将旁观者干预与工作场所包容相结合:范围界定审查

IF 8.2 1区 管理学 Q1 MANAGEMENT
Laura Jennings, Kun Zhao, Nicholas Faulkner, Liam Smith
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引用次数: 0

摘要

旁观者干预作为改善工作场所包容性的一种有前途的途径,最近引起了人们的关注。然而,尽管在人力资源管理方面投入了大量资金,对工作场所旁观者干预的研究兴趣也日益浓厚,但一直没有证据综合证明旁观者行动与对当事人造成的后果之间的联系。这篇跨学科范围综述(85 篇文章)针对这一空白,对工作场所中旁观者针对不同问题事件所采取的行动类型进行了综述和分类,强调了这些行动对目标、肇事者和旁观者造成的后果,并说明了现有文献的理论基础。研究结果表明,旁观者行动的后果,尤其是与包容有关的后果,并没有得到广泛的衡量或理解。目标的积极后果显而易见,但旁观者的积极后果却鲜有描述,而施暴者的后果仍不得而知。我们为今后的研究提出了建议,以促进对旁观者干预与工作场所包容性之间关系的理解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Mapping bystander intervention to workplace inclusion: A scoping review

Bystander intervention has attracted recent attention as a promising avenue to improve workplace inclusion. However, despite substantial human resource management investment and increasing research interest in workplace bystander intervention, there has been no evidence synthesising the link between bystander action and consequences for the parties involved. This interdisciplinary scoping review (85 articles) addresses this gap by reviewing and categorising types of bystander actions in the workplace in response to different problematic incidents, highlighting the consequences of those actions for targets, perpetrators and bystanders, and illustrating the theoretical underpinning of extant literature. The findings indicate that consequences of bystander actions, particularly those related to inclusion, are not widely measured or understood. Positive consequences for targets are evident, however few positive consequences are described for bystanders and outcomes for perpetrators remain unknown. We offer suggestions for future research to advance understanding of the relationship between bystander intervention and workplace inclusion.

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来源期刊
CiteScore
20.20
自引率
7.00%
发文量
0
审稿时长
48 days
期刊介绍: The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.
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