Human Resource Management最新文献

Human resource management (HRM) scholarship has neither fully engaged with the United Nation's sustainable development goal 5 (SDG 5—gender equality) nor deepened knowledge of the human resource practices that most likely contribute to the implementation of this goal. We address this gap by investigating the link between SDG 5 and multinational enterprises' (MNEs) social performance. We posit that attention to SDG 5 will facilitate MNEs' capacity to formulate and implement practices to increase gender equality in work settings. Drawing from the sustainable HRM framework and social role theory, we develop three hypotheses related to the role of diversity targets and work-life balance practices as mediators of the relationship between support for SDG 5 and MNEs' social performance. We also posit that women's representation across the organizational structure strengthens the relationship between support for SDG 5 and diversity targets as well as work-life balance practices. We tested these relationships with 418 MNEs in the S&P 500. We found that diversity targets and work-life balance practices (i.e., flexible arrangements and daycare services) mediate the relationship between support for SDG 5 and social performance. In addition, the interaction between women's representation and support for SDG 5 enhances diversity targets and flexible arrangements. We theoretically contribute to the sustainable HRM literature by (a) revealing the reasons for a spillover effect of support for gender equality to other demographic groups; (b) explaining broader societal impacts of support for SDG 5 on the workforce, community, human rights, and product responsibility. To successfully integrate SDG 5, MNEs must weave diversity targets and work-life balance practices into strategic planning.

Research on corporate sociopolitical activism (CSA) is in its infancy, and more research is needed to examine its effects on employees. We draw from the tenets of Signaling Theory to develop and test a model of how organizations' antiracist signaling after a racial injustice event, as a form of CSA, communicates that racial justice is valued sincerely by organizations, and in turn, motivates employee commitment to diversity—both at work and in their personal lives. We also explore boundary conditions (i.e., climate for inclusion, employee race) of this relationship. We test our model with data collected from 367 employees (37.6% Black, 62.4% White) across 4-time waves, each 1 month apart, using a mixed-methods (quantitative and qualitative) approach. Results suggest that organizations are viewed as most sincere when they engage in signaling that includes both words (i.e., releasing a statement) and actions (e.g., hiring a diversity officer) relative to when they don't engage in these words and/or actions. Moreover, when organizations signaled a sincere commitment to antiracism with both words and actions, employees were more committed to diversity at work and in their personal lives, though actions taken by the organization were especially important. Moreover, a strong climate for inclusion reduced the need for actions, while a weak climate for inclusion increased the need for a statement. Theoretical, research, and practical implications are discussed.

Uncertain times—such as periods of political turmoil, economic instability, health, or climate crises—can diminish individuals' perception of control over their environment. This paper hypothesizes that reduced perceptions of control may impact how individuals relate to their work, specifically, triggering quiet quitting, where employees intentionally refrain from tasks beyond their job requirements. Evidence supports this hypothesis: for example, the phenomenon of quiet quitting has resurged in the post-pandemic era, coinciding with a significant decline in workers' perceived control around that time. However, no research has yet explored the relationship between perceived control and quiet quitting. Drawing on motivation theory, this paper posits that workers' perceived control, reflected in their beliefs about the effort-reward link, can explain quiet quitting. To test this, we conducted two extensive online surveys with two main objectives: first, to conceptually refine and operationalize the construct of quiet quitting with a 5-item scale; second, to examine the relationship between perceived control and quiet quitting. Our findings reveal a significant negative association between workers' perceived control and their propensity to engage in quiet quitting. This relationship is partially mediated by a reduced affective commitment to the employer and an elevated sense of replaceability. A direct implication of our results is that initiatives aimed at restoring workers' sense of agency at work might reduce quiet quitting behaviors.

Traditional work-family research often frames family responsibilities as constraints on career success, emphasizing conflict over enrichment. This study challenges this perspective by integrating traditional work-family theory with regulatory focus theory, showing how family-to-work enrichment and conflict shape employees' work promotion focus, networking behaviors, and the development of professional social networks. Across a series of four studies using multiple methodologies, we investigate both short- and long-term effects. A 10-day experience sampling study of working professionals (N = 50) demonstrates that daily fluctuations in family-to-work interactions influence professional networking behaviors. On days with greater family-to-work enrichment, employees report higher promotion focus and increased network building behaviors, whereas family-to-work conflict reduces promotion focus and dampens networking activity. A scenario-based experiment (N = 409) bolsters this finding, showing that family-to-work enrichment enhances, while family-to-work conflict diminishes employees' likelihood of engaging in networking behaviors. An examination of longer-term effects on the professional social networks of participants in a corporate leadership development program (N = 137) finds that sustained family-to-work enrichment is linked to both larger and more diverse career guidance networks, a key driver of professional success. A LinkedIn follow-up study (N = 115) extends these findings by showing that family-to-work enrichment relates to the size of professional social networks and career opportunities. By bridging work-family and career research, this study reframes family as a potential resource, highlighting its role in shaping goal-directed network building behaviors, professional networks, and ultimately, career opportunities. Practically, these findings underscore the importance of family-to-work enrichment as a strategic advantage for employees.

We examine how gender diversity and employees' internal pay position interact to explain gender differences in pay raises. Integrating equity theory and institutional theory, we argue that pay raises are guided by equity-based reward allocation policies. Further, we expect a decoupling between these policies and their implementation if other gender diversity goals, such as a balanced ratio of female and male employees at the work-unit level, are achieved. Specifically, gender diversity at the work-unit level provides legitimacy that corporate diversity goals are being pursued. This makes the implementation of reward allocation policies aimed at increasing gender pay equity less salient in work units with high levels of gender diversity. We test our hypotheses using a multilevel moderated mediation model on a longitudinal sample of 9,246 observations from 4,003 employees in a large German company. Our results show an indirect effect of gender on pay increases over 3 years via compa ratio (i.e., the relative pay position for a given job grade). In support of equity theory, the results show that women receive higher pay increases than men over time to compensate for a lower compa ratio. Moreover, in work units with high gender diversity, the indirect effect of gender on pay raise is weaker, suggesting a decoupling between equity-based reward allocation policies and their implementation. Our results offer valuable insights into the interaction of equity and institutional theory-based explanations of reaching corporate diversity goals.