的事件研究分析

IF 6 2区管理学

Human Resource Management Pub Date : 2024-06-07 DOI: 10.1002/hrm.22238

Marie Dutordoir, Kristof Struyfs

{"title":"The impact of a compressed workweek on shareholder value: An event study analysis of Belgium's 4-day workweek legislation","authors":"Marie Dutordoir, Kristof Struyfs","doi":"10.1002/hrm.22238","DOIUrl":"10.1002/hrm.22238","url":null,"abstract":"While the compressed workweek (CWW) has gained traction in recent years, its impact on firms' financial performance is not well understood. This study addresses this gap in the literature by examining the effect of the CWW on shareholder value. Drawing on social exchange theory and its norm of reciprocity, we introduce a conceptual model on the main effect of the CWW on shareholder value, and the moderating roles of the anticipated type and degree of employee reciprocation. To test the model's predictions, we exploit the announcement of Belgium's mandatory adoption of a CWW in February 2022 as the setting for a policy event study analysis. We find positive average stock price reactions of Belgian listed firms to the CWW's announcement, consistent with investors expecting the CWW to result in favorable employee reciprocation. Stock price reactions are more positive for firms with a lower ex ante employee productivity, suggesting employees are predicted to reciprocate with higher efforts. Stock price reactions are also more positive for firms with a higher reliance on knowledge workers, consistent with these employees deriving a greater utility from flexible working arrangements. Robustness tests, including a placebo analysis and an event study of international firms with Belgian subsidiaries, corroborate our results. Our study offers several theoretical contributions and has practical implications for HR managers and policymakers.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"903-917"},"PeriodicalIF":6.0,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22238","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141374988","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

Passion versus positivity: How work passion and dispositional affect predict job satisfaction and its facets 激情与积极：工作激情和性格影响如何预测工作满意度及其各个方面

IF 6 2区管理学

Human Resource Management Pub Date : 2024-06-05 DOI: 10.1002/hrm.22239

Karen Landay, Shoshana Schwartz, Jaime L. Williams

{"title":"Passion versus positivity: How work passion and dispositional affect predict job satisfaction and its facets","authors":"Karen Landay, Shoshana Schwartz, Jaime L. Williams","doi":"10.1002/hrm.22239","DOIUrl":"10.1002/hrm.22239","url":null,"abstract":"Work passion—a motive that contains affective and cognitive components—is highly desirable and has positive consequences for individuals and organizations. We propose work passion as the missing piece that can explain unique variance in job satisfaction above and beyond the established predictor of dispositional affect. Taking a motivational approach based on the Dualistic Model of Passion and self-determination theory, we tested how two types of work passion (harmonious and obsessive) and two types of dispositional affect (positive and negative) predicted overall job satisfaction and nine job satisfaction facets (satisfaction with pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, the nature of work, and communication). In a two-wave study of working adults, structural equation modeling and regression-based relative weights analysis showed that harmonious passion predicted the largest proportion of variance in job satisfaction overall and in all nine of its facets. Together, our findings highlight the importance of harmonious passion and the utility of a motivational theoretical perspective on job satisfaction for HR scholars and practitioners.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 6","pages":"891-902"},"PeriodicalIF":6.0,"publicationDate":"2024-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141384447","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

Investment in employee developmental climate and employees' continued online learning behaviors: A social influence perspective 对员工发展氛围的投资与员工的持续在线学习行为：社会影响视角

IF 6 2区管理学

Human Resource Management Pub Date : 2024-05-29 DOI: 10.1002/hrm.22237

Jiahui Tan, Cherrie Jiuhua Zhu, Mingqiong Mike Zhang

{"title":"Investment in employee developmental climate and employees' continued online learning behaviors: A social influence perspective","authors":"Jiahui Tan, Cherrie Jiuhua Zhu, Mingqiong Mike Zhang","doi":"10.1002/hrm.22237","DOIUrl":"10.1002/hrm.22237","url":null,"abstract":"In the contemporary digital age, continued online learning behaviors have become indispensable for fostering employee development. However, the learning and development literature predominantly focuses on traditional instructor-led approaches. It remains unclear how organizations can shape employees' learning behaviors, particularly in the context of online learning. The current study clarifies this underexplored research area by investigating how organizational investment in employee developmental climate (IEDC) can promote employees' continued online learning behaviors. Drawing on social influence theory and employing a multilevel research design, we find empirical support for our research model, which specifies that IEDC positively affects employees' continued online learning behaviors through the effect of normative pressure. The findings also reveal the moderating role of online learning facilitating conditions. Specifically, in firms characterized by higher levels of online learning facilitating conditions, the positive relationship between IEDC and normative pressure becomes more pronounced when compared to organizations with lower levels of such facilitating conditions.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 5","pages":"869-885"},"PeriodicalIF":6.0,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141196361","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

Toward a better understanding of self-regulation promoting interventions: When performance management and job crafting meet 更好地理解促进自我调节的干预措施：当绩效管理和工作精心设计相遇

IF 6 2区管理学

Human Resource Management Pub Date : 2024-05-23 DOI: 10.1002/hrm.22236

Evangelia Demerouti, Colin Roth, Katharina Ebner, Roman Soucek, Klaus Moser

{"title":"Toward a better understanding of self-regulation promoting interventions: When performance management and job crafting meet","authors":"Evangelia Demerouti, Colin Roth, Katharina Ebner, Roman Soucek, Klaus Moser","doi":"10.1002/hrm.22236","DOIUrl":"10.1002/hrm.22236","url":null,"abstract":"Organizations utilize self-regulation promoting interventions to empower employees in managing challenges and resources autonomously. However, there is limited understanding of how these interventions impact employee task performance and innovative behavior, as well as which processes are critical for their effectiveness. Therefore, a field experiment was conducted to examine the effects of two self-regulation promoting interventions—the Productivity Measurement and Enhancement Systems intervention (ProMES), a job crafting intervention, and their combination—on individual employee performance and innovation through selected process variables. We collected data before, during, and after the interventions over 16 weeks among 123 employees across three experimental and one control group. Consistent with predictions, participants of the ProMES intervention reported a higher level of perceived team climate, which consequently contributed to greater individual innovative behavior. Participants in the job crafting intervention exhibited an increase in job crafting behaviors, which consequently increased innovative behavior and task performance. Unexpectedly, the combined intervention yielded negative effects on both innovative behavior and task performance. The findings suggest that while self-regulation promoting interventions increase favorable outcomes through different mechanisms their combination may impair relevant processes and, more generally, overwhelm employees.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 5","pages":"849-867"},"PeriodicalIF":6.0,"publicationDate":"2024-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22236","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141103217","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

Motivational strivings, human resource management practices, and job performance: An advancement of the theory of purposeful work behavior 动机追求、人力资源管理实践和工作绩效：有目的工作行为理论的进步

IF 6 2区管理学

Human Resource Management Pub Date : 2024-05-21 DOI: 10.1002/hrm.22229

Junhyok Yim, Matthew L. Call, David W. Sullivan, Youngshin Kim, Yujun Sha

{"title":"Motivational strivings, human resource management practices, and job performance: An advancement of the theory of purposeful work behavior","authors":"Junhyok Yim, Matthew L. Call, David W. Sullivan, Youngshin Kim, Yujun Sha","doi":"10.1002/hrm.22229","DOIUrl":"10.1002/hrm.22229","url":null,"abstract":"Understanding how employees respond to HR systems is a critical question in the strategic HR literature and the need for more nuanced theoretical frameworks explaining who responds differentially to HR systems persists. Drawing on a contingency perspective and the theory of purposeful work behavior, we present a theoretical framework that suggests that employee motivational goal strivings interact with commensurate HR bundles (communion-enhancing HR bundles, status-enhancing HR bundles, and achievement-enhancing HR bundles) to predict employee job performance. Based on survey data collected from 362 employees in 84 service units, our findings reveal that the effects of communion and status strivings on job performance are more positive and stronger for employees in units with higher levels of communion-enhancing HR bundles and status-enhancing HR bundles, respectively. In contrast, the effect of achievement goal strivings on job performance is weaker in units with higher levels of achievement-enhancing HR bundles. These findings have significant implications for both theoretical and practical perspectives, shedding light on the role of employee motivations in shaping the effectiveness of HR bundles on employee performance.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 5","pages":"829-847"},"PeriodicalIF":6.0,"publicationDate":"2024-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22229","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141114749","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

Having fun and thriving: The impact of fun human resource practices on employees' autonomous motivation and thriving at work 玩得开心，工作顺利：趣味人力资源实践对员工自主动机和工作兴致的影响

IF 6 2区管理学

Human Resource Management Pub Date : 2024-05-19 DOI: 10.1002/hrm.22228

Xue Han, Yuhui Li, Jie Li

{"title":"Having fun and thriving: The impact of fun human resource practices on employees' autonomous motivation and thriving at work","authors":"Xue Han, Yuhui Li, Jie Li","doi":"10.1002/hrm.22228","DOIUrl":"10.1002/hrm.22228","url":null,"abstract":"Research interest in thriving at work has burgeoned over the past decades, but little is known about how human resource (HR) practices affect employees' thriving at work. Drawing upon self-determination theory and person-organization fit theory, we developed and tested a moderated mediation model to explain how fun HR practices influence employees' thriving at work. The results of two studies, a scenario experiment (N = 164) and a time-lagged survey (N = 253), supported our hypotheses. Specifically, the findings revealed that fun HR practices relates positively to employees' thriving at work. Autonomous motivation partially mediates the abovementioned relationship. Furthermore, fun HR practices translate into higher autonomous motivation and subsequent thriving at work for employees with higher preference for workplace fun. Our research contributes to the existing literature by identifying fun HR practices as an antecedent of thriving at work and revealing the psychological mechanisms through which fun HR practices affect employees' thriving at work. The practical implications, limitations, and future research avenues are also discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 5","pages":"813-828"},"PeriodicalIF":6.0,"publicationDate":"2024-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141124153","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