Human Resource Management Review最新文献

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Bridging the (structural) gap: HR practitioners as brokers of the space between academics and employee informants 弥合（结构性）差距：人力资源从业者作为学者和员工信息提供者之间空间的经纪人

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-04-05 DOI: 10.1016/j.hrmr.2025.101089

Hugh T.J. Bainbridge , Jessica R. Methot

Human resource (HR) practitioners are regularly contacted by academic researchers who seek access to interviewees and/or survey respondents within the HR practitioner’s organisation. However, despite interest in closing the research-practice gap, there has been limited consideration of the HR practitioner’s role in the conduct of organisational field research. To address this, we draw upon insights from the social networks literature on brokerage to propose that HR practitioners can function as research brokers—individuals behaving as intermediaries between internal and external organisational stakeholders to control or facilitate academic research activities. We integrate the literatures on network brokerage and boundary management strategies to develop a typology of HR practitioner brokering behaviours. We identify which conditions lend themselves to productive brokering that can facilitate the execution of research project partnerships. We outline challenges faced by HR practitioners in the research brokerage role and approaches for addressing these challenges. Finally, we identify opportunities for furthering the examination of research brokerage.

学术研究人员定期与人力资源从业人员联系，这些研究人员寻求接触人力资源从业人员组织内的受访者和/或调查受访者。然而，尽管人们对缩小研究与实践之间的差距很感兴趣，但对人力资源从业者在组织实地研究中的作用的考虑却很有限。为了解决这个问题，我们借鉴了社交网络文献中关于中介的见解，提出人力资源从业者可以作为研究中介——个人作为内部和外部组织利益相关者之间的中介，以控制或促进学术研究活动。我们整合网络中介和边界管理策略的文献，发展人力资源从业人员中介行为的类型学。我们确定哪些条件有利于促进研究项目合作伙伴关系的执行。我们概述了人力资源从业者在研究经纪角色中面临的挑战以及解决这些挑战的方法。最后，我们确定了进一步审查研究经纪的机会。

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引用次数: 0

A bibliometric review of abusive supervision 滥用监管的文献计量学回顾

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-04-05 DOI: 10.1016/j.hrmr.2025.101091

Chao Liu , Li Zhu , Yiwei Yuan , Xingwen Chen , Jun Liu

We conduct a bibliometric analysis of abusive supervision as a valuable supplement to prior quantitative and qualitative reviews. Based on studies published between 2000 and 2023 in the Web of Science database, we identify major patterns in the evolution of the field, intellectual structure, and research trends through historiography, co-citation, and co-occurrence analyses. A dominant paradigm emerges, focusing on the antecedents, outcomes, and mechanisms of abusive supervision. Additionally, we highlight key seminal works shaping the abusive supervision domain and explore its connections to various leadership constructs. Building on these findings, we propose a framework and future research agenda that highlights the need for conceptual rethinking, exploration of extended topics, development of coping matrices, integrated investigation of abusive supervision outcomes, and consideration of a social network perspective. This study provides a comprehensive understanding of the abusive supervision field, its evolution over time, and its future directions.

我们对滥用监管进行文献计量学分析，作为之前定量和定性综述的宝贵补充。基于Web of Science数据库2000年至2023年间发表的研究，我们通过历史编纂、共被引和共现分析，确定了该领域演变的主要模式、知识结构和研究趋势。一个主要的范式出现了，集中在滥用监督的前提，结果和机制。此外，我们强调了塑造滥用监督领域的关键开创性工作，并探讨了其与各种领导结构的联系。在这些发现的基础上，我们提出了一个框架和未来的研究议程，强调需要进行概念反思，探索扩展主题，开发应对矩阵，对滥用监管结果进行综合调查，并考虑社会网络视角。本研究提供了一个全面的了解虐待监督领域，其演变的时间和未来的方向。

引用次数: 0

Re-focusing talent management: Frontline and essential work as the contemporary challenge 重新聚焦人才管理：作为当代挑战的一线基础性工作

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-03-31 DOI: 10.1016/j.hrmr.2025.101090

Heike Schinnenburg, Nicole Böhmer

Talent Management (TM) research has predominantly focused on graduated knowledge workers and high potentials who are identified and nurtured as future talent for key positions. In the global context, societal phenomena and megatrends challenge main paradigms of exclusive approaches in TM, especially which target groups are scarce and require special consideration of HRM practitioners. Taking a phenomenon-based approach, this paper discusses the relevance of demographic shifts, educational policies, migration, and the rapid development of AI, indicating different labor markets for the future. We explore Frontline and Essential Workers (FEWs) as a potential source of talent and organizational capabilities in diverse national contexts, exemplified in the German economy. Key implications for the future of TM are identified and a more future-orientated, inclusive framework suggested, inviting further development and scholarly discussions.

人才管理（TM）的研究主要集中在毕业的知识工作者和高潜力的人身上，他们被确定并培养为未来关键职位的人才。在全球背景下，社会现象和大趋势挑战了TM中排他方法的主要范式，特别是目标群体稀缺，需要人力资源管理从业者的特殊考虑。本文采用基于现象的方法，讨论了人口变化、教育政策、移民和人工智能的快速发展之间的相关性，并指出了未来不同的劳动力市场。我们探讨了一线和关键工人（FEWs）作为不同国家背景下人才和组织能力的潜在来源，以德国经济为例。确定了TM未来的关键含义，并提出了一个更面向未来、更具包容性的框架，邀请进一步的发展和学术讨论。

引用次数: 0

Women's authorship in international human resource management research: Implications for responsible management education and emerging scholars 国际人力资源管理研究中的女性作者身份：对负责任管理教育和新兴学者的启示

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-03-26 DOI: 10.1016/j.hrmr.2025.101087

Fang Lee Cooke , Karin Sanders , Helen De Cieri , Ms Komal Balkrishna Bhoir

Like many professional occupations, the participation of female scholars has steadily increased since the 1990s in the human resource management (HRM) fields. While it is widely acknowledged that workforce diversity brings different perspectives, we lack insight into the impact of such changes. In this paper, we explore the implications of gender in the authorship of scholarly articles for the knowledge base of this field, using an example of a content analysis of 890 articles in the international HRM field. We discuss the implications of gender in scholarly work both within and beyond the HRM field. We draw connections to the sustainability development agenda and responsible management education from a gender perspective and offer suggestions for the career development of emerging and future scholars.

与许多专业职业一样，自20世纪90年代以来，女性学者在人力资源管理（HRM）领域的参与度稳步上升。虽然人们普遍认为，劳动力多样性带来了不同的视角，但我们对这种变化的影响缺乏了解。在本文中，我们通过对国际人力资源管理领域890篇文章的内容分析，探讨了性别对该领域知识库学术文章作者身份的影响。我们讨论了性别在人力资源管理领域内外的学术工作中的影响。我们从性别角度将可持续发展议程和负责任管理教育联系起来，并为新兴和未来学者的职业发展提供建议。

引用次数: 0

Undervalued? Assessing the role pay systems play within the strategic HRM literature 被低估?评估薪酬系统在战略人力资源管理文献中的作用

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-03-25 DOI: 10.1016/j.hrmr.2025.101088

Madison L. Schnacker , Jake G. Messersmith , Samantha A. Conroy

Over the past 25 years, the strategic human resource management (HRM) literature has highlighted the relationship between integrated systems of HR practices and performance. Despite this growing body of research, the literature remains underdeveloped in offering precise guidance to practice on how best to align specific practices or sub-bundles with one another and the strategic objectives of the organization to optimize desired outcomes. Herein, we examine how the compensation sub-system has been theorized and measured in HR systems-level research. Our review indicates that compensation is commonly included in bundles of HR practices, but there is little consistency in the measures used and most studies use 3 or fewer items to assess the entire compensation system. Further, few interactive effects are addressed, and context is rarely considered when offering configurational HR system models. These oversights hinder theoretical development and practical guidance for the field and managers alike. Based on the issues identified in our review, we offer five recommendations for future researchers to carefully address the specific components and interactions related to compensation practices within the broader context of HR systems.

在过去的25年里，战略人力资源管理（HRM）文献强调了人力资源实践与绩效之间的关系。尽管有越来越多的研究，但是在如何最好地将特定的实践或子包与另一个和组织的战略目标结合起来以优化期望的结果方面，文献仍然没有提供精确的指导。本文将探讨薪酬子系统在人力资源系统层面的研究中是如何被理论化和测量的。我们的回顾表明，薪酬通常包含在人力资源实践的捆绑中，但所使用的测量方法几乎没有一致性，大多数研究使用3个或更少的项目来评估整个薪酬体系。此外，在提供配置人力资源系统模型时，很少考虑交互效应，并且很少考虑上下文。这些疏忽阻碍了理论发展和对领域和管理人员的实践指导。基于我们在回顾中发现的问题，我们为未来的研究人员提供了五个建议，以便在更广泛的人力资源系统背景下仔细解决与薪酬实践相关的具体组成部分和相互作用。

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引用次数: 0

Financial security spirals at work: A review, integration, and agenda for intervention 工作中的金融安全螺旋：回顾、整合和干预议程

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-03-17 DOI: 10.1016/j.hrmr.2025.101086

Gavin Williamson , Timothy P. Munyon

Attaining and maintaining financial security is a central goal of work, yet financial insecurity is arguably the most prevalent and pernicious stressor plaguing the workforce today. Prevailing organizational approaches to managing financially insecure workers fail to address this issue, perpetuating financial insecurity without improving performance. This review summarizes mechanisms linking financial insecurity to behavior, future financial resources, and future financial security, and in doing so identifies boundary conditions and theory-driven interventions to attenuate financial security loss spirals and trigger financial security gain spirals at work. In the process of reviewing this literature, we also identify redundant constructs converging on subjective perceptions of one's financial position and suggest an approach intended to reduce construct proliferation. Finally, we highlight actionable insights to help address the negative causes and consequences of financial insecurity at work.

获得和维持财务安全是工作的中心目标，然而，财务不安全可以说是当今困扰劳动力的最普遍、最有害的压力源。管理财务不安全的员工的普遍组织方法未能解决这个问题，使财务不安全永久化而不提高绩效。本综述总结了将金融不安全与行为、未来金融资源和未来金融安全联系起来的机制，并在此过程中确定了边界条件和理论驱动的干预措施，以减轻金融安全损失螺旋并触发工作中的金融安全收益螺旋。在回顾这篇文献的过程中，我们也发现了冗余的构念聚合在一个人的财务状况的主观感知上，并提出了一种旨在减少构念扩散的方法。最后，我们强调了可操作的见解，以帮助解决工作中财务不安全的负面原因和后果。

引用次数: 0

A review of text analysis in human resource management research: Methodological diversity, constructs identified, and validation best practices 回顾人力资源管理研究中的文本分析：方法多样性，结构确定，并验证最佳实践

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-02-14 DOI: 10.1016/j.hrmr.2025.101078

Emily D. Campion , Michael A. Campion

Discovering and producing reliable and valid measures of psychological constructs are central aims for human resource management (HRM) researchers and practitioners. While HRM researchers have historically relied on traditional quantitative methods, increased accessibility of text analysis techniques enabled by advancements in machine learning make qualitative data more convenient to analyze and include in decision-making processes. In this review, we systematically analyze research in HRM, organizational behavior, strategy, and entrepreneurship that has used text analysis to uncover and/or measure constructs. Our goals are to 1) delineate types of text analyses (categorization, dictionaries, supervised machine learning, and unsupervised machine learning), 2) review what constructs can be derived from text data, 3) describe how those constructs have contributed to the core HRM functions, 4) provide guidance on validation efforts that are needed to trust inferences made, and 5) and identify future research opportunities to use text analysis by HRM function. We support these points by conducting two text analyses on the papers in our review: a hand-coded content analysis using an existing framework and building a topic model of the abstracts. We find that while there is convergence (triangulation), there is notable divergence such that the topic model revealed more nuanced and useful clustering in significantly less time, thus illustrating the value of different types of text analysis. We encourage HRM researchers and practitioners to use machine learning to increase efficiency, reduce subjectivity, increase replicability, and facilitate methodological diversity. We close with a brief discussion on the promise of large language models.

发现和产生可靠和有效的心理构念测量是人力资源管理研究者和实践者的中心目标。虽然人力资源管理研究人员历来依赖于传统的定量方法，但由于机器学习的进步，文本分析技术的可访问性增加，使得定性数据更便于分析并纳入决策过程。在这篇综述中，我们系统地分析了人力资源管理、组织行为、战略和企业家精神方面的研究，这些研究使用文本分析来揭示和/或测量结构。我们的目标是1)描述文本分析的类型（分类、字典、监督机器学习和无监督机器学习），2)回顾可以从文本数据中导出的结构，3)描述这些结构如何对核心人力资源管理功能做出贡献，4)为信任所做推断所需的验证工作提供指导，5)并确定未来的研究机会通过人力资源管理功能使用文本分析。我们通过对我们综述中的论文进行两种文本分析来支持这些观点：使用现有框架进行手工编码的内容分析，并建立摘要的主题模型。我们发现，虽然有收敛（三角剖分），但也有显著的分歧，使得主题模型在更短的时间内揭示了更细微和有用的聚类，从而说明了不同类型文本分析的价值。我们鼓励人力资源管理研究人员和实践者使用机器学习来提高效率，减少主观性，增加可复制性，并促进方法的多样性。最后，我们简要讨论了大型语言模型的前景。

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引用次数: 0

Impact-driven scholar, reflective practitioner, or pracademic? Conceptualizing hybrid roles to bridge the research-practice gap in HRM 影响驱动型学者，反思型从业者，还是实践型学者？概念化混合角色以弥合人力资源管理研究与实践的差距

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-02-05 DOI: 10.1016/j.hrmr.2025.101077

Annica Lau , Joshua Haist , Rebecca Hewett

Bridging the gap between theoretical concepts relating to human resource management (HRM) and practical application of research insights is essential for creating important, relevant, and therefore high impact management theories about work and organizations. Pracademics, who actively participate in both research and practice activities, cross boundaries between domains, so play a critical role in bringing theories into practice. However, the role of pracademics is conceptually underdeveloped and ambiguous, limiting our understanding of how actors engage in bridging the research-practice divide. We propose a continuum of research-practice roles, recognizing that hybrid roles are often fluid in nature. We explain how hybrid professionals hold different identities; as impact-driven scholars, reflective practitioners, or pracademics. These roles have implications for individuals' activities, identity work, career, and collaboration. Drawing on three contemporary challenges in HRM, we illustrate how hybrid professionals can align HRM theory and practice and help close the research-practice gap. As well as theoretical and managerial implications, we also highlight implications of the continuum of roles for policy makers and funders.

弥合与人力资源管理（HRM）相关的理论概念与研究见解的实际应用之间的差距，对于创建有关工作和组织的重要、相关且因此具有高影响力的管理理论至关重要。学者积极参与研究和实践活动，跨越领域的界限，在将理论转化为实践方面发挥着至关重要的作用。然而，学者的作用在概念上是不发达的和模糊的，限制了我们对行动者如何参与弥合研究-实践鸿沟的理解。我们提出了一个连续的研究实践角色，认识到混合角色往往是流动的性质。我们解释了混合专业人士如何拥有不同的身份；作为影响驱动的学者，反思的实践者，或学者。这些角色对个人的活动、身份、工作、职业和协作都有影响。借鉴人力资源管理中的三个当代挑战，我们说明了混合专业人员如何将人力资源管理理论与实践结合起来，并帮助缩小研究与实践的差距。除了理论和管理方面的影响外，我们还强调了政策制定者和资助者角色连续性的影响。

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引用次数: 0

Bridging the research-practice gap in modern human resource management 弥合现代人力资源管理研究与实践的差距

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2025-01-22 DOI: 10.1016/j.hrmr.2025.101076

Jaap Paauwe, Karina Van De Voorde

As an applied field of management, human resource management (HRM) scholars strive to impact practice, which is still considered a major challenge. This paper focuses on how academic work can be meaningfully integrated with modern HRM practice by showing how rigorous academic work can successfully inform HRM in practice and how scholars and practitioners can co-create rigorous and relevant HRM knowledge. In particular, we illustrate how theoretical insights connected to the shaping, implementation, embeddedness, impact, and effectiveness of HRM practices are helpful in addressing core questions related to progress in a practical way, well-being, and performance at work. In addition, we show how HRM scholars and practitioners can collectively develop knowledge about emerging HRM topics through co-sponsored PhD research. We conclude by reflecting upon the role of academia and practice in bridging the HRM's science-practice gap.

人力资源管理作为管理的一个应用领域，其学者努力影响实践，这仍然是一个重大的挑战。本文通过展示严谨的学术工作如何在实践中成功地为人力资源管理提供信息，以及学者和实践者如何共同创造严谨和相关的人力资源管理知识，重点关注学术工作如何与现代人力资源管理实践有意义地结合起来。特别是，我们说明了与人力资源管理实践的形成、实施、嵌入、影响和有效性相关的理论见解如何有助于解决与实际进展、福祉和工作绩效相关的核心问题。此外，我们还展示了人力资源管理学者和实践者如何通过共同赞助的博士研究，共同开发有关新兴人力资源管理主题的知识。最后，我们反思了学术界和实践在弥合人力资源管理科学与实践差距方面的作用。

引用次数: 0

Confronting and alleviating AI resistance in the workplace: An integrative review and a process framework 面对和减轻人工智能在工作场所的阻力：综合审查和流程框架

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review

Pub Date : 2024-12-30 DOI: 10.1016/j.hrmr.2024.101075

Ismail Golgeci , Paavo Ritala , Ahmad Arslan , Brad McKenna , Imran Ali

This study involves an integrative literature review and a process framework explaining the mechanisms to confront and alleviate employee Artificial intelligence (AI) resistance in organizations. First, we conceptualize AI resistance as a three-dimensional concept embodied in employees' fears, inefficacies, and antipathies toward AI. We advance that experiencing mistrust, existential questioning, and technological reflection are key individual mechanisms to confronting AI resistance connected to organizational mechanisms to alleviate AI resistance through the continuous interaction and unfolding of anxiety and introspection. We also explain the alleviation of AI resistance as an organizational process consisting of AI accessibility, human-AI augmentation, and AI-technology legitimation, each of which maps into one of the dimensions in the employee-level confrontation mechanisms. Overall, our conceptual framework provides an overarching and granular understanding of AI resistance, how employees confront it, and how it can be alleviated in the workplace.

本研究包括综合文献综述和流程框架，解释组织中应对和缓解员工人工智能（AI）阻力的机制。首先，我们将人工智能阻力定义为一个三维概念，具体表现为员工对人工智能的恐惧、无能和反感。我们提出，经历不信任、存在质疑和技术反思是应对人工智能阻力的关键个人机制，与组织机制相关联，通过持续的互动和焦虑和内省的展开来缓解人工智能阻力。我们还将减轻对人工智能的抵制解释为一个由人工智能可访问性、人类-人工智能增强和人工智能技术合法化组成的组织过程，每个过程都映射到员工层面对抗机制的一个维度。总的来说，我们的概念框架提供了对人工智能阻力的总体和细致的理解，员工如何面对它，以及如何在工作场所减轻它。

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引用次数: 0

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