Human Resource Management Review最新文献

英文中文

Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams 团队沟通行动：超越团队中面对面与虚拟互动的二分法

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-09-19 DOI: 10.1016/j.hrmr.2025.101116

Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson

In this article, we introduce the novel concept of team communication actions, which reflects the actions that team members perform over communication media, shaping the way they interact with each other, such as using written messages or involving multiple participants. This new concept offers a more fine-grained and nuanced understanding of the use of communication media within teams. Modern teams interact through multiple media, combining information and communication technologies (ICTs) with face-to-face interactions. However, the study of ICTs is often associated with teams that exhibit some level of virtuality, overlooking the extensive use of ICTs by all kinds of teams. Additionally, this research has often adopted a dichotomous perspective of ICTs versus face-to-face interactions, grouping all ICTs together and ignoring their unique capabilities. The idea of team communication actions allows these limitations to be addressed by integrating the ideas of relevant computer-mediated communication theories, such as Media Synchronicity Theory and non-deterministic theories of technology, with the teams literature. To achieve this, we also present a list of eight different communication actions and analyse how these can impact several teamwork processes.

在本文中，我们介绍了团队沟通行为的新概念，它反映了团队成员在沟通媒体上执行的行为，塑造了他们彼此互动的方式，例如使用书面信息或涉及多个参与者。这个新概念提供了对团队内部通信媒体使用的更细粒度和细致入微的理解。现代团队通过多种媒体进行互动，将信息和通信技术（ict）与面对面互动相结合。然而，对信息通信技术的研究往往与表现出某种程度的虚拟性的团队联系在一起，而忽视了各种团队对信息通信技术的广泛使用。此外，这项研究经常采用信息通信技术与面对面互动的二分法，将所有信息通信技术归为一类，而忽视了它们的独特功能。团队沟通行动的想法通过将相关的计算机媒介传播理论（如媒体同步性理论和技术的非确定性理论）与团队文献相结合，可以解决这些限制。为了实现这一点，我们还列出了八种不同的沟通行为，并分析了这些行为如何影响几个团队合作过程。

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引用次数: 0

Pink slips and possibilities: Toward a recognition-primed decision model of involuntary turnover 解雇通知和可能性：非自愿离职的识别启动决策模型

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-08-22 DOI: 10.1016/j.hrmr.2025.101106

Kathy Q. Ma , David G. Allen , Julie I. Hancock , Saleem Mistry

Employee retention is a central concern for scholars and practitioners. Whereas voluntary turnover has been extensively studied, less attention has been given to involuntary turnover (ITO), particularly the decision-making processes of direct supervisors and the influence of sociopolitical factors. In response, we introduce a recognition-primed process model that describes how supervisors navigate ITO decisions within the sociopolitical context of organizational life. The model outlines four decision paths shaped by ITO triggers, decision schemas and experience, cognitive assessments, and mental simulation. We further apply a sociopolitical lens from the human resource (HR) literature to show how social and political dynamics—e.g., supervisor-employee relationships (perceived similarity, effective impression management tactics, and resource dependence), supervisor-context interface (influential audience reactions), and supervisor characteristics (political skills, locus of control, and uncertainty intolerance)—influence distinct decision paths.

员工保留是学者和从业者关注的中心问题。虽然自愿离职已被广泛研究，但对非自愿离职（ITO）的关注较少，特别是直接主管的决策过程和社会政治因素的影响。作为回应，我们引入了一个识别启动过程模型，该模型描述了主管如何在组织生活的社会政治背景下进行ITO决策。该模型概述了ITO触发器、决策模式和经验、认知评估和心理模拟形成的四条决策路径。我们进一步运用人力资源（HR）文献中的社会政治视角来展示社会和政治动态(例如：主管-员工关系（感知的相似性、有效的印象管理策略和资源依赖）、主管-情境界面（有影响力的听众反应）和主管特征（政治技巧、控制点和不确定性不容忍）影响不同的决策路径。

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引用次数: 0

Antecedents of newcomer proactive socialization behavior: A systematic literature review 新人主动社会化行为的前因：系统的文献回顾

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-30 DOI: 10.1016/j.hrmr.2025.101105

Di Cai , Han Meng , Jia Liu

Despite the growing literature on newcomer proactive socialization behaviors, our understanding of the factors driving these behaviors remains limited. Extant studies focus on specific variables but overlook the underlying theoretical perspectives and logical hypotheses. This integrative review aimed to advance the knowledge on the antecedents of newcomer proactive socialization behaviors through a systematic review of 63 empirical studies. It was organized around a framework of three theoretical lenses: the relational lens, focused on interactive relationships; the instrumental lens, centered on the purposiveness and functionality of behaviors; the individual difference and self-regulation lens, focused on newcomers' internal characteristics driving their behaviors. Our review not only integrates the fragmented antecedents and theories of newcomer proactive socialization behaviors, but also illuminates the interplay among the three lenses. Finally, we outline future research directions.

尽管关于新人主动社会化行为的文献越来越多，但我们对驱动这些行为的因素的理解仍然有限。现有的研究侧重于具体的变量，而忽视了潜在的理论视角和逻辑假设。本研究旨在通过对63项实证研究的系统回顾，进一步了解新移民主动社会化行为的前因。它是围绕三个理论视角的框架组织起来的：关系视角，关注互动关系；工具性视角，关注行为的目的性和功能性；个体差异和自我调节视角，关注新人驱动其行为的内在特征。本研究不仅整合了新人主动社会化行为的支离破碎的前因和理论，而且阐明了这三个镜头之间的相互作用。最后，展望了未来的研究方向。

引用次数: 0

Workplace objectification: A review, synthesis, and research agenda 工作场所物化：回顾、综合和研究议程

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-23 DOI: 10.1016/j.hrmr.2025.101104

Bibi Zhang , Barbara Wisse , Robert G. Lord

Objectification – treating human beings as instrumental tools deprived of agency and experience – is inherent in many organizational practices, as employers hope that it may further their interest in profit-making. However, workplace objectification undermines target employees' interests and well-being. This systematic review seeks to address this conflict by discussing relevant theories and empirical studies on workplace objectification. Based on an analysis of 78 studies, this review summarizes and integrates what is known about antecedents and consequences of workplace objectification from three different perspectives: Objectifying others, self-objectification, and experiencing objectification. This review shows that people objectify others to achieve performance and extrinsic goals or to reduce subjectivity uncertainty, while thwarting the objectified targets' fundamental control, belonging, and self-esteem needs. We provide a comprehensive framework that integrates the extant literature on workplace objectification and offer theoretical and methodological recommendations. We conclude by discussing how juxtaposing conflicting elements in workplace objectification can help create a more virtuous cycle.

物化——把人当作没有能动性和经验的工具性工具——是许多组织实践中固有的，因为雇主希望它能促进他们对盈利的兴趣。然而，工作场所物化损害了目标员工的利益和福祉。本系统综述试图通过讨论工作场所物化的相关理论和实证研究来解决这一冲突。基于对78项研究的分析，本文从三个不同的角度总结并整合了工作场所物化的前因后果：物化他人、自我物化和体验物化。这一综述表明，人们将他人物化是为了实现绩效和外在目标或减少主体性不确定性，同时阻碍了被物化对象的基本控制、归属感和自尊需求。我们提供了一个综合的框架，整合了现有的关于工作场所物化的文献，并提供了理论和方法上的建议。最后，我们讨论了如何将工作场所物化中的冲突因素并置，以帮助创造一个更良性的循环。

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引用次数: 0

The story beyond the stats: Decoding the psychological impact of human resource analytics on employees 数据之外的故事：解读人力资源分析对员工的心理影响

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-19 DOI: 10.1016/j.hrmr.2025.101102

Geethika Raj , T.N. Krishnan

Human Resource Analytics (HRA) has emerged as a significant trend with high-performing organizations using analytics for evidence-based decision-making. Although prior research demonstrates that HRA adoption could entail job resources and challenges for employees – particularly HR specialists and line managers- the field lacks a robust theoretical framework for a focused and systematic investigation. To address this gap, we conducted a mixed-methods review of 39 articles selected based on rigorous inclusion and exclusion criteria. Our study examines the psychological impact of HRA on employees, shedding light on the impact of the integration into daily work. Applying the Job Demands-Resources (JD-R) model, we offer a balanced perspective of employees' psychological responses to HRA, extending prior work on technology adoption. This framework enables us to map out the direct, mediating, and moderating relationships between key variables, providing a clearer understanding of HRA's implications for employee well-being and performance.

人力资源分析（HRA）已成为高绩效组织使用分析进行循证决策的重要趋势。尽管先前的研究表明，采用人力资源管理可能会给员工带来工作资源和挑战，尤其是人力资源专家和直线经理，但该领域缺乏一个强有力的理论框架来进行集中和系统的调查。为了解决这一差距，我们根据严格的纳入和排除标准对39篇文章进行了混合方法综述。我们的研究考察了人力资源管理对员工的心理影响，揭示了融入日常工作的影响。运用工作需求-资源（Job requirements - resources, JD-R）模型，我们提供了一个平衡的视角来看待员工对人力资源管理的心理反应，扩展了之前关于技术采用的研究。这个框架使我们能够绘制出关键变量之间的直接、中介和调节关系，从而更清楚地了解人力资源管理对员工福利和绩效的影响。

引用次数: 0

Predicting wage theft in organizations 预测组织中的工资盗窃

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-18 DOI: 10.1016/j.hrmr.2025.101103

Catherine E. Connelly

Employees naturally expect to be paid for their work; moreover, they expect to be paid fully and on time. Unfortunately, this does not always happen; this phenomenon is known as “wage theft”. Despite wage theft being of paramount importance to employees who experience it, this topic has received scant attention in the human resources management (HRM) research literature. This paper therefore describes the prevalence of wage theft, or the illegal underpayment of employees, and offers several propositions regarding its antecedents, with specific attention to roles of both organizations and managers. This paper also identifies specific strategies that HR managers can use to detect and curtail wage theft and it ends with policy recommendations and suggestions for future research.

员工自然希望得到工作报酬；此外，他们希望得到全额和及时的报酬。不幸的是，这种情况并不总是发生；这种现象被称为“工资盗窃”。尽管工资盗窃对经历过它的员工来说是至关重要的，但这个话题在人力资源管理（HRM）研究文献中很少受到关注。因此，本文描述了普遍存在的工资盗窃，或员工的非法少付，并提供了几个命题关于其前因后果，特别关注组织和管理者的角色。本文还确定了人力资源经理可以用来检测和减少工资盗窃的具体策略，并以政策建议和对未来研究的建议结束。

引用次数: 0

Voices of belonging: Integrating immigrant perspectives in workplace inclusion theory 归属感的声音：在工作场所包容理论中整合移民视角

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-04 DOI: 10.1016/j.hrmr.2025.101100

Kathy Sanderson , Irfan Butt , Rupa Banerjee , Ryan Hron

Fostering an inclusive work environment is vital for retaining diverse talent. However, there is a lack of evidence and agreement from scholars and human resources managers on which factors contribute to employees feeling genuinely embraced, integrated, and welcomed within the workplace. This is particularly the case for immigrant workers who often face significant barriers to employment inclusion. This paper presents a systematic review of qualitative articles examining the workplace inclusivity of immigrants from a lived experience perspective. The themes identified within the review are mapped on the Antecedents and Outcomes of Inclusion Model proposed by Shore et al.'s (2011). This paper advances the theoretical framework that underpins research on workplace inclusion while also uncovering the strategies and adaptations made by newcomers to enhance their prospects of achieving successful inclusion—an aspect previously overlooked. These include Proposition 1: Impressions formed during the initial stages of immigrant affiliation shape their perception of the organization's diversity climate, which in turn enables inclusive leadership and practices; and Proposition 2: Immigrants actively and intentionally adjust their self-presentation to gain acceptance in the workplace, often prioritizing compliance with established norms over expressing their distinct identities. An extensive future research section is presented which reflects the recommendations from both the papers reviewed and the subsequent analysis.

营造一个包容的工作环境对于留住多元化人才至关重要。然而，学者和人力资源经理缺乏证据和共识，哪些因素有助于员工在工作场所感受到真正的拥抱、融入和欢迎。移民工人尤其如此，他们往往在就业融入方面面临重大障碍。本文对定性文章进行了系统回顾，从生活经验的角度考察了移民的工作场所包容性。审查中确定的主题映射在Shore等人（2011）提出的包容模型的前因和结果上。本文提出了支撑工作场所包容性研究的理论框架，同时也揭示了新员工为提高成功实现包容性的前景而采取的策略和适应措施——这是一个以前被忽视的方面。其中包括命题1：在移民关系的初始阶段形成的印象塑造了他们对组织多样性气候的看法，这反过来又促成了包容性的领导和实践；提案2：移民积极和有意地调整他们的自我表现，以获得工作场所的接受，通常优先考虑遵守既定规范，而不是表达他们独特的身份。提出了一个广泛的未来研究部分，它反映了从审查的论文和随后的分析的建议。

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引用次数: 0

What sparks team learning? Refining the conceptual understanding of team learning and learning triggers 是什么激发了团队学习？细化对团队学习和学习触发器的概念理解

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-07-01 DOI: 10.1016/j.hrmr.2025.101101

Katrien Vangrieken , Shannon L. Marlow

Teams and their capacity to learn are considered key cornerstones of organizational success. Research on team learning has substantially grown in recent years, with studies identifying a myriad of positive outcomes and key antecedents. Despite these advances, empirical research remains fragmented due to persistent conceptual ambiguities. Team learning has been conceptualized in numerous ways, encompassing a wide variety of distinct learning behaviors, with limited integration. Moreover, although antecedents and boundary conditions have been extensively investigated, a unified understanding of how team learning is initiated remains unaddressed. This paper presents a systematic review analyzing 239 empirical studies on team learning to address these issues. We introduce a trigger-based process model examining how learning is initiated and unfolds over time, accounting for the vast diversity of learning conceptualizations, theoretical perspectives, and empirical findings in the field. Based on this model, we identify important opportunities for future research on team learning.

团队及其学习能力被认为是组织成功的关键基石。近年来，关于团队学习的研究大幅增长，研究发现了无数积极的结果和关键的先决条件。尽管取得了这些进展，但由于概念上的模糊性，实证研究仍然支离破碎。团队学习已经以多种方式概念化，包括各种不同的学习行为，有限的集成。此外，尽管前因和边界条件已被广泛研究，但对团队学习如何启动的统一理解仍未得到解决。本文对239项关于团队学习的实证研究进行了系统回顾分析，以解决这些问题。我们介绍了一个基于触发器的过程模型，该模型研究了学习是如何随着时间的推移而启动和展开的，并解释了该领域学习概念、理论观点和实证研究结果的巨大多样性。基于这个模型，我们确定了未来团队学习研究的重要机会。

引用次数: 0

Ethical approaches to leadership in organizational contexts: An attachment theory perspective 组织情境下的领导伦理研究：依恋理论视角

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-06-17 DOI: 10.1016/j.hrmr.2025.101099

Lumina S. Albert , David G. Allen , Peter D. Harms

Ethical approaches to leadership in organizational contexts have been linked to a wide range of positive outcomes for both organizations and their followers. The primary thesis of this paper is that insights gleaned from attachment theory shed light on the evolutionary and developmental origins, emergence and occurrence of ethical approaches to leadership in organizational contexts. Based on an extensive literature review, we identify important conceptual advances that provide insights into how attachment-based relational models contribute to the emergence and development of antecedents and core-themes of ethical approaches to leadership. Furthermore, we outline theoretical connections, present our rationale for the suggested relationships, and develop meaningful propositions useful for future empirical investigations. Theoretical and practical implications are discussed. This work allows us to consider how organizations and human resource management programs can proactively address and support the needs of the new “attachment -insecure” era of organizational workers in a way that positively affects organizational outcomes.

在组织环境中，领导的道德方法与组织及其追随者的广泛积极成果有关。本文的主要论点是，从依恋理论中收集的见解揭示了组织环境中领导伦理方法的进化和发展起源，出现和发生。基于广泛的文献回顾，我们确定了重要的概念进展，这些进展提供了对基于依恋的关系模型如何促进领导伦理方法的前提和核心主题的出现和发展的见解。此外，我们概述了理论联系，提出了我们建议的关系的基本原理，并提出了对未来实证调查有用的有意义的命题。讨论了理论和实践意义。这项工作使我们能够考虑组织和人力资源管理计划如何以积极影响组织成果的方式，主动解决和支持新“依恋-不安全”时代组织员工的需求。

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引用次数: 0

A bibliometric-systematic literature review of workplace gossip research 工作场所八卦研究的文献计量学系统文献综述

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-05-16 DOI: 10.1016/j.hrmr.2025.101092

Junaid Khalid , Qingxiong Derek Weng , Hafiz Muhammad Usman Khizar

In recent years, scholars have shown immense interest in investigating the dynamics of workplace gossip. As a complex and rapidly growing phenomenon, workplace gossip has generated a wide range of findings. This rapid growth has led to confusion and fragmentation in the literature, highlighting the need for a comprehensive literature synthesis. To address this, we employed a bibliometric-systematic literature review (B-SLR) approach to integrate the diverse literature on workplace gossip. We systematically searched, selected, and critically reviewed a sample of 258 research articles from the Web of Science and Scopus databases. Our bibliometric analysis provides a thorough overview of 258 articles, followed by a critical literature synthesis of 183 articles, that organized prior studies into two main themes: antecedents and outcomes of workplace gossip. These are further categorized into three sub-themes: gossip sender, gossip receiver, and gossip target. Additionally, we developed a conceptual framework to illustrate the interactions within the gossip triad and proposed a gossip typology based on organizational hierarchical levels, along with practical future research guidelines. This study brings clarity and coherence to the complex and rapidly expanding field of workplace gossip, establishing a robust knowledge base to guide future research and inform policy development.

近年来，学者们对调查职场八卦的动态表现出了极大的兴趣。作为一种复杂且发展迅速的现象，职场八卦引发了一系列研究结果。这种快速增长导致了文献的混乱和碎片化，突出了对全面文献综合的需要。为了解决这个问题，我们采用了文献计量学-系统文献综述（B-SLR）的方法来整合关于工作场所八卦的各种文献。我们系统地检索、选择并严格审查了来自Web of Science和Scopus数据库的258篇研究文章样本。我们的文献计量分析提供了258篇文章的全面概述，然后是183篇文章的批判性文献综合，将之前的研究组织为两个主题：工作场所八卦的前因和结果。这些进一步分为三个子主题：八卦发送者，八卦接收者和八卦目标。此外，我们开发了一个概念框架来说明八卦三位一体之间的相互作用，并提出了基于组织层级的八卦类型学，以及实用的未来研究指南。这项研究为复杂而迅速发展的职场八卦领域带来了清晰和连贯，建立了一个强大的知识库，以指导未来的研究和为政策制定提供信息。

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