Asia Pacific Journal of Human Resources最新文献

Governments in many countries struggle to balance the development of the platform economy and the protection of gig workers. In China, the State Council promulgated the Guiding Opinion in August 2019, marking a shift from promoting platform development to protecting gig workers' rights. This study analyses 562 work-related injury disputes involving food delivery platforms to evaluate how courts have responded to the platform regulation policy. The results show that the Guiding Opinion has prompted courts to assign greater liability to platforms in cases involving crowd-sourced riders. However, in cases involving special delivery riders, the probability and proportion of claims have decreased since the promulgation of the policy. These findings contribute to the literature on gig workers by highlighting the impact of government policy on court rulings regarding platform employment disputes. Adopting active protection policies and rational judicial behaviour can effectively protect gig workers.

With the emergence of digital technologies, electronic performance monitoring (EPM) is becoming more prevalent in the Asian workplace. However, the consensus on EPM and Asian culture has not been updated with technological advancements. This study investigates the impact of the dualistic functions of EPM on employee creativity, considering power distance within the framework of the job demands-resources model. Based on a sample of 276 employee-colleague dyads from a Chinese company, we found that for employees with high (vs. low) power distance orientation, the positive impact of developmental EPM on employee creativity through harmonious passion is attenuated, as the job resources provided by developmental EPM, which require autonomy from employees, are perceived as psychological burdens. Conversely, the negative impact of deterrent EPM on employee creativity through obsessive passion is amplified, as the job demands imposed by deterrent EPM are seen as duties to be adhered to. This study sheds light on the crucial role that cultural orientation plays in the effectiveness of EPM and highlights the necessity for managers to consider cultural factors when implementing EPM in the digital era.

Labour discontent has been rising in China, but knowledge about how workplace grievances are handled and the perceived legitimacy of the grievance and resolution remains limited. Adopting a legitimacy perspective, this study analyzes qualitative data from 358 grievance cases reported by managers and employees, including 191 interviews, and reveals characteristics of employee grievance handling in China. It reveals that employee grievances are mainly handled in an informal manner via a hierarchical order of managers, which does not guarantee fair outcomes. It identifies the key stakeholders involved in grievance redressal and their strategies. Managers and employees deployed various strategies and tactics in the process to achieve favorable outcomes. We conceptualize three types of management strategies: organization-interest-oriented, balance-oriented, and employee-interest-oriented, which leads to differing grievance redressal outcomes. A key issue underpinning these types of management strategies is the lack of effective representational bodies for the workers. The study extends the field of grievance management as an important part of labour relations management from the legitimacy perspective.

In the context of increasingly severe global environmental pollution, how to promote the harmonious development of enterprises, the ecological environment, and the public, and further improve the environmental performance of enterprises is an urgent problem to be solved. Drawing on resource-based theory and dynamic capability theory, this study conducted an empirical analysis using survey data from 451 enterprises in China. The results showed that green human resource management (GHRM) has a significant positive impact on corporate environmental performance, and corporate reputation and green dynamic capability have a dual mediating effect on the above relationship. In addition, top management environmental support positively moderates the direct relationship between GHRM and corporate reputation and green dynamic capability, and at the same time moderates the indirect effect of GHRM on corporate environmental performance through corporate reputation and green dynamic capability. From the perspective of resource (corporate reputation) and capability (green dynamic capability), this study examines the mechanism of GHRM and corporate environmental performance and provides an integrated framework for scholars to clarify the relationship between the two. It has important theoretical and practical significance for the sustainable development of enterprises.

This paper provides a snapshot of the Australian human resource management (HRM) profession at a unique point in time: in the years immediately after the 2020 COVID-19 lockdown. Drawing on the Australian Bureau of Statistics Census data and a survey of HR practitioners, we identify the demographic characteristics of the HR profession, their position and the changing features of human resource management within the organisation. These changes have major implications for HRM practice with aspects such as hybrid working rapidly becoming the new normal. From a theoretical perspective, there is a need to explore these issues in the context of a multi-stakeholder approaches to HRM in this volatile, uncertain, complex, and ambiguous (VUCA) environment.