The delivery of bad news: An integrative review and path forward

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2023-09-01 DOI:10.1016/j.hrmr.2023.100971

Claudia C. Kitz , Laurie J. Barclay , Heiko Breitsohl

引用次数: 1

Abstract

Managing the delivery of bad news is a crucial component of effective human resource management. However, the diversity of contexts in which this phenomenon has been studied has made it difficult to develop a consolidated theoretical and practical understanding of bad news delivery. Using an interdisciplinary integrative review (N = 685), we critically analyze how bad news delivery has been conceptualized as well as what interdisciplinary theoretical insights and practical guidance can be offered. Beyond identifying key challenges in the extant literature, we also provide a path forward by showcasing key opportunities, including how conceptualizing bad news delivery as a dialectic process that unfolds over time can further enhance theoretical insights and practical guidance for effectively managing bad news delivery in the workplace.

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坏消息的传递:综合审查和前进道路

管理坏消息的传递是有效人力资源管理的关键组成部分。然而，研究这一现象的背景的多样性使得很难对坏消息传递形成统一的理论和实践理解。采用跨学科综合评价(N = 685)，我们批判性地分析了坏消息传递是如何概念化的，以及可以提供哪些跨学科的理论见解和实践指导。除了识别现有文献中的关键挑战之外，我们还通过展示关键机会提供了前进的道路，包括如何将坏消息传递概念化为一个随着时间的推移而展开的辩证过程，从而进一步增强有效管理工作场所坏消息传递的理论见解和实践指导。

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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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.