Human Resource Management最新文献_第6页

Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship 自觉性与道德感知：研究权威等级为何会削弱这种积极关系

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-30 DOI: 10.1002/hrm.22217

Aleksandra Luksyte, Joseph A. Carpini, Sharon K. Parker, Mark A. Griffin

{"title":"Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship","authors":"Aleksandra Luksyte, Joseph A. Carpini, Sharon K. Parker, Mark A. Griffin","doi":"10.1002/hrm.22217","DOIUrl":"10.1002/hrm.22217","url":null,"abstract":"Human resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision-making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"601-617"},"PeriodicalIF":6.0,"publicationDate":"2024-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22217","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140362378","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context 人力资源管理如何帮助服务机构在不确定性和风险中茁壮成长：以危机后为背景

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-27 DOI: 10.1002/hrm.22216

Yang Chen, Rong Fu, Mengying Xie, Fang Lee Cooke, Qi Song

{"title":"How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context","authors":"Yang Chen, Rong Fu, Mengying Xie, Fang Lee Cooke, Qi Song","doi":"10.1002/hrm.22216","DOIUrl":"10.1002/hrm.22216","url":null,"abstract":"With heightened uncertainties and risks in the fluctuating business environment, existing studies have concentrated on elucidating how service organizations leverage human resource practices to adapt to and survive such unforeseen and disruptive threats. However, how such practices could serve the strategic objective of cultivating a sustainably thriving workforce across different situations is not well understood. Thriving is a core transitional state that fosters positive behaviors, such as creative customer-related problem-solving. Applying social information processing theory, we propose and test a model by exploring how organizations that engage in thriving-oriented human resource management (HRM) encourage employees to take responsibility and promote constructive change, thereby activating their creative problem-solving behaviors. Specifically, we theorize and develop measures to promote thriving-oriented HRM in Study 1. In Study 2, we collected multisource and multi-wave data from 296 frontline service employees and 45 supervisors in China. Our findings reveal that thriving-oriented HRM is positively related to felt responsibility for change, which ultimately encourages creative problem-solving. We also show that the threat imposed by a crisis, that is, the COVID-19 pandemic, strengthens the positive relationship between thriving-oriented HRM and felt responsibility for change. Our study contributes to the HRM literature, especially on thriving-oriented HRM and employee perception, and has practical implications for service organizations in the uncertain context.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"581-600"},"PeriodicalIF":6.0,"publicationDate":"2024-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140377182","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

Do women perceive incivility from men as selective? Examining main effects, coping responses, and boundary conditions 女性会选择性地看待男性的不礼貌行为吗？研究主效应、应对反应和边界条件

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-03-17 DOI: 10.1002/hrm.22213

Grisel Lopez-Alvarez, M. Teresa Cardador, Simon Lloyd D. Restubog

{"title":"Do women perceive incivility from men as selective? Examining main effects, coping responses, and boundary conditions","authors":"Grisel Lopez-Alvarez, M. Teresa Cardador, Simon Lloyd D. Restubog","doi":"10.1002/hrm.22213","DOIUrl":"10.1002/hrm.22213","url":null,"abstract":"Women are more likely than men to be targets of incivility in the workplace. Scholars have referred to this pattern as selective incivility and suggest that incivility directed toward women—that is, selective incivility—is a form of modern sexism in the workplace. However, it remains unclear whether women themselves make sense of incivility from men as a form of gender bias, and when such perceptions shape whether women engage in unique responses to incivility perceived as selective. Drawing on social identity theory, we develop a conceptual model to better understand these relationships. Across two studies with working women, we show that women perceive male-instigated incivility as selective. Further, our findings show that women are more likely to engage in problem-focused-responses (i.e., direct confrontation and formal reporting), rather than emotion-focused responses (i.e., avoidance) in response to incivility perceived as selective and that these coping responses are, at times, moderated by the frequency of incivility. Overall, our research advances the literature on incivility, selective incivility, and gender bias at work, offers practical implications for managers seeking to foster workplace inclusion, and suggests novel directions for future research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 3","pages":"517-532"},"PeriodicalIF":6.6,"publicationDate":"2024-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22213","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140152985","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

What are interviews for? A qualitative study of employment interview goals and design 面试是为了什么？就业面试目标和设计的定性研究

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-10 DOI: 10.1002/hrm.22215

Timothy G. Wingate, Joshua S. Bourdage

{"title":"What are interviews for? A qualitative study of employment interview goals and design","authors":"Timothy G. Wingate, Joshua S. Bourdage","doi":"10.1002/hrm.22215","DOIUrl":"10.1002/hrm.22215","url":null,"abstract":"The employment interview is among the most versatile of staffing tools. Yet, the interview is rarely studied as a multipurpose tool. If the interview is used to serve multiple goals, then the interview can be effective (i.e., valid), and effectively designed, in multiple ways. The current study uses qualitative methodology to develop an inductive theory of interview goals and design based on conversational interviews with 29 experienced professional interviewers. Transcript data were analyzed with template analysis grounded in a postpositive epistemology and objectivist ontology. Results suggested that the interview is primarily used to serve three broad goals: performing a targeted assessment, making a positive impression, and informing the applicant. Interviewers reported a variety of strategies for adapting the interview to achieve and balance these goals. In short, findings suggest that the interview is used in multiple ways that have received very little research attention. These findings imply that the concept of interview validity should be expanded to include multiple interviewing goals, and that interview design should be understood as a complex function of these goals. Further implications for the research, theory, and practice of employment interviews are discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"555-580"},"PeriodicalIF":6.0,"publicationDate":"2024-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22215","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140107265","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

Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength 危机时期的员工呼声：探索人力资源实践和人力资源系统力量作用的概念框架

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-07 DOI: 10.1002/hrm.22214

Margarita Nyfoudi, Bora Kwon, Adrian Wilkinson

{"title":"Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength","authors":"Margarita Nyfoudi, Bora Kwon, Adrian Wilkinson","doi":"10.1002/hrm.22214","DOIUrl":"10.1002/hrm.22214","url":null,"abstract":"Despite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis-related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis-à-vis the experienced meso- and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top-down processes at turbulent times such as crisis-related HR practices can influence bottom-up emergent phenomena.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"537-553"},"PeriodicalIF":6.0,"publicationDate":"2024-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22214","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140070161","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

Human resource executives' relative pay and firm performance 人力资源主管的相对薪酬与公司业绩

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-03-05 DOI: 10.1002/hrm.22209

Clint Chadwick, James P. Guthrie, Xuejing Xing, Shan Yan

引用次数: 0

Dark side of algorithmic management on platform worker behaviors: A mixed-method study 算法管理对平台工作者行为的阴暗面：混合方法研究

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-02-29 DOI: 10.1002/hrm.22211

Ying Lu, Miles M. Yang, Jianhua Zhu, Ying Wang

引用次数: 0

The moderating role of social capital for late-career management intervention effects on older employees' work engagement 社会资本对老年员工工作投入的后期管理干预效果的调节作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-02-28 DOI: 10.1002/hrm.22212

Markku Jokisaari, Mervi Ruokolainen, Jukka Vuori

{"title":"The moderating role of social capital for late-career management intervention effects on older employees' work engagement","authors":"Markku Jokisaari, Mervi Ruokolainen, Jukka Vuori","doi":"10.1002/hrm.22212","DOIUrl":"10.1002/hrm.22212","url":null,"abstract":"Despite increasing interest in supporting older workers' motivation, retention, and well-being at work, knowledge about how social networks at work may affect the efficacy of training interventions among older employees is scarce. These social ties are an important source of resources for older workers' careers. This study examined the characteristics of older workers' personal social networks as boundary conditions for the effects of late-career management intervention on work engagement. Data were used from an earlier randomized controlled trial (RCT) in which senior employees (mean age of 58 years) participated in a peer group-based training intervention and were asked to complete follow-up surveys at baseline, post-intervention, and after 6 months (Vuori et al., 2019, Journal of Vocational Behavior, 115: 103327). The results showed that older workers' social ties at higher organizational levels (upper reachability) and the number of social ties at work moderated the effect of the intervention on work engagement. Specifically, the intervention aimed at enhancing employees' personal resources improved work engagement for senior employees with few or no social ties at work with whom they could discuss important matters, and for those with social ties at higher organizational levels. However, the relationship quality between older workers and their leaders showed no moderation effect. This study encourages human resources professionals to consider the social network characteristics and peer learning of older workers when providing training to enhance their work engagement.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 3","pages":"463-476"},"PeriodicalIF":6.6,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22212","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140016668","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

Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue-collar, nonprofit, and managerial work 是否 "一刀切"？工作特点在知识、蓝领、非营利和管理工作中培养工作激情的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-02-28 DOI: 10.1002/hrm.22210

Marina N. Astakhova, Alexander S. McKay, D. Harold Doty, Barbara R. Wooldridge

{"title":"Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue-collar, nonprofit, and managerial work","authors":"Marina N. Astakhova, Alexander S. McKay, D. Harold Doty, Barbara R. Wooldridge","doi":"10.1002/hrm.22210","DOIUrl":"10.1002/hrm.22210","url":null,"abstract":"We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation-specific predictions for job characteristics-to-work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue-collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one-size-fits-all approach is not appropriate.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 3","pages":"443-462"},"PeriodicalIF":6.6,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140016728","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

An examination of whether and how leader humility enhances leader personal career success 研究领导者的谦逊是否以及如何促进领导者个人事业的成功

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-28 DOI: 10.1002/hrm.22208

Elsa T. Chan, David R. Hekman, Maw Der Foo

引用次数: 0