“休闲”:追求严肃休闲对领导者绩效的影响

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-06-01 DOI:10.1016/j.hrmr.2022.100950

Emilia Bunea , Ronit Kark , Michelle Hammond

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引用次数: 0

摘要

越来越多的担任领导职务的个人有严肃的休闲兴趣。我们开发了一个理论模型，说明追求严肃的休闲如何影响领导者的工作表现。我们提出，严肃的休闲兴趣，通过其定义特征(努力掌握一项技能，逆境中坚持不懈，特殊的精神气质，强烈的身份认同，休闲职业)，既可以促进也可以损害领导者的工作表现，我们研究了这种情况发生的条件。我们的理论对领导绩效的非工作前因研究、领导认同建构文献、工作-非工作界面理论和严肃休闲文献都有贡献。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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“Leisureship”: Impact of pursuing serious leisure on leaders' performance

An increasing number of individuals in leadership roles have a serious leisure interest. We develop a theoretical model of how pursuing serious leisure impacts leaders' performance at work. We propose that a serious leisure interest, through its defining characteristics (effort in mastering a skill, perseverance through adversity, a special ethos, a strong identity, a leisure career), can both promote and harm leaders' performance at work and we examine the conditions under which this can happen. Our theory contributes to research on non-work antecedents of leader performance, to the leader identity construction literature, to theories on the work-nonwork interface and to the serious leisure literature.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

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.