{"title":"Managing AI wisely: From development to organizational change in practice by LaurenWaardenburg, MarleenHuysman, MarlousAgterberg. Cheltenham, UK: Edward Elgar Publishing Limited, 2021, 141 pages, $110.00, hardcover","authors":"Lesly R. Krome","doi":"10.1111/peps.12639","DOIUrl":"https://doi.org/10.1111/peps.12639","url":null,"abstract":"","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"8 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139946084","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Developing knowledge‐based client relationships: Leadership in professional services by RossDawson. London: Taylor & Francis, 2005, 416 pages, $59.95, Softcover","authors":"Yeongsu Anthony Kim","doi":"10.1111/peps.12638","DOIUrl":"https://doi.org/10.1111/peps.12638","url":null,"abstract":"","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"10 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139946080","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
David A. Waldman, Ute Stephan, Zhaoli Song, Miriam Erez, Donald Siegel
This special issue of Personnel Psychology is devoted to micro-based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity from an OB/HR perspective. Accordingly, the goals of our overview article are twofold. First, we summarize the articles in the special issue, which address a number of important micro topics, including HRM practices in the entrepreneurial firm, leadership, identity, teams, well-being, diversity/equity/inclusion, and careers and hiring. These articles are based on a variety of research methods and data sources from multiple nations. Second, we identify additional important topics for OB/HR scholars who are interested in conducting research on entrepreneurship. They include a global perspective, the bright versus dark side of entrepreneurship, entrepreneurship and STEM workers, and genetic and biological determinants. We conclude with a consideration of methodological and research design issues.
{"title":"Organizational behavior and human resource management perspectives on entrepreneurship: Lessons learned and new directions","authors":"David A. Waldman, Ute Stephan, Zhaoli Song, Miriam Erez, Donald Siegel","doi":"10.1111/peps.12636","DOIUrl":"https://doi.org/10.1111/peps.12636","url":null,"abstract":"This special issue of <i>Personnel Psychology</i> is devoted to micro-based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity from an OB/HR perspective. Accordingly, the goals of our overview article are twofold. First, we summarize the articles in the special issue, which address a number of important micro topics, including HRM practices in the entrepreneurial firm, leadership, identity, teams, well-being, diversity/equity/inclusion, and careers and hiring. These articles are based on a variety of research methods and data sources from multiple nations. Second, we identify additional important topics for OB/HR scholars who are interested in conducting research on entrepreneurship. They include a global perspective, the bright versus dark side of entrepreneurship, entrepreneurship and STEM workers, and genetic and biological determinants. We conclude with a consideration of methodological and research design issues.","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"132 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2023-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139069273","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Laulié, L., & Morgeson, F. P. (2021). The end is just the beginning: Turnover events and their impact on those who remain. Personnel Psychology, 74, 387–409.
The acknowledgements omitted the support received in the preparation of this manuscript. The correct acknowledgements section reads as follows:
We thank Editor Maria Kraimer and two anonymous reviewers for their constructive and generative comments throughout the review process. Additional thanks to Chloe Saucedo for her insightful comments and copyediting assistance on numerous drafts of the manuscript. The research efforts of Frederick P. Morgeson were sponsored by the U.S. Army Research Institute for the Behavioral and Social Sciences, Department of the Army (Contract No. W911NF-20-1-0205). The views and opinions expressed in this article are those of the authors and shall not be construed as an official Department of the Army position, policy, or decision, unless so designated by other documents.
We apologize for this error.
Laulié, L., & Morgeson, F. P. (2021)。结束只是开始：Turnover events and their impact on those who remain.Personnel Psychology, 74, 387-409.The acknowledgements omitted the support received in the preparation of this manuscript.正确的致谢部分如下：我们感谢编辑 Maria Kraimer 和两位匿名审稿人在审稿过程中提出的建设性和启发性意见。此外，我们还要感谢克洛伊-绍塞多（Chloe Saucedo），感谢她对稿件多处草稿提出的独到见解和协助校对。Frederick P. Morgeson 的研究工作得到了陆军部美国陆军行为与社会科学研究所的赞助（合同编号：W911NF-20-1-0205）。本文所表达的观点和意见仅代表作者本人，不应被视为陆军部的官方立场、政策或决定，除非有其他文件指明。
{"title":"Correction to “The end is just the beginning: Turnover events and their impact on those who remain.”","authors":"","doi":"10.1111/peps.12635","DOIUrl":"https://doi.org/10.1111/peps.12635","url":null,"abstract":"<p>Laulié, L., & Morgeson, F. P. (2021). The end is just the beginning: Turnover events and their impact on those who remain. <i>Personnel Psychology, 74</i>, 387–409.</p>\u0000<div>The acknowledgements omitted the support received in the preparation of this manuscript. The correct acknowledgements section reads as follows: <blockquote><p>We thank Editor Maria Kraimer and two anonymous reviewers for their constructive and generative comments throughout the review process. Additional thanks to Chloe Saucedo for her insightful comments and copyediting assistance on numerous drafts of the manuscript. The research efforts of Frederick P. Morgeson were sponsored by the U.S. Army Research Institute for the Behavioral and Social Sciences, Department of the Army (Contract No. W911NF-20-1-0205). The views and opinions expressed in this article are those of the authors and shall not be construed as an official Department of the Army position, policy, or decision, unless so designated by other documents.</p>\u0000<div></div>\u0000</blockquote>\u0000</div>\u0000<p>We apologize for this error.</p>","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"79 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2023-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138823369","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally-directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally-directed high-investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally-directed HIHRS, the positive influence of externally-directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).
{"title":"Help yourself before helping others: When corporate social responsibility does not make a company more attractive to job seekers","authors":"Madeline Ong, Yong H. Kim, Joel Koopman","doi":"10.1111/peps.12633","DOIUrl":"https://doi.org/10.1111/peps.12633","url":null,"abstract":"This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally-directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally-directed high-investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally-directed HIHRS, the positive influence of externally-directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"33 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138547553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Understanding careers around the globe: Stories and sourcebook By JonBriscoe, MichaelDickmann, Douglas T.Hall, WolfgangMayrhofer and EmmaParry (Eds). Cheltenham, UK: Edward Elgar Publishing, 2023, 259 pages, $xx hardback","authors":"Satoris S. Howes","doi":"10.1111/peps.12632","DOIUrl":"https://doi.org/10.1111/peps.12632","url":null,"abstract":"","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"115 1","pages":""},"PeriodicalIF":5.5,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139217870","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Mary Lee Stansifer, Gisella Bassani, Mohamad Saleh
{"title":"Getting to diversity: What works and what doesn't by FrankDobbin and AlexandraKalevCambridge, MA: Harvard University Press. 2022. 199 pages, $29.95 hardcover","authors":"Mary Lee Stansifer, Gisella Bassani, Mohamad Saleh","doi":"10.1111/peps.12631","DOIUrl":"https://doi.org/10.1111/peps.12631","url":null,"abstract":"","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":"120 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136352277","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"List of ad‐hoc reviewers for <i>Personnel Psychology</i>","authors":"","doi":"10.1111/peps.12630","DOIUrl":"https://doi.org/10.1111/peps.12630","url":null,"abstract":"","PeriodicalId":48408,"journal":{"name":"Personnel Psychology","volume":" 1271","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135186559","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Personnel PsychologyEarly View BOOK REVIEW Introduction to People Analytics: A Practical Guide to Data-Driven HR by Nadeem Khan & Dave Millner. ( 1st Edition). Kogan Page Limited. 2020, 325 pages, 39.99 USD, Paperback Bharati B. Belwalkar, Bharati B. Belwalkar Human Capital and Learning Solutions, Workforce Program Area, American Institutions for Research (AIR), Arlington, United StatesSearch for more papers by this author Bharati B. Belwalkar, Bharati B. Belwalkar Human Capital and Learning Solutions, Workforce Program Area, American Institutions for Research (AIR), Arlington, United StatesSearch for more papers by this author First published: 08 November 2023 https://doi.org/10.1111/peps.12628 Reviewed by Bharati B. Belwalkar, Industrial and Organizational Psychology Researcher, Human Capital & Learning Solutions, American Institutes for Research (AIR), 1400 Crystal Drive, 10th Floor, Arlington, VA 22202–4153. Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onEmailFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Early ViewOnline Version of Record before inclusion in an issue RelatedInformation
《人员分析导论:数据驱动人力资源的实用指南》，作者:纳迪姆·汗和戴夫·米尔纳。(第一版)。Kogan Page Limited, 2020, 325页，39.99美元，平装本Bharati B. Belwalkar, Bharati B. Belwalkar人力资本和学习解决方案，劳动力项目区，美国阿灵顿美国研究机构(AIR)，美国阿灵顿美国研究机构(AIR)劳动力项目区2023年11月8日https://doi.org/10.1111/peps.12628由Bharati B. Belwalkar，工业和组织心理学研究员，人力资本和学习解决方案，美国研究所(AIR)， 1400水晶路，10楼，阿灵顿，VA 22202-4153。阅读全文taboutpdf ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare给accessShare全文accessShare全文accessShare请查看我们的使用条款和条件，并勾选下面的框来分享文章的全文版本。我已经阅读并接受了Wiley在线图书馆使用共享链接的条款和条件，请使用下面的链接与您的朋友和同事分享本文的全文版本。学习更多的知识。复制URL共享链接共享一个emailfacebooktwitterlinkedinreddit微信本文无摘要在包含问题之前的早期视图在线记录版本相关信息
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