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Asia Pacific Journal of Human Resources最新文献

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Between market and mayor: talent management in Chinese private firms and the role of local governments 市场与市长之间:中国民营企业的人才管理与地方政府的角色
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-27 DOI: 10.1111/1744-7941.12331
Chenhui Zhao, Fang Lee Cooke, Lanlan Chen, Qijie Xiao
{"title":"Between market and mayor: talent management in Chinese private firms and the role of local governments","authors":"Chenhui Zhao,&nbsp;Fang Lee Cooke,&nbsp;Lanlan Chen,&nbsp;Qijie Xiao","doi":"10.1111/1744-7941.12331","DOIUrl":"10.1111/1744-7941.12331","url":null,"abstract":"<p>There is now a substantial body of literature on talent management (TM). However, this relatively young field of research has been primarily segmented into macro-, meso- and, mostly, micro-level studies with little cross-level interrogation. Our case study, involving 42 interviews and four focus groups with local government leaders, company managers and talent, contributes to the conceptualization of the role of local governments as important stakeholders in the process of developing a TM system in leading private firms in China to help achieve regional economic development goals. We develop a three-level analytical framework to map out how the local government legitimizes its power and mobilizes resources to shape the TM system of the two leading private firms in our study. By assessing the role of the local government in the construction of the talent network and TM strategy, policy and practice at firm level, we reveal how the network is shaped by the state as the lead actor through a set of strategic interventions to align and achieve government and business goals through a government-business relations perspective.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46432926","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: 2
High-performance human resource practices and employee well-being: the role of networking and proactive personality 高绩效人力资源实践与员工幸福感:人际网络与主动人格的作用
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-27 DOI: 10.1111/1744-7941.12339
Zejun Zhao, Kun Yu, Chang Liu, Yidan Yan
{"title":"High-performance human resource practices and employee well-being: the role of networking and proactive personality","authors":"Zejun Zhao,&nbsp;Kun Yu,&nbsp;Chang Liu,&nbsp;Yidan Yan","doi":"10.1111/1744-7941.12339","DOIUrl":"10.1111/1744-7941.12339","url":null,"abstract":"<p>Drawing on the social capital theory, the present study examined the relationship between high-performance human resource practices (HPHRP) and individual well-being, as well as its mechanism and boundary conditions in China. With a sample of 4,395 employees from 437 companies, the results of hierarchical linear modeling revealed that employee networking mediated the relationship between HPHRP and well-being. Moreover, the positive effect of networking on well-being was enhanced under high levels of proactive personality. By exploring the relationship between HPHRP and well-being through a networking perspective and incorporating individual factors into the research model, the present study provides a clearer picture of when and how HPHRP works in the Chinese context. Implications for the literature and managerial practices were discussed.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42173561","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: 4
Autism in the Australian workplace: the employer perspective 澳大利亚工作场所的自闭症:雇主的视角
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-26 DOI: 10.1111/1744-7941.12333
Benjamin Wen, Henriette van Rensburg, Shirley O’Neill, Tony Attwood
{"title":"Autism in the Australian workplace: the employer perspective","authors":"Benjamin Wen,&nbsp;Henriette van Rensburg,&nbsp;Shirley O’Neill,&nbsp;Tony Attwood","doi":"10.1111/1744-7941.12333","DOIUrl":"10.1111/1744-7941.12333","url":null,"abstract":"<p>Autistic adults face alarmingly high rates of unemployment and underemployment. There is limited research regarding employers’ capacity to support autistic persons, how to better understand employers’ needs and their key role in employment processes. In this employer-focused qualitative study, 14 Australian employers and nine professional experts were interviewed in depth. The identified themes were 1) Employer awareness and knowledge of autism; 2) Autism is a strength rather than a deficit, disorder or disability; 3) Employer empowerment is a key facilitator of change and 4) Autism tools for the employer. These findings highlight the need for ongoing education of employers to strengthen knowledge in the workplace about autism and addressing workplace environmental variables directly. Novel findings were the critical importance of employer self-care and treating all employees the same.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47401787","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: 1
Role modeling effects: how leader's job involvement affects follower creativity 榜样效应：领导者的工作投入如何影响追随者的创造力
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-19 DOI: 10.1111/1744-7941.12332
Dongqing Hu, Qinxuan Gu, Yinxuan Zhang
{"title":"Role modeling effects: how leader's job involvement affects follower creativity","authors":"Dongqing Hu,&nbsp;Qinxuan Gu,&nbsp;Yinxuan Zhang","doi":"10.1111/1744-7941.12332","DOIUrl":"10.1111/1744-7941.12332","url":null,"abstract":"<p>Drawing on social learning theory, we explore how a leader's job involvement affects individual follower creativity in teams. Using a sample of 156 leaders with 1051 employees from knowledge-based teams in China, we find that leader's job involvement has a cross-level influence on follower creativity through the mediating role of follower's job involvement. In addition, leader's prosocial motivation and leader-member exchange (LMX) could strengthen the positive relationship between leader's job involvement and follower's job involvement and also strengthen the indirect positive relationship between leader's job involvement and follower creativity via follower's job involvement. The theoretical and practical implications of these findings are discussed.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48223862","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: 3
Organizational career management in the new career era: scale development and validation 新职业生涯时代的组织职业生涯管理:规模开发与验证
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-16 DOI: 10.1111/1744-7941.12330
Wenxia Zhou, Qinglin Zhao, Nan Jiang, Puxin Lin
{"title":"Organizational career management in the new career era: scale development and validation","authors":"Wenxia Zhou,&nbsp;Qinglin Zhao,&nbsp;Nan Jiang,&nbsp;Puxin Lin","doi":"10.1111/1744-7941.12330","DOIUrl":"10.1111/1744-7941.12330","url":null,"abstract":"<p>Despite the widely recognized change of career management in the new career era, little is known about whether current organizational career management practices differ from previous ones. Using an open-ended survey and literature review, this study develops a scale of organizational career management that shows some features of the new career era (e.g. boundaryless career, protean career, kaleidoscope career, etc.) in China. We conducted two independent studies (<i>N</i> = 320; <i>N</i> = 216) to examine the reliability and validity of the scale. The final organizational career management scale includes four dimensions: boundaryless work, work-life balance policies, training and development and diversification. Further, we tested both the possible bright side and dark side of organizational career management in contemporary organizations using 179 employees over a two-month interval. We found that both a bright side (i.e. higher organizational commitment and less turnover intention) and a dark side (i.e. higher career competency and more likely to leave organizations) exist. This article discusses the contributions, practical complications, limitations and future research directions.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45068899","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
Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity 绩效考核质量与员工绩效:人力资源实力与宗教性的边界条件
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-07 DOI: 10.1111/1744-7941.12327
Sumbal Babar, Asfia Obaid, Karin Sanders, Hussain Tariq
{"title":"Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity","authors":"Sumbal Babar,&nbsp;Asfia Obaid,&nbsp;Karin Sanders,&nbsp;Hussain Tariq","doi":"10.1111/1744-7941.12327","DOIUrl":"10.1111/1744-7941.12327","url":null,"abstract":"<p>This study aims to provide new insights on the boundary condition effects of human resource (HR) strength, based on the covariation principle of the attribution theory and job demand resource model. HR strength is defined as the features of an HR system that send signals to employees, allowing them to understand the desired responses and behaviors in the relationship between performance appraisal quality (PAQ) (clarity, regularity and openness) and employees' proficient, adaptive and proactive performance. Additionally, employees' religiosity is examined as a boundary condition of the effect of perceived HR strength. The findings of a two-wave, multi-actor study (<i>N</i> = 391 employees and 61 managers) highlight that the relationship between PAQ and employee performance is strongest when it is embedded within a strong HR system (perceived HR strength) and low religiosity, or within low perceived HR strength and high religiosity conditions.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41435257","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: 2
Meeting customer needs through ethical leadership and training: examining Australian bank employees 通过道德领导和培训满足客户需求:考察澳大利亚银行员工
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-03 DOI: 10.1111/1744-7941.12329
Beni Halvorsen, Timothy Bartram, Narges Kia, Jillian Cavanagh
{"title":"Meeting customer needs through ethical leadership and training: examining Australian bank employees","authors":"Beni Halvorsen,&nbsp;Timothy Bartram,&nbsp;Narges Kia,&nbsp;Jillian Cavanagh","doi":"10.1111/1744-7941.12329","DOIUrl":"10.1111/1744-7941.12329","url":null,"abstract":"<p>We examine the process through which ethical leadership and ethical training contribute to the performance of employees through linking business ethics to customer orientation. Underpinned by social learning, we examine sequential mediation models of the process through which ethical climate, service climate and customer orientation mediate the relationships between ethical leadership and ethical training on employee performance. Utilising a sample of 187 employees from an Australian bank, we found support for our four hypotheses: ethical climate and customer orientation sequentially mediates the relationship between ethical leadership and employee performance; service climate and customer orientation sequentially mediates the relationship between ethical leadership and employee performance; service climate and customer orientation sequentially mediates the relationship between ethical training and employee performance; ethical climate and customer orientation sequentially mediates the relationship between ethics training and employee performance. Ethical leadership will have a stronger influence on improving employee performance relative to ethical training.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12329","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43581446","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: 4
The double‐edged sword effect of high‐performance work systems: investigating when and why high‐performance work systems promote vs inhibit employee organizational citizenship behaviors 高绩效工作系统的双刃剑效应:调查高绩效工作系统何时以及为何促进和抑制员工的组织公民行为
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-02 DOI: 10.1111/1744-7941.12326
Guanglei Zhang, Kun Peng, Silu Chen
{"title":"The double‐edged sword effect of high‐performance work systems: investigating when and why high‐performance work systems promote vs inhibit employee organizational citizenship behaviors","authors":"Guanglei Zhang, Kun Peng, Silu Chen","doi":"10.1111/1744-7941.12326","DOIUrl":"https://doi.org/10.1111/1744-7941.12326","url":null,"abstract":"","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45099369","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: 2
The double-edged sword effect of high-performance work systems: investigating when and why high-performance work systems promote versus inhibit employee organizational citizenship behaviors 高绩效工作系统的双刃剑效应：研究高绩效工作制度何时以及为什么促进和抑制员工的组织公民行为
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-05-02 DOI: 10.1111/1744-7941.12326
Guanglei Zhang, Kun Peng, Silu Chen
{"title":"The double-edged sword effect of high-performance work systems: investigating when and why high-performance work systems promote versus inhibit employee organizational citizenship behaviors","authors":"Guanglei Zhang,&nbsp;Kun Peng,&nbsp;Silu Chen","doi":"10.1111/1744-7941.12326","DOIUrl":"https://doi.org/10.1111/1744-7941.12326","url":null,"abstract":"<p>Drawing from self-regulation theory and self-identity orientation theory, this study examines the effects of experiencing different high-performance work systems (HPWS) on the organisational citizenship behaviours of employees. Using a sample of 271 employees in China, we found that firstly, emotional exhaustion mediated the relationship between performance-oriented/maintenance-oriented human resource (HR) systems and helping/voice. Secondly, both relational identity and collective identity moderated the relationship between performance-oriented HR systems and emotional exhaustion. Thirdly, both relational identity and collective identity moderated the indirect effect of performance-oriented HR systems on helping through emotional exhaustion. Fourthly, both relational identity and collective identity moderated the indirect effect of performance-oriented HR systems on voice through emotional exhaustion. Fifthly, individual identity moderated the relationship between emotional exhaustion and helping/voice. Finally, individual identity moderated the indirect effect of performance-oriented HR systems on helping/voice through emotional exhaustion, as well as the indirect effect of maintenance-oriented HR systems on helping/voice through emotional exhaustion. Our findings provide a balanced view of the effects of HPWS on employees’ outcomes and reveal the underlying mechanisms driving these relationships.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50129027","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: 2
Artificial intelligence in health-care: implications for the job design of healthcare professionals 医疗保健中的人工智能：对医疗保健专业人员工作设计的启示
IF 3.2 3区 管理学
Asia Pacific Journal of Human Resources Pub Date : 2022-04-27 DOI: 10.1111/1744-7941.12325
Aizhan Tursunbayeva, Maarten Renkema
{"title":"Artificial intelligence in health-care: implications for the job design of healthcare professionals","authors":"Aizhan Tursunbayeva,&nbsp;Maarten Renkema","doi":"10.1111/1744-7941.12325","DOIUrl":"https://doi.org/10.1111/1744-7941.12325","url":null,"abstract":"<p>The adoption of Artificial Intelligence (AI) in the healthcare sector is growing, and AI-based technologies are envisioned to affect not only patient care but also how healthcare professionals work. Nevertheless, the actual impact of various AI applications on healthcare professionals’ jobs has not been studied yet. Bringing together a framework to analyse AI applications in health-care and the job design model, we analysed 80 publications from the grey-literature platform ‘SingularityHub’. Our findings demonstrate that AI applications in 1) diagnosis and treatment, 2) patient engagement and empowerment and 3) administrative activities have an impact on the various components of healthcare professionals’ job design, including job autonomy and control; skill variety and use; job feedback; social and relational aspects; and job demands. Implications for future research and practice are discussed.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12325","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50145119","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
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