Positive psychology and human resource management: Building an HR architecture to support human flourishing

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2022-09-01 DOI:10.1016/j.hrmr.2022.100911

Jamie A. Gruman , Marie-Hélène Budworth

引用次数: 11

Abstract

The purpose of this special issue is to review the current state of positive psychology in human resource management (HRM) and encourage future research. This lead article provides a framework to guide and stimulate scholarship that builds on the existing literature by identifying gaps in our knowledge as well as opportunities for advancement of the field. The model developed herein offers an expanded view of positive human resource management through the exploration of the links between the individual, the group, and the organization. The articles that follow offer unique insights into applications of positive psychology within the study and practice of HRM, providing specific examples of how scholarship in this area may continue to develop.

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积极心理学与人力资源管理:构建支持人类繁荣的人力资源架构

本期特刊的目的是回顾积极心理学在人力资源管理(HRM)中的现状，并鼓励未来的研究。这篇主要文章提供了一个框架，通过识别我们的知识差距以及该领域的发展机会，来指导和激励建立在现有文献基础上的学术研究。本文开发的模型通过探索个人、团体和组织之间的联系，提供了积极人力资源管理的扩展视图。接下来的文章对积极心理学在人力资源管理研究和实践中的应用提供了独特的见解，并提供了该领域学术如何继续发展的具体例子。

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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.