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Mentoring global talent: an integrative review 指导全球人才:综合评述
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-09-12 DOI: 10.1108/pr-01-2024-0085
Hui Zhang, Luciara Nardon

Purpose

The international mentoring literature predominantly features traditional company-assigned expatriates as protégés overlooking other types of global talent, such as immigrants, refugees, and international graduates, who may help organizations gain long-term IHRM competitive advantages. We integrate multidisciplinary research to better understand the role of mentoring as a global talent management tool, identify research gaps, and propose future research directions.

Design/methodology/approach

We draw on an integrative review of 71 academic journal articles published between 1999 and 2024 to explore the role of mentoring in managing global talent (i.e. expatriates, immigrants, refugees, and international students and graduates).

Findings

We found that research has identified and examined relationships between various antecedents and outcomes of mentoring but mainly treating mentoring as a talent development tool. Less is known about the role of mentoring as a recruitment and selection tool in the pre-employment context. Mentoring is an important HRM tool that contributes to managing a global talent pool and developing existing employees.

Originality/value

The review contributes to a better understanding of the characteristics and processes involved in mentoring in a global context by proposing a framework that incorporates antecedents of mentoring, characteristics of the mentoring process, and mentoring outcomes. It highlights the value of mentoring as a recruitment and selection tool supporting global talent management and identifies avenues for future research.

目的国际指导文献主要以传统的公司指派的外派人员为主角,忽略了其他类型的全球人才,如移民、难民和国际毕业生,他们可能会帮助组织获得长期的国际人力资源管理竞争优势。我们整合了多学科研究,以更好地理解指导作为全球人才管理工具的作用,找出研究空白,并提出未来的研究方向。研究结果我们发现,研究发现并考察了指导的各种前因后果之间的关系,但主要是将指导作为一种人才发展工具。至于指导作为招聘和选拔工具在就业前背景下所发挥的作用,目前还知之甚少。指导是一种重要的人力资源管理工具,有助于管理全球人才库和发展现有员工。原创性/价值该综述通过提出一个包含指导前因、指导过程特点和指导结果的框架,有助于更好地理解全球背景下指导的特点和过程。它强调了指导作为支持全球人才管理的招聘和选拔工具的价值,并确定了今后的研究方向。
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引用次数: 0
Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care 消除恐惧:福祉-人力资源管理对护士对 COVID-19 的恐惧对工作压力和病人护理的影响的缓冲作用
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-09-03 DOI: 10.1108/pr-07-2023-0562
Timothy Bartram, Tse Leng Tham, Hannah Meacham, Beni Halvorsen, Patricia Pariona-Cabrera, Jillian Cavanagh, Peter Holland, Leila Afshari

Purpose

Pre-pandemic research demonstrated the challenges of the nursing workforce and the provision of quality of patient care. Such challenges have been significantly intensified during the COVID-19 pandemic, not least in the workplace and fear of staff catching and transmitting COVID-19. We draw on conservation of resources (COR) theory to examine the impact of the fear of COVID-19 on nurses and the role of well-being-HRM (WBHRM) in negating the fear of COVID-19 and its impact on job stress and perceived quality of patient care.

Design/methodology/approach

We collected data from 260 nurses (treating COVID-19 patients) employed in US hospitals across two-waves. Data were analyzed using mediated regression and moderated mediation.

Findings

The results indicated that when nurses report higher levels of fear of COVID-19, this translates into higher levels of nursing job stress. This, in turn, reduces nurses’ perceptions of quality of patient care they can provide. As previous research has found, decreased perceptions of quality of patient care is a significant factor driving intentions to leave the profession. The results demonstrated that WBHRM practices buffer the negative impact of fear of COVID-19 on job stress, and in turn, the perceived quality of patient care.

Originality/value

Our paper contributes to new knowledge for healthcare managers on WBHRM bundles and their efficacy in buffering the effects of fear on job stress and quality of patient care. We contribute new knowledge on fear at work and how to manage employees’ fear through WBHRM practices.

目的 大流行前的研究表明,护理人员队伍和提供病人护理质量面临着挑战。在 COVID-19 大流行期间,这些挑战大大加剧,尤其是在工作场所,人们担心工作人员感染和传播 COVID-19。我们借鉴资源保护(COR)理论,研究了对 COVID-19 的恐惧对护士的影响,以及福祉人力资源管理(WBHRM)在消除对 COVID-19 的恐惧及其对工作压力和患者护理感知质量的影响方面的作用。结果结果表明,当护士报告对 COVID-19 的恐惧程度较高时,护士的工作压力也会随之增加。这反过来又降低了护士对其所能提供的病人护理质量的认知。正如之前的研究发现的那样,对病人护理质量认知的下降是导致护士离职的一个重要因素。研究结果表明,WBHRM 实践缓冲了对 COVID-19 的恐惧对工作压力的负面影响,进而缓冲了对患者护理质量的感知。 原创性/价值我们的论文为医疗保健管理者提供了关于 WBHRM 组合及其在缓冲恐惧对工作压力和患者护理质量的影响方面的功效的新知识。我们对工作中的恐惧以及如何通过职业健康与人力资源管理实践管理员工的恐惧贡献了新的知识。
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引用次数: 0
A temporal evolution of human resource management and technology research: a retrospective bibliometric analysis 人力资源管理和技术研究的时间演变:文献计量学回顾分析
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-26 DOI: 10.1108/pr-04-2023-0296
Srumita Narzary, Upam Pushpak Makhecha, Pawan Budhwar, Ashish Malik, Satish Kumar

Purpose

Research on human resource management (HRM) and technology has gained momentum recently. This review aims to create a bibliographic profile of the field of HRM and technology using bibliometric techniques, complemented by qualitative analysis, examining 239 articles published in the four key human resource (HR) journals.

Design/methodology/approach

First, using VOSviewer software, we analysed the research productivity by identifying authors, journals and influential articles, followed by insights on research themes and their evolution. Next, integrating bibliometric and qualitative approaches, we conducted a hybrid inquiry of the field to analyse current theories, methods and variables.

Findings

The bibliometric analysis highlighted the intellectual structure, key themes and distinctive developments categorised under four temporal phases that have shaped research in this field. In addition, qualitative analysis presents significant theoretical perspectives, the methods employed and the nomological framework of variables.

Originality/value

Our study advances the extant literature on HRM and technology by quantifying the leading bibliometric performance indicators complemented by qualitative evaluation of the field, which entails exploring the possible research strands and related trends that have emerged in the past two decades.

目的有关人力资源管理(HRM)和技术的研究近来势头强劲。本综述旨在利用文献计量学技术,辅以定性分析,对人力资源管理与技术领域的 239 篇文章进行研究。首先,我们使用 VOSviewer 软件,通过识别作者、期刊和有影响力的文章来分析研究成果,然后深入了解研究主题及其演变。接下来,我们结合文献计量学和定性方法,对该领域进行了混合调查,以分析当前的理论、方法和变量。研究结果文献计量学分析强调了知识结构、关键主题和独特的发展,并将其归类为塑造该领域研究的四个时间阶段。此外,定性分析介绍了重要的理论观点、采用的方法和变量的命名框架。原创性/价值我们的研究通过量化主要的文献计量性能指标,并辅以对该领域的定性评估,探索了过去二十年中可能出现的研究领域和相关趋势,从而推动了现有的人力资源管理与技术文献的发展。
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引用次数: 0
Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model 绩效考核对员工角色外行为和离职意向的影响--平行中介模型
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-23 DOI: 10.1108/pr-10-2022-0707
Bilqees Ghani, Muhammad Abdur Rahman Malik, Khalid Rasheed Memon

Purpose

Research on the underlying mechanisms that transfer the effects of performance appraisal (PA) on employees’ behaviors and intentions remains scarce. The social exchange view of performance appraisal can be a source of deeper understanding about these underlying mechanisms. This study aims to investigate how psychological empowerment (PE) and organizational commitment (OC) explain the link between performance appraisal and three important distal outcomes: voice behavior (VB), organizational citizenship behavior (OCB), and turnover intentions (TOI).

Design/methodology/approach

The current study utilizes two wave – two source data from a sample of 250 employees and their supervisors from private organizations in Pakistan and tested the mediation model using SMART-PLS.

Findings

Results demonstrated that organizational commitment mediated the effects of performance appraisal on VB, OCB, and TOI, whereas psychological empowerment mediated the effects of performance appraisal on VB and OCB. These results have significant implications for theory and practice.

Originality/value

This study adopts the social exchange perspective to examine the mediation mechanisms linking PA with the three distal outcomes: VB, OCB and TOI. The paper identifies two novel mediators of PA – outcome relationship, i.e., psychological empowerment and organizational commitment.

目的有关绩效考核(PA)对员工行为和意向的影响的内在机制的研究仍然很少。绩效考核的社会交换观点可以帮助我们更深入地了解这些内在机制。本研究旨在探讨心理授权(PE)和组织承诺(OC)如何解释绩效考核与三个重要的远端结果之间的联系:声音行为(VB)、组织公民行为(OCB)和离职意向(TOI)。研究结果结果表明,组织承诺调节了绩效考核对 VB、OCB 和 TOI 的影响,而心理授权则调节了绩效考核对 VB 和 OCB 的影响。这些结果对理论和实践具有重要意义:VB、OCB 和 TOI。本文确定了 PA 与结果关系的两个新的中介因素,即心理授权和组织承诺。
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引用次数: 0
Artificial intelligence-based virtual assistant and employee engagement: an empirical investigation 基于人工智能的虚拟助理与员工敬业度:实证调查
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-16 DOI: 10.1108/pr-03-2023-0263
Debolina Dutta, Sushanta Kumar Mishra

Purpose

Scholars have highlighted personal interactions between employees and their leaders in an increasingly distributed and hybrid work environment as an essential mechanism that engages employees toward organizational goals. Enhanced employee engagement significantly contributes to sustained organizational performance and growth. While Artificial Intelligence (AI) applications in the HR domain are increasing, research to understand the implication of AI-based virtual assistants on enabling trust and managing human resources is, at best, limited.

Design/methodology/approach

Drawing on the social response theory and the social exchange theory, and based on a multi-source, time-lagged field study spanning over ten months, we investigated the impact of AI-based virtual assistants on employee attitudes, namely perception of fairness and employee engagement.

Findings

The usage of AI-based virtual assistants is associated directly with employee engagement and indirectly through employees’ perceptions of fairness. While employees’ past performance moderates the relationship between perceived fairness and employee engagement, the interaction effect becomes non-significant with AI-based virtual assistants.

Research limitations/implications

Our study contributes to the emerging literature on AI-based virtual assistants in HRM and employee engagement. The virtual assistants’ use to enhance employee engagement emerges as an opportunity for task substitution and augmentation. Our study demonstrates that AI-based virtual assistants can enhance employee engagement and help build perceptions of fairness among employees.

Originality/value

With the emerging importance of AI, there is an increasing interest in explaining human-computer interactions and their effect on employee engagement. Our study is among the early empirical studies examining the implications of AI-based virtual assistants on employee outcomes.

目的学者们强调,在日益分散和混合的工作环境中,员工与领导之间的个人互动是吸引员工实现组织目标的重要机制。员工参与度的提高极大地促进了组织的持续绩效和增长。虽然人工智能(AI)在人力资源领域的应用越来越多,但了解基于 AI 的虚拟助理对实现信任和管理人力资源的影响的研究充其量也是有限的。设计/方法/途径以社会反应理论和社会交换理论为基础,通过十个月的多源时滞实地研究,我们调查了人工智能虚拟助理对员工态度的影响,即公平感和员工敬业度。虽然员工的过往绩效调节了公平感与员工敬业度之间的关系,但在使用人工智能虚拟助手后,交互效应变得不显著。研究局限/影响我们的研究为人力资源管理中的人工智能虚拟助手和员工敬业度方面的新兴文献做出了贡献。使用虚拟助理来提高员工敬业度是一个任务替代和增强的机会。我们的研究表明,基于人工智能的虚拟助理可以提高员工敬业度,并有助于在员工中建立公平感。原创性/价值随着人工智能的重要性不断显现,人们对解释人机互动及其对员工敬业度的影响越来越感兴趣。我们的研究是早期考察人工智能虚拟助理对员工结果影响的实证研究之一。
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引用次数: 0
Increased demand for in-home aged care impeded by a lack of HRM supports for in-home care workers: a scoping review 居家养老护理需求增加受阻于居家护理人员缺乏人力资源管理支持:范围审查
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-06 DOI: 10.1108/pr-08-2023-0642
Jillian Cavanagh, Hannah Meacham, Patricia Pariona-Cabrera, Timothy Bartram

Purpose

The purpose of the scoping review is to develop understandings around the high demand for in-home healthcare for the aged and how to find ways to better support declining numbers of in-home care workers and healthcare professionals. The scoping review highlights the role of human resource management (HRM) in this sector.

Design/methodology/approach

This scoping review of literature takes a systematic approach to identify themes on the aged care sector and levels of support for in-home care. We map the literature from specific databases to find themes.

Findings

It is important for HRM of aged care service providers to understand the key issues around homecare workers and healthcare professionals. There are key issues for stakeholders, such as clients’ health needs, organizations struggling to recruit and retain healthcare workers, and it is critical to know how such issues impact on clients and the healthcare workforce.

Originality/value

There is a dearth of literature on in-home care for the aged, and therefore, we contribute to understandings about the competing pressures surrounding the demand for in-home care versus the declining number of homecare workers and professional healthcare workers in this sector. We highlight the lack of HRM support from aged care providers and the impact on homecare workers.

目的本范围界定综述旨在了解居家养老医疗保健的高需求,以及如何找到更好的方法来支持日益减少的居家养老护理员和医疗保健专业人员。本范围界定综述强调了人力资源管理(HRM)在该行业中的作用。设计/方法/途径本范围界定综述采用系统化的方法来确定有关老年人护理行业和居家护理支持水平的主题。我们对特定数据库中的文献进行了映射,以找到相关主题。研究结果了解与居家护理人员和医疗保健专业人员相关的关键问题对于老年护理服务提供者的人力资源管理非常重要。对于利益相关者而言,存在着一些关键问题,例如客户的健康需求、机构在招聘和留住医护人员方面所面临的困难,而了解这些问题对客户和医护人员队伍的影响至关重要。原创性/价值目前,有关居家养老服务的文献十分匮乏,因此,我们的研究有助于了解居家养老服务需求与该行业居家养老服务人员和专业医护人员数量下降之间的竞争压力。我们强调了老年人护理提供者缺乏人力资源管理支持的问题及其对家庭护理工作者的影响。
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引用次数: 0
Understanding turnover of generation Y early-career workers: the influence of values and field of study 了解 "Y一代 "早期职业工作者的流动情况:价值观和研究领域的影响
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-23 DOI: 10.1108/pr-10-2023-0918
Rita Rueff-Lopes, Ferran Velasco, Josep Sayeras, Ana Junça-Silva

Purpose

Generation Y early-career workers have the highest turnover rates ever seen. To better understand this phenomenon, this study combines the P-O values fit with the Cohort perspectives to (1) identify the work-related values of this generation, (2) explore the relation between values and turnover intentions and examine how the field of study influences this relationship and (3) verify if the turnover intentions materialized one year after the first data collection.

Design/methodology/approach

We interviewed 71 early-career workers and applied thematic analysis to identify the value categories. A classification decision tree tested whether the field of study influences the relation between values and turnover intentions. A post-test was conducted to determine whether the reported turnover intentions were materialized one year later.

Findings

Thematic analysis yielded 285 themes that were grouped into 12 values’ categories. Decision trees revealed that the combination of values that most predicted turnover was substantially different between Finance graduates (more instrumental and future-oriented values) and Innovation and Entrepreneurship graduates (more social and job-oriented values). The post-test confirmed that the number of respondents who reported an intention to quit their jobs during the interview with us and did quit one year later was statistically significant.

Originality/value

To our knowledge, this is the first study that uses critical incident interviews to explore the work-related values of this specific cohort and their relation to turnover. Our findings on the moderating effects of the field of study are unprecedented. We also identified three new work-value categories, and, to our knowledge, this is the first study that used decision trees to explore the relation between values and turnover.

目的 Y 代早期职业工作者的离职率是有史以来最高的。为了更好地理解这一现象,本研究将 P-O 价值观契合与队列视角相结合,以(1)识别这一代人与工作相关的价值观;(2)探讨价值观与离职意向之间的关系,并研究学习领域如何影响这种关系;(3)验证离职意向是否在首次数据收集一年后实现。分类决策树测试了研究领域是否会影响价值观与离职意向之间的关系。结果专题分析得出了 285 个主题,这些主题被归为 12 个价值观类别。决策树显示,最能预测离职的价值观组合在金融专业毕业生(更多的是工具和面向未来的价值观)和创新与创业专业毕业生(更多的是社会和面向工作的价值观)之间有很大不同。据我们所知,这是第一项使用关键事件访谈来探讨这一特定群体的工作相关价值观及其与离职关系的研究。我们在研究领域的调节作用方面的发现是前所未有的。我们还发现了三个新的工作价值观类别,据我们所知,这是第一项使用决策树来探讨价值观与离职之间关系的研究。
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引用次数: 0
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics 关于招聘和选拔中的人工智能的系统文献综述:道德问题
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-19 DOI: 10.1108/pr-03-2023-0257
Martina Mori, Sara Sassetti, Vincenzo Cavaliere, Mariacristina Bonti

Purpose

Starting from the relevance of ethics to the application of artificial intelligence (AI) in the context of employee recruitment and selection (R&S), in this article, we aim to provide a comprehensive review of the literature in light of the main ethical theories (utilitarian theories, theories of justice, and theories of rights) to identify a future research agenda and practical implications.

Design/methodology/approach

On the basis of the best-quality and most influential journals, we conducted a systematic review of 120 articles from two databases (Web of Science and Scopus) to provide descriptive results and adopt a framework for deductive classification of the main topics.

Findings

Inspired by the three ethical theories, we identified three thematic lines of enquiry for the debate on AI in R&S: (1) the utilitarian view: the efficient optimisation of R&S through AI; (2) the justice view: the perceptions of justice and fairness related to AI techniques; and (3) the rights view: the respect for legal and human rights requirements when AI is applied.

Originality/value

This article provides a detailed assessment of the adoption of AI in the R&S process from the standpoint of traditional ethics theories and offers an integrative theoretical framework for future research on AI in the broader field of HRM.

目的本文从伦理学与人工智能(AI)在员工招聘和选拔(R&S)中的应用的相关性出发,旨在根据主要伦理学理论(功利主义理论、正义理论和权利理论)对文献进行全面综述,以确定未来的研究议程和实际意义。设计/方法/途径在质量最好、最有影响力的期刊的基础上,我们对两个数据库(Web of Science 和 Scopus)中的 120 篇文章进行了系统综述,以提供描述性结果,并采用一个框架对主要议题进行演绎分类。研究结果在三种伦理理论的启发下,我们确定了有关研发领域人工智能的讨论的三条主题线索:(1) 功利主义观点:通过人工智能实现研发领域的高效优化;(2) 正义观点:与人工智能技术相关的正义和公平观念;(3) 权利观点:在应用人工智能时尊重法律和人权要求。原创性/价值 本文从传统伦理学理论的角度出发,对在研发和生产过程中采用人工智能进行了详细评估,并为今后在更广泛的人力资源管理领域开展人工智能研究提供了一个综合性理论框架。
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引用次数: 0
The same only different: precarious workers’ perceptions of their treatment in COVID-19 times 相同但不同:不稳定工人对其在 COVID-19 中待遇的看法
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-03 DOI: 10.1108/pr-10-2023-0922
Lloyd C. Harris, Emmanuel Ogbonna
<h3>Purpose</h3><p>Our core aim was to explore the perceptions of precarious workers on the ways in which the pandemic impacted their relationships with their employing organizations and to explore the ways in which they viewed the pandemic as (re)shaping the dynamics of precarious work and the extent to which they saw the pandemic as contributing to substantive improvement in their working lives or whether the pandemic is exacerbating their marginalisation.</p><!--/ Abstract__block --><h3>Design/methodology/approach</h3><p>We adopted an approach akin to grounded theory in an exploratory research design and utilized in-depth, semi-structured interviews as the most apposite method of data collection. Our research design centred on a two-phase data collection approach, which were intended to gather data at two points. First, during the most difficult part of the pandemic, which we describe as the “Lockdown phase” and second, during the period wherein the pandemic rules were eased but elements of the risks remained; the “New Normal phase”.</p><!--/ Abstract__block --><h3>Findings</h3><p>This article reports the findings of a longitudinal study of the reflections and interpretations of precarious workers on the impacts of the pandemic on their relationships with their employing organizations. We supply findings across three periods – pre-the COVID-19 pandemic, during the pandemic lockdown phase and post-lockdowns in the “new normal phase”.</p><!--/ Abstract__block --><h3>Research limitations/implications</h3><p>The first contribution of the study is the importance of “voice” and giving voice to workers in nontraditional, fragmented and marginalised employment. Our study builds on these contributions by exploring the journeys of precarious workers and is particularly valuable in that we explore the perceptions of these workers across the societal, organizational and employment/working turbulence of the pandemic. The second contribution arises from the insights developed through studying the working lives and experiences of precarious workers longitudinally rather than in a single, snapshot fashion. A third contribution centres on how precarious workers felt they were treated by others during both the two phases of the study. The insights here are complex and, in parts, contradictory – reflecting the interpretations and conflicted opinions/deeds of those connected with precarious workers.</p><!--/ Abstract__block --><h3>Originality/value</h3><p>It is particularly important for scholars to understand the ways in which the pandemic shaped (or reshaped) the dynamics of precarious work and to understand whether the evolving conceptions of the centrality of such workers as “essential” during the pandemic (Crane and Matten, 2021) contributed to substantive or merely illusory, improvements in their working lives. Thus, we analyse the reflections of precarious workers on changes to their working lives that are linked to the pandemic.</p><!--/ Abstract
目的我们的核心目标是探讨不稳定工人对大流行病如何影响他们与雇佣组织关系的看法,并探讨他们认为大流行病如何(重新)塑造了不稳定工作的动态,以及他们认为大流行病在多大程度上促进了他们工作生活的实质性改善,或者大流行病是否加剧了他们的边缘化。设计/方法/途径我们在探索性研究设计中采用了类似于基础理论的方法,并利用深入的半结构式访谈作为最合适的数据收集方法。我们的研究设计以两个阶段的数据收集方法为中心,旨在收集两个阶段的数据。第一阶段是在大流行病最困难的时期,我们称之为 "封锁阶段";第二阶段是在大流行病规则有所放松但风险因素依然存在的时期,即 "新常态阶段"。 研究结果本文报告了一项纵向研究的结果,研究内容是不稳定工人对大流行病对其与雇佣组织关系的影响的思考和解释。我们提供了三个时期的研究结果--COVID-19 大流行前、大流行封锁阶段和封锁后的 "新常态阶段"。研究局限性/影响本研究的第一个贡献是 "话语权 "的重要性,以及为非传统、分散和边缘化就业的工人提供话语权。我们的研究以这些贡献为基础,探讨了不稳定工人的心路历程,尤其有价值的是,我们探讨了这些工人在大流行病的社会、组织和就业/工作动荡中的看法。第二个贡献来自于对不稳定工人的工作生活和经历进行的纵向研究,而不是单一的快照式研究。第三个贡献是,在研究的两个阶段中,不稳定工人都认为自己受到了他人的对待。对于学者来说,了解大流行病如何塑造(或重塑)了不稳定工作的动态,以及了解在大流行病期间将这些工人视为 "基本"(Crane 和 Matten,2021 年)的中心的不断演变的观念是否促进了他们工作生活的实质性改善或仅仅是虚幻的改善,是尤为重要的。因此,我们分析了不稳定工人对与大流行病相关的工作生活变化的反思。
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引用次数: 0
Job design in blue- and white-collar jobs: the influence of transformational leadership on job crafting and i-deals 蓝领和白领的工作设计:变革型领导对工作设计和i-deals的影响
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-27 DOI: 10.1108/pr-03-2023-0206
Danina Mainka, Annika Pestotnik, Sarah Altmann

Purpose

Whereas job crafting and idiosyncratic deals (i-deals) have primarily been studied in white-collar jobs, there is a lack of research on job design in less skilled and highly structured work. Our study addresses this gap by analyzing the effects of transformational leadership on job crafting and i-deals in blue- and white-collar jobs.

Design/methodology/approach

To test our hypotheses, we surveyed 285 employees (31.9% blue-collar employees and 68.1% white-collar employees) in the German craft industry, using structural equation modeling for data analysis.

Findings

Our results show that transformational leadership is a strong predictor of job crafting and i-deals but that its influence depends on the occupational group. More specifically, the moderating role of the occupational group in the relationship between transformational leadership and job crafting differs regarding job crafting’s dimensions. Concerning i-deals, transformational leadership’s influence on both development and task i-deals is stronger in white-collar jobs than it is in blue-collar jobs.

Practical implications

The study provides new insights into the important role of the work context in which leadership takes place. In particular, these insights can guide leaders in how to manage different occupational groups to engage them in proactive behaviors.

Originality/value

This study is the first to compare the contextual roles of blue- and white-collar jobs with regard to job design. By examining the influence of transformational leadership on job crafting and i-deals in two occupational groups, our study contributes to research on the role of work context in the effectiveness of transformational leadership in encouraging employees to engage in proactive behaviors.

目的工作设计和特异性交易(i-deals)主要是针对白领工作进行研究的,而对于技术含量较低、结构性较强的工作的工作设计则缺乏研究。为了验证我们的假设,我们对德国手工业的 285 名员工(31.9% 为蓝领员工,68.1% 为白领员工)进行了调查,并使用结构方程模型进行了数据分析。研究结果我们的研究结果表明,变革型领导对工作设计和特异交易有很强的预测作用,但其影响取决于职业群体。更具体地说,职业群体在变革型领导与工作精心制作关系中的调节作用因工作精心制作的维度而异。在 "i-deals "方面,变革型领导对 "发展i-deals "和 "任务i-deals "的影响在白领工作中要强于蓝领工作。尤其是,这些见解可以指导领导者如何管理不同的职业群体,让他们参与到积极主动的行为中来。原创性/价值本研究首次比较了蓝领和白领工作在工作设计方面的环境作用。通过考察变革型领导对两个职业群体的工作设计和i-deals的影响,我们的研究有助于研究工作环境对变革型领导鼓励员工采取积极主动行为的有效性的作用。
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引用次数: 0
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Personnel Review
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