Asia Pacific Journal of Human Resources最新文献

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

Organizational Artificial Intelligence Adoption and Employees Taking Charge in Chinese Manufacturing Industry: A Moderated Mediation Model 中国制造业组织人工智能采用与员工管理：一个有调节的中介模型

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-07-01 DOI: 10.1111/1744-7941.70026

Zhenyuan Wang, Jiyu Li, Mengxi Yang, Yan Wang, Xi Chen

{"title":"Organizational Artificial Intelligence Adoption and Employees Taking Charge in Chinese Manufacturing Industry: A Moderated Mediation Model","authors":"Zhenyuan Wang, Jiyu Li, Mengxi Yang, Yan Wang, Xi Chen","doi":"10.1111/1744-7941.70026","DOIUrl":"https://doi.org/10.1111/1744-7941.70026","url":null,"abstract":"<div>\u0000 \u0000 The increasing adoption of Artificial Intelligence (AI) in the Chinese manufacturing industry is driving workflow optimization and employee productivity improvements. However, evidence suggests that the use of AI technology increases the complexity and uncertainty of organizational environments, creating many challenges for employees. Utilizing data from 337 participants collected through a three-stage, time-lagged survey, this study investigates the impact of organizational AI adoption on employees' taking charge behavior through the lens of conservation of resources theory. The findings reveal that psychological availability mediates the influence of organizational AI adoption on employees' taking charge. Employee approach-avoidance motivation plays a moderating role in this relationship. Specifically, approach motivation amplifies the positive impact of organizational AI adoption on psychological availability, whereas avoidance motivation diminishes it. These insights offer significant theoretical and practical contributions to the discourse on the relationship between organizational AI adoption and taking charge in the Chinese manufacturing industry.\u0000 </div>","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":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144519782","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

Being Proactive for My Family: An Examination of the Impact of Family Motivation on the Proactivity Among Blue-Collar Employees 为家庭积极主动：家庭激励对蓝领员工积极主动的影响研究

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-06-17 DOI: 10.1111/1744-7941.70025

Zilong Cui, Kaixin Zhang

引用次数: 0

Boundary Condition of Sorting: How Collective Pay-for-Performance Constrains the Moderating Effect of Individual Pay-for-Performance on the Turnover–Performance Relationship 分类的边界条件：集体绩效薪酬如何约束个人绩效薪酬对离职-绩效关系的调节作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-06-17 DOI: 10.1111/1744-7941.70023

Yin Lee

{"title":"Boundary Condition of Sorting: How Collective Pay-for-Performance Constrains the Moderating Effect of Individual Pay-for-Performance on the Turnover–Performance Relationship","authors":"Yin Lee","doi":"10.1111/1744-7941.70023","DOIUrl":"https://doi.org/10.1111/1744-7941.70023","url":null,"abstract":"Existing research on compensation suggests that individual pay-for-performance (PFP) induces the sorting effect, enhancing firm performance. The sorting effect promotes the redistribution of employee performance by increasing the retention of high performers and increasing the turnover of poor performers. However, little is known about the moderating effect of individual PFP on the relationship between collective turnover and firm performance. Integrating insights from collective turnover and compensation research, this study proposes that individual PFP's sorting effect can reduce the negative impact of collective turnover on firm performance under certain contexts. Using nationally representative panel data on Korean firms, this study found that individual PFP reduces the negative relationship between collective turnover and firm performance only in the absence of collective PFP. However, this research has also found that the simultaneous utilization of individual and collective PFPs exacerbates the negative impact of collective turnover on firm performance. These findings offer novel insights into using diverse incentives in managing the performance effects of collective turnover.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70023","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144300181","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

The Nuts-and-Bolts Problem: Delivering Evidence-Based Operational Advice to Line Managers 具体问题：向部门经理提供基于证据的运营建议

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-06-05 DOI: 10.1111/1744-7941.70022

Carol T. Kulik

{"title":"The Nuts-and-Bolts Problem: Delivering Evidence-Based Operational Advice to Line Managers","authors":"Carol T. Kulik","doi":"10.1111/1744-7941.70022","DOIUrl":"https://doi.org/10.1111/1744-7941.70022","url":null,"abstract":"The Human Resource (HR) research literature's dominant narrative has historically focused on the strategic activities of HR professionals. HR researchers view HR professionals as their primary end users and have prioritized the business case for strategic HR. But as line managers become more involved in delivering—and even designing—HR activities in their local work environments, there is a greater need for HR researchers to attend to operational HR (the nuts and bolts). This need is particularly pressing in Asia Pacific organizations, where small HR units rely on line managers to deliver people management in dynamic and turbulent work environments. The nuts-and-bolts problem takes several different forms and is visible across the HR literature (e.g., in literature discussing transfer of training, star performer management, and employee alumni relationships). At a minimum, HR researchers should write actionable practical recommendations that enable readers to find the relevant nuts and bolts scattered across the HR academic literature. Fully addressing the nuts-and-bolts problem might involve HR researchers co-designing research with managers and/or inviting managers to interpret research findings. In the long run, these activities will deliver an HR research literature that conveys more empathy for line managers and a greater appreciation of the important role they play in delivering HR in organizations.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70022","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144219968","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

When Green Turns Gray: The Double-Edged Spillover Effects From Green Behavior to Time Theft via Dual Feedback Loops of Moral Self-Regulation 当绿色变灰：基于道德自我调节双反馈循环的绿色行为对时间盗窃的双刃剑溢出效应

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-06-05 DOI: 10.1111/1744-7941.70021

Rongrong Zhang, Yuxin Liu, Xuefei Wang, Yang Luo

{"title":"When Green Turns Gray: The Double-Edged Spillover Effects From Green Behavior to Time Theft via Dual Feedback Loops of Moral Self-Regulation","authors":"Rongrong Zhang, Yuxin Liu, Xuefei Wang, Yang Luo","doi":"10.1111/1744-7941.70021","DOIUrl":"https://doi.org/10.1111/1744-7941.70021","url":null,"abstract":"<div>\u0000 \u0000 Extant research has uniformly highlighted the positive role of extra-role employee green behavior (EEGB) in promoting organizational sustainability. Consequently, prior studies have predominantly focused on EEGB's antecedents, while its implications for the actors themselves have been largely underexplored. Drawing on the dual feedback loops of moral self-regulation, we challenge the prevailing assumption that engaging in EEGB is solely beneficial by identifying its potential dark side. Specifically, we propose that EEGB exerts double-edged effects on employee time theft, contingent on green behavior authenticity. An experimental study with 208 full-time employees and a two-phase field study with 412 full-time employees consistently revealed that EEGB aggravated employee time theft through accumulated moral credits, while conversely reducing time theft through strengthened moral identity. Moreover, we identified green behavior authenticity as a pivotal boundary condition moderating these opposing effects, attenuating the negative pathway while amplifying the positive pathway. Our findings offer significant implications for organizational behavioral ethics research and provide guidance for organizations in fostering EEGB while mitigating its potential ethical risks.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144219970","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

Is Enterprise-Union Coupling Relationship a Promising Way to Improve Platform Workers' Flexibility? A Sensemaking Perspective 企业-工会耦合关系是提高平台工人灵活性的有效途径吗？一个有意义的视角

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-06-05 DOI: 10.1111/1744-7941.70020

Enhua Hu, Zhiqiang Zhang, Mingyan Han, Hongmei Shan

{"title":"Is Enterprise-Union Coupling Relationship a Promising Way to Improve Platform Workers' Flexibility? A Sensemaking Perspective","authors":"Enhua Hu, Zhiqiang Zhang, Mingyan Han, Hongmei Shan","doi":"10.1111/1744-7941.70020","DOIUrl":"https://doi.org/10.1111/1744-7941.70020","url":null,"abstract":"<div>\u0000 \u0000 Flexibility is an important ability of platform workers to adapt to the ever-changing job requirements and the environment in which they work. It is beneficial for enhancing platform workers' work efficiency and promoting the development of platform enterprises. Grounded in sensemaking theory, a theoretical model based on the Chinese industrial relationship context was constructed to reveal the influence of the enterprise-union coupling relationship (EUCR) on platform workers' flexibility. Data from 322 platform workers were analyzed to test the theoretical model. The results indicate the following: (1) Relative to the management practices of platform enterprises (i.e., human resource management practices), EUCR can generate incremental effects on platform workers' flexibility; (2) EUCR promotes career calling, which in turn, improves platform workers' flexibility; and (3) Customer gratitude expression strengthens the relationship between EUCR and career calling, leading to a higher level of flexibility. This study identified new factors affecting platform workers' flexibility from the perspective of interactions between platform enterprises and trade unions. It offers practical guidance for platform enterprises and trade unions in China to provide spiritual support and value transmission to platform workers to boost their flexibility.\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144219969","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

Technology and Its Influence on Teleworker Well-Being: A Systematic Review 技术及其对远程工作者幸福感的影响：一项系统综述

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-05-30 DOI: 10.1111/1744-7941.70019

Luke Booker, Paula K. Mowbray, Keith Townsend, Carys Chan

{"title":"Technology and Its Influence on Teleworker Well-Being: A Systematic Review","authors":"Luke Booker, Paula K. Mowbray, Keith Townsend, Carys Chan","doi":"10.1111/1744-7941.70019","DOIUrl":"https://doi.org/10.1111/1744-7941.70019","url":null,"abstract":"The dramatic increase in teleworking, or remote work facilitated by technology, has spurred debate regarding potential effects upon individual well-being. Whilst teleworking has been shown to provide many benefits for individuals, our review focuses upon its challenges. Research suggests that technological risk factors shape the well-being of teleworkers. This review synthesises knowledge regarding this problem and charts a course for future research. We systematically gather 105 studies and link technological challenges to five dimensions of well-being: cognitive, social, professional, affective and psychosomatic. We identify three key areas through which technology reduces well-being: (1) connectivity; (2) communication and (3) capabilities. We examine contemporary risk factors such as digital surveillance, problematic availability expectations, mediated communication difficulties and access or dependability of technological resources. Our discussion elucidates pressing human resources concerns and offers practical insights. Furthermore, we consider future avenues for scholarly inquiry, for instance, the gap between quantitative and qualitative efforts.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70019","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144179384","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