Human Resource Management最新文献_第9页

Strategic human resource management in the context of environmental crises: A COVID-19 test 环境危机背景下的战略人力资源管理:COVID - 19测试

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-23 DOI: 10.1002/hrm.22162

Dana B. Minbaeva, Steen E. Navrbjerg

引用次数: 3

Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions 远程工作中关系协调的有效沟通：工作特征和人力资源实践如何塑造用户-技术互动

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-20 DOI: 10.1002/hrm.22161

Christina Fuchs, Astrid Reichel

{"title":"Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions","authors":"Christina Fuchs, Astrid Reichel","doi":"10.1002/hrm.22161","DOIUrl":"https://doi.org/10.1002/hrm.22161","url":null,"abstract":"The theory of relational coordination holds that frequent, timely, accurate, and problem-solving communication positively interacts with relationships of mutual respect, shared goals, and shared knowledge to support effective work coordination. With increasing numbers of employees working remotely, Advanced Communication Technologies (ACTs) are crucial for enabling the communication necessary for relational coordination. To investigate how organizations can maintain effective communication between employees in remote work settings, we conducted 47 interviews across multiple organizations. We find that users enact different affordances, that is, action possibilities, of the same material features of an ACT. Enacting these affordances supports frequent, timely, accurate, and problem-solving communication when working remotely. Which affordances users enact varies systematically with job characteristics. Specifically, users whose jobs have high levels of task variety, autonomy, creative problem solving, and interdependence across teams enact more of the affordances that enable effective communication. Comprehensive ACTs that integrate all communication features into one technology and rules requesting the company-wide exclusive interaction with this ACT strengthen the relationship between users' job characteristics and affordance enactment. Our findings show that it is important to involve HRM from the outset so that, in close cooperation with IT, a system can be found that—supported by suitable sets of rules—enables effective communication.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 4","pages":"511-528"},"PeriodicalIF":6.6,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22161","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50138868","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

Effective communication for relational coordination in remote work: How job characteristics and HR practices shape user–technology interactions 远程工作中关系协调的有效沟通:工作特征和人力资源实践如何塑造用户-技术交互

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-20 DOI: 10.1002/hrm.22161

Christina Fuchs, A. Reichel

引用次数: 1

Looking up and fitting in: Team leaders' and members' behaviors and attitudes toward the environment in an MNC 正视和融入：跨国公司团队领导者和成员对环境的行为和态度

IF 6.6 2区管理学

Human Resource Management Pub Date : 2023-01-18 DOI: 10.1002/hrm.22163

Paul Baldassari, Sophie Eberhard, Yuan Jiang, Michael Muller-Camen, Lisa Obereder, Michael Schiffinger, Raik Thiele

{"title":"Looking up and fitting in: Team leaders' and members' behaviors and attitudes toward the environment in an MNC","authors":"Paul Baldassari, Sophie Eberhard, Yuan Jiang, Michael Muller-Camen, Lisa Obereder, Michael Schiffinger, Raik Thiele","doi":"10.1002/hrm.22163","DOIUrl":"10.1002/hrm.22163","url":null,"abstract":"As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 3","pages":"267-282"},"PeriodicalIF":6.6,"publicationDate":"2023-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22163","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46746047","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: 1

High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification 高绩效工作系统与员工心理健康：心理赋权、工作角色过载和组织认同的作用

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-23 DOI: 10.1002/hrm.22160

Kyoung Yong Kim, Jake G. Messersmith, Jenna R. Pieper, Kibok Baik, Sherry (Qiang) Fu

{"title":"High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification","authors":"Kyoung Yong Kim, Jake G. Messersmith, Jenna R. Pieper, Kibok Baik, Sherry (Qiang) Fu","doi":"10.1002/hrm.22160","DOIUrl":"10.1002/hrm.22160","url":null,"abstract":"Employee mental health is a central issue in today's global workplace. This paper analyzes the effect of high performance work systems (HPWSs) on employee mental health. We integrate HPWS concepts with job demands-resources (JD-R) theory to examine competing theoretical perspectives—a positive HPWS influence and a negative HPWS influence on employee mental health. We examine employees' perceptions of psychological empowerment as an indicator of the motivational pathway of the JD-R and work-role overload as an indicator of the strain pathway to explain the differential effect of HPWSs on mental health. We also incorporate organizational identification theory to demonstrate how one's identification with the organization can either accentuate or attenuate feelings of both psychological empowerment and work-role overload. Findings from a study of 999 employees in 174 South Korean organizations indicate that HPWSs are positively associated with employee mental health via employee perceptions of empowerment and that HPWSs are negatively associated with employee mental health through perceptions of work-role overload. Furthermore, the study finds that organizational identification attenuates the relationship between HPWS and both empowerment and overload. Practice-level post hoc analyses also reveal that the job design characteristics, pay level, and participative decision-making are linked to empowerment. In addition, participative decision-making is most strongly associated with work overload.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 6","pages":"791-810"},"PeriodicalIF":6.6,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43946186","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

The HR ecosystem: Emerging trends and a future research agenda 人力资源生态系统:新兴趋势和未来研究议程

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-19 DOI: 10.1002/hrm.22158

Scott A. Snell, Juani Swart, Shad Morris, Corine Boon

引用次数: 8

Gender diversity advantage at middle management: Implications for high performance work system improvement and organizational performance 中层管理人员的性别多元化优势:对高绩效工作系统改进和组织绩效的影响

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-13 DOI: 10.1002/hrm.22159

Min-Kyu Joo, Jeong-Yeon Lee, Dejun Tony Kong, Phillip M. Jolly

引用次数: 2

The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters 采用人力资源做法支持受亲密伴侣暴力影响的员工：妇女在领导事务中的代表性

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-09 DOI: 10.1002/hrm.22157

Suzanne Chan-Serafin, Karin Sanders, Lu Wang, Simon Lloyd D. Restubog

{"title":"The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters","authors":"Suzanne Chan-Serafin, Karin Sanders, Lu Wang, Simon Lloyd D. Restubog","doi":"10.1002/hrm.22157","DOIUrl":"10.1002/hrm.22157","url":null,"abstract":"Intimate partner violence (IPV) is a global public health issue that negatively impacts organizations and their employees. Research suggests that organizations can play a supportive role to lessen this negative impact. However, it has been relatively silent on the conditions under which organizations choose to play such a role. Integrating social role and critical mass perspectives, we examine the extent to which organizations adopt human resource (HR) practices to support employees affected by IPV. Specifically, we argue that organizations are more likely to adopt IPV-related HR practices when they are led by female Chief Executive Officers (CEOs) and Top Management Teams (TMTs) with more female members. Furthermore, we argue that when women's representation reaches a critical mass plateau, appointing more women in TMTs has no incremental impact, and this non-linear relationship moderates the CEO gender effect. Overall, we found support for our hypotheses based on a survey study of HR professionals from 414 Australian organizations (Study 1) and an archival study using 2 years of the Workplace Gender Equality Agency data from 4186 Australian organizations (Study 2). Theoretical and practical implications on the influence of gender configurations in leadership positions on the adoption of diversity, equity, and inclusion-related HR practices are discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 5","pages":"745-764"},"PeriodicalIF":6.6,"publicationDate":"2022-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22157","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47007698","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

Communication quality and relational self-expansion: The path to leadership coaching effectiveness 沟通品质与关系自我拓展:通往领导力辅导效能之路

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-12-02 DOI: 10.1002/hrm.22156

Angela M. Passarelli, Mai P. Trinh, Ellen B. Van Oosten, Amanda Varley

{"title":"Communication quality and relational self-expansion: The path to leadership coaching effectiveness","authors":"Angela M. Passarelli, Mai P. Trinh, Ellen B. Van Oosten, Amanda Varley","doi":"10.1002/hrm.22156","DOIUrl":"10.1002/hrm.22156","url":null,"abstract":"Leadership coaching—a relational process by which a professional coach works with a leader to support their development—is a common component of learning and development portfolios in organizations. Despite broad agreement about the importance of the coaching relationship, relational processes remain undertheorized, failing to account for the growth and intertwining of coach-leader self-concepts as they engage in a generative and co-creative coaching process. To address these shortcomings, we reconceptualize the relational process within coaching as one of relational self-expansion and theorize that the communication channel and communication quality impact relational self-expansion which, in turn, influences coaching effectiveness. Our hypotheses are tested in a field experiment featuring random assignment to experimental conditions (communication channels) in which a coaching intervention was deployed in five organizations. Using structural equation modeling, we demonstrated that communication quality and relational self-expansion during the coaching process positively predicted coaching effectiveness. Contrary to expectations, communication quality did not differ by channel (phone, videoconference, face-to-face) nor did it predict relational self-expansion.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 4","pages":"661-680"},"PeriodicalIF":6.6,"publicationDate":"2022-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22156","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43936602","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

The self-regulatory consequences of dependence on intelligent machines at work: Evidence from field and experimental studies 工作中依赖智能机器的自我调节后果:来自实地和实验研究的证据

IF 6.6 2区管理学

Human Resource Management Pub Date : 2022-11-29 DOI: 10.1002/hrm.22154

Pok Man Tang, Joel Koopman, Kai Chi Yam, David De Cremer, Jack H. Zhang, Philipp Reynders

{"title":"The self-regulatory consequences of dependence on intelligent machines at work: Evidence from field and experimental studies","authors":"Pok Man Tang, Joel Koopman, Kai Chi Yam, David De Cremer, Jack H. Zhang, Philipp Reynders","doi":"10.1002/hrm.22154","DOIUrl":"10.1002/hrm.22154","url":null,"abstract":"Organizations are increasingly augmenting employee jobs with intelligent machines. Although this augmentation has a bright side, in terms of its ability to enhance employee performance, we think there is likely a dark side as well. Draw from self-regulation theory, we theorize that dependence on intelligent machines is discrepancy-reducing—enhancing work goal progress, which in turn boosts employees’ task performance. On the other hand, such dependence may be discrepancy-enlarging—threatening employee self-esteem, which in turn detracts from employees’ task performance. Drawing further from self-regulation theory, we submit that employees’ core self-evaluation (CSE) may influence these effects of dependence on intelligent machines. Across an experience-sampling field study conducted in India (Study 1) and a simulation-based experiment conducted in the United States (Study 2), our results generally support a “mixed blessing” perspective of intelligent machines at work. We conclude by discussing the theoretical and practical implications of our work.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"62 5","pages":"721-744"},"PeriodicalIF":6.6,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45563987","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: 3