Human Relations最新文献_第2页

When deep acting is damaging: Emotional labour and negative emotions in contemporary debt collection 当深度表演是有害的：当代债务催收中的情绪劳动和消极情绪

IF 5.7 2区管理学

Human Relations Pub Date : 2026-08-11 DOI: 10.1177/00187267261473475

James Brooks, Irena Grugulis, Hugh Cook

引用次数: 0

Chained to blockchain: How escalating attachments communicatively constitute failing courses of action 被区块链束缚：不断升级的依恋如何构成失败的行动

IF 5.7 2区管理学

Human Relations Pub Date : 2026-08-09 DOI: 10.1177/00187267261465573

Ellen Nathues, David Hollis, François Cooren

{"title":"Chained to blockchain: How escalating attachments communicatively constitute failing courses of action","authors":"Ellen Nathues, David Hollis, François Cooren","doi":"10.1177/00187267261465573","DOIUrl":"https://doi.org/10.1177/00187267261465573","url":null,"abstract":"How do multiple possible action trajectories progressively narrow into one failing line of activity? While escalation of commitment scholars have long puzzled over this question, their tendency to conflate escalation with persistence and treat commitment as primarily cognitive compromises the concept’s theoretical precision and practical relevance. Adopting a communicative-relational ontology, we reconceptualize escalation as a process of communicatively constituted, ventriloquial attachment. We draw on an in-depth study of an interorganizational team to trace how such an attachment to the idea of working with blockchain technology emerged and progressively intensified in members’ interaction, pulling the team toward a single line of activity while alternatives were increasingly sidelined to a point where detaching became seemingly impossible. Our findings introduce the concept of escalating attachment , emphasizing how escalating processes are dynamic, relational accomplishments that both pull action forward along select lines of activity and hold it in place. This, we claim, resonates with practitioners’ lived experiences of how they not only hold onto an idea but also become progressively held by that very same idea. Further, our insights contribute to the communication as constitutive of organization (CCO) literature by lifting scholars’ focus away from situated (inter)action and toward how (inter)actions connect.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"36 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148709569","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

A qualitative study of how anxious workers job craft to navigate workplace anxiety 一项关于焦虑的员工如何利用工作技巧来应对工作场所焦虑的定性研究

IF 5.7 2区管理学

Human Relations Pub Date : 2026-08-03 DOI: 10.1177/00187267261467292

Neil Conway, Btissam Aboubichr, Michael Clinton, Tina Kiefer

{"title":"A qualitative study of how anxious workers job craft to navigate workplace anxiety","authors":"Neil Conway, Btissam Aboubichr, Michael Clinton, Tina Kiefer","doi":"10.1177/00187267261467292","DOIUrl":"https://doi.org/10.1177/00187267261467292","url":null,"abstract":"Population studies show that anxiety levels in the United Kingdom (UK) and other countries are at record highs, prompting researchers to suggest we live in a new age of anxiety. Work-related anxiety has a long research history in organisational studies, most often as a strain resulting from stress processes. There is much less research on how employees take steps to manage their work-related anxiety in a more planned and reflective manner. We address this deficit from the perspective of job crafting by considering how work-related anxiety motivates employees to alter aspects of their jobs to regulate their anxiety. In doing so, we identify how workplace anxiety can be more proactively managed and offer novel insights into job crafting activities. Our data are based on qualitative interviews with 45 academics who reported experiencing high levels of work anxiety working in 7 UK business schools/schools of management. We found that academics engaged in the job crafting activities of physical/psychological distancing, seeking reassurance, uncertainty reduction and introducing controls. The effectiveness of these activities was enhanced when they were honed over time through a confidence-building learning process, and was inhibited by perfectionist tendencies. Our findings are relevant to employees in occupational groups beyond academics.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"21 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148698800","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

Human RelationsSpecial Issue Call for Papers: Technology, Labor Market Inclusion and The Organization of Work 《人际关系》特刊征文：技术、劳动力市场包容和工作组织

IF 5.7 2区管理学

Human Relations Pub Date : 2026-08-01 DOI: 10.1177/00187267261460237

引用次数: 0

HUMAN RELATIONSCall for Proposals: Critical Reviews Special Issue (Targeted for 2028) 人际关系征稿：评论特刊（2028年）

IF 5.7 2区管理学

Human Relations Pub Date : 2026-08-01 DOI: 10.1177/00187267261474353

引用次数: 0

Rethinking idiosyncratic deals: An integrative review, meta-analysis and research agenda 重新思考特殊交易：综合回顾、元分析和研究议程

IF 5.7 2区管理学

Human Relations Pub Date : 2026-07-29 DOI: 10.1177/00187267261463042

Siqi Wang, Yongxing Guo, Yan Pan, Mireia Las Heras, Xin Gao

{"title":"Rethinking idiosyncratic deals: An integrative review, meta-analysis and research agenda","authors":"Siqi Wang, Yongxing Guo, Yan Pan, Mireia Las Heras, Xin Gao","doi":"10.1177/00187267261463042","DOIUrl":"https://doi.org/10.1177/00187267261463042","url":null,"abstract":"Idiosyncratic deals (i-deals) have attracted substantial scholarly interest over the past two decades, yet the literature lacks an up-to-date review that consolidates and critically evaluates existing knowledge. We conduct an integrative review of 163 empirical articles and develop a framework organised around four core mechanisms: valuation, value realisation, legitimacy and differentiation. This framework explains how i-deals are sought and granted, how their value is realised, when they are perceived as fair and acceptable, and how they create differences among employees. In doing so, it shows that i-deals are not simply beneficial individualised work arrangements, but practices whose consequences depend on how they are negotiated and implemented. To complement this qualitative synthesis, we conduct a meta-analysis of 69 primary studies from 62 articles ( N = 22,469) to systematically examine the effects of different types of i-deals. We find that task and work responsibility i-deals show the most consistent positive associations with performance and relational outcomes, whereas development and flexibility i-deals display more uneven effects. Our moderation analysis further shows that development i-deals, but not non-development i-deals, were reliably associated with in-role performance. This review highlights key directions for future research, particularly regarding the conditions under which i-deals are appropriate and how they can inform HR practices.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"22 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148612524","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

Raging fire or regulated flames? Why entrepreneurs’ passion stays balanced or becomes excessive 熊熊大火还是有规律的火焰？为什么企业家的激情保持平衡或变得过度

IF 5.7 2区管理学

Human Relations Pub Date : 2026-07-28 DOI: 10.1177/00187267261459051

Mirjam N Streeb, Matthias Baum, Michael M Gielnik, Mayleen L Schack

{"title":"Raging fire or regulated flames? Why entrepreneurs’ passion stays balanced or becomes excessive","authors":"Mirjam N Streeb, Matthias Baum, Michael M Gielnik, Mayleen L Schack","doi":"10.1177/00187267261459051","DOIUrl":"https://doi.org/10.1177/00187267261459051","url":null,"abstract":"Passion is a powerful work and career motivator, particularly for entrepreneurs, who navigate uncertainty and sustain effort over long periods. Yet, how passion changes over time remains insufficiently understood. Why do some entrepreneurs sustain or deepen their passion, whereas others experience decline or excess? Entrepreneurs may be equally passionate and encounter similar competence-related experiences yet differ markedly in how their passion evolves. Existing theories cannot fully explain this heterogeneity. This research develops a conditional change model that integrates competence experiences (satisfaction or frustration), initial passion levels, and passion type (harmonious or obsessive) to explain why passion sometimes intensifies and sometimes diminishes. Across two studies—a repeated-measures study of 209 entrepreneurs (1,172 lagged observations over 7 weeks) and a randomized between-subjects experiment with 190 entrepreneurs—we identify two opposing mechanisms: a harmonizing mechanism that buffers the effects of competence experiences on harmonious passion, and an amplifying mechanism that strengthens their effects on obsessive passion.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"13 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148595518","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

Career paths to the top: How boundaries of an organizational field shape executives’ career mobility and career advancement 职业晋升之路：组织领域的边界如何塑造高管的职业流动性和职业发展

IF 5.7 2区管理学

Human Relations Pub Date : 2026-07-27 DOI: 10.1177/00187267261465571

Katja Dlouhy, Ricardo Rodrigues, Andreas Koch

{"title":"Career paths to the top: How boundaries of an organizational field shape executives’ career mobility and career advancement","authors":"Katja Dlouhy, Ricardo Rodrigues, Andreas Koch","doi":"10.1177/00187267261465571","DOIUrl":"https://doi.org/10.1177/00187267261465571","url":null,"abstract":"Prior research offers mixed findings on how inter-organizational mobility affects the speed of executive career advancement. This ambiguity may stem from overlooking the institutional context that shapes how mobility is rewarded depending on organizations’ relative positions within or outside an organizational field. Drawing on institutional theory and boundary theory, we examine how organizational field structuration and boundaries shape executives’ career trajectories and the time it takes to reach top positions. Specifically, we examine different types of mobility: career entry, mobility confined to either the center or the periphery of the field, mobility across the internal center-periphery boundary, and mobility across the external field boundary. Using career data from 1109 top executives in leading professional service firms, our analyses show that starting a career within the field is associated with faster career advancement than starting outside. Mobility within the center speeds advancement only for executives who ultimately reach top positions in central organizations, while mobility across the internal field boundary yields asymmetric outcomes depending on direction and destination. Careers involving mobility across the external field boundary are associated with slower progression to top positions. We also find that careers within a single organization provide a particularly fast path to the top.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"5 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148595523","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

In memoriam 为纪念

IF 5.7 2区管理学

Human Relations Pub Date : 2026-07-24 DOI: 10.1177/00187267261473701

引用次数: 0

Conceptualizing class in workplace diversity: A narrative review 工作场所多样性中阶级的概念化：叙述性回顾

IF 5.7 2区管理学

Human Relations Pub Date : 2026-07-16 DOI: 10.1177/00187267261465239

Christine Han, Jia Guo, Dimitria Groutsis

{"title":"Conceptualizing class in workplace diversity: A narrative review","authors":"Christine Han, Jia Guo, Dimitria Groutsis","doi":"10.1177/00187267261465239","DOIUrl":"https://doi.org/10.1177/00187267261465239","url":null,"abstract":"How is class discussed in workplace diversity research? Class has long been central to social studies of inequality, yet its meaning remains fragmented and contested across sociology, political economy, psychology and organization studies. This creates a challenge for workplace diversity scholarship: although class is increasingly treated as an important dimension of diversity, it is often unclear whether class is being understood as an individual attribute, a lived experience, a structural position or an organizational process. This narrative review addresses this challenge by examining and organizing this fragmented body of literature. We develop a five-orientation framework: class as an unelaborated descriptor , class as haves , class as lived , class as located and classing . The framework clarifies the conceptual commitments underlying the different uses of class and shows how these choices shape what researchers see, explain and propose in relation to inequality at work. We argue that classing offers particular analytical potential as it redirects attention to organizational mechanisms of class reproduction. This review advances conceptual clarity while promoting practical parsimony for studying class, workplace diversity and inequality at work.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"45 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148589121","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