Human Relations最新文献_第5页

Editorial: Decolonizing academic publishing – Responding to systemic issues and disrupting the status quo 社论：非殖民化学术出版——回应系统问题和打破现状

IF 5.7 2区管理学

Human Relations Pub Date : 2026-03-17 DOI: 10.1177/00187267261433753

Nimruji Jammulamadaka, Penny Dick

引用次数: 0

Being and selling yourself: Unemployment, employability and the limits of identity regulation 自我存在与自我推销：失业、就业能力与身份监管的局限

IF 5.7 2区管理学

Human Relations Pub Date : 2026-03-13 DOI: 10.1177/00187267261429839

John Foster

{"title":"Being and selling yourself: Unemployment, employability and the limits of identity regulation","authors":"John Foster","doi":"10.1177/00187267261429839","DOIUrl":"https://doi.org/10.1177/00187267261429839","url":null,"abstract":"Are there limits on what we can reasonably be asked to become? The concept of employability teaches the construction of new models of working identity – ones that emphasise personal traits and passions. It motivates recipients to become employable by ‘working’ on the self – such that a person’s identity becomes saleable on the job market. This article examines employability through its impact on those specifically asked to become employable – members of work clubs for the unemployed. Stemming from a 12-month, primarily ethnographic, study of unemployed experience, the article describes the nature of employability in practice and specifically the tensions experienced by long-term unemployed people who are repeatedly asked to manufacture a more employable version of themselves. Employability is assessed as a form of identity regulation which prompts individuals to construct themselves as continuously employable over time. The struggles surrounding this endeavour – as experienced by the unemployed research participants – point to the parameters and limits of identities specified within relations of power and the social consequences for those unable or unwilling to become what they are expected to be.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"5 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147454638","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

Proverbs as other-than-human actants in corporate social responsibility communication: A ventriloquial analysis of corporate-community dialogues 谚语在企业社会责任沟通中的非人类行为：企业-社区对话的腹语分析

IF 5.7 2区管理学

Human Relations Pub Date : 2026-03-13 DOI: 10.1177/00187267261425549

Mai Chi Vu, Hyemi Shin

{"title":"Proverbs as other-than-human actants in corporate social responsibility communication: A ventriloquial analysis of corporate-community dialogues","authors":"Mai Chi Vu, Hyemi Shin","doi":"10.1177/00187267261425549","DOIUrl":"https://doi.org/10.1177/00187267261425549","url":null,"abstract":"How do proverbs play a role in the evolution of corporate-community communication about social responsibility? We show that these everyday sayings can act as powerful, other-than-human actants in corporate social responsibility (CSR) dialogues. Drawing on 32 interviews with CSR managers in Vietnam, supported by ethnographic notes and observations from 8 corporate–community presentation sessions, we trace how proverbs enter conversations and redirect the flow of interaction. Using a ventriloquial lens, we identify three mechanisms—authoring, re-authoring, and counter-authoring—through which proverbs speak on behalf of participants, challenge corporate narratives, and reopen space for community voice. Our findings reveal how proverbs become resources through which community members reclaim authority, rework the meaning of CSR, and negotiate more equal communicative ground with corporations. By foregrounding how these cultural resources participate in interaction, our study encourages communication constitutes organization scholarship to take seriously the organizing role of material and other-than-human actants. We argue that attending to proverbs not only enriches our understanding of communication in the Global South but also unsettles dominant assumptions about who, and what, gets to participate in organizational life.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"92 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147454637","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 pre-disruption success to disruption survival: The role of pre-disruption job performance evaluation in work outcomes during disruption 从颠覆前的成功到颠覆后的生存：颠覆前的工作绩效评估在颠覆期间工作成果中的作用

IF 5.7 2区管理学

Human Relations Pub Date : 2026-03-11 DOI: 10.1177/00187267261419703

Jean-Luc Cerdin, Eren Akkan, Yitzhak Fried, Ran Bi

{"title":"From pre-disruption success to disruption survival: The role of pre-disruption job performance evaluation in work outcomes during disruption","authors":"Jean-Luc Cerdin, Eren Akkan, Yitzhak Fried, Ran Bi","doi":"10.1177/00187267261419703","DOIUrl":"https://doi.org/10.1177/00187267261419703","url":null,"abstract":"Organizations increasingly face sudden disruptions, such as the COVID-19 pandemic, which can create profound uncertainty for employees. Drawing on conservation of resources (COR) theory, this study examines how job performance evaluation prior to a disruption is associated with employees’ work outcomes during the disruption. We argue that these recognition signals, as contextual resources, help employees maintain psychological resources under uncertainty, in the form of career satisfaction. We also propose supervisor support during the disruption as a moderator of this relationship, as it renders performance evaluation a socially conferred contextual resource and reinforces its impact. Furthermore, we find that career satisfaction during disruption is positively associated with employees’ perceptions of COVID-19’s impact on the future success of the company, a perceived condition resource, which in turn relates to organizational commitment and lower turnover intentions. Our findings highlight how configurations of resources, such as performance evaluation and supervisor support, are linked to employee responses during periods of high uncertainty. We discuss implications for COR theory, highlight connections to resilience, career shocks, and signaling processes, and provide practical strategies for managing employee attitudes in disruptive contexts.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"80 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147393228","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

The human side of self-managing organizations: Unlearning the learned helplessness 自我管理组织的人性面：忘却习得性无助

IF 5.7 2区管理学

Human Relations Pub Date : 2026-02-24 DOI: 10.1177/00187267261420797

Veiko Valkiainen

{"title":"The human side of self-managing organizations: Unlearning the learned helplessness","authors":"Veiko Valkiainen","doi":"10.1177/00187267261420797","DOIUrl":"https://doi.org/10.1177/00187267261420797","url":null,"abstract":"Why do so many attempts to distribute authority fail—even in organizations deeply committed to decentralization of authority? In this article, I argue that the answer lies in the cognitive, motivational, and emotional residues of learned helplessness shaped by prolonged exposure to hierarchical conditioning. From this perspective, I conceptualize the adoption of distributed authority as a process of unlearning the learned helplessness . Drawing on ethnographic action research into the adoption of Holacracy as a specific form of a self-managing organization, my study demonstrates how learned helplessness inhibits individuals from acknowledging, internalizing, and enacting the authority embedded in distributed authority frameworks—and how this cycle can be broken through deliberate practices. I identify three human-centered boundary conditions— clarity of role boundaries and responsibilities, purpose-driven proactive behavior , and complex social interaction —that interrupt habitual patterns of deference and managerial intervention. These conditions enable the overarching process of unlearning the learned helplessness, allowing self-organization to emerge. Theoretically, the study reveals why distributed authority so often collapses in practice and outlines the human-centered boundary conditions required for its long-term viability. Practically, it highlights the need to address the psychological effects of learned helplessness—not just redesign formal structures—to implement and sustain distributed authority.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"104 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147274300","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

Legacy imprints and categorisation shifts: How interpretations of job demands and resources change in abrupt transitions to virtual work 遗留印记和分类转变：在突然过渡到虚拟工作时，对工作需求和资源的解释是如何变化的

IF 5.7 2区管理学

Human Relations Pub Date : 2026-02-17 DOI: 10.1177/00187267251413095

Almudena Cañibano, Emma Russell, Petros Chamakiotis

{"title":"Legacy imprints and categorisation shifts: How interpretations of job demands and resources change in abrupt transitions to virtual work","authors":"Almudena Cañibano, Emma Russell, Petros Chamakiotis","doi":"10.1177/00187267251413095","DOIUrl":"https://doi.org/10.1177/00187267251413095","url":null,"abstract":"What happens when workers experience abrupt transitions to virtual working? Drawing on interviews with employees who were unexpectedly shifted to virtual work overnight, we show that people carry legacy imprints : expectations from face-to-face settings that shape how they initially classify job features as demands or resources. When lived experience in the virtual context contradicts these expectations (e.g. online social gatherings feel exhausting; proximity to family while working proves energising), workers reclassify job characteristics. We show that expectation–experience mismatch explains this categorisation shift at the individual level. On the contrary, when expectations are confirmed (or cognitive overload crowds out reflection) reclassification does not occur. We recast demands/resources as interpretive and dynamic during abrupt transitions rather than fixed attributes, offering an extension to Job Demands-Resources theory. We discuss implications for supporting employee well-being through sudden change and turbulent contexts, including designing short feedback loops for reflection and avoiding static assumptions about what counts as a demand or a resource.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"1 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146205088","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

Short-term fit, long-term trap: The career development lock of low-skilled gig workers 短期契合，长期陷阱：低技能零工的职业发展锁定

IF 5.7 2区管理学

Human Relations Pub Date : 2026-02-06 DOI: 10.1177/00187267261415779

Xueni Zheng, Jing Du, Yuan Xiang, Lirong Long, Huanyan Xie

{"title":"Short-term fit, long-term trap: The career development lock of low-skilled gig workers","authors":"Xueni Zheng, Jing Du, Yuan Xiang, Lirong Long, Huanyan Xie","doi":"10.1177/00187267261415779","DOIUrl":"https://doi.org/10.1177/00187267261415779","url":null,"abstract":"Why do low-skilled gig workers remain stuck in work they originally intended as temporary? Although gig work is widely portrayed as flexible and temporary, our study shows that platforms can gradually trap workers in place. Drawing on grounded theory and fieldwork—including 70 interviews with 42 food delivery riders and 14 ride-hailing drivers, 30 hours of firsthand riding experience, and observations of online communities totalling 820 riders—this study develops a conceptual framework of career development lock, identifying four interrelated forms: lock-out, lock-in, lock-up, and lock-down. We find that career development lock stems from a structural conflict between workers’ long-term aspirations, grounded in a continuous temporal narrative, and platform algorithms’ need for flexible, on-demand labor that operates through a fragmented temporal logic. This conflict generates short-term person–career fit but long-term misfit. Under the structural constraints of algorithmic management, workers turn to adaptive self-exploitation, intensifying short-term fit while undermining long-term misfit, which ultimately traps them in their roles. The study advances understanding of non-linear careers in non-standard employment and reframes algorithmic control as a career-structuring force beyond a day-to-day control mechanism. It also offers practical implications for platforms and policymakers to prevent new forms of career entrapment in the gig economy.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"301 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146122005","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

Organizational telework access dispersion and firm performance 组织远程办公访问分散与企业绩效

IF 5.7 2区管理学

Human Relations Pub Date : 2026-02-01 DOI: 10.1177/00187267251409940

Leon Barton, Marvin Neu, Amanda Shantz, Heike Bruch

引用次数: 0

The dark side of illegitimate tasks: How revenge motives and moral identity shape deviant silence 非法任务的阴暗面：复仇动机和道德认同如何塑造异常的沉默

IF 5.7 2区管理学

Human Relations Pub Date : 2026-01-21 DOI: 10.1177/00187267251412730

Rahman Khan, Ghulam Murtaza, Qurat-ul-ain Talpur, Gary Schwarz, Alexander Newman

{"title":"The dark side of illegitimate tasks: How revenge motives and moral identity shape deviant silence","authors":"Rahman Khan, Ghulam Murtaza, Qurat-ul-ain Talpur, Gary Schwarz, Alexander Newman","doi":"10.1177/00187267251412730","DOIUrl":"https://doi.org/10.1177/00187267251412730","url":null,"abstract":"Can illegitimate task assignments that go beyond what might be reasonably expected from employees lead to deviant silence in which employees withhold vital information to harm organizational functioning? Using stress-as-offense-to-self and retributive justice theories, our research explains how organizations produce employee silence and illuminates that employees’ revenge motives help explain the link between illegitimate tasks and deviant silence. We also propose that moral identity may serve as a boundary condition in the relationship between illegitimate tasks and deviant silence. We conduct two studies to test the hypothesized model. An experimental field study (Study 1) shows that illegitimate tasks are significantly related to deviant silence. A three-wave time-lagged study (Study 2) confirms the positive direct relationship between illegitimate tasks and deviant silence, as well as an indirect relationship through the revenge motives of employees. We argue that illegitimate tasks represent an indirect form of communicating incompetence and social devaluation and highlight how employees retaliate with a similarly covert punishment in the form of deviant silence, foregoing opportunities to improve working lives and discouraging future illegitimate task assignments. Also, we demonstrate that moral identity acts as a self-regulatory mechanism, which reduces the strength of the relationship between illegitimate tasks and deviant silence.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"38 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2026-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146014308","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

Retraction Notice: “Understanding social responsibility and relational pressures in nonprofit organisations” 撤回通知：“了解非营利组织的社会责任和相关压力”

IF 5.7 2区管理学

Human Relations Pub Date : 2026-01-21 DOI: 10.1177/00187267251401171

引用次数: 0