Pub Date : 2021-12-10DOI: 10.4324/9780429441462-10
I. Tarique, D. Briscoe, R. Schuler
{"title":"International employee relations","authors":"I. Tarique, D. Briscoe, R. Schuler","doi":"10.4324/9780429441462-10","DOIUrl":"https://doi.org/10.4324/9780429441462-10","url":null,"abstract":"","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"23 1","pages":""},"PeriodicalIF":5.6,"publicationDate":"2021-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89556983","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-10DOI: 10.4324/9780429441462-16
I. Tarique, D. Briscoe, R. Schuler
{"title":"International employee performance management","authors":"I. Tarique, D. Briscoe, R. Schuler","doi":"10.4324/9780429441462-16","DOIUrl":"https://doi.org/10.4324/9780429441462-16","url":null,"abstract":"","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"87 1","pages":""},"PeriodicalIF":5.6,"publicationDate":"2021-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83789496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-10DOI: 10.4324/9780429441462-20
I. Tarique, D. Briscoe, R. Schuler
{"title":"The IHRM department, global workforce analytics, professionalism, and future trends","authors":"I. Tarique, D. Briscoe, R. Schuler","doi":"10.4324/9780429441462-20","DOIUrl":"https://doi.org/10.4324/9780429441462-20","url":null,"abstract":"","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"52 1","pages":""},"PeriodicalIF":5.6,"publicationDate":"2021-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84011965","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-19DOI: 10.1080/09585192.2015.1137619
Y. Xing, Yipeng Liu, S. Tarba, G. Wood
AbstractGuanxi is a key construct in Chinese management and organization scholarship, and has been widely treated as a relational concept. However, it is necessary to gain a nuanced and contextualized understanding of Guanxi to examine its cultural antecedents by resorting to traditional Chinese cultures. We draw upon the emerging literature on ambidexterity and HRM to examine Guanxi in the context of superior–subordinate relationship and conceptualize ambidextrous Guanxi as possessing two orientations: relational and merit-based. To investigate ambidextrous Guanxi in the context of superior–subordinate relationship, we perform in-depth, qualitative narrative interviews with managers in Chinese state-owned enterprises. Our results reveal three dimensions: loyalty, dependence upon supervisor and work priority by which ambidextrous Guanxi enables, facilitates and accommodates the tension between individual career advancement and commitment to the organization. From a cultural inquiry perspective, we argue t...
{"title":"A cultural inquiry into ambidexterity in supervisor–subordinate relationship","authors":"Y. Xing, Yipeng Liu, S. Tarba, G. Wood","doi":"10.1080/09585192.2015.1137619","DOIUrl":"https://doi.org/10.1080/09585192.2015.1137619","url":null,"abstract":"AbstractGuanxi is a key construct in Chinese management and organization scholarship, and has been widely treated as a relational concept. However, it is necessary to gain a nuanced and contextualized understanding of Guanxi to examine its cultural antecedents by resorting to traditional Chinese cultures. We draw upon the emerging literature on ambidexterity and HRM to examine Guanxi in the context of superior–subordinate relationship and conceptualize ambidextrous Guanxi as possessing two orientations: relational and merit-based. To investigate ambidextrous Guanxi in the context of superior–subordinate relationship, we perform in-depth, qualitative narrative interviews with managers in Chinese state-owned enterprises. Our results reveal three dimensions: loyalty, dependence upon supervisor and work priority by which ambidextrous Guanxi enables, facilitates and accommodates the tension between individual career advancement and commitment to the organization. From a cultural inquiry perspective, we argue t...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"40 1","pages":"1-29"},"PeriodicalIF":5.6,"publicationDate":"2020-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73440269","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-19DOI: 10.1080/09585192.2016.1233446
P. Dibben, J. Meira, Caroline Linhares, Richard Bruce, G. Wood
AbstractIndustrial districts in the Brazilian automotive industry have facilitated just-in-time production, functional flexibility and compatibility of HR practices since the 1980s. However, this model has been threatened by global over-capacity and the rise of low-cost suppliers in South Korea and China. This paper develops literature on proximity dynamics though exploring the influence of global supply chains on HRM in industrial districts. The more specific research questions are: How viable are industrial districts in the context of global crises? And how is this viability bound up with the awareness of HR practices down the supply chain? The findings indicate that the industrial districts model is under threat. In the context of global supply chains, automotive majors have shifted costs onto their suppliers, disrupting established relationships, and moreover, they often lack knowledge of the employment practices of distant suppliers. Yet, in times of political and economic uncertainty, worker rights ...
{"title":"Vanishing value chains, industrial districts and HRM in the Brazilian automotive industry","authors":"P. Dibben, J. Meira, Caroline Linhares, Richard Bruce, G. Wood","doi":"10.1080/09585192.2016.1233446","DOIUrl":"https://doi.org/10.1080/09585192.2016.1233446","url":null,"abstract":"AbstractIndustrial districts in the Brazilian automotive industry have facilitated just-in-time production, functional flexibility and compatibility of HR practices since the 1980s. However, this model has been threatened by global over-capacity and the rise of low-cost suppliers in South Korea and China. This paper develops literature on proximity dynamics though exploring the influence of global supply chains on HRM in industrial districts. The more specific research questions are: How viable are industrial districts in the context of global crises? And how is this viability bound up with the awareness of HR practices down the supply chain? The findings indicate that the industrial districts model is under threat. In the context of global supply chains, automotive majors have shifted costs onto their suppliers, disrupting established relationships, and moreover, they often lack knowledge of the employment practices of distant suppliers. Yet, in times of political and economic uncertainty, worker rights ...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"137 1","pages":"254-271"},"PeriodicalIF":5.6,"publicationDate":"2020-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86283385","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-19DOI: 10.1080/09585192.2016.1216882
Rekha Rao‐Nicholson, Zaheer Khan, Pervaiz Akhtar, S. Tarba
AbstractThis paper investigates the effect of human resource practices on organizational ambidexterity in cross-border mergers and acquisitions. Previous research suggests that human resource practices play an important role in improving organizational performance, but that there may be contingency factors that interact with human resource practices, leading to different performance outcomes. We focus on one such potential contingency factor: distributed leadership as a key moderator that interacts with human resource practices, leading to organizational ambidexterity in cross-border mergers and acquisitions. We examine 84 deals of emerging economies cross-border mergers and acquisitions. We found that human resource practices positively influence the acquired firms’ ambidexterity, but when we take into account the contingent role of distributed leadership, the effect of human resource practices becomes much stronger, indicating the importance of distributed leadership as a key variable that can explain v...
{"title":"The contingent role of distributed leadership in the relationship between HR practices and organizational ambidexterity in the cross-border M&As of emerging market multinationals","authors":"Rekha Rao‐Nicholson, Zaheer Khan, Pervaiz Akhtar, S. Tarba","doi":"10.1080/09585192.2016.1216882","DOIUrl":"https://doi.org/10.1080/09585192.2016.1216882","url":null,"abstract":"AbstractThis paper investigates the effect of human resource practices on organizational ambidexterity in cross-border mergers and acquisitions. Previous research suggests that human resource practices play an important role in improving organizational performance, but that there may be contingency factors that interact with human resource practices, leading to different performance outcomes. We focus on one such potential contingency factor: distributed leadership as a key moderator that interacts with human resource practices, leading to organizational ambidexterity in cross-border mergers and acquisitions. We examine 84 deals of emerging economies cross-border mergers and acquisitions. We found that human resource practices positively influence the acquired firms’ ambidexterity, but when we take into account the contingent role of distributed leadership, the effect of human resource practices becomes much stronger, indicating the importance of distributed leadership as a key variable that can explain v...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"16 1","pages":"232-253"},"PeriodicalIF":5.6,"publicationDate":"2020-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76691718","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-19DOI: 10.1080/09585192.2016.1255904
Khaldoun I. Ababneh
Using data from 249 faculty members working at 26 different universities in the UAE, this paper examines the effects of met expectations, trust, job satisfaction, organizational commitment, and ava...
{"title":"Effects of met expectations, trust, job satisfaction, and commitment on faculty turnover intentions in the United Arab Emirates (UAE)","authors":"Khaldoun I. Ababneh","doi":"10.1080/09585192.2016.1255904","DOIUrl":"https://doi.org/10.1080/09585192.2016.1255904","url":null,"abstract":"Using data from 249 faculty members working at 26 different universities in the UAE, this paper examines the effects of met expectations, trust, job satisfaction, organizational commitment, and ava...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"59 1","pages":"303-334"},"PeriodicalIF":5.6,"publicationDate":"2020-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90996234","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-19DOI: 10.1080/09585192.2016.1239122
Francesco Campanella, M. Giudice, A. Thrassou, D. Vrontis
AbstractThe aim of the research is to identify the relationship between organizational ambidexterity (OA) and firm performance, based on a large-scale empirical study incorporating 3883 commercial and investment banks across 28 European countries. In parallel, it seeks to investigate and comprehend the potential effects of exploration and exploitation on performance. Through the classification analysis method, it is found that banks with high return on equity are typified by the OA transformative determinants of having high structuring, high levels of research and development expenses and being highly procedural. The research further combines the primary research findings with meta-synthetic theoretical research and experts’ interviews to compile, reconcile and integrate existing notions into a comprehensive strategic internal management framework for ambidextrous organizations. The value and originality of the work stem from its specific contributions to OA knowledge and the fact that it is based on a co...
{"title":"Ambidextrous organizations in the banking sector: an empirical verification of banks’ performance and conceptual development","authors":"Francesco Campanella, M. Giudice, A. Thrassou, D. Vrontis","doi":"10.1080/09585192.2016.1239122","DOIUrl":"https://doi.org/10.1080/09585192.2016.1239122","url":null,"abstract":"AbstractThe aim of the research is to identify the relationship between organizational ambidexterity (OA) and firm performance, based on a large-scale empirical study incorporating 3883 commercial and investment banks across 28 European countries. In parallel, it seeks to investigate and comprehend the potential effects of exploration and exploitation on performance. Through the classification analysis method, it is found that banks with high return on equity are typified by the OA transformative determinants of having high structuring, high levels of research and development expenses and being highly procedural. The research further combines the primary research findings with meta-synthetic theoretical research and experts’ interviews to compile, reconcile and integrate existing notions into a comprehensive strategic internal management framework for ambidextrous organizations. The value and originality of the work stem from its specific contributions to OA knowledge and the fact that it is based on a co...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"14 1","pages":"1-31"},"PeriodicalIF":5.6,"publicationDate":"2020-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81899262","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1080/09585192.2017.1407088
E. Knies, Paul Boselie, J. Gould-Williams, W. Vandenabeele
Since the 1990s, there have been hundreds of conceptual and empirical articles investigating the relationship between Strategic Human Resource Management (SHRM) and performance. To this end, schola...
{"title":"Strategic human resource management and public sector performance: context matters","authors":"E. Knies, Paul Boselie, J. Gould-Williams, W. Vandenabeele","doi":"10.1080/09585192.2017.1407088","DOIUrl":"https://doi.org/10.1080/09585192.2017.1407088","url":null,"abstract":"Since the 1990s, there have been hundreds of conceptual and empirical articles investigating the relationship between Strategic Human Resource Management (SHRM) and performance. To this end, schola...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"21 1","pages":"1-13"},"PeriodicalIF":5.6,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73616087","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-02-13DOI: 10.1080/09585192.2016.1275292
Eva Gallardo-Gallardo, M. Thunnissen, H. Scullion
Nowadays, there is little doubt that Talent Management (TM) is a hot topic not only for practitioners but also for scholars. According to Collings, Scullion, and Vaiman (2015), it is one of the fas...
{"title":"Special issue of International Journal of Human Resource Management. A contextualized approach to Talent Management : Advancing the field","authors":"Eva Gallardo-Gallardo, M. Thunnissen, H. Scullion","doi":"10.1080/09585192.2016.1275292","DOIUrl":"https://doi.org/10.1080/09585192.2016.1275292","url":null,"abstract":"Nowadays, there is little doubt that Talent Management (TM) is a hot topic not only for practitioners but also for scholars. According to Collings, Scullion, and Vaiman (2015), it is one of the fas...","PeriodicalId":14185,"journal":{"name":"International Journal of Human Resource Management","volume":"107 1","pages":"1-4"},"PeriodicalIF":5.6,"publicationDate":"2017-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86252183","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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