Asia Pacific Journal of Human Resources最新文献_第2页

Navigating Talent Management Paradoxes: Work Experiences of Autistic Employees and Their Coworkers 驾驭人才管理悖论：自闭症员工及其同事的工作经历

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-02-16 DOI: 10.1111/1744-7941.70066

Michal Waisman-Nitzan, Jennifer R. Spoor, Simon M. Bury, Darren Hedley, Katherine Gore, Eynat Gal, Einat Yaar, Naomi Schreuer

{"title":"Navigating Talent Management Paradoxes: Work Experiences of Autistic Employees and Their Coworkers","authors":"Michal Waisman-Nitzan, Jennifer R. Spoor, Simon M. Bury, Darren Hedley, Katherine Gore, Eynat Gal, Einat Yaar, Naomi Schreuer","doi":"10.1111/1744-7941.70066","DOIUrl":"https://doi.org/10.1111/1744-7941.70066","url":null,"abstract":"<p>Inclusive management practices foster workplace diversity and inclusion. However, despite increasing interest in neurodiversity, autistic employment remains underexplored in talent management (TM) research. Talent management involves three core tensions: inclusive–exclusive, innate–acquired, and universal–context-dependent. We explored the dyadic perceptions and daily experiences of autistic employees and their coworkers, and what these perspectives reveal about TM and inclusive practices. We conducted 32 semistructured interviews with 16 dyads of autistic employees and their coworkers in Australia and Israel. We analyzed data using interpretative phenomenological and dyadic approaches. Drawing on the cohesive management capability framework and double-empathy problem, four themes emerged: performance and contribution, identity and needs, sense of belonging, and communication and transparency. Supporting autistic employees requires inclusive, acquired, and con-sensitive TM practices. Implications include aligning talents with job requirements, providing communication training to bridge the double-empathy gap, extending accommodations organization-wide, and implementing transparent, inclusive policies.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 2","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70066","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147320778","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

Walking the Tightrope: A Study of Mindfulness and Work Satisfaction in the Face of Platform Work Insecurity and Work–Family Challenges 走钢丝：面对平台工作不安全感和工作-家庭挑战的正念和工作满意度研究

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-02-12 DOI: 10.1111/1744-7941.70064

Sana Aroos Khattak, Jawad Khan, Qingyu Zhang, Samia Ayed Al Jaeed

{"title":"Walking the Tightrope: A Study of Mindfulness and Work Satisfaction in the Face of Platform Work Insecurity and Work–Family Challenges","authors":"Sana Aroos Khattak, Jawad Khan, Qingyu Zhang, Samia Ayed Al Jaeed","doi":"10.1111/1744-7941.70064","DOIUrl":"https://doi.org/10.1111/1744-7941.70064","url":null,"abstract":"<div>\u0000 \u0000 <p>Guided by Social Cognitive Career Theory (SCCT), this study examines how mindfulness among gig workers affects their work satisfaction. It also investigates the mediating role of work–family balance and the moderating influence of the platform work insecurity climate. Using survey data from gig workers in China, the results indicate that gig workers' mindfulness is positively associated with work satisfaction. Additionally, work–family balance mediates the relationship between mindfulness and work satisfaction. The platform work insecurity climate moderates the relationship between gig workers' mindfulness and work–family balance, weakening the positive effect of mindfulness on work–family balance under high platform work insecurity. This study highlights gig workers' mindfulness as a vital personal resource and offers practical suggestions for gig platforms. Specifically, platforms can support gig workers' satisfaction by integrating mindfulness-related features into their apps and by reducing work insecurity through clearer expectations and more predictable income arrangements.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 2","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-02-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146176415","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

How and When Guanxi Victims Ostracize Beneficiaries in Response to Leaders' Guanxi HRM Practices 在领导的关系人力资源管理实践中，“关系受害者”如何以及何时排斥“受益者”

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-01-13 DOI: 10.1111/1744-7941.70063

Xuhua Wei, Yi Chen, Jason L. Huang

{"title":"How and When Guanxi Victims Ostracize Beneficiaries in Response to Leaders' Guanxi HRM Practices","authors":"Xuhua Wei, Yi Chen, Jason L. Huang","doi":"10.1111/1744-7941.70063","DOIUrl":"https://doi.org/10.1111/1744-7941.70063","url":null,"abstract":"<div>\u0000 \u0000 <p>Leaders' guanxi human resource management (HRM) practices are prevalent in East Asian organizational contexts shaped by Confucian culture. In such settings, leaders often allocate limited resources to beneficiaries with whom they share guanxi, at the expense of victims who lose access to those resources. While prior research has primarily focused on the self-directed consequences of leaders' guanxi HRM practices for victims, much less attention has been paid to the other-directed behavioral responses—particularly from the perspective of interactions between guanxi victims and beneficiaries. Drawing from theories of social comparison and dual-system self-control, this paper develops a theoretical model to elucidate how and when leaders' guanxi HRM practices lead victims to ostracize beneficiaries. Across three studies conducted with Chinese samples, we found that leaders' guanxi HRM practices elicit both contempt (via downward comparison) and envy (via upward comparison) toward beneficiaries among victims, which in turn lead to ostracism of beneficiaries. Moreover, victims' orientation toward superficial harmony was found to weaken the relationship between contempt and ostracism, although its moderating effect on envy-ostracism was not significant. The stronger the victim's tendency toward superficial harmony, the weaker the indirect effect of leaders' guanxi HRM practices on their ostracism toward beneficiaries via contempt. This paper advances the literature on guanxi HRM practices by shifting the focus from intra-individual to interpersonal consequences and provides practical insights for managers to optimize guanxi-based human resource decisions.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146002075","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

Collective Pay for Performance and Social Loafing: A Relative Deprivation Perspective 集体绩效工资与社会懒惰：一个相对剥夺的视角

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-01-12 DOI: 10.1111/1744-7941.70061

Wenjun Zhang, Mingxuan Wang, Yong Zhang, Xumei Zhang, Junwei Zhang

{"title":"Collective Pay for Performance and Social Loafing: A Relative Deprivation Perspective","authors":"Wenjun Zhang, Mingxuan Wang, Yong Zhang, Xumei Zhang, Junwei Zhang","doi":"10.1111/1744-7941.70061","DOIUrl":"https://doi.org/10.1111/1744-7941.70061","url":null,"abstract":"<div>\u0000 \u0000 <p>This study investigates how collective pay for performance (CPFP) systems, which link employee rewards to team-level outcomes, can unintentionally reduce individual effort. Drawing on relative deprivation theory, we propose that CPFP can foster perceptions of unfair disadvantage when employees feel that their individual contributions are insufficiently recognized. These perceptions, in turn, prompt social loafing as a form of self-regulation. Furthermore, we argue that employees' cultural orientation moderates these dynamics: vertical collectivism strengthens the association between CPFP and relative deprivation, whereas horizontal collectivism weakens it. A three-wave field study involving 312 Chinese employees across 82 teams provided empirical support for these hypotheses. These findings have important implications for management practices in China and other collectivist societies where traditional values coexist with modern organizational practices. This study contributes to the theory on motivation and compensation by identifying the psychological and cultural mechanisms through which collective incentives influence behavior and underscores the importance of designing reward systems that align with employees' perceptions of fairness and cultural values.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146001923","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

From Embeddedness to Implementation: A Transposition Theory Perspective on Reverse Knowledge Transfer in South Korean MNCs 从嵌入到实施：韩国跨国公司逆向知识转移的换位理论视角

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-01-10 DOI: 10.1111/1744-7941.70062

Ki Bum Noh

{"title":"From Embeddedness to Implementation: A Transposition Theory Perspective on Reverse Knowledge Transfer in South Korean MNCs","authors":"Ki Bum Noh","doi":"10.1111/1744-7941.70062","DOIUrl":"https://doi.org/10.1111/1744-7941.70062","url":null,"abstract":"<div>\u0000 \u0000 <p>Reverse knowledge transfer (RKT) is essential for multinational corporations to benefit from employees' international experience, but repatriates often face difficulties in transferring knowledge gained abroad. Drawing on transposition theory, this study examines how pre-expatriation embeddedness and host organization exposure shape RKT outcomes, and how the presence of peer repatriates moderates these relationships. We conceptualize repatriates as change agents who seek to translate, adapt, and legitimize external knowledge within their home organizations through processes of disembedding, recontextualization, and implementing new practices. Using survey data from 177 South Korean repatriates, we find that pre-expatriation embeddedness and host organization exposure both positively affect RKT, and that peer repatriates strengthen the effect of embeddedness but not exposure. These results advance the understanding of RKT by highlighting the importance of conditions established before expatriation, and they apply transposition theory to identify the mechanisms of legitimacy and adaptation that enable contextual translation.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145964053","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

Leveraging Workcation to Enhance Employee Retention: Perspectives From the Job Demands–Resources Model 利用工作教育提高员工留任：来自工作需求-资源模型的视角

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2026-01-07 DOI: 10.1111/1744-7941.70060

Jingwei Zhang, Md Shamirul Islam, Kenneth Cafferkey, Keith Townsend

{"title":"Leveraging Workcation to Enhance Employee Retention: Perspectives From the Job Demands–Resources Model","authors":"Jingwei Zhang, Md Shamirul Islam, Kenneth Cafferkey, Keith Townsend","doi":"10.1111/1744-7941.70060","DOIUrl":"https://doi.org/10.1111/1744-7941.70060","url":null,"abstract":"<div>\u0000 \u0000 <p>“Workcation” can be understood as a strategic HR intervention that integrates work responsibilities with vacation, signifying a paradigm shift in the traditional delineation between professional responsibilities and leisure time. Drawing upon the job demand–resource model, this study investigates how and under what conditions workcation experience impacts employee retention within Chinese internet-based enterprises. Analyzing data from 377 employees with prior workcation experience, the findings reveal that workcation has both direct and indirect effects on retention through job crafting. However, perceived compulsory citizenship behavior fails to significantly mediate the nexus between workcation and retention. Moreover, a supportive culture emerges as a critical moderator, amplifying the positive effects of workcation on job crafting while reducing the adverse influence of perceived compulsory citizenship behavior. These results illuminate the strategic significance of leveraging workcation as an innovative and transformative HRM paradigm to address talent retention challenges within the intensely competitive milieu of the Chinese internet sector. The study delves into the intricate mechanisms underpinning workcation, contributing to theory and practice while charting advanced strategies for sustainable organizational success in rapidly evolving professional landscapes.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2026-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145963917","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 Automation Make Factory Work Less Fatiguing? Evidence From the Manufacturing Industry in Guangdong Province, China 自动化能减少工厂工作的疲劳吗？来自中国广东省制造业的证据

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-12-23 DOI: 10.1111/1744-7941.70059

Yunxue Deng, Li Zhang

引用次数: 0

The Power of Narrative: Using a Cycle of Storying and Re-Storying to Understand Careers 叙述的力量：用故事和再故事的循环来理解职业

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-12-23 DOI: 10.1111/1744-7941.70055

Barbara Myers, Candice Harris

{"title":"The Power of Narrative: Using a Cycle of Storying and Re-Storying to Understand Careers","authors":"Barbara Myers, Candice Harris","doi":"10.1111/1744-7941.70055","DOIUrl":"https://doi.org/10.1111/1744-7941.70055","url":null,"abstract":"<div>\u0000 \u0000 <p>This paper makes the case for narrative as a powerful qualitative method for understanding careers in their full temporal, contextual and emotional complexity. By foregrounding individual voices over time, life stories reveal how people construct and navigate their careers and lives across varied personal and professional landscapes. We begin by exploring the value of centering individual narratives in career research, especially as traditional linear career paths become less common. Life stories are then situated within broader narrative traditions to clarify their unique contributions. Drawing on a study of 21 employed older women undertaking self- initiated expatriation, we offer a practical, five-step narrative framework for collecting and analysing life and career stories, ensuring a cycle of narrative analysis. This provides methodological guidance for HR and careers scholars seeking to work with deep, narrative data in the careers space. We argue that life stories illuminate the dynamic interplay between self, work and context, offering a richer, temporal and more human-centred lens for understanding contemporary careers and for career development.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145887471","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

Using Nudging Methodology to Change Behavior About Work Health Safety Governance Amongst Business and Board Leaders 使用轻推方法改变企业和董事会领导人在工作健康安全治理方面的行为

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-12-11 DOI: 10.1111/1744-7941.70058

Yvonne Brunetto, Leigh-Ann Onnis, Aglae Hernandez Grande, Ben Farr-Wharton, Esme Franken, Kate Blackwood, Tim Bentley, Lee Huuskes

{"title":"Using Nudging Methodology to Change Behavior About Work Health Safety Governance Amongst Business and Board Leaders","authors":"Yvonne Brunetto, Leigh-Ann Onnis, Aglae Hernandez Grande, Ben Farr-Wharton, Esme Franken, Kate Blackwood, Tim Bentley, Lee Huuskes","doi":"10.1111/1744-7941.70058","DOIUrl":"https://doi.org/10.1111/1744-7941.70058","url":null,"abstract":"<div>\u0000 \u0000 <p>Against a backdrop of an international policy agenda advocating for prosocial behavior directed toward workers, Australia introduced new Work Health and Safety (WHS) legislation in 2023 legally obliging senior management and board directors to mitigate worker harm as far as reasonably practicable. The operationalization of WHS is a key function of Human Resources (HR) within workplaces; however, the degree to which safety can be advanced is largely dependent on senior leadership's prioritization—creating complexity and tension. Indeed, there is minimal evidence regarding how HRM might effectively influence the prioritization of WHS by senior leadership, and the degree to which legislative changes may shift attitudes. Against this backdrop, this paper presents exploratory research underpinned by interviews with 43 business leaders and board directors across a range of sectors, as well as five WHS experts, exploring underlying attitudes toward WHS and worker safety. The findings identify that business drivers are more likely to promote change in WHS business practices if they have the knowledge and tools to assist them. Accordingly, from the analysis we propose a multi-pronged approach is required to educate and motivate senior leaders to shift their mindset toward prosocial WHS behavior in line with the international policy agenda and standards. The research also identified a lack of knowledge about educational and monitoring tools, especially for the board of directors, which future policy and implementation practices should address.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750752","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 Challenge of Putting High-Performance Work Systems Into Effect: How Team Leaders' Cost-Reduction Attribution and Extrinsic Motivation Impede HPWS Effectiveness 实施高绩效工作系统的挑战：团队领导者的成本降低归因和外在动机如何阻碍高绩效工作系统的有效性

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-12-03 DOI: 10.1111/1744-7941.70057

Zhen Wang, Fubin Jiang, Ruijuan Zhang

{"title":"The Challenge of Putting High-Performance Work Systems Into Effect: How Team Leaders' Cost-Reduction Attribution and Extrinsic Motivation Impede HPWS Effectiveness","authors":"Zhen Wang, Fubin Jiang, Ruijuan Zhang","doi":"10.1111/1744-7941.70057","DOIUrl":"https://doi.org/10.1111/1744-7941.70057","url":null,"abstract":"<div>\u0000 \u0000 <p>This study aims to address the puzzle of why the implementation of high-performance work systems (HPWS) may fail to deliver the expected outcomes. By integrating the process model of SHRM and social information processing theory, we propose that team leaders' HPWS cost-reduction attribution and extrinsic motivation create a gap between their implementation of HPWS and employees' experiences of HPWS, and this gap impedes the effectiveness of HPWS. We test our hypotheses using multisource data from 151 team leaders and their 996 employees in China. The results indicate that when team leaders implement HPWS with higher cost-reduction attribution or extrinsic motivation, team members have weaker collective experiences of HPWS, which, in turn, leads to lower organizational commitment and work engagement. These findings contribute to the HPWS literature by highlighting the significant role of team leaders' attributions and motivations in HPWS implementation, and by explaining why HPWS may not yield the desired results.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145695129","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