Asia Pacific Journal of Human Resources最新文献

The dramatic increase in teleworking, or remote work facilitated by technology, has spurred debate regarding potential effects upon individual well-being. Whilst teleworking has been shown to provide many benefits for individuals, our review focuses upon its challenges. Research suggests that technological risk factors shape the well-being of teleworkers. This review synthesises knowledge regarding this problem and charts a course for future research. We systematically gather 105 studies and link technological challenges to five dimensions of well-being: cognitive, social, professional, affective and psychosomatic. We identify three key areas through which technology reduces well-being: (1) connectivity; (2) communication and (3) capabilities. We examine contemporary risk factors such as digital surveillance, problematic availability expectations, mediated communication difficulties and access or dependability of technological resources. Our discussion elucidates pressing human resources concerns and offers practical insights. Furthermore, we consider future avenues for scholarly inquiry, for instance, the gap between quantitative and qualitative efforts.

Violence against healthcare workers is a pervasive global issue. While previous literature has primarily focussed on fellow employees as perpetrators, little is known regarding violence inflicted by patients and their support such as family and visitors. Adopting a regional lens, this study examines the risk factors of violence against healthcare workers inflicted by patients and their support, owing to higher levels of violence in the Asia-Pacific (APAC) region. We conducted a scoping literature review of 98 APAC-based empirical studies in peer-reviewed academic journals in English. The catalysts for violence were classified according to overarching themes of individual attributes of healthcare professionals, care-centre provisions and infrastructure, accountability of administration and management, as well as patients and their family's backgrounds. Review purpose and rationale were mapped to Arksey and O'Malley's scoping review protocol. These results were further corroborated by some of the collaborative exercises carried out with medical and para-medical professionals. The findings and insights establish a regional risk assessment and evaluation framework with policy ramifications concerning workers' occupational health and safety. We identify and present several socio-economic, political, topographical, and methodological investigation avenues.

The ongoing failure to resolve gender equality in workplaces emphasises the urgent need to consider new paradigms for understanding and resolving this worldwide issue. In this provocation paper, we argue that problematising workplace gender inequality using the paradigm of a wicked problem has significant implications for designing future HRM research and practice. After mapping the many factors and examples of outcomes linked to continued gender inequality, we critique the state of current research by applying the three dimensions of wicked problems thinking: complexity, divergence and uncertainty. Using numerous examples of HRM issues, we identify six implications for future HRM research. Implications include that gender inequality be investigated as many related problems; the trade-offs between complexity and over-simplification in research designs; variations in the usefulness of research findings to impacted stakeholders and more efforts towards engaged scholarship with its features of bottom-up research and greater interdisciplinary collaboration. Turning to HRM practices, we identify how wicked problems thinking highlights how HRM practitioners also need to fully embrace the complexity of gender inequality, both causes and solutions. This demands the use of research methods that are collaborative and stakeholder-focused, accepting the utility of partial solutions; and recognising the unintended positive and negative consequences that often occur from HRM interventions.

Psychosocial factors are well-known determinants of workers' health and well-being, and considerable research exists on how organisations can manage stress at work. Most existing research draws on theories from psychological sciences and applies them using a narrow approach, and consequently, recommendations usually involve organisations minimising demands on employees and maximising organisational resources. Despite these advances, research continues to find differences between the well-being of workers operating under similar working conditions, suggesting a broader understanding of the mechanism through which psychosocial hazards impact well-being is needed. Based on survey data from over 800 employees in Malaysia, we find that deterioration in worker well-being resulting from psychosocial hazards at work is moderated by how safe employees feel to speak up about interpersonal problems at work (known as psychological safety). We conclude that a broader HR approach that looks beyond individual factors in work demands and resources is needed to manage stress at work.