Human Resource Management最新文献_第7页

Blinded by “algo economicus”: Reflecting on the assumptions of algorithmic management research to move forward 被 "算法经济学 "蒙蔽了双眼：反思算法管理研究的假设，继续前进

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-23 DOI: 10.1002/hrm.22204

Laura Lamers, Jeroen Meijerink, Giorgio Rettagliata

引用次数: 0

Advancing work–life supportive contexts for the “haves” and “have nots”: Integrating supervisor training with work–life flexibility to impact exhaustion or engagement 为 "富人 "和 "穷人 "提供工作与生活的支持性环境：将主管培训与工作-生活灵活性相结合，以影响疲惫程度或参与度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-18 DOI: 10.1002/hrm.22207

Ellen Ernst Kossek, Caitlin M. Porter, Lindsay Mechem Rosokha, Kelly Schwind Wilson, Deborah E. Rupp, Jared Law-Penrose

{"title":"Advancing work–life supportive contexts for the “haves” and “have nots”: Integrating supervisor training with work–life flexibility to impact exhaustion or engagement","authors":"Ellen Ernst Kossek, Caitlin M. Porter, Lindsay Mechem Rosokha, Kelly Schwind Wilson, Deborah E. Rupp, Jared Law-Penrose","doi":"10.1002/hrm.22207","DOIUrl":"10.1002/hrm.22207","url":null,"abstract":"Employers face many dilemmas in effectively implementing work–life flexibility to support employees' personal lives. A key issue is that some employees hold jobs with limited opportunities for work–life flexibility, making them susceptible to burnout; yet most employers believe they can do little to mitigate this dynamic. Furthermore, even when employees hold jobs with greater access to work–life flexibility, some do not take advantage of their flexibility to more fully engage in work and/or home roles. These issues are further exacerbated when supervisors are unsure of their role in supporting work–life flexibility. We identify work–life supportive context as a key factor that provides solutions to these dilemmas. Drawing on job demands resources theory, we posit that, when organizations provide work–life supportive training to supervisors, it promotes a work–life supportive context (i.e., signaling that the organization is supportive of employees' managing their work–life interface), which mitigates burnout for those with limited work–life flexibility and promotes engagement in work and home roles for those with greater work–life flexibility. Results from a year-long randomized field experiment suggest that, in contexts with trained supervisors and lower employee control over work schedules and boundaries (i.e., lower work–life flexibility), emotional exhaustion is reduced. In contexts with trained supervisors and higher employee control over work boundaries (i.e., higher work–life flexibility), family engagement increases. Surprisingly, irrespective of job access to work-life flexibility, supervisor participation in work–life support training did not enhance employee work engagement. Implications of our findings for fostering work–life supportive contexts are considered.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 3","pages":"397-411"},"PeriodicalIF":6.6,"publicationDate":"2024-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22207","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139517819","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

Expatriate managers' personal financial insecurity indirectly thwarts team innovation: The role of state learning goal orientation 外派经理的个人财务不安全感间接阻碍了团队创新：国家学习目标导向的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-06 DOI: 10.1002/hrm.22206

Dan Ni, Shaoxue Wu, Michelle Xue Zheng, Wen Wu

引用次数: 0

Context is key: A 34-country analysis investigating how similar HRM systems emerge from similar contexts 背景是关键：对 34 个国家进行分析，探究相似背景下如何产生相似的人力资源管理制度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-03 DOI: 10.1002/hrm.22205

Wolfgang Mayrhofer, Torsten Biemann, Irmela Koch-Bayram, Marco L. Rapp

{"title":"Context is key: A 34-country analysis investigating how similar HRM systems emerge from similar contexts","authors":"Wolfgang Mayrhofer, Torsten Biemann, Irmela Koch-Bayram, Marco L. Rapp","doi":"10.1002/hrm.22205","DOIUrl":"10.1002/hrm.22205","url":null,"abstract":"Using an institutional lens, we investigate the isomorphic effects of both external and internal contexts on human resource management (HRM) systems. Our analysis uses data from 4768 organizations across 34 countries to focus on the similarities in HRM systems. By employing distance matrices, a commonly adopted method in geographic science, we find that both external and internal contexts affect (dis)similarities in HRM systems. Organizations in similar environments exhibit more similar HRM systems. Furthermore, we find that the devolvement of HRM activities from HRM to line management reduces the similarity of HRM systems across organizations. By contrast, a strong strategic position of HRM does not yield a comparable effect. Our study's main contributions include elucidating the multifaceted relationship between context and HRM, highlighting the HRM department's role in this relationship, clarifying the context–HRM connection via the concept of isomorphic pressures, and illustrating the use of distance matrices as tool with great explanatory power for the analysis of similarities among HRM phenomena.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"355-371"},"PeriodicalIF":6.6,"publicationDate":"2024-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22205","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139374396","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

Power to the people—And then? A multilevel leadership perspective on organizational decentralization 权力属于人民--然后呢？组织权力下放的多层次领导视角

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-01-02 DOI: 10.1002/hrm.22203

Hendrik Huettermann, Stefan Berger, Max Reinwald, Heike Bruch

{"title":"Power to the people—And then? A multilevel leadership perspective on organizational decentralization","authors":"Hendrik Huettermann, Stefan Berger, Max Reinwald, Heike Bruch","doi":"10.1002/hrm.22203","DOIUrl":"10.1002/hrm.22203","url":null,"abstract":"As organizations strive for more flexibility, decentralized decision-making has been at the core of many modern HR approaches. Yet, on a company-wide scale, it remains unclear whether decentralized decision-making structures improve organizational performance. Our study aims to illuminate prior ambiguous evidence by examining an employee-level mechanism underlying the organizational-level relationship between decentralization and performance, and scrutinizing the critical role of formal leaders for empowering employees in decentralized structures. Integrating the perspective of organizational structure as opportunities and constraints with social information processing theory, we argue that transferring decision-making authority to lower organizational levels positively affects employees' emergent leadership, but only to the extent that direct supervisors engage in empowering leadership and guide employees' behaviors in decentralized structures. Our predictions are supported by a multilevel, multisource field study of 5807 individuals across 144 companies. We further find that emergent leadership yields a positive effect on organizational performance. By developing a multilevel model that explicates both an employee-level mechanism and a contingency of the decentralization–organizational performance link, our study enriches understanding of the key role that formal leaders play for achieving the strategic goals of decentralized decision-making in organizations.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"333-353"},"PeriodicalIF":6.6,"publicationDate":"2024-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22203","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139374736","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

Reactions to asynchronous video interviews: The role of design decisions and applicant age and gender 对异步视频面试的反应：设计决策以及申请人年龄和性别的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-12-12 DOI: 10.1002/hrm.22202

Ottilie Tilston, Franciska Krings, Nicolas Roulin, Joshua S. Bourdage, Michael Fetzer

{"title":"Reactions to asynchronous video interviews: The role of design decisions and applicant age and gender","authors":"Ottilie Tilston, Franciska Krings, Nicolas Roulin, Joshua S. Bourdage, Michael Fetzer","doi":"10.1002/hrm.22202","DOIUrl":"10.1002/hrm.22202","url":null,"abstract":"Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated selection interview that can help streamline and increase flexibility in the hiring process and are used to hire millions of applicants per year. Although applicant reactions to AVIs in general tend to be more negative than with traditional interview modalities, AVIs can differ widely in how they are designed. For instance, applicants can be provided with more or less preparation time, response length, rerecording options, or rely on different question formats. This study examines how AVI design features impact applicant reactions, as well as the moderating role played by applicant age and gender. Data from 27,809 real job applicant's AVI experiences were collected in 11 countries (69.3% English-speaking) from 33 companies and relating to 72 types of positions. Data were fitted with linear mixed-effects models to account for nesting. Results showed that allowing more preparation time and offering the opportunity to rerecord responses were related to more favorable reactions, while including more questions was related to more negative reactions. Applicants above the age of 31 reacted especially negatively to AVIs with more questions while those below the age of 30 preferred being allocated longer maximum response lengths. Women reacted more positively to increased preparation time. These findings might help both AVI vendors and hiring organizations design AVIs that facilitate a positive applicant experience. Our research also expands knowledge on applicant reactions to interviews, highlights crucial differences from traditional formats, and calls for integrating applicant characteristics into current theoretical frameworks on applicant reactions to AVIs.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"313-332"},"PeriodicalIF":6.6,"publicationDate":"2023-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138684143","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

Out of the shadow? The effect of high-status employee departure on the performance of staying coworkers in financial brokerage firms 走出阴影？金融经纪公司中高层员工离职对留任同事绩效的影响

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-11-28 DOI: 10.1002/hrm.22201

Pengfei Wang, Jianhao Hu, Jingjiang Liu

{"title":"Out of the shadow? The effect of high-status employee departure on the performance of staying coworkers in financial brokerage firms","authors":"Pengfei Wang, Jianhao Hu, Jingjiang Liu","doi":"10.1002/hrm.22201","DOIUrl":"https://doi.org/10.1002/hrm.22201","url":null,"abstract":"Because high-status employees make disproportional contributions to firms, prior literature suggests that their departure would undermine various organizational outcomes. Building on recent literature, however, we suspect that a high-status employee may have seized disproportional resources and credits from coworkers, thereby restricting them from performing, particularly when the work context is more independent and contested. As a result, the departure of a high-status employee may bring staying coworkers more resources and incentives to perform, causing their performance to improve. To test this possibility, we examine the effect of high-status analysts' departure on the individual performance of analysts who remain, using a sample of sell-side analysts in Chinese financial brokerage firms. Employing a before-and-after treatment research design, we find evidence that after the departure of a high-status analyst, the staying coworkers' individual performance is significantly improved. It is particularly so when they share greater industry overlap with the departing analyst. Our extensional analyses also investigate additional contingencies, which helps provide valuable hints about possible mechanisms.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"293-312"},"PeriodicalIF":6.6,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140024828","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 SMART model of work design: A higher order structure to help see the wood from the trees 工作设计的SMART模型:一个更高层次的结构，帮助从树木中看到木材

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-11-27 DOI: 10.1002/hrm.22200

Sharon K. Parker, Caroline Knight

{"title":"The SMART model of work design: A higher order structure to help see the wood from the trees","authors":"Sharon K. Parker, Caroline Knight","doi":"10.1002/hrm.22200","DOIUrl":"10.1002/hrm.22200","url":null,"abstract":"We propose a new work design model, SMART work design, that identifies five higher order categories of work characteristics, including stimulating work characteristics (task variety, skill variety, information processing requirements, and problem-solving requirements), mastery work characteristics (job feedback, feedback from others, and role clarity), autonomous work characteristics (decision-making autonomy, timing autonomy, and method autonomy), relational work characteristics (social support, task significance, and beneficiary contact), and tolerable work characteristics (low levels of: role overload, work–home conflict, and role conflict). Higher order confirmatory factor analysis of working participants provided initial evidence of this structure (Study 1, N = 1107), which was replicated in an additional dataset (Study 2, time 1, N = 709). To provide further evidence, we examined Study 2 data across three waves (N = 573) to show that each higher order factor at time 1 predicted time 3 job satisfaction either directly or via the theorized time 2 mediators (challenge appraisals, work meaningfulness, fulfillment of relatedness needs, and activated negative affect). In Study 3 (N = 108), employees' scores on specific higher order variables correlated with leader ratings of performance in the expected ways. The SMART work design model provides a unique integrating and multidimensional theory of work design that extends beyond existing models. The model can be used to facilitate the synthesis of research knowledge and guide scholars and practitioners to diagnose and address contemporary work design challenges.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"265-291"},"PeriodicalIF":6.6,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22200","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138495055","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

Put your own “oxygen mask” on first: A behavioral typology of leaders' self-care 先戴上自己的 "氧气面罩"：领导者自我保健的行为类型学

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-10-25 DOI: 10.1002/hrm.22199

Chia-Yen Chiu, Chad, Matylda Howard, Edilene Lopes, Carol T. Kulik, Michelle R. Tuckey

{"title":"Put your own “oxygen mask” on first: A behavioral typology of leaders' self-care","authors":"Chia-Yen Chiu, Chad, Matylda Howard, Edilene Lopes, Carol T. Kulik, Michelle R. Tuckey","doi":"10.1002/hrm.22199","DOIUrl":"10.1002/hrm.22199","url":null,"abstract":"Organizational leaders are essential in implementing, interpreting, and even proactively initiating changes for human resource (HR) functions to enhance workplace productivity and well-being. However, recent studies have cautioned that providing positive and supportive leadership usually drains these organizational leaders. Although the literature has shed light on how leaders can use self-care strategies to recharge, researchers and HR professionals know relatively little about (1) what specific self-care actions leaders can take and (2) how external crises such as COVID-19 constrain leaders' self-care actions. To identify specific leaders' self-care behaviors, which we refer to as oxygen masks, we interviewed 41 healthcare managers in Australia during the COVID-19 pandemic in 2020. We presented a behavioral typology summarizing distinct oxygen masks that leaders used at different points in time. These oxygen masks include improving physical well-being, improving emotional/spiritual/social well-being, fulfilling managerial roles, and seeking collegial and organizational support. Moreover, we concluded that the COVID-19 restrictions made some of these oxygen masks less accessible, negatively impacting leaders' well-being. Our research conclusions have implications for theory and future studies on extending the literature associated with leadership development, leaders' resilience, and leaders' well-being. The results also provide HR professionals with practical suggestions about assisting line managers in improving their self-care and sustaining their leadership effectiveness.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"243-263"},"PeriodicalIF":6.6,"publicationDate":"2023-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22199","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135218933","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

Effects of formal mentoring support on newcomer–protégé affective organizational commitment: a self-concept-based perspective 正式指导支持对新人-被指导者情感组织承诺的影响：基于自我概念的视角

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-10-21 DOI: 10.1002/hrm.22198

Thomas A. Birtch, Zhenyao Cai, Flora F. T. Chiang

{"title":"Effects of formal mentoring support on newcomer–protégé affective organizational commitment: a self-concept-based perspective","authors":"Thomas A. Birtch, Zhenyao Cai, Flora F. T. Chiang","doi":"10.1002/hrm.22198","DOIUrl":"10.1002/hrm.22198","url":null,"abstract":"The study proposes and tests a self-concept-based perspective for the effects of formal mentoring support on affective organizational commitment (AOC) via multiple mediators. Using time-lagged multi-source dyadic data (n = 203), we demonstrate that formal mentoring support significantly influences newcomer–protégés' AOC through an underlying self-evaluative mechanism indicated by organization-based self-esteem (OBSE), even in the presence of a well-established alternative mediator (perceived organizational support; POS). Moreover, we further demonstrate when or under what circumstances such effects might be attenuated or exaggerated by introducing a salient boundary condition to such a process (i.e., perceived mentor organizational prototypicality). As the findings reveal, by making newcomer–protégés feel good about themselves in the workplace (i.e., perceive self-value) formal mentoring support can also promote organizational commitment, effects that are likely to be amplified when the formal mentor is perceived to be prototypical of the organization. Thus, bridging the mentoring and socialization literatures, the inclusion of our proposed mediators and moderator and testing their relationships simultaneously not only provides a more nuanced view of the underlying mechanisms through which the effects of formal mentoring support are channeled to influence newcomer–protégés' work attitudes but it offers new theoretical elaboration and contextual understanding that we hope will prompt future research and be of benefit to human resource practitioners. Implications to theory, practice and future research directions are discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 2","pages":"225-242"},"PeriodicalIF":6.6,"publicationDate":"2023-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135512501","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