Asia Pacific Journal of Human Resources最新文献

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Trade Unions and the British Industrial Relations CrisisBy Peter Ackers, New York and Abingdon-On-Thames, UK: Routledge, 2024 工会与英国劳资关系危机》，彼得-阿克斯著，纽约和英国阿宾顿-泰晤士河畔：Routledge 出版社，2024 年。

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-09-11 DOI: 10.1111/1744-7941.12421

Russell Lansbury

引用次数: 0

A Research Agenda for Trust: Interdisciplinary PerspectivesBy R. C. Mayer, and B. M. Mayer (eds.), Cheltenham: Edward Elgar Publishing, 2024 信任的研究议程：R. C. Mayer, and B. M. Mayer (eds.), Cheltenham：Edward Elgar Publishing, 2024

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-09-05 DOI: 10.1111/1744-7941.12420

Nadia K. Kougiannou

引用次数: 0

A Guide to Key Theories for Human Resource Management Research (First Edition)By K. Hutchings, S. Michailova, and A. Wilkinson (eds.), Cheltenham, UK: Edward Elgar Publishing, 2024. 341 pp. K. Hutchings、S. Michailova 和 A. Wilkinson（编著），英国切尔滕纳姆：爱德华-埃尔加出版社，2024 年。341 页。

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-08-27 DOI: 10.1111/1744-7941.12418

Peter Holland

引用次数: 0

A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda 工作中茁壮成长的系统回顾：文献计量分析和组织研究议程

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-08-27 DOI: 10.1111/1744-7941.12419

Yuan Liang, Tung-Ju Wu, Ziqiong Zhang, Yushu Wang

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.

过去几十年来，工作中的茁壮成长获得了相当多的研究关注。本研究旨在通过文献计量分析，系统地解读有关工作中茁壮成长的过去、现在和未来的知识。按照 PRISMA 协议，本研究对 2005 年至 2024 年间发表的 281 篇同行评审论文进行了评估。研究结果如下(1) 我们确定了在工作中茁壮成长方面的著名作者、重要出版物、顶尖国家、主要附属机构和期刊。(2) 根据内容分析得出的核心主题关键词，确定了六个集群（即工作家庭丰富化、职业承诺、仆人式领导、挑战压力、工作满意度和心理资本）。(3) 在工作需求-资源模型的基础上，我们绘制了关于工作欣欣向荣的前因、调节因素和结果的详细框架。(4) 我们利用 TCCM（理论、背景、特征、方法）框架提出了未来研究的前瞻性方向。

引用次数: 0

Servant Leadership and Work–Family Conflict: The Dual Mediation Effects of Thriving at Work and Workaholism 仆人式领导与工作-家庭冲突：工作欣欣向荣与工作狂的双重中介效应

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-08-13 DOI: 10.1111/1744-7941.12417

Yan Xu, Wei Hu, Doudou Liu

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.

现有研究一致表明，仆人式领导有利于追随者、团队甚至组织。我们借鉴社会信息处理理论和社会交换理论，通过分析仆人式领导对追随者工作与家庭冲突的双重影响机制，对这一普遍结论提出质疑。共有 402 名中国在职成年人回答了三波在线问卷调查。结果表明：一方面，仆人式领导可以提高下属的工作兴致，减少工作-家庭冲突；另一方面，仆人式领导也会引发下属的工作狂，从而增加工作-家庭冲突。追随者的传统性调节了仆人式领导对工作-家庭冲突的双重机制。本研究揭示了仆人式领导的益处和危险，以及传统性在这一独特的领导过程中发挥的重要作用。

引用次数: 0

When morality matters: impact of socially responsible human resource management on unethical behavior 道德问题：对社会负责的人力资源管理对不道德行为的影响

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources

Pub Date : 2024-07-26 DOI: 10.1111/1744-7941.12415

Chenghao Men, Mingyu Yan, Bo Lv, Bing Liu

Unethical behavior may result in detrimental consequences for the organization. Therefore, scholars are proactively trying to explore its antecedents. Human resource management, as a crucial factor that controls employees' behavior for effective organizational functioning, has gained limited attention in previous studies. To complement this aspect, we argue that socially responsible human resource management with moral nature may affect employees' unethical behavior. Drawing on moral self-regulation theory, our study constructs a theoretical model that socially responsible human resource management negatively affects employees' unethical behavior through the decrease of moral disengagement. We additionally contend that the effect becomes stronger as employees exhibit a higher level of moral attentiveness because contextual factors (i.e. socially responsible human resource management) and individual characteristics (i.e. moral attentiveness) could interactively influence employees' cognition of immoral conduct and their unethical behaviors. A survey consisted of 229 employees supports the proposed model and hypotheses. Our research contributes to the theoretical and practical implications for socially responsible human resource management and unethical behavior literatures, and we also discuss the limitations and future research directions.

不道德行为可能会给组织带来不利后果。因此，学者们正积极努力探索其前因后果。人力资源管理作为控制员工行为以促进组织有效运作的关键因素，在以往的研究中得到的关注有限。为了补充这方面的不足，我们认为具有道德性质的社会责任人力资源管理可能会影响员工的不道德行为。借鉴道德自律理论，我们的研究构建了一个理论模型，即具有社会责任感的人力资源管理会通过降低道德脱离程度对员工的不道德行为产生负面影响。此外，我们还认为，由于环境因素（即社会责任人力资源管理）和个体特征（即道德关注度）会交互影响员工对不道德行为的认知及其不道德行为，因此当员工表现出更高的道德关注度时，这种影响会变得更强。一项由 229 名员工组成的调查支持了所提出的模型和假设。我们的研究对社会责任人力资源管理和不道德行为的理论和实践意义有所贡献，同时我们也讨论了研究的局限性和未来的研究方向。

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引用次数: 0

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

Asia Pacific Journal of Human Resources

Pub Date : 2024-07-26 DOI: 10.1111/1744-7941.12416

Aamir Ahmad Teeli, Samriti Mahajan

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

Asia Pacific Journal of Human Resources

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

Asia Pacific Journal of Human Resources

Pub Date : 2024-07-05 DOI: 10.1111/1744-7941.12413

Aulia Riski, Syahriyati, Titik Firmantini, Nisa Vebriani

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

Asia Pacific Journal of Human Resources

Pub Date : 2024-07-04 DOI: 10.1111/1744-7941.12412

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。

引用次数: 0

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