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

Supportive HR Practices and Employee Well-Being: Examining the Roles of Job Crafting, Person-Organization Fit, and Performance Pressure 支持性人力资源实践与员工幸福感：工作塑造、个人与组织契合度和绩效压力的作用考察

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-28 DOI: 10.1111/1744-7941.70056

Xinggui Zhang, Zhibin Lin, Xueming Dai, Xiao Chen, Qiyun Huang

{"title":"Supportive HR Practices and Employee Well-Being: Examining the Roles of Job Crafting, Person-Organization Fit, and Performance Pressure","authors":"Xinggui Zhang, Zhibin Lin, Xueming Dai, Xiao Chen, Qiyun Huang","doi":"10.1111/1744-7941.70056","DOIUrl":"https://doi.org/10.1111/1744-7941.70056","url":null,"abstract":"<div>\u0000 \u0000 <p>Drawing on self-determination theory, this study investigates how perceived supportive human resource (HR) practices influence employee well-being, examining the mediating roles of job crafting and person–organization fit, while accounting for the contextual influence of performance pressure. By doing so, it aims to enrich the literature on HRM's impact on employee well-being. The study employed a survey-based methodology, collecting data from 442 participants recruited through the Credamo online survey panel. Structural equation modeling was used to test the proposed hypotheses. The findings indicate that supportive HR practices positively affect employee well-being, with this relationship being mediated by both job crafting and person–organization fit. Furthermore, performance pressure was found to moderate the mediating effect of job crafting, highlighting the conditional nature of these mechanisms. These results suggest that organizations can enhance employee well-being and job satisfaction by tailoring HR services to individual needs, embedding supportive practices within organizational culture, fostering alignment between employees and organizational values, and recognizing the influence of high-pressure environments on motivation. Unlike prior research, which often conceptualized employee well-being as merely a by-product of performance-oriented HRM, this study emphasizes the direct and positive impact of people-oriented HR practices. Importantly, it demonstrates that even under high-performance-pressure conditions, supportive HR practices can promote employee well-being, offering practical guidance for sustainable organizational development that benefits both employees and the organization.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145626711","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

Creating Inclusive Organizational Socialization: Voices From New Employees With Autism and Their Neurotypical Colleagues in Bangkok, Thailand 创建包容性的组织社会化：来自泰国曼谷自闭症新员工及其神经正常同事的声音

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-27 DOI: 10.1111/1744-7941.70054

Theeraphong Bualar

引用次数: 0

Linking HRM Digitalization to Employee Thriving at Work: A Signaling Theory Perspective 连接人力资源管理数字化与员工在工作中茁壮成长：一个信号理论的视角

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-26 DOI: 10.1111/1744-7941.70052

Yu Zhou, Zhi Liu, Huaiqian Zhu, Lei Zhao

{"title":"Linking HRM Digitalization to Employee Thriving at Work: A Signaling Theory Perspective","authors":"Yu Zhou, Zhi Liu, Huaiqian Zhu, Lei Zhao","doi":"10.1111/1744-7941.70052","DOIUrl":"https://doi.org/10.1111/1744-7941.70052","url":null,"abstract":"<div>\u0000 \u0000 <p>The insufficient exploration of the effects of HRM digitalization has led to a concern that digitalization costs employees' growth and development to improve their performance. To address this concern, this study, based on signaling theory, discloses the positive mechanism underlying the relationship between HRM digitalization and employee thriving at work. Specifically, we explored how HRM digitalization enhances HRM system strength, which in turn plays the role of a positive HRM process signal promoting employee thriving at work. Besides, we propose employee participation in goal setting, as an HRM content factor, could amplify the positive influence of the HRM process signal on employee thriving at work. Through multi-wave and multi-source data across 2077 employees and 128 HR directors from 128 organizations, results showed that HRM system strength plays a positive mediating effect in the relationship between HRM digitalization and employee thriving at work; employee participation in goal setting could augment the positive effect of HRM system strength on employee thriving at work as well as its mediating effect. Based on these findings, we discuss underlying theoretical and practical implications and outline future research directions.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145619222","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

Determinants and Effects of Remote Work Arrangements: Evidence From an Employer Survey 远程工作安排的决定因素和影响：来自雇主调查的证据

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-24 DOI: 10.1111/1744-7941.70053

Tony Fang, Morley Gunderson, John Hartley, Graham King, Hui Ming

引用次数: 0

Is HRM Missing in Action? A Case Study Approach to Sexual Harassment in Mining 人力资源管理在行动中缺失了吗？矿业性骚扰个案研究方法

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-12 DOI: 10.1111/1744-7941.70051

Justine Ferrer, Peter Holland, Rachel Sinanan

{"title":"Is HRM Missing in Action? A Case Study Approach to Sexual Harassment in Mining","authors":"Justine Ferrer, Peter Holland, Rachel Sinanan","doi":"10.1111/1744-7941.70051","DOIUrl":"https://doi.org/10.1111/1744-7941.70051","url":null,"abstract":"<div>\u0000 \u0000 <p>In focusing on the contextual aspects of human resource management (HRM), this special issue provides the opportunity to explore HRM in a more nuanced and layered way, as a lived experience that is often overlooked in the academic field of HRM. The paper examines the moral role and responsibility of HRM within organisations. Traditionally, the role of HRM has been on balancing the expectations of the organisation and the well-being of the employee. However, with the strategic shift of HRM to a more managerialist or strategic partner focus, this has created a subtle but important divergence in how the organisation balances these issues, through its principles, policies and practices. We argue that this shift has the potential to create a lack of checks and balances in the system that becomes apparent when issues or incidents are not addressed but gain momentum due to a lack of (HRM) safeguards. We have titled this ‘HRM missing in action’ as a term exposing HR's lack of input into encouraging management to act in the best interests of all stakeholders and stop negating the responsibility to be the moral compass of the organisation. Using the taxonomy of rhetoric and deceit as a frame, we examine the contemporary issue of sexual harassment in the mining industry. We identify that there is a clear argument to be made that at times HRM is missing in its responsibilities to support employees.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145521643","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

Contextualising HRM in the Digital Age: Local Government Responses to Technological Change in Australia 数字化时代人力资源管理的语境化：澳大利亚地方政府对技术变革的反应

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-10 DOI: 10.1111/1744-7941.70049

Kehinde Aluko, Desmond Tutu Ayentimi, Belinda Moloney, John Burgess

{"title":"Contextualising HRM in the Digital Age: Local Government Responses to Technological Change in Australia","authors":"Kehinde Aluko, Desmond Tutu Ayentimi, Belinda Moloney, John Burgess","doi":"10.1111/1744-7941.70049","DOIUrl":"https://doi.org/10.1111/1744-7941.70049","url":null,"abstract":"<div>\u0000 \u0000 <p>Grounded in socio-technical systems (STS) theory, this paper investigates how HRM decision-making balances technological integration with people-centric concerns, including employee well-being, skills development, and workforce resilience. Using a qualitative study design, the study draws on semi-structured interviews with 23 senior council officers and document analysis of over 50 council reports and workforce strategies. The findings highlight complex layers of context, such as the specific characteristics of local councils (descriptive), the broader systems and structures they operate within (analytical), and the formal institutions and regulations they must follow (institutional), all of which influence HRM adaptation to technological changes. The study highlights how sector-specific contextual conditions, such as public sector constraints, state-level regulatory controls, complex governance systems, financial limitations, and urban–rural disparities, influence HRM responses. While these contextual factors often restrict organisational flexibility, they also function as catalysts for innovative HR practices focused on attraction, upskilling, and retention. This research contributes to a deeper understanding of how local governments (LGs) in Australia navigate workforce transformation amid technological change. It provides actionable insights for HR professionals seeking to align human capital development with emerging digital demands.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145521400","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

Impact of Perceived Human Resource Practices on Academics' Mental Health: A Conceptual Framework 感知人力资源实践对学者心理健康的影响：一个概念框架

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-05 DOI: 10.1111/1744-7941.70044

Khalil Al Jerjawi, Ann Dadich, Ataus Samad

{"title":"Impact of Perceived Human Resource Practices on Academics' Mental Health: A Conceptual Framework","authors":"Khalil Al Jerjawi, Ann Dadich, Ataus Samad","doi":"10.1111/1744-7941.70044","DOIUrl":"https://doi.org/10.1111/1744-7941.70044","url":null,"abstract":"<div>\u0000 \u0000 <p>Academics' mental health in Australian universities has deteriorated, yet evidence on how perceived HR practices shape outcomes is fragmented. This conceptual article develops a framework linking perceived HR practices to academics' mental health in a post-pandemic sector facing caps on international enrolments. Synthesising job demands–resources, social exchange and psychosocial safety climate theories with an integrative review, we argue perceived HR practices act through two pathways: an enabling route—fair rewards, transparent promotion and development and credible appraisal, that builds capability and engagement; and a depleting route—workload pressure and job insecurity, that erodes capacity. Collegiality and trust (relational context) and job security (employment context) condition these effects, helping reconcile mixed findings. Theoretically, the framework extends perceived HR research to higher education; practically, it guides institutions in designing HR systems that protect mental health. We outline directions for empirical testing and interventions that strengthen collegiality, trust and job security.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436213","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

Within-Country Workforce Migration: The Impact of Place on HRM in Regional Australia 国内劳动力迁移：地方对人力资源管理在澳大利亚地区的影响

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-05 DOI: 10.1111/1744-7941.70043

Leigh-ann Onnis, Jane Oorschot, Lisa Mannering, Trina Matthews, Christine Dillon, Amy Rein

引用次数: 0

How Does Algorithmic Control Affect the Work Engagement of Gig Workers? The Role of Perceived Algorithmic Fairness and Psychological Contract 算法控制如何影响零工的工作投入？感知算法公平与心理契约的作用

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-05 DOI: 10.1111/1744-7941.70045

Lan-Xia Zhang, Jia-Min Li, Ke-Xi Liu, Danyang Zhang

{"title":"How Does Algorithmic Control Affect the Work Engagement of Gig Workers? The Role of Perceived Algorithmic Fairness and Psychological Contract","authors":"Lan-Xia Zhang, Jia-Min Li, Ke-Xi Liu, Danyang Zhang","doi":"10.1111/1744-7941.70045","DOIUrl":"https://doi.org/10.1111/1744-7941.70045","url":null,"abstract":"<div>\u0000 \u0000 <p>With the rise of digital platforms, gig workers face engagement challenges under algorithmic management. This study examines how algorithmic control impacts gig workers' engagement, focusing on psychological contracts and algorithmic fairness. A three-wave survey of 328 gig workers in China examined the effects of algorithmic control dimensions on psychological contracts and engagement. The findings demonstrate that perceived algorithmic control shapes gig workers' engagement through psychological contracts. Standardized guidance fosters relational contracts, thereby enhancing engagement, whereas tracking evaluation and behavioral constraints undermine relational contracts, diminishing engagement. Conversely, all dimensions of algorithmic control strengthen transactional contracts, thereby promoting engagement. Moreover, perceived algorithmic fairness moderates these relationships by amplifying the positive effects of standardized guidance and attenuating the negative impacts of tracking evaluation and behavioral constraints on engagement. The findings offer insights for balancing algorithmic management and humanization, providing strategies to improve gig workers' engagement through effective algorithmic practices.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436137","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

Frontiers of Blockchain Applications in HRM: An Exploration Through Theoretical Integration and Qualitative Inquiry 区块链在人力资源管理中的应用前沿：通过理论整合和定性调查的探索

IF 4.5 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-11-05 DOI: 10.1111/1744-7941.70038

Patricia Iglesias, Roslyn Cameron, Claire Davison

{"title":"Frontiers of Blockchain Applications in HRM: An Exploration Through Theoretical Integration and Qualitative Inquiry","authors":"Patricia Iglesias, Roslyn Cameron, Claire Davison","doi":"10.1111/1744-7941.70038","DOIUrl":"https://doi.org/10.1111/1744-7941.70038","url":null,"abstract":"<p>Blockchain technology is a disruptive technology known for its use in financial services, supply chains and cryptocurrencies; however, it remains relatively underutilised in human resource management (HRM). This study aims to explore current and potential future uses of blockchain in strategic and operational HRM and examines the enablers and barriers to its adoption. Existing research literature on blockchain applications in HRM remains emergent and is dominated by conceptual papers as opposed to empirical studies. The study uses a conceptual framework which integrates HRM with business information systems theory, namely the Technology-Organisation-Environment framework, and the Blockchain Adoption Model. This comparative case study design involving three case organisations confirms limited main barriers to its adoption: organisational awareness and understanding, persistent concerns about digital trust and data protection and uncertainty surrounding regulatory frameworks. This research presented a new Extended HR-BAM Model that contributes a nuanced and context-sensitive framework for understanding blockchain's potential in HRM and highlights opportunities for blockchain in strategic HRM and HRM functions to enhance efficiency and productivity.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"64 1","pages":""},"PeriodicalIF":4.5,"publicationDate":"2025-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70038","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436212","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