Asia Pacific Journal of Human Resources最新文献

Perceived Organisational Support, Work-Life Balance, and Employee Engagement and Job Satisfaction: A Moderated Mediation Study of Grandparent Status 感知组织支持、工作与生活平衡、员工敬业度和工作满意度：祖父母地位的调节中介研究

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-10-03 DOI: 10.1111/1744-7941.70036

Candice Harris, Jarrod Haar, Barbara Myers

{"title":"Perceived Organisational Support, Work-Life Balance, and Employee Engagement and Job Satisfaction: A Moderated Mediation Study of Grandparent Status","authors":"Candice Harris, Jarrod Haar, Barbara Myers","doi":"10.1111/1744-7941.70036","DOIUrl":"https://doi.org/10.1111/1744-7941.70036","url":null,"abstract":"While older workers have received considerable attention from researchers, far less is known about the work experiences of grandparents. This study examines how perceived organisational support (POS) influences work-life balance (WLB) and work outcomes (employee engagement and job satisfaction) with grandparent status as a moderator. Using a moderated mediation model tested on 783 New Zealand employees (including 155 grandparents) with the PROCESS macro, we find support for all direct effects. Importantly, when POS is high, grandparents report significantly higher WLB than non-grandparents. Moderated mediation analyses further show that the indirect effect of POS on engagement and job satisfaction, via WLB, is strongest for grandparents. These findings position grandparents as a distinct and often under-recognised segment of the workforce, suggesting they may engage with social exchange relationships in unique ways. For HR practice, this recognition goes beyond demographic categorisation—it calls for a critical evaluation of policies related to flexibility, leave, and wellbeing through the lens of later-life caregiving responsibilities. By doing so, HR practitioners can better support the engagement and retention of this group, while researchers are encouraged to consider grandparent status as a meaningful variable in future HRM scholarship.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 4","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70036","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145224275","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 0

Green Human Resource Management: Synthesising Outcomes and Identifying Effective Practices 绿色人力资源管理：综合结果和确定有效的做法

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-09-17 DOI: 10.1111/1744-7941.70033

Yongxing Guo, Siqi Wang, Qiong Yang

{"title":"Green Human Resource Management: Synthesising Outcomes and Identifying Effective Practices","authors":"Yongxing Guo, Siqi Wang, Qiong Yang","doi":"10.1111/1744-7941.70033","DOIUrl":"https://doi.org/10.1111/1744-7941.70033","url":null,"abstract":"<div>\u0000 \u0000 Green Human Resource Management (GHRM) is increasingly acknowledged as a crucial strategy for enhancing organisational environmental performance. Despite growing empirical evidence regarding the antecedents and outcomes of GHRM, limited efforts have been made to quantitatively synthesise the existing findings to advance the literature. Additionally, it is not clear which specific GHRM practices are more effective in predicting different favourable employee outcomes. To address the gaps, we conducted a comprehensive meta-analysis of 172 studies (N = 54,963) from 166 articles. Our results indicate that overall GHRM is positively related to various employee attitudinal and behavioural outcomes and organisational outcomes. Further analysis using MASEM (meta-analytic structural equation modelling) reveals that overall GHRM impacts both employee in-role and extra-role green behaviours through employee green values. Moreover, the result of relative weight analysis shows that specific GHRM practices, such as green performance management, and employee empowerment and involvement, are particularly effective at promoting employee in-role green behaviours. Green performance management and green reward and compensation are more important for fostering employee extra-role green behaviours.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 4","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145102035","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

The Effect of Artificial Intelligence Usage on Employee Service Innovation Behavior: An Information Exchange Perspective 人工智能使用对员工服务创新行为的影响：一个信息交换视角

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-09-12 DOI: 10.1111/1744-7941.70032

Xinyue Li, Xin Wei, Guangdi Tian, Min Cui, Yue He

引用次数: 0

Marching Toward Automation: Whether and How Labor Shapes Technological Processes in Chinese Factories 迈向自动化：劳动力是否以及如何塑造中国工厂的技术过程

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-09-09 DOI: 10.1111/1744-7941.70034

Siqi Luo

{"title":"Marching Toward Automation: Whether and How Labor Shapes Technological Processes in Chinese Factories","authors":"Siqi Luo","doi":"10.1111/1744-7941.70034","DOIUrl":"https://doi.org/10.1111/1744-7941.70034","url":null,"abstract":"<div>\u0000 \u0000 The influence of technological changes on work has long been debated, but labor's impact on technology, especially in rapid-industrializing economies, deserves more research. This study explores labor's influence on automation in China, based on long-term investigations of eight automotive suppliers. Each of these factories, following the 2010 strikes, established enterprise unions that engage in regular collective bargaining, making them among the country's most active grassroots trade unions. As is typical in the industry, management in all these factories has been actively pursuing automation. However, their automation processes have diverged widely. By comparing these processes, this study identifies two key labor impacts on technology: the first arises from the productive characteristics of labor, and the second from workers' collective action. Both types influence the form and pace of technology adoption in China. The former, based on labor costs, skills, and other productive attributes, structurally constrains automation choices. Action-based union effects, which are prominent in some Western unions, remain limited and primarily defensive and may weaken further as the march of automation continues.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 4","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145012644","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

Does Doing Good Always Bring Good? Employees' Attribution Matters in Their Reactions to Proactive Corporate Social Responsibility 做好事总会带来好处吗？员工归因与他们对积极的企业社会责任的反应有关

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-08-31 DOI: 10.1111/1744-7941.70030

Qi Song, Qinglan Yang, Yuanyuan Liu, Yongfang Li, Hui Lv, Yang Chen

{"title":"Does Doing Good Always Bring Good? Employees' Attribution Matters in Their Reactions to Proactive Corporate Social Responsibility","authors":"Qi Song, Qinglan Yang, Yuanyuan Liu, Yongfang Li, Hui Lv, Yang Chen","doi":"10.1111/1744-7941.70030","DOIUrl":"https://doi.org/10.1111/1744-7941.70030","url":null,"abstract":"<div>\u0000 \u0000 Given the profound influence of organizations on societal well-being and their role in environmental stewardship, there is a growing trend for organizations to proactively integrate corporate social responsibility (CSR) into human resource management (HRM) practices to align with societal expectations and sustainable development goals. However, the consequences of proactive CSR from an employee perspective are not well understood. Drawing on attribution theory, this study investigates whether employees' different attributions of perceived proactive CSR have a positive or negative impact on their attitudes and subsequent behaviors in a Chinese context. The findings of a time-lagged field survey involving 430 employees and 131 leaders reveal that when employees attribute perceived proactive CSR to substantive motives, their organizational identifications are more likely to increase, leading to their taking charge. Conversely, when employees attribute perceived proactive CSR to symbolic motives, they are more likely to experience an increase in organizational stigma, resulting in job withdrawal.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 4","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923377","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

Unpacking Algorithmic Management: Pathways to Team Resilience Through Reduced Objectification and Informal Leadership 解包算法管理：通过减少物化和非正式领导实现团队弹性的途径

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-08-18 DOI: 10.1111/1744-7941.70031

Ping Liu, Ling Yuan, Junli Wang

{"title":"Unpacking Algorithmic Management: Pathways to Team Resilience Through Reduced Objectification and Informal Leadership","authors":"Ping Liu, Ling Yuan, Junli Wang","doi":"10.1111/1744-7941.70031","DOIUrl":"https://doi.org/10.1111/1744-7941.70031","url":null,"abstract":"<div>\u0000 \u0000 As algorithmic management (AM) becomes an increasingly prominent feature of the digital workplace, understanding its implications for human resource management (HRM) is both timely and critical. This study investigates how AM, as an emerging HRM practice, contributes to team resilience (TR)—a key strategic goal for HR professionals seeking to foster adaptability and sustainability in uncertain environments. Drawing on social cognitive theory, we develop and test a model in which AM reduces managerial objectification (MO) and facilitates informal leadership emergence, ultimately enhancing TR. Based on a multi-wave field survey of enterprise managers in China, our findings reveal a dual-path mechanism: AM improves TR both cognitively, by reshaping managerial perceptions of employees, and behaviorally, by triggering bottom-up leadership processes. A sequential mediation pathway—AM → MO → informal leadership → TR—is also supported. This study contributes to HRM research by demonstrating how algorithmic systems can be designed and leveraged to promote resilient, self-organizing teams. Practical implications are offered for HR practitioners aiming to implement AM in ways that empower both managers and employees.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 4","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144869407","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

Concepts in Smart Societies' Next Generation of Human Resources and Technologies. By Chaudhery Mustansar Hussain, Antonella Petrillo and Shahid Ul Islam, Boca Raton, USA: CRC Press, Taylor & Francis Group, 2024. 376 pp. £108.75. ISBN: 9781032170343 智慧社会的新一代人力资源和技术概念。乔杜里·穆斯坦萨尔·侯赛因、安东内拉·彼得里洛和沙希德·乌尔·伊斯兰著，美国博卡拉顿：CRC出版社，泰勒和弗朗西斯集团，2024年。376页，108.75英镑。ISBN: 9781032170343

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-08-10 DOI: 10.1111/1744-7941.70011

Putri Inggrid Maria Risamasu, Adrianus Aprilius

引用次数: 0

Correction to “The Persistence of Global Workplace Gender Inequality: What Does a Wicked Problems Framework Bring to HRM Research and Practice?” 更正“全球职场性别不平等的持续存在：一个邪恶的问题框架给人力资源管理研究和实践带来了什么？”

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-07-22 DOI: 10.1111/1744-7941.70028

{"title":"Correction to “The Persistence of Global Workplace Gender Inequality: What Does a Wicked Problems Framework Bring to HRM Research and Practice?”","authors":"","doi":"10.1111/1744-7941.70028","DOIUrl":"https://doi.org/10.1111/1744-7941.70028","url":null,"abstract":"Fitzsimmons, T.W., O'brien, K.R. Crane, M.E., Head, B.W. & Callan, V.J. (2025). Asia Pacific Journal of Human Resource Management, 63(3): e70017In Section 3.1, “Author 2 et al., 2019 REMOVED FOR PEER REVIEW”Citation should be O'Brien et al. (2019)O'Brien, K. R., Holmgren, M., Fitzsimmons, T.W., Crane, M.E., Maxwell, P., & Head, B. (2019). What is gender equality in science? Trends in Ecology and Evolution, 34, 395–399.In Section 3.3, “Author 4 and another, 2015 REMOVED FOR PEER REVIEW”Citation should be Head and Alford (2015)Head, B.W. & Alford, J. (2015). Wicked problems implications for public policy and management. Administration and Society, 47, 711–739.In Section 4.4, “Author 4, 2019 REMOVED FOR PEER REVIEW”Citation should be Head (2019)Head, B.W. (2019). Forty years of wicked problems literature: forging closer links to policy studies. Policy & Society, 38, 180–197.We apologize for these errors.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70028","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144673121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 0

Leadership and Human Resource Management: Oil and Water in the Same Vessel 领导力和人力资源管理：同一容器中的油和水

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-07-08 DOI: 10.1111/1744-7941.70027

Jean-Etienne Joullié, Anthony M. Gould, Jeffrey Muldoon

引用次数: 0

The Effects of Human Resource Strength and Social Identification on Employee Performance: The Case of Bangladeshi Private Commercial Banks 人力资源实力和社会认同对员工绩效的影响——以孟加拉民营商业银行为例

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-07-01 DOI: 10.1111/1744-7941.70024

Sardana Islam Khan, Timothy Bartram, Jillian Cavanagh, Pradeepa Dahanayake

{"title":"The Effects of Human Resource Strength and Social Identification on Employee Performance: The Case of Bangladeshi Private Commercial Banks","authors":"Sardana Islam Khan, Timothy Bartram, Jillian Cavanagh, Pradeepa Dahanayake","doi":"10.1111/1744-7941.70024","DOIUrl":"https://doi.org/10.1111/1744-7941.70024","url":null,"abstract":"This study was carried out in two private commercial banks in Bangladesh. The purpose was to examine the effects of HR strength on the social identification of employees through the interactions of employees with their line managers and relationships within work groups and ultimately employee performance. Underpinned by social identity theory, we tested three hypotheses using 436 respondents. Findings confirmed our hypotheses: social identification mediated the relationship between HR strength and employee performance; social interaction with the line manager and social identification sequentially mediated the relationship between HR strength and employee performance; and the quality of relationships within the work team and social identification sequentially mediated HR strength and employee performance. We contribute to new understandings of the role of social identification processes in explaining the link between HRM and employee performance in high power distance and collectivist cultures. Implications are drawn for HR managers by demonstrating the role of HR strength and social identification in supporting employee performance.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70024","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144519807","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 0