Asia Pacific Journal of Human Resources最新文献_第10页

Traditional, transitional and new performance management practices in Australian organisations: incidence, coverage and perceived effectiveness 澳大利亚组织的传统、过渡和新的绩效管理实践:发生率、覆盖面和感知有效性

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-04-25 DOI: 10.1111/1744-7941.12372

John Shields, Sunghoon Kim, Anjali Chhetri, Pauline Stanton, Alan Nankervis

{"title":"Traditional, transitional and new performance management practices in Australian organisations: incidence, coverage and perceived effectiveness","authors":"John Shields, Sunghoon Kim, Anjali Chhetri, Pauline Stanton, Alan Nankervis","doi":"10.1111/1744-7941.12372","DOIUrl":"10.1111/1744-7941.12372","url":null,"abstract":"The shortcomings of traditional performance management practices (PMS) are widely acknowledged. There is growing interest in ‘New Performance Management’, suggesting a shift from an evaluative to a developmental focus. In Australia, little is known about the current utilisation of both ‘old’ and ‘new’ practices. Using survey data from Australian Human Resources Institute (AHRI) members we examine the incidence, coverage and perceived effectiveness of ‘traditional’, ‘transitional’ and ‘new’ practices in Australian organisations. Further, since data were gathered during the COVID-19 pandemic, we examine the reported effects of pandemic-related disruptions on practice intensity. Although descriptive results suggest that both workforce size and sector may be associated with practice incidence, regression results indicate that sectoral effects are non-significant, and size matters only in relation to traditional practice use. However, our regression results indicate that COVID-19's impact is significantly related to all three practice categories. Furthermore, overall PMS effectiveness is not rated highly.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 3","pages":"554-581"},"PeriodicalIF":3.2,"publicationDate":"2023-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12372","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48190216","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

COVID in Australia: HR managers' challenges and opportunities COVID在澳大利亚:人力资源经理的挑战和机遇

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-04-19 DOI: 10.1111/1744-7941.12373

Julie Connell, John Burgess, Roslyn Larkin

引用次数: 1

Promoting employee career growth: the benefits of sustainable human resource management 促进员工职业发展：可持续人力资源管理的好处

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-04-06 DOI: 10.1111/1744-7941.12371

Bao Cheng, Xiaotong Yu, Yun Dong, Chong Zhong

{"title":"Promoting employee career growth: the benefits of sustainable human resource management","authors":"Bao Cheng, Xiaotong Yu, Yun Dong, Chong Zhong","doi":"10.1111/1744-7941.12371","DOIUrl":"10.1111/1744-7941.12371","url":null,"abstract":"To achieve sustainable development, research has indicated that organizations and individuals should be aware of the significance of sustainable human resource management (HRM) practices. However, relatively little research has investigated individual outcomes. This study links sustainable HRM practices with an important individual outcome: career growth. Using social cognitive career theory, this study investigated psychological capital and career growth as beneficial outcomes of sustainable HRM practices, proposing person–organization (P-O) fit as a key boundary condition. Based on time-lagged survey data collected from a Chinese company, the study found that sustainable HRM practices could significantly promote psychological capital and career growth. Moreover, P-O fit magnified the beneficial impact of sustainable HRM practices on psychological capital while further moderating the mediating effect of psychological capital. When P-O fit was high, the effects of sustainable HRM practices on psychological capital and career growth were stronger. In addition, we discussed theoretical contributions and practical implications.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46431745","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

Smartdevice use in a COVID-19 world: Exploring work–family conflict and turnover intentions 2019冠状病毒病世界中智能设备的使用：探索工作-家庭冲突和离职意图

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-04-05 DOI: 10.1111/1744-7941.12370

Simon Wilkinson, Jarrod Haar

引用次数: 1

From opportunity to threat: the non-linear relationship between voice frequency and job performance via voice endorsement 从机会到威胁：语音背书与工作绩效之间的非线性关系

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-03-23 DOI: 10.1111/1744-7941.12368

Limei Zhang, Hui Chen

{"title":"From opportunity to threat: the non-linear relationship between voice frequency and job performance via voice endorsement","authors":"Limei Zhang, Hui Chen","doi":"10.1111/1744-7941.12368","DOIUrl":"10.1111/1744-7941.12368","url":null,"abstract":"How managers evaluate employees' ideas and when they endorse or reject them have always been concerns. Based on categorization theory, we theorize that middle managers with multiple responsibilities and limited resources tend to label excessive voices as threats instead of opportunities. We thus propose an inverted U-shaped relationship between voice frequency and voice endorsement that sequentially influences job performance. Further, perceived task interdependence, related to how an individual makes sense of issues in the team, will influence voice content and moderate the curvilinear relationship between voice frequency and job performance through voice endorsement. A three-wave time-lagged survey of Chinese firms, including 299 employees and 37 supervisors, provided convergent support for this theoretical model. Our research contributes to the voice literature by exploring how middle managers' limited resources and multiple responsibilities influence their voice evaluation process. This research thus has practical implications for both organizations and employees, as it suggests organizations allocate resources to facilitate managers' implementation of voice and provides suggestions for effective voice experience.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49461702","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 effects of congruence between digital HRM systems and previous non-digital HRM systems on firms' data-driven insights 数字人力资源管理系统和以前的非数字人力资源系统之间的一致性对企业数据驱动洞察力的影响

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-03-17 DOI: 10.1111/1744-7941.12369

Yu Zhou, Yunqing Zou

{"title":"The effects of congruence between digital HRM systems and previous non-digital HRM systems on firms' data-driven insights","authors":"Yu Zhou, Yunqing Zou","doi":"10.1111/1744-7941.12369","DOIUrl":"10.1111/1744-7941.12369","url":null,"abstract":"Although the application of digital technology has long been considered to be an important and integral trend in human resource management (HRM), emerging evidence hints that digital HRM systems may not always work well in practice, and increasing research suggests that the adoption of digital HRM systems might have negative effects on organizations. In this article, we investigate whether a match in the levels of internal consistency exhibited by a digital HRM system and an original high-performance work system (HPWS), i.e. congruence, impacts firms' data-driven insight generation. We find that congruence between the digital HRM system and the original HPWS has a negative impact on firms' capability to generate data-driven insights. Furthermore, organizations with high levels of internal consistency in both the digital and the original non-digital HRM systems (i.e. high–high congruence) exhibit better data-driven insight generation than organizations with low levels of internal consistency in both systems (i.e. low–low congruence). The results also reveal that the effect of congruence negatively influences firm financial performance and mediated by data-driven insight generation. We discuss the implications of this study and call for future research to consider the characteristics of digital HRM systems and the original traditional HRM systems simultaneously.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 4","pages":"952-980"},"PeriodicalIF":3.2,"publicationDate":"2023-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42783345","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: 1

The potential influence of prior work experience on unfair dismissal arbitration decisions related to employee misconduct: an exploratory study of decision styles 先前工作经验对与员工不当行为相关的不公平解雇仲裁裁决的潜在影响：决策风格的探索性研究

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-01-20 DOI: 10.1111/1744-7941.12366

Kim Southey, Bernadette Lynch, Dennis Rose, Abdul Hafeez-Baig

{"title":"The potential influence of prior work experience on unfair dismissal arbitration decisions related to employee misconduct: an exploratory study of decision styles","authors":"Kim Southey, Bernadette Lynch, Dennis Rose, Abdul Hafeez-Baig","doi":"10.1111/1744-7941.12366","DOIUrl":"10.1111/1744-7941.12366","url":null,"abstract":"This article reports on an exploratory aspect of a larger study that examines unfair dismissal arbitration decisions relating to misconduct derived dismissals made by Australia's federal industrial tribunal. The central proposition explored is that an association occurs between the arbitrator's work history and their decision to overturn a dismissal. The arbitrators' previous occupations were classified based on their alignment with unitarist (employer harmony) and pluralist (worker interests) frameworks, or the ‘blended’ place in between. Subsequent logistic regression modelling allowed us to identify three types of arbitral decision styles: systems-driven, evidence-based and restorative-voice. These decision styles offer our readership a descriptive framework that consolidates statistically significant decision factors. Australian media reports and professional forums scrutinise the appointment of members to its national industrial tribunal and the decisions that they make. The decision styles presented here can inform organisational stakeholders, including workers, HR managers, supervisors, unions and industry bodies who need to apply and/or respond to misconduct-driven dismissal processes or formulate relevant policies, processes and systems such as codes of conduct or performance management.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 3","pages":"582-612"},"PeriodicalIF":3.2,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12366","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49119943","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

Complementary effects of high-performance work systems and temporal leadership on employee creativity: a social embeddedness perspective of thriving 高绩效工作系统和时间领导对员工创造力的互补效应:一个社会嵌入视角下的蓬勃发展

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-01-12 DOI: 10.1111/1744-7941.12365

Yu Zhou, Guoyang Zheng, Guangjian Liu, Zhipeng Zhang

引用次数: 0

Control HRM and employee creativity: a curvilinear moderated mediation model 控制人力资源管理与员工创造力:一个曲线调节的中介模型

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-01-03 DOI: 10.1111/1744-7941.12364

Yiqi Wu, Qinxuan Gu

引用次数: 0

Examining the effects of male candidates' gender nonconformity on employment decisions 研究男性候选人性别不一致对就业决策的影响