Asia Pacific Journal of Human Resources最新文献

Although the application of digital technology has long been considered to be an important and integral trend in human resource management (HRM), emerging evidence hints that digital HRM systems may not always work well in practice, and increasing research suggests that the adoption of digital HRM systems might have negative effects on organizations. In this article, we investigate whether a match in the levels of internal consistency exhibited by a digital HRM system and an original high-performance work system (HPWS), i.e. congruence, impacts firms' data-driven insight generation. We find that congruence between the digital HRM system and the original HPWS has a negative impact on firms' capability to generate data-driven insights. Furthermore, organizations with high levels of internal consistency in both the digital and the original non-digital HRM systems (i.e. high–high congruence) exhibit better data-driven insight generation than organizations with low levels of internal consistency in both systems (i.e. low–low congruence). The results also reveal that the effect of congruence negatively influences firm financial performance and mediated by data-driven insight generation. We discuss the implications of this study and call for future research to consider the characteristics of digital HRM systems and the original traditional HRM systems simultaneously.

This article reports on an exploratory aspect of a larger study that examines unfair dismissal arbitration decisions relating to misconduct derived dismissals made by Australia's federal industrial tribunal. The central proposition explored is that an association occurs between the arbitrator's work history and their decision to overturn a dismissal. The arbitrators' previous occupations were classified based on their alignment with unitarist (employer harmony) and pluralist (worker interests) frameworks, or the ‘blended’ place in between. Subsequent logistic regression modelling allowed us to identify three types of arbitral decision styles: systems-driven, evidence-based and restorative-voice. These decision styles offer our readership a descriptive framework that consolidates statistically significant decision factors. Australian media reports and professional forums scrutinise the appointment of members to its national industrial tribunal and the decisions that they make. The decision styles presented here can inform organisational stakeholders, including workers, HR managers, supervisors, unions and industry bodies who need to apply and/or respond to misconduct-driven dismissal processes or formulate relevant policies, processes and systems such as codes of conduct or performance management.

Studies on how high-performance work systems (HPWS) enhance employee creativity are primarily based on relationship- and motivation-related theories, while some scholars have argued that HPWS may promote performance at the expense of employee well-being. Based primarily on a social embeddedness framework of thriving, this study introduces the human dimension of the sustainability perspective and investigates the indirect effect of HPWS on creativity through evidence of employees' thriving at work. We further explore the moderating role of temporal leadership in the relationship between HPWS and thriving. Hypotheses are tested using multi-wave, multi-source data from 235 employees and their direct supervisors. The contribution of this study lies in explaining how employee creativity is triggered by HPWS and how temporal leadership complements HPWS.

Drawing on social information processing theory (SIP) and activation theory, this study theorizes a curvilinear moderated mediation model that links employee-experienced control human resource management (control HRM) and employee creativity. Using multisource data from 814 employees and 157 supervisors, we find that employee-experienced control HRM has an inverted U-shaped relationship with employee work vigor and that work vigor is positively related to employee creativity. Employee-experienced commitment HRM moderates the direct effect of employee-experienced control HRM on work vigor and the indirect effect on employee creativity. When employee-experienced commitment HRM is high and employee-experienced control HRM is moderate, employees are more vigorous and in turn more creative. Theoretical and practical implications are discussed.

Our research aimed to explore how interviewers perceive male candidates' gender nonconformity during job interviews and how job type may play a role in the process. Based on role congruity theory, we propose that male candidates' gender nonconformity negatively affects employment decisions through cognitive and affective processes (i.e. perceived expectancy violation and likability). Further, based on the literature on occupational gender stereotypes, we examined the moderating effect of job type on the above indirect process. We believe that the negative indirect effects of male candidates' gender nonconformity on employment decisions through perceived expectancy violation and likability will be weakened when interviewing for female-dominated jobs compared with male-dominated jobs. We found robust evidence consistent with our theoretical assertion using three independent between-subjects experiments.

In this study we argue that human resource (HR) analytics is critical to examine the interconnectedness between human resource management and human capital. The focus is on HR in the aged care sector and the employment, performance management and retention of nursing and personal care assistant staff. What HR fails to achieve in the aged care sector is to protect staff against violence in the workplace. We argue it is time for HR to immerse activities into analysing employee-related data and supporting nursing staff against violence at work. The findings indicate through HR analytics there are innovative opportunities that can enhance human capital, but they require a thorough analysis of relevant data that will make a difference to an individual's work experiences and performance. An important part of HR analytics is to ensure the quality of data input and expert use of qualitative data to investigate, analyse and find solutions to resolve workplace violence issues.

Drawing from Conservation of Resources theory, the present study examines a serial mediation model in which competitive climate predicts work-to-family conflict via two mediators – first, excessive and compulsive workaholism, and then emotional exhaustion. As organizations may differ in terms of their competitive climate, we test our model based on data collected from public (Study 1) and private (Study 2) sector organizations. In study 1 (n = 282), two waves of data with a 2-week interval were obtained from full-time Indian managerial employees working in the public sector organizations. Results supported our hypothesized mediation model. In Study 2 (n = 250), we replicated the finding of Study 1 with private sector-based organizations. Across two field studies, we found general support for our hypotheses. The present study contributes to understanding of the underlying mechanisms explaining the negative spillover effect of competitive climate on work-to-family interface.

Pakistan is a developing country under severe pressure to provide efficient and effective healthcare to its population owing to inadequate financial and human resources and limited management capabilities. This study explores the role and practice of human resource management (HRM) in three Pakistani public teaching tertiary hospitals. We interviewed leaders and managers in these hospitals to gain a better understanding of the context, challenges and opportunities for HRM. Our thematic analysis revealed that a lack of specialised human resource (HR) departments staffed by HR professionals in these hospitals negatively impacted HRM functions and practices and created confusion and complexity. This was exacerbated by centralised decision-making at the provincial level and limited managerial autonomy over key HR issues. However, despite the enormous challenges facing the Pakistani public healthcare sector the informants believed that HR could play a significant role in influencing employees' attitudes and behaviours to provide quality healthcare to more patients.

Expatriates play a critical role in the long-term success of global organizations; however, expatriate assignments are risky endeavors, and not all employees are keen on such opportunities. Thus, it is critical that we examine the antecedents of employee willingness to expatriate. In this first such meta-analysis, we drew on data from 55 studies (published in English and Traditional Chinese), and identified 22 antecedents. Results indicate that education, self-efficacy, prior international experience, language skills, cultural intelligence, extraversion, agreeableness, conscientiousness, emotional stability, openness to experience, the importance of assignment value, financial support and career support were positively related to employee willingness to expatriate. Some societal differences were identified. We then discuss implications and offer future research directions.

Decent work is eagerly expected by employees. The improvement of decent work requires the cooperation of business enterprises. This study explores the benefits of decent work on organizational outcomes through stimulating employees' proactive behaviors: taking charge and voice behavior. The findings are conductive to the achievement of decent work and create a win-win situation. Building on social identity theory and self-determination theory, we proposed and assessed a moderated chain mediation model. We tested this new theoretical model with data collected from 360 employees. Decent work motivates taking charge and voice through the chain mediation effects of perceived insider status (first stage) and gratitude and repayment (second stage). Furthermore, thriving at work moderates the positive relationship between gratitude and repayment and taking charge. It also moderates the indirect effect of decent work on taking charge. Theoretical contributions and managerial implications are discussed.