Human Resource Management Journal最新文献

Drawing on the analytical distinction between agency and social structure, I provide insights into four strategies used by skilled refugees to navigate labour market constraints: pre-empting, to avoid present labour market constraints; circumventing present constraints, to realise future benefits; persisting in the search for skilled jobs via mobilising longstanding patterns of thought and action; and exercising voice to drive future system improvements that benefit similar others. It is striking how these strategies harmonised self-interest and others' interests. I highlight the interplay between social structure and agency in labour market strategies to depict skilled refugees as reflexive agents of change. I highlight gender-based nuances in skilled refugees' labour market moves and conclude by outlining the implications of my findings for HRM practice.

Our research contributes to the human resource management (HRM) literature that explains the adverse impact of right-wing populism on workplace diversity, equity, and inclusion (DEI). Accordingly, our study adds to the growing literature that examines the Trump effect on workplace dynamics. To this end, we rely on social information processing theory to argue that managers perceived to be Trump-supporting, compared to managers perceived to be Trump-opposing, are less likely to demonstrate inclusive leadership toward Black employees. This decreased demonstration of inclusive leadership is a salient workplace cue for Black employees that they are in an organization where Black employees' thriving at work is undesirable. We also argue this will be especially the case for relatively younger Black employees compared to relatively older Black employees. Across three studies, we find support for our hypotheses. Theoretical and practical implications are discussed.

A defining but sometimes overlooked characteristic of performance appraisals is that they are cyclical. The cyclical nature of performance appraisals makes it important to consider time-variant definitions and operationalizations of constructs such as rater experience. In the current study, we work to clarify the association between rater experience and performance ratings by operationalizing rater experience as the number of appraisal cycles raters participated in. We did so while controlling for other similar but distinct operationalizations of experience such as span of control (number of ratees per rater) and familiarity with ratees. Furthermore, we employed a multilevel longitudinal design and analysis that allowed us to model rater experience as a time-variant predictor of performance ratings and isolate its effects from both between-rater and organizational context effects. The data were real appraisal data from a large South American company that contained 9233 ratees, across five appraisal cycles from 893 raters in 29 different business units, resulting in 24,608 observations. Our results revealed that rater experience had a small but statistically significant positive association with performance ratings. We also found that familiarity and span of control, were positively and negatively associated with performance ratings, respectively. Implications for practice and research are discussed.

German and Dutch law grant works councils (WoCs) a significant role in company affairs, accompanied by the obligation to act in the organization's overall interest. However, is this sufficient to ensure meaningful WoC involvement in practical organizational decision-making? We use the well-emphasized concept of trust from the voluntary employment voice literature as a foundation for exploring how managerial goodwill translates into employment relations regimes with strict mandatory employee voice elements. We take two cases of strict employee voice systems as our litmus test: Germany and the Netherlands. Through structural equation modeling, we unravel the direct and indirect effects on employee representatives' assessment of employee voice effectiveness, considering factors such as legislation, interpersonal relationships between WoC and management team, and union involvement. Trust is positioned as a central mediator. Utilizing unique survey data from 2014 that includes responses from German and Dutch works councilors, the results indicate that legal information rights alone do not solely promote WoC involvement in both countries. Trust also plays a vital role, demonstrating a direct positive effect on having a say and acting as a mediator for timely information provision, goal sharing, organizational support, unity within the WoC (in the Netherlands), and union involvement (mainly in Germany). These cross-country differences are attributed to variations within Rhineland capitalism, where German relations are primarily characterized by a strong capital-labor divide, and Dutch relations predominantly emphasize consensus-seeking.

HRM has long claimed professional status. The global prevalence of national-level people management associations (PMA) supports this claim. Aside from prescribing practices appropriate for differing national contexts, PMAs simultaneously claim to share international best practices. This divergence/convergence tension raises questions about whether common institutional circumstances trigger PMA formation and if universal associational features develop over time. This article addresses both concerns by extrapolating a reanalysis of two historical accounts of PMA formation in the United Kingdom (from 1913) and Hong Kong (from 1968) to commensurate developments in contemporary China (from 2001). Its application of a modified version of trait theory with institutional analysis finds that a family resemblance occurs between PMAs created by adapting to employment regulation from the state while promoting employers' substantive interests. A path-dependent legacy of these tensions reflects the HR professionalisation project's broader institutional subordination to state and market forces.

The expression of voice is valuable for organisations and individuals but most of what we know about voice is drawn from western contexts. This paper focuses on why, how and on what issues expatriates speak up. Examining voice in the multinational context of the United Arab Emirates allows us to develop a more in-depth understanding of national, organisational, and individual factors that influence voice. Interviews with 71 expatriates and 29 host country nationals show that expatriates' social status influences their attitude and behaviour towards voice and that informal structures and social networks in organisations are important in understanding expatriates' voice behaviours. The overlapping categories of expatriates from non-western countries and expatriates in low-status jobs take a wider view of their situation and are as a result less likely to use voice in the workplace.

Fusing the extant literature on successful aging at work (SAW) and HR attributions, we examined the confluence of employee-oriented internal HR attributions and unit-level employee management context on burnout for employees across the age spectrum. Time-lagged, multi-level survey data were collected from a sample of 1762 blue-collar employees from 178 work units at the manufacturing plants of a large firm operating in the Turkish energy industry, which is characterized as a high-risk safety environment. A cross-level moderated mediation model was tested using multi-level structural equation modeling (MSEM). Results supported study hypotheses such that the negative association between age and burnout was mediated by employee-oriented positive HR attributions, and this indirect association was moderated by unit-level perceptions of the employee management context. Development-oriented contexts that emphasized personal development/growth—indicated by the degree of emphasis on innovation strategy, safety training, and active unit safety leadership—weakened the negative indirect (i.e., buffering) effect of age on burnout via less positive HR attributions. Conversely, a maintenance-oriented context that emphasized maintaining the status quo—indicated by passive unit safety leadership—strengthened said effect through more positive HR attributions. The theoretical and practical implications of these findings for fostering employee well-being across the age spectrum are discussed.

There is significant research on employee voice (EV) practices in large, often unionised, workplaces. Yet, there is scarcity of empirical evidence on voice practices in small and medium enterprises (SMEs), specifically on the intricate dynamics of the employee-owner/manager relationship at the micro-level and its connection with organisational employment relations (ER) and voice climates at the meso-level. This paper addresses this gap by examining these factors from the perspective of both employees and owners/managers in SMEs. It draws on 87 interviews in 29 non-unionised SMEs. Our findings reveal SMEs as sites where the role of owners/managers in setting the employment relationship and the ER climate, and consequently the voice climate, is magnified, with profound consequences for EV behaviours. Our findings contribute to EV theory by offering a conceptualisation of how voice may be enabled or hindered in SMEs, with a focus on the role of trust and respect in the employment relationship in influencing the ER climate, voice climate and, consequently, voice behaviours, thereby guiding further research and offering practical implications for human resources practice in this respect.

The number of international refugees in developed countries continues to increase due to various factors, including war, poverty, poor economic conditions, and environmental disasters. While prior research has focused on the challenges faced by refugees in finding work, prior research has neglected the organisational perspective. Therefore, our research question is: Which HR and management practices are viewed by refugees and organisational leaders as being most effective for the workplace integration of refugee employees? To address this research question, we conducted an exploratory semi-structured interview study, drawing on quality of work life research. We conducted 37 semi-structured interviews with refugees and people seeking asylum, as well as 35 interviews with managers who supervise refugees (including managers who develop employment programs and provide employment assistance for refugees). Based on the interview findings, we identify best HR practices and management strategies for integrating refugee employees in the workplace. Our interview findings and best HR practices for integrating refugee employees are summarised through the following five overall themes, each with additional sub-dimensions: (1) workforce planning, (2) training and development, (3) inclusive work practices, (4) meaningful work, and (5) well-being-focused management. Our interview findings have important practical implications for organisations, managers, and policymakers who are working to advance the integration of refugees and people seeking asylum in the workforce.

Prior studies have suggested that downsizing events can lead to a contagion of voluntary turnover among employees. In the current study, drawing on the turnover event theory, we propose that the relationship between downsizing and turnover can be nonlinear. We also propose that the presence of collective pay-for-performance (PFP) practices is an important but overlooked contingency that moderates the effects of downsizing. By analyzing a dataset collected from 317 firms with 634 firm-year observations, we found that the relationship between downsizing and voluntary turnover rates takes an attenuated positive form, and that this relationship is mitigated in firms that have more collective PFP practices. Our findings contribute to the literature on downsizing, turnover, and collective PFP practices while also providing a specific practical implication pertaining to the mitigation of the disruptive effects of downsizing.