Asia Pacific Journal of Human Resources最新文献

This study investigates how gig work challenges influence job withdrawal, mediated by stressors and perceived job insecurity, while considering the moderating effects of playful work design and a caring organizational ethical climate. Drawing on Cognitive–Emotional Systems Theory and the job demands–resources model, data were gathered from 516 Chinese gig workers. Results show that gig work challenges positively impact job withdrawal by triggering stressors and job insecurity. Notably, playful work design moderates this relationship, mitigating the impact of gig work challenges as hedonic job crafting levels increase. However, the caring ethical climate does not significantly influence the relationship between stressors and perceived job insecurity in the gig work context. The findings suggest that promoting playful work design can be an effective strategy to alleviate the negative effects of gig work challenges, thereby enhancing job satisfaction and retention in the gig economy. This study also provides a new perspective on understanding the mechanisms behind gig workers' workplace withdrawal behaviors, deepening the application of the Cognitive–Emotional Systems Theory and the Job Demands–Resources Model in the gig economy.

Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.

Platform leadership, a new concept in leadership, along with intrapreneurship, has garnered considerable attention in China. Despite scholarly efforts to establish a theoretical link between leadership and employee intrapreneurship, gaps persist in understanding when and why platform leadership influences intrapreneurship. This study seeks to fill in these gaps by proposing a new model exploring the theoretical relationship between these concepts. Based on social exchange theory, this research examines how platform leadership enhances intrapreneurship by boosting employees' perceived insider status. Moreover, this study investigates how innovation-oriented human resource management (HRM) moderates this effect. Analysis of two-stage data from 471 employees in 57 Chinese platform organizations supports the proposed hypotheses, revealing that platform leadership positively influences intrapreneurship, predominantly by enhancing perceived insider status. The effect of platform leadership on perceived insider status and intrapreneurship is also strengthened in the context of superior innovation-oriented HRM. This study enriches the theoretical understanding of platform leadership and intrapreneurship through social exchange theory and highlights innovation-oriented HRM as a critical boundary condition. Insights gained from this study offer valuable guidance for advancing leadership and HRM practices within platform organizations.

Thriving at work has gained considerable research attention over the past decades. This study aimed to systematically unpack the knowledge of the past, present, and future of thriving at work by using bibliometric analysis. Following the PRISMA protocol, this study assesses 281 peer-reviewed papers published between 2005 and 2024. Results are as follows: (1) We identify the prominent authors, significant publications, top countries, leading affiliations, and journals in thriving at work. (2) Six clusters (i.e., work–family enrichment, career commitment, servant leadership, challenge stressors, job satisfaction, and psychological capital) are identified based on the keywords that map the emergent core themes via content analysis. (3) Based on the job demands–resources model, we map a detailed framework of thriving at work about its antecedents, moderators, and outcomes. (4) We propose prospective directions for future research using the TCCM (Theory, Context, Characteristics, Method) framework.

Extant research has uniformly demonstrated that servant leadership is beneficial for followers, teams, and even organizations. Drawing upon social information processing theory and social exchange theory, we challenge this prevalent conclusion by analyzing the dual impact mechanism of servant leadership on followers' work–family conflict. A total of 402 Chinese working adults responded to a three-wave online questionnaire survey. The results revealed that: on the one hand, servant leadership can enhance thriving at work and reduce the work–family conflict of subordinates; on the other hand, servant leadership can also trigger workaholism in subordinates, which can increase work–family conflict. Traditionality of followers moderates the dual mechanism of servant leadership on work–family conflict. This study reveals the benefits and perils of servant leadership and the important role that traditionality plays in this unique leadership process.