Human Resource Management最新文献_第7页

A skills-matching perspective on talent management: Developing strategic agility 人才管理的技能匹配视角:发展战略敏捷性

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-23 DOI: 10.1002/hrm.22192

Stefan Jooss, David G. Collings, John McMackin, Michael Dickmann

{"title":"A skills-matching perspective on talent management: Developing strategic agility","authors":"Stefan Jooss, David G. Collings, John McMackin, Michael Dickmann","doi":"10.1002/hrm.22192","DOIUrl":"10.1002/hrm.22192","url":null,"abstract":"Despite two decades of evolution as an area of research and practice, talent management faces ongoing criticism for being overly static in its approach, offering little in terms of enabling strategic agility. This is problematic as organizations increasingly rely on strategic agility to manage their dynamic business operations. Drawing on matching theory and adopting an agility lens, we explore the link between talent management and strategic agility. Through a qualitative research design, encompassing 34 interviews in 15 organizations, we explicate a skills-matching perspective on talent management, including initial and dynamic skills-matching in external and internal labor markets. Through this process, organizations can build a set of dynamic capabilities, underlying two meta-capabilities, strategic sensitivity and resource fluidity, which enable strategic agility. In doing so, we portray skills-matching as an illustration of a processual view on talent management and create a model of developing strategic agility through skills-matching, responsive to external and internal demands.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"141-157"},"PeriodicalIF":6.6,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22192","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41858263","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 rise of the human capital industry and its implications for research 人力资本产业的兴起及其对研究的启示

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-08-23 DOI: 10.1002/hrm.22190

Peter Cappelli, Shoshana Schwartz

引用次数: 0

The scholarly impact of diversity research 多样性研究的学术影响

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-22 DOI: 10.1002/hrm.22188

Thomas W. H. Ng

引用次数: 0

Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer 超越雇主品牌内容:雇主品牌过程属性在理解员工对雇主的反应中的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-20 DOI: 10.1002/hrm.22187

Hira Kanwal, Greet Van Hoye

{"title":"Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer","authors":"Hira Kanwal, Greet Van Hoye","doi":"10.1002/hrm.22187","DOIUrl":"10.1002/hrm.22187","url":null,"abstract":"Employees play a central role in organizational functioning and representation. HR managers thus strive to create an attractive employer image that stimulates employees' attachment and ambassadorship. However, presently, there is limited research about how employees perceive and react toward their organization's employer brand. More importantly, the studies available have focused on content attributes only (i.e., instrumental and symbolic image dimensions). This has resulted in limited (content-based) understanding of the construct and failure to incorporate its branding-related aspects (process attributes) which represent the crux of employer branding theory. Thus, using the HRM system strength theory and employer branding literature, this article examines three process characteristics (i.e., employer brand distinctiveness, consistency, and consensus) vis-à-vis instrumental and symbolic content attributes to understand employee reactions (i.e., employer attractiveness, organizational identification, and employee ambassadorship). Data were collected at two times through Prolific Academic with 254 UK and US employees. Results suggest that employer brand process attributes are valuable sources to enhance employees' identification with their organization. Moreover, distinctiveness and consistency seem especially instrumental in enhancing employees' attractiveness perceptions and display of positive ambassadorship. In addition, the process attributes explain significant incremental and unique variance beyond content attributes in employee reactions.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"67-86"},"PeriodicalIF":6.6,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44543521","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

Profiles of diversity and inclusion motivation: Toward an employee-centered understanding of why employees put effort into inclusion and exclusion 多样性和包容动机的概况:以员工为中心理解员工为什么努力融入和排斥

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-20 DOI: 10.1002/hrm.22186

Niamh E. A. Dawson, Stacey L. Parker, Tyler G. Okimoto

{"title":"Profiles of diversity and inclusion motivation: Toward an employee-centered understanding of why employees put effort into inclusion and exclusion","authors":"Niamh E. A. Dawson, Stacey L. Parker, Tyler G. Okimoto","doi":"10.1002/hrm.22186","DOIUrl":"10.1002/hrm.22186","url":null,"abstract":"Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence-based approaches in understanding how employees enact D&I goals. Drawing on self-determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion-supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"45-66"},"PeriodicalIF":6.6,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22186","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41769741","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

Creation of the algorithmic management questionnaire: A six-phase scale development process 算法管理问卷的创建:一个六阶段量表开发过程

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-07-16 DOI: 10.1002/hrm.22185

Xavier Parent-Rocheleau, Sharon K. Parker, Antoine Bujold, Marie-Claude Gaudet

{"title":"Creation of the algorithmic management questionnaire: A six-phase scale development process","authors":"Xavier Parent-Rocheleau, Sharon K. Parker, Antoine Bujold, Marie-Claude Gaudet","doi":"10.1002/hrm.22185","DOIUrl":"10.1002/hrm.22185","url":null,"abstract":"There is an increasing body of research on algorithmic management (AM), but the field lacks measurement tools to capture workers' experiences of this phenomenon. Based on existing literature, we developed and validated the algorithmic management questionnaire (AMQ) to measure the perceptions of workers regarding their level of exposure to AM. Across three samples (overall n = 1332 gig workers), we show the content, factorial, discriminant, convergent, and predictive validity of the scale. The final 20-item scale assesses workers' perceived level of exposure to algorithmic: monitoring, goal setting, scheduling, performance rating, and compensation. These dimensions formed a higher order construct assessing overall exposure to algorithmic management, which was found to be, as expected, negatively related to the work characteristics of job autonomy and job complexity and, indirectly, to work engagement. Supplementary analyses revealed that perceptions of exposure to AM reflect the objective presence of AM dimensions beyond individual variations in exposure. Overall, the results suggest the suitability of the AMQ to assess workers' perceived exposure to algorithmic management, which paves the way for further research on the impacts of these rapidly accelerating systems.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"25-44"},"PeriodicalIF":6.6,"publicationDate":"2023-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22185","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44330013","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 the human resource (HR) function adds strategic value: A relational perspective of the HR function 人力资源职能如何增加战略价值：人力资源职能的关系视角

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-06-14 DOI: 10.1002/hrm.22184

Jinhwan Jo, Clint Chadwick, Joo Hun Han

{"title":"How the human resource (HR) function adds strategic value: A relational perspective of the HR function","authors":"Jinhwan Jo, Clint Chadwick, Joo Hun Han","doi":"10.1002/hrm.22184","DOIUrl":"10.1002/hrm.22184","url":null,"abstract":"In the present article, we propose the concept of the HR function's relational activities and examine its influence on the firm's human capital resources (HCRs) and performance. Integrating insights from various streams of research in strategic human resource management (HRM) and strategic human capital, we develop a relational perspective of the HR function and propose the relational activities as the HR function's advisory and informative activities toward its internal stakeholders (i.e., line managers, employees, and senior managers) to help the stakeholders meet their goals and needs. In our framework, we theorize how the HR function's relational activities lead to superior firm performance by enhancing the firm's HCRs and identify the firm's strategic HR systems and human capital losses as factors that complement and necessitate the HR function's relational activities, respectively. Using a five-wave, nationally representative panel dataset covering 1415 firm observations, we find robust support for our hypotheses: the HR function's relational activities were positively related to HCRs, which was more pronounced when coupled with high levels of strategic HR systems and human capital losses. The HCRs, in turn, transmitted the effects of the relational activities on the firm's subsequent operational and financial performance. Overall, these findings develop strategic HRM theory by contributing a more comprehensive conceptualization of the HR function's role in the strategic HRM process and by revealing its effects on firm performance along with key moderators.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"5-23"},"PeriodicalIF":6.6,"publicationDate":"2023-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22184","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42844321","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: 2

Too smart to work hard? Investigating why overqualified employees engage in time theft behaviors 聪明到不能努力工作？调查为什么资历过高的员工会有时间盗窃行为

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-06-13 DOI: 10.1002/hrm.22182

Sijia Zhao, Chao Ma

引用次数: 1

Contingencies in the effects of job-based pay dispersion on employee attitudes 基于工作的薪酬分散对员工态度影响的意外情况

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-06-13 DOI: 10.1002/hrm.22183

Aino Tenhiälä, Sven Kepes, Markus Jokela

引用次数: 0

To stand out or fit in? How perceived overqualification motivates proactive and affiliative performance 是脱颖而出还是合群?被认为资历过高的人是如何激发主动性和亲和力绩效的

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-29 DOI: 10.1002/hrm.22181

Chao Ma, Deshani B. Ganegoda, (George) Zhen Xiong Chen, Jun Zhao, Xinhui Jiang, Xue Zhang

{"title":"To stand out or fit in? How perceived overqualification motivates proactive and affiliative performance","authors":"Chao Ma, Deshani B. Ganegoda, (George) Zhen Xiong Chen, Jun Zhao, Xinhui Jiang, Xue Zhang","doi":"10.1002/hrm.22181","DOIUrl":"10.1002/hrm.22181","url":null,"abstract":"Contributing to the literature on positive effects of overqualification, this research examines when and why perceived overqualification predicts affiliative and proactive performance at work. Integrating optimal distinctiveness theory with self-construal theory, we propose that depending on the nature of an employee's self-construal (i.e., independent, or interdependent), perceived overqualification will be associated with two opposing motivational processes—namely, differentiation and assimilation. We expect perceived overqualification to have a positive relationship with a motive for assimilation when an employee has a strong interdependent self-construal. Conversely, we expect perceived overqualification to have a positive relationship with a motive for differentiation when an employee has a strong independent self-construal. We further argue that assimilation-seeking and differentiation-seeking motives will be positively related to affiliative and proactive performance, respectively. We conducted two multi-waved and multisourced studies to test our hypotheses. In a pilot study (N = 249), we first tested our moderation hypothesis. In our main study (N = 496), we tested our overall moderated mediation model. Results from both studies reveal that perceived overqualification can trigger a need for differentiation or assimilation in employees depending on the nature of their self-construal. The differentiation-seeking motive was positively related to proactive performance, while the assimilation-seeking motive was positively related to affiliative performance. Our findings advance overqualification and motivation literatures and provide insights into talent acquisition and management.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"953-970"},"PeriodicalIF":6.6,"publicationDate":"2023-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44670382","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: 1