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33–44.",{"doi":1238},"10.1016\u002FS0090-2616(96)90039-X",{"id":24,"text":1240,"url":24,"identifiers":1241},"Pil F.K., 1996, The adoption of high‐involvement work practices, Industrial Relations, 33, 423, 10.1111\u002Fj.1468-232X.1996.tb00414.x",{"doi":888},{"id":24,"text":1243,"url":24,"identifiers":1244},"Porter M.E., 1980, Competitive Strategy",{},{"id":24,"text":1246,"url":24,"identifiers":1247},"Porter M.E., 1985, Competitive Advantage",{},{"id":24,"text":1249,"url":24,"identifiers":1250},"Purcell J., 1999, High commitment management and the link with contingent workers: implications for strategic human resource management, Research in Personnel and Human Resources Management, 4, 239",{},{"id":24,"text":1252,"url":24,"identifiers":1253},"Purcell J., 1994, Human Resource Management in the Multi‐Divisional Company",{},{"id":24,"text":1255,"url":24,"identifiers":1256},"Schoenberger E., 1997, The Cultural Crisis of the Firm",{},{"id":24,"text":1258,"url":24,"identifiers":1259},"10.1111\u002Fj.1467-8543.1993.tb00389.x",{"doi":1258},{"id":24,"text":1261,"url":24,"identifiers":1262},"Thompson M., 1998, HR and the bottom line: jet setters, People Management, 16, 38",{},{"id":24,"text":1264,"url":24,"identifiers":1265},"Thompson M., 1998, Further analysis from the DTI\u002FSBAC survey, 17",{},{"id":24,"text":1267,"url":24,"identifiers":1268},"Walton R., 1987, From control to commitment in the workplace, Harvard Business Review, 63, 76",{},{"id":24,"text":1270,"url":24,"identifiers":1271},"Wood S., 1995, The four pillars of HRM: are they connected, Human Resource Management Journal, 5, 48",{},{"id":24,"text":1273,"url":24,"identifiers":1274},"10.1111\u002Fj.1467-6486.1995.tb00341.x",{"doi":1273},{"id":24,"text":1276,"url":24,"identifiers":1277},"10.1177\u002F001872679805100403",{"doi":1276},{"id":24,"text":1279,"url":24,"identifiers":1280},"10.2307\u002F259061",{"doi":1279},{"id":24,"text":1282,"url":24,"identifiers":1283},"Yeandle D., 1988, A personnel strategy for an automated plant, Personnel Management, 21",{},{"id":24,"text":1285,"url":24,"identifiers":1286},"Youndt M.A., 1996, Human resource management, manufacturing strategy, and firm performance, Academy of Management Journal, 39, 836, 10.2307\u002F256714",{"doi":1025},{"id":1288,"createTime":1289,"updateTime":1290,"relativeEntities":1291,"slug":1292,"properties":1293,"entityType":118,"verifyStatus":119,"verifyTime":1308,"verifyNote":120,"syncStatus":23,"languages":1309,"translateLanguages":1310,"viewCount":25,"primaryUrl":1312,"fullTextUrl":24,"authors":1313,"publicationType":163,"publisherRelationship":1389,"citationCount":208,"citationInfo":1422,"publishDate":1425,"publishYear":1426,"citationAnalyzeStatus":23,"lastCitationAnalyze":24,"indexDatabases":24,"openAccess":24,"references":1427,"isForceReanalyzing":347},"f22e0f0e-f834-4b61-bd79-1605debe8301","2024-10-09T19:44:04.454+00:00","2025-01-03T06:50:34.443+00:00",[],"College-students-and-scp-HR-scp-professionals-conflicting-views-on-information-available-on-Facebook",{"mag":1294,"keywords":1296,"openalex":1298,"abstract":1300,"title":1303,"doi":1306},{"VOID":1295},"2123195213",{"VI":1297},"",{"VOID":1299},"W2123195213",{"VI":1301,"EN":1302},"\u003Cjats:p>Các nhà tuyển dụng ngày càng sử dụng mạng xã hội như một cơ chế để sàng lọc các ứng viên tiềm năng. Nghiên cứu này đã xem xét nhận thức của sinh viên đại học về lượng và mức độ thông tin có sẵn cho các nhà tuyển dụng tiềm năng khi sử dụng mạng xã hội. Nghiên cứu đã áp dụng một cuộc khảo sát với sinh viên đại học để xác định lượng thông tin mà họ cảm thấy rằng người khác có thể biết về họ thông qua trang Facebook của họ. Kết quả cho thấy rằng những người tham gia không nhận thấy có nhiều thông tin về các lĩnh vực nghề nghiệp chủ chốt có thể được rút ra từ trang của họ và họ có kế hoạch thay đổi rất ít mặc dù nhiều người tin rằng khả năng cao là một nhà tuyển dụng sẽ xem xét trang của họ. Một nhóm phụ cũng đã có trang của họ được các chuyên gia nhân sự xem xét. Phân tích so sánh cho thấy rằng trong một số lĩnh vực liên quan đến công việc chủ chốt, chẳng hạn như hành vi không đạo đức tiềm năng và kỹ năng giao tiếp, nhân sự \u003Cjats:styled-content style=\"fixed-case\">HR\u003C\u002Fjats:styled-content> cảm thấy họ có thể tìm hiểu được nhiều hơn đáng kể về những người tham gia so với những gì các bạn tham gia nhận định về bản thân.\u003C\u002Fjats:p>","\u003Cjats:p>Increasingly employers are using social media as a mechanism to screen potential job candidates. This study examined college students' perceptions of the amount and degree of information available to potential employers who use social media. The study employed a survey of college students to determine how much information they felt someone could learn about them through their Facebook page. Results indicated that participants did not perceive much information about key job categories could be derived from their pages and they planned very few changes even though many believed it highly likely an employer would review their page. A subgroup also had their pages reviewed by HR professionals. A comparison analysis revealed that in several key job‐related areas, such as potential unethical behaviours and communication skills, \u003Cjats:styled-content style=\"fixed-case\">HR\u003C\u002Fjats:styled-content> personnel felt that they were able to learn significantly more about the participants than the participants believed themselves.\u003C\u002Fjats:p>",{"VI":1304,"EN":1305},"Sinh viên đại học và các chuyên gia nhân sự: quan điểm mâu thuẫn về thông tin có sẵn trên Facebook","College students and \u003Cscp>HR\u003C\u002Fscp> professionals: conflicting views on information available on Facebook",{"VOID":1307},"10.1111\u002F1748-8583.12033","2024-10-09T19:44:04.453+00:00",[122],[1311],"VI","https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002F10.1111\u002F1748-8583.12033",[1314,1334,1354,1370],{"id":1315,"sortIndex":200,"researcher":24,"roles":1316,"affiliations":1317,"properties":1329},"3178e717-c6d5-40b2-8349-96f1499771be",[],[1318],{"id":1319,"sortIndex":25,"affiliation":1320,"properties":24},"9d6eb6ab-9bcf-4b9d-a681-76544eaf1430",{"id":1321,"createTime":1322,"updateTime":1323,"relativeEntities":1324,"slug":1325,"properties":1326,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"0f3c566f-68a2-47b1-b088-ec775203d9a2","2024-01-26T14:19:27.263+00:00","2024-10-09T19:44:04.508+00:00",[],"Slippery-Rock-University",{"title":1327},{"VI":1328},"Slippery Rock University",{"openalex":1330,"title":1332},{"VOID":1331},"A5046104246",{"EN":1333},"MSW Jules Schrager",{"id":1335,"sortIndex":149,"researcher":24,"roles":1336,"affiliations":1337,"properties":1349},"b9cbbeb7-6bb4-41fe-8d10-b8a60c77fe2a",[],[1338],{"id":1339,"sortIndex":25,"affiliation":1340,"properties":24},"0ccbd816-5024-40c9-a158-6fbd8d5e9749",{"id":1341,"createTime":1342,"updateTime":1343,"relativeEntities":1344,"slug":1345,"properties":1346,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"1fbf3036-bd0e-40cd-b04c-a5d3b814c33e","2024-04-15T19:13:55.926+00:00","2024-10-09T19:44:04.496+00:00",[],"Robert-Morris-University",{"title":1347},{"EN":1348},"Robert Morris University",{"openalex":1350,"title":1352},{"VOID":1351},"A5042282198",{"EN":1353},"Peter 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Zappala",{"id":1371,"sortIndex":25,"researcher":24,"roles":1372,"affiliations":1373,"properties":1384},"0b3c5062-ade4-4927-9ef3-0a78a7776d6a",[],[1374],{"id":1375,"sortIndex":25,"affiliation":1376,"properties":24},"4adcd0a6-0be9-4fac-990a-94fe83186ec1",{"id":1377,"createTime":1378,"updateTime":1378,"relativeEntities":1379,"slug":1380,"properties":1381,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"fb74d440-0c1d-4dbe-afc2-6c63bc0dd45d","2024-10-09T19:44:04.478+00:00",[],"Strayer-University",{"title":1382},{"EN":1383},"Strayer University",{"openalex":1385,"title":1387},{"VOID":1386},"A5065763923",{"EN":1388},"Michael Curran",{"url":24,"publisher":1390,"properties":1415},{"id":6,"createTime":7,"updateTime":8,"relativeEntities":1391,"slug":10,"properties":1392,"entityType":22,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25,"subjectFields":1398,"manageAffiliations":1399,"indexDatabases":1400,"url":97,"thumbnailPath":24,"statistic":24,"gsStatistic":24,"type":24,"analyzePriority":24},[],{"country":1393,"issn":1394,"introduce":1395,"eissn":1396,"title":1397},{"VOID":13},{"VOID":15},{"EN":17},{"VOID":19},{"EN":21},[],[],[1401,1408],{"id":59,"indexDatabase":1402,"url":72,"indexYears":73,"academicFieldIds":1407,"indexDatabaseRanking":76},{"id":61,"createTime":62,"updateTime":63,"relativeEntities":1403,"label":1404,"description":1405,"key":69,"publicationTags":1406,"standard":24},[],{"EN":66,"VI":66},{"EN":66,"VI":68},[71],[75],{"id":78,"indexDatabase":1409,"url":93,"indexYears":24,"academicFieldIds":1414,"indexDatabaseRanking":24},{"id":80,"createTime":81,"updateTime":82,"relativeEntities":1410,"label":1411,"description":1412,"key":89,"publicationTags":1413,"standard":24},[],{"EN":85,"VI":85},{"VI":87,"EN":88},[91,92],[95,96],{"volume":1416,"pages":1418,"issue":1420},{"VOID":1417},"24",{"VOID":1419},"442-458",{"VOID":1421},"4",{"total":208,"publishYear":24,"statisticByYear":1423},{"2015":200,"2016":1424,"2017":200,"2018":149,"2019":1356,"2020":149,"2021":200,"2022":200,"2023":1424,"2024":149},4,"2014-11-01",2014,[1428,1431,1434,1437,1440,1443,1446,1449,1452,1455,1458,1461,1464,1467,1470,1473,1476,1479,1482,1485,1488,1491,1494,1497,1500,1503,1506,1509,1512,1515,1518,1521,1524,1527,1530,1533,1536,1539,1542,1545,1548,1551,1554,1557,1560,1563,1566,1569,1572,1575,1579,1582,1585,1588,1591,1594,1597,1600,1603,1606,1609,1612,1615,1618,1621,1624,1627,1630,1633],{"id":24,"text":1429,"url":24,"identifiers":1430},"‘37 percent of employers use Facebook to pre‐screen applicants new study says’. (2012).Huffington Post.http:\u002F\u002Fwww.huffingtonpost.com\u002F2012\u002F04\u002F20\u002Femployers‐use‐facebook‐to‐pre‐screen‐applicants_n_1441289.html accessed 15 February 2013.",{},{"id":24,"text":1432,"url":24,"identifiers":1433},"Albanesius C.(2012). ‘House votes against Facebook password amendment’.PC Magazine 1.",{},{"id":24,"text":1435,"url":24,"identifiers":1436},"Aldred K., 2011, You're fired because of Facebook: tips for employers on navigating the fast‐growing social media frontier, Enterprise\u002FSalt Lake City, 41, 9",{},{"id":24,"text":1438,"url":24,"identifiers":1439},"10.1177\u002F0956797609360756",{"doi":1438},{"id":24,"text":1441,"url":24,"identifiers":1442},"2012, Background check limits: employers pressured on Facebook password requests, Security Director's Report, 12, 8",{},{"id":24,"text":1444,"url":24,"identifiers":1445},"10.1080\u002F87568225.2011.581922",{"doi":1444},{"id":24,"text":1447,"url":24,"identifiers":1448},"Boateng W., 2012, Evaluating the efficacy of focus group discussion (FGD) in qualitative social research, International Journal of Business & Social Science, 3, 54",{},{"id":24,"text":1450,"url":24,"identifiers":1451},"Boyd D.M., 2007, McArthur Foundation Series on Digital Learning – Youth, Identity, and Digital Media Volume",{},{"id":24,"text":1453,"url":24,"identifiers":1454},"10.1111\u002Fj.1083-6101.2007.00393.x",{"doi":1453},{"id":24,"text":1456,"url":24,"identifiers":1457},"Brandenburg C., 2008, The newest way to screen job applicants: a social networker's nightmare, Federal Communications Law Journal, 60, 597",{},{"id":24,"text":1459,"url":24,"identifiers":1460},"10.1007\u002Fs10869-011-9221-x",{"doi":1459},{"id":24,"text":1462,"url":24,"identifiers":1463},"10.1177\u002F0146167208320061",{"doi":1462},{"id":24,"text":1465,"url":24,"identifiers":1466},"10.1089\u002Fcyber.2011.0324",{"doi":1465},{"id":24,"text":1468,"url":24,"identifiers":1469},"10.1111\u002Fj.1083-6101.2009.01494.x",{"doi":1468},{"id":24,"text":1471,"url":24,"identifiers":1472},"Elmer V., 2012, Avoid hiring the unexpected, Fortune, 166, 45",{},{"id":24,"text":1474,"url":24,"identifiers":1475},"Elzweig B., 2009, Using social networking web sites in hiring and retention decisions, SAM Advanced Management Journal, 74, 27",{},{"id":24,"text":1477,"url":24,"identifiers":1478},"2012, Employers, colleges demand Facebook passwords, Information Management Journal, 46, 14",{},{"id":24,"text":1480,"url":24,"identifiers":1481},"Epstein J.(2006).Who's Reading Your Facebook?http:\u002F\u002Fwww.dailyprincetonian.com\u002Farchives\u002F2006\u002F02\u002F10\u002Fnews\u002F14416.shtml accessed 14 February 2013.",{},{"id":24,"text":1483,"url":24,"identifiers":1484},"10.1177\u002F193758671000300402",{"doi":1483},{"id":24,"text":1486,"url":24,"identifiers":1487},"Ezold C., 2012, To ask or not to ask: the Facebook password question, HVACR Distribution Business, 1, 24",{},{"id":24,"text":1489,"url":24,"identifiers":1490},"Facebook(2010).Facebook Statistics.http:\u002F\u002Fwww.facebook.com\u002F accessed 4 February 2013.",{},{"id":24,"text":1492,"url":24,"identifiers":1493},"Forster J., 2006, Job recruiters dig up dirt on candidates' webpages, Akron Beacon Journal, 1, D2",{},{"id":24,"text":1495,"url":24,"identifiers":1496},"Fournier A.K., 2011, Do college students use Facebook to communicate about alcohol? An analysis of student profile pages, Cyberpsychology, 5, 1",{},{"id":24,"text":1498,"url":24,"identifiers":1499},"Fuller A.(2006).Employers Snoop on Facebook.http:\u002F\u002Fdaily.stanford.edu\u002Farticle\u002F2006\u002F1\u002F20 accessed 4 February 2013.",{},{"id":24,"text":1501,"url":24,"identifiers":1502},"10.1111\u002Fj.1743-498X.2010.00356.x",{"doi":1501},{"id":24,"text":1504,"url":24,"identifiers":1505},"Glassman T., 2012, Implications for college students posting pictures of themselves drinking alcohol on Facebook, Journal of Alcohol & Drug Education, 56, 38",{},{"id":24,"text":1507,"url":24,"identifiers":1508},"Hill K.(2012). ‘Facebook doesn't want employers asking for users' passwords’.Forbes.Com 7.",{},{"id":24,"text":1510,"url":24,"identifiers":1511},"10.20429\u002Fijsotl.2012.060210",{"doi":1510},{"id":24,"text":1513,"url":24,"identifiers":1514},"Hyllegard K.H., 2011, An exploratory study of college students' fanning behavior on Facebook, College Student Journal, 45, 601",{},{"id":24,"text":1516,"url":24,"identifiers":1517},"10.1089\u002Fcyber.2010.0061",{"doi":1516},{"id":24,"text":1519,"url":24,"identifiers":1520},"10.1111\u002Fj.1468-2389.2010.00499.x",{"doi":1519},{"id":24,"text":1522,"url":24,"identifiers":1523},"10.1177\u002F1080569911423960",{"doi":1522},{"id":24,"text":1525,"url":24,"identifiers":1526},"Laster J., 2010, Now on Facebook: your future doctor, partying, Chronicle of Higher Education, 56, A1",{},{"id":24,"text":1528,"url":24,"identifiers":1529},"10.7748\u002Fnr2009.10.17.1.54.c7340",{"doi":1528},{"id":24,"text":1531,"url":24,"identifiers":1532},"Lenard G.(2006).Employers Using Facebook for Background Checking: Is It Legal?http:\u002F\u002Fwww.collegerecruiter.com\u002Fweblog\u002F2006\u002F09\u002Femployers accessed 4 February 2013.",{},{"id":24,"text":1534,"url":24,"identifiers":1535},"10.1177\u002F1461444808089415",{"doi":1534},{"id":24,"text":1537,"url":24,"identifiers":1538},"Mary O., 2010, Employers use Face Book too, for hiring, Advances in Management, 3, 13",{},{"id":24,"text":1540,"url":24,"identifiers":1541},"‘Maryland bans employers from asking for Facebook passwords’. (2012).American Agent & Broker 10.",{},{"id":24,"text":1543,"url":24,"identifiers":1544},"McCann J.T., 2012, Employer social‐media policies are under scrutiny, Business Journal (Central New York), 26, 10",{},{"id":24,"text":1546,"url":24,"identifiers":1547},"McGrath L.C., 2012, Social media and employment: is there a limit?, Interdisciplinary Journal of Contemporary Research in Business, 4, 17",{},{"id":24,"text":1549,"url":24,"identifiers":1550},"10.1080\u002F01449290903042491",{"doi":1549},{"id":24,"text":1552,"url":24,"identifiers":1553},"Mishra S., 2012, An exploration of student attitudes on privacy\u002Fsecurity issues: Facebook usage concerns and expectations, Issues in Information Systems, 13, 340",{},{"id":24,"text":1555,"url":24,"identifiers":1556},"10.1002\u002Fda.20805",{"doi":1555},{"id":24,"text":1558,"url":24,"identifiers":1559},"Nowak J., 2012, Illinois' “Facebook” law handcuffs employers, Crain's Chicago Business, 35, 15",{},{"id":24,"text":1561,"url":24,"identifiers":1562},"O'Brien T.(2007).Females Flock to Facebook to Post Pictures of Their Drunken Antics.http:\u002F\u002Fwww.switched.com\u002F2007\u002F11\u002F06\u002Ffemales‐flock‐to‐facebook‐to‐post‐pictures‐of‐their‐drunken‐antics accessed 4 February 2013.",{},{"id":24,"text":1564,"url":24,"identifiers":1565},"Palazzo N., 2013, Do you believe that companies should monitor your personal Facebook page and have the authority to make decisions about your employment based on what you post on your profile?, Journal of Property Management, 78, 9",{},{"id":24,"text":1567,"url":24,"identifiers":1568},"10.1089\u002Fcpb.2007.9927",{"doi":1567},{"id":24,"text":1570,"url":24,"identifiers":1571},"10.1080\u002F08832320903217606",{"doi":1570},{"id":24,"text":1573,"url":24,"identifiers":1574},"Peluchette J.V.andKarl K.A.(2007). ‘The prevalence of Facebook faux pas and students' “devil may care” attitudes’. 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The impact of social media on the workforce, Insight into Diversity, 79, 18",{},{"id":24,"text":1589,"url":24,"identifiers":1590},"Robinson T.G., 2006, Not so private lives, CED, 32, 45",{},{"id":24,"text":1592,"url":24,"identifiers":1593},"Simpson L., 2012, Social networking: the employment relationship in an online age, Human Resources Magazine, 17, 30",{},{"id":24,"text":1595,"url":24,"identifiers":1596},"Sprague R., 2011, Invasion of the social networks: blurring the line between personal life and the employment relationship, University of Louisville Law Review, 50, 1",{},{"id":24,"text":1598,"url":24,"identifiers":1599},"2012, States aim to bar employers from Facebook passwords, HR Specialist, 10, 1",{},{"id":24,"text":1601,"url":24,"identifiers":1602},"Sullivan S.(2006).One‐in‐Four Hiring Managers Have Used Internet Search Engines to Screen Job Candidates; One‐in‐Ten Have Used Social Networking Sites CareerBuilder.com Survey Finds.http:\u002F\u002Fwww.careerbuilder.com\u002F accessed 4 February 2013.",{},{"id":24,"text":1604,"url":24,"identifiers":1605},"Taylor S., 2006, Seeking secrets in cyberspace, Staffing Management, 2",{},{"id":24,"text":1607,"url":24,"identifiers":1608},"2012, Tread carefully in asking applicants for Facebook, other passwords, HR Focus, 89, 5",{},{"id":24,"text":1610,"url":24,"identifiers":1611},"‘Use Facebook to check out potential employees bosses told’. 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Paper presented at the Southwestern Ohio Council for Higher Education Special Topics Forum Dayton OH.",{},{"id":24,"text":1628,"url":24,"identifiers":1629},"Young K., 2011, Social ties, social networks and the Facebook experience, International Journal of Emerging Technologies & Society, 9, 20",{},{"id":24,"text":1631,"url":24,"identifiers":1632},"Zeidner R., 2007, How deep can you probe?, HR Magazine, 52, 57",{},{"id":24,"text":1634,"url":24,"identifiers":1635},"10.1016\u002Fj.chb.2008.02.012",{"doi":1634},{"id":1637,"createTime":1638,"updateTime":1639,"relativeEntities":1640,"slug":1641,"properties":1642,"entityType":118,"verifyStatus":119,"verifyTime":1638,"verifyNote":120,"syncStatus":23,"languages":1656,"translateLanguages":1657,"viewCount":25,"primaryUrl":1658,"fullTextUrl":24,"authors":1659,"publicationType":163,"publisherRelationship":1704,"citationCount":1737,"citationInfo":1738,"publishDate":1742,"publishYear":1743,"citationAnalyzeStatus":23,"lastCitationAnalyze":24,"indexDatabases":24,"openAccess":24,"references":1744,"isForceReanalyzing":347},"9deb03dc-7211-42c9-a276-64746696aa24","2024-09-12T12:33:02.384+00:00","2025-01-03T06:49:37.998+00:00",[],"When-your-resume-is-not-turning-you-down-Modelling-ethnic-bias-in-resume-screening",{"mag":1643,"keywords":1645,"openalex":1646,"abstract":1648,"title":1651,"doi":1654},{"VOID":1644},"2899883278",{"VI":1297},{"VOID":1647},"W2899883278",{"VI":1649,"EN":1650},"\u003Cjats:title>Tóm tắt\u003C\u002Fjats:title>\u003Cjats:p>Việc sàng lọc hồ sơ xin việc là rào cản đầu tiên mà các ứng viên thường phải đối mặt khi họ nộp đơn xin việc. Mặc dù có nhiều nghiên cứu thực nghiệm cho thấy sự thiên lệch ở giai đoạn sàng lọc hồ sơ, nhưng sự công bằng ở giai đoạn loại bỏ này chưa được xem xét một cách có hệ thống. Trong bài báo này, chúng tôi trình bày một mô hình ba giai đoạn về việc sàng lọc hồ sơ thiên lệch. Đầu tiên, chúng tôi thảo luận về các quan điểm lý thuyết liên quan (ví dụ: lý thuyết tín hiệu trên thị trường lao động và lý thuyết hình thành ấn tượng) để giải thích tại sao việc sàng lọc hồ sơ dễ bị ảnh hưởng bởi quyết định thiên lệch, đặc biệt là sự phân biệt chủng tộc. Dựa trên các bằng chứng tốt nhất có sẵn, chúng tôi xem xét các yếu tố không chắc chắn của sự phân biệt chủng tộc ở ứng viên, người ra quyết định và bối cảnh rộng hơn (ví dụ: tổ chức), cũng như hiệu quả của các can thiệp có thể chống lại thiên lệch chủng tộc trong việc sàng lọc hồ sơ. Bài báo kết thúc với một chương trình nghị sự phê bình cho nghiên cứu và thực tiễn tiếp theo.\u003C\u002Fjats:p>","\u003Cjats:title>Abstract\u003C\u002Fjats:title>\u003Cjats:p>Resume screening is the first hurdle applicants typically face when they apply for a job. Despite the many empirical studies showing bias at the resume‐screening stage, fairness at this funnelling stage has not been reviewed systematically. In this paper, a three‐stage model of biased resume screening is presented. We first discuss relevant theoretical perspectives (e.g., job market signalling and impression formation theories) to explain why resume screening is vulnerable to biased decision‐making and ethnic discrimination in particular. On the basis of the best available evidence, we consider contingencies of ethnic discrimination in the applicant, the decision‐maker, and the broader context (e.g., organisation), as well as the effectiveness of interventions that might counter ethnic bias in resume screening. The paper ends with a critical agenda for further research and practice.\u003C\u002Fjats:p>",{"VI":1652,"EN":1653},"Khi hồ sơ xin việc của bạn (không) khiến bạn thất bại: Mô hình hóa sự thiên lệch dân tộc trong việc sàng lọc hồ sơ","When your resume is (not) turning you down: Modelling ethnic bias in resume screening",{"VOID":1655},"10.1111\u002F1748-8583.12217",[122],[1311],"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002F10.1111\u002F1748-8583.12217",[1660,1682],{"id":1661,"sortIndex":25,"researcher":24,"roles":1662,"affiliations":1663,"properties":1675},"3203ae75-fd06-40b9-818d-5ab72e39c1a6",[],[1664],{"id":1665,"sortIndex":25,"affiliation":1666,"properties":24},"50c5e223-070e-4166-900a-f65eb4408ab9",{"id":1667,"createTime":1668,"updateTime":1669,"relativeEntities":1670,"slug":1671,"properties":1672,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"1bdbb3b7-753a-47da-875d-35f3d7832b88","2023-12-29T19:20:35.770+00:00","2024-09-12T12:33:02.406+00:00",[],"Department-of-Personnel-Management-Work-and-Organizational-Psychology-Ghent-University-Ghent-Belgium",{"title":1673},{"VI":1674},"Department of Personnel Management, Work and Organizational Psychology, Ghent University, Ghent, Belgium",{"openalex":1676,"orcid":1678,"title":1680},{"VOID":1677},"A5034173393",{"VOID":1679},"https:\u002F\u002Forcid.org\u002F0000-0001-7874-5836",{"EN":1681},"Eva Derous",{"id":1683,"sortIndex":149,"researcher":24,"roles":1684,"affiliations":1685,"properties":1697},"11781098-1705-4c31-a814-43a842a03570",[],[1686],{"id":1687,"sortIndex":25,"affiliation":1688,"properties":24},"112a784c-f790-418a-9cdb-0dae111f0c33",{"id":1689,"createTime":1690,"updateTime":1691,"relativeEntities":1692,"slug":1693,"properties":1694,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"78584636-e6d8-47e1-a54e-1525b0ede8be","2023-12-11T05:56:11.117+00:00","2024-09-25T22:21:37.463+00:00",[],"Michigan-State-University-East-Lansing-Michigan-USA",{"title":1695},{"VI":1696},"Michigan State University, East Lansing, Michigan, USA",{"openalex":1698,"orcid":1700,"title":1702},{"VOID":1699},"A5021909605",{"VOID":1701},"https:\u002F\u002Forcid.org\u002F0000-0001-9668-4125",{"EN":1703},"Ann Marie Ryan",{"url":24,"publisher":1705,"properties":1730},{"id":6,"createTime":7,"updateTime":8,"relativeEntities":1706,"slug":10,"properties":1707,"entityType":22,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25,"subjectFields":1713,"manageAffiliations":1714,"indexDatabases":1715,"url":97,"thumbnailPath":24,"statistic":24,"gsStatistic":24,"type":24,"analyzePriority":24},[],{"country":1708,"issn":1709,"introduce":1710,"eissn":1711,"title":1712},{"VOID":13},{"VOID":15},{"EN":17},{"VOID":19},{"EN":21},[],[],[1716,1723],{"id":59,"indexDatabase":1717,"url":72,"indexYears":73,"academicFieldIds":1722,"indexDatabaseRanking":76},{"id":61,"createTime":62,"updateTime":63,"relativeEntities":1718,"label":1719,"description":1720,"key":69,"publicationTags":1721,"standard":24},[],{"EN":66,"VI":66},{"EN":66,"VI":68},[71],[75],{"id":78,"indexDatabase":1724,"url":93,"indexYears":24,"academicFieldIds":1729,"indexDatabaseRanking":24},{"id":80,"createTime":81,"updateTime":82,"relativeEntities":1725,"label":1726,"description":1727,"key":89,"publicationTags":1728,"standard":24},[],{"EN":85,"VI":85},{"VI":87,"EN":88},[91,92],[95,96],{"volume":1731,"pages":1733,"issue":1735},{"VOID":1732},"29",{"VOID":1734},"113-130",{"VOID":1736},"2",76,{"total":1737,"publishYear":24,"statisticByYear":1739},{"2019":1740,"2020":45,"2021":1740,"2022":202,"2023":1741,"2024":206},7,21,"2019-04-01",2019,[1745,1748,1751,1754,1757,1760,1763,1766,1769,1772,1775,1778,1781,1784,1787,1790,1793,1796,1799,1802,1805,1808,1811,1814,1817,1820,1823,1826,1829,1832,1835,1838,1841,1844,1847,1850,1853,1856,1859,1862,1865,1868,1871,1874,1878,1881,1884,1887,1890,1893,1896,1899,1902,1905,1908,1911,1914,1917,1920,1923,1926,1929,1932,1935,1938,1941,1944,1947,1950,1953,1956,1959,1962,1965,1968,1971,1974,1977,1980,1983,1986,1989,1992,1995,1998,2001,2004,2007,2010,2013,2016,2019,2022,2025,2028,2031,2034,2037],{"id":24,"text":1746,"url":24,"identifiers":1747},"10.1111\u002Fjosi.12158",{"doi":1746},{"id":24,"text":1749,"url":24,"identifiers":1750},"10.1016\u002Fj.hrmr.2012.06.003",{"doi":1749},{"id":24,"text":1752,"url":24,"identifiers":1753},"10.1080\u002F09585192.2014.1003087",{"doi":1752},{"id":24,"text":1755,"url":24,"identifiers":1756},"10.1080\u002F09585192.2011.616527",{"doi":1755},{"id":24,"text":1758,"url":24,"identifiers":1759},"Altemeyer 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Retrieved from https:\u002F\u002Fpmc.gov.au\u002Fsites\u002Fdefault\u002Ffiles\u002Fpublications\u002FBETA‐report‐going‐blind‐to‐see‐more clearly.pdf",{},{"id":24,"text":1894,"url":24,"identifiers":1895},"10.1111\u002Fj.1748-8583.1999.tb00204.x",{"doi":1894},{"id":24,"text":1897,"url":24,"identifiers":1898},"10.1111\u002F1748-8583.12154",{"doi":1897},{"id":24,"text":1900,"url":24,"identifiers":1901},"10.1037\u002F0003-066X.58.9.697",{"doi":1900},{"id":24,"text":1903,"url":24,"identifiers":1904},"10.1177\u002F0001839216639577",{"doi":1903},{"id":24,"text":1906,"url":24,"identifiers":1907},"10.1111\u002Fj.1540-4560.2010.01655.x",{"doi":1906},{"id":24,"text":1909,"url":24,"identifiers":1910},"10.1111\u002Fj.0021-9029.2006.00035.x",{"doi":1909},{"id":24,"text":1912,"url":24,"identifiers":1913},"10.1111\u002Fj.1559-1816.2011.00881.x",{"doi":1912},{"id":24,"text":1915,"url":24,"identifiers":1916},"10.1016\u002Fj.econlet.2012.06.029",{"doi":1915},{"id":24,"text":1918,"url":24,"identifiers":1919},"10.1111\u002Fj.1744-6570.2000.tb00217.x",{"doi":1918},{"id":24,"text":1921,"url":24,"identifiers":1922},"10.5465\u002Famr.2007.24351855",{"doi":1921},{"id":24,"text":1924,"url":24,"identifiers":1925},"10.1037\u002Fa0034156",{"doi":1924},{"id":24,"text":1927,"url":24,"identifiers":1928},"Kuncel N. R. Klieger D. M. &Ones D. S.(2014).In hiring algorithms beat instinct.Harvard Business Review May.https:\u002F\u002Fhbr.org\u002F2014\u002F05\u002Fin-hiring-algorithms-beat-instinct",{},{"id":24,"text":1930,"url":24,"identifiers":1931},"10.1136\u002Fbmj.296.6623.657",{"doi":1930},{"id":24,"text":1933,"url":24,"identifiers":1934},"10.1177\u002F002200278102500401",{"doi":1933},{"id":24,"text":1936,"url":24,"identifiers":1937},"10.1111\u002Fj.1748-8583.1997.tb00286.x",{"doi":1936},{"id":24,"text":1939,"url":24,"identifiers":1940},"National Research Council, 2004, Measuring racial discrimination",{},{"id":24,"text":1942,"url":24,"identifiers":1943},"10.1016\u002Fj.jebo.2016.06.001",{"doi":1942},{"id":24,"text":1945,"url":24,"identifiers":1946},"10.1037\u002Fa0013472",{"doi":1945},{"id":24,"text":1948,"url":24,"identifiers":1949},"10.1109\u002FTMM.2016.2557058",{"doi":1948},{"id":24,"text":1951,"url":24,"identifiers":1952},"Nguyen N. T., 2006, Recruiters' use of friendship in resume assessment: When qualification does not always make the cut, Applied H.R.M Research, 11, 1",{},{"id":24,"text":1954,"url":24,"identifiers":1955},"O'Neil C., 2016, Weapons of math destruction: How big data increases inequality and threatens democracy",{},{"id":24,"text":1957,"url":24,"identifiers":1958},"10.1037\u002Fpspa0000023",{"doi":1957},{"id":24,"text":1960,"url":24,"identifiers":1961},"10.4324\u002F9780203848418",{"doi":1960},{"id":24,"text":1963,"url":24,"identifiers":1964},"Piotrowski C., 2006, Current recruitment and selection practices: A national survey of Fortune 1000 firms, North American Journal of Psychology, 8, 489",{},{"id":24,"text":1966,"url":24,"identifiers":1967},"10.1037\u002F0022-3514.75.3.811",{"doi":1966},{"id":24,"text":1969,"url":24,"identifiers":1970},"10.1037\u002Fa0012960",{"doi":1969},{"id":24,"text":1972,"url":24,"identifiers":1973},"10.1016\u002Fj.labeco.2009.04.005",{"doi":1972},{"id":24,"text":1975,"url":24,"identifiers":1976},"10.1111\u002Fj.1744-6570.1987.tb00609.x",{"doi":1975},{"id":24,"text":1978,"url":24,"identifiers":1979},"10.1371\u002Fjournal.pone.0145208",{"doi":1978},{"id":24,"text":1981,"url":24,"identifiers":1982},"10.1080\u002F09585190802670516",{"doi":1981},{"id":24,"text":1984,"url":24,"identifiers":1985},"SHRM, 2016, Using social media for talent acquisition: Recruitment and screening",{},{"id":24,"text":1987,"url":24,"identifiers":1988},"10.1017\u002FCBO9781139175043",{"doi":1987},{"id":24,"text":1990,"url":24,"identifiers":1991},"Spence A. 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L., 1949, Personnel selection: Test and measurement techniques",{},{"id":24,"text":2002,"url":24,"identifiers":2003},"10.1177\u002F0146167293195007",{"doi":2002},{"id":24,"text":2005,"url":24,"identifiers":2006},"10.1111\u002F1748-8583.12116",{"doi":2005},{"id":24,"text":2008,"url":24,"identifiers":2009},"10.1037\u002F0021-9010.93.5.982",{"doi":2008},{"id":24,"text":2011,"url":24,"identifiers":2012},"10.1108\u002FJMP-07-2016-0220",{"doi":2011},{"id":24,"text":2014,"url":24,"identifiers":2015},"10.1177\u002F0149206313515524",{"doi":2014},{"id":24,"text":2017,"url":24,"identifiers":2018},"10.1037\u002F0022-3514.75.4.917",{"doi":2017},{"id":24,"text":2020,"url":24,"identifiers":2021},"Waldinger R., 2003, How the other half works: Immigrants and the social organization of labor",{},{"id":24,"text":2023,"url":24,"identifiers":2024},"10.1007\u002Fs10869-016-9470-9",{"doi":2023},{"id":24,"text":2026,"url":24,"identifiers":2027},"10.1111\u002Fgeer.12104",{"doi":2026},{"id":24,"text":2029,"url":24,"identifiers":2030},"10.1177\u002F0893318917699885",{"doi":2029},{"id":24,"text":2032,"url":24,"identifiers":2033},"10.1111\u002F1748-8583.12021",{"doi":2032},{"id":24,"text":2035,"url":24,"identifiers":2036},"10.1073\u002Fpnas.1418680112",{"doi":2035},{"id":24,"text":2038,"url":24,"identifiers":2039},"10.1080\u002F1369183X.2015.1133279",{"doi":2038},{"id":2041,"createTime":2042,"updateTime":2043,"relativeEntities":2044,"slug":2045,"properties":2046,"entityType":118,"verifyStatus":119,"verifyTime":2042,"verifyNote":120,"syncStatus":23,"languages":2061,"translateLanguages":2062,"viewCount":25,"primaryUrl":2063,"fullTextUrl":24,"authors":2064,"publicationType":163,"publisherRelationship":2106,"citationCount":2139,"citationInfo":2140,"publishDate":2143,"publishYear":2144,"citationAnalyzeStatus":23,"lastCitationAnalyze":24,"indexDatabases":24,"openAccess":24,"references":2145,"isForceReanalyzing":347},"c7c19fad-e7ac-4112-b690-9683e7b537e0","2024-09-24T16:35:56.302+00:00","2025-01-03T06:48:38.411+00:00",[],"Methodological-threat-or-myth-Evaluating-the-current-state-of-evidence-on-common-method-variance-in-human-resource-management-research",{"mag":2047,"keywords":2049,"openalex":2051,"abstract":2053,"title":2056,"doi":2059},{"VOID":2048},"3182751354",{"VI":2050},"biến thể phương pháp chung, CMV, nghiên cứu quản lý nhân sự, độ tin cậy, nghiên cứu thực nghiệm",{"VOID":2052},"W3182751354",{"VI":2054,"EN":2055},"\u003Cjats:title>Tóm tắt\u003C\u002Fjats:title>\u003Cjats:p>Trong thập kỷ qua, có những chứng cứ mới quan trọng xung quanh biến thể phương pháp chung (CMV) đã được tạo ra (bao gồm các đánh giá định lượng và định tính, cùng với các mô phỏng) để đánh giá mối đe dọa thực sự đối với độ tin cậy của nó, và xem xét các kỹ thuật \u003Cjats:italic>post hoc\u003C\u002Fjats:italic> nhằm phát hiện và điều chỉnh các tác động của nó. Nghiên cứu này xem xét những chứng cứ mới và tổng hợp tất cả các bài báo thực nghiệm liên quan đến quản lý nhân sự được công bố trong 10 năm qua từ sáu tạp chí lớn. Những kết luận chính sau đây được rút ra. Đầu tiên, việc áp dụng tri thức mới về CMV trong tài liệu thực nghiệm vẫn chưa đồng đều. Thứ hai, các nghiên cứu công bố trong những tạp chí này chỉ ra rất ít trường hợp biến dạng có ý nghĩa của các ước lượng do CMV, ngay cả khi các bài kiểm tra \u003Cjats:italic>post hoc\u003C\u002Fjats:italic> được sử dụng để phát hiện. Thứ ba, những phát hiện trong tài liệu thực nghiệm phản ánh các kết luận của các đánh giá và mô phỏng trong 10 năm qua, điều này cho thấy khả năng biến dạng đáng kể của các ước lượng do CMV là rất hạn chế.\u003C\u002Fjats:p>","\u003Cjats:title>Abstract\u003C\u002Fjats:title>\u003Cjats:p>New key evidence on common method variance (CMV) has been generated in the last decade (including quantitative and qualitative reviews, and simulations) to estimate its real validity threat, and evaluate the \u003Cjats:italic>post hoc\u003C\u002Fjats:italic> techniques to detect and correct for its effects. This work looks at the new evidence, and reviews all HRM‐related empirical articles published in the last 10 years in six major journals. The following primary conclusions are drawn. First, adoption of new knowledge about CMV by the empirical literature has been uneven. Second, published research in these journals indicates few incidences of meaningful distortion of estimates due to CMV, even when \u003Cjats:italic>post hoc\u003C\u002Fjats:italic> tests are used to detect it. Third, these findings in the empirical literature mirror the conclusions of reviews and simulations of the last 10 years, which indicate that the probability of significant distortion of estimates because of CMV is very limited.\u003C\u002Fjats:p>",{"VI":2057,"EN":2058},"Mối đe dọa phương pháp học hay là huyền thoại? Đánh giá hiện trạng chứng cứ về biến thể phương pháp chung trong nghiên cứu quản lý nhân sự","Methodological threat or myth? 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Sử dụng thiết kế dự đoán với mẫu gồm 50 đơn vị kinh doanh tự trị trong cùng một tập đoàn, bài viết chỉ ra rằng cả sự cam kết tổ chức và các thực tiễn quản lý nguồn nhân lực đều có mối liên hệ đáng kể với các chỉ số hiệu suất hoạt động, cũng như chi phí hoạt động và lợi nhuận trước thuế.\u003C\u002Fjats:p>","\u003Cjats:p>This article examines the impact of HR practices and organisational commitment on the operating performance and profitability of business units. Using a predictive design with a sample of 50 autonomous business units within the same corporation, the article reveals that both organisational commitment and HR practices are significantly related to operational measures of performance, as well as operating expenses and pre‐tax profits.\u003C\u002Fjats:p>",{"VI":2364,"EN":2365},"Tác động của các thực tiễn quản lý nguồn nhân lực đến hiệu suất của các đơn vị kinh doanh","The impact of HR practices on the performance of business units",{"VOID":2367},"10.1111\u002Fj.1748-8583.2003.tb00096.x",[122],[1311],"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002F10.1111\u002Fj.1748-8583.2003.tb00096.x",[2372,2392,2414],{"id":2373,"sortIndex":200,"researcher":24,"roles":2374,"affiliations":2375,"properties":2387},"061ef3d2-8e0a-4ec1-a794-02cff90ea34c",[],[2376],{"id":2377,"sortIndex":25,"affiliation":2378,"properties":24},"0414e395-a9d4-4052-8a93-6c5cbe6252db",{"id":2379,"createTime":2380,"updateTime":2381,"relativeEntities":2382,"slug":2383,"properties":2384,"entityType":44,"verifyStatus":23,"verifyTime":24,"verifyNote":24,"syncStatus":23,"languages":24,"translateLanguages":24,"viewCount":25},"3cf541f5-c256-4d96-8248-a1f3165d36d5","2024-01-14T05:07:57.814+00:00","2025-01-02T06:38:29.168+00:00",[],"London-Business-School",{"title":2385},{"VI":2386},"London Business School",{"openalex":2388,"title":2390},{"VOID":2389},"A5041547495",{"EN":2391},"Lisa M. 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Kinnie N.andPurcell J.(2002). ‘Bringing policies to life: discretionary behavior and the impact on business performance.Paper presented at University of Bath School of Management 10–11 April.",{},{"id":24,"text":2525,"url":24,"identifiers":2526},"Huselid M.A., 1995, The impact of human resource management practices on turnover, productivity and corporate financial performance, Academy of Management Journal, 38, 635, 10.2307\u002F256741",{"doi":739},{"id":24,"text":2528,"url":24,"identifiers":2529},"10.1111\u002Fj.1744-6570.2000.tb02419.x",{"doi":2528},{"id":24,"text":2531,"url":24,"identifiers":2532},"Ichniowski C, 1997, The effects of human resource management practices on productivity, American Economic Review, 87, 291",{},{"id":24,"text":2534,"url":24,"identifiers":2535},"Kerlinger F.N., 1973, Foundations of Behavioral Research",{},{"id":24,"text":2537,"url":24,"identifiers":2538},"10.1037\u002F0021-9010.76.5.698",{"doi":2537},{"id":24,"text":1213,"url":24,"identifiers":2540},{"doi":1213},{"id":24,"text":2542,"url":24,"identifiers":2543},"10.4135\u002F9781452231556",{"doi":2542},{"id":24,"text":2545,"url":24,"identifiers":2546},"Organ D., 1988, Organizational Citizenship Behavior: The Good Soldier Syndrome",{},{"id":24,"text":1233,"url":24,"identifiers":2548},{"doi":1233},{"id":24,"text":2550,"url":24,"identifiers":2551},"10.1037\u002Fh0037335",{"doi":2550},{"id":24,"text":2553,"url":24,"identifiers":2554},"Purcell J., 2003, Understanding the Pay and Performance Link: Unlocking the Black Box",{},{"id":24,"text":913,"url":24,"identifiers":2556},{"doi":913},{"id":24,"text":2558,"url":24,"identifiers":2559},"10.1002\u002F(SICI)1097-0266(199704)18:4\u003C329::AID-SMJ879>3.0.CO;2-W",{"doi":2558},{"id":24,"text":2561,"url":24,"identifiers":2562},"Sackett P., 2000, Handbook of Industrial, Work and Organizational Psychology",{},{"id":24,"text":2564,"url":24,"identifiers":2565},"10.1080\u002F09585199400000053",{"doi":2564},{"id":24,"text":2567,"url":24,"identifiers":2568},"Virtanen T., 2000, Handbook of Organizational Culture and Climate",{},{"id":24,"text":2570,"url":24,"identifiers":2571},"Wright P.M., 2002, The New Workplace: A Guide to the Human Impact of Modern Working Practices",{},{"id":24,"text":1007,"url":24,"identifiers":2573},{"doi":1007},{"id":24,"text":2575,"url":24,"identifiers":2576},"Youndt M.A., 1996, Human resource management, manufacturing strategy and firm performance, Academy of Management Journal, 39, 836, 10.2307\u002F256714",{"doi":1025},{"id":2578,"createTime":2579,"updateTime":2580,"relativeEntities":2581,"slug":2582,"properties":2583,"entityType":118,"verifyStatus":119,"verifyTime":2579,"verifyNote":120,"syncStatus":23,"languages":2597,"translateLanguages":2598,"viewCount":25,"primaryUrl":2599,"fullTextUrl":24,"authors":2600,"publicationType":163,"publisherRelationship":2629,"citationCount":2661,"citationInfo":2662,"publishDate":2673,"publishYear":2674,"citationAnalyzeStatus":23,"lastCitationAnalyze":24,"indexDatabases":24,"openAccess":24,"references":2675,"isForceReanalyzing":347},"cfa91490-c01e-4c70-97a4-22c1a41de2dc","2024-09-13T07:25:04.014+00:00","2025-01-03T06:46:46.824+00:00",[],"Front-line-managers-as-agents-in-the-HRM-performance-causal-chain-theory-analysis-and-evidence",{"mag":2584,"keywords":2586,"openalex":2587,"abstract":2589,"title":2592,"doi":2595},{"VOID":2585},"2050422934",{"VI":1297},{"VOID":2588},"W2050422934",{"VI":2590,"EN":2591},"\u003Cjats:p>Nghiên cứu về mối liên hệ giữa quản trị nguồn nhân sự (HRM) và hiệu suất tổ chức đã bỏ qua vai trò của các nhà quản lý tuyến đầu, tuy nhiên chính những nhà quản lý này ngày càng có trách nhiệm trong việc thực hiện nhiều thực tiễn HR. Sử dụng khảo sát nhân viên tại 12 công ty ‘xuất sắc’, chúng tôi khám phá mức độ mà sự cam kết của nhân viên đối với nhà tuyển dụng và công việc của họ bị ảnh hưởng bởi chất lượng hành vi lãnh đạo và sự hài lòng với các thực tiễn HR. Cả hai yếu tố này đều có tác động mạnh mẽ tới thái độ của nhân viên. Bài viết kết thúc với một nghiên cứu trường hợp về nỗ lực có kế hoạch nhằm cải thiện kỹ năng quản lý con người của các nhà quản lý tuyến đầu.\u003C\u002Fjats:p>","\u003Cjats:p>Research on the link between HRM and organisational performance has neglected the role of front‐line managers, yet it is these managers who are increasingly charged with the implementation of many HR practices. Using an employee survey in 12 ‘excellent’ companies we explore the extent to which employee commitment towards their employer and their job are influenced by the quality of leadership behaviour and by satisfaction with HR practices. Both have a strong effect on employee attitudes. The article concludes with a case study of a planned effort to improve front‐line managers' skills in people management.\u003C\u002Fjats:p>",{"VI":2593,"EN":2594},"Các nhà quản lý tuyến đầu như những tác nhân trong chuỗi nguyên nhân HRM - hiệu suất: lý thuyết, phân tích và bằng chứng","Front‐line managers as agents in the HRM‐performance causal chain: theory, analysis and 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