Human Resource Management最新文献_第8页

How does human resource management balance exploration and exploitation? The differential effects of intellectual capital-enhancing HR practices on ambidexterity and firm innovation 人力资源管理如何平衡勘探和开发？智力资本增强人力资源实践对双元性和企业创新的差异效应

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-25 DOI: 10.1002/hrm.22180

Jongwook Pak, Hossein Heidarian Ghaleh, Gholamhossein Mehralian

{"title":"How does human resource management balance exploration and exploitation? The differential effects of intellectual capital-enhancing HR practices on ambidexterity and firm innovation","authors":"Jongwook Pak, Hossein Heidarian Ghaleh, Gholamhossein Mehralian","doi":"10.1002/hrm.22180","DOIUrl":"10.1002/hrm.22180","url":null,"abstract":"After decades, dialogues on human resource management (HRM), intellectual capital (IC), and ambidexterity still continue, mirroring that the role of ambidextrous capability in translating the impact of HRM into superior performance remains unclarified. At this juncture, the current study proposes a novel theoretical framework to extend research on the relationship between IC-enhancing HR practices and innovation. It is done sophisticatedly by examining how firm exploitative and exploratory capabilities mediate the relationship between different combinations of HR configurations and firm innovation. To this end, we designed rigorous time-lagged research with three waves of data collection from the Iranian healthcare sector. Our analyses revealed that firm explorative and exploitative capabilities significantly mediate the relationship between human, social, and organizational capital-enhancing HR configurations and firm innovation. More conspicuously, by unraveling interaction patterns among distinct HR configurations, our study revealed the intricacies of the functioning of IC-enhancing HR practices in fueling firm ambidexterity. Hence, our study offers design options to navigate through exploitation and exploration in light of the firm's core innovation strategy. We discuss the theoretical and practical implications of our findings and suggest future research avenues.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"933-952"},"PeriodicalIF":6.6,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47795854","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

Getting from valid to useful: End user modifiability and human capital analytics implementation in selection 从有效到有用：最终用户的可修改性和人力资本分析在选择中的实施

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-23 DOI: 10.1002/hrm.22179

Patrick E. Downes, T. Brad Harris, David G. Allen

{"title":"Getting from valid to useful: End user modifiability and human capital analytics implementation in selection","authors":"Patrick E. Downes, T. Brad Harris, David G. Allen","doi":"10.1002/hrm.22179","DOIUrl":"https://doi.org/10.1002/hrm.22179","url":null,"abstract":"A major problem in employee selection coalesces around convincing decision-makers (e.g., hiring managers) to use analytically derived models. Existing recommendations in the literature largely focus on convincing executives to adopt analytical models and then exert their top-down influence on lower-level hiring decisions. In contrast to these solutions, we explore end user modifiability (i.e., allowing decision-makers to modify a statistical model before use) as a bottom-up approach for increasing hiring managers' implementation of analytical recommendations. From a utility standpoint, we consider how incorporating end user modifiability into hiring decisions will result in a less statistically valid, but potentially more valuable, organizational selection process. We explore these ideas in two studies. In Study 1, we experimentally test whether model modification increases decision-maker reliance on a statistical model, as well as how much decision-makers need to modify a model in order to use it. In Study 2, we examine the extent that modifiability introduces implicit biases that might adversely affect marginalized groups. Results suggest that modifiability can increase decision-makers' perceived usefulness of a model and, importantly, that only a small amount of modifiability is needed to elicit this effect. Further, end user modifications were statistically insignificant predictors of hiring rates across race-based subgroups, though supplementary analyses suggest important cautionary nuance. Given that analytical models are rarely perfectly or wholly implemented, end user modifiability may offer a viable solution for organizations seeking to increase the implementation of algorithmic guidance in selection decisions, even if it deviates modestly from a statistical optimality.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"917-932"},"PeriodicalIF":6.6,"publicationDate":"2023-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71978225","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

Leveraging relational analytics in human resource research and practice 在人力资源研究和实践中利用关系分析

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-18 DOI: 10.1002/hrm.22172

Scott M. Soltis, Jessica R. Methot, Jody Hoffer Gittell, T. Brad Harris

引用次数: 0

The impact of developmental job experience on job performance: The importance of team context 发展性工作经验对工作绩效的影响:团队情境的重要性

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-06 DOI: 10.1002/hrm.22170

Jie Cao, Monika Hamori

引用次数: 0

Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research 通过战略性人力资源管理推进可持续发展议程:对未来研究的见解和建议

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-05-03 DOI: 10.1002/hrm.22169

Shuang Ren, Fang Lee Cooke, Günter K. Stahl, Di Fan, Andrew R. Timming

引用次数: 5

Algorithmic HRM control in the gig economy: The app-worker perspective 零工经济中的算法人力资源管理控制：应用工作者视角

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-20 DOI: 10.1002/hrm.22168

James Duggan, Ronan Carbery, Anthony McDonnell, Ultan Sherman

{"title":"Algorithmic HRM control in the gig economy: The app-worker perspective","authors":"James Duggan, Ronan Carbery, Anthony McDonnell, Ultan Sherman","doi":"10.1002/hrm.22168","DOIUrl":"10.1002/hrm.22168","url":null,"abstract":"Work in the gig economy is championed by platform organizations as affording individuals the flexibility to decide when, where, and how much they wish to work. The reality is more complex. In app-based gig work, we propose the concept of “algorithmic HRM control,” which acts as an omnipresent and distinctive control system that differs from traditional forms of control in two significant ways: first, the reliance upon, and pervasiveness of, algorithmic technologies in its enactment; and second, the substantial direct and indirect influence of non-organizational parties in controlling workers. Through a qualitative research design, this article delineates the scope of algorithmic HRM control in allocating and coordinating tasks, managing performance and rewards, and aligning the actions of workers with organizational objectives. Our analysis also unpacks the rigidity and complexities of the control system, as experienced by workers, and the influential role of non-organizational parties in exerting unique, distinct forms of control. In so doing, we build upon emerging research on the duality of algorithmic HRM by revealing the inherent flaws or challenges from the perspective of the most central party—the gig worker. While output-oriented control is pervasive, process and normative control elements are also found to exist in some scenarios, creating significant concerns for workers.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"883-899"},"PeriodicalIF":6.6,"publicationDate":"2023-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41738179","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

Work-role overload, work–life conflict, and perceived career plateau: The moderating role of emotional stability 工作-角色过载、工作-生活冲突和感知的职业平台：情绪稳定的调节作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-19 DOI: 10.1002/hrm.22167

Meng-Long Huo, Zhou Jiang

{"title":"Work-role overload, work–life conflict, and perceived career plateau: The moderating role of emotional stability","authors":"Meng-Long Huo, Zhou Jiang","doi":"10.1002/hrm.22167","DOIUrl":"10.1002/hrm.22167","url":null,"abstract":"As perceived career plateau is a prevalent but undesirable state which is harmful to employees and organizations, human resource management (HRM) research has devoted efforts to exploring ways of managing it. However, to date, research has largely been limited to variables that reduce perceived career plateau. There is a need to understand what factors increase these perceptions and how/when they do so, to advance theoretical and practical perspectives. This study contributes to the career plateau literature by investigating how and under what conditions work-role overload can increase employees' perceived career plateau (hierarchical and job content plateaus). Based on a three-wave survey of employees from the service sector of China, we found that work-role overload interacted with employees' trait emotional stability and affected their work–life conflict, which had downstream implications on the two types of perceived career plateaus. Specifically, work-role overload related positively to work–life conflict only when employees had a high (versus low) level of emotional stability. Also, work–life conflict mediated the effects of work-role overload on perceived hierarchical and job content plateaus for employees with high, but not for those with low, emotional stability. These findings provide new insights into how, by taking into account stressful work contexts and individual differences, HRM professionals may intervene to prevent employees from perceiving career plateau.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"867-882"},"PeriodicalIF":6.6,"publicationDate":"2023-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48780026","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

Backlashes or boosts? The role of warmth and gender in relational uncertainty reductions 反弹还是提升?温暖度和性别在关系不确定性降低中的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-04-01 DOI: 10.1002/hrm.22166

Rebecca L. Mitchell, James G. Matusik, Russell E. Johnson

{"title":"Backlashes or boosts? The role of warmth and gender in relational uncertainty reductions","authors":"Rebecca L. Mitchell, James G. Matusik, Russell E. Johnson","doi":"10.1002/hrm.22166","DOIUrl":"10.1002/hrm.22166","url":null,"abstract":"Both men and women who violate gender stereotypes incur backlashes, or penalties, for these transgressions. However, men who engage in warm, communal behaviors occasionally receive a boost (or benefit) for this female-stereotyped behavior. To understand how and why warmth and gender interact to predict backlashes or boosts, we integrate uncertainty reduction theory with the stereotype content model and examine warmth by gender interactions. In our first study (a field examination of job seekers), we find that men receive a boost in hireability (i.e., an increased likelihood of obtaining a job offer) for exhibiting gender incongruent (i.e., high) levels of warmth, but women do not receive a backlash in hireability for exhibiting gender incongruent (i.e., low) levels of warmth. In our second study (a laboratory experiment), we replicate and extend these findings by elucidating why they occur: warmth reduces relational uncertainty for male, but not female, applicants. In our third study (another laboratory experiment), we again replicate and extend our findings by identifying when these effects are stronger: in male-dominated roles. Our investigation suggests that the valence of the gender stereotype violation matters when it comes to hiring decisions. Indeed, we find that displaying warmth appears to promote, rather than impede, career outcomes for men.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"851-865"},"PeriodicalIF":6.6,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43800142","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

Gender-ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction 工作-家庭动态中的性别-种族交叉变化：家庭对工作的干扰、内疚感和工作满意度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-03-29 DOI: 10.1002/hrm.22165

Seonyoung Hwang, Kim Hoque

{"title":"Gender-ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction","authors":"Seonyoung Hwang, Kim Hoque","doi":"10.1002/hrm.22165","DOIUrl":"10.1002/hrm.22165","url":null,"abstract":"Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family-related guilt stemming from work interference with family, rather than job-related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job-related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5-day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job-related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within-group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"833-850"},"PeriodicalIF":6.6,"publicationDate":"2023-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46276416","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: 2

When firms adopt sustainable human resource management: A fuzzy-set analysis 企业采用可持续人力资源管理:模糊集分析

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-02-15 DOI: 10.1002/hrm.22164

Junyun Jia, Shuo Yuan, Li-Qun Wei, Guiyao Tang

{"title":"When firms adopt sustainable human resource management: A fuzzy-set analysis","authors":"Junyun Jia, Shuo Yuan, Li-Qun Wei, Guiyao Tang","doi":"10.1002/hrm.22164","DOIUrl":"10.1002/hrm.22164","url":null,"abstract":"Sustainable human resource management (HRM) is critical to sustainable corporate development. However, there is little systematic research examining the determinants of sustainable HRM adoption. We fill this void by identifying and introducing a configurational approach to examine when firms adopt sustainable HRM. Based on institutional theory, we develop a typology of institutional contexts associated with sustainable HRM adoption. We posit that institutional conditions in configuration facilitate firms' adoption of sustainable HRM. Thus, we hypothesize a primary institutional configuration where institutional support, institutional quality, and institutional infrastructure combine to promote the adoption of sustainable HRM. We further propose alternative types of configurations conducive to the adoption of sustainable HRM by introducing two organizational conditions: strategic leadership support and resource slack. A fuzzy-set qualitative comparative analysis on data from 57 cases in China supports our hypotheses. We find that the combination of institutional conditions promotes the adoption of highly sustainable HRM, and the two alternative types provide functional substitutes for the primary type: (a) strategic leadership support substitutes for the combination of institutional support and institutional infrastructure, and (b) resource slack substitutes for institutional infrastructure. We build an institutional configurational model to advance a holistic understanding of the theoretical drivers of sustainable HRM, contributing to the research on sustainable HRM, institutional theory, leadership, and resource slack.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 3","pages":"283-305"},"PeriodicalIF":6.6,"publicationDate":"2023-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45979139","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