Human Resource Management
0090-4848
1099-050X
Mỹ
Cơ quản chủ quản: Wiley-Liss Inc. , WILEY PERIODICALS, INC
Lĩnh vực:
Organizational Behavior and Human Resource ManagementStrategy and ManagementApplied PsychologyManagement of Technology and Innovation
Phân tích ảnh hưởng
Thông tin về tạp chí
Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
Các bài báo tiêu biểu
The effects of diversity on business performance: Report of the diversity research network Abstract This article summarizes the results and conclusions reached in studies of the relationships between race and
gender diversity and business performance carried out in four large firms by a research consortium known as the
Diversity Research Network. These researchers were asked by the BOLD Initiative to conduct this research to test
arguments regarding the “business case” for diversity. Few positive or negative direct effects of
diversity on performance were observed. Instead a number of different aspects of the organizational context and
some group processes moderated diversity‐performance relationships. This suggests a more nuanced view of
the “business case” for diversity may be appropriate. © 2003 Wiley Periodicals, Inc.
Tập 42 Số 1 - Trang 3-21 - 2003
The social context of performance appraisal and appraisal reactions: A meta‐analysis Abstract This study reviews and meta‐analyzes the literature on the social context of performance appraisal. Results indicate that aspects of rater‐ratee relationship quality (i.e., supervisor satisfaction, supervisor support, supervisor trust) are strongly related to ratee reactions to performance appraisals. Rater‐ratee relationship quality is more strongly related to appraisal reactions than appraisal participation or performance ratings. Integrating social exchange theory with procedural justice theory, this article tested whether or not the relationship quality–appraisal reactions relationship was due to relationships between relationship quality and instrumental resources for the ratee (i.e., appraisal participation and rating favorability). When controlling for relationships between these resources and appraisal reactions, a direct path between relationship quality and reactions was significant, supporting a relational model of the exchange between appraisal partners. The relationship quality–appraisal reaction relationship was not moderated by performance rating favorability or appraisal participation. In total, these results highlight the importance of relationship quality to employee reactions to performance appraisal—and the importance of ratee reactions as an important resource in the social exchange between appraisal partners. Implications for theory, practice, and future research are discussed. © 2012 Wiley Periodicals, Inc.
Tập 51 Số 5 - Trang 709-732 - 2012
An exploratory assessment of the purposes of performance appraisals in north and central america and the pacific rim Abstract While performance appraisals are considered important management tools in many countries, their purposes and
practices vary significantly between countries. Unfortunately, there is little empirical data on the specific
practices of appraisals across countries. The focus of this study is to empirically examine the current
purposes of performance appraisals in ten different countries and regions in Asia, North America, and Latin
America. The purposes of appraisals studied here include documentation, development, administrative (pay
and promotions), and subordinate expression. This paper also examines how the respondents believe the
purposes of appraisals should ideally be practiced. Implications for research and practice are discussed.
© 2002 Wiley Periodicals, Inc.
Tập 41 Số 1 - Trang 87-102 - 2002
Knowledge as a mediator between HRM practices and innovative activity Abstract The objective of this paper is to test how human resources management (HRM) practices and employees' knowledge influence the development of innovative capabilities and, by extension, a firm's performance. Results confirm that HRM practices are not directly associated with innovation unless they take into account employees' knowledge. Specifically, our analyses establish a mediating role for the uniqueness of knowledge between collaborative HRM practices and innovative activity, a positive influence of knowledge‐based HRM practices on valuable knowledge, and a positive contribution of innovations to the company's profit. We tested hypotheses in a sample of firms from the most innovative Spanish industries through structural equation modeling. © 2009 Wiley Periodicals, Inc.
Tập 48 Số 4 - Trang 485-503 - 2009
Training for virtual teams: An investigation of current practices and future needs
Tập 45 Số 2 - Trang 229-247 - 2006
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions Abstract Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom‐line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job‐pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other‐group orientation moderates the relationship between perceived organizational value of diversity and job‐pursuit intentions. In a follow‐up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other‐group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other‐group orientation.
Tập 52 Số 2 - Trang 175-193 - 2013
Inclusion climate: A multilevel investigation of its antecedents and consequences This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.
Tập 58 Số 4 - Trang 353-369 - 2019
What Do You Think of My Ink? Assessing the Effects of Body Art on Employment Chances
Tập 56 Số 1 - Trang 133-149 - 2017
The double‐edged sword of job crafting: The effects of job crafting on changes in job demands and employee well‐being Abstract Job crafting is theorized to operate via changes that employees make to their work designs, yet this critical mechanism has remained scarcely tested. This study examined whether job crafting facilitates changes in two types of challenge demands, namely workload and job complexity, and hindrance demands and whether these changes explain why job crafting may have both positive and negative implications for employee well‐being. We utilized a two‐wave sample of 2,453 employees to examine the relationships between job crafting and within‐person changes in job demands, work engagement, and burnout. The findings showed that approach type of job crafting was related to increases in work engagement via increased job complexity. However, approach crafting was also associated with increases in burnout via increased workload. Avoidance type of job crafting, in turn, was related to increases in burnout and decreases in work engagement via decreased job complexity. The findings imply that job crafting may both promote and mitigate employee well‐being depending on how it changes specific features of work design and that also approach crafting may deteriorate well‐being. We discuss the practical implications of different types of job crafting on work design and employee well‐being.
Tập 60 Số 6 - Trang 953-968 - 2021