International Journal of Human Resource Management最新文献

As chronic illnesses affect more employees, organizations must understand how to support these workers to retain their value and promote well-being. This study draws on the job demands-resources model and conservation of resources theory to examine how ability and motivation shape the engagement of chronically ill employees (CIEs) in response to HR practices that help them recover functioning after a loss (i.e. utilization practices). It also investigates whether perceived illness discrimination moderates this relationship across CIEs subgroups. Survey data from 663 CIEs in an Italian company were analysed using latent profile analysis, identifying three groups: 'thriving employees' (high ability/motivation), 'steady contributors' (moderate ability/motivation), and 'struggling workers' (low ability/motivation). Multi-group SEM showed that utilization practices increased engagement for thriving employees and steady contributors, but not among struggling workers. Perceived illness discrimination weakened this positive effect for steady contributors and struggling workers. By adopting a person-centred approach, the study reveals patterns that would not emerge from traditional variable-based analyses, offering practical guidance for organizations aiming to build more inclusive workplaces.

The experiences of non-binary people remain underexplored in HRM research. With limited knowledge and evidence, putting in place diversity management policies and practices is challenging. This article advances understandings of the experiences of non-binary people at work by providing empirical evidence from a survey conducted in 15 countries across Europe with nearly 18,000 staff at universities and research organisations, including 173 who identified as non-binary. Results suggest that non-binary people are more likely than other gender identity groups to feel socially excluded and unsafe at work, as well as more likely to be subjected to psychological violence and sexual harassment. The analysis shows that experiences of gender-based violence mediate the relationship between being non-binary and feeling socially excluded, unsafe or unwell at work. By integrating minority stress theory into the study of workplace inequalities, this research deepens the understanding of how systemic stigmatisation operates within gendered and binarist organisations. These findings emphasise the need to integrate considerations of gender-based violence into diversity management interventions and disrupt binary gender norms to ensure inclusion and safety at work. By advancing diversity, equality, and inclusion scholarship, this article provides actionable insights for HRM practitioners to address the unique challenges faced by non-binary employees.

Psychological contract theory has largely neglected the role of previous experience. In this study, we examine how previous work experience influences outcomes of communication with organizational insiders during organizational socialization among healthcare staff. We develop a model based on signalling theory, within which information acquisition during socialization is associated with psychological contract fulfilment, which is in turn is related to better health, happiness, and social relationships. Moderated mediation analysis based on data collected at entry and three months later confirms indirect effects between three types of information acquisition and three employee outcomes via the mediating role of psychological contract fulfilment. Importantly, these indirect effects are present only for inexperienced newcomers. Our findings build on signalling theory and add to knowledge about how the psychological contract forms during early socialization. They also suggest that organizations should pay particular attention to inducting inexperienced newcomers.