Pub Date : 2020-12-08DOI: 10.1177/2340944420977506
M. Díaz-Fernández, Álvaro López-Cabrales, Ramón Valle-Cabrera
This article seeks to explain and understand how the strength of a human resource management (HRM) system and perceived organizational support (POS) determine employment relationships (ERs) in organizations and the behaviors they generate in terms of organizational citizenship behavior (OCB) and intentions to remain (IR). A typology of ERs is proposed, considering perceptions about the HRM system (Ability, Motivation, and Opportunity [AMO] model), its strength, and POS. An analysis was adopted, looking into organizations in two separate studies in service sectors (hospitality and financial services), taking as informants to 130 and 87 HRM managers and 30 workers’ representatives as proxies of organizations and employees, respectively. Cluster analysis and analysis of variance (ANOVA) were conducted, and results are congruent with theoretical frameworks such as Attribution Theory and Social Exchange Theory. Depending on how stakeholders understand the way in which the HRM system is implemented and the level of POS, certain ERs are developed and explain employees’ responses in terms of OCB and IR behaviors. JEL CLASSIFICATION: M1.
{"title":"Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives","authors":"M. Díaz-Fernández, Álvaro López-Cabrales, Ramón Valle-Cabrera","doi":"10.1177/2340944420977506","DOIUrl":"https://doi.org/10.1177/2340944420977506","url":null,"abstract":"This article seeks to explain and understand how the strength of a human resource management (HRM) system and perceived organizational support (POS) determine employment relationships (ERs) in organizations and the behaviors they generate in terms of organizational citizenship behavior (OCB) and intentions to remain (IR). A typology of ERs is proposed, considering perceptions about the HRM system (Ability, Motivation, and Opportunity [AMO] model), its strength, and POS. An analysis was adopted, looking into organizations in two separate studies in service sectors (hospitality and financial services), taking as informants to 130 and 87 HRM managers and 30 workers’ representatives as proxies of organizations and employees, respectively. Cluster analysis and analysis of variance (ANOVA) were conducted, and results are congruent with theoretical frameworks such as Attribution Theory and Social Exchange Theory. Depending on how stakeholders understand the way in which the HRM system is implemented and the level of POS, certain ERs are developed and explain employees’ responses in terms of OCB and IR behaviors. JEL CLASSIFICATION: M1.","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"97 1","pages":"121 - 135"},"PeriodicalIF":2.9,"publicationDate":"2020-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85747424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-02DOI: 10.1177/2340944420972707
D. Marín-Idárraga, J. M. Hurtado González, Carmen Cabello Medina
From a contingency view, we aim to contribute to a better understanding of how exploitation and exploration influence performance. By conducting a meta-analysis, we aim to answer the following research question: How do substantive moderators (slack resources, organizational structure, inter-organizational relationships, competitive intensity, and environmental dynamism), extrinsic moderators (region, size, and sector) and methodological moderators (data sources and performance measurement) affect the impact of exploitation and exploration on performance? The results of the meta-analysis, including 328 correlations, 102 studies, and a sample of 41,298 cases, suggest that the influence of exploitation and exploration on performance depends on the presence of the moderating factors included in our analysis. Furthermore, some of these factors are relevant for explaining a better performance of exploitation versus exploration, while other moderators do not determine a different effect of exploitation and exploration on performance. JEL CLASSIFICATION M10; M19; O3
{"title":"Factors affecting the effect of exploitation and exploration on performance: A meta-analysis","authors":"D. Marín-Idárraga, J. M. Hurtado González, Carmen Cabello Medina","doi":"10.1177/2340944420972707","DOIUrl":"https://doi.org/10.1177/2340944420972707","url":null,"abstract":"From a contingency view, we aim to contribute to a better understanding of how exploitation and exploration influence performance. By conducting a meta-analysis, we aim to answer the following research question: How do substantive moderators (slack resources, organizational structure, inter-organizational relationships, competitive intensity, and environmental dynamism), extrinsic moderators (region, size, and sector) and methodological moderators (data sources and performance measurement) affect the impact of exploitation and exploration on performance? The results of the meta-analysis, including 328 correlations, 102 studies, and a sample of 41,298 cases, suggest that the influence of exploitation and exploration on performance depends on the presence of the moderating factors included in our analysis. Furthermore, some of these factors are relevant for explaining a better performance of exploitation versus exploration, while other moderators do not determine a different effect of exploitation and exploration on performance. JEL CLASSIFICATION M10; M19; O3","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"25 1","pages":"312 - 336"},"PeriodicalIF":2.9,"publicationDate":"2020-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2340944420972707","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45227163","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-01DOI: 10.1177/2340944420970960
Marco A. Barrenechea-Mendez, Pedro Ortín-Ángel, Eduardo C. Rodes
Theoretical debate suggests at least three strategies for firms to provide training to employees in the same job position: individualized and egalitarian with or without adaptation to the abilities of the recruited employees. The article provides a formal framework for deriving distinctive empirical implications regarding the relationship of these strategies with the firms’ selection policies, which are tested using a dataset of blue-collar workers in Spanish industrial plants. The evidence is consistent with the empirical implications of the egalitarian strategy with adaptation. This strategy entails providing the same level of training to all workers in the same job position and setting this level according to the average ability of recruited workers. Paradoxically, this strategy has not been used to interpret the results of the existing empirical literature. JEL CLASSIFICATION M53; M54; M21; J24
{"title":"Employee selection, education, and firm-provided training","authors":"Marco A. Barrenechea-Mendez, Pedro Ortín-Ángel, Eduardo C. Rodes","doi":"10.1177/2340944420970960","DOIUrl":"https://doi.org/10.1177/2340944420970960","url":null,"abstract":"Theoretical debate suggests at least three strategies for firms to provide training to employees in the same job position: individualized and egalitarian with or without adaptation to the abilities of the recruited employees. The article provides a formal framework for deriving distinctive empirical implications regarding the relationship of these strategies with the firms’ selection policies, which are tested using a dataset of blue-collar workers in Spanish industrial plants. The evidence is consistent with the empirical implications of the egalitarian strategy with adaptation. This strategy entails providing the same level of training to all workers in the same job position and setting this level according to the average ability of recruited workers. Paradoxically, this strategy has not been used to interpret the results of the existing empirical literature. JEL CLASSIFICATION M53; M54; M21; J24","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"25 1","pages":"224 - 242"},"PeriodicalIF":2.9,"publicationDate":"2020-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2340944420970960","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49622875","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-24DOI: 10.1177/2340944420972717
Juan Carlos Navarro-García, M. Ramón-Llorens, Emma García‐Meca
This article analyzes the relationship between female directors and corporate reputation with a Spanish sample for the period 2008–2017. We also examine two background characteristics of women directors: their busyness and their educational background, suggesting that differences can exist among women according to their level of success (measured by the number of directorships) and their education. Our analyses show that female directors improve corporate reputation, but that neither women with multiple directorships nor the educational background of female directors increases corporate reputation, perhaps because stakeholders appreciate general attributes associated with women rather than the cognitive attributes of females on boards. JEL CLASSIFICATION M14
{"title":"Female directors and corporate reputation","authors":"Juan Carlos Navarro-García, M. Ramón-Llorens, Emma García‐Meca","doi":"10.1177/2340944420972717","DOIUrl":"https://doi.org/10.1177/2340944420972717","url":null,"abstract":"This article analyzes the relationship between female directors and corporate reputation with a Spanish sample for the period 2008–2017. We also examine two background characteristics of women directors: their busyness and their educational background, suggesting that differences can exist among women according to their level of success (measured by the number of directorships) and their education. Our analyses show that female directors improve corporate reputation, but that neither women with multiple directorships nor the educational background of female directors increases corporate reputation, perhaps because stakeholders appreciate general attributes associated with women rather than the cognitive attributes of females on boards. JEL CLASSIFICATION M14","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"25 1","pages":"352 - 365"},"PeriodicalIF":2.9,"publicationDate":"2020-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2340944420972717","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48781396","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-24DOI: 10.1177/2340944420972715
M. Á. Jurado-Caraballo, Cristina Quintana‐García, M. Rodríguez-Fernández
This study aims to analyze status, trends, and possible future research areas in the literature on “disability and work.” It is an in-depth analysis of articles related to this field, published during 1991–2017, in journals included in the Science and Social Sciences Citation Index. Bibliometric methods helped to describe evolution in publications, the most representative contributors, methods applied, main concepts and theories, and topics explored (content analysis). A co-word analysis allowed to create knowledge maps on topics and identify potential venues for future research. The contribution is threefold. First, it contributes to knowledge advancement concerning disability in workplaces, opening new possibilities to discover important research areas. Second, it offers conceptual, theoretical, and methodological suggestions for future research. Third, it has practical implications related to inclusive strategies and initiatives in the workplace which human resource practitioners can use to promote the participation of workers with disabilities improving their labor experience. JEL CLASSIFICATION M14; J71; J140; I14
本研究旨在分析“残疾与工作”相关文献的现状、趋势及未来可能的研究领域。它深入分析了1991年至2017年期间发表在《科学与社会科学引文索引》(Science and Social Sciences Citation Index)期刊上的与该领域相关的文章。文献计量学方法有助于描述出版物的演变、最具代表性的贡献者、应用的方法、主要概念和理论以及探索的主题(内容分析)。共词分析允许创建主题的知识地图，并确定未来研究的潜在场所。贡献是三重的。首先，它有助于提高有关工作场所残疾的知识，为发现重要的研究领域开辟了新的可能性。其次，为未来的研究提供概念、理论和方法上的建议。第三，它具有与工作场所包容性战略和举措相关的实际意义，人力资源从业者可以使用这些战略和举措来促进残疾工人的参与，改善他们的劳动体验。凝胶分类m14;J71;J140;I14
{"title":"Trends and opportunities in research on disability and work: An interdisciplinary perspective","authors":"M. Á. Jurado-Caraballo, Cristina Quintana‐García, M. Rodríguez-Fernández","doi":"10.1177/2340944420972715","DOIUrl":"https://doi.org/10.1177/2340944420972715","url":null,"abstract":"This study aims to analyze status, trends, and possible future research areas in the literature on “disability and work.” It is an in-depth analysis of articles related to this field, published during 1991–2017, in journals included in the Science and Social Sciences Citation Index. Bibliometric methods helped to describe evolution in publications, the most representative contributors, methods applied, main concepts and theories, and topics explored (content analysis). A co-word analysis allowed to create knowledge maps on topics and identify potential venues for future research. The contribution is threefold. First, it contributes to knowledge advancement concerning disability in workplaces, opening new possibilities to discover important research areas. Second, it offers conceptual, theoretical, and methodological suggestions for future research. Third, it has practical implications related to inclusive strategies and initiatives in the workplace which human resource practitioners can use to promote the participation of workers with disabilities improving their labor experience. JEL CLASSIFICATION M14; J71; J140; I14","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"25 1","pages":"366 - 388"},"PeriodicalIF":2.9,"publicationDate":"2020-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2340944420972715","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48025902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-02DOI: 10.1007/s40685-020-00128-8
Severin Oesterle, Jan Jöhnk, R. Keller, Nils Urbach, Xin Yu
{"title":"A contingency lens on cloud provider management processes","authors":"Severin Oesterle, Jan Jöhnk, R. Keller, Nils Urbach, Xin Yu","doi":"10.1007/s40685-020-00128-8","DOIUrl":"https://doi.org/10.1007/s40685-020-00128-8","url":null,"abstract":"","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"24 4 1","pages":"1-39"},"PeriodicalIF":2.9,"publicationDate":"2020-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83958025","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-01DOI: 10.1007/s40685-020-00135-9
Patrick Velte
{"title":"Determinants and consequences of clawback provisions in management compensation contracts: a structured literature review on empirical evidence","authors":"Patrick Velte","doi":"10.1007/s40685-020-00135-9","DOIUrl":"https://doi.org/10.1007/s40685-020-00135-9","url":null,"abstract":"","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"344 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2020-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77620279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-01DOI: 10.1007/s40685-020-00134-w
Alina Köchling, M. Wehner
{"title":"Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development","authors":"Alina Köchling, M. Wehner","doi":"10.1007/s40685-020-00134-w","DOIUrl":"https://doi.org/10.1007/s40685-020-00134-w","url":null,"abstract":"","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"4 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2020-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85446579","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-01DOI: 10.1007/s40685-020-00133-x
Anne D. Trunk, Hendrik Birkel, E. Hartmann
{"title":"On the current state of combining human and artificial intelligence for strategic organizational decision making","authors":"Anne D. Trunk, Hendrik Birkel, E. Hartmann","doi":"10.1007/s40685-020-00133-x","DOIUrl":"https://doi.org/10.1007/s40685-020-00133-x","url":null,"abstract":"","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"31 9 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2020-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75755657","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-01DOI: 10.1007/s40685-020-00138-6
Paul Hayes
{"title":"An ethical intuitionist account of transparency of algorithms and its gradations","authors":"Paul Hayes","doi":"10.1007/s40685-020-00138-6","DOIUrl":"https://doi.org/10.1007/s40685-020-00138-6","url":null,"abstract":"","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"13 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2020-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82382785","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"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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