Asia Pacific Journal of Human Resources最新文献

Will Fun and Care Prevent Gig Workers' Withdrawal? A Moderated Mediation Model 乐趣和关怀能否防止 "临时工 "退出？调节调解模型

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-10-15 DOI: 10.1111/1744-7941.12425

Xin-Jie Huang, Zhao-Yu Sun, Jia-Min Li, Jia-Hua Li

{"title":"Will Fun and Care Prevent Gig Workers' Withdrawal? A Moderated Mediation Model","authors":"Xin-Jie Huang, Zhao-Yu Sun, Jia-Min Li, Jia-Hua Li","doi":"10.1111/1744-7941.12425","DOIUrl":"https://doi.org/10.1111/1744-7941.12425","url":null,"abstract":"<div>\u0000 \u0000 <p>This study investigates how gig work challenges influence job withdrawal, mediated by stressors and perceived job insecurity, while considering the moderating effects of playful work design and a caring organizational ethical climate. Drawing on Cognitive–Emotional Systems Theory and the job demands–resources model, data were gathered from 516 Chinese gig workers. Results show that gig work challenges positively impact job withdrawal by triggering stressors and job insecurity. Notably, playful work design moderates this relationship, mitigating the impact of gig work challenges as hedonic job crafting levels increase. However, the caring ethical climate does not significantly influence the relationship between stressors and perceived job insecurity in the gig work context. The findings suggest that promoting playful work design can be an effective strategy to alleviate the negative effects of gig work challenges, thereby enhancing job satisfaction and retention in the gig economy. This study also provides a new perspective on understanding the mechanisms behind gig workers' workplace withdrawal behaviors, deepening the application of the Cognitive–Emotional Systems Theory and the Job Demands–Resources Model in the gig economy.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142439037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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

Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing 培养工作参与度：反向指导和知识共享的效果

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-10-15 DOI: 10.1111/1744-7941.12426

Marage Done Rasika Harshani, Ananda Karuna Liyana Jayawardana, Atapattu Wijekoon Menike Mayuri Atapattu

{"title":"Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing","authors":"Marage Done Rasika Harshani, Ananda Karuna Liyana Jayawardana, Atapattu Wijekoon Menike Mayuri Atapattu","doi":"10.1111/1744-7941.12426","DOIUrl":"https://doi.org/10.1111/1744-7941.12426","url":null,"abstract":"<div>\u0000 \u0000 <p>Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142439036","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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

Correction to “Human Resource Flexibility and Employee Creativity: The Roles of Perceived HR Strength, Career Satisfaction, and Employer Brand” 更正 "人力资源灵活性与员工创造力：感知的人力资源实力、职业满意度和雇主品牌的作用"

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-10-11 DOI: 10.1111/1744-7941.12424

引用次数: 0

When and Why Does Platform Leadership Drive Employee Intrapreneurship? Moderating Role of Innovation-Oriented Human Resource Management 平台领导力何时以及为何推动员工内部创业？以创新为导向的人力资源管理的调节作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-09-30 DOI: 10.1111/1744-7941.12422

Shenbei Zhou, Guiqing Zhang, Longjun Liu, Yibin Li

{"title":"When and Why Does Platform Leadership Drive Employee Intrapreneurship? Moderating Role of Innovation-Oriented Human Resource Management","authors":"Shenbei Zhou, Guiqing Zhang, Longjun Liu, Yibin Li","doi":"10.1111/1744-7941.12422","DOIUrl":"https://doi.org/10.1111/1744-7941.12422","url":null,"abstract":"<div>\u0000 \u0000 <p>Platform leadership, a new concept in leadership, along with intrapreneurship, has garnered considerable attention in China. Despite scholarly efforts to establish a theoretical link between leadership and employee intrapreneurship, gaps persist in understanding when and why platform leadership influences intrapreneurship. This study seeks to fill in these gaps by proposing a new model exploring the theoretical relationship between these concepts. Based on social exchange theory, this research examines how platform leadership enhances intrapreneurship by boosting employees' perceived insider status. Moreover, this study investigates how innovation-oriented human resource management (HRM) moderates this effect. Analysis of two-stage data from 471 employees in 57 Chinese platform organizations supports the proposed hypotheses, revealing that platform leadership positively influences intrapreneurship, predominantly by enhancing perceived insider status. The effect of platform leadership on perceived insider status and intrapreneurship is also strengthened in the context of superior innovation-oriented HRM. This study enriches the theoretical understanding of platform leadership and intrapreneurship through social exchange theory and highlights innovation-oriented HRM as a critical boundary condition. Insights gained from this study offer valuable guidance for advancing leadership and HRM practices within platform organizations.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142360019","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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

Trade Unions and the British Industrial Relations CrisisBy Peter Ackers, New York and Abingdon-On-Thames, UK: Routledge, 2024 工会与英国劳资关系危机》，彼得-阿克斯著，纽约和英国阿宾顿-泰晤士河畔：Routledge 出版社，2024 年。

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-09-11 DOI: 10.1111/1744-7941.12421

Russell Lansbury

引用次数: 0

A Research Agenda for Trust: Interdisciplinary PerspectivesBy R. C. Mayer, and B. M. Mayer (eds.), Cheltenham: Edward Elgar Publishing, 2024 信任的研究议程：R. C. Mayer, and B. M. Mayer (eds.), Cheltenham：Edward Elgar Publishing, 2024

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-09-05 DOI: 10.1111/1744-7941.12420

Nadia K. Kougiannou

引用次数: 0

A Guide to Key Theories for Human Resource Management Research (First Edition)By K. Hutchings, S. Michailova, and A. Wilkinson (eds.), Cheltenham, UK: Edward Elgar Publishing, 2024. 341 pp. K. Hutchings、S. Michailova 和 A. Wilkinson（编著），英国切尔滕纳姆：爱德华-埃尔加出版社，2024 年。341 页。

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-08-27 DOI: 10.1111/1744-7941.12418

Peter Holland

引用次数: 0

A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda 工作中茁壮成长的系统回顾：文献计量分析和组织研究议程

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-08-27 DOI: 10.1111/1744-7941.12419

Yuan Liang, Tung-Ju Wu, Ziqiong Zhang, Yushu Wang

引用次数: 0

Servant Leadership and Work–Family Conflict: The Dual Mediation Effects of Thriving at Work and Workaholism 仆人式领导与工作-家庭冲突：工作欣欣向荣与工作狂的双重中介效应

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-08-13 DOI: 10.1111/1744-7941.12417

Yan Xu, Wei Hu, Doudou Liu

引用次数: 0

When morality matters: impact of socially responsible human resource management on unethical behavior 道德问题：对社会负责的人力资源管理对不道德行为的影响

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-07-26 DOI: 10.1111/1744-7941.12415

Chenghao Men, Mingyu Yan, Bo Lv, Bing Liu

{"title":"When morality matters: impact of socially responsible human resource management on unethical behavior","authors":"Chenghao Men, Mingyu Yan, Bo Lv, Bing Liu","doi":"10.1111/1744-7941.12415","DOIUrl":"10.1111/1744-7941.12415","url":null,"abstract":"<p>Unethical behavior may result in detrimental consequences for the organization. Therefore, scholars are proactively trying to explore its antecedents. Human resource management, as a crucial factor that controls employees' behavior for effective organizational functioning, has gained limited attention in previous studies. To complement this aspect, we argue that socially responsible human resource management with moral nature may affect employees' unethical behavior. Drawing on moral self-regulation theory, our study constructs a theoretical model that socially responsible human resource management negatively affects employees' unethical behavior through the decrease of moral disengagement. We additionally contend that the effect becomes stronger as employees exhibit a higher level of moral attentiveness because contextual factors (i.e. socially responsible human resource management) and individual characteristics (i.e. moral attentiveness) could interactively influence employees' cognition of immoral conduct and their unethical behaviors. A survey consisted of 229 employees supports the proposed model and hypotheses. Our research contributes to the theoretical and practical implications for socially responsible human resource management and unethical behavior literatures, and we also discuss the limitations and future research directions.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141776803","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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