Asia Pacific Journal of Human Resources最新文献_第3页

The Persistence of Global Workplace Gender Inequality: What Does a Wicked Problems Framework Bring to HRM Research and Practice? 全球职场性别不平等的持续存在：邪恶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 : 2025-05-14 DOI: 10.1111/1744-7941.70017

Terrance W. Fitzsimmons, Katherine R. O'brien, Margaret E. Crane, Brian W. Head, Victor J. Callan

{"title":"The Persistence of Global Workplace Gender Inequality: What Does a Wicked Problems Framework Bring to HRM Research and Practice?","authors":"Terrance W. Fitzsimmons, Katherine R. O'brien, Margaret E. Crane, Brian W. Head, Victor J. Callan","doi":"10.1111/1744-7941.70017","DOIUrl":"https://doi.org/10.1111/1744-7941.70017","url":null,"abstract":"<p>The ongoing failure to resolve gender equality in workplaces emphasises the urgent need to consider new paradigms for understanding and resolving this worldwide issue. In this provocation paper, we argue that problematising workplace gender inequality using the paradigm of a wicked problem has significant implications for designing future HRM research and practice. After mapping the many factors and examples of outcomes linked to continued gender inequality, we critique the state of current research by applying the three dimensions of wicked problems thinking: complexity, divergence and uncertainty. Using numerous examples of HRM issues, we identify six implications for future HRM research. Implications include that gender inequality be investigated as many related problems; the trade-offs between complexity and over-simplification in research designs; variations in the usefulness of research findings to impacted stakeholders and more efforts towards engaged scholarship with its features of bottom-up research and greater interdisciplinary collaboration. Turning to HRM practices, we identify how wicked problems thinking highlights how HRM practitioners also need to fully embrace the complexity of gender inequality, both causes and solutions. This demands the use of research methods that are collaborative and stakeholder-focused, accepting the utility of partial solutions; and recognising the unintended positive and negative consequences that often occur from HRM interventions.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 3","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70017","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143950188","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

Research Handbook of Academic Mental HealthBy M. S. Edwards, A. J. Martin, N. M. Ashkanasy, and L. E. Cox (eds.), Cheltenham Glos, UK: Edward Elgar Publishing, 2024. 540 pp. ISBN: 978-1-80392-507-3 (cased), 978-1-80392-508-0 (eBook) 学术心理健康研究手册由m.s.爱德华兹，a.j.马丁，n.m.阿什卡纳西，和l.e.考克斯（编），切尔滕纳姆Glos，英国：爱德华埃尔加出版社，2024。540页。ISBN: 978-1-80392-507-3 (case), 978-1-80392-508-0（电子书）

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-05-09 DOI: 10.1111/1744-7941.70010

Peter Holland

引用次数: 0

AMO-Enhancing HRMPs and Employee Well-Being Dimensions: A Three-Level Meta-Analysis amo强化人力资源管理与员工幸福感：一个三层次元分析

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-04-15 DOI: 10.1111/1744-7941.70013

Dan Zhao, Ningyu Tang, Vivien K. G. Lim, Shenyang Hai

{"title":"AMO-Enhancing HRMPs and Employee Well-Being Dimensions: A Three-Level Meta-Analysis","authors":"Dan Zhao, Ningyu Tang, Vivien K. G. Lim, Shenyang Hai","doi":"10.1111/1744-7941.70013","DOIUrl":"https://doi.org/10.1111/1744-7941.70013","url":null,"abstract":"<div>\u0000 \u0000 <p>Human resource management practices (HRMPs) have inconsistent impacts on employee well-being. However, prior research has not reached compelling conclusions due to variations in research designs (e.g., samples from various countries, different operationalizations of well-being and HRMPs). To address this research gap, we conducted a three-level meta-analysis to explore the relationships between HRMPs and employee well-being based on conservation of resources theory and the ability–motivation–opportunity model. HRMPs were categorized into AMO-enhancing sub-bundles, and employee well-being was classified into psychological, health, and social well-being. Using data from 69 studies (<i>N</i> = 343,473), our findings revealed that ability-enhancing HRMPs have the strongest association with health well-being, motivation-enhancing HRMPs with psychological well-being, and opportunity-enhancing HRMPs with social well-being. These HRMPs–employee well-being relationships vary by national culture, such as individualism and performance orientation.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143836248","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 Do Courts Respond to the Platform Regulation Policy in Protecting Gig Workers? Evidence From Court Decisions in China 法院如何回应平台监管政策保护零工工人？来自中国法院判决的证据

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-04-10 DOI: 10.1111/1744-7941.70014

Pengxin Xie, Hongyu Chen, Zhengquan Cheng, Wei Fan, Shumin Ge

{"title":"How Do Courts Respond to the Platform Regulation Policy in Protecting Gig Workers? Evidence From Court Decisions in China","authors":"Pengxin Xie, Hongyu Chen, Zhengquan Cheng, Wei Fan, Shumin Ge","doi":"10.1111/1744-7941.70014","DOIUrl":"https://doi.org/10.1111/1744-7941.70014","url":null,"abstract":"<div>\u0000 \u0000 <p>Governments in many countries struggle to balance the development of the platform economy and the protection of gig workers. In China, the State Council promulgated the Guiding Opinion in August 2019, marking a shift from promoting platform development to protecting gig workers' rights. This study analyses 562 work-related injury disputes involving food delivery platforms to evaluate how courts have responded to the platform regulation policy. The results show that the Guiding Opinion has prompted courts to assign greater liability to platforms in cases involving crowd-sourced riders. However, in cases involving special delivery riders, the probability and proportion of claims have decreased since the promulgation of the policy. These findings contribute to the literature on gig workers by highlighting the impact of government policy on court rulings regarding platform employment disputes. Adopting active protection policies and rational judicial behaviour can effectively protect gig workers.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-04-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143818445","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 Critical Role of Psychological Risk and Safety in Eliciting Worker Well-Being 心理风险和安全在激发工人幸福感中的关键作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-18 DOI: 10.1111/1744-7941.70009

Rebecca Loudoun, Hetal Doshi, Keith Townsend, Kenneth Cafferkey, Adam Robertson

{"title":"The Critical Role of Psychological Risk and Safety in Eliciting Worker Well-Being","authors":"Rebecca Loudoun, Hetal Doshi, Keith Townsend, Kenneth Cafferkey, Adam Robertson","doi":"10.1111/1744-7941.70009","DOIUrl":"https://doi.org/10.1111/1744-7941.70009","url":null,"abstract":"<p>Psychosocial factors are well-known determinants of workers' health and well-being, and considerable research exists on how organisations can manage stress at work. Most existing research draws on theories from psychological sciences and applies them using a narrow approach, and consequently, recommendations usually involve organisations minimising demands on employees and maximising organisational resources. Despite these advances, research continues to find differences between the well-being of workers operating under similar working conditions, suggesting a broader understanding of the mechanism through which psychosocial hazards impact well-being is needed. Based on survey data from over 800 employees in Malaysia, we find that deterioration in worker well-being resulting from psychosocial hazards at work is moderated by how safe employees feel to speak up about interpersonal problems at work (known as psychological safety). We conclude that a broader HR approach that looks beyond individual factors in work demands and resources is needed to manage stress at work.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143645960","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

Electronic Performance Monitoring and Employee Creativity in the Digital Era: Cultural Variations in Power Distance 电子绩效监控与数字时代的员工创造力：权力距离的文化差异

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-18 DOI: 10.1111/1744-7941.70005

Nian Pengxiang, Pei Jialiang, Liu Shanshi, Liu Min, Xiong Li

{"title":"Electronic Performance Monitoring and Employee Creativity in the Digital Era: Cultural Variations in Power Distance","authors":"Nian Pengxiang, Pei Jialiang, Liu Shanshi, Liu Min, Xiong Li","doi":"10.1111/1744-7941.70005","DOIUrl":"https://doi.org/10.1111/1744-7941.70005","url":null,"abstract":"<div>\u0000 \u0000 <p>With the emergence of digital technologies, electronic performance monitoring (EPM) is becoming more prevalent in the Asian workplace. However, the consensus on EPM and Asian culture has not been updated with technological advancements. This study investigates the impact of the dualistic functions of EPM on employee creativity, considering power distance within the framework of the job demands-resources model. Based on a sample of 276 employee-colleague dyads from a Chinese company, we found that for employees with high (vs. low) power distance orientation, the positive impact of developmental EPM on employee creativity through harmonious passion is attenuated, as the job resources provided by developmental EPM, which require autonomy from employees, are perceived as psychological burdens. Conversely, the negative impact of deterrent EPM on employee creativity through obsessive passion is amplified, as the job demands imposed by deterrent EPM are seen as duties to be adhered to. This study sheds light on the crucial role that cultural orientation plays in the effectiveness of EPM and highlights the necessity for managers to consider cultural factors when implementing EPM in the digital era.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143645961","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

Strength in Numbers: How Social Resources Travel Together to Increase Employee Engagement 数量优势：社会资源如何共同流动以提高员工敬业度

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-14 DOI: 10.1111/1744-7941.70008

Peter A. Murray, Kim Southey, Marnie Gibson, John Sands, Derek Ong

{"title":"Strength in Numbers: How Social Resources Travel Together to Increase Employee Engagement","authors":"Peter A. Murray, Kim Southey, Marnie Gibson, John Sands, Derek Ong","doi":"10.1111/1744-7941.70008","DOIUrl":"https://doi.org/10.1111/1744-7941.70008","url":null,"abstract":"<p>Based on a 2021 survey of 273 Australian workers across a range of occupations and industries, our structural equation modelling showed that workplace inclusion is a key driver of social resources for building employee engagement within the organisation. Relative to conservation of resources theory, we discovered that social support, social capital, and workplace inclusion travel as ‘resource caravans’ in which a series of inter-relationships are activated that optimises their effectiveness in building employee engagement. Specifically, employees' experiences of social support has a direct effect on employee engagement while social capital needs to be mediated by experiences of workplace inclusion in order for social capital to influence employees' engaged state. In addition to the direct effect, social capital and social support reciprocally interact as concurrent resources that influence employee engagement through workplace inclusion. Meanwhile, social support increases its impact on employee engagement when mediated by workplace inclusion. We discuss HR practice implications for cultivating social support and social capital via workplace inclusion initiatives, thatas a package of job resources, offer clear efficiency improvements in building employee engagement.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143612581","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

A Review of Graduate Work Readiness Literature: A Conceptual Exploration of the Implications for HRM Research and Practice 研究生工作准备文献综述：人力资源管理研究与实践的概念探索

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-14 DOI: 10.1111/1744-7941.70012

Jessica Borg, Christina M. Scott-Young, Timothy Bartram

{"title":"A Review of Graduate Work Readiness Literature: A Conceptual Exploration of the Implications for HRM Research and Practice","authors":"Jessica Borg, Christina M. Scott-Young, Timothy Bartram","doi":"10.1111/1744-7941.70012","DOIUrl":"https://doi.org/10.1111/1744-7941.70012","url":null,"abstract":"<p>Scholars have long discussed the value of human resource management (HRM) led professional learning and development in nurturing human capital for increased competitive advantage. Recently, this has become challenging due to the emergence of increasingly volatile, uncertain, complex and ambiguous (VUCA) environments and global skills shortages. Such pressures pose new questions for HR departments regarding their recruitment and selection, training and development and retention of new talent. Organisations need employees who are work ready. Graduate work readiness (GWR) encompasses attributes that enable individuals to successfully contribute to their workplaces. Despite the relevance of graduate work readiness to HRM practice, research on this topic has been disconnected from the HRM literature. We posit that greater awareness of the concept of graduate work readiness will have important implications for HRM. We use a systematic literature review methodology to examine graduate work readiness strategically and operationally in the talent management of graduating professionals. The novelty of the article is in the development of a conceptual framework underpinned by stakeholder theory to guide HRM professionals to enhance graduate work readiness outcomes. We raise important implications for theory-led research on the integration of graduate work readiness and HRM in the Asia–Pacific region.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70012","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143612580","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

Employee Grievance Redressal in China: A Qualitative Study From the Legitimacy Perspective 中国员工申诉：合法性视角下的定性研究

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-09 DOI: 10.1111/1744-7941.70007

Yuhua Xie, Fang Lee Cooke, Lujia Liu

{"title":"Employee Grievance Redressal in China: A Qualitative Study From the Legitimacy Perspective","authors":"Yuhua Xie, Fang Lee Cooke, Lujia Liu","doi":"10.1111/1744-7941.70007","DOIUrl":"https://doi.org/10.1111/1744-7941.70007","url":null,"abstract":"<div>\u0000 \u0000 <p>Labour discontent has been rising in China, but knowledge about how workplace grievances are handled and the perceived legitimacy of the grievance and resolution remains limited. Adopting a legitimacy perspective, this study analyzes qualitative data from 358 grievance cases reported by managers and employees, including 191 interviews, and reveals characteristics of employee grievance handling in China. It reveals that employee grievances are mainly handled in an informal manner via a hierarchical order of managers, which does not guarantee fair outcomes. It identifies the key stakeholders involved in grievance redressal and their strategies. Managers and employees deployed various strategies and tactics in the process to achieve favorable outcomes. We conceptualize three types of management strategies: organization-interest-oriented, balance-oriented, and employee-interest-oriented, which leads to differing grievance redressal outcomes. A key issue underpinning these types of management strategies is the lack of effective representational bodies for the workers. The study extends the field of grievance management as an important part of labour relations management from the legitimacy perspective.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143581506","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

Green Human Resource Management and Corporate Environmental Performance: The Mediating Role of Corporate Reputation and Green Dynamic Capability 绿色人力资源管理与企业环境绩效：企业声誉和绿色动态能力的中介作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-03-07 DOI: 10.1111/1744-7941.70000

Longdong Wang, Zhengtang Zhang, Su Cui, Hanqiu Zhu

{"title":"Green Human Resource Management and Corporate Environmental Performance: The Mediating Role of Corporate Reputation and Green Dynamic Capability","authors":"Longdong Wang, Zhengtang Zhang, Su Cui, Hanqiu Zhu","doi":"10.1111/1744-7941.70000","DOIUrl":"https://doi.org/10.1111/1744-7941.70000","url":null,"abstract":"<div>\u0000 \u0000 <p>In the context of increasingly severe global environmental pollution, how to promote the harmonious development of enterprises, the ecological environment, and the public, and further improve the environmental performance of enterprises is an urgent problem to be solved. Drawing on resource-based theory and dynamic capability theory, this study conducted an empirical analysis using survey data from 451 enterprises in China. The results showed that green human resource management (GHRM) has a significant positive impact on corporate environmental performance, and corporate reputation and green dynamic capability have a dual mediating effect on the above relationship. In addition, top management environmental support positively moderates the direct relationship between GHRM and corporate reputation and green dynamic capability, and at the same time moderates the indirect effect of GHRM on corporate environmental performance through corporate reputation and green dynamic capability. From the perspective of resource (corporate reputation) and capability (green dynamic capability), this study examines the mechanism of GHRM and corporate environmental performance and provides an integrated framework for scholars to clarify the relationship between the two. It has important theoretical and practical significance for the sustainable development of enterprises.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143571269","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