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Manmeet Bali Nag and Firdous Ahmad Malik (2023) Repatriation management and competency transfer in a culturally dynamic world. Springer, Singapore. ISBN: 978 981 19 7349 9; 173 pages. Manmeet BaliNag 和 Firdous AhmadMalik (2023) Repatriation management and competency transfer in a culturally dynamic world.新加坡 Springer 出版社。ISBN: 978 981 19 7349 9; 173 页。
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-26 DOI: 10.1111/1744-7941.12416
Aamir Ahmad Teeli, Samriti Mahajan
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引用次数: 0
Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand 人力资源灵活性与员工创造力:感知到的人力资源实力、职业满意度和雇主品牌的作用
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-17 DOI: 10.1111/1744-7941.12414
Fei Zhu, Juan Wan, Xiji Zhu, Meiqi Yue

In a dynamic business environment, human resource (HR) flexibility has emerged as a key factor in improving organizational performance and in potentially influencing employee outcomes. However, research on the complex cross-level effects of HR flexibility on employee outcomes remains underexplored. This study addresses this research gap by focusing on HR flexibility and its impact on employee creativity. Drawing on social information processing (SIP) theory, we present a novel model that elucidates the mechanisms through which HR flexibility promotes employee creativity and identifies the boundary conditions under which this effect is most pronounced. Specifically, we argue that perceived HR strength and career satisfaction play serial mediating roles in the relationship between HR flexibility and employee creativity, and that employer brand positively moderates this relationship. Our arguments are supported by a sample of 344 employees and 72 senior HR managers from financial services companies in China. Our work applies SIP theory to deepen the understanding of HR flexibility and contributes to the literature on HR flexibility and creativity.

在动态的商业环境中,人力资源(HR)灵活性已成为提高组织绩效和潜在影响员工成果的关键因素。然而,有关人力资源灵活性对员工成果的复杂跨层次影响的研究仍然不足。本研究通过关注人力资源灵活性及其对员工创造力的影响,填补了这一研究空白。借鉴社会信息处理(SIP)理论,我们提出了一个新颖的模型,该模型阐明了人力资源灵活性促进员工创造力的机制,并确定了这种效应最为明显的边界条件。具体来说,我们认为在人力资源灵活性与员工创造力之间的关系中,感知到的人力资源优势和职业满意度起到了连续的中介作用,而雇主品牌则对这种关系起到了积极的调节作用。我们的论点得到了来自中国金融服务企业的 344 名员工和 72 名高级人力资源经理样本的支持。我们的研究运用 SIP 理论加深了对人力资源灵活性的理解,为有关人力资源灵活性和创造力的文献做出了贡献。
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引用次数: 0
Ewa Lechman (ed) (2023) Technology and women's empowerment. Routledge, New York. ISBN: 978-0-367-49371-4, 279 pages, £135.00, $52.95 (hardcover). ISBN: 978-1-003-04594-6, £35.99 (eBook). Ewa Lechman (ed) (2023) Technology and Women's empowerment.Routledge, New York.ISBN:978-0-367-49371-4,279 页,135.00 英镑,52.95 美元(精装)。ISBN: 978-1-003-04594-6,35.99 英镑(电子书)。
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-05 DOI: 10.1111/1744-7941.12413
Aulia Riski,  Syahriyati, Titik Firmantini, Nisa Vebriani
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引用次数: 0
Correction to “Breaking the negative cycle of age and proactive behavior: The role of job variety and future time perspective” 对 "打破年龄与积极主动行为的负面循环:工作多样性和未来时间视角的作用"
IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-04 DOI: 10.1111/1744-7941.12412

Cao, M., Zhao, S., Ma, Y. and Lv, H. (2024), Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective. Asia Pac J Hum Resour, 62: e12410. https://doi.org/10.1111/1744-7941.12410

In the Acknowledgement section, the funding information was updated to reflect the following numbers 72372047, 72372070.

We apologize for this error.

Cao, M., Zhao, S., Ma, Y. and Lv, H. (2024), Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective.Asia Pac J Hum Resour, 62: e12410. https://doi.org/10.1111/1744-7941.12410In 在致谢部分,资助信息已更新为以下编号:72372047、72372070。对此错误,我们深表歉意。
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引用次数: 0
Carol T Kulik and Elissa L Perry (2024) Human resources for the non-HR manager, 2nd edition. Routledge, New York Carol T Kulik 和 Elissa L Perry (2024)《非人力资源经理的人力资源》,第 2 版。纽约 Routledge 出版社
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-06-14 DOI: 10.1111/1744-7941.12411
Alan Montague
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引用次数: 0
Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective 打破年龄与积极主动行为的负面循环:工作多样性和未来时间视角的作用
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-06-09 DOI: 10.1111/1744-7941.12410
Man Cao, Shuming Zhao, Yufei Ma, Hongjiang Lv

The industrialized world's workforce is aging. China, as one of the important representative countries in the Asia-Pacific region, is also experiencing an aging trend. Older people are often viewed as inflexible and unwilling to proactively change their environment or themselves to some extent. Prior studies have also found a negative association between age and proactive behavior. Therefore, breaking this negative cycle of age and proactive behavior becomes significant for the literature on age and management practices regarding older employees. In this paper, we identified job variety as a critical boundary condition and suggested that it would moderate the relationship between age and future time perspective, ultimately affecting proactive behavior. Our model was tested using a multilevel and multisource sample including 36 managers and 193 employees in China. The results showed that when job variety is high, the negative relationship between age and behavior becomes nonsignificant. Further, the interaction between age and job variety influenced proactive behavior through individuals' future time perspective. By identifying the important role of job variety, our study contributes to human resource management interventions for the aging workforce in China and other Asia-Pacific countries.

世界工业化国家的劳动力正在老龄化。中国作为亚太地区重要的代表性国家之一,也正在经历老龄化趋势。老年人通常被认为缺乏灵活性,在一定程度上不愿意主动改变环境或自身。先前的研究也发现,年龄与积极主动行为之间存在负相关。因此,打破年龄与积极主动行为之间的这种负面循环,对于有关老年员工的年龄和管理实践的文献来说意义重大。在本文中,我们将工作多样性确定为一个关键的边界条件,并认为它将缓和年龄与未来时间视角之间的关系,最终影响积极主动行为。我们使用多层次、多来源的样本,包括中国的 36 名管理人员和 193 名员工,对我们的模型进行了检验。结果显示,当工作多样性较高时,年龄与行为之间的负相关变得不显著。此外,年龄与工作多样性之间的交互作用会通过个人的未来时间视角影响积极主动行为。通过确定工作多样性的重要作用,我们的研究为中国和其他亚太国家针对老龄化劳动力的人力资源管理干预做出了贡献。
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引用次数: 0
How do employees form initial trust in artificial intelligence: hard to explain but leaders help 员工如何形成对人工智能的初步信任:难以解释,但领导者可以提供帮助
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-20 DOI: 10.1111/1744-7941.12402
Yi Xu, Yijie Huang, Jiahe Wang, Dong Zhou

This study experimentally investigates initial trust formation in the organizational context of an artificial intelligence (AI) system in human resource management (HRM). Drawing on social exchange theory and leader-member exchange theory, we identify factors that contribute to initial trust in AI through cognitive and affective processing from the perspective of employees in the Chinese context. An online survey (N = 426) was conducted with a 2 (explanation of AI: without vs with) × 2 (trust in leaders: low vs high) design. Our findings demonstrate that initial trust plays a crucial role in AI adoption, and a trustworthy leader increases employees' AI trust and intention to adopt. Providing AI's benefits and risks moderates initial trust and the pathway to adoption. Moreover, familiarity with AI's application in HRM and organizational collectivism is also beneficial. Our findings suggest that organizations should prioritize cultivating initial trust in AI with employee-oriented strategies, including trusted leadership and supportive training resources.

本研究通过实验研究了人力资源管理(HRM)中人工智能(AI)系统组织背景下初始信任的形成。借鉴社会交换理论和领导-成员交换理论,我们从中国员工的视角出发,通过认知和情感处理,确定了促成人工智能初始信任的因素。我们采用 2(对人工智能的解释:无与有)×2(对领导的信任:低与高)设计进行了在线调查(N = 426)。我们的研究结果表明,初始信任在人工智能的采用过程中起着至关重要的作用,值得信任的领导会提高员工对人工智能的信任度和采用意向。提供人工智能的益处和风险可以调节初始信任和采用途径。此外,熟悉人工智能在人力资源管理和组织集体主义中的应用也是有益的。我们的研究结果表明,组织应优先采用以员工为导向的策略,包括可信赖的领导和支持性培训资源,来培养员工对人工智能的初始信任。
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引用次数: 0
Jeffrey H Greenhaus and Gerard A Callanan (2022) Advanced introduction to sustainable careers. Elgar Advanced Introductions series. Edward Elgar, Cheltenham. 192 pp., ISBN: 978 1 80088 103 7 Jeffrey H Greenhaus 和 Gerard A Callanan (2022)《可持续职业高级入门》。埃尔加高级入门系列。爱德华-埃尔加,切尔滕纳姆。192 页,国际标准书号:978 1 80088 103 7
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-19 DOI: 10.1111/1744-7941.12404
Peter Holland
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引用次数: 0
How does paternalistic leadership affect employee silence in the Chinese context? A mediated three-way interaction model 家长式领导如何影响中国员工的沉默?三方互动中介模型
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-19 DOI: 10.1111/1744-7941.12405
Changguo Mao, Fang Lee Cooke, Lei Guo

Although employee involvement is playing an increasingly important role in contemporary human resource management, the phenomenon of employee silence is prevalent in the workplace. This study examines how leader benevolence and authoritarianism, the two components of paternalistic leadership, affect employee silence in the Chinese context. Data from 415 employees nested in 42 workgroups provide evidence for a cross-level, three-way interaction between benevolent leadership and authoritarian leadership and employee collective identity predicting employee silence. Specifically, benevolent-authoritarian leadership predicts the lowest employee silence behavior when an employee holds a high level of collective identity. This three-way interaction effect is mediated by employee interpersonal justice. Our study extends the knowledge of employee voice/silence behavior in the Chinese cultural setting by shedding light on the role of leadership characteristics. To reduce employee silence, organizations should provide training to improve leaders' skills to balance authoritarianism with benevolence, as well as activate employees' collective identity to further enhance the effectiveness of paternalistic management.

尽管员工参与在当代人力资源管理中扮演着越来越重要的角色,但员工沉默的现象在工作场所却普遍存在。本研究探讨了在中国环境下,家长式领导的两个组成部分--领导者的仁慈和专制如何影响员工的沉默。来自 42 个工作小组的 415 名员工的数据证明,仁慈型领导和威权型领导与员工集体认同之间存在跨层次的三向互动,从而预测了员工沉默。具体来说,当员工具有较高的集体认同感时,仁慈-专制领导对员工沉默行为的预测最低。这种三方互动效应是由员工人际公正所中介的。我们的研究通过揭示领导特征的作用,扩展了对中国文化背景下员工发声/沉默行为的认识。为减少员工沉默,组织应提供培训以提高领导者平衡专制与仁慈的技能,并激活员工的集体认同,以进一步提高家长式管理的有效性。
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引用次数: 0
Adrian Wilkinson, Tony Dundon, Paula K Mowbray and Sarah Brooks (eds) (2023) Missing voice? Worker voice and social dialogue in the platform economy. Oxford University Press, Northampton, UK. 183 pp Adrian Wilkinson, Tony Dundon, Paula K Mowbray and Sarah Brooks (eds) (2023) Missing voice?平台经济中的工人声音和社会对话》。牛津大学出版社,英国北安普敦。 183 pp
IF 3.2 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-04-24 DOI: 10.1111/1744-7941.12403
Peter Holland
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引用次数: 0
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Asia Pacific Journal of Human Resources
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