Pub Date : 2023-08-22DOI: 10.1080/09585192.2022.2078992
W. Huo, Jingya Gong, Lu Xing, K. Tam, Hejing Kuai
Abstract During the COVID-19 crisis, telecommuting has gradually attracted the public’s attention. Past studies on the subject have produced inconsistent findings, suggesting that telecommuting can lead to simultaneous benefits and drawbacks. To discuss the deeper reasons for this finding, we divided telecommuting into two types—voluntary and involuntary telecommuting. Based on the job demands-resources model, we explored the impact of voluntary-involuntary telecommuting on employee innovative behaviour through co-worker emotional support, and we examined the cross-level moderating effect of organisational identification. Using the daily diary method, we collected 455 valid observations from 65 employees for eight consecutive days. The results show that compared with involuntary telecommuting, voluntary telecommuting leads to more co-worker emotional support, in a mediating role, and employee innovative behaviour. Furthermore, a high level of organisational identification enlarges the difference in co-worker emotional support for employees voluntarily or involuntarily telecommuting. Our results uncover those differences and fill the research gap on telecommuter motivation.
{"title":"Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study","authors":"W. Huo, Jingya Gong, Lu Xing, K. Tam, Hejing Kuai","doi":"10.1080/09585192.2022.2078992","DOIUrl":"https://doi.org/10.1080/09585192.2022.2078992","url":null,"abstract":"Abstract During the COVID-19 crisis, telecommuting has gradually attracted the public’s attention. Past studies on the subject have produced inconsistent findings, suggesting that telecommuting can lead to simultaneous benefits and drawbacks. To discuss the deeper reasons for this finding, we divided telecommuting into two types—voluntary and involuntary telecommuting. Based on the job demands-resources model, we explored the impact of voluntary-involuntary telecommuting on employee innovative behaviour through co-worker emotional support, and we examined the cross-level moderating effect of organisational identification. Using the daily diary method, we collected 455 valid observations from 65 employees for eight consecutive days. The results show that compared with involuntary telecommuting, voluntary telecommuting leads to more co-worker emotional support, in a mediating role, and employee innovative behaviour. Furthermore, a high level of organisational identification enlarges the difference in co-worker emotional support for employees voluntarily or involuntarily telecommuting. Our results uncover those differences and fill the research gap on telecommuter motivation.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84449737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-15DOI: 10.1080/09585192.2023.2241821
Majid Khan, Muhammad Usman, Imran Shafique, Chidiebere Ogbonnaya, Hamid Roodbari
{"title":"Can HR managers as ethical leaders cure the menace of precarious work? Important roles of sustainable HRM and HR manager political skill","authors":"Majid Khan, Muhammad Usman, Imran Shafique, Chidiebere Ogbonnaya, Hamid Roodbari","doi":"10.1080/09585192.2023.2241821","DOIUrl":"https://doi.org/10.1080/09585192.2023.2241821","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77019630","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-10DOI: 10.1080/09585192.2023.2243805
Erik Mygind du Plessis, S. Just
{"title":"Professional resonance: role conflict, identity work, and well-being in Danish retail banking","authors":"Erik Mygind du Plessis, S. Just","doi":"10.1080/09585192.2023.2243805","DOIUrl":"https://doi.org/10.1080/09585192.2023.2243805","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81304264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-08DOI: 10.1080/09585192.2023.2237878
A. Malik, P. Sinha, P. Budhwar, V. Pereira
Abstract This paper develops a conceptual framework of language strategies in the cross-border post-merger and acquisition (M&A) context as firms seek legitimacy for integration from their internal stakeholders. We contribute by developing a framework for advancing the debate that cross-border bidder firms employ rationalistic and nationalistic rationales to legitimise their M&A choices, including the role of language, which is an embodiment of culture to help create synergies in a post-merger integration (PMI) context. Based on our review of social identity, legitimacy, and strategic integration literature, our conceptual model outlines language strategies to achieve the twin goals of PMI and legitimising their choices. We offer a critical review of the approaches used in cross-border PMI and integrate the role of language in gaining legitimacy for the internal stakeholders, such as its impact on employees and managers. From an international human resource management perspective, we highlight the importance of language strategies for each of the four integration scenarios for the bidder and target firm employees and managers, primarily when neither the target nor the bidder firm uses English as their native language. Finally, we develop propositions to advance future research in this area. The role of international language training and other approaches is also highlighted.
{"title":"Managing legitimacy in a cross-border post-merger integration context: the role of language strategies","authors":"A. Malik, P. Sinha, P. Budhwar, V. Pereira","doi":"10.1080/09585192.2023.2237878","DOIUrl":"https://doi.org/10.1080/09585192.2023.2237878","url":null,"abstract":"Abstract This paper develops a conceptual framework of language strategies in the cross-border post-merger and acquisition (M&A) context as firms seek legitimacy for integration from their internal stakeholders. We contribute by developing a framework for advancing the debate that cross-border bidder firms employ rationalistic and nationalistic rationales to legitimise their M&A choices, including the role of language, which is an embodiment of culture to help create synergies in a post-merger integration (PMI) context. Based on our review of social identity, legitimacy, and strategic integration literature, our conceptual model outlines language strategies to achieve the twin goals of PMI and legitimising their choices. We offer a critical review of the approaches used in cross-border PMI and integrate the role of language in gaining legitimacy for the internal stakeholders, such as its impact on employees and managers. From an international human resource management perspective, we highlight the importance of language strategies for each of the four integration scenarios for the bidder and target firm employees and managers, primarily when neither the target nor the bidder firm uses English as their native language. Finally, we develop propositions to advance future research in this area. The role of international language training and other approaches is also highlighted.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89503459","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-06DOI: 10.1080/09585192.2022.2066981
Soumyadeb Chowdhury, Sian Joel-Edgar, P. Dey, S. Bhattacharya, Alexander Kharlamov
Abstract Employee turnover (ET) is a major issue faced by firms in all business sectors. Artificial intelligence (AI) machine learning (ML) prediction models can help to classify the likelihood of employees voluntarily departing from employment using historical employee datasets. However, output responses generated by these AI-based ML models lack transparency and interpretability, making it difficult for HR managers to understand the rationale behind the AI predictions. If managers do not understand how and why responses are generated by AI models based on the input datasets, it is unlikely to augment data-driven decision-making and bring value to the organisations. The main purpose of this article is to demonstrate the capability of Local Interpretable Model-Agnostic Explanations (LIME) technique to intuitively explain the ET predictions generated by AI-based ML models for a given employee dataset to HR managers. From a theoretical perspective, we contribute to the International Human Resource Management literature by presenting a conceptual review of AI algorithmic transparency and then discussing its significance to sustain competitive advantage by using the principles of resource-based view theory. We also offer a transparent AI implementation framework using LIME which will provide a useful guide for HR managers to increase the explainability of the AI-based ML models, and therefore mitigate trust issues in data-driven decision-making.
{"title":"Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover","authors":"Soumyadeb Chowdhury, Sian Joel-Edgar, P. Dey, S. Bhattacharya, Alexander Kharlamov","doi":"10.1080/09585192.2022.2066981","DOIUrl":"https://doi.org/10.1080/09585192.2022.2066981","url":null,"abstract":"Abstract Employee turnover (ET) is a major issue faced by firms in all business sectors. Artificial intelligence (AI) machine learning (ML) prediction models can help to classify the likelihood of employees voluntarily departing from employment using historical employee datasets. However, output responses generated by these AI-based ML models lack transparency and interpretability, making it difficult for HR managers to understand the rationale behind the AI predictions. If managers do not understand how and why responses are generated by AI models based on the input datasets, it is unlikely to augment data-driven decision-making and bring value to the organisations. The main purpose of this article is to demonstrate the capability of Local Interpretable Model-Agnostic Explanations (LIME) technique to intuitively explain the ET predictions generated by AI-based ML models for a given employee dataset to HR managers. From a theoretical perspective, we contribute to the International Human Resource Management literature by presenting a conceptual review of AI algorithmic transparency and then discussing its significance to sustain competitive advantage by using the principles of resource-based view theory. We also offer a transparent AI implementation framework using LIME which will provide a useful guide for HR managers to increase the explainability of the AI-based ML models, and therefore mitigate trust issues in data-driven decision-making.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82298901","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-06DOI: 10.1080/09585192.2023.2243209
T. Adisa, Dennis Nickson, Chidiebere Ogbonnaya, C. Mordi
Research on body art as a component of aesthetic labour has predominantly focused on individuals with tattoos in the global north, but little is known about tribal marks as a key element of aesthetic labour that leads to discriminatory or prejudicial attitudes in the workplace. Tribal marks are facial inscriptions that symbolize clan, family, and ethnic affiliation, and serve to distinguish one sociocultural group from another. In this article, we examine the lived experiences of people with tribal marks in Nigeria by developing a theoretical framework based on literatures on aesthetic labour, social stigmatisation, and discrimination. Drawing on the accounts of 42 individuals with tribal marks, we demonstrate how aestheticized work environments, biased assumptions, and negative perceptions about individuals with tribal marks can lead to discriminatory or prejudicial behaviours at work. We further discuss the psychosocial consequences and explain why tribal marks are now perceived to be outdated and damaging to those individuals who have them. We offer a novel perspective on the existing knowledge about aesthetic labour and broaden our understanding of another form of ‘lookism’ in a non-Western context.
{"title":"Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria","authors":"T. Adisa, Dennis Nickson, Chidiebere Ogbonnaya, C. Mordi","doi":"10.1080/09585192.2023.2243209","DOIUrl":"https://doi.org/10.1080/09585192.2023.2243209","url":null,"abstract":"Research on body art as a component of aesthetic labour has predominantly focused on individuals with tattoos in the global north, but little is known about tribal marks as a key element of aesthetic labour that leads to discriminatory or prejudicial attitudes in the workplace. Tribal marks are facial inscriptions that symbolize clan, family, and ethnic affiliation, and serve to distinguish one sociocultural group from another. In this article, we examine the lived experiences of people with tribal marks in Nigeria by developing a theoretical framework based on literatures on aesthetic labour, social stigmatisation, and discrimination. Drawing on the accounts of 42 individuals with tribal marks, we demonstrate how aestheticized work environments, biased assumptions, and negative perceptions about individuals with tribal marks can lead to discriminatory or prejudicial behaviours at work. We further discuss the psychosocial consequences and explain why tribal marks are now perceived to be outdated and damaging to those individuals who have them. We offer a novel perspective on the existing knowledge about aesthetic labour and broaden our understanding of another form of ‘lookism’ in a non-Western context.","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89127734","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-01DOI: 10.1080/09585192.2023.2241815
Bernadeta Goštautaitė, W. Mayrhofer, Ilona Buciuniene, D. Jankauskienė
{"title":"Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals","authors":"Bernadeta Goštautaitė, W. Mayrhofer, Ilona Buciuniene, D. Jankauskienė","doi":"10.1080/09585192.2023.2241815","DOIUrl":"https://doi.org/10.1080/09585192.2023.2241815","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88926750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-31DOI: 10.1080/09585192.2023.2243207
Gabi Eissa, Scott W. Lester
{"title":"The role of abusive supervision and openness to experience in the task conflict and social undermining relationship","authors":"Gabi Eissa, Scott W. Lester","doi":"10.1080/09585192.2023.2243207","DOIUrl":"https://doi.org/10.1080/09585192.2023.2243207","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75533366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-31DOI: 10.1080/09585192.2023.2241813
Justine Ferrer, Kerrie Saville, A. Pyman
{"title":"The HR professional at the centre of extreme work: working intensely?","authors":"Justine Ferrer, Kerrie Saville, A. Pyman","doi":"10.1080/09585192.2023.2241813","DOIUrl":"https://doi.org/10.1080/09585192.2023.2241813","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91034570","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-25DOI: 10.1080/09585192.2023.2237864
Bruno Felix, Thais Fernandes, Juliana Mansur
{"title":"Building (and breaking) a vicious cycle formed by extreme working conditions, work intensification, and perceived well-being: a study of dirty workers in Brazilian favelas","authors":"Bruno Felix, Thais Fernandes, Juliana Mansur","doi":"10.1080/09585192.2023.2237864","DOIUrl":"https://doi.org/10.1080/09585192.2023.2237864","url":null,"abstract":"","PeriodicalId":22502,"journal":{"name":"The International Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89695694","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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