Human Resource Management最新文献_第8页

Exploring Coworker Perceptions of and Reactions to Quiet Quitting 探索同事对安静辞职的看法和反应

IF 9 2区管理学

Human Resource Management Pub Date : 2025-08-07 DOI: 10.1002/hrm.70014

Andrew A. Bennett, Rhett T. Epler, Veronica L. Thomas, Daroon Jalil

{"title":"Exploring Coworker Perceptions of and Reactions to Quiet Quitting","authors":"Andrew A. Bennett, Rhett T. Epler, Veronica L. Thomas, Daroon Jalil","doi":"10.1002/hrm.70014","DOIUrl":"https://doi.org/10.1002/hrm.70014","url":null,"abstract":"Quiet quitting is a relatively new phenomenon that has quickly caught the attention of both practitioners and academics. With the world of work becoming increasingly interconnected, we contribute to the discourse by approaching quiet quitting from the novel perspective of understanding how others in the workplace perceive those who engage in quiet quitting. To do so, we first provide a formalized definition of quiet quitting and differentiate coworkers' perceptions of quiet quitting from similar psychological constructs (Studies 1–3). We then examine employee responses to coworkers engaging in quiet quitting with a qualitative study (Study 4) and vignette design (Study 5), finding that as an employee's perception of coworker quiet quitting increases, supportive behaviors decrease and workplace incivility behaviors towards the coworker increase. The effect on workplace incivility behaviors is moderated by self-rated quiet quitting, such that employees who had higher self-rated quiet quitting were more likely to engage in incivility towards a coworker regardless of whether their coworker was quiet quitting. Overall, by exploring quiet quitting observed by a coworker, we provide a different perspective on this construct and extend past research to show how employees feel about and react to a coworker's quiet quitting behaviors.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1815-1831"},"PeriodicalIF":9.0,"publicationDate":"2025-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426149","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

Addressing Contextual Pressures and Challenges in Social Care: The Prospects of Multi-Actor Engagement With Strategic HRM 解决社会关怀中的环境压力和挑战：战略人力资源管理中多参与者参与的前景

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-29 DOI: 10.1002/hrm.70000

Alina Baluch, Dora Scholarios, Ian Cunningham, Philip James, Eva Jendro, Stewart Johnstone

{"title":"Addressing Contextual Pressures and Challenges in Social Care: The Prospects of Multi-Actor Engagement With Strategic HRM","authors":"Alina Baluch, Dora Scholarios, Ian Cunningham, Philip James, Eva Jendro, Stewart Johnstone","doi":"10.1002/hrm.70000","DOIUrl":"https://doi.org/10.1002/hrm.70000","url":null,"abstract":"Drawing on an exemplary case of strategic HRM in a nonprofit social care provider responding to a recruitment and retention crisis, this article offers evidence for a multi-actor, recursive model of HRM implementation. We examine how multi-actor engagement with strategic HRM reinforces or modifies intended HRM, and how this engagement is shaped by external and internal contextual pressures in nonprofit social care organizations. Through an in-depth qualitative study, we shed light on the internal process dynamics that not only engender a shared understanding of intended HRM strategy and practice among key organizational actors (convergence) but also allow for local deviation (divergence) that forges a more adequate response to workforce challenges. Our study contributes to theory on the social dynamics of HRM implementation within wider institutional contexts while highlighting the limits of a business-oriented HRM system for delivering a sustainable workforce within social care.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1747-1765"},"PeriodicalIF":9.0,"publicationDate":"2025-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70000","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426121","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

HPWP Climate, Collective Well-Being, and Firm Performance in SMEs: An Exchange Perspective HPWP环境、集体幸福感与中小企业绩效：一个交换视角

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-28 DOI: 10.1002/hrm.70005

Chloé Tuteleers, Sophie De Winne, Patrick Wessa, Bart Wille

{"title":"HPWP Climate, Collective Well-Being, and Firm Performance in SMEs: An Exchange Perspective","authors":"Chloé Tuteleers, Sophie De Winne, Patrick Wessa, Bart Wille","doi":"10.1002/hrm.70005","DOIUrl":"https://doi.org/10.1002/hrm.70005","url":null,"abstract":"<div>\u0000 \u0000 Research on High-Performance Work Practices (HPWP) typically examines employees' aggregated HPWP perceptions and their impact on organizational outcomes. We argue that variability in these perceptions also matters due to its impact on collective exchange relationships. We integrate the aggregated (mean) level HPWP perceptions and variability regarding HPWP perceptions to identify four HPWP climate types: a strong HPWP climate (high mean, low variability) and three weak HPWP climates—unshared high (high variability, high mean), shared low (low variability, low mean), and unshared low (high variability, low mean). Using data from 695 employees in 72 Belgian SMEs, we find that a strong HPWP climate is optimal as it relates to the highest collective social and lowest economic exchange levels, which are—in turn—associated with high collective affective organizational commitment (CAOC) and subjective firm performance. However, it is also linked to high collective exhaustion, showing that aligning organizational and workforce interests is not always possible. As regards the weak climates, they are suboptimal, with shared low climates being particularly detrimental. Even though these climates can be fruitful for firm performance, they are linked to lower levels of CAOC, which can be harmful for SMEs that rely heavily on the effort and engagement of their employees. These findings show that investing in HPWP is fruitful for SMEs, even though they have limited financial means, and that SMEs also need to handle the inherent tensions present in HRM.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1729-1745"},"PeriodicalIF":9.0,"publicationDate":"2025-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426308","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

Classification Performance of Supervised Machine Learning to Predict Human Resource Management Outcomes: A Meta-Analysis Using Cross-Classified Multilevel Modeling 有监督机器学习预测人力资源管理结果的分类性能：使用交叉分类多层模型的元分析

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-28 DOI: 10.1002/hrm.70012

Adam J. Vanhove, Brooke Z. Graham, Tatjana Titareva, Alisa Udomvisawakul

{"title":"Classification Performance of Supervised Machine Learning to Predict Human Resource Management Outcomes: A Meta-Analysis Using Cross-Classified Multilevel Modeling","authors":"Adam J. Vanhove, Brooke Z. Graham, Tatjana Titareva, Alisa Udomvisawakul","doi":"10.1002/hrm.70012","DOIUrl":"https://doi.org/10.1002/hrm.70012","url":null,"abstract":"<div>\u0000 \u0000 Using signal detection theory, we meta-analyzed existing research testing the classification performance of supervised machine learning (ML) models applied in human resource (HR) contexts. Our meta-analysis contained 6605 effect sizes cross-nested by study (N1 = 249) and unique dataset (N2 = 152). We conducted separate cross-classified multilevel modeling analyses predicting six different classification performance indices. We tested hypotheses regarding the effects of algorithm type, sample size, number of predictors used, the number of outcome classes, and outcome class imbalance on model classification performance. Boosting and random forest algorithms performed best across classification performance indices. However, both come at relatively great computational expense, and solutions can be difficult to explain. Decision trees were the best-performing algorithms with relatively lower computational expense and easily interpretable solutions. We found limited evidence for the effect of sample size on classification performance. We found stronger support suggesting that using more predictors to train machine learning models results in better classification performance, but only when those predictors have substantive value. Finally, we found strong evidence that outcome class imbalance influences classification performance indices differently. More imbalanced outcome classes are associated with higher accuracy scores, which can be misleading, and lower precision and F1 scores, which may be better estimates of true classification performance. Our findings provide valuable insights into developing ML tools better suited to support HR functions.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1767-1802"},"PeriodicalIF":9.0,"publicationDate":"2025-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426309","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

From Workplace-Based to Work-Related Violence: Reframing HRM Research and Practice in the Era of Growing Tensions 从基于工作场所的暴力到与工作相关的暴力：在日益紧张的时代重新构建人力资源管理研究和实践

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-26 DOI: 10.1002/hrm.70010

Fang Lee Cooke, Chidozie Umeh, Zhou Jiang, Shuang Ren

{"title":"From Workplace-Based to Work-Related Violence: Reframing HRM Research and Practice in the Era of Growing Tensions","authors":"Fang Lee Cooke, Chidozie Umeh, Zhou Jiang, Shuang Ren","doi":"10.1002/hrm.70010","DOIUrl":"https://doi.org/10.1002/hrm.70010","url":null,"abstract":"Violence at work has traditionally been conceptualized in human resource management (HRM) as workplace-based violence—an episodic, interpersonal issue occurring within bounded organizational settings. This perspective article adopts the term work-related violence as a more expansive and timely framing, encompassing physical, psychological, and symbolic harm related to work but occurring across dispersed geographies, identities, relationships, and organizational arrangements. It contends that prevailing HRM frameworks remain ill-equipped to address these fragmented and often unacknowledged harms, particularly as work becomes increasingly hybrid, precarious, and digitally mediated. Drawing on interdisciplinary scholarship, we advance a multilevel and multistakeholder analytical framework that theorizes violence as relational and spatially unbounded, embedded across micro (identity and employees' lived experience, and psychological factors), meso (organizational culture, HRM systems and silencing mechanisms), and macro (regulatory, ideological, and institutional) levels. The framework further identifies underexplored domains of violence within HRM, including employee-perpetrated violence, ideologically motivated aggression, and the critical role of community-based interventions in mitigating harm. In doing so, the article contributes to HRM theory by problematizing the spatial and behavioral assumptions underpinning conventional approaches to workplace violence. We argue for a broadened research and practice agenda that expands the field's analytical and operational capacity, calling for the development of HRM models that are structurally, institutionally, and ideologically attuned to violence emerging from inequality, institutional complicity, and the broader political economies of contemporary work.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1709-1728"},"PeriodicalIF":9.0,"publicationDate":"2025-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426263","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

Voice Flow to Managers or Voice Flow Around Managers: Voice From the Shopfloor in Iran 流向经理的声音或经理周围的声音：来自伊朗车间的声音

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-25 DOI: 10.1002/hrm.70006

Ebrahim Soltani, Ying Ying Liao, Nima Navmehr

{"title":"Voice Flow to Managers or Voice Flow Around Managers: Voice From the Shopfloor in Iran","authors":"Ebrahim Soltani, Ying Ying Liao, Nima Navmehr","doi":"10.1002/hrm.70006","DOIUrl":"https://doi.org/10.1002/hrm.70006","url":null,"abstract":"<div>\u0000 \u0000 The extant voice literature is largely Anglo-American and often assumes formal, management-designed or union voice channels, which may not always be accessible to employees in non-Western, autocratic developing countries where silence is often forced upon employees. Given this unfavorable context for voice, how do employees navigate managerial constraints to assert their agency? Drawing on ethnographic research in a multi-site manufacturer of auto parts in Iran, we show how formal voice channels are set up by employers, how voice flows through these management mechanisms, the employee experience of the process, and how employees respond by developing their own informal channels. The findings highlight the importance of viewing voice through a dynamic, context-bound lens, and how, if voice does not flow to managers, it can flow around them. We show how management's espoused effort to promote voice resulted not only in less voicing but also counterproductive work behavior. These findings advance a contextualist perspective of employee voice, highlighting how local contexts shape worker agency in articulating their voices, and offering key insights for HRM practices, especially in designing strategies that account for cultural and organizational dynamics.\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1669-1686"},"PeriodicalIF":9.0,"publicationDate":"2025-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426210","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

Why Bonuses Promote Deviant Behaviors: A Self-Determination Theory Perspective 为什么奖金会促进越轨行为：一个自我决定理论的视角

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-24 DOI: 10.1002/hrm.70004

Marylène Gagné, Florence Jauvin, Jacques Forest, Patrick Coulombe, Anja Olafsen

{"title":"Why Bonuses Promote Deviant Behaviors: A Self-Determination Theory Perspective","authors":"Marylène Gagné, Florence Jauvin, Jacques Forest, Patrick Coulombe, Anja Olafsen","doi":"10.1002/hrm.70004","DOIUrl":"https://doi.org/10.1002/hrm.70004","url":null,"abstract":"Bonuses are notoriously used to motivate workers. How effective are they at doing so, and might there be unintended consequences? We investigated the effectiveness of bonuses based on game profitability on the motivation of video game developers by examining specific bonus characteristics that align with advice derived from expectancy theory. We also investigated if bonuses encouraged or discouraged moral engagement and corner-cutting behavior through their effects on work motivation as conceptualized through self-determination theory. Company data on bonus characteristics coupled with surveys from 1024 game developers in a video game company indicated that the size of the last received bonus did not influence current work motivation. Uncertain probability of getting the next bonus installment was related to a lack of motivation, while more certain probability was related to higher intrinsic motivation. The probable size of the next bonus was related to lower external regulation and to higher intrinsic motivation, contrary to predictions from most motivation theories. Both probability certainty and bonus size probability were indirectly negatively associated with moral disengagement and corner-cutting behaviors via decreasing amotivation and external regulation. Overall, results show that the bonus system in this company had limited effects on motivation and on discouraging deviant behaviors and point to how such systems can be improved using advice from theory.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1635-1650"},"PeriodicalIF":9.0,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70004","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426120","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 Dual Effects of Algorithmic Management on Platform Workers: An Attribution Perspective 算法管理对平台员工的双重影响：一个归因视角

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-24 DOI: 10.1002/hrm.70009

Lian Zhou, Xue Lei, Fang Lee Cooke, Xinran Huang, Junwei Zhang

{"title":"The Dual Effects of Algorithmic Management on Platform Workers: An Attribution Perspective","authors":"Lian Zhou, Xue Lei, Fang Lee Cooke, Xinran Huang, Junwei Zhang","doi":"10.1002/hrm.70009","DOIUrl":"https://doi.org/10.1002/hrm.70009","url":null,"abstract":"Existing research often highlights the negative consequences of algorithmic management (AM) for platform workers. By contrast, less is known about what, how, and when AM may produce both positive and negative outcomes. Drawing on attribution theory, this study examines the dual effects of core AM dimensions (i.e., algorithmic recommending, restricting, evaluating, and rewarding) on platform workers' perceptions of work overload and customer-oriented service behavior. A two-wave survey of 213 online platform workers in China reveals that algorithmic recommending and rewarding improve customer-oriented service behavior and reduce work overload through AM commitment attributions. However, AM control attributions link algorithmic restricting, recommending, and evaluating (the latter two at low algorithmic transparency) to increased work overload. Algorithmic transparency moderates these effects, reducing the negative impacts of AM through AM control attributions. These findings contribute to a more nuanced understanding of the dual effects of core AM dimensions and provide practical insights for platforms seeking to enhance service quality while supporting worker well-being.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1687-1707"},"PeriodicalIF":9.0,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426119","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 Evolving Future of Work: Implications for Newcomer Adaptability and Connectivity During Organizational Socialization 工作的未来演变：组织社会化对新人适应性和连通性的影响

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-23 DOI: 10.1002/hrm.70008

Talya N. Bauer, Berrin Erdogan, Allison M. Ellis, Donald M. Truxillo, Grant M. Brady, Julie M. McCarthy

{"title":"The Evolving Future of Work: Implications for Newcomer Adaptability and Connectivity During Organizational Socialization","authors":"Talya N. Bauer, Berrin Erdogan, Allison M. Ellis, Donald M. Truxillo, Grant M. Brady, Julie M. McCarthy","doi":"10.1002/hrm.70008","DOIUrl":"https://doi.org/10.1002/hrm.70008","url":null,"abstract":"Organizational socialization and the practice of onboarding new hires are central human resources functions. However, traditional socialization theory and practice were built on assumptions that are increasingly misaligned with today's work context. We identified four current, emerging, and future work trends that characterize the evolving landscape surrounding organizational socialization: technological advancement, the expansion of remote work arrangements, rising societal loneliness and mental health challenges, and aging workforce demographics. Collectively, these trends have contributed to dramatic shifts in the context and performance of work, as well as the expectations that employees and organizations hold for one another. Accordingly, we argue that these shifts require a renewed examination of the organizational socialization process that reflects contemporary realities such as the move away from stable, physically co-located, psychologically anchored work toward boundaryless, tech-mediated, and transient work arrangements. Our review presents a future-forward look at organizational socialization through the lens of these societal and workplace shifts. We identify newcomer adaptability and connection as emergent critical factors for the future of onboarding. Through this lens, we offer practical implications for human resource practice and invite future research that advances our understanding of organizational socialization in today's context.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1651-1668"},"PeriodicalIF":9.0,"publicationDate":"2025-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426260","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

Renegotiating HRM Practices and Delivering Service Transformation of Frontline Workers: Insights From the UK's NHS Ambulance Trust During a Significant Disruption 重新协商人力资源管理实践和提供一线员工的服务转型：来自英国NHS救护车信托在重大中断期间的见解

IF 9 2区管理学

Human Resource Management Pub Date : 2025-07-23 DOI: 10.1002/hrm.70001

Ashish Malik, Paresh Wankhade, Swetketu Patnaik, Pawan Budhwar

{"title":"Renegotiating HRM Practices and Delivering Service Transformation of Frontline Workers: Insights From the UK's NHS Ambulance Trust During a Significant Disruption","authors":"Ashish Malik, Paresh Wankhade, Swetketu Patnaik, Pawan Budhwar","doi":"10.1002/hrm.70001","DOIUrl":"https://doi.org/10.1002/hrm.70001","url":null,"abstract":"We note that while the institutional environment determines the actions and structures of constituent organizations, there are still limited insights available in the literature on the nature and process of interactions between key stakeholders in ambulance services, especially as they respond during a significant crisis. This study specifically examines how a positive social exchange between senior leadership, managers, and frontline staff, accompanied by changes to the leadership style and HR practices, resulted in significant service transformation. An in-depth qualitative case study design was used to interview 52 frontline staff and leaders from the UK National Health Service's (NHS) Ambulance Service over a prolonged period of 8 months (October 2020 to May 2021). Interviews and secondary data were abductively analyzed, showing how changes to HRM and leadership practices shaped service transformation's content, process, and logic. The findings suggest that an iterative social exchange between the key social actors in the Ambulance Trust led to adaptations to the nature of HRM and leadership practices, which positively impacted the changes to service delivery, leading to service transformation and improved health and well-being of paramedics. Our conceptual framework contributes to the literature by integrating how the use of agency, new HRM, and leadership practices in the context of institutionalized structures can result in service transformation. Implications for theory and practice are also discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 6","pages":"1605-1633"},"PeriodicalIF":9.0,"publicationDate":"2025-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.70001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145426259","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