Asia Pacific Journal of Human Resources最新文献

{"title":"Weak in ability but still follow what the headquarters asks: a legitimacy-based view of MNC employees' adoption of English","authors":"Anna JC Hsu,&nbsp;Kevin Au,&nbsp;Marta K Dowejko","doi":"10.1111/1744-7941.12396","DOIUrl":"https://doi.org/10.1111/1744-7941.12396","url":null,"abstract":"<p>This paper advances a legitimacy-based view on what factors determine multinational corporation (MNC) employees' adoption of English at work. We posit that legitimacy judgment represents an alternative mechanism, other than language ability, for explaining MNC employees' response to headquarters' corporate language policy. The hypotheses were confirmed in two studies with mixed-methods (experiments; semi-structured interviews), involving MNC employees in China. Our findings verified that corporate language policy increases positive legitimacy judgment, which in turn enhances employees' adoption of English at work. Further analysis showed that language ability moderates the mediating effect of legitimacy judgment, such that this effect is stronger for employees with lower language ability. Semi-structured interviews confirmed the experimental findings and brought more insight into why and how Chinese employees adopt English in daily work. This paper contributes to the research on corporate language policy, legitimacy judgment, and cross-border management in Asia Pacific.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139110125","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}

{"title":"Could the 4-day week work? A scoping review","authors":"Tesha Jahal,&nbsp;E Anne Bardoel,&nbsp;John Hopkins","doi":"10.1111/1744-7941.12395","DOIUrl":"10.1111/1744-7941.12395","url":null,"abstract":"<p>The 4-day work week (4DWW) was popularised in the 1970s, but has recently gained significant global attention again, with a growing number of organisations experimenting with the 4DWW in response to increasing demand for more flexible work arrangements (FWA) in the aftermath of the COVID-19 pandemic. The emergence of generative AI tools like ChatGPT, with their potential to support worktime reduction strategies, are also refuelling interest in a shorter working week. This renewed interest motivated this scoping review of 1769 4DWW records from the past 52 years and enabled the authors to identify five major themes: employee acceptance, allocation of time, leisure, gender and career advancement, and productivity. These themes are used to consider specific forms of 4DWW in terms of whether days of work are fixed or flexible, whether the 4DWW is an employee option, and whether total weekly hours worked or pay are reduced. Conservation of resources theory is used as a lens for interpreting the themes. The authors believe these themes and lessons have significant implications for a growing number of scholars and practitioners, who are investigating, trialling, and implementing 4DWW arrangements, in response to growing demand for more FWA options from employees across all sectors.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12395","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135819466","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}

{"title":"Kankana Mukhopadhyay (2023) Human resources analytics for business managers. Newcastle, UK: Cambridge Scholars Publishing. ISBN: 1-5275-2435-3; 182 pages.","authors":"Hardiyono,&nbsp;Adrianus Aprilius,&nbsp;Fransiskus Wuniyu","doi":"10.1111/1744-7941.12394","DOIUrl":"10.1111/1744-7941.12394","url":null,"abstract":"","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136033659","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}

{"title":"In what ways are HR analytics and artificial intelligence transforming the healthcare sector?","authors":"Jillian Cavanagh,&nbsp;Patricia Pariona-Cabrera,&nbsp;Beni Halvorsen","doi":"10.1111/1744-7941.12392","DOIUrl":"https://doi.org/10.1111/1744-7941.12392","url":null,"abstract":"<p>Our Special Issue is focused on the healthcare sector relevant to the Asia Pacific region, including hospitals, aged care facilities, allied health, doctors, nurses, management and administration staff and all services associated with the healthcare industry. There are a range of issues that impact on healthcare including the growing use of health services during the pandemic, emergency situations, complex forms of technology, worker expectations, work intensification, and government reporting requirements. More research needs to be carried out in these issues as well as social policy, the delivery and quality of patient care, gender in the workplace, disability, and management innovation (Cooke and Bartram, 2015; Human Resource Management, 2015, 54, 711). There are high levels of stress due to staff being overworked and experiencing a lack of coping skills (Pariona-Cabrera et al., 2023; Health Care Management Review, 2023, 48, 42), burnout manifestations through emotional exhaustion (Maslach, 2017; Consulting Psychology Journal: Practice and Research, 2017, 69, 143) which often result in intention to leave (Holland et al., 2019; Applied Nursing Research, 2019, 49, 70; Pariona-Cabrera, Cavanagh and Bartram, 2020; Journal of Advanced Nursing, 2020, 76, 1581; Shao et al., 2023; Human Resource Management Journal, 2023, 33,187). In Australia, more than 70% of 366,000 nurses working in aged care facilities have reported at least one experience of workplace violence during the previous 12 months including physical and verbal violence from residents, relatives, and visitors (Schablon et al., 2018; International Journal of Environmental Research and Public Health, 2018, 15, 1274). There are too many managers who rely on underdeveloped HR processes and outdated management perceptions to make decisions about the well-being of healthcare staff. Countries in the Asia-Pacific region are actively seeking partnership projects and new ways to enhance the performance of healthcare staff and their organisations. We have touched on broad issues here and argue it is possible some of the answers can be found in the use of HR analytics and artificial intelligence (AI).</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 4","pages":"785-793"},"PeriodicalIF":3.2,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12392","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50131985","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}

{"title":"Diversity climate: discrimination against skilled migrants in recruitment","authors":"Thi Tuyet Tran,&nbsp;Nuttawuth Muenjohn,&nbsp;Roslyn Cameron,&nbsp;Alan Montague,&nbsp;Shea Fan","doi":"10.1111/1744-7941.12393","DOIUrl":"10.1111/1744-7941.12393","url":null,"abstract":"<p>Management literature suggests that diverse experiences, perspectives, and backgrounds are crucial to innovation in modern organisations. However, in practice, distinctive backgrounds and experiences may be subject to discrimination, which can act as barriers to securing employment. This study involved 62 in-depth interviews, 50 with skilled migrants (SMs) and 12 with recruiters, exploring discrimination in recruitment practices experienced by Vietnamese SM job seekers. The findings indicate that while racial discrimination was not considered a significant barrier to employment for Vietnamese SMs, local recruiters did not consider their overseas-acquired work experience relevant. This excluded them from the recruitment pool. The study calls for more robust measures of inclusion considerations in recruitment and selection processes to be in place. Organisations need to develop a clear recruitment inclusion policy to balance the economic benefits candidates can bring to the organisation soon after joining and the long-term benefits a diverse workforce creates.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12393","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134973826","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}

{"title":"Green human resource management and sustainable development performance: organizational ambidexterity and the role of responsible leadership","authors":"Fuqiang Zhao,&nbsp;Longdong Wang,&nbsp;Yun Chen,&nbsp;Wei Hu,&nbsp;Hanqiu Zhu","doi":"10.1111/1744-7941.12391","DOIUrl":"10.1111/1744-7941.12391","url":null,"abstract":"<p>Enterprise green human resource management (GHRM) strives to foster harmonious development among employees and the environment and among employees and the organization, as well as between employees and stakeholders, by stimulating individuals' green behavior, thereby enhancing the sustainable development performance of the enterprise. Based on the questionnaire data of 452 large enterprises in Beijing, Shanghai and Wuhan, China, from September 2021 to July 2022, and based on the optimal distinctiveness theory and stakeholder theory, this article examined the mediation mechanism and boundary conditions between GHRM and sustainable development performance of enterprises from the perspective of organizational ambidexterity. The results showed that 1) GHRM positively affected organizational ambidexterity and sustainable development performance; 2) organizational ambidexterity mediated the relationship between GHRM and sustainable development performance; 3) responsible leadership moderated the direct effect of GHRM on organizational ambidexterity; and 4) responsible leadership moderated the indirect effect of GHRM on sustainable development performance through organizational ambidexterity. At the organizational level, this study reveals the impact mechanism of GHRM on sustainable development performance and determines the boundary conditions of the impact.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135644348","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}

{"title":"How green human resource management and institutional pressure drive performance via green image: the equifinal paths and their performance outcomes","authors":"Qiansong Zhang,&nbsp;Lei Yang,&nbsp;Jiazhen Cheng,&nbsp;Taiwen Feng","doi":"10.1111/1744-7941.12389","DOIUrl":"10.1111/1744-7941.12389","url":null,"abstract":"<p>Although the enablers of green image have been studied extensively, most prior studies have focused on the net effects of individual factors. In addition, the existing literature overlooks how green image is shaped by different paths and the impact of these paths on different performance. From the configurational perspective, we identify how the configurations of green human resource management (GHRM) depend on perceived institutional pressure to shape a favorable green image. Using data from 317 Chinese manufacturers, we conduct fuzzy set qualitative comparative analysis and propensity score matching analysis to explore the configurations that achieve a favorable or unfavorable green image and whether a favorable green image formed by different configurations improves firm performance. The results reveal five equifinal paths of GHRM that depend on perceived institutional pressure and can enhance green image and three that can shape an unfavorable green image. We also find that favorable green images shaped by distinct configurations have different effects on firm performance. This research enriches the literature on green image and provides novel insights for enhancing green image and subsequent firm performance.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135437730","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}

{"title":"How does social media use affect thriving at work? The roles of knowledge sharing and locus of control","authors":"Man Zhu,&nbsp;Sitan Li,&nbsp;Hongyan Gao,&nbsp;Lijuan Zuo","doi":"10.1111/1744-7941.12390","DOIUrl":"10.1111/1744-7941.12390","url":null,"abstract":"<p>Employees' social media use in the workplace has become a common phenomenon. Thriving at work is a positive psychological state, and conventional wisdom and preliminary research on thriving at work indicate the benefits of thriving for both employees and organizations. However, few studies have linked social media use and employees' sense of thriving. Based on the socially embedded model of thriving at work, this paper explores the relationship between social media use and thriving at work, as well as the mediating role of knowledge sharing and the moderating role of locus of control. <i>Mplus</i> is used to analyze the data of 397 Chinese employees collected at two time points; the results show a significant positive impact of social-related social media use on thriving at work. However, work-related social media use was found to have no effect on thriving at work, though knowledge sharing mediates the relationship between social media use and thriving at work. In addition, locus of control moderates the relationship between work-related social media use and thriving at work.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135784701","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}

{"title":"Tanusree Chakraborty, Nandita Mishra, Madhurima Ganguly and Bipasha Chatterjee (2023) Human resource management in a post-epidemic global environment: roles, strategies, and implementation. Apple Academic Press Inc, Palm Bay, US, 384 pp. 225.19 AU$ (Hard Cover) ISBN: 978-1-77491-179-2, 225.19 AU$ (eBook) ISBN: 978-1-00331-484-4","authors":"Rino Rino,&nbsp;Aulia Riski,&nbsp;Diding Nurdin,&nbsp;Nur Aedi","doi":"10.1111/1744-7941.12388","DOIUrl":"10.1111/1744-7941.12388","url":null,"abstract":"","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49347421","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}

{"title":"Dealing with negative mentoring experiences: the roles of ‘can-do’ and ‘reason-to’ factors","authors":"Zhonghui Hu,&nbsp;Ho Kwong Kwan,&nbsp;Jinsong Li,&nbsp;Yingying Zhang","doi":"10.1111/1744-7941.12387","DOIUrl":"10.1111/1744-7941.12387","url":null,"abstract":"<p>Academics and practitioners have long worked to reduce negative mentoring experiences. Drawing on social cognitive theory and expectancy–value theory, we examined the link between mentors' perceived organizational support and protégés' negative mentoring experiences, shedding light on the mediating effect of mentoring self-efficacy and the moderating effect of mentors' self-enhancement motives. Results based on data from 260 protégés and 214 mentors in Chinese organizations supported our proposed hypotheses. Mentoring self-efficacy mediated the negative relationship between mentors' perceived organizational support and protégés' negative mentoring experiences. In addition, mentors' self-enhancement motives intensified both the negative relationship between mentoring self-efficacy and negative mentoring experiences and the indirect impact of mentors' perceived organizational support on protégés' negative mentoring experiences via mentoring self-efficacy. A discussion of the theoretical and managerial implications of these findings is included.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49509708","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}