Human Resource Management Journal最新文献

Employee voice at its simplest refers to having a say in the workplace. The concept of employee voice has gathered interest from the employment relations, human resource management and organisational behaviour disciplines over recent years. We take an inclusive view of voice in this article rather than one from a single discipline. We discuss the importance of examining the various dimensions and attributes of voice and with a process model of voice, conduct two studies to develop, test and produce 15 voice scales. Theoretical and practical implications and future research directions are discussed.

Drawing on the spiral of silence theory, this manuscript critically explores a notably under-researched domain: the workplace experiences of individuals belonging to faith-based minority groups who encounter religious discrimination in predominantly Muslim countries, specifically Türkiye and Pakistan. First, we outline the spirals of silence theory and examine intra-faith discrimination as an illustrative case. We locate the identity and agency of individuals from religious minorities at work, reflecting on an escalation of silence in the context of adversity, as suggested by the spirals of silence theory. Building on 38 interviews with individuals from faith-based minority groups in workplaces within Turkey and Pakistan, our analysis reveals intra-faith religious discrimination in two distinct contexts: one, a country grappling with significant pressure on its secular system, and the other, a nation where the implementation of Islamic egalitarian principles, as enshrined in its constitution, is inconsistent. The study reveals that religiously inspired discrimination is a prevalent and pernicious experience among individuals from faith-based minority groups in both countries, which consequently entrenches the spirals of silence.

This article investigates the relationship between societal culture, the self-reported incidence of workplace aggression and its effects on employee engagement. While justice-based accounts emphasise the role of cultural values and attributional models focus on cultural practices, the Focus Theory of Normative Conduct is applied to understand how both cultural values and practices may influence employee outcomes. Utilising the GLOBE survey measures, a nationally representative study of 20 countries was conducted. Results indicate that higher levels of power distance, assertiveness, institutional collectivism, and in-group collectivism—in terms of both values and practices—are associated with lower self-reported workplace aggression. Moderation analyses revealed a greater negative effect of aggression on employee engagement in societies scoring higher on power distance or assertiveness values and practices and in-group collectivism practices, while such effects were lower in countries with higher institutional collectivist practices or in-group collectivist values. Implications for cross-cultural human resource management and workplace interventions are discussed.

Over the past 2 decades, multinational enterprises (MNEs) have significantly increased their reliance on migrant workers in lower-skilled jobs within global supply chains (GSCs)—a phenomenon largely overlooked in global mobility scholarship. In this provocation paper, we aim to broaden the scope of traditional debates in this field by introducing the concept of human supply chains, originally coined by labor-law scholar Jennifer Gordon (2017). We adapt and extend this concept to focus on MNEs as research targets, defining it through the policies and/or practices aimed at transnational labor recruitment, management, and retention applied to migrant workforces in their GSCs. We advocate for the need to engage with this critical topic in global mobility research and outline key pathways for future inquiry.

It has been argued that the absence of research into how HR practitioners interact with the legal context is an important omission in HRM scholarship. Drawing on longitudinal interview data, this paper addresses this research gap by examining how HR managers frame a new legal mandate, namely the gender pay gap regulations, and how those frames evolve over time. The study finds that HR managers seek to make sense of the regulations through a diagnostic frame of organisational risk composed of three elements, namely uncertainty, ambiguity, and opportunity cost. Two types of prognostic frame are also invoked to understand the regulations, firstly as a risk to be mitigated through normalisation, neutralisation, and disassociation, and secondly, as an opportunity to be leveraged as an impetus for change and an enhancer of HR's influence. The study sheds light on the factors that affect the nature and evolution of frames, including the extent of stakeholder interest and internal engagement.

External crises, such as the COVID-19 pandemic, have increased job insecurity and overall uncertainty in the labour market. Crises like these can suppress employee voice; that is, employees may feel unable to express their ideas and opinions about their work, including dissatisfaction or criticism, because they may be worried about disagreeing with management and being seen as ‘rocking the boat’ in times of uncertainty. Nonetheless, this study finds that employees' desire to voice during the global pandemic led to them finding ways to speak up through social media (SM), with anonymity being a critical facilitator. Findings reveal that employees realised that SM affordances allowed them more agency over the agenda for voice regardless of prevailing voice norms. Despite open criticism not being well received by management, employees refashioned SM, which was primarily used for top-down communication before the pandemic, into more of a bottom-up voice mechanism. In doing so, we answer the call of researchers to explore the state of voice during a crisis and the potential of SM as a possible voice mechanism during such times.

The career trajectories of working mothers in academia could be adversely impacted by maternity breaks given the professional demand for consistent research performance. This study employs the postmodernist perspective of identity which addresses social context to unpack in-depth accounts of female academics' social identity transition throughout their perinatal period (pregnancy till 1-year post-birth). We collected 93 critical incidents via interviews from 23 academics who completed their perinatal period between 2019 and 2022. We found the identity transition was more dynamic than linear. This enabled us to develop a multi-dimensional identity grid matrix to illustrate the varied transitional statuses these mothers encountered as a consequence of the ongoing (re)negotiation between self and social structures (in-and-out of salient social identities). Hence, the social identities of academic mothers can be betwixt among multiple identities. The findings can help HR practitioners in forming a more supportive and consensual working culture, thereby and facilitating working mothers' ability to develop positive resources for a better social-self.

Training investments are important in securing innovation gains. However, research on this relationship in knowledge intensive businesses is nascent. In particular, questions remain concerning what value different types of training hold for different types of innovation, and what mechanisms underpin these relationships. Drawing on human capital resources theory and collective learning theory, we develop and test a model explicating how specific and general training investments, through firm level human capital, lead to incremental and radical innovation. Additionally, we propose and investigate the supposition that the predicted positive relationships between training investments, firm level human capital, and innovation will be stronger when knowledge sharing climate is high. We test our model with two-wave, multi-respondent panel data gathered from 816 knowledge intensive businesses in France, Finland, Sweden, and the UK. We find that specific training is positively related to incremental innovation but not radical innovation, whereas general training is positively related to both types of innovation. With respect to firm level human capital, we find that it mediates these relationships and they are stronger when knowledge sharing climate is high. Furthermore, our analysis reveals that knowledge sharing climate moderates both the relationship between the two types of training investments examined and firm level human capital, and the indirect relationship via firm level human capital to incremental and radical innovation. We discuss the implications for theory, research, and practice.

This systematic review investigates why and how platform workers express voice in a context where institutional and organisational voice mechanisms and representation structures are lacking or absent. Platform workers have been restricted in their ability to formally unionise or collectively bargain, and the presence of a digital intermediary in the form of a platform organisation limits the scope of worker voice. In this paper, we identify and synthesise the motives for voice use by platform workers—namely mutual aid, organising, visibility, and confrontation, and unpack how these are realised through bottom-up and independent voice channels that may potentially influence multiple stakeholders. The paper's core contribution lies in highlighting how the blurred employment boundaries of platform work structurally render labour power even more indeterminate, informing our conceptualisation of a ‘grassroots voice mechanism’, wherein the social relations of platform work and digital technologies convey worker voice beyond traditional organisational boundaries. We conclude with an agenda to guide future research centred heavily around the dynamics of platform work, the use of novel voice channels, and worker attitudes towards them.