Asia Pacific Journal of Human Resources最新文献

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.

This study examines the usage and impact of artificial intelligence (AI) in HRM among 12 companies located in Malaysia. In-depth interviews were conducted with the companies' representatives. Thematic analysis was applied to analyze the data. Results showed that AI in HRM was mainly used for recruitment, talent management, HR shared service operations, learning and development, reporting and analytics and self-service assistance. The results also disclosed that AI usage in HRM could generate operational, managerial, strategic, organizational, informational and compliance benefits for companies. The outcome of this study offers a better understanding of the usage and impact of AI-based software in HRM, hence the better implementation of AI in HRM. Companies in Malaysia can then make better AI investment decisions.

This article aims to contribute to the application of human resources systems and practices in a sport-for-development program for community development. Using a qualitative research approach, this study collected a series of data over a period of 24 months in a rural community setting in India. This article reveals that inputs such as soccer peer-coaching knowledge and opportunities for training not only develop coaching and playing skills and abilities but also can create a socially cohesive space to foster individual, group and community capacity building for improved sport-for-development program outcomes. Using social movement theory, this article illustrates that soccer peer-coaching knowledge can be an enabler in recruiting, training and incentivising participants and volunteer coaches for social action. This article provides a practical and theoretical understanding of using knowledge, skills and abilities to mobilise individuals and assist in the delivery of a sustainable sport-for-development program in a community setting.

Remote working because of the COVID-19 pandemic has eroded boundaries between work and home, necessitating the need to evaluate the long-term impacts of these changes and mitigate any negative effects on workers' work-life experiences. To do so, we reviewed and examined work-life research published since the start of the pandemic. The review yielded a sample of 303 work-life scholarly articles, with three common themes: 1) work-life boundaries have become more permeable, with behavior-based and time-based work-life conflict emerging as the more salient forms of work-life conflict; 2) technical work demands have increased, as employees grapple with techno-invasion, techno-overload and techno-complexity; and 3) psychological and emotional work demands have intensified. Based on these key findings, we call for multi-level and multi-agency responses to deal with the complex, diverse nature of work-life demands. Specifically, we offer recommendations at the individual-, team/organizational- and societal/governmental-levels to enhance employees' work and non-work lives after the pandemic.

This research aimed to identify the HR strategies and functions most likely to be affected by emerging digital technologies and explores the competencies and capabilities required by present and future HR professionals to transform these changing functions. Further, it analyses the developmental roles of educational institutions and professional associations in equipping HR professionals for this transition process. The study employed an exploratory sequential mixed methods research design incorporating two phases. Phase I involved a survey of HR professionals (n = 203) and Phase II involved a focus group of senior HR professionals and HR academics involved in accrediting HR courses nationally in Australia. The findings point to a patchy uptake of smart technologies, artificial intelligences, robotics and algorithm (STARA) technologies in workplaces, with the expected usage of most of these technologies more likely in the future than currently. Most HR functions and HR roles are likely to be affected by these new digital technologies and associated competencies and skills.