Asia Pacific Journal of Human Resources最新文献_第4页

Research Handbook on Human Resource Management and Disruptive TechnologiesBy T. Bondarouk and J. Meijerink (eds.), Cheltenham, UK: Edward Elgar Publishing, 2024. 310 pp. $200 (hardback). ISBN: 978-1-80220-923-5 (cased), 978-1-80220-924-2 (ebook) 人力资源管理与颠覆性技术研究手册，T. Bondarouk和J. Meijerink（编），切尔滕纳姆，英国：爱德华埃尔加出版社，2024。310页，精装本200美元。ISBN: 978-1-80220-923-5 (case), 978-1-80220-924-2（电子书）

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-02-26 DOI: 10.1111/1744-7941.70006

Peter Holland

引用次数: 0

Algorithmic Competency of On-Demand Labor Platform Workers: Scale Development, Antecedents, and Consequences 按需劳动平台工人的算法能力：规模发展、前因和后果

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-02-26 DOI: 10.1111/1744-7941.70004

Lian Zhou, Xue Lei, Mingwei Liu, Xinran Huang, Rui Hou

{"title":"Algorithmic Competency of On-Demand Labor Platform Workers: Scale Development, Antecedents, and Consequences","authors":"Lian Zhou, Xue Lei, Mingwei Liu, Xinran Huang, Rui Hou","doi":"10.1111/1744-7941.70004","DOIUrl":"https://doi.org/10.1111/1744-7941.70004","url":null,"abstract":"<p>Despite the highly controlled algorithmic work environment, on-demand labor platform workers may devise strategies to enhance their algorithmic competency (AC), facilitating better adaptation to the system. Yet, the proactive engagement of platform workers with algorithms remains underexplored in empirical research. This study endeavors to fill this gap by developing and validating the first scale of AC, while also shedding light on its antecedents and consequences. Analysis of data from five samples of Chinese on-demand labor platform workers reveals that AC encompasses four dimensions: understanding, embracing, leveraging, and remediating algorithmic management. It is found that AC is positively influenced by social support from peers and cognitive job crafting. Furthermore, AC is shown to account for additional variance in customer-oriented service behavior and identification with gig work, beyond that explained by related constructs. The paper concludes with a discussion on the implications of China's distinctive on-demand economy context for the generalizability of the findings.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70004","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143496926","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 Australian Human Resource Management Profession: Current State and Future Challenges in the Post-COVID World of Work 澳大利亚人力资源管理专业：后covid世界的现状和未来挑战

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-02-25 DOI: 10.1111/1744-7941.12431

Justine Ferrer, Gerrit J. M. Treuren, Peter Holland, Timothy Bartram

引用次数: 0

From Pandemic to Progress: Rethinking Work Patterns in Vietnam to Improve Flexibility and Support Gender Equality 从流行病到进步：重新思考越南的工作模式以提高灵活性和支持性别平等

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-02-23 DOI: 10.1111/1744-7941.70003

Mohammadreza Akbari, Abel Duarte Alonso, Oanh Thi Kim Vu, John Hopkins, Anne Bardoel, Seng Kiat Kok

{"title":"From Pandemic to Progress: Rethinking Work Patterns in Vietnam to Improve Flexibility and Support Gender Equality","authors":"Mohammadreza Akbari, Abel Duarte Alonso, Oanh Thi Kim Vu, John Hopkins, Anne Bardoel, Seng Kiat Kok","doi":"10.1111/1744-7941.70003","DOIUrl":"https://doi.org/10.1111/1744-7941.70003","url":null,"abstract":"<p>This article aims to understand the characteristics of flexible work arrangements in Vietnam. First, it examines the adoption of flexible work arrangements in the aftermath of COVID-19, which had profound impacts on work-life balance, career opportunities, and workplace gender dynamics. Despite Vietnam's significance as a large emerging economy, research on flexible work arrangements among workers operating in this nation has been limited. Second, using conservation of resources theory, complemented by positive organizational behavior theory, the study identifies the resources needed for flexible work and those created during this specific time period. An online survey was utilized to collect primary data from <i>n</i> = 217 Vietnamese workers on this phenomenon. Although women reported low levels of preparedness for remote working, beneficial aspects for both genders arose through greater flexibility, reduced commuting, increased productivity, financial savings, and more leisure time. Third, the study proposes a conceptual framework to enhance the implementation of remote working and discusses implications for organizations and governments in emerging economies like Vietnam.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.70003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143475572","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

HPWPs, Creativity, and Innovative Performance: Moderating Role of Knowledge Sharing 知识共享对企业创新绩效的调节作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-02-14 DOI: 10.1111/1744-7941.70002

Sumbal Babar, Aiza Yasmeen, Wali ur Rehman

{"title":"HPWPs, Creativity, and Innovative Performance: Moderating Role of Knowledge Sharing","authors":"Sumbal Babar, Aiza Yasmeen, Wali ur Rehman","doi":"10.1111/1744-7941.70002","DOIUrl":"https://doi.org/10.1111/1744-7941.70002","url":null,"abstract":"<div>\u0000 \u0000 <p>This paper examines the effect of high-performance work practices (HPWP) on innovation performance in the SME context, in particular how creativity and knowledge sharing support this linkage. The study draws on social cognitive theory and the ability, motivation, and opportunity (AMO) framework to outline a moderated mediation model of creativity and knowledge sharing unpacking the critical, but underexplored, link between HPWP and employee innovation performance in SMEs. Hypotheses are tested through time-lagged (T1 and T2), multisource (dyadic, i.e., 269 sample including employees and managers) data from SMEs in Pakistan. The findings provide support for the hypothesized moderated mediation relationships including that creativity mediates the positive association between HPWP and employee innovation performance, and that knowledge sharing acts as a key moderator. These findings provide important guidelines for SMEs seeking to innovate for the future, highlighting not just the importance of HPWP but significantly how they operate to foster creativity and leverage knowledge sharing behavior.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143423688","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

Spousal Education Difference, In-Group Collectivism, and Entrepreneurial Subjective Well-Being: Implications for HRM 配偶教育差异、群体内集体主义与企业家主观幸福感：对人力资源管理的启示

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-01-28 DOI: 10.1111/1744-7941.12430

Ya'nan Zhang, Yiyi Su, Zhenghuang Zhang, Tianqi Cui

{"title":"Spousal Education Difference, In-Group Collectivism, and Entrepreneurial Subjective Well-Being: Implications for HRM","authors":"Ya'nan Zhang, Yiyi Su, Zhenghuang Zhang, Tianqi Cui","doi":"10.1111/1744-7941.12430","DOIUrl":"https://doi.org/10.1111/1744-7941.12430","url":null,"abstract":"<div>\u0000 \u0000 <p>In a competitive, unpredictable, and information-driven economy, individual social networks exert increasing impact on one's career sustainability. Drawing on the relational view of human capital, we theorize that entrepreneurs benefit from their social networks to accumulate human capital, which promotes their career subjective well-being (SWB). In this study, we explore how familial relationship (i.e., spousal education difference) and cultural context (i.e., in-group collectivism) influence entrepreneurs' SWB, a crucial indicator of career sustainability. Using data from the 2015 and 2017 China Household Finance Survey (CHFS), our results reveal that more educated spouses and higher in-group collectivism are positively related to entrepreneurs' SWB. However, in regions with high in-group collectivism, the effect of their spouse's education on human capital accumulation for entrepreneurs is weakened. Our study contributes to human resource management by highlighting the relational approach of human capital accumulation beyond the workplace and its importance on career sustainability.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2025-01-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143120025","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 Leader Mindfulness in Communication on Team Job Crafting: Roles of Team Resilience and Team Open-Mindedness 沟通中领导者正念对团队工作制定的影响：团队弹性和团队开放心态的作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2025-01-26 DOI: 10.1111/1744-7941.70001

Yongyue Wang, Fengkai Yue, Fanying Zhang

引用次数: 0

The Joint Impact of Organizational and Individual Factors on Employees' Green Behavior 组织与个人因素对员工绿色行为的共同影响

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-12-09 DOI: 10.1111/1744-7941.12436

Yue Yang, Guoqian Xi, Qi Chen, Liming Zhang, Changbiao Zhong

{"title":"The Joint Impact of Organizational and Individual Factors on Employees' Green Behavior","authors":"Yue Yang, Guoqian Xi, Qi Chen, Liming Zhang, Changbiao Zhong","doi":"10.1111/1744-7941.12436","DOIUrl":"10.1111/1744-7941.12436","url":null,"abstract":"<div>\u0000 \u0000 <p>Employee green behavior is a necessary condition for organizations to achieve sustainable success. Drawing upon self-determination theory, this paper thoroughly investigates the mechanism through which a synergistic combination of multiple antecedents’ influences employee green behavior via qualitative comparative analysis. The findings reveal that no single factor constitutes a necessary condition for high employees' green behavior. However, organizational identification and green self-efficacy play crucial roles in fostering such behaviors. We identify three equivalent pathways for promoting employees' green behavior, namely, “synergistic internal and external environmental orientation,” “psychological climate driven by organizational identity,” and “internal environmental orientation under environmental regulation.” Furthermore, this study uncovers the complementary nature of organizational identity and employee self-efficacy, as well as the substitutability of internal and external environmental orientation. These findings suggest that organizations should focus on fostering a strong organizational identity and enhancing employees' self-efficacy while maintaining a balance between internal and external environmental orientations to effectively promote green behavior among employees.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142860549","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

To Answer or to Refuse? Investigating the Effect of Refusal to Answer Privacy-Invasive Question on Applicants' Perceived Hireability 回答还是拒绝？调查拒绝回答侵犯隐私问题对应聘者可雇佣性感知的影响

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-12-03 DOI: 10.1111/1744-7941.12434

Wanlu Li, Luyuan Jiang, Chen Chen, Yuewei Yao, Xin Qin

{"title":"To Answer or to Refuse? Investigating the Effect of Refusal to Answer Privacy-Invasive Question on Applicants' Perceived Hireability","authors":"Wanlu Li, Luyuan Jiang, Chen Chen, Yuewei Yao, Xin Qin","doi":"10.1111/1744-7941.12434","DOIUrl":"10.1111/1744-7941.12434","url":null,"abstract":"<div>\u0000 \u0000 <p>Job applicants often find themselves stuck in a dilemma when asked about their private information during interviews. In line with the consensus of both the privacy literature and conventional wisdom, applicants tend to answer such questions as they worry about the negative effects of rejection and are motivated to enhance their employment opportunities. In this research, we challenge this belief. Drawing on person–environment fit theory, we argue that for privacy-sensitive jobs, interviewers tend to perceive applicants as having a higher level of person–job fit if they refuse to answer privacy-related questions. We test these propositions with three experiments among experienced interviewers from the United States (Study 1) and China (Studies 2 and 3). Across all three studies, we find that when applying for jobs with high privacy concerns, applicants are perceived to match such jobs better if they refuse to answer privacy-invasive questions. We discuss the implications of these results for privacy in the selection process.</p>\u0000 </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"63 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142764199","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

Humble Leadership and Employee Feedback Seeking: The Role of Affective Trust in the Leader and Perceived Human Resource Management Strength 谦逊领导与员工反馈寻求：情感信任在领导者和感知人力资源管理力量中的作用

IF 3.9 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-12-03 DOI: 10.1111/1744-7941.12435

Jianfeng Jia, Yuyan Zheng, Yuxin Jiao

引用次数: 0