Asia Pacific Journal of Human Resources最新文献_第9页

Situating the debates on technologies and work in the Asia Pacific 定位亚太地区关于技术和工作的辩论

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-07-18 DOI: 10.1111/1744-7941.12386

Mingwei Liu, Hao Zhang, Russell Lansbury

引用次数: 0

Subjective well-being, COVID-19 and financial strain following job loss: stretching the role of human resource management to focus on human sustainability beyond the workplace 主观幸福感、新冠肺炎和失业后的经济压力：扩大人力资源管理的作用，将重点放在工作场所以外的人类可持续性上

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-07-03 DOI: 10.1111/1744-7941.12384

Zahid Hameed, Thomas Noel Garavan, Rana Muhammad Naeem, Muhammad Burhan, Muhammad Farrukh Moin, Thomas McCabe

{"title":"Subjective well-being, COVID-19 and financial strain following job loss: stretching the role of human resource management to focus on human sustainability beyond the workplace","authors":"Zahid Hameed, Thomas Noel Garavan, Rana Muhammad Naeem, Muhammad Burhan, Muhammad Farrukh Moin, Thomas McCabe","doi":"10.1111/1744-7941.12384","DOIUrl":"10.1111/1744-7941.12384","url":null,"abstract":"The unprecedented COVID-19 pandemic resulted in significant negative consequences for employee well-being across the globe, including job loss leading to significant financial strain. Job loss and financial strain have important implications for the role of human resource management (HRM) in achieving human sustainability beyond the employment relationship given that decreased subjective well-being was driven by financial strain. The two studies reported here – one quantitative and one qualitative – investigate the impact of financial strain arising from job loss due to COVID-19 on subjective well-being of tourism and hospitality employees in Pakistan. The first study used survey data collected from a sample of 284 employees laid off during the early stages of the pandemic to test a model of the relationship between financial strain and subjective well-being mediated by negative affectivity and moderated by core self-evaluations. The second study qualitatively investigated the long-term impact of job loss on financial strain with a sample of 30 respondents who completed the survey in study 1. We found in study 1 a strong negative relationship between financial strain and subjective well-being that was mediated through negative affectivity. Core self-evaluations acted as a buffer on the relationship between financial strain and negative affectivity and the overall negative indirect relationship between financial strain and subjective well-being via negative affectivity. In study 2 we found that financial strain was a long-term problem arising from job loss due to COVID-19 and that employees who lost their jobs drew on a wide range of contextual and personal resources to mitigate the impacts of financial strain on long-term subjective well-being. We discuss the implications for HRM theory and practice.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12384","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46533729","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

Situating the debates on technologies and work in the Asia Pacific 将有关技术和工作的辩论置于亚太地区

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-07-01 DOI: 10.1111/1744-7941.12386

Mingwei Liu, Hao Zhang, R. Lansbury

引用次数: 0

Analyzing the impact of artificial intelligence on employee productivity: the mediating effect of knowledge sharing and well-being 分析人工智能对员工生产力的影响：知识共享和幸福感的中介效应

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-06-29 DOI: 10.1111/1744-7941.12385

Fatima Shaikh, Gul Afshan, Rana Salman Anwar, Zuhair Abbas, Khalil Ahmed Chana

{"title":"Analyzing the impact of artificial intelligence on employee productivity: the mediating effect of knowledge sharing and well-being","authors":"Fatima Shaikh, Gul Afshan, Rana Salman Anwar, Zuhair Abbas, Khalil Ahmed Chana","doi":"10.1111/1744-7941.12385","DOIUrl":"10.1111/1744-7941.12385","url":null,"abstract":"Following social cognitive theory, the current study investigated the impact of artificial intelligence (AI) on employees' productivity in the healthcare sector. AI significantly facilitates the management of hospitals to vigilantly assess employees’ productivity and accurately analyze employees' characteristics, such as attitude, emotion and behavior. With the underlying mechanism of employee mental health and well-being, and knowledge sharing, the study has considered beneficial and harmful perspectives of AI in the workplace. The study also hypothesizes the important moderating role of technological leadership. The data was collected from 184 doctors in Pakistan's major hospitals. Partial least squares (PLS) results support a direct relationship between AI and employee productivity. The findings also supported the underlying mechanism of knowledge sharing and mental health and well-being in the relationship between AI and employee productivity. However, the technological leadership moderating effect was found to be insignificant. It opens an important avenue for this further research and future directions.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 4","pages":"794-820"},"PeriodicalIF":3.2,"publicationDate":"2023-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47008349","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

Expenditures on human resource development and firm financial performance: from the resource orchestration perspective 人力资源开发支出与企业财务绩效:基于资源协调的视角

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-06-12 DOI: 10.1111/1744-7941.12383

Kwang-Ho Kim

引用次数: 0

How does supervisor developmental feedback make employees sense the meaning of work? 主管的发展反馈如何让员工感受到工作的意义？

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-06-02 DOI: 10.1111/1744-7941.12376

Yuqi Zhang, Chunping Tan, Na Wang

{"title":"How does supervisor developmental feedback make employees sense the meaning of work?","authors":"Yuqi Zhang, Chunping Tan, Na Wang","doi":"10.1111/1744-7941.12376","DOIUrl":"10.1111/1744-7941.12376","url":null,"abstract":"This article used 677 questionnaires obtained by stratified sampling as a sample and used the hierarchical regression analysis method and the bootstrap method to analyze the data. Based on Self-Determination Theory, this article integrated the Leader-Member Exchange (LMX) situation to explore the mechanism of supervisor developmental feedback on employees' work meaningfulness. The results showed that supervisor developmental feedback aroused employees' work meaningfulness by meeting the autonomy need and relatedness need. Although competence need satisfaction could not enhance employees' work meaningfulness, its development could satisfy the relatedness need and autonomy need and thus boost work meaningfulness. High-quality LMX enhanced the impact of supervisor developmental feedback on relatedness need satisfaction. This article explored the antecedents of employees' work meaningfulness from the perspectives of supervisor behavior and supervisor-subordinate interaction. Our study completely presents the internal mechanism of employees' work meaningfulness from the psychological level, expands on existing research and provides practical guiding value for organizations to activate employees' work meaningfulness.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47735725","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

Alan Nankervis, Julia Connell, JuliAlana Montague and John Burgess (2021) The Fourth Industrial Revolution: what does it mean for Australian industry? Springer, pp. 239. AlanNankervis, JuliaConnell, JuliAlanaMontague和JohnBurgess(2021)第四次工业革命:对澳大利亚工业意味着什么?b施普林格，第239页。

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-05-24 DOI: 10.1111/1744-7941.12378

Peter Holland

引用次数: 0

The complexities of employee voice within a multiculturally diverse aged care workforce setting 在多元文化的老年护理工作环境中，员工声音的复杂性

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-05-24 DOI: 10.1111/1744-7941.12375

Adrian Wilkinson, Susan Ressia, Paula K Mowbray

{"title":"The complexities of employee voice within a multiculturally diverse aged care workforce setting","authors":"Adrian Wilkinson, Susan Ressia, Paula K Mowbray","doi":"10.1111/1744-7941.12375","DOIUrl":"10.1111/1744-7941.12375","url":null,"abstract":"The study of employee voice has primarily focused on mainstream settings (the public sector, manufacturing and larger organisations) within Western countries, where the design of employee voice mechanisms occurs within the context of standard employees (e.g. white, Anglo-Saxon and heterosexual persons) (Greene 2015, Finding a Voice at Work? New Perspectives on Employee Relations, 67–91). This article explores the challenges of managing voice within a residential aged care setting in Australia and seeks to understand how a multiculturally diverse workforce, characterised by culturally and linguistically diverse (CALD) individuals, interprets a range of voice mechanisms provided by management and the factors that influence their use. We present qualitative data from 21 semi-structured interviews conducted with employees, management and key support staff. We show that managers tend to emphasise downward communication more than voice and that all workers, regardless of their cultural background, perceived barriers to speaking up. Despite general support for voice within the organisation from all stakeholders, our research shows that organisational factors such as budgetary constraints shrunk the voice agenda and created a culture in which employees feared raising issues and concerns. Furthermore, we found that cultural, language and literacy issues associated with such a workforce added a degree of complexity to employee voice and that voice could be muted due to these factors. Our research provides an opportunity to rethink the voice literature by drawing on the diversity literature in the context of multiculturally diverse workforce settings, highlighting missed opportunities for inclusive voice practices.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 3","pages":"511-534"},"PeriodicalIF":3.2,"publicationDate":"2023-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12375","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48511717","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

Factors and key interactions influencing successful employment outcomes for people with disabilities 影响残疾人成功就业结果的因素和关键互动

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-05-24 DOI: 10.1111/1744-7941.12377

Paul Ikutegbe, Melanie Randle, Lynnaire Sheridan, Robert Gordon, Sara Dolnicar

{"title":"Factors and key interactions influencing successful employment outcomes for people with disabilities","authors":"Paul Ikutegbe, Melanie Randle, Lynnaire Sheridan, Robert Gordon, Sara Dolnicar","doi":"10.1111/1744-7941.12377","DOIUrl":"10.1111/1744-7941.12377","url":null,"abstract":"Responding to the UN Convention on the Rights of People with Disabilities, many countries are trying to improve economic and social participation for people with disabilities. Yet, workforce participation remains substantially lower for people with disabilities than for people without disabilities. Building on a recently developed model of factors that influence mainstream employment outcomes for people with disabilities, this study utilises the social model of disability to examine the perceived relative importance of each factor and the interactions between them. We conducted 47 semi-structured interviews with people with disabilities, employers and disability employment services providers to identify eight factors that were most important in achieving successful employment outcomes: nature of the disability, disability disclosure, personal motivation, employer attitudes, job characteristics, corporate culture and climate, government support and societal attitudes. Eight interactions between the factors were also identified. Findings provide insights that can guide the implementation of structural changes to ensure better employment outcomes for people with disabilities.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"62 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12377","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43499444","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

Improving employee outcomes in the remote working context: a time-lagged study on digital-oriented training, work-to-family conflict and empowering leadership 改善远程工作环境下的员工成果:一项关于数字化培训、工作与家庭冲突和授权领导的时间滞后研究

IF 3.2 3区管理学

Asia Pacific Journal of Human Resources Pub Date : 2023-05-02 DOI: 10.1111/1744-7941.12374

Nhat Tan Pham, Tran Hoang Tuan, Vo Thi Ngoc Thuy, Hung Trong Hoang, Giang Hoang

{"title":"Improving employee outcomes in the remote working context: a time-lagged study on digital-oriented training, work-to-family conflict and empowering leadership","authors":"Nhat Tan Pham, Tran Hoang Tuan, Vo Thi Ngoc Thuy, Hung Trong Hoang, Giang Hoang","doi":"10.1111/1744-7941.12374","DOIUrl":"10.1111/1744-7941.12374","url":null,"abstract":"Drawing on social exchange theory, this study develops a research framework that highlights the moderating role of empowering leadership and the link between digital-oriented training programs and employee outcomes in the context of remote work. We conducted a study utilizing the time-lagged research design. Data were collected from 259 supervisor–employee dyads working in companies located in different regions in Vietnam. The results demonstrate that a training program for digital skills enhances employees' perceived organizational support, which, in turn, reduces work-to-family conflict. By exploring the moderating role of empowering leadership, this study supports the moderation and moderated mediation models. Particularly, both direct and indirect influences are stronger when empowering leadership is high, and weaker if empowering leadership is low. Additionally, we highlight the impact of easing work-to-family conflicts on employee job satisfaction and performance in a new context: remote working. Finally, we discuss managerial and theoretical contributions and limitations.","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":"61 4","pages":"1008-1038"},"PeriodicalIF":3.2,"publicationDate":"2023-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41439568","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