Asia Pacific Journal of Human Resources最新文献_第7页

Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective 打破年龄与积极主动行为的负面循环：工作多样性和未来时间视角的作用

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-06-09 DOI: 10.1111/1744-7941.12410

Man Cao, Shuming Zhao, Yufei Ma, Hongjiang Lv

{"title":"Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective","authors":"Man Cao, Shuming Zhao, Yufei Ma, Hongjiang Lv","doi":"10.1111/1744-7941.12410","DOIUrl":"https://doi.org/10.1111/1744-7941.12410","url":null,"abstract":"The industrialized world's workforce is aging. China, as one of the important representative countries in the Asia-Pacific region, is also experiencing an aging trend. Older people are often viewed as inflexible and unwilling to proactively change their environment or themselves to some extent. Prior studies have also found a negative association between age and proactive behavior. Therefore, breaking this negative cycle of age and proactive behavior becomes significant for the literature on age and management practices regarding older employees. In this paper, we identified job variety as a critical boundary condition and suggested that it would moderate the relationship between age and future time perspective, ultimately affecting proactive behavior. Our model was tested using a multilevel and multisource sample including 36 managers and 193 employees in China. The results showed that when job variety is high, the negative relationship between age and behavior becomes nonsignificant. Further, the interaction between age and job variety influenced proactive behavior through individuals' future time perspective. By identifying the important role of job variety, our study contributes to human resource management interventions for the aging workforce in China and other Asia-Pacific countries.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 3","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141298468","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}

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How do employees form initial trust in artificial intelligence: hard to explain but leaders help 员工如何形成对人工智能的初步信任：难以解释，但领导者可以提供帮助

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-05-20 DOI: 10.1111/1744-7941.12402

Yi Xu, Yijie Huang, Jiahe Wang, Dong Zhou

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Jeffrey H Greenhaus and Gerard A Callanan (2022) Advanced introduction to sustainable careers. Elgar Advanced Introductions series. Edward Elgar, Cheltenham. 192 pp., ISBN: 978 1 80088 103 7 Jeffrey H Greenhaus 和 Gerard A Callanan (2022)《可持续职业高级入门》。埃尔加高级入门系列。爱德华-埃尔加，切尔滕纳姆。192 页，国际标准书号：978 1 80088 103 7

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-05-19 DOI: 10.1111/1744-7941.12404

Peter Holland

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How does paternalistic leadership affect employee silence in the Chinese context? A mediated three-way interaction model 家长式领导如何影响中国员工的沉默？三方互动中介模型

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-05-19 DOI: 10.1111/1744-7941.12405

Changguo Mao, Fang Lee Cooke, Lei Guo

{"title":"How does paternalistic leadership affect employee silence in the Chinese context? A mediated three-way interaction model","authors":"Changguo Mao, Fang Lee Cooke, Lei Guo","doi":"10.1111/1744-7941.12405","DOIUrl":"https://doi.org/10.1111/1744-7941.12405","url":null,"abstract":"Although employee involvement is playing an increasingly important role in contemporary human resource management, the phenomenon of employee silence is prevalent in the workplace. This study examines how leader benevolence and authoritarianism, the two components of paternalistic leadership, affect employee silence in the Chinese context. Data from 415 employees nested in 42 workgroups provide evidence for a cross-level, three-way interaction between benevolent leadership and authoritarian leadership and employee collective identity predicting employee silence. Specifically, benevolent-authoritarian leadership predicts the lowest employee silence behavior when an employee holds a high level of collective identity. This three-way interaction effect is mediated by employee interpersonal justice. Our study extends the knowledge of employee voice/silence behavior in the Chinese cultural setting by shedding light on the role of leadership characteristics. To reduce employee silence, organizations should provide training to improve leaders' skills to balance authoritarianism with benevolence, as well as activate employees' collective identity to further enhance the effectiveness of paternalistic management.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 3","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141069135","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}

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Adrian Wilkinson, Tony Dundon, Paula K Mowbray and Sarah Brooks (eds) (2023) Missing voice? Worker voice and social dialogue in the platform economy. Oxford University Press, Northampton, UK. 183 pp Adrian Wilkinson, Tony Dundon, Paula K Mowbray and Sarah Brooks (eds) (2023) Missing voice?平台经济中的工人声音和社会对话》。牛津大学出版社，英国北安普敦。 183 pp

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-04-24 DOI: 10.1111/1744-7941.12403

Peter Holland

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Lynnaire Sheridan (2023) An Australian and New Zealand human resource management guide to work health and safety. University of Otago, Dunedin, New Zealand. 450 pages. Lynnaire Sheridan (2023) An Australian and New Zealand human resource management guide to work health and safety.奥塔哥大学，新西兰达尼丁。 450 页。

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-04-01 DOI: 10.1111/1744-7941.12401

Brad Nash

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Productivity difference or discrimination effect? Disability-related wage gap in China 生产力差异还是歧视效应？中国与残疾有关的工资差距

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-03-22 DOI: 10.1111/1744-7941.12400

Juan Liao, Man Gao, Xiji Zhu, Yu Yang

{"title":"Productivity difference or discrimination effect? Disability-related wage gap in China","authors":"Juan Liao, Man Gao, Xiji Zhu, Yu Yang","doi":"10.1111/1744-7941.12400","DOIUrl":"https://doi.org/10.1111/1744-7941.12400","url":null,"abstract":"The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability-related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability-related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca-Blinder and Neumark approach. The findings demonstrate the presence of disability-related discrimination in China, accounting for approximately 38.9%–52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability-related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability-related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 2","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140192172","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}

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Due responsibility and true responsibility: a moderated-mediation model linking green-harmonious human resource practice to employee organizational citizenship behavior 应有的责任与真正的责任：将绿色和谐人力资源实践与员工组织公民行为联系起来的调节中介模型

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-03-08 DOI: 10.1111/1744-7941.12399

Fuqiang Zhao, Hanqiu Zhu, Yun Chen

{"title":"Due responsibility and true responsibility: a moderated-mediation model linking green-harmonious human resource practice to employee organizational citizenship behavior","authors":"Fuqiang Zhao, Hanqiu Zhu, Yun Chen","doi":"10.1111/1744-7941.12399","DOIUrl":"https://doi.org/10.1111/1744-7941.12399","url":null,"abstract":"Enterprises have sought to explore appropriate human resource practices to cope with sustainability problems caused by increasingly severe environmental pollution and the imbalance of interest among multiple stakeholders. Our study tries to address this issue by systematically conceptualizing the construct of green-harmonious human resource practice (GH-HRP) and exploring how and when GH-HRP promotes employee organizational citizenship behavior (OCB). In Study 1, we develop a four-dimension, 16-item GH-HRP scale including green-harmonious selection, responsibility consciousness development, harmonious win-win compensation, and green-harmonious activity participation. In Study 2, using three-wave data from 390 supervisor-employee dyads, we find that GH-HRP facilitates employee OCB through the mediating role of duty orientation and meaning of work. Further, ethical leadership moderates the positive effects of GH-HRP on duty orientation and meaning of work such that these effects are more pronounced when ethical leadership is high, thus fostering employees' engagement in OCB. Theoretical and practical implications are discussed.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 2","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140066501","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

Fragmentation of employment relationships, fragmentation of working time: the nature of work and employment of platform takeaway riders and implications for decent work in China 雇佣关系碎片化、工作时间碎片化：平台外卖骑手的工作和就业性质及其对中国体面工作的影响

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2024-02-17 DOI: 10.1111/1744-7941.12398

Xiliang Feng, Fang Lee Cooke, Chenhui Zhao

{"title":"Fragmentation of employment relationships, fragmentation of working time: the nature of work and employment of platform takeaway riders and implications for decent work in China","authors":"Xiliang Feng, Fang Lee Cooke, Chenhui Zhao","doi":"10.1111/1744-7941.12398","DOIUrl":"https://doi.org/10.1111/1744-7941.12398","url":null,"abstract":"This paper critically examines the notion of working time flexibility of platform takeaway riders and its impact on them in China. Drawing on 25 interviews with platform and takeaway delivery company managers and takeaway riders as well as secondary data, the study finds that the management model adopted by the platform companies and their agency companies often encourages riders to extend their working hours by being designed into the rider's earning system, status level and various incentive schemes. Driven by profits, takeaway delivery platform companies pursue speed and impose harsh punishments for poor customer reviews. Severe competition and the platforms' aggressive pricing and commissioning practices mean that takeaway riders' remuneration is tightly squeezed, with no subsidies or overtime payment, and with rules for bonuses that make it increasingly difficult to earn. Working excessively long and intense hours is the only way that riders can increase their income, which suggests that rider-oriented working time flexibility is virtually non-existent. We propose the notion of fragmented employment relationships and fragmented working time to conceptualise working time flexibility in the takeaway delivery context in China. We accentuate the need to examine the quality of working time flexibility when examining this practice. We call for state interventions to provide a greater level of social protection than the takeaway riders are currently experiencing to advance the decent work agenda as part of the Sustainable Development Goals.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 2","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139750126","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

Gender and cross-boundary mobility preferences: the moderating effects of organisational and occupational contexts 性别与跨境流动偏好：组织和职业背景的调节作用

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-12-08 DOI: 10.1111/1744-7941.12397

Jiali Duan, Sunghoon Kim, Zhong-Xing Su

{"title":"Gender and cross-boundary mobility preferences: the moderating effects of organisational and occupational contexts","authors":"Jiali Duan, Sunghoon Kim, Zhong-Xing Su","doi":"10.1111/1744-7941.12397","DOIUrl":"10.1111/1744-7941.12397","url":null,"abstract":"The role of gender in career mobility is a major practical and scholarly concern. Drawing on boundaryless career literature and social role theory, we examined whether gender influences employees' psychological mobility, whether this influence varies depending on the nature of career boundaries (the boundaries of job, organisation and industry) and whether it is contingent on organisational or occupational characteristics. We conducted cross-classified multilevel analyses on 3,527 Australian employees nested within 725 organisations and 43 occupations. The results suggest that females show higher mobility preferences than males when it comes to crossing industries but not changing organisations or jobs. However, their preference for crossing career boundaries is significantly reduced when their organisation has a strong presence of female leadership. We also find that in female-dominated occupations, females show a higher cross-organisational mobility preference than males, while in male-dominated occupations, females show a lower cross-organisational mobility preference.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12397","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138562969","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